• Journal of Digital Convergence
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• v.13 no.8
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• pp.191-206
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• 2015

The purpose of this paper is the cultural management activities empirical analysis of the impact of organizational effectiveness, such as organizational citizenship behavior and turnover intention for the era of fusion and convergence. In particular, pay attention to the mediating role of organizational communication, and cultural management activities of the effect of by behavioral dimension of organizational effectiveness by structural model demonstrated the value and importance of cultural management. Cultural management activities showed a significant positive effect on organizational communication and organizational citizenship behavior. Organizational communication appears to have a mediating effect on the relationship between corporate cultural management and organizational effectiveness, especially the cultural management itself not necessarily to reduce turnover intention, to support communication means that can reduce the turnover points when activated.

• Culinary science and hospitality research
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• v.22 no.7
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• pp.158-172
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• 2016

This study engaged food-service industry workers in Busan (casual dining restaurants and buffets) to investigate the moderating effect of job satisfaction on the influence of emotional labor on turnover intention and job burnout. To accomplish the goal of this study, the statistical programs SPSS 21.0 and AMOS 21.0 were employed for frequency analysis, factor analysis, reliability, and confirmatory factor analysis of responses from f 278 respondents. An examination was conducted to prove the hypothesis based on a structural equation model. There are two sub factors of emotional labor, surface acting and deep acting. According to the result of this study, surface acting has a positive influence (+) on job burnout (exhaustion) while deep acting has a negative influence(-). In addition, job burnout showed a positive influence (+) on turnover intention. It has been revealed that job satisfaction has a moderating effect on the path from deep acting to job burnout. Having considered that job burnout of food-service workers in Busan was related to deep acting, one of sub factors of emotional labors, promoting deep acting appears to be the way of reducing both job burnout and the number of people with turnover intention. Therefore, it is necessary for restaurant owners and CEOs to implement employee training and improve employee benefits in order to promote the deep acting of their employees.

• Culinary science and hospitality research
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• v.17 no.2
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• pp.111-125
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• 2011

The purposes of this study were to understand the influence of culinary staffs burnout in deluxe hotels upon job satisfaction and turnover intention and empirically analyze the moderating effects by career and gender between the relations of burnout and job satisfaction. Based on total 309 employees obtained from the empirical research, this study reviewed reliability and fitness of the research model and verified total 2 hypotheses with AMOS program. The hypothesized relationships in the model were tested simultaneously by using a structural equation model(SEM). The proposed model provided an adequate fit to the data, $X^2$=391.832(p<0.001), df=238, CMIN/DF=1.646, GFI=0.905, AGFI=0.880, NFI=0.936, CFI=0.974, and RMSEA=0.046. SEM resulted that the non-accomplishment(${\beta}$-0.306, p<0.001) in hotels showed a negative significant influence on job satisfaction. Also, job satisfaction(${\beta}$-0.285, p<0.001) had a positive significant influence on turnover intention. The moderating effects on gender do not seem to exist, although its effects on career do. Limitations and future research directions are also discussed.

• The Journal of the Korea Contents Association
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• v.20 no.8
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• pp.211-222
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• 2020

In today's society, competition of talents is a critical factor of success in modern enterprises due to living in the era of knowledge economy. Also, success of a modern enterprise can be defined by the brand equity or value of the company name defined by general public (functional) and its employees (symbolic). Company brand equity is a subjectively defined by each employee. This article aims to link the relations between employee's perception of employer brand equity to employees' job performance and turnover intention. In order to empirically verify the effects of employer brand on employee's organizational commitment, performance, and turnover intention, study conducted the general employees working for MNC in the field of e-commerce, IT, and Networking business based in China. Total 235 questionnaires were used for the empirical analysis and SPSS 21.0 statistics package was used to analyze the collected data. The results can be summarized as follows: (1) Both the functional employer brand and the symbolic employer brand equity have a significantly positive impact on organizational commitment. (2) Both the functional employer brand equity and the symbolic employer brand equity have a significant positive impact on employee performance. (3) Neither the functional employer brand equity nor the symbolic employer brand equity confirmed the negative relationship between turnover intentions. (4) Organizational commitment play the intermediary role in the impact of employer brand equity on employees' work performance.

• Management & Information Systems Review
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• v.37 no.1
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• pp.55-74
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• 2018

China joined the WTO in 2001, and the Chinese market are growing at a rapid pace in the M&A Market. This Research is an Empirical analysis of China's leadership that subdivides leadership style and is an study on the effects of globalization on leadership and job satisfaction in the globalization as moderation variable. The significance of this study is to Refer to the direction of Chinese investments. This paper places emphasis on the change in Chinese organizational culture as a result of globalization and explores the influence of leadership on job satisfaction and turnover intention by using data from MBA students data of Wuhan City, 178 observations. And all of the data were analyzed using both the multiple regression analysis and the moderated regression analysis as well. Results of the empirical test are suggested as follow. First, transactional, transformational and servant leadership have a positive influence on job satisfaction. But it can't find the significant relationship between leadership and turnover intention. Second, there has a significant result that globalization on leadership is partially via the influence of job satisfaction. The result of the moderated regression analysis through the globalization as moderation variable is that globalization strengthens a positive influence on between transformational, emotional leadership and job satisfaction. On the other hand, In the case of this hypothesis that globalization will have mediating effect in the pathway between leadership and turnover intention, I expect that globalization strengthens a negative influence on turnover intention as dependent variable. But The result of the moderated regression analysis through the globalization as moderation variable is that globalization strengthens a positive influence on transactional, transformational, emotional and servant leadership.

