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A Study on Influencing Factor on Employees Turnover in Directorate General of Tax, Ministry of Finance, Republic of Indonesia. : 인도네시아 재무부 국세청 공무원 이직에 영향을 미치는 요인에 관한 연구
DC Field | Value | Language |
---|---|---|
dc.contributor.advisor | Lee, Soo Young | - |
dc.contributor.author | Andita Pritasari | - |
dc.date.accessioned | 2020-10-13T04:14:49Z | - |
dc.date.available | 2020-10-13T04:14:49Z | - |
dc.date.issued | 2020 | - |
dc.identifier.other | 000000162577 | - |
dc.identifier.uri | https://hdl.handle.net/10371/170976 | - |
dc.identifier.uri | http://dcollection.snu.ac.kr/common/orgView/000000162577 | ko_KR |
dc.description | 학위논문 (석사) -- 서울대학교 대학원 : 행정대학원 행정학과, 2020. 8. Lee, Soo Young. | - |
dc.description.abstract | The research served purpose to give further explanation and information about the factors which influencing employees turnover in Directorate General of Taxes, Ministry of Finance Republic of Indonesia. It is expected that this research will uncover hidden causes and shed light on areas that can be improved within the organization. This will most likely help the organization as well to put in place better policies and practices to retain employees. by using the exit interview collected from 50 public officials from 2017 and 2018 who were already leaving the
organization. The Unfolding Model of Employee Turnover based on Lee, et al (1996) & Jones, et.al (2010), which consists of shock, script, image violation, low degree job satisfaction, search and evaluation, is used to test whether the turnover path within the organization follow accordingly. Emphasizing on qualitative content thematic analysis to analyze the existing data, the researcher was able to recognize issues covered in the theoretical part in order to obtain a better understanding of the data. The finding later showed that reasons for turnover can be categorized into four main categories where relatively connected: random crucial happened, mismatch between employee expectation and reality, circumstance of management organization, possibility of better opportunity outside. Interestingly monetary compensation, leadership of supervisor and work condition were not significant mentioned reasons behind the departures. | - |
dc.description.abstract | 본 연구는 인도네시아 재무부 국세청 공무원 이직률에 영향을 미치는 요인에 대한 설명과 정보를 제공하는 데 목적을 두고 있다. 본 연구를 통해 국세청 공무원의 이직 원인을 찾아냄과 동시에 조직 내에서 개선할 수 있는 분야를 밝혀낼 것으로 기대된다. 2017년, 2018년에 50명의 공무원들이 이직하면서 작성한 이직 조사 결과를 활용함으로써, 국세청이 직원 유지에 더 나은 정책과 관행을 수립하는 데 도움이 될 것으로 보인다. 본 연구는 충격, 스크립트, 이미지 위반, 낮은 수준의 직업 만족도, 탐색 및 평가로 구성된 Lee, et al.(1996) & Jones, et al. (2010)의 직원이직 전개모형을 활용하여 조직 내 이직 경로가 모형에 따라 수행되는지 여부를 테스트한다.
연구 결과에 따르면, 이직 사유는 무작위적인 중대한 사건, 직원의 기대와 현실 사이의 불일치, 조직의 상황, 외부의 더 나은 기회 가능성 등 네 가지 범주로 분류될 수 있다. 금전적 보상, 감독관의 리더십 그리고 근무조건은 주요 이직 사유로 언급되지 않았다. | - |
dc.description.tableofcontents | Chapter I. Introduction 1
1.1. Background of the study 1 1.2. Statement of problem 6 1.3. Purpose of Research 8 1.4. Significance of the study 8 Chapter II. Literature Review 10 2.1. Theory on Employee Turnover 10 2.1.1. Involuntary Turnover 14 2.1.2. Voluntary Turnover 19 2.2. Influencing Factor on Employee Turnover 21 2.2.1. Personal Factor 23 2.2.2. Organization Factor 24 2.3. Model of Employee Turnover 26 2.3.1. Voluntary Turnover Path 33 2.4. Organization Background 36 Chapter III. Research Methodology 41 3.1. Conceptual Framework of the Study 41 3.2. Precedent Study 43 3.3. Research Question 46 3.4. Research Hypothesis & Research Method 47 3.4.1. Research Hypothesis 47 3.4.2. Research Method 47 3.5. Data Collection 49 3.6. Data Analysis 52 Chapter IV. Data Analysis and Research Finding 54 4.1. Identifying Reasons for Voluntary Turnover within Case Organization 54 4.1.1. Demographic Background 54 4.1.2. Random Crucial Event Happened 60 4.1.3. Mismatched between expectation and actual practice within organization 65 4.1.4. Circumstances of management of organization 68 4.1.5. Possibility of better career advancement and rewards outside 70 4.1.6. Role of Monetary Compensation 72 4.1.7. Importance of Supervisor Leadership 74 4.1.8. Supportive Work Condition 75 4.2. Summary of Result 76 Chapter V. Conclusion and Recommendation 79 5.1. Conclusion 79 5.2. Recommendation 81 5.3. Limitations and Suggestion for Future Research 83 Bibliography 86 Appendix 93 국문초록 97 Acknowledgement 99 | - |
dc.language.iso | eng | - |
dc.publisher | 서울대학교 대학원 | - |
dc.subject | Employee turnover | - |
dc.subject | Employee retention | - |
dc.subject | Exit Interview | - |
dc.subject | The Unfolding Model of Employee Turnover | - |
dc.subject | 이직 | - |
dc.subject | 직원 보유 | - |
dc.subject | 인재유지 | - |
dc.subject | 퇴직자 면접 | - |
dc.subject | 직원이직전개모형 | - |
dc.subject.ddc | 350 | - |
dc.title | A Study on Influencing Factor on Employees Turnover in Directorate General of Tax, Ministry of Finance, Republic of Indonesia. | - |
dc.title.alternative | 인도네시아 재무부 국세청 공무원 이직에 영향을 미치는 요인에 관한 연구 | - |
dc.type | Thesis | - |
dc.type | Dissertation | - |
dc.contributor.AlternativeAuthor | 안디타 | - |
dc.contributor.department | 행정대학원 행정학과 | - |
dc.description.degree | Master | - |
dc.date.awarded | 2020-08 | - |
dc.contributor.major | 행정대학원 행정학과 | - |
dc.identifier.uci | I804:11032-000000162577 | - |
dc.identifier.holdings | 000000000043▲000000000048▲000000162577▲ | - |
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