• Management & Information Systems Review
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• v.34 no.3
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• pp.1-16
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• 2015

This study holds various implications and usefulness toward nurses as well as hospitals in that the study empirically found out the relations among hospitals' ethical climates, employee engagement (job engagement and organizational engagement) and intention to quit. The study shows that nurses' awareness of principles of responsibilities and benevolent ethical climates impact on enhancing organizational engagement and lowering intention to quit. Internally, employees are encouraged to make decisions accompanying fairness and responsibility and thus, shared values will be created between hospitals and nurses, while it will contribute to create a good image of the hospital to the public. However, it is also revealed that climates deficient in ethics, such as a climate of selfishness, have strong negative influences on workplace attitude of nurses. Therefore, recognizing importance and effectiveness of ethical climates, hospitals should underscore personal ethics of managers and nurses, and should go further to exert strategic efforts on the organizational level to create ethical hospital climates where nurses can naturally take ethical actions.

• Journal of dental hygiene science
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• v.6 no.2
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• pp.107-111
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• 2006

This study purports to investigate the determinants of intent to leave of dental hygienists working at dental clinics. The sample used in this study consisted of 356 dental hygienists selected from nationwide Korea. The independent variables contain three groups of determinants: 6 structural variables, 2 psychological variables and one environmental variable. Job satisfaction and organizational commitment were included in the model as intervening variables. Data were collected with self-administered questionnaires and analyzed using path analysis. The results of the path analysis indicate that the following variables have significant total effects on the intent to leave of dental hygienists: organizational commitment, supervisory support, job satisfaction, alternative job opportunity, positive affectivity, role conflict and job autonomy. The results imply that the administrators of dental clinics should make an effort to motivate dental hygienists by redesigning their work process, to provide them with more autonomy in doing their work, and to develop their job knowledge and skills through continuous training and education.

• Journal of Korea Society of Industrial Information Systems
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• v.20 no.4
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• pp.89-102
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• 2015

The purpose of this paper is to attempt to investigate how emotional labor strategies (i.e. surface acting and deep acting) affect job performance and turnover intention thorough emotional exhaustion. Another important objective of this study was to see whether perceived organizational support (POS) moderates the relationship between emotional labor strategies and emotional exhaustion. Structural equation modeling analysis provided support for the hypotheses from a sample of 225 China department store sales employees. The results revealed that surface acting has a positive influence on emotional exhaustion, whereas deep acting has not significant influence on emotional exhaustion. Second, emotional exhaustion has a negative influence on job performance, whereas it has a positive influence on turnover intention. In addition, the relationship between surface acting and job performance/turnover intention was significantly mediated by emotional exhaustion. Furthermore, perceived organizational supporting mitigated the negative relationship between deep acting and emotional exhaustion. The findings of this study contributed to the literature by identifying the relationship between surface and deep acting on employee outcomes (i.e. emotional exhaustion, job performance, turnover intention), especially in China. In addition, this study also confirmed the important buffering role of POS based on the norm of reciprocity between an organization and its members.

• Knowledge Management Research
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• v.22 no.3
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• pp.201-215
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• 2021

Owing to COVID-19 pandemic and global recession, enterprises are facing more and more fierce competition. Under this situation, retaining as much as recruiting good employees has become a top priority for organization. However, post 90s, with very different characteristics from traditional workers, entered the labor market, and both employers and employees suffered from post-90's high turnover rate. Therefore, this study focuses on Chinese post-90s and examined the effects of work values they pursue (utilitarian orientation, interest congruence, long-term development, and innovativeness) on job satisfaction and turnover intention. In addition, the groups with less than or more than one year of service were compared and analyzed. A total of 267 Chinese workers born in the 90s participated in the survey. Our research findings show that utilitarian orientation affects both job satisfaction and turnover intention, but interest congruence only affects job satisfaction while innovation only affects turnover intention. And the moderating effect of tenure of service was partially verified. Various implications based on the result were discussed.

• The Journal of the Korea Contents Association
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• v.19 no.1
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• pp.484-495
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• 2019

This study attempted to investigate the effects of self-leadership on organizational citizenship behavior and turnover intention among beauty salon employees and analyze the moderating effects of job satisfaction. For this purpose, data were collected for 330 people working in beauty salons and analyzed using SPSS v. 21.0. According to multiple regression analysis, self-leadership revealed a statistically significant positive effect on the OCB and urnover intention Therefore, it was shown that self-leadership is a critical factor. To determine if self-leadership having an influence on the OCB and turnover intention is moderated by job satisfaction, variables were applied to the following models, and hierarchical regression was performed: self-leadershipto model I, job satisfaction to model II, self-leadership and job satisfaction to model III. The results found a statistically significant positive influence in all three models. Therefore, this shows that job satisfaction has a moderating effect on self-leadership, OCB and turnover intention. Self-development education as well as technical training should be strengthened to enhance self-leadership, which leads beauty salon employees' thoughts and behavior in the right direction.

• Journal of Service Research and Studies
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• v.6 no.4
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• pp.1-13
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• 2016

Emotional labor may lead to service failure in service industries. Managers of an organization or a company can contribute to service recovery by reducing stress related to emotional labor. The aim of this study is to identify the antecedents and consequences of service recovery in respect of emotional labor. Data was surveyed from frontline employees to achieve the research purpose. The hypotheses were examined empirically using statistical tools. Results are as follows. First, surface acting had a negative impact on service recovery performance and deep acting had a positive impact. Second, empowerment and motivation had an influential relationship positively on service recovery performance. Third, service recovery performance was negatively related to intention to quit. In conclusion, managing employees' emotional labor strategies and work environment will bring high service recovery performance and low intention to quit.

