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보건의료 전공 졸업생의 첫 직장 이직률과 이직 영향요인The First Job Turnover Rates and Related Factors of Newly Graduated Health Care Professionals

Other Titles
The First Job Turnover Rates and Related Factors of Newly Graduated Health Care Professionals
Authors
김예리조은
Issue Date
Apr-2019
Publisher
대한약학회
Keywords
survival analysis; health care providers; pharmacist; turnover rate; first job turnover
Citation
약 학 회 지, v.63, no.2, pp 82 - 89
Pages
8
Journal Title
약 학 회 지
Volume
63
Number
2
Start Page
82
End Page
89
URI
https://scholarworks.sookmyung.ac.kr/handle/2020.sw.sookmyung/3680
DOI
10.17480/psk.2019.63.2.82
ISSN
0377-9556
Abstract
The purpose of this study was to understand the work difficulties of newly graduated health care providers. We investigated the first job turnover rates of new healthcare professionals according to majors and examined the predicting factors related to the employee turnover. Using Graduates Occupational Mobility Survey 2010 (2010GOMS) database, the first workplace turnover rate was analyzed. Including 215 newly graduated, we conducted a survival analysis for majoring in pharmacy, nursing, medicine, dentistry, and Korean medicine. Also, applying Kaplan-Meier analysis and the log-rank test, investigated the entire first turnover rate and compared it among the five majors. To select the predictors influencing the job turnover, we utilized Cox proportional hazards regression. During 43 months of investigation period, 45.1% of newly graduated health care providers were in their first workplace. The proportion of working in their first workplace in first, second, and third years was 71.6, 62.3, and 51.5%, respectively. Log-Rank test results showed significant differences between each majoring graduates survival curves (p<0.001). Among the five professionals, the turnover rate of pharmacists was the highest (85.4%). Moreover, earlier than other professionals, half of the new pharmacist leaves their first workplace at 20 months. Multivariate Cox regression results demonstrated the size of the workplace (HR=2.0, p=0.003) and satisfaction with job security (HR=0.7, p<0.001) were factors affecting the turnover. (-2LL=1134.6, Δχ2=57.6, p<0.001). We suggest that long-term workforce management strategies should
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