• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.6
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• pp.4077-4085
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• 2015

This study is identify the factors affecting the level of their turnover intention of rehabilitation hospitals nurses. Study subjects were 205 nurses at a rehabilitation hospitals three in B city and two in D city. The data was collected from July 1, to July 30, 2014. The data was analyzed using the SPSS win 18.0 program. The mean scores were 3.66 for role conflicts, 3.14 for job satisfaction, and 3.04 for turnover intention. There was weak, positive correlation between the level of role conflicts and that of turnover intention of the respondents. There was relatively strong, negative correlation between the level of job satisfaction and that of turnover intention of the respondents. Total explanation power was 49.8% and the greatest impact on the level of turnover intention of rehabilitation hospital nurses was organizational requirements among the sub-areas of job satisfaction, which accounted for 37.6% alone. It is necessary to develop their organizational job satisfaction for and promote nursing profession, develop a program to improve job satisfaction.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.15 no.8
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• pp.4972-4980
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• 2014

This study examined the effects of teacher job stress and emotional intelligence on the turnover intent and job satisfaction. To this end, an early childhood teacher survey of 220 people using SPSS 9.0 data processing, analysis, and the independent variables were used to predict the dependent variable. Simple regression analysis and regression analysis of a follow-up examination were then performed. In the first study, the early childhood teachers' turnover intention due to job stress and job satisfaction revealed job stress to be a significant factor. The children's lack of leadership and administrative support work overload factors contributed to causes of stress. The turnover intention appeared to affect the mind. Second, early childhood teachers job satisfaction, job stress and turnover intention were affected by attempts to mediate the influence of job stress. Therefore, mediation plays a significant role. These results show that infant teacher duties affect the turnover intention and job satisfaction.

• Journal of Digital Convergence
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• v.13 no.1
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• pp.321-329
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• 2015

Purpose: This study was to explore the turnover intention and related factors of long-term care for hospital care workers. Methods: Data were collected from 150 health care workers by structured questionnaires in three different hospitals at K metropolitan city, Korea. Data was analyzed by using PASW (SPSS) 18.0 program with t-test, one-way ANOVA, Pearson's correlation coefficient, and multiple regressions. Results: study shown a negative correlation between turnover intention and self-esteem (r=.24. p=.004), job satisfaction (r=.50, p<.001), organizational commitment (r=59, p<.001), and social support (r=.32, p<.001). Variables of study such as turnover experience, job satisfaction and organizational commitment were revealed 40% of variance in turnover intention. Conclusion: study results suggested that, development program is needed which improve the hospital worker's job satisfaction, organizational commitment and reduces turnover intention for long-term hospital care.

• Journal of Digital Convergence
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• v.18 no.4
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• pp.291-299
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• 2020

This study aimed to identify the effects of infection control nurses' role conflict and job satisfaction on their turnover intention. Data were collected from 122 infection control nurses in January 2019. Data were analyzed by descriptive statistics, independent t-test, One-way ANOVA, Scheffé test, Pearson's correlation, and Multiple regression in SPSS/WIN 23.0. Participants' turnover intention was positively correlated with their role conflict (r=.46, p<.001), and negatively with job satisfaction r=-.21, p=.021). The role conflict (β=.43, p=.003), level of education (β=.29, p=.040), and job satisfaction (β=-.20, p=.013) was a significant predictor of the turnover intention (R²=.27). Therefore, it will have to be accompanied by institutional efforts to minimize role conflicts and improve job satisfaction. In addition, differentiated turnover strategies based on academic level should be developed.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.13 no.8
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• pp.3586-3596
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• 2012

The purpose of this research is to provide basic data to find a solution for the problem related with job satisfaction, organizational attachment, and intention to change their occupations by job category. The collection was done by self-administered questionnaire conducted by 360 employees from Nursing Division, Medical-support Department, and General Affair for 20 days since August. 15 in 2008. According to the result, for Nursing Division, intention to change their career is still high due to opportunity of external employment although their job-satisfaction or the attachment to the job is high. For Medical-support Department, intention to change their career is low compared with work-satisfaction or the attachment to the job is high. However, there are still intentions to change due to opportunity of external employment and excessive quantity of duty. General affair has the lowest work-satisfaction and the highest attachment to the job. However, intention of change is the highest than the others because of their negative-mind.

