Comparison Of Factors Affecting Turnover Intentions By Job Fields In Biopharmaceutical Industry In South Korea

• By: HA, Dongmun (Mokpo National University, South Korea)
• Co-author(s): Prof Dongmun Ha (Mokpo National University, Muan-gun, South Korea)
  BS Ae-Ryeo Jo (Sungkyunkwan University, Suwon, South Korea)
  Ph.D Jungtae Park (Sungkyunkwan University, Suwon, South Korea)
  Ph.D Ekyung Lee (Sungkyunkwan University, Suwon, South Korea)
  
• Abstract:

  Background and objective
  Excessive turnover in the biopharmaceutical industry can negatively impact public health and corporate management. This study aims to find the difference in turnover intention by job field and compare the factors affecting it.
  
  Methods
  An online self-report survey was administered to employees working in the production, sales/marketing, and clinical/regulatory affairs fields of biopharmaceutical companies from September 1 to October 31, 2020, in Korea. The questionnaire addressed sociodemographic, job-related, organization-related, and personal-related factors, as well as turnover intention. The difference in turnover intention by job field was confirmed by using the one-way analysis of variance (ANOVA) test. Multivariate regression analysis was performed to identify factors affecting turnover intention by job field.
  
  Results
  A total of 529 employees responded to the questionnaire, and 500 cases were analyzed after discarding 29 cases with missing data. Turnover intention showed differences according to job field (p <0.001), and production was the highest. In the production position, the higher the satisfaction with the supervisor (β = -0.345, p-value = 0.004) and the higher the organizational commitment (β = -0.308, p-value = 0.022), the lower the turnover intention. Greater satisfaction with the work scope (β = -0.171, p-value = 0.014) and salary (β = -0.176, p-value = 0.004) factors showed low turnover intention for sales or marketing, and the higher the satisfaction with the job (β = -0.379, p-value = 0.027), the lower the turnover intention for clinical or regulatory affairs.
  
  Conclusions
  It is necessary to develop a policy that reflects the characteristics of the job to reduce the turnover rate in the biopharmaceutical industry. Organization-related factors in production, job satisfaction in clinical or regulatory affairs, and job satisfaction and economic compensation in sales or marketing must be improved.