• Korean journal of food and cookery science
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• v.20 no.2
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• pp.151-157
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• 2004

This study was designed firstly to measure the job satisfaction levels of F＆B (Food ＆ Beverage) personnel in hotels by using JDI (Job Descriptive Index) and secondly to identify the effects of job satisfaction on intention to quit by job type. Of 498 respondents, there were 245 employees in the back of the house (eBOH) and 253 in the front of the house (eFOH). From an analysis on job satisfaction, total JDI, score was 136.57${\pm}$11.48 out of a maximum 210 and the payroll (14.79 out of 21, 70.4%) facet of JDI was the highest job satisfaction followed by co-workers (36.07 out of 54, 66.8%), supervision (35.37 out of 54, 65.5%), promotion (17.45 out of 27, 64.6%) and work itself (32.86 out of 54, 60.8%). In comparison between the job satisfaction of eBOH and eFOH, eFOH perceived significantly higher than eBOH for job itself (p＜.001) and total job satisfaction (p＜.01). No facets of JDI were significant by job level, but work itself (p＜.05), payroll (p＜.05), supervision (p＜.01) and promotion (p＜.05) were significant by work section in eFOH,. In addition, no facets except work itself were significant by either job level or work section in eFOH. Finally, among job satisfaction facets, payroll had a negative effect on intention to quit whereas supervision had a positive effect on it in eBOH. On the other, work itself affected intention to quit positively but promotion affected it negatively. The findings confirmed the necessity for internal marketing focusing on the lower level of job satisfaction facets and indicated that such a focus would improve organizational effectiveness.

• Journal of Technologic Dentistry
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• v.42 no.3
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• pp.272-280
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• 2020

Purpose: This study aimed to determine dental technicians' job satisfaction levels and to assess its influence on turnover intention. Methods: We included 230 dental technicians who work within Seoul, Incheon, Daejeon, the Gyeonggi Province, and the Chungcheongnam-do Province. We carried out a self-reported survey using a structured questionnaire. Results: As a result of assessing the research subjects' job satisfaction level, we found that there was a significant difference in working hours and a dental-work continuing plan sphere (p<0.05). Achievement & self-realization factors, the human relation factor, and growth & development factors were reported to be major job satisfaction indices. The whole average of the job satisfaction level came to 3.11, thereby appearing to be relatively high. In analyzing the research subjects' turnover intention, there was a significant difference in age, task field, dental-work career, working hours, incumbency, and dental-work continuing plan sphere (p<0.05). The question average for turnover intention was 2.88. As a result of assessing a correlation between job satisfaction and turnover intention, a significant negative (-) correlation was found between job satisfaction and turnover intention. Thus, a higher job satisfaction level was observed to lead to a lower turnover intention. Conclusion: As a result of conducting a regression analysis in order to assess the influence of job satisfaction on a turnover intention, a working condition factor, a human relation factor, and a recognition factor each appeared to have a high impact.

• Korea Journal of Hospital Management
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• v.16 no.4
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• pp.1-16
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• 2011

The purpose of this study is to examine impacts of servant leadership perception of dental hygienists on organizational commitment, job satisfaction and turnover intention as strong predictors of turnover rate. These data were collected from the structured questionnaire survey, from April 1 through April 30, 2011, to 383 people among those in the field of dental hygiene affairs, working for nine dental hospitals or twenty-four dental clinic under two dental university hospital in capital area. The principal findings of this research are as below; First, servant leadership perception had a significantly positive influence on job satisfaction and organizational commitment. Also servant leadership perception of dental hygienists had a significantly negative influence on turnover intention. Second, job satisfaction and organizational commitment of dental hygienists has a negative influence on turnover intention. Third, servant leadership perception of dental hygienists were revealed as a meaningful effects ones on job satisfaction and organizational commitment, but they didn't have meaningful effect on turnover intention. However, we can understand that servant leadership perception have indirect effect on turnover intention via job satisfaction and organizational commitment. This result indicates that the managers of dental hospital and clinic should perceive that the consistent management effort to improve servant leadership can increase job satisfaction, and finally will increase the organizational commitment that means the loyalty to organization. In short, hospital operators and managers should examine each manager's qualification, type and style of leadership in the hospital organization, and they must develop lasting programs for effective education and training for developing characteristics of leadership are in needed to have managers with appropriate managerial mind to respective post and status.

• Convergence Security Journal
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• v.11 no.2
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• pp.55-64
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• 2011

This study is to investigate the relationship of the effect of the private security guard unethical work ethic on job attitude and customer service. We extracted about 450 people examples after the Selection of the private security guard's in active service in Seoul in 2010, and totally 412 people examples were used. This study carried out factorial analysis, reliability analysis, correlation analysis, multiple regression analysis and pass analysis using SPSSWIN 16.0. The followings are conclusions. First, unethical work ethic affects on job attitude partially. Namely, tampering with work and information leaks reduce job attitude. Also, information leaks increase company's turnover rate. Second, unethical work ethic has no effect on customer service. Third, job attitude affects on customer service partially. In other words, the organizational commitment improves the quality of service but decreases the customer-centered service. Fourth, unethical work ethic has an effect on job attitude and customer service indirectly.

