• Journal of Korean society of Dental Hygiene
• /
• v.17 no.6
• /
• pp.1025-1035
• /
• 2017

Objectives: The purpose of this study is to develop a survey instrument to assess intention to stay for dental hygienists based on validity and reliability. Methods: A survey was conducted targeting 317 dental hygienists in dental clinics. The data was used for the analysis of the study, using PASW Statistics 20.0 and IBM SPSS AMOS 18.0. Results: The preliminary instrument includes 44 item. 22 items were excluded by variable analysis. 17 final items was selected by exploratory factor analysis (EFA). The confirmatory factor analysis (CFA) was composed of four elements, 'organization fit', 'interpersonal relationship', 'identity', and 'job connectivity'. Conclusions: The validity and reliability of measurement tool for dental hygienist's intention to stay was proved. It could be used to help dental hygienist's long-term employment.

• Journal of Korean society of Dental Hygiene
• /
• v.24 no.1
• /
• pp.35-43
• /
• 2024

Objectives: Previous research on turnover has been conducted from the organization's perspective. However, for the long-term retention of dental hygienists, it is necessary to conduct research from an individual's perspective. The purpose of this study is to examine the impact of achievement motivation on the intention to stay of dental hygienists. Methods: This study conducted an online survey targeting dental hygienists working in dental healthcare institutions, using convenience sampling from September, 2023. The analysis included 152 participants with long-term work experience and 121 participants with shorter work experience. Multiple regression analysis was conducted to identify factors influencing retention intentions (PASW Statistics ver. 23.0, p<0.05). Results: Factors influencing intention to stay for long-term dental hygienists included the number of dental hygienists and achievement motivation (responsibility, challenge, task orientation), with a significant impact (adj. R²=0.317). For shorter-term dental hygienists, achievement motivation (challenge, task orientation) demonstrated a significant impact (adj. R²=0.164). Conclusions: It was observed that intrinsic factors, particularly achievement motivation, had a significant impact on intention to stay. Consequently, exploring strategies to satisfy intrinsic motivation, such as achievement motivation, is deemed necessary.

• Journal of Korean society of Dental Hygiene
• /
• v.20 no.1
• /
• pp.95-106
• /
• 2020

Objectives: This study was conducted to investigate the effects of dental hygienists' job satisfaction on turnover intention and intention to stay. Methods: A survey was conducted targeting 273 dental hygienists in dental clinics. The study data were u analyzed using PASW Statistics 20.0 Results: The level of job satisfaction of dental hygienists was 3.30±0.50, and the highest ranked item in the survey was 'I am satisfied with my relationships with patients' 3.72±0.73. Job satisfaction according to general characteristics showed significant differences in age, marriage, education, career, current work experience, position, and schedule for future turnover. The turnover intention according to general characteristics showed significant difference in age and schedule for future turnover. The intention to stay according to general characteristics showed significant differences in age, marriage, education, career, current work experience, number of dentists, number of dental hygienists, and schedule for future turnover. The factors affecting turnover intention were schedule for future turnover, income, co-worker relation and professional time, while those affecting intention to stay were overall professional satisfaction, co-worker relation, schedule for future turnover, professional time, income, number of dental hygienists, patient relations and current work experience. Conclusions: Job satisfaction factors that had a common effect on turnover intention and intention to stay were schedule for future turnover, income, co-worker relation and professional time. To reduce turnover and encourage longevity, adequate pay and positive interpersonal relationships are necessary.

