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이직률

B2 noun 13 min read

이직률

ijingnyul

Practice it Examples Notes & Tips 이직률 in 30 Seconds

Explanation 이직률 in your Level:

이직률 (ijignlyul) is a word about jobs. It means how many people leave a company. In a company, some people come and some people go. If many people leave, the 이직률 is 'high' (높아요). If few people leave, it is 'low' (낮아요). You might not use this word every day when you start learning Korean, but you will see it in news about work. Think of it like a score for a company. A good company usually has a low 이직률 because people want to stay there for a long time. For example: '우리 회사는 이직률이 낮아요' (Our company has a low turnover rate). This word is made of '이직' (changing jobs) and '률' (rate/percent). It is a bit difficult to say, but it is very useful if you want to work in Korea. You can use it when talking about your dream job or why a company is popular. Just remember: High = many people leaving, Low = most people staying.

At the A2 level, you can start using 이직률 to talk about workplaces more specifically. It is a noun that describes the percentage of employees who leave and are replaced. In Korea, people care a lot about this because it shows if a company is a good place to work. You will often hear it with the words '높다' (high) and '낮다' (low). For example, '이직률이 높아서 걱정이에요' (I'm worried because the turnover rate is high). You might hear this from friends who are looking for a new job. They check the 이직률 of a company before they apply. If the rate is 50%, it means half the people left in a year! That's usually a bad sign. You should also learn that the pronunciation is [이징뉼]. This happens because of a sound rule in Korean. Even though it's a business word, it's very common in daily news and office talk. Try to use it when comparing two companies: 'A 회사는 B 회사보다 이직률이 낮아요' (Company A has a lower turnover rate than Company B).

At the B1 level, you should understand 이직률 as a key term in professional and social discussions. It isn't just a simple percentage; it's an indicator of organizational health. You will see this word in articles about the 'MZ generation' and how they change jobs more frequently than their parents did. This trend is called '이직 트렌드'. When you use 이직률, you can combine it with more advanced verbs like '감소하다' (to decrease) or '증가하다' (to increase). For instance, '복지 혜택을 늘리면 이직률이 감소할 것입니다' (If we increase welfare benefits, the turnover rate will decrease). You might also hear the term '이직률을 관리하다' (to manage the turnover rate), which means the company is trying to keep its employees. It is important to distinguish this from '실업률' (unemployment rate), which is about people who don't have jobs at all. 이직률 is specifically about moving from one job to another. If you are preparing for a job interview in Korea, you might even ask, '이 회사의 평균 이직률은 어느 정도인가요?' (What is the average turnover rate of this company?) to show you are interested in the company's stability.

이직률 is a B2-level vocabulary word because it involves understanding corporate dynamics and labor economics. It functions as a statistical noun used to evaluate the efficiency and sustainability of a workforce. At this level, you should be able to discuss the causes and effects of a high 이직률. Common causes include '낮은 연봉' (low salary), '과도한 업무' (excessive work), and '수직적인 조직 문화' (hierarchical organizational culture). The effects can be '비용 발생' (incurring costs) and '업무 효율 저하' (lowering of work efficiency). You will often encounter this word in formal reports, economic news, and HR presentations. A sophisticated speaker would use phrases like '이직률이 치솟다' (turnover rate skyrockets) or '이직률을 한 자릿수로 유지하다' (to maintain the turnover rate in the single digits). You should also be aware of the '률' vs '율' spelling rule: since '직' ends in a consonant, it is always '이직률'. In a discussion about the modern labor market, you might say, '최근에는 연봉보다 워라밸(work-life balance)을 중시하는 경향 때문에 이직률이 변하고 있습니다' (Recently, turnover rates are changing due to the tendency to value work-life balance over salary).

For C1 learners, 이직률 is a fundamental term for analyzing complex socio-economic issues. You should be able to integrate it into discussions about '인적 자원 관리' (Human Resource Management) and '노동 시장의 유연성' (labor market flexibility). At this level, you can distinguish between '자발적 이직률' (voluntary turnover rate) and '비자발적 이직률' (involuntary turnover rate), such as layoffs. Understanding these nuances is crucial for high-level business communication. You will hear this word used in debates about national policy, such as how to address the high 이직률 among essential workers like nurses or social workers. You should be comfortable using the word with advanced grammar structures like '-(으)로 인한' (due to) or '-에 기인하다' (to result from). For example, '높은 이직률은 조직 내 지식 전수 과정에 심각한 차질을 초래할 수 있습니다' (A high turnover rate can cause serious disruptions in the process of knowledge transfer within an organization). You should also be able to interpret 이직률 data in the context of '채용 시장' (the hiring market) trends, such as '대퇴사 시대' (The Great Resignation) and how it impacts '기업 경쟁력' (corporate competitiveness). Mastery of this word at C1 involves not just knowing its meaning, but understanding its implications for organizational psychology and long-term economic forecasting.

At the C2 level, 이직률 is a nuanced tool for deep societal and economic analysis. You can discuss the 'optimal turnover rate'—the idea that a 0% 이직률 might actually indicate a lack of innovation or '조직의 고착화' (organizational stagnation), while a high rate indicates instability. You can use the word in the context of '인재 유출' (brain drain) and its impact on '국가 경쟁력' (national competitiveness). In academic or high-level policy settings, you might discuss the correlation between '이직률' and '직무 몰입도' (job commitment) or '조직 시민 행동' (Organizational Citizenship Behavior). You should be able to analyze how '이직률' varies across different '산업군' (industry sectors) and '직종' (occupations) using precise terminology. For instance, '플랫폼 노동의 확산이 전통적인 고용 관계를 해체하며 이직률의 개념 자체를 재정의하고 있습니다' (The spread of platform labor is dismantling traditional employment relationships and redefining the very concept of turnover rate). A C2 speaker would also be aware of the historical shift from the '평생직장' model to the modern '이직' culture and how this reflects broader changes in Korean values regarding '자아실현' (self-actualization) and '노동권' (labor rights). Your usage should be seamless, incorporating the word into complex rhetorical structures and persuasive arguments concerning labor reform and corporate strategy.