• Journal of the Korean Society of Food Culture
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• v.24 no.6
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• pp.702-710
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• 2009

The purpose of this study was to identify the competing values leadership of restaurant general managers and to investigate the impact of their competing values leadership on employee job satisfaction and turnover intention. A sample of full-time restaurant employees (n=360, 36% response) completed an e-mail survey. The results showed that among the eight sub-dimensions of competing values leadership roles, the monitor (4.04), producer (4.01), and director (3.99) roles were perceived as the most frequently used leadership styles of managers compared to broker (3.78), innovator (3.83), and mentor (3.91) roles (p <0.001). Additional T-test results suggested that an employees' gender had an influence on how he/she perceived the leadership style of their manager. Male employees were more likely to perceive that the director and mentor roles (4.19) were performed very well by their managers, while female employees perceived that their managers concentrated more on monitor (3.98) and producer (3.96) roles rather than on broker (3.73) and innovator (3.79) roles (p<0.05). It was found that manager competing values leadership had a significant correlation with employee job satisfaction, and the mentor, coordinator, and innovator manager roles explained the relationship with 42.1% based on multiple regression analysis (p<0.001). In further findings, the manager competing values leadership roles had an effect on employee turnover intention. The results of the data were as follows: mentor and facilitator roles promoted a decrease in employee turnover intention and the director role caused employee turnover intention to increase. Ultimately, this study will be useful for restaurant managers to guide the application of appropriate competing values leadership roles in order to strengthen employee job satisfaction and to reduce turnover intention.

• The Korean Journal of Emergency Medical Services
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• v.17 no.2
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• pp.65-76
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• 2013

Purpose : The purpose of this study was to provide an appropriated direction for fire service organizational management by analyzing the violence experiences and turnover intention of female 119 emergency medical technicians (119 EMT) in Korea. Methods : The questionaries were obtained from 415 female 119 EMT in Korea from April 27 to March 8 in 2009. The collected data were analyzed with SPSS WIN 19.0 program. Results : Female 119 EMTs experienced 94.9%-verbal insults, 57.1%-violence aggression, 62.89%- potential violence, 32.5%-physical assault. About 76.4% of the subjects experienced to feel shame about the verbal insults. They had a stress level (mean 5.47 out of 10) and about 41.2% was more than seven points. About 39.3% of the subjects responded turnover intention. Conclusion : We proposed the preventive program against violence as well as critical incident stress debriefing. These results are expected to be useful in making human resource management plans to lower turnover intention.

• Health Policy and Management
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• v.26 no.3
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• pp.219-225
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• 2016

Background: Intention to leave was an important managerial issue among physicians working in public health centers. This study was conducted to explore the relationship between job participations and intention to leave among physicians working in health centers. Methods: A cross-sectional questionnaire survey was conducted to gather information about job participation, intention to leave and demographics among physicians (n=243) in public health centers in Korea. Job participation was measured by 15 items categorized 3 dimensions. Multiple regression analysis was performed to determine the effect of job participation on intent to leave among physicians working in public health center. Results: Participation of medical treatment and administrative job were significantly associated with intention to leave adjusted for sex, age, income, working area, working duration, tenure, and overall job satisfaction. Therefore, physicians who actively participated in administrative job showed a lower turnover intention. Physicians who actively participated in medical treatment job had a higher quit intention. Conclusion: To retain qualified physicians in public health center, education should be reinforced to physician for administrative capacity building.

• Health Policy and Management
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• v.12 no.4
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• pp.68-90
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• 2002

The purpose of this study is to investigate the determinants of intent to leave among hospital physicians. A causal model of intent to leave among hospital physicians was constructed based on the exchange theory. The sample of this study consisted of 185 physicians from 8 general hospitals located in Seoul, Taegu, Kyunggi-province, and Kyungsangnam-province in Korea. Data were collected with self-administered questionnaires and analyzed using LISREL. The results of this study indicate that the following variables, listed in order of size, have significant negative effects on intent to leave among hospital physicians; job satisfaction, organizational commitment, task variety, promotional chances, task significance, and pay. Sex (female=0, male=1) was found to have significant positive effects on the intent to leave among hospital physicians. The results imply that hospital administrators should make an effort to improve job satisfaction and organizational commitment which are the key determinants of intent to leave among hospital physicians.

• The Korean Journal of Health Service Management
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• v.13 no.4
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• pp.83-94
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• 2019

Objectives: This study examined the degree of professional autonomy of nurses as perceived by nurses and doctors, as well as the relation between professional autonomy, job satisfaction, and turnover intention of nurses. Methods: A questionnaire survey was conducted with 292 nurses and 121 physicians working in 10 small- and medium-sized hospitals with located in G Metropolitan City. Results: The difference in the level of nurses' professional autonomy as perceived by nurses and physicians was found to be significantly higher in nurses than in physicians. Professional autonomy and job satisfaction were significantly and positively correlated; professional autonomy and turnover intention were significantly and negatively correlated; and job satisfaction and turnover intention were also significantly and negatively correlated. Conclusions: Various efforts to increase nurses' professional autonomy and the development of effective workforce management programs to prevent turnover should be actively conducted to address the problems of small- and medium-sized hospitals facing a shortage of nurses.

• Information Systems Review
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• v.8 no.1
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• pp.203-222
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• 2006

The chronic problems of Information System Outsourcing Development Project include frequent changes in the participants and their roles, and the evasion of project participation, which exert unfavorable influence to the outcome of the project. Such problems are due, in large part, to the low level of project participants' satisfaction in the project. However, little is known about the factors that influence project participants' satisfaction in the project development. This research identifies six potential factors such as project commitment, workload, control, communication within the organization, inter-organization communication, and system development methodology based on PMI(Project Management Institute) and empirically examines their efficacy in explaining the level of participants' satisfaction in the IS development projects based on data from 390 participants in 66 projects. The results indicate that the six factors are strong determinants of participants' satisfaction in system development projects. In other words, the level of satisfaction among project participants overall are largely influenced by project commitment and control, communication, project methodology. Especially, the results reveal that the level of satisfaction among participants from the vendor decreased largely by unrealistic project commitment, frequent changes in project planning and unreasonable control rather than by a significant amount of workload. In conclusion, there need to be a rational approach and solution based on the six factors presented in this research in order to increase participation satisfaction level of the project participants and ultimately enhance project outcome.