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브레이크뉴스 문홍철 기자= 직장인 10명 중 7명은 올해 이직할 의향이 있는 것으로 나타났다.
6일 사람인에 따르면 직장인 1467명을 대상으로 ‘이직 계획’을 조사한 결과, 70.1%가 올해 이직 계획이 ‘있다’고 답했다.
직급별로는 대리급(76.2%)이 이직 계획이 있다는 비율이 가장 높았다. 이어 부장급(71.4%), 과장급(70.4%), 사원급(68.2%), 임원급(56.6%)의 순이었다.
이들이 이직을 하려는 이유는 단연 ‘더 많은 급여를 받기 위해서’(56%)라는 답변이 1위였다.
다음으로 △회사의 비전이 없고 성장이 정체돼서(41.4%) △업무 역량의 성장을 기대할 수 없어서(31.3%) △복지제도가 미흡해서(26%) △고용 안정성이 낮아서(19.3%) △직무, 업종 변경 등을 생각하고 있어서(15.9%) △야근, 휴일근무가 잦아 워라밸이 없어서(15%) △상사, 동료 등 인간관계 갈등이 커서(14.3%) 등이었다.
이직을 하고자 하는 이유는 직급별로 다소 차이가 있었다. 사원, 대리, 과장급은 ‘더 많은 급여를 받기 위해서’(각 60.7%, 69.3%, 58.3%, ), ‘회사의 비전이 없고 성장이 정체돼서’(각 38.7%, 45.9%, 39.8%)가 나란히 1, 2위였다.
부장급과 임원급은 ‘회사의 비전이 없고 성장이 정체돼서’가 (각 45.1%, 35.7%)로 1위였다. 또한, ‘고용 안정성이 낮아서’라는 응답이 3위(각 26.9%, 28.6%)로 다른 직급보다 상대적으로 상위에 들었다.
이직할 때 직무와 업종을 유지할 것인지 여부에 대해서는 30.7%만이 ‘직무, 업종 모두 유지할 것’이라고 답했다. 27.6%는 직무만, 17.2%는 업종만 유지한다고 응답했다. 24.5%는 직무, 업종을 모두 바꿀 것이라고 밝혀, 큰 변화에 도전하려는 이들도 적지 않은 모습이었다.
그러나 올해 이직을 계획한 직장인 10명 중 4명(35.2%)은 ‘이직에 성공할 자신감이 없다’고 답했다.
직급별로는 부장급(39%), 과장급(37.5%), 사원급(34.5%), 대리급(33%), 임원급(25%) 순이었다.
이들이 이직에 자신감이 없는 이유는 ‘경기 침체가 이어질 것 같아서’(61.6%)가 가장 많았다.
이어 ‘실제 입사 지원할 만한 채용이 적을 것 같아서’(58%), ‘채용 과정에서 어필할 만한 커리어 스펙이 부족해서’(37.6%), ‘경쟁자들의 실력이 상향 평준화되고 있어서’(23.8%), ‘국제 정세 등 불확실성이 커서’(16%) 등이었다.
한편, 올해 이직할 생각이 없는 직장인들(439명)은 그 이유로 ‘경기가 안 좋고 불확실성이 커서’(49.7%)를 첫 번째로 꼽았다.
계속해서 △현재 회사에서 경력을 더 쌓기 위해서(27.6%) △현재 회사의 조건(처우, 워라밸 등)이 마음에 들어서(23%) △현재 회사에서 인정 받고 있어서(22.6%) △기업들의 채용 공고가 별로 없어서(17.5%) △현재 회사가 정년이 보장돼 최대한 오래 다니기 위해서(16.2%) 등이었다.
break9874@naver.com
*아래는 위 기사를 '구글 번역'으로 번역한 영문 기사의 [전문]입니다. '구글번역'은 이해도 높이기를 위해 노력하고 있습니다. 영문 번역에 오류가 있을 수 있음을 전제로 합니다.<*The following is [the full text] of the English article translated by 'Google Translate'. 'Google Translate' is working hard to improve understanding. It is assumed that there may be errors in the English translation.>
70.1% of office workers, “Plan to change jobs this year”.. Salary increase ranked 1st
It was revealed that 7 out of 10 office workers intend to change jobs this year.
According to Saramin on the 6th, 70.1% of 1,467 office workers were surveyed about their ‘job change plans’ and answered that they ‘have’ plans to change jobs this year.
By job title, the deputy manager level (76.2%) had the highest rate of job change plans. This was followed by the manager level (71.4%), manager level (70.4%), staff level (68.2%), and executive level (56.6%).
The most common reason given for changing jobs was ‘to receive a higher salary’ (56%).
Next, △The company has no vision and growth is stagnant (41.4%) △No growth in work capabilities can be expected (31.3%) △The welfare system is insufficient (26%) △The job security is low (19.3%) △Thinking about changing jobs or industries (15.9%) △There is no work-life balance due to frequent overtime and holiday work (15%) △There is a lot of conflict in interpersonal relationships with superiors, coworkers, etc. (14.3%).
The reasons for wanting to change jobs differed somewhat by job level. For staff, assistant managers, and managers, ‘To receive more pay’ (60.7%, 69.3%, and 58.3%, respectively), and ‘The company has no vision and growth is stagnant’ (38.7%, 45.9%, and 39.8%, respectively) were ranked 1st and 2nd, respectively.
For managers and executives, ‘the company has no vision and growth is stagnant’ ranked first (45.1% and 35.7%, respectively). In addition, ‘low job stability’ ranked third (26.9% and 28.6%, respectively), which was relatively higher than other positions.
On whether they would maintain their job and industry when changing jobs, only 30.7% answered that they would ‘maintain both their job and industry.’ 27.6% answered that they would maintain only their job, and 17.2% answered that they would maintain only their industry. 24.5% answered that they would change both their job and industry, showing that there were quite a few who were willing to take on the challenge of a big change.
However, 4 out of 10 workers (35.2%) who planned to change jobs this year answered that they ‘did not have confidence that they would succeed in changing jobs.’
By job title, they were in the following order: manager (39%), section chief (37.5%), staff (34.5%), deputy manager (33%), and executive (25%).
The most common reason for their lack of confidence in changing jobs was ‘because the economic downturn seems to continue’ (61.6%).
This was followed by ‘because there seem to be few jobs that I can actually apply for’ (58%), ‘because I lack career specifications that are appealing during the hiring process’ (37.6%), ‘because the skills of competitors are becoming more equalized’ (23.8%), and ‘because of the uncertainty surrounding the international situation’ (16%).
Meanwhile, office workers who do not plan to change jobs this year (439 people) cited ‘because the economy is bad and uncertainty is high’ (49.7%) as the first reason.
The reasons for leaving were as follows: △To further build up my career at my current company (27.6%), △Because I like the conditions (treatment, work-life balance, etc.) of my current company (23%), △Because I am recognized by my current company (22.6%), △There are not many job openings from companies (17.5%), and △To work at my current company for as long as possible since retirement is guaranteed (16.2%).