Practice it Examples Notes & Tips

이직률 in 30 Seconds

이직률 means 'turnover rate,' the percentage of workers leaving a company.
It is a key business metric used to evaluate employee satisfaction and stability.
Commonly paired with '높다' (high) or '낮다' (low) to describe trends.
Important for HR management and understanding labor market dynamics in Korea.

The term 이직률 (ijignlyul) is a specialized noun that refers to the turnover rate within a professional organization. It is a critical metric for Human Resources (HR) departments and business leaders to measure how often employees leave a company and are replaced by new hires. In the context of the modern Korean labor market, this word has gained significant prominence, especially with the shifting values of the 'MZ Generation' (Millennials and Gen Z), who prioritize work-life balance and personal growth over lifelong loyalty to a single company. When you hear this word, it is usually in the context of organizational health, employee satisfaction, or economic trends. A high 이직률 often signals underlying issues such as poor management, low compensation, or a toxic work culture, whereas a low rate might suggest stability and high employee engagement. However, in some fast-paced industries like tech or startups, a moderate 이직률 is sometimes viewed as a natural byproduct of a competitive talent market where professionals frequently move to seek better opportunities or higher salaries.

Etymology and Structure: The word is composed of three Hanja characters: 離 (이 - to leave), 職 (직 - job/position), and 率 (률 - rate). Together, they literally mean 'the rate of leaving one's job'.

최근 IT 업계의 이직률이 급격히 상승하고 있습니다. (The turnover rate in the IT industry has been rising sharply recently.)

In professional settings, discussing 이직률 is not just about numbers; it is about strategy. Companies with a high rate must spend more on recruitment, onboarding, and training, which can be a significant financial burden. Therefore, HR managers often present reports on how to '낮추다' (lower) the 이직률. You will find this word in annual business reports, news articles discussing the economy, and conversations between employees who are gauging the stability of their current workplace. It is also used in academic papers focusing on industrial psychology and labor economics. Understanding this word requires an awareness of the '평생직장' (lifelong workplace) concept in Korea, which is fading away as the younger generation views 이직 (changing jobs) as a strategic career move rather than a lack of loyalty.

Economic Context: Economists use 이직률 to assess the liquidity of the labor market. A very low rate across an entire economy might indicate stagnation, where workers are too afraid to leave jobs due to a lack of new opportunities.

우리 회사는 복지 혜택이 좋아서 이직률이 낮은 편이에요. (Our company has good welfare benefits, so the turnover rate is on the lower side.)

Furthermore, the word is often paired with verbs like '기록하다' (to record) or '보이다' (to show/exhibit). For instance, '역대 최고의 이직률을 기록했다' means 'recorded the highest turnover rate in history.' In a globalized world, Korean companies are increasingly comparing their 이직률 with global standards to remain competitive in attracting international talent. The nuance of the word is neutral, but the context usually dictates whether the rate is perceived as a positive or negative indicator. For a job seeker, a company with a high 이직률 might be a red flag, suggesting that employees are unhappy or the workload is unsustainable.

Social Implication: High 이직률 among nurses or social workers is often discussed as a social issue in Korea, reflecting the high-stress nature and low pay of essential service sectors.

신입 사원들의 이직률을 줄이기 위한 대책이 시급합니다. (Measures to reduce the turnover rate of new employees are urgent.)

Using 이직률 correctly involves understanding its role as a statistical noun. It most frequently functions as the subject or object of a sentence, often modified by adjectives like '높다' (high) or '낮다' (low). Because it represents a percentage or a ratio, it is often used with numerical data or comparative terms. In formal business Korean, you will see it used in complex sentence structures involving cause and effect. For example, '연봉 인상이 이직률 감소에 기여했다' (The salary increase contributed to a decrease in the turnover rate). Here, 이직률 is part of a compound noun phrase '이직률 감소' (turnover rate decrease).

Common Verb Pairings: 이직률이 높다 (High turnover), 이직률을 낮추다 (To lower turnover), 이직률을 분석하다 (To analyze turnover), 이직률이 치솟다 (Turnover skyrockets).

그 기업은 과도한 업무량 때문에 이직률이 매우 높기로 유명합니다. (That company is famous for having a very high turnover rate due to excessive workload.)

When discussing trends, we use words like '상승' (rise) or '하락' (fall). You might say, '이직률이 전년 대비 5% 하락했습니다' (The turnover rate fell by 5% compared to the previous year). It is also important to note the particles used with 이직률. As a subject, it takes -이/-가, and as an object, it takes -을/-를. In possessive forms, -의 is used, such as '회사의 이직률' (The company's turnover rate). In spoken Korean, people might simplify discussions about 이직률 by focusing on the '이직' part, but in any professional or reporting context, the full term '이직률' is mandatory for precision.

Comparative Usage: Comparing 이직률 across departments: '영업부의 이직률이 관리부보다 두 배 더 높습니다.' (The turnover rate of the sales department is twice as high as the management department.)

전문가들은 내년에도 이직률이 계속해서 증가할 것으로 전망하고 있습니다. (Experts predict that the turnover rate will continue to increase next year.)

Another sophisticated way to use this word is in conditional sentences. '이직률이 높으면 높을수록 회사의 손실은 커집니다' (The higher the turnover rate, the greater the company's loss). This uses the '-(으)면 -(으)ㄹ수록' grammar pattern. Additionally, in journalistic writing, you may see '이직률' followed by '현황' (current status) to describe a report on the matter. For example, '국내 대기업 이직률 현황 보고서' (Current Status Report on Turnover Rates in Domestic Conglomerates). This term is indispensable for anyone working in a Korean corporate environment or studying business-level Korean.

Formal Reporting: '이직률 추이' (Turnover rate trends) is a common phrase in presentations to show how the rate has changed over several quarters.

