• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.13 no.12
• /
• pp.5986-5992
• /
• 2012

This study purpose is assessment to intention of turnover for dental hygienists. The study population was dental hygienists who registered at conference of Korean Dental Hygienists Association. Finally 1,955 among 2,040 were finished the question and response(response rate 95.8%). Statistical analysis conducted using SPSS 18.0K for Windows. The difference on the distribution of independent variables related with experience of turnover analyzed with Chi-square test. The results of this research could be summarized as follows: The rate of the dental hygienists experienced of turnover was 46.8%. The unmarried dental hygienists were more intended than the married ones(p<0.001). More higher education group, more higher working experience group, more higher income group, more aged group had more turnover(p<0.001). The reason of turnover were environment of employment(night work, 23.7%), personal reasons(19.1%), conditions of employment(14.6%). In conclusion, this study suggests that set up a strategy of career life for dental hygienists in dental clinic.

• 베이커리
• /
• no.10 s.339
• /
• pp.102-105
• /
• 1996

• Proceedings of the Korea Database Society Conference
• /
• 2001.11a
• /
• pp.526-535
• /
• 2001

우리나라 시스템 통합(System Integration) 프로젝트는 최근 들어 공공부문을 중심으로 점차로 대형화되고 장기간에 걸쳐 수행되는 추세에 있다. 그러나, 프로젝트를 주도해야 할 IT 인력의 이직률이 증가되고 근속기간이 점차 단축되는 현상은 국내 산업계의 기술축적과 경쟁력 제고에 걸림돌이 되고 있다. 본 연구의 목적은 대규모 시스템 통합 프로젝트를 수행 도중에 이직한 IT 인력의 이직 원인이 무엇인지 알아보며 이직방지를 위한 대안을 제시하는 것이다. 이를 위해 기존의 연구에서 공통적으로 제시하는 이직 영향요인을 업무측면, 인간관계 측면, 처우측면으로 재구성 한 설문분석을 통해 어떤 요소들이 이직에 큰 영향을 미치는지를 분석하였다. 또한 사례연구를 통해 응답자들을 업무적 성향과 처우적 성향별로 분류하여 이직에 영향을 준 각 측면별 이유와 해결책 및 시사점을 도출하였다. 본 연구의 결과는 IT인력에 대한 기존의 이직방지 대책보다는 효율적으로 IT인력을 운용 할 수 있는 참고기준이 될 수 있을 것이다.

• The Journal of the Korea Contents Association
• /
• v.11 no.5
• /
• pp.338-346
• /
• 2011

This study analyzes the turnover intention of social workers, then finds the way to lower the turnover intention. The survey result of the proportion of the respondents who have turnover intention appeared to be higher in the workers in use facilities and subordinate facilities. As for the reason of turnover intention, the proportion who answered 'poor working environment' and 'low wage level' appeared to be higher in the workers in life facilities and use facilities. As for the desired field of turnover, thus telling that they prefer to change jobs within the same field of social welfare rather than challenging new field. The result from this study suggests that, to lower the turnover intention of social workers, there should be more effort to increase wage level, reduce work hour, expand welfare benefit program and diversify self development and training programs.

• The Microorganisms and Industry
• /
• v.13 no.2
• /
• pp.26-28
• /
• 1987

이글은 다음과 같은 내용으로 이루어져 있다. 1. 국내 연구소 현황 2. 연구원의 구성 3. 연구원의 이직현상 4. 유학을 가야하는 이유 5. 문제 해결을 위한 제언

• Journal of the Korea Society of Computer and Information
• /
• v.16 no.11
• /
• pp.209-217
• /
• 2011

Recently, As it takes charge of the customer service in many enterprises, the importance of call center has been emphasized more and more. The growth of call center industry is leading lots of call center agents. But, Call center agent's frequent turnover deteriorates the labor productivity and quality. Also, This turnover increases training cost and recruit cost. For these reasons, management turnover in call center is emerging as an important issue. The purpose of this study is to analyze the relationship of job satisfaction factors, job satisfaction, organizational commitment and turnover intention of call center agent. To achieve these objective, as a conceptual model of the study, job satisfaction factors, job satisfaction, organizational commitment and turnover intention were reviewed and the model could be estimated through path analysis. According th the finding of this study, job satisfaction factors have positively impact on the job satisfaction, organizational commitment but have not directly impact on the turnover intention. Also job satisfaction and organizational commitment have negatively impact on the turnover intention. As a result, the meaningful implication of this study suggests that the increase of both job satisfaction and organizational commitment through the improvement of job satisfaction factors should be regard as important dimensions to decrease of turnover intention of call center agents.

