보상지향성이 직업정체성과 이직의도에 미치는 영향: 노인요양시설 요양보호사를 중심으로

This study focused on the factors influencing the turnover of care workers and aimed to verify the influence of the reward orientation of Long-term care facilities on the turnover intention of care workers as well as the mediating effect of occupational identity in this relationship. To this end, a structured survey was conducted targeting care workers at 15 Long-term care facilities in Busan Metropolitan City, and the final 225 responses were used for analysis. As analysis methods, reliability analysis and descriptive statistics analysis were used to confirm the correlation between major variables, and the mediation model was verified through stepwise regression analysis. The significance of the indirect effect was confirmed using the Z-test. The research results showed that reward orientation had a positive (+) effect on occupational identity and a negative (-) effect on turnover intention. In a model that simultaneously included occupational identity, the effect of reward orientation was reduced but significant, and occupational identity also had a negative (-) effect on turnover intention, confirming partial mediation. This study explained the intention to change jobs of nursing assistants not only from the perspective of wage level but also from the perspective of compensation operation method, and empirically suggested that compensation orientation can reduce the intention to change jobs by strengthening occupational identity. Accordingly, at the facility level, it is necessary to consistently link user-centered performance, relationships, and feedback reflection with the reward and recognition system. At the policy level, interventions are required that combine the design of compensation to promote the skill development and retention of long-term care personnel with the strengthening of occupational identity.