기업의 교육훈련 투자와 신입근로자의 조기퇴사율 간의 관계

Abstract

Objectives This study aimed to analyze the relationship between variables at the corporate and employee levels by utilizing data from the Human Capital Corporate Panel Survey II (HCCP II) conducted by the Korean Research Institute for Vocational Education and Training in 2021. In order to do so, the study set the corporate training and development investment has an impact on early resignation rate of new employees, and to confirm whether job skill enhancement and job satisfaction have a partial mediating effect in the process.
 Methods To do this, an analysis was conducted on data obtained from a survey conducted on 854 participants who responded to the 2021 2nd headquarters and employee survey of the Human Capital Corporate Panel (HCCP II) by the Korea Research Institute for Vocational Education and Training. To examine the relationships and distributions among various variables, basic statistical analysis and correlation analysis were conducted using STATA 17 version. Additionally, validity checks were performed during the aggregation process at the organizational level, utilizing Intra-Class Correlation (ICC) and rwg indices. For validation purposes, partial mediation model analysis and significance testing were carried out using the bootstrap analysis method. Corporate training and development investment was assumed as an independent variable, early resignation rate of new employ-ees was assumed as a dependent variable, job skill enhancement and job satisfaction as mediating variables.
 Results According to the analysis, corporate training and development investment had a negative effect on early resignation rate of new employees. Second, the corporate training and development investment was found to have a positive impact on reducing the early resignation rate of new employees through the job skill enhancement. Third, the corporate training and development investment was confirmed to have a positive impact on reducing the early resignation rate of new employees through increased job satisfaction. The results of this study indicate the need for corporate training and development investment to reduce the early resignation rate of new employees. Furthermore, it was observed that as job skill enhancement and job satisfaction of new em-ployees increase through training and development, the early resignation rate decreases.
 Conclusions The results indicating that the corporate training and development investment has a positive impact on reducing the early resignation rate of new employees are significant in confirming the effectiveness and necessity of training and development. New employees can enhance their proficiency in job-related skills through education and training. This improve-ment has a positive impact on the job satisfaction of new employees. Moreover, perceiving the organization's investment in edu-cation and training as an investment in and interest in oneself, new employees may develop an increased desire to stay with the organization. To enhance job skill and job satisfaction among new employees and reduce early resignation rate, companies should consider investing in corporate training and development. Furthermore, the significance lies in verifying and confirming the partial mediating effect of job skill enhancement and job satisfaction between the corporate training and development in-vestment and the reduction of the early resignation rate of new employees. This contribution reveals the detailed process through which the effects of corporate training and development investment in reducing the early resignation rate, particularly by examining whether job skill enhancement and job satisfaction mediate this effect. Moreover, the study contributes academ-ically and practically by highlighting the role of job skill enhancement and job satisfaction as intermediate variables in the process where the effects of the corporate training and development investment are observed.