• Journal of Korean society of Dental Hygiene
• /
• v.3 no.2
• /
• pp.183-196
• /
• 2003

Purpose: This study sought to identify factors associated with dental hygienists' decisions to leave one dental office and commence practice in another. In addition to, the reasons dental hygienists stay in the profession were investigated. Demographic descriptors, including education level, marital status and age, and employment setting were also examined. Methods: Currently practicing dental hygienists in Korea were surveyed from March to May 2003. Data were collected through a questionnaire. The survey collected information concerning the 461 respondents' personal characteristics and reasons associated with changing positions and staying. Data were analyzed using frequency distributions, independent t-tests and chi-square analyses. All statistical analyses were conducted using the Statistical Package for Social Scientists(SPSS v.10, Chicago, Illinois). Results: The primary reasons for taking up another employment were found to be better offer, inadequate salary and personal conflict with dentist. Secondary reasons stated for changing their job revealed additional factors including inadequate salary, better offer, and lack of benefits. The primary influence in deciding to remaining in the practice of dental hygiene was self-development. Family responsibility, safe environment and professional collaboration were also important factors in deciding to remain in workforce. Conclusion: The position changes of dental hygienists are primarily influenced by better offer. Inadequate salary and conflict with dentist were also important factors in deciding to change employment positions. The findings suggest that dental hygienists who remain in the workforce are positively influenced mainly by self-development. Employers of dental hygienists should be aware of these factors in employing process. If more hygienists could remain longer in their positions, the manpower situation would be affected positively.

• The Journal of the Korea Contents Association
• /
• v.17 no.7
• /
• pp.124-132
• /
• 2017

This study is a descriptive study comparing the nursing work environment, job stress and turnover intention of pediatric ward nurses and general ward nurses. The subjects of this study were 174 nurses with more than one year of experience working in small hospitals, general hospitals and university hospitals with more than 200 beds in G-city. Data collection was conducted from August 2016 using structured questionnaires to measure nursing work environment, job stress and turnover intentions. Results: There were no significant differences in nursing work environment between pediatric ward nurses and general ward nurses, and there were significant differences in job stress. Especially, the more nursing work environment of pediatric ward nurses was, the higher the job stress, the higher the turnover intention. In other words, pediatric ward nurses are more likely to have higher job stress than regular ward nurses because they are stressed not only from the health problems of the child but also from the family members. Therefore, communication and self-achievement that can reduce the job stress of the pediatric ward nurse and a variety of measures are needed.

• Journal of Yeungnam Medical Science
• /
• v.24 no.2
• /
• pp.296-304
• /
• 2007

Background : The main aim of this study was to analyze the factors that could be used to predict job satisfaction of assistant nurses in general hospitals. Material and Methods : This study was based on a survey of assistant nurses in the Daegu region from January 1, 2006 to January 31, 2006. Originally 300 questionnaires were distributed and among them 291 were completed. The data was collected and used for the statistical analysis. Descriptive and inferential statistics, such as the frequency, t-test and one-way ANOVA were used for the analysis. Results : Among the respondents, the average score for job satisfaction was lowest in the university-trained nurses and highest in the nurses who had only graduated from high school. Conclusion : The working conditions, work place and motivation are significantly associated with job satisfaction. In particular, there was lower job satisfaction in those nurses who wanted to change their occupation.

• Proceedings of the Korea Contents Association Conference
• /
• 2018.05a
• /
• pp.483-484
• /
• 2018

본 연구는 취업문제가 국가 사회 전 분야에 걸쳐 핵심이슈로 해결해야 할 사회문제로 부상하고 있지만 시각디자인분야의 취업은 점점 어려워지고 있다. 가장 큰 이유 중 하나로는 시각디자인 분야 산업규모에 비해 대학에서 관련학과가 지난 30여 년간에 걸쳐 급속히 증가하여 대학졸업자의 공급과잉으로 인한 수요공급의 균형이 무너졌기 때문이다. 또한 4차 산업으로 산업이 재편되어 디자이너와 같은 창의적 직업군의 중요성이 부각되고 있는 현 시점에서 여전히 시각디자인분야의 취업난의 나아지고 있지 않다. 그러나 취업난 보다 더욱 심각한 것은 어렵게 취업에 성공한 신입디자이너의 대부분이 조기이직을 하는 현상이 급증하고 있다는 점이다. 본 연구는 이러한 전문대학이 시각디자인전공 졸업자의 퇴직을 예방하는 것도 취업을 지원하는 활동처럼 중요하다는 점에 초점을 두고 시각디자인학과 신입디자이너의 조기퇴직 예방을 위한 산업체 및 교육현장에서의 대처방안을 모색하고자 하였다.