• Journal of Industrial Convergence
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• v.22 no.6
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• pp.1-11
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• 2024

This study aims to examine the mediating effect of job satisfaction on the relationship between working conditions, including wages, employment status, working hours, tenure, and turnover intention among social welfare workers. To achieve this, path analysis was conducted using SPSS and AMOS with data from the 2020 Survey on Compensation Levels and Working Conditions of Social Welfare Facility Workers conducted by the Ministry of Health and Welfare and the Korea Institute for Health and Social Affairs. The direct and indirect effects of variables were verified and compared. The analysis results revealed that job satisfaction among social welfare workers showed a complete mediating effect in the relationship between wages, working hours, and turnover intention, while it showed a partial mediating effect in the relationship between employment status, tenure, and turnover intention. Based on these findings, the study proposes measures to reduce turnover intention among social welfare workers, such as ensuring employment stability, managing job satisfaction based on tenure, and enhancing job satisfaction through wage and working hour management.

• Korean small business review
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• v.41 no.3
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• pp.23-47
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• 2019

This study investigates the effects of three types of person-environment fit, i.e. POF, PJF(ability) and PJF(needs), on effectiveness variables and the mediating effect of work motivation in SMEs. The data were collected from 211 employees who work for SMEs. Results of structural equation modeling(SEM) analyses demonstrated that PJF(ability) was significantly associated with task performance and turnover intention, while POF and PJF(needs) were significantly associated with turnover intention only. PJF(needs) and PJF(ability) have the positive impact on intrinsic motivation, PJF(ability) also has the positive impact on external and identified motivation. We also analysed mediating effects using Process macro. Results demonstrated that intrinsic motivation mediated the relationship between POF, PJF(needs), PJF(ability) and task performance. The relationship between PJF(ability) and task performance was mediated by external motivation. Based on the results, theoretical and practical implications are derived. Also suggested are methodological limitations and future research directions.

• Journal of the Korean Society of Food Science and Nutrition
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• v.39 no.12
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• pp.1880-1892
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• 2010

The purposes of this study were to: a) provide evidence concerning the effects of emotional intelligence on job outcomes, b) examine the impacts of emotional intelligence on employee-related variables such as 'job satisfaction', 'organizational commitment', 'organizational performance', and 'turnover intention' c) identify the conceptual framework underlying emotional intelligence. A survey was conducted to collect data from foodservice managers (N=231). Statistical analyses were completed using SPSS Win (16.0) for descriptive analysis, reliability analysis, factor analysis, t-test, correlation analysis, cluster analysis and AMOS (16.0) for confirmatory factor analysis and structural equation modeling. The concept of emotional intelligence (EI) has been on the radar screens of many leaders and managers over the last several decades. The emotional intelligence is generally accepted to be a combination of emotional and interpersonal competencies that influence behavior, thinking and interaction with others. The main results of this study were as follows. The four EI (Emotional Intelligence) dimensions correlated significantly with age. The means of job satisfaction score were above the midpoint (3.04 point) scale. The organizational commitment score was above the midpoint (3.41 point) scale and was higher at 'loyalty' factor than 'commitment' factor. The means of organizational performance score were above the midpoint (3.34) scale. The correlations among the four EI (emotional intelligence) factors were significant with job satisfaction; organizational commitment, organizational performance and turnover intention. The test of hypothesis using structural equation modeling found that emotional intelligence produced positive effects on job attitude and job performance. Emotional intelligence enhanced organizational commitment, and in turn, managers' attitude produced positive effects on organizational performance; emotional intelligence also had a direct impact on organizational performance. This study has identified the effect of emotional intelligence on organizational performance and attitudes toward one's job.

• Korean Journal of Social Welfare
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• v.28
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• pp.251-280
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• 1996

• Journal of Digital Convergence
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• v.13 no.4
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• pp.101-114
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• 2015

The purpose of this study is first to understand agent's turnover from both academic and perspectives. Then we suggest convergence of smart work paradigm and supervisor's support as the relieving factors of turnover, The research model of this study is based upon reviews of turnover literature, the smart work and supervisor's support as moderating variables from which research hypotheses were derived. The data came from the survey from financial sector agents such as banking, insurance, and others. The analyses has been done by SPSS 20.0, We used multiple regressions to test the effects of the tested variables on the dependent variable, job satisfaction. The results of this study find significant relations of smart work and supervisor's supports in relations to personal and job-related turnover. The implication is smart work and supervisor's supports play significant role in increasing job satisfactions. Major finding is too much supervisor's supports ignoring agent's situations may bring reverse effects on relieving turnover.

