• Korea Journal of Hospital Management
• /
• v.22 no.4
• /
• pp.102-112
• /
• 2017

[purpose] This study was conducted to identify how a hospital's outsourcing workers' QWL influences Turnover Intention and to determine Dual Commitment cause any discrepancies in regards to the link between QWL and Turnover Intention. [Methodology/Approach] The study is based on 254 survey sheets answered by outsourcing employees working at general hospitals with more than 300 beds in Seoul and the methods of analysis used are as follows: reliability analysis, correlation analysis, multiple regression analysis, and hierarchical regressions analysis. [Findings] The study results First, analyzing how different types of QWL (individual, organizational, managemental) influence Turnover Intention, R2 turned out to be 30.7% and organizational factors and managemental factors show a statistically significant difference. In addition, organizational and managemental factors have negative effects on Turnover Intention while that of organization factors has a bigger influence. Second, verifying regulation effects of Dual Commitment in regards to the link between QWL and Turnover Intention, it is learned that Dual Commitment (hiring firm) has no regulation effects on the link. However, it does have a regulation effect on the link between QWL (managemental) and Turnover Intention. Moreover, after verifying regulation effects of Dual Commitment (client's firm), it is learned that it has regulation effect on the link between QWL (organizational and managemental) and Trunover Intention. [Practical Implications] In conclusion, lower Turnover Intention, it is necessary to impose tasks that suit the employees' competence and to encourage efficiency throughout clear communications and accurate directions.

• Journal of the Korean Society of Marine Environment & Safety
• /
• v.27 no.6
• /
• pp.754-762
• /
• 2021

Students at Maritime University can expect to improve their understanding of the jobs they will perform in the future through long-term boarding in a one-year boarding practice that allows them to understand necessary work practices. Satisfaction with attending maritime college can also affect the job satisfaction and turnover intention of shipping industry workers after graduation. Therefore, by checking job satisfaction for each year of study, we intend to analyze and improve the curriculum or factors necessary for their future career choice. Based on previous studies, this study attempted to determine the effects of self-efficacy, teamwork, and self-leadership of maritime college students on job satisfaction through career planning, .analyze the factors that affect job satisfaction by year of study, and empirically confirm the factors students need in each year. The analysis, found that self-efficacy had the greatest influence on job satisfaction, and the effects of teamwork and self-leadership were similar in size.

• Korean Journal of Childcare and Education
• /
• v.14 no.6
• /
• pp.53-67
• /
• 2018

Objective: This study aimed to investigate the effect of parent- teacher communication on childcare teacher's job stress and turnover intention. This study also examined if the level of active stress coping used functions as a moderator in relationships among parent-teacher communication, childcare teacher's job stress, and their turnover intention. Methods: To achieve this, this study used data from 223 surveys from childcare teachers and analyzed the data with SEM and multi-group SEM analysis methods. Results: First, parent-childcare teacher communication influenced the teacher's turover intention through job stress. Second, the effect of parent-childcare teacher communication on job stress was not found in the higher-level of the active stress coping group. This was different from the significant effect in the lower-level of the active stress coping group. Also, parent-childcare teacher communication influenced teacher's turnover intention through job stress in the lower-level of the active stress coping group. In contrast, the mediation effect was not shown in the higher group. Conclusion/Implications: The results of this study show the effect of parent-childcare teacher communication on teacher's job stress and their turnover intention. Also, this study shows that the level of active stress coping could moderate the relationship among parent-childcare teacher communication, teacher's job stress, and their turnover intention.

• Journal of Korean Academy of Nursing
• /
• v.49 no.4
• /
• pp.386-397
• /
• 2019

Purpose: This study examined the effect of hospitals' family-friendly management on married female nurses' retention intention. The focus was the mediating effects of the work-family interface (work-family conflict, work-family enrichment and work-family balance). Methods: This study was a cross-sectional study. The participants were 307 nurses working at five public and five private hospitals with more than 200 beds in Seoul. Data were collected using structured questionnaires from September 10 to September 17, 2018 and analyzed with SPSS 24.0. Data were analyzed using an independent t-test, a one-way ANOVA, Pearson's correlation coefficients, and multiple regression following the Baron and Kenny method and Sobel test for mediation. Results: There were significant correlations among family-friendly management, the work-family interface, and retention intention. Work-family conflict showed a partial mediating effect on the relationship between family-friendly management and retention intention. Work-family enrichment showed a partial mediating effect on the relationship between family-friendly management and retention intention. Work-family balance showed a partial mediating effect on the relationship between family-friendly management and retention intention. Conclusion: These findings indicate that both hospitals' family-friendly management and nurses' work-family interface are important factors associated with nurses' retention intention. Therefore, hospitals should actively implement family-friendly management for nurses and establish strategies to enhance nurses' work-family interface for effective human resource management.