• The Korean Journal of Financial Management
• /
• v.15 no.1
• /
• pp.245-261
• /
• 1998

본 논문은 다기간 대리모형에서 나타날 수 있는 대리비용 중에서 대리인과 위임자의 의사 결정고려기간(decision-making horizon)의 차이로 인해서 발생할 수 있는 과소투자유인을 연구 대상으로 하고 있다. 대리인인 경영자는 자신의 명성을 고려해서 투자효과가 자신의 임기내에 나타나는 투자안에 높은 관심을 가질 것이다. 그런데 계속기업을 전제로 하면 대리인인 경영자는 위임자인 주주보다 투자의사결정시 고려하는 기간이 짧아서 과소투자의 가능성이 존재한다. 동적최적화 기법을 이용한 이론적 모형의 결과도 대리계약기간이 짧을수록 투자수준이 낮을 것으로 나타났다. 이러한 내용을 한국상장기업들을 대상으로 임원근속기간과 설비투자수준의 관계에 대해서 실증분석한 결과, 이론적 기대와 일치하지만 통계적 유의성은 낮은 편이었다. 이같은 결과는 전문경영체제가 확립되어 있지 않은 한국기업환경의 특성에 기인한다고 생각된다.

• Journal of Practical Engineering Education
• /
• v.14 no.1
• /
• pp.165-177
• /
• 2022

The purpose of this study is to present the direction of employment guidance for long-term service through the analysis of the cause of employment of employed students who graduated from specialized high school. In particular, the purpose is to present student guidance plans for long-term service by analyzing personal reasons for students graduating from commercial high schools and policy factors for individual, school, company, and government service after employment. To this end, a survey was conducted for graduates of commercial high schools nationwide, and the validity, reliability, and causality of the survey data were analyzed by applying Exploratory Factor Analysis, Cronbach's Alpha, and decision tree analysis techniques. We found that personal goal setting for employment is an important factor for working for more than 1 year, personal relationships at work and personal characteristics are important factors for working for more than 3 years. In addition, we found that the reason for getting a job is that personal reasons and school recommendations are great, special lectures on employment, camps, and 'advice from seniors and teachers' programs are helpful in finding a job, and accounting and computer related subjects are helpful for long-term employment. Accordingly, in specialized high schools, it is required to prepare specific instructional measures for education such as setting personal goals and the formation of human relationships that are the basis of social life, and to actively operate the above subjects and programs to help with employment and longevity.

• Information Systems Review
• /
• v.22 no.4
• /
• pp.41-58
• /
• 2020

This study addresses the issue of which factors make domestic works have turnover intention. To pursue this research issue, we utilized a public database "2017 Occupational Migration Path Survey", administerd by Korea Employment Information Service (KEIS). Decision tree method was applied to extract crucial factors influencing workers' turnover intention. They include 'the degree of matching the level of education with the level of work', 'the possibility of individual development', 'the job-related education and training', 'the promotion system', 'wage and income', 'social reputation for work' and 'the stability of employment'.

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.17 no.10
• /
• pp.236-244
• /
• 2016

The purpose of this study was to investigate the relationship amongst emotional labor, communication competence, resilience, and clinical nursing performance of university hospital nurses, and to identify the influencing factors on job performance of clinical nurses who work at two university hospitals. The data was collected using questionnaires from 216 nurses in February 2016. Data was analyzed using one-way ANOVA, Pearson correlation, and stepwise multiple regression using IBM SPSS 22. There were differences in communication competence (F=3.679, p=.003), resilience (F=7.909, p<.003), and nursing performance (F=2.331, p=.044) correlates with the frequency of leisure activity. The significant relationships were found among age (r=.242, p<.001), years of service (r=.278, p<.001), emotional labor (r=.211, p=.002), communication competence (r=.585, p<.001), and resilience (r=.431, p<.001) with nursing performance in university hospital nurses. The result of the stepwise multiple regression indicates that communication competence and years of service predict 40.9% (F=75.356, p<.001) in nursing performance of university hospital nurses. The most powerful predictor was communication competence (${\beta}=.581$, p<.001), followed by years of service (${\beta}=.268$, p<.001). In conclusion, to enhance nursing performance for university hospital nurses, it is necessary to develop and utilize educational programs that enhance the communication competence and to develop strategies to support leisure activities for university hospital nurses.