• Journal of radiological science and technology
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• v.32 no.4
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• pp.371-380
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• 2009

This study was executed to find out the intensity of turnover intention and its associated factors of radiologic technologists who worked for private clinic and university hospitals in Daejoen. Such variables as social and demographic characteristics, job-related features, job stress, job satisfaction, job performance, organizational commitment and turnover intention were investigated based on the survey of randomly sampled 400 radiologic technologists. The results are summarized as follows. 1. College graduates of private clinic workers were significantly higher than junior college graduates of them in the mean score for turnover intention. And low age groups, unmarried group, no religion group, low job career groups and low income groups of university hospital workers were significantly higher than high age groups, married group, religion group, high job career groups and high income groups of them respectively in the mean score for turnover intention. 2. Private clinic and university hospital workers' low and high groups in the variables of job demand, job control, supervisor support, job satisfaction, organizational commitment showed significant difference in the mean score for turnover intention. specially private clinic workers' low and high groups in the variables of coworker support, job performance showed significant difference in the mean score for turnover intention. 3. A hierarchial multiple regression analysis was conducted to catch the influence of related variables on turnover intention according to private clinic workers and university hospital workers. As a result of the analysis, the higher the degrees of education and job demand were and the lower the degree of job satisfaction was for private clinic workers, the higher the degree of turnover intention was. And the lower the degrees of age, job career, job satisfaction and organizational commitment were for university hospital workers, the higher the degree of turnover intention was. In conclusion, it was found that job demand and job satisfaction for private clinic workers and job satisfaction and organizational commitment for university hospital workers influenced on turnover intention.

• Journal of Digital Convergence
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• v.13 no.8
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• pp.177-189
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• 2015

With the business environment rapidly changing, organizational politics becomes a general and inevitable phenomenon in organizations. Employees' perception of organizational politics (POP) both has positive functions and negative functions, but many study results found it has a negative effects on employees' attitudes and behaviors. Despite the awareness of the importance in managing the negative effects of organizational politics at the workplace is increasing, research relating to employees' POP hasn't received much attention in China. With empirical analysis, the main findings come as follow: Firstly, POP has a significant positive(+) effect on turnover intention and a significant negative(-) effect on OCB. Secondly, Through the mediation of job stress, POP is indirectly and positively(+) associated with turnover intention and negatively(-) associated with OCB. Lastly, Procedural justice has a moderating effects between POP and job stress.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.14 no.2
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• pp.665-673
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• 2013

The main objective of this study was to investigate the effect of learning organization on social worker's organizational commitment and turnover intention in the social welfare organization. For the research, learning organization was consisted of shared vision, personal mastery, team learning and system thinking on the P. Senge's learning organization model. The results of this study were summarized as follows: Mean analyses showed that social workers perceived the level of learning organization had a higher than medium. By using a hierarchical multiple regression, shared vision, personal mastery and team learning had a positive effect on the social workers' organizational commitment. Shared vision and team learning had a negative effect on the social workers' turnover intention. This study finally discusses theoretical implications for future study and practical implications for learning organization strategies on the results.

• The Journal of the Korea Contents Association
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• v.9 no.3
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• pp.345-352
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• 2009

The glass ceiling is defined as a barrier so subtle that it is transparent, that it prevents women and minorities from moving up in the management hierarchy. Individuals in the minority may perceive the presence of a glass ceiling within their social context, a barrier put in to place by those in the advantaged majority. This study has testified pragmatically the influence of glass ceiling perceived by the female employees of travel agency on their work attitudes(organizational commitment, turnover intention). Data were collected by 202 full time female employees. The results of analysis is as follows: First, it is revealed that glass ceiling has no influence on turnover intention. Second, this study show that the higher glass ceiling is perceived by the female employees of travel agency, the more they have negative influence on their affective commitment. Contrary to our expectation, however, it is revealed that glass ceiling has no influence on continuance commitment. That is, glass ceiling have significant effects on affective commitment whereas the effects are not significant for continuance commitment. Third, affective commitment have significant effects on turnover intention. However, it is revealed that continuance commitment has no influence on turnover intention.

• The Journal of the Korea Contents Association
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• v.7 no.11
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• pp.270-279
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• 2007

The objectives of this study are to analyze the impact of compensation and human relationships with their peers and supervisors on job satisfaction and turnover intention of travel agent employees. To achieve these objectives, as a conceptual framework of the study, compensation system and human relationships with colleagues and supervisors, and job satisfaction and turnover intention were reviewed, and the empirical studies on employees' perceptions in travel agencies toward job satisfaction and turnover intention were conducted. According to the findings of this study, the following suggestions were presented to the domestic travel agencies. Travel agencies are needed to prepare reward systems in their companies and try to have them operated fairly, and it is necessary for the travel agencies to try to manage the employees' stress at work and the problems caused from the human relationships between peers as well as manager and staff.