회사는 이직률을 관리하기 위해 직무 만족도 조사를 실시했습니다. (The company conducted a job satisfaction survey to manage the turnover rate.)

In South Korea, 이직률 is a buzzword that transcends the boardroom. You will hear it on the evening news whenever labor statistics are released by the '통계청' (Statistics Korea). News anchors might report on how the economic downturn is affecting the 이직률 in specific sectors, such as the hospitality industry or the manufacturing sector. It is also a frequent topic on business-oriented YouTube channels and podcasts like '삼프로TV', where experts discuss the health of the Korean economy. In these contexts, 이직률 is treated as a vital sign of the nation's economic vitality and the shifting priorities of its workforce.

In the Office: During quarterly town hall meetings, CEOs or HR directors often present slides showing the company's 이직률 compared to industry averages to justify new retention strategies.

요즘 우리 팀 이직률이 너무 높아서 분위기가 좀 어수선해요. (The turnover rate in our team is so high lately that the atmosphere is a bit chaotic.)

Socially, among friends who are '직장인' (office workers), the word comes up during '회식' (company dinners) or casual coffee breaks. One might say, '우리 회사는 이직률이 낮아서 고인 물이 많아' (Our company has a low turnover rate, so there's a lot of 'stagnant water'—meaning people who have been there too long and are resistant to change). Conversely, someone might complain about a '대퇴사' (Great Resignation) trend in their department. On job portal sites like '사람인' (Saramin) or '잡코리아' (JobKorea), users often leave comments or reviews mentioning the 이직률 as a warning or a recommendation to prospective applicants.

Educational and Academic Settings: In university lectures on Business Administration or Sociology, professors analyze 이직률 to explain organizational behavior and labor market dynamics.

뉴스에서 보니까 중소기업의 이직률이 대기업보다 훨씬 높대요. (I saw on the news that the turnover rate of SMEs is much higher than that of large corporations.)

Furthermore, if you are watching a K-Drama set in a corporate environment (like 'Misaeng' or 'Start-Up'), characters might discuss the 이직률 of their team as a source of stress or as a reason for hiring new talent. It is a word that signifies the reality of the modern professional life in Korea—competitive, fluid, and data-driven. Even in government policy discussions, lowering the 이직률 in '기피 직종' (avoided occupations) is a frequent topic of debate, as the government tries to improve working conditions in difficult sectors to keep workers from leaving.

HR Seminars: '이직률 관리 전략' (Turnover rate management strategies) is a standard title for workshops aimed at managers looking to retain top talent.

저희 병원은 간호사 이직률을 낮추기 위해 근무 환경을 개선했습니다. (Our hospital improved the working environment to lower the turnover rate of nurses.)

One of the most common mistakes learners make with 이직률 is confusing it with related terms like '퇴사율' (resignation rate). While they are often used interchangeably in casual talk, they have distinct technical meanings. '퇴사율' specifically refers to the rate of people leaving, whereas '이직률' often encompasses the broader cycle of leaving one job to move to another. Using '퇴사율' when you are looking at an industry-wide trend of professionals moving between companies might sound slightly off. Another mistake is in the spelling and pronunciation. As mentioned before, some might mistakenly write '이직율' (ijig-yul), but according to Korean orthography, '률' must be used after a consonant ending (except 'ㄴ').

Spelling Rule: 률 vs 율: '비율' (ratio) uses '율' because '비' ends in a vowel. '이직률' uses '률' because '직' ends in 'ㄱ'. '생존율' (survival rate) uses '율' because '존' ends in 'ㄴ'.

틀린 예: 우리 회사는 이직율이 높아요. (Incorrect spelling: ijig-yul)

Another error is misusing the verb '이직하다' in place of '퇴사하다'. If someone is leaving a job but doesn't have a new one lined up yet, '퇴사하다' is more accurate. '이직하다' implies moving from job A to job B. Therefore, '이직률' is most appropriate when discussing the flow of labor. Additionally, learners sometimes struggle with the nuance of '높다' and '크다'. While '이직률이 크다' might be understood, the standard collocation is '이직률이 높다'. Using '크다' (big) instead of '높다' (high) for a rate or percentage is a common transfer error from English speakers who might think of a 'big percentage'.

Contextual Misuse: Don't use 이직률 to describe a single person leaving. It is a collective noun for a group or organization. For an individual, say '이직했습니다'.

그는 이직률이 높아서 회사를 그만뒀다. (Incorrect: He quit because the turnover rate was high - this sounds like the rate itself was the actor.)

Lastly, people sometimes forget that 이직률 can be seasonal. In Korea, 이직률 often peaks after '성과급' (performance bonuses) are paid out or after the '공채' (open recruitment) season. Failing to account for these cultural factors when analyzing the term can lead to a misunderstanding of the data. When speaking, ensure you don't confuse '이직률' with '취업률' (employment rate) or '실업률' (unemployment rate). While they all end in '률', they describe very different economic phenomena. Mixing them up in a business meeting could lead to significant confusion.

Grammar Check: Remember that 이직률 is a noun. It cannot be used as a verb directly. You cannot say '이직률하다'. You must say '이직률이 발생하다' or '이직률을 보이다'.

정확한 표현: 우리 회사는 이직률이 낮은 편입니다. (Correct: Our company has a low turnover rate.)

Understanding 이직률 becomes easier when you compare it with its synonyms and related terms. The most frequent comparison is with '퇴사율'. While both deal with employees leaving, '퇴사율' is often used when the focus is purely on the act of resigning from the current company, often without a confirmed next destination. In contrast, '이직률' is the standard term in HR analytics to describe the revolving door of talent. Another related term is '근속 연수' (years of continuous service). If 이직률 is high, the average 근속 연수 is typically low. These two terms are often cited together in company evaluations.

