요양보호사에 대한 복리후생이 직무만족과 이직의도에 미치는 영향

Abstract

Long-term care services for the elderly are service programs that take care of the elderly using human resources. Various occupations such as social workers physiotherapists occupational therapists etc. provide nursing care services directly as service personnel. In particular caregivers play a key role in determining the quality of long-term care services for the elderly in that they plan physical mental and psychological care of the elderly and provide systematic and final services based on their expertise. There is a need for the implementation of various welfare benefits measures and the improvement of work satisfaction for strengthening the motivation to work and inducing long-term service for the professional performance of the caregiver. The purpose of this study is to analyze the effects of welfare benefits for caregivers on job satisfaction and turnover intention and to suggest effective human resource management plans for caregivers. The purpose of this study is to analyze the effects of welfare benefit on job satisfaction and turnover intention. As a result of reviewing previous studies many studies divided welfare benefit into funding support cultural support life support and facility support. Welfare benefit focused on job satisfaction and turnover intention in many researches. In this study, empirical analysis was conducted after reviewing previous studies on welfare benefit, job satisfaction and turnover intention. Funding support, cultural support, life support, and facility support were selected as welfare benefit. The meanings of this study is as follows. First, this paper empirically analyzes whether welfare benefit has a significant effect on job satisfaction. Second, this study empirically analyzes whether job satisfaction significantly affect turnover Intention. This study focuses on analyzing the effects of welfare benefits (financial support, cultural support, life support, facility support, health support) on job satisfaction and turnover intention for caregivers. High job satisfaction results in low turnover intentions, and low job satisfaction leads to high turnover intentions. As a large number of nursing care providers are released, frequent turnover, low job satisfaction, and high job stress are occurring due to low satisfaction, emotional exhaustion and stress at the service site. The survey was carried out on 240 nursing care workers who are working in senior care centers in Busan. 12% of the respondents were male and 88% were female. In the age group, 76% were in their 50s and over, 67% were in high school and below, and 85% were married. For the analysis of the survey, the structural model used Smart PLS 2.0. In order to emphasize the importance of welfare benefits for caregivers, the empirical study examined the effects of welfare benefits on job satisfaction and turnover intention. Hypothesis 1 was partially rejected. Among the five components of welfare benefits(funding, cultural support, living support, facility support, and health support), funding and health support had no significant impact. Hypothesis 2 was accepted. The results are as follows. First, welfare benefits for caregivers have a positive effect on job satisfaction. Higher welfare benefits will lead to higher job satisfaction. The rankings should be in order to strengthen welfare benefits for cash benefits in the order of cultural support, life support, facility support, health support, and funding. Second, caregiver's job satisfaction has a significant negative effect on turnover intention. Increasing job satisfaction will lower the intention to turnover. In order to increase the job satisfaction of caregivers, it is necessary to provide role recognition and systematic support to enhance psychological satisfaction and self-esteem according to their professional role performance, and to actively improve various external factors that cause stress. Third, welfare benefits for caregivers have a negative effect on turnover intention. Increasing benefits for caregivers will lower the intention to turnover. Long-term care services guarantee the quality of service by the caregiver's human stability and expertise. In conclusion, the hypothesis is summarized as follows. First, funding had no significant effect on job satisfaction. Second, cultural support had a significant effect on job satisfaction. Third, life support had a significant effect on job satisfaction. Fourth, facility support had a significant effect on job satisfaction. Fifth, health support had no significant effect on job satisfaction. Sixth, job satisfaction had a significant effect on reducing the intention to turnover.