• Journal of Digital Convergence
• /
• v.17 no.9
• /
• pp.31-37
• /
• 2019

The results of this study showed that victim's job motivation, organizational distrust, nervousness, turnover intention, frustration, stress and resistance, powerlessness and alienation were similar to previous studies. I was overwhelmed by the negative force of the collective union and experienced anger in the reality that one individual could not resist or find a solution. In addition, psychological factors such as union members' fear of union bullying were found to have a positive effect on the union members who did not join the strike and those who did not join the strike. It is necessary to consider the question of whether the group bullying behavior is valid in that the union bullying behavior of the union is effective in achieving the purpose of the group.

• Journal of Convergence for Information Technology
• /
• v.9 no.4
• /
• pp.28-38
• /
• 2019

This study aimed to explore predictors of terminal care stress of nurses. Participants were 197 nurses from a C university hospital in J city. Data were analyzed with descriptive statistics, independent t-test, one-way ANOVA, pearson's correlation coefficient and stepwise multiple regression. On hierarchial multiple regression, dignified dying attitude, turnover intention, well dying attitude, and spirituality explained 39.6% of variance in terminal care stress. The results suggest that dignified dying attitude, well dying attitude, spirituality need to be properly assessed and managed to reduce terminal care stress of nurses.

• The Journal of the Convergence on Culture Technology
• /
• v.9 no.1
• /
• pp.463-469
• /
• 2023

The aim of this study is to provide basic data that can contribute to improving successful clinical adaptation and reducing turnover of new graduate nurses by analyzing research related to reality shock experienced by new graduate nurses using text network analysis. The topics of reality shock experienced by new graduate nurses were extracted from 115 papers published in domestic and foreign journals from January 2002 to December 2021. Articles were retrieved from 6 databases (Korean DB: DBpia, KISS, RISS /International DB: Web of science, Springer, Scopus). Keywords were extracted from the abstract and organized using semantic morphemes. Network analysis and topic modeling for subject knowledge structure analysis were performed using NetMiner 4.5.0 program. The core keywords included 'new graduate nurses', 'reality shock', 'transition', 'student nurse', 'experience', 'practice', 'work environment', 'role', 'care' and 'education'. In recent articles on reality shock experienced by new graduate nurses, three major topics were extracted by LDA (Latent Dirichlet Allocation) techniques: 'turnover', 'work environment', 'experience of transition'. Based on this research, the necessity of interventional research that can effectively reduce the reality shock experienced by new graduate nurses and successfully help clinical adaptation is suggested.

• Journal of Digital Convergence
• /
• v.16 no.8
• /
• pp.181-192
• /
• 2018

In the current economic situation of China, the leadership style and organizational commitment of employees has become an important topic. The purpose of this study is to explore the relationships among leadership style, employee empowerment and organizational commitment. And help leaders to understand which leadership style is more important and suitable for them, and to increase employees sense of identify of the organization and giving them more power so that they can work more effectively. To serve this purpose, this study conducted an extensive survey of IT companies in ShenZhen, China, and 403 valid data was collected. The research model was analyzed using SPSS and AMOS. According to the result, leadership style has a profound influence on organizational commitment. And leadership style can also impact on empowerment. Employees' empowerment also significantly influence the organization commitment, and exist a mediating effect between the leadership style of organizational commitment. The results of this study provided a new reference and a more suitable leadership style for Chinese IT enterprises that transactional leadership is more effective than transformational leadership, and it is more effective to encourage employees with rewards.

• Journal of Distribution Science
• /
• v.14 no.1
• /
• pp.75-84
• /
• 2016

Purpose - In accordance with the recent changes in the management environment, leaders are required to have an ability of drawing and inducing potential of each worker. Coaching, as one of the strategies of human resources development, is drawing people's attention. This study aims to inquire about the mechanism of leader's coaching behavior which influences the attitude and behavior of workers. Firstly, this study intends to illustrate what kind of influences the leader's coaching behavior can give on organizational citizenship behavior and turnover intention of workers. Secondly, it plans to verify the mediating effect of authentic leadership in the relationship between leader's coaching behavior and organizational citizenship behavior and turnover intention of workers. Thirdly, it aims to prove the moderating effect of emotional intelligence in the relationship among leader's coaching behavior, organizational citizenship behavior and turnover intention of workers. Research design, data and methodology - In order to figure out how the leader's coaching behavior influences attitude of workers, authentic