이직률 vs 퇴사율: 이직률: Focuses on the rate of job-to-job movement. (Professional/Business)
퇴사율: Focuses on the rate of leaving the company. (General/HR)

회사의 이직률이 높다는 것은 직원들의 근속 연수가 짧다는 뜻입니다. (A high turnover rate means that the employees' years of service are short.)

Other terms include '고용률' (employment rate) and '실업률' (unemployment rate). These are macro-economic terms used by the government. While 이직률 is about movement *between* jobs, 고용률 is about the percentage of the population that *has* a job. You might also encounter '전직' (changing one's career path/occupation). While '이직' is moving to a different company in the same field, '전직' often implies a more significant shift in the type of work one does. For example, a teacher becoming a programmer is '전직', but a programmer moving from Kakao to Naver is '이직'.

이직률 vs 전직률: 이직률: Moving companies. (Most common)
전직률: Changing professions/careers. (Less common, more specific)

높은 이직률은 조직의 안정성을 해칠 수 있습니다. (A high turnover rate can damage the stability of an organization.)

In the context of the gig economy, you might hear '이탈률' (churn rate/attrition rate). While '이탈률' is commonly used in marketing to describe customers leaving a service (like Netflix or a mobile game), it is increasingly used in HR to describe employees 'dropping out' of the workforce or a specific project. However, '이직률' remains the king of corporate terminology. If you want to sound like a professional, stick with '이직률'. If you are talking about why people are leaving the workforce entirely (e.g., to retire or for childcare), '경력 단절' (career interruption) might be a more relevant concept to discuss alongside the reasons for a high 이직률.

Related Concept: 채용률: 채용률 (hiring rate): The counterpart to turnover. A healthy company balances a low 이직률 with a selective 채용률.

그 회사는 이직률은 높지만 채용률도 높아서 인력 부족은 없어요. (That company has a high turnover rate, but also a high hiring rate, so there's no labor shortage.)

How Formal Is It?

Fun Fact

The character 職 (직) originally depicted an ear and a weapon, symbolizing someone who listens to orders and carries them out—essentially a soldier or official. Now it just means any job!

Pronunciation Guide

UK /i.dʑik.njul/

US /i.dʑik.njul/

Primary stress on the second syllable '직' [jing].

Rhymes With

취업률 (Employment rate) 실업률 (Unemployment rate) 합격률 (Pass rate) 성공률 (Success rate) 출산률 (Birth rate) 사망률 (Death rate) 수익률 (Yield/Return rate) 점유율 (Market share)

Common Errors

Pronouncing it literally as [i-jik-ryul] without nasalization.
Forgetting to change the 'ㄹ' to 'ㄴ' sound.
Pronouncing '이' too long like 'eeeee'.
Mixing up '률' and '율' in writing.
Confusing the 'j' sound with a hard 'z' sound.

Difficulty Rating

Reading 4/5

Requires understanding of Sino-Korean characters and business context.

Writing 4/5

Must remember the specific spelling rule for '률' vs '율'.

Speaking 5/5

Pronunciation is tricky due to nasalization [i-jing-nyul].

Listening 4/5

Can be confused with other '-ryul' words in fast speech.

What to Learn Next

Prerequisites

회사 (Company) 일 (Work) 그만두다 (To quit) 비율 (Ratio/Rate) 사람 (Person)

Learn Next

근속 연수 (Years of service) 연봉 협상 (Salary negotiation) 복리후생 (Welfare/Benefits) 조직 문화 (Organizational culture) 핵심 인재 (Key talent)

Advanced

노동 유연성 (Labor flexibility) 인적 자본 (Human capital) 실증 분석 (Empirical analysis) 구조 조정 (Restructuring)

Grammar to Know

률 vs 율 Spelling Rule

이직률 (ends in consonant), 비율 (ends in vowel).

Nasalization (비음화)

이직률 is pronounced [이징뉼].

-(으)면 -(으)ㄹ수록 (The more... the more...)

이직률이 높을수록 비용이 많이 듭니다.

-에 비해 (Compared to)

작년에 비해 이직률이 낮아졌어요.

-로 인해 (Due to/Because of)

스트레스로 인해 이직률이 상승했다.

Examples by Level

우리 회사는 이직률이 낮아요.

Our company has a low turnover rate.

이직률 (turnover rate) + 이 (subject marker) + 낮아요 (is low).

이직률이 뭐예요?

What is 'turnover rate'?

Asking for the definition of a noun.

그 회사는 이직률이 높아요.

That company has a high turnover rate.

이직률 (turnover rate) + 이 (subject marker) + 높아요 (is high).

이직률이 0%예요.

The turnover rate is 0%.

Using a number with 이직률.

이직률을 알고 싶어요.

I want to know the turnover rate.

이직률 (object) + 을 (object marker) + 알고 싶어요 (want to know).

이직률이 조금 올랐어요.

The turnover rate rose a little.

올랐어요 (rose/went up) is the past tense of 오르다.

이직률이 중요해요.

The turnover rate is important.

중요해요 (is important) is an adjective.

여기는 이직률이 낮아서 좋아요.

It's good here because the turnover rate is low.

-아서/-어서 (because) connecting two clauses.

이직률이 높은 회사는 피하세요.

Avoid companies with a high turnover rate.

-는 (adjective form) modifying '회사' (company).

요즘 이직률이 왜 이렇게 높죠?

Why is the turnover rate so high these days?

-죠? (right?/isn't it?) used for confirmation or wondering.

이직률이 낮으면 회사가 안정적이에요.

If the turnover rate is low, the company is stable.

-(으)면 (if) conditional structure.

작년보다 이직률이 줄어들었어요.

The turnover rate has decreased compared to last year.

-보다 (than) used for comparison.

이직률을 낮추기 위해 노력해요.

We are trying to lower the turnover rate.

-기 위해 (in order to) expressing purpose.

이직률이 높으면 분위기가 안 좋아요.

If the turnover rate is high, the atmosphere is not good.

