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KMID : 1001320200470030005
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Social Welfare Policy
2020 Volume.47 No. 3 p.5 ~ p.34
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A Study on the Turnover Behavior of Youths of Non-profit Organizations - Job Satisfaction vs. person-job fit
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Lee Bong-Hwan
Lee Moon-Suk
Kim Yun-A
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Abstract
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This study aims to verify the difference in the relative influence of job satisfaction and person-job fit on the turnover behavior of each type of nonprofit organization in the youth generation from the perspective of theoretical contention. Specifically, the actual turnover behavior is divided into no turnover(retention), nonprofit organization to nonprofit organization, and nonprofit organization to for-profit organization, and the difference between job satisfaction and person-job fit that appears for each type is verified empirically.
For this study, a multinomial logistic regression analysis was conducted using the 4th to 12th youth panel data from the Korea Employment Information Service.
The analysis results are as follows. (1) in the turnovers of youths of nonprofit organizations, about 6% had organization mobility and about 11% had occupational mobility.
(2) there was a difference in the relative influence of job satisfaction and person-job fit for each type of turnover behavior. When the turnover to another nonprofit organization(organizational mobility) is compared to the reference group with no turnovers, the level of job skill(low) among person-job fit showed a significant difference. When the turnover to a for-profit organization group(occupational mobility) is compared to the retention group as the reference, there was a significant difference in the level of job-major level(non-conformity) among person-job ft and external job satisfaction(-) among job satisfaction. (3) among the control variables, the tenure(-) was found to have a common effect on the type of turnover behavior, and the monthly average wage(-) and the level of education(high) were only significant differences in the turnover to a for-profit organization(occupational mobility).
This study divides the types of turnover behavior into organizational mobility and occupational mobility. It analyzes the theory of job satisfaction and person-job fit for each type of turnover. Building new knowledge about the turnover behavior of young generation nonprofit organizations and deepen understanding, and It has significance in that it expands.
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KEYWORD
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Job satisfaction, Person-job fit, Turnover, Type of turnover behavior, YP2007
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