• International Area Studies Review
• /
• v.18 no.3
• /
• pp.131-145
• /
• 2014

Abundance of low-wage labor resources, strategic location connecting East-West Asia and business professionals are fluent in English are strength of Bangladesh. Also the business environment changes in China such as the wage increases and labor regulations enhancement acts as searching for replacement of investment where Bangladesh is considered as substitute. At this point there is a need for research of Bangladesh employees at human resource management level. Therefore this study focus on the research of an important component of human resource management, organizational commitment. This study analysis the Bangladesh employees organizational commitment and its antecedent. This study consider four antecedents, role ambiguity, role conflict, voluntary participation and the work centrality and three organizational commitment, affective organizational commitment, continuous organizational commitment and normative organizational commitment. As results show, role ambiguity and role conflict has a negative influence on affective organizational commitment. And voluntary participation and work centrality give positive influence. Role ambiguity showed a negative effect on continuous organizational commitment, however role conflict show positive effect. Voluntary participation and work centrality showed positive effect on normative organizational commitment and role ambiguity showed negative influence. Results of this study give clue to understand Bangladesh employees organizational commitment and its relation among variables. And thus the need for appropriate management presented.

• The Journal of the Korean dental association
• /
• v.48 no.10
• /
• pp.738-753
• /
• 2010

Objectives: To deter job migration and to facilitate a more efficient personnel management system, a personality type analysis tool, such as MBTI and Enneagram, may be considered. These tools can facilitate better recognition of talent among prospective employees, as well as more efficient allocation of tasks for greater job satisfaction. Methods: This study conducted direct interviews with dental hygienists currently employed at two major dental organizations, which operate the largest networks of clinics across the greater metropolitan area. Results : First, in terms of number of turnover experiences, the Head Type showed lower task satisfaction, whereas the Body Type exhibited greater task satisfaction. Second, the Head Type showed greater job satisfaction compared to the other types. Third, the SJ Type, often considered the traditionalist in terms of long-term employments, exhibited greater tendencies toward long-term commitment with one employer. Fourth, dental hygienists, in terms of long-term employment, are negatively affected by task satisfaction, and positively affected by job satisfaction. Conclusions: It is thought to be considerable to use personality type analysis tools in clinical human resource management.

• Journal of vocational education research
• /
• v.36 no.2
• /
• pp.23-50
• /
• 2017

The purpose of this study was to determine the hierarchical linear relationship among receptivity to organizational change, individual variables of professors and organizational variables in junior colleges. The population for this study was 12,920 professors in 139 junior colleges. Using random sampling method considering subject, 800 professors in 40 colleges were sampled for this study. The data were collected from May 26 to June 13. A total of 445 out of 800 questionnaires were returned of which 441 of 40 junior colleges were used for analysis after data cleaning. These data were analyzed by both descriptive statistics and One-way ANOVA with Random Effects, Ranmdom-Coefficients Regression Model, and Intercepts-and Slopes-as-Outcomes Model of hierarchical linear model(HLM). All data analysis was accomplished using the SPSS 20.0 for windows program and the HLM 6.0 for windows program. An alpha level of 0.05 was established priori for determining the significance. The findings of the study were as follows: First, the level of receptivity to organizational change of professions in junior college was 3.94. Second, 56.5% of total variance in receptivity to organizational change was individual level variance. 43.5% of total variance in receptivity to organizational change was organizational level variance. Third, personal valence about organizational change, psychological ownership, experience of assignment, years of service and job security had positive effects on receptivity to organizational change while years of service had negative effects on receptivity to organizational change. The effect of personal valence about organizational change was highest, and the effect of job security was lowest. Fourth, degree of organizational change, participative decision-making, group culture and accessibility of information related to organizational change had positive effects on receptivity to organizational change. The effect of degree of organizational change was highest, and the effect of accessibility of information related to organizational change was lowest.