분위기 (atmosphere) + 가 (subject marker) + 안 좋아요 (is not good).

그곳의 이직률은 5% 미만입니다.

The turnover rate there is less than 5%.

미만 (less than/under).

이직률 통계를 확인해 보세요.

Please check the turnover rate statistics.

-아/어 보세요 (please try/please do).

연봉이 낮으면 이직률이 높아질 수밖에 없어요.

If salaries are low, the turnover rate is bound to increase.

-(으)ㄹ 수밖에 없다 (cannot help but / bound to).

이직률을 분석해서 원인을 찾아야 합니다.

We need to find the cause by analyzing the turnover rate.

-아/어서 (by doing/and then) showing method.

신입 사원들의 이직률이 갈수록 높아지고 있습니다.

The turnover rate of new employees is getting higher as time goes by.

갈수록 (more and more / as time goes by).

이직률이 낮다는 것은 직원 만족도가 높다는 뜻입니다.

A low turnover rate means that employee satisfaction is high.

-는다는 것은 ~는 뜻이다 (X means Y).

회사는 이직률을 줄이기 위한 새로운 정책을 발표했습니다.

The company announced a new policy to reduce the turnover rate.

-기 위한 (intended for/to) modifying '정책'.

이직률이 너무 높으면 채용 비용이 많이 듭니다.

If the turnover rate is too high, recruitment costs are high.

비용이 들다 (to cost money).

업계 평균 이직률과 비교해 보았습니다.

I compared it with the industry average turnover rate.

-와/과 비교하다 (to compare with).

이직률이 갑자기 상승한 원인이 무엇일까요?

What could be the reason why the turnover rate suddenly rose?

-(으)ㄹ까요? (I wonder/shall we?) expressing curiosity.

과도한 업무 스트레스는 이직률 상승의 주요 원인입니다.

Excessive work stress is a major cause of the rising turnover rate.

주요 원인 (major cause) as a predicate.

이직률을 한 자릿수로 유지하는 것이 우리의 목표입니다.

Our goal is to maintain the turnover rate in the single digits.

-는 것 (nominalizer) + 이 (subject marker).

IT 업계는 다른 업계에 비해 이직률이 상대적으로 높습니다.

The IT industry has a relatively higher turnover rate compared to other industries.

-에 비해 (compared to) + 상대적으로 (relatively).

이직률이 높을수록 조직의 노하우가 축적되기 어렵습니다.

The higher the turnover rate, the harder it is for organizational know-how to accumulate.

-(으)면 -(으)ㄹ수록 (the more... the more...).

회사는 이직률을 낮추기 위해 유연 근무제를 도입했습니다.

The company introduced a flexible working system to lower the turnover rate.

도입하다 (to introduce/adopt) a system.

이직률 추이를 살펴보면 회사의 미래를 예측할 수 있습니다.

If you look at the turnover rate trend, you can predict the company's future.

추이 (trend/progress) + 살펴보다 (to examine).

경영진은 이직률 급증에 대해 심각하게 논의하고 있습니다.

The management is seriously discussing the sudden surge in the turnover rate.

-에 대해 (about) + 논의하다 (to discuss).

이직률이 낮다는 점이 이 회사의 가장 큰 장점입니다.

The fact that the turnover rate is low is this company's biggest advantage.

-다는 점 (the fact that) + 장점 (advantage).

높은 이직률은 숙련된 인력의 부족을 초래하여 생산성을 저하시킵니다.

A high turnover rate results in a lack of skilled labor, thereby lowering productivity.

초래하다 (to cause/bring about) + 저하시키다 (to lower/degrade).

자발적 이직률과 비자발적 이직률을 구분하여 분석할 필요가 있습니다.

It is necessary to distinguish between voluntary and involuntary turnover rates for analysis.

구분하다 (to distinguish) + -(으)ㄹ 필요가 있다 (need to).

기업 문화의 혁신 없이 이직률을 낮추는 것은 임시방편에 불과합니다.

Lowering the turnover rate without innovating corporate culture is nothing more than a temporary fix.

임시방편 (temporary measure) + -에 불과하다 (nothing more than).

이직률은 노동 시장의 유연성을 보여주는 지표로 활용되기도 합니다.

Turnover rate is also utilized as an indicator showing labor market flexibility.

지표 (indicator) + -로 활용되다 (to be utilized as).

핵심 인재의 이직률이 높아지면 기업의 경쟁력에 치명적인 타격을 줍니다.

If the turnover rate of key talent increases, it deals a fatal blow to the company's competitiveness.

치명적인 타격 (fatal blow) + 주다 (to give/deal).

복지 제도의 확충이 이직률 감소에 미치는 영향은 지대합니다.

The impact of expanding welfare systems on reducing the turnover rate is immense.

-에 미치는 영향 (impact on) + 지대하다 (to be immense).

경기 침체기에는 고용 불안정으로 인해 이직률이 오히려 낮아지는 경향이 있습니다.

During economic downturns, turnover rates tend to decrease due to employment instability.

-로 인해 (due to) + 경향이 있다 (tend to).

이직률 데이터의 정확성을 확보하기 위해 퇴사 면접을 강화해야 합니다.

To ensure the accuracy of turnover rate data, exit interviews must be strengthened.

확보하다 (to secure/ensure) + 강화하다 (to strengthen).

적정 수준의 이직률은 조직 내에 새로운 아이디어와 활력을 불어넣는 선순환 구조를 만듭니다.

An appropriate level of turnover creates a virtuous cycle that breathes new ideas and vitality into the organization.

선순환 구조 (virtuous cycle) + 불어넣다 (to breathe into).

이직률의 급격한 변동은 거시 경제적 불확실성을 반영하는 거울과도 같습니다.

Abrupt fluctuations in the turnover rate are like a mirror reflecting macroeconomic uncertainty.

거시 경제적 (macroeconomic) + ~와/과도 같다 (is like).