• Journal of Industrial Convergence
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• v.17 no.1
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• pp.25-31
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• 2019

The frequent turnover of nurses is one of the great difficulties of the medical profession, the purpose of this study was to investigate the effects of social support, emotional labor and subjective health on resilience of turnover nurses. The subjects of this study were 70 turnover nurses and collected data from November 1-10, 2018. The collected data were analyzed using the IBM SPSS 25.0 program. The significance level was .05. The results of this study are as follows. 1) Resilience was significantly different according to job satisfaction and subjective health. 2) Resilience showed a significant correlation with social support and subjective health (p <.05). 3) Factors influencing recovery elasticity were job satisfaction and social support and the explanatory power was 44.1% (F = 9.93, p <.001). It is necessary to improve the resilience of nurses to reduce job turnover and increase the adaptability to the clinic. Therefore, it is necessary to reflect these influential factors in improving the resilience of transition nurses.

• Journal of Convergence for Information Technology
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• v.11 no.7
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• pp.223-231
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• 2021

The study analyzes the relationship between job stress, organizational trust, and the job change intentions of beauty industry workers. Three-hundred sixty-nine workers in the beauty industry with longer than three months of working experience were chosen as this study. The study used to perform frequency analysis, exploratory factor and reliability, correlation, confirmation, and structural equation model verification. The following results are as follows. First, job stress had a positive influence. Second, stress related to fairness had a negative effect on organizational trust. Third, organizational trust had a negative effects. In conclusion, organizational trust and stress related to fairness are the important variables. Furthermore, this study suggests that each organization needs to make an effort to increase organizational trust and to relieve stress related to fairness in order to reduce the job change intentions.

• Journal of the Korea Convergence Society
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• v.12 no.3
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• pp.287-295
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• 2021

This study was conducted to determine the mediating effect of reciprocity in the relationship between emotional labor and turnover intention of clinical nurses. The subjects were nurses from hospitals with over 300 beds in G city, and 197 data were analyzed. Data were analyzed t-test, ANOVA, Pearson correlation analysis, and multiple regression analysis. As a result, the turnover intention showed a positive correlation with emotional labor and a negative correlation with reciprocity. The emotional labor showed a negative correlation with reciprocity. Reciprocity showed a partial mediating effect between emotional labor and turnover intention. The higher the emotional labor and the lower the sub-factors of reciprocity, the higher the intention to turnover. Therefore, although it is important to reduce emotional labor in order to reduce the intention of the organization to turn away from clinical nurses experiencing emotional labor, it suggests that efforts to improve reciprocity and to prepare management plan are important.

• Journal of dental hygiene science
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• v.12 no.6
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• pp.666-674
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• 2012

The purpose of this study was to examine the job-related characteristics of dental hygienists affecting their job satisfaction and turnover possibility. The subjects in this study were 297 dental hygienists who worked in dental hospitals and clinics in the metropolitan area. The dental hygienists who worked for three to less than five years, who were unmarried and who didn't benefit from any incentive systems expressed a greater satisfaction, and those who were married, whose workplaces were established jointly with other dental institutions in the form of a network and whose workplaces offered incentives were more likely to change their employment. As for influential factors for job satisfaction and turnover possibility, the respondents whose workplaces were established jointly with other dental institutions were less satisfied, and a larger number of patients and better communication led to higher satisfaction. Those who worked in general hospitals were more likely to change their employment, and better welfare benefits, more appropriate length of working hours and a larger number of patients led to lower turnover responsibility. The findings of the study ascertained that working environments were one of the factors to impact on job satisfaction and turnover possibility, and both of hospitals and dental hygienists should make an effort to improve working environments.

• Korean Journal of Social Welfare Studies
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• v.48 no.4
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• pp.187-219
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• 2017

The purpose of this study was to examine the relationship among potential job-related risks, emotional dissonance, and job turnover intention of caregivers at the long-term care facilities in South Korea, and to explore the potential mediator role of burnout in this association. For the study, survey data of 434 caregivers at long-term care facilities were collected and analyzed using structural equation modeling method. The results showed that high level of caregivers'perception of the potential job-related risks led to increased burnout and turnover intention of caregivers. Second, caregivers'burnout partially mediated the effect of the potential job-related risks on turnover intention. Third, the more caregivers experience emotional dissonance, the higher the possibility of caregivers'burnout. On the other hand, emotional dissonance of caregivers did not give significant direct impact on turnover intention. Burnout fully mediated the relationship between emotional dissonance and turnover intention of caregivers. Lastly, the more caregivers experience burnout, the higher possibility of turnover intention. Based on the results, researchers suggested possible intervention methods as well as preventive measures to reduce the turnover of caregivers at long-term care facilities.