• Management & Information Systems Review
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• v.32 no.2
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• pp.339-357
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• 2013

A purpose of this study is to examine the effects of job embeddedness on job satisfaction and turnover intention of construction IT worker and to verify the effects of job satisfaction as intervening variable on turnover intention. To achieve the purpose of this study, field survey was performed. To summarize the results of this study is as follows. First, if job embeddedness of construction IT worker (fit, links, sacrifice) in a workplace is high, turnover intention will be low; the result shows that there is a relation in relation level 0.00. Second, if job embeddedness of construction IT worker (fit, links, sacrifice) in a workplace is high, job satisfaction will be high it was excluded in working period links as there was no relation, but there was a statistical relation in service links, fit, and sacrifice for an organization. Third, if job satisfaction of construction IT worker in a workplace is high, turnover intention will be low this hypothesis can be adopted as there was a statistical relation. Fourth, job satisfaction works on the effect of job embeddedness (fit, links, sacrifice) on turnover intention as intervening variable.

• The Journal of the Korea Contents Association
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• v.16 no.1
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• pp.94-106
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• 2016

Purpose: This study was to identify internal marketing, nursing professionalism, emotional exhaustion, personal accomplishment that influence turnover intention among hospital nurses and to predict in turnover intention. Methods: A cross-sectional sample of 270 hospital nurses from 2 university hospitals in Seoul and Chungbuk, South Korea. The data were collected from May to June, 2013 and using analyzed with t-test, ANOVA and stepwise multiple regression by using SPSS 19.0 program. Results: The mean score for nurse turnover was $3.91{\pm}0.53$, internal marketing $2.58{\pm}0.48$, nursing professionalism $3.30{\pm}0.64$, emotional exhaustion $3.23{\pm}0.64$, and personal accomplishment $3.24{\pm}0.41$. The significant factors of turnover intention were emotional exhaustion, internal marketing, nursing professionalism, work unit, nurse position, and education. And these factors explained 25.1% of the variance in turnover intention. Conclusion: The results from this study indicated a need to develop the intervention program to prevent turnover intention. These findings establish a baseline that will lead to further research.

• Journal of the Korean Society of Marine Environment & Safety
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• v.26 no.7
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• pp.787-797
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• 2020

The marine officer plays a pivotal role in the shipping organization as a professional who performs a complex and diverse function. On the sea, unlike land duty, the possibility of turnover increases due to characteristics such as living in isolated spaces, continuous shift work during a set sailing period, high intensity work tension, stress, and social isolation. In this study, the impact of the organization's civic actions on the intention of turnover as a mediator of organizational immersion was divided into three groups of large companies, small and medium-sized enterprises, and public enterprises to check the differences between each category in a structural manner. Analysis showed that there were statistically significant differences between the groups in loyalty and turnover intention when the sub-factors of organizational commitment and organizational citizen behavior of the marine officer, and the size of turnover intention were included. Organization citizen behavior did not directly affect turnover intention, but when indirect effects were included, there was an effect through loyalty, and relationship-oriented organizational citizen behavior negatively affected turnover intention through loyalty. Excluding public enterprises, the non-standardization path coefficients were -0.229±0.117 and -0.319±0.068, respectively, showing a statistically significant effect in large companies and SMEs. These results indicate that in order to lower the employee turnover intention in large corporations and small and medium-sized shipping companies, it is necessary to consider not only organizational citizen behavior but also measures to increase organizational commitment.

• The Journal of the Korea Contents Association
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• v.18 no.11
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• pp.353-368
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• 2018

The purpose of this study is to examine the effect of private tutor's job stress on the organizational commitment and turn-over intention and to verify the mediating effect of the organizational commitment. The questionnaire survey was peformed for 332 private tutors in special education region in Seoul. The collected data were used as a model of path coefficients obtained through analysis of structure equation model(SEM) and hypothesis verification. The result of the verification is as follows. First, both stress by student and stress by administrative support showed statistically significant negative effects on the organizational commitment. Second, the private tutor's organizational commitment showed a statistically significant negative effects on the turn-over intention. Third, both stress by task and stress by conflict in organization showed statistically significant positive effects on the turn-over intention. Fourth, even if both stress by student and stress by administrative support showed statistically no significant effects on the turn-over intention, they showed statistically significant effects on the turn-over intention with the mediating effect of the organizational commitment. It was confirmed that the turn-over intention can be decreased by relief of the private tutor's job stress and enhancement of the organizational commitment. In this process, it is meaningful to verify the role and function of the private tutor's organizational commitment.

• The Journal of the Korea Contents Association
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• v.21 no.4
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• pp.509-519
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• 2021

This study was conducted in order to acquire useful information regarding the resilience of childcare educators amidst an emergency pandemic to adjust their job stress, job burnout, and turnover intention. A questionnaire was conducted for analysis from August 19th to the 30th in 2020 and 201 responses ended up being used for analysis. The analysis results revealed that job stress, job burnout, and turnover intention of childcare educators were low while resilience was high and it was acknowledged that all of them mostly differed according to the types of personal traits. Although the job stress of childcare educators had a positive (+) influence on job burnout at a statistically significant level, it turns out that job stress does not have an influential relationship with turnover intention. Furthermore, the emotion regulation ability, impulse control, and active conductivity among resilience displayed a moderating effect in the relationship between job stress and job burnout. Amidst an emergency pandemic known as the COVID-19 virus, it has been confirmed that job stress and turnover intention of childcare educators deteriorated, and the prominent reason for this was identified as the difficulty in carrying out smooth job performances. Accordingly, measures to strengthen resilience such as countermeasures against quarantine-based job stress and turnover intent, daily management over job burnout and resilience, as well as counseling or programs based on self-focused attention have been suggested.