조직의 고착화를 방지하기 위해서는 어느 정도의 이직률이 불가피하다는 견해도 존재합니다.

There is also a view that a certain level of turnover is inevitable to prevent organizational stagnation.

고착화 (stagnation/solidification) + 불가피하다 (inevitable).

이직률 통계를 해석할 때는 업종별 특성과 노동 공급의 탄력성을 반드시 고려해야 합니다.

When interpreting turnover rate statistics, industry characteristics and the elasticity of labor supply must be considered.

탄력성 (elasticity) + 고려해야 한다 (must consider).

MZ 세대의 가치관 변화가 이직률의 구조적 상승을 견인하고 있다는 분석이 지배적입니다.

The dominant analysis is that changes in the values of the MZ generation are driving a structural rise in turnover rates.

견인하다 (to lead/drive) + 지배적이다 (to be dominant).

이직률 관리는 단순히 인력을 붙잡는 차원을 넘어 인적 자본의 최적 배분을 목표로 해야 합니다.

Turnover management should go beyond simply holding onto personnel and aim for the optimal allocation of human capital.

차원을 넘다 (to go beyond a level) + 최적 배분 (optimal allocation).

고숙련 전문직의 높은 이직률은 지식 집약적 산업에서 경쟁 우위를 점하는 데 걸림돌이 됩니다.

A high turnover rate among highly skilled professionals is an obstacle to gaining a competitive advantage in knowledge-intensive industries.

걸림돌이 되다 (to be a stumbling block/obstacle).

이직률이 조직 성과에 미치는 비선형적 관계를 규명하기 위한 실증적 연구가 진행 중입니다.

Empirical research is underway to identify the non-linear relationship between turnover rates and organizational performance.

비선형적 관계 (non-linear relationship) + 규명하다 (to investigate/identify).

Synonyms

퇴사율 이직 속도

Antonyms

근속률 유지율

Common Collocations

이직률이 높다

이직률이 낮다

이직률을 낮추다

이직률을 분석하다

이직률이 급증하다

이직률이 하락하다

평균 이직률

신입 사원 이직률

이직률 관리

이직률 조사

Common Phrases

이직률이 치솟다

— The turnover rate is skyrocketing. Used when the rate increases very rapidly.

개발자들의 이직률이 치솟고 있어요.

이직률 제로(0)

— Zero turnover rate. Often used to boast about perfect employee satisfaction.

우리 팀은 3년째 이직률 제로를 기록 중입니다.

이직률 한 자릿수

— Single-digit turnover rate. A common goal for HR departments.

올해 목표는 이직률을 한 자릿수로 만드는 것입니다.

이직률이 바닥을 치다

— The turnover rate has hit rock bottom. Used when it's at its lowest point.

경기가 안 좋아서 이직률이 바닥을 쳤어요.

이직률의 늪

— The 'swamp' of turnover. Used when a company can't stop people from leaving.

그 회사는 높은 이직률의 늪에서 빠져나오지 못하고 있다.

이직률 고공행진

— Turnover rate staying high. Used for a sustained period of high turnover.

중소기업의 이직률 고공행진이 계속되고 있습니다.

이직률 풍선 효과

— The balloon effect in turnover. Reducing it in one area causes it to rise in another.

한 부서를 챙기니 다른 부서 이직률이 오르는 풍선 효과가 나타났다.

이직률의 주범

— The main culprit of turnover. Used to identify the primary cause.

낮은 연봉이 이직률의 주범으로 꼽혔습니다.

이직률 추이

— The trend or progress of the turnover rate over time.

지난 5년간의 이직률 추이를 그래프로 그렸습니다.

이직률 역대 최고

— All-time high turnover rate.

올해 이직률이 역대 최고치를 경신했습니다.

Often Confused With

이직률 vs 퇴사율

퇴사율 is just leaving; 이직률 is the broader cycle of movement in the market.

이직률 vs 실업률

실업률 is the unemployment rate (not having a job at all).

이직률 vs 취업률

취업률 is the employment rate (getting a job).

Idioms & Expressions

"고인 물"

— Stagnant water. Refers to an organization with a 0% turnover rate where people never leave and ideas never change.

이직률이 너무 낮으면 회사가 고인 물이 될 수 있어요.

Informal/Slang

"철밥통"

— Iron rice bowl. Refers to a job with virtually zero turnover because it's impossible to get fired (like civil servants).

공무원은 이직률이 낮고 철밥통이라 인기가 많아요.

Informal

"회전문 인사"

— Revolving door appointments. Though usually about executives, it implies a high turnover where people just keep coming and going.

회전문 인사 때문에 이직률만 높아지고 전문성은 떨어집니다.

Formal/Journalistic

"탈출은 지능 순"

— Escaping is in order of intelligence. A cynical meme saying the smartest people leave high-turnover companies first.

이직률이 이렇게 높은 걸 보니 탈출은 지능 순인가 봐요.

Slang/Online

"떠날 사람은 떠난다"

— Those who will leave, will leave. Suggesting that a certain turnover rate is inevitable regardless of effort.

이직률을 잡으려 해도 떠날 사람은 결국 떠나더라고요.

Neutral/Spoken

"사람이 귀하다"

— People are precious/rare. Used when a high turnover rate makes it hard to find and keep staff.

요즘은 이직률이 높아서 숙련된 사람이 정말 귀해요.

Neutral

"발을 빼다"

— To pull one's foot out. To quit or leave a situation, contributing to the turnover rate.

상황이 안 좋아지자 직원들이 하나둘 발을 빼며 이직률이 올랐다.

Informal

"둥지를 옮기다"

— To move nests. A poetic way to describe changing jobs (이직).

더 좋은 조건을 찾아 둥지를 옮기는 사람이 많아 이직률이 높습니다.

Neutral/Literary

"뼈를 묻다"

— To bury one's bones. To stay at a company until retirement (the opposite of 이직).

예전에는 회사에 뼈를 묻었지만 지금은 이직률이 높은 게 당연해요.