• The Journal of Society for e-Business Studies
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• v.17 no.4
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• pp.221-242
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• 2012

The rising value of software developers has made corporations, including IT companies, to focus on recruitment of software developers. However, the domestic software industry, where SMEs represents quite a large proportion of the industry, is facing problems of low rate of human resources and high rate of job turnover. These problems have not been solved until today. This study hypothesizes that software developer's job satisfaction has an effect on organizational engagement and intention to job transfer. The purpose of this study is to provide implications on desirable human resources management and work environment, that lowers intentions to job transfer by elevating job satisfaction of the software developers. The results of the study reveal that among job satisfaction factors, recognition, autonomy, work-life balance, work environment have significant effects on fob satisfaction. Also, the software developer's job satisfaction elevates organizational engagement and lowers intention to job transfer. In addition, job satisfaction is has partly has mediating effect between job satisfaction and intention to job transfer. Several practical implications are discussed.

• Industry Promotion Research
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• v.2 no.1
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• pp.69-75
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• 2017

In this study, 62 questionnaires were surveyed from November 3 to November 25, 2016 for workers who received more than one skill improvement training at Korea Polytechnic University. Factor analysis was done by removing 11 items out of 27 items and using the final 16 items, five factors were derived and the validity was confirmed with significance probability p = .000. Durbin-Watson values were 1.787 and 1.780, respectively. The results of this study were as follows: First, the effects of skill enhancement training on job attitude of Korea Polytechnic University were found as follows. First, the effects on job satisfaction were consistency of contents (p <.05, ${\beta}=.434$) (P <.05, p = .328), and the sense of belonging was significant (p <.05, p = .338). Second, the correlation between the skill improvement training and the turnover attitude shows that the efficiency of method - job satisfaction (.311), efficiency of method - clarity of purpose (.350), efficiency of method - suitability of content (.771) - content fit (.467), job satisfaction - content fit (.191), but the sense of belonging was not correlated. Third, the results of the difference in perception of turnover attitude according to years of service of technical improvement training at Korea Polytechnic University did not have a statistically significant effect. In this study, it is meaningful to investigate the effect of the skill improvement training on the attitude of turnover and its effectiveness.

• Management & Information Systems Review
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• v.35 no.4
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• pp.229-250
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• 2016

This research was conducted to examine the effects of cognitive and emotional empathy amongst employees, and its contribution to the enhancement of the effectiveness of an organization. Further, 'job stress' was used as the moderating value. For this purpose, examination procedures were based on theoretical ground drawn from previous research papers, and an appropriate hypothesis established. Statistical methods were also employed to obtain empirical evidence. This study consisted of four variables. The independent variable is categorised into the factors of cognitive and emotional empathy. Job stress as the moderating value as well as job satisfaction and turnover intention as members of the dependent variable. A survey was carried out targeting employees of numerous firms working in teams, and a total of 324 samples were collected and processed by the software package SPSS 21 for windows as a means to verify the set study model and hypothesis. The results of the study are as follows: The two factor of cognitive and emotional empathy did not present with any significant effects. However, cognitive empathy in relation to job stress was found to inflict negative effects. The study also found the two factors to play a significant role in asserting positive effects on an individual's level of satisfaction on his/her job. While the study further explained that cognitive understanding had the tendency to impose negative effects on the turnover intention, emotional empathy did not demonstrate significant effects. Job related stress negatively effects the level of satisfaction of an individual's given task or a job and positive relation with turnover intention. It was confirmed that job stress had a degree of intermediary role upon other factors such as empathy, job satisfaction and turnover intention. The results of the study purported that empathy can raise the level of an individual's job satisfaction and kerb turnover intention. In order to accomplish depreciated levels of job related stress, it is vital that firms consistently input fervent endeavours to be subserved. It must be able to create an environment wherein employees may enjoy the improved structure of the company to empathies with each other. These transitions would allow firms to achieve maximum efficiency and improvements on the effectiveness of an organization.

• Journal of Digital Convergence
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• v.17 no.3
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• pp.341-351
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• 2019

The purpose of this study is to provide basic data for effective human resource management by clarifying the relationship among ward operation support system of ward nurse, nursing performance, job satisfaction, burnout and turnover intention. The subjects of this study were 137 nurses working at comprehensive nursing care service wards of less than 500 beds in B and C city. Data were collected using structured questionnaires, and analysis was conducted using SPSS/WIN 21.0 and AMOS 18.0 programs. As a result of the path analysis, variables directly affecting the turnover intention of nurses working at the comprehensive nursing care service wards are ward operation support system and burnout, and indirect influences are nursing performance and job satisfaction. Burnout has the most direct effect on turnover intention, which is directly influenced by job satisfaction and nursing performance. Ward operation support system was confirmed to have a direct effect on job satisfaction. Therefore, in order to reduce the turnover intention of nurses working at the comprehensive nursing care service wards, strengthening ward operation support system in order to improve job satisfaction and measures to reduce the burnout and burden of nursing performance are needed.