Idiomatic

"줄사표"

— A string of resignations. When many people quit at once, causing a spike in 이직률.

연봉 협상 실패 후 줄사표가 이어지며 이직률이 폭등했다.

Journalistic

Easily Confused

이직률 vs 이직률 vs 전직률

Both involve changing jobs.

이직률 is moving companies (same field); 전직률 is changing career paths entirely.

개발자가 다른 회사로 가면 이직률, 개발자가 요리사가 되면 전직률입니다.

이직률 vs 이직률 vs 이탈률

Both measure people leaving.

이직률 is for employees; 이탈률 (churn) is for customers or digital service users.

직원은 이직률로, 넷플릭스 구독자는 이탈률로 계산합니다.

이직률 vs 이직률 vs 퇴사율

Used interchangeably in casual talk.

HR professionals use '이직률' for formal stats; '퇴사율' is simpler and focuses only on people quitting.

공식 보고서에는 이직률이라는 단어를 더 많이 씁니다.

이직률 vs 이직률 vs 고용률

Both are labor stats.

이직률 is about movement; 고용률 is about the state of being employed.

고용률은 높은데 이직률도 높으면 일자리는 많지만 안정적이지 않다는 뜻입니다.

이직률 vs 이직률 vs 결원율

Both relate to empty spots.

이직률 is about people leaving; 결원율 is about the spots that remain empty.

사람이 계속 나가면 이직률이 높고, 자리가 안 채워지면 결원율이 높습니다.

Sentence Patterns

N(회사)은/는 이직률이 높아요/낮아요.

우리 회사는 이직률이 낮아요.

이직률을 낮추기 위해 V-아/어/여야 해요.

이직률을 낮추기 위해 월급을 올려야 해요.

이직률이 높을수록 N이/가 어려워져요.

이직률이 높을수록 기술 전수가 어려워져요.

이직률 상승의 원인은 N에 기인합니다.

이직률 상승의 원인은 열악한 근무 환경에 기인합니다.

이직률의 급격한 변동은 N을/를 반영하는 지표입니다.

이직률의 급격한 변동은 노동 시장의 불안정성을 반영하는 지표입니다.

이직률이 전년 대비 % 상승/하락했습니다.

이직률이 전년 대비 10% 상승했습니다.

이직률을 한 자릿수로 유지하는 것이 관건입니다.

이직률을 한 자릿수로 유지하는 것이 이번 분기의 관건입니다.

이직률이 조직의 경쟁력에 미치는 영향은 무시할 수 없습니다.

이직률이 조직의 경쟁력에 미치는 영향은 결코 무시할 수 없습니다.

Word Family

Nouns

이직 (Changing jobs)

이직자 (A person who changes jobs)

이직처 (The new workplace one moved to)

이직 사유 (Reason for changing jobs)

Verbs

이직하다 (To change jobs)

이직시키다 (To cause someone to change jobs - rare)

Adjectives

이직적 (Related to changing jobs - rare)

퇴사 (Resignation)

취업 (Employment)

구직 (Job hunting)

경력 (Career/Experience)

연봉 (Annual salary)

How to Use It

frequency

Common in business, news, and adult social conversations. Rare in children's speech.

Common Mistakes

Writing '이직율' instead of '이직률'. → 이직률
According to Korean spelling rules, '률' is used after a consonant (except 'ㄴ'). '직' ends in 'ㄱ', so it must be '률'.
Pronouncing it as [i-jik-ryul]. → [이징뉼]
The 'ㄱ' and 'ㄹ' sounds undergo nasalization to become 'ㅇ' and 'ㄴ'.
Saying '이직률이 많다'. → 이직률이 높다
Rates and percentages in Korean are described as being 'high' (높다) or 'low' (낮다), not 'many' (많다).
Using 이직률 to describe a person's career change. → 이직 (or 이직 경험)
이직률 is a statistical rate for an organization. For a person, just use '이직'.
Confusing 이직률 with 실업률. → 이직률 (turnover) / 실업률 (unemployment)
이직률 is about moving jobs; 실업률 is about not having a job at all.

Tips

Formal Writing

In business reports, use '이직률 추이' to show the movement of turnover over time. It sounds much more professional than just saying '이직률 변동'.

The Nasal Rule

Remember [i-jing-nyul]. Practice by saying 'King' [ㅇ] and then 'New' [ㄴ]. This is the most common mistake for non-native speakers.

Spelling Check

Always check the last consonant. If it's not 'ㄴ' or a vowel, use '률'. Since '직' has 'ㄱ', it's always '이직률'.

MZ Generation

When talking about 이직률 with Koreans, mentioning the 'MZ generation' (Millennials/Gen Z) will help you sound culturally aware.

Comparison

When presenting data, always compare your company's 이직률 with the '업계 평균' (industry average) to provide context.

Individual vs Group

Never use '이직률' for one person. For an individual, say '이직했어요'. '이직률' is only for groups or statistics.

Context Clues

If you hear '높다' or '낮다' followed by a percentage, and the topic is work, the speaker is almost certainly talking about 이직률.

Interviews

Asking about 이직률 in a job interview shows you care about the company's long-term stability and culture.

Antonyms

To show a wider vocabulary, use '근속률' (retention/service rate) as the positive counterpart to 이직률.

Root Study

Learn the Hanja 離 (이 - leave) and 職 (직 - job). They appear in many other useful words like 이혼 (divorce) and 직업 (job).

Memorize It

Mnemonic

Imagine a 'Jik' (job) having a 'Lee' (leaving) problem that you measure with a 'Ryul' (ruler). Lee-Jik-Ryul = Leaving-Job-Ruler.

Visual Association

Picture a revolving door at an office building with a percentage sign (%) hanging above it. The faster the door spins, the higher the 이직률.

Word Web

HR Salary Resignation Company Culture Recruitment Employee Satisfaction Career Move Statistics

Challenge

Try to find the '이직률' of the top 3 tech companies in Korea (Samsung, Naver, Kakao) and write a sentence comparing them.

Word Origin

Derived from Sino-Korean roots (Hanja). 離 (이) means 'to separate' or 'leave', 職 (직) means 'office' or 'job', and 率 (률) means 'rate' or 'ratio'.

Original meaning: The ratio or rate of separating from one's professional office.

Sino-Korean

Cultural Context

Be careful when asking a Korean manager about their company's 이직률; if it's high, it can be a sensitive topic that implies poor leadership.

While English speakers use 'turnover rate' mostly in business, Koreans use '이직률' in social commentary about the struggles of young workers and the changing economy.

JobPlanet (Korean Glassdoor) - The primary source for 이직률 rumors. Misaeng (Drama) - Depicts the pressure that leads to high turnover in trading companies. The 'MZ Generation' discourse - Always mentions rising 이직률.

Practice in Real Life

Real-World Contexts

HR Meeting

이직률이 심각합니다.
이직률을 낮춰야 합니다.
이직률의 원인을 파악합시다.
이직률 통계를 보여주세요.

Job Interview

이 회사의 이직률은 어떤가요?
이직률이 낮은 이유가 궁금합니다.
전 직장의 이직률이 높았습니다.
저는 이직률을 낮추는 데 기여하고 싶습니다.

News/Journalism

이직률이 역대 최고치를 경신했습니다.
업계별 이직률 격차가 큽니다.
이직률 상승의 배경에는...
정부는 이직률 감소를 위해...

Casual Office Talk

우리 팀 이직률 장난 아니야.
이직률이 높아서 일이 안 돌아가.
회사가 좋아지면 이직률도 낮아지겠지.
옆 팀은 이직률이 거의 없대.

Academic Research

이직률과 직무 만족도의 상관관계.
이직률이 기업 성과에 미치는 영향.
이직률의 구조적 요인 분석.
산업군별 이직률 비교 연구.

Conversation Starters

"요즘 다니시는 회사는 이직률이 어떤 편인가요? (How is the turnover rate at the company you're attending lately?)"

"이직률이 높은 회사의 가장 큰 문제가 뭐라고 생각하세요? (What do you think is the biggest problem with companies that have high turnover rates?)"

"신입 사원들의 이직률을 낮추려면 무엇이 가장 필요할까요? (What is needed most to lower the turnover rate of new employees?)"

"IT 업계의 이직률이 높은 이유는 무엇일까요? (What is the reason why the turnover rate in the IT industry is high?)"

"이직률이 낮은 회사가 무조건 좋은 회사일까요? (Is a company with a low turnover rate necessarily a good company?)"

Journal Prompts

만약 내가 회사를 운영한다면 이직률을 낮추기 위해 어떤 복지를 제공할지 써보세요. (Write about what benefits you would provide to lower the turnover rate if you ran a company.)

내가 이직을 결심하게 만드는 가장 큰 요인은 무엇인지 이직률과 관련지어 생각해보세요. (Think about what the biggest factor is that makes you decide to change jobs, in relation to turnover rates.)

한국 사회에서 이직률이 높아지는 현상에 대한 자신의 견해를 서술하세요. (Describe your views on the phenomenon of rising turnover rates in Korean society.)

이직률이 0%인 조직의 장점과 단점을 비교해서 써보세요. (Compare and write the advantages and disadvantages of an organization with 0% turnover.)

과거와 현재의 이직률에 대한 인식 차이에 대해 일기를 써보세요. (Write a journal entry about the difference in perception of turnover rates between the past and present.)

Frequently Asked Questions

10 questions

일반적으로는 조직의 불안정성을 나타내어 부정적으로 보지만, IT 업계처럼 인재 이동이 활발한 곳에서는 자연스러운 현상으로 보기도 합니다. 하지만 너무 높으면 채용 및 교육 비용이 증가하여 회사에 손해를 줍니다.

퇴사율은 단순히 직장을 그만두는 비율을 말하고, 이직률은 다른 직장으로 옮기기 위해 그만두는 비율을 포함한 더 넓은 의미의 노동 이동을 의미합니다. 실무에서는 혼용되기도 합니다.

연봉 인상, 복지 혜택 강화, 유연한 근무 환경 제공, 그리고 무엇보다 수평적이고 건강한 조직 문화를 만드는 것이 중요합니다. 직원들의 직무 만족도를 높이는 것이 핵심입니다.

한국어의 비음화(Nasalization) 법칙 때문입니다. '직'의 'ㄱ' 받침 뒤에 '률'의 'ㄹ'이 오면, 'ㄹ'은 'ㄴ'으로 변하고 'ㄱ'은 'ㅇ'으로 변하여 [이징뉼]이 됩니다.

안정적이라는 장점이 있지만, 새로운 인재나 아이디어가 유입되지 않아 조직이 정체될 위험(고인 물 현상)도 있습니다. 적정한 수준의 이직률은 조직의 활력을 위해 필요할 수 있습니다.

기대했던 직무와 실제 업무의 차이(직무 미스매치), 조직 문화 부적응, 또는 더 나은 조건을 찾아 빠르게 이동하려는 성향 때문인 경우가 많습니다.

한국의 경우 통계청(KOSIS)이나 고용노동부의 노동통계조사를 통해 산업별, 규모별 이직률 데이터를 확인할 수 있습니다.

보통 '(특정 기간 내 이직자 수 / 평균 근로자 수) x 100'으로 계산합니다. 기업마다 산정 기준이 조금씩 다를 수 있습니다.

한국에서는 보통 조리 및 외식업, 운수업, 그리고 업무 강도가 높은 간호사 등의 보건 의료직군에서 이직률이 높게 나타나는 경향이 있습니다.

공무원, 공기업 직원, 그리고 대기업의 사무직 등 고용 안정성이 높고 복지가 좋은 직종은 이직률이 매우 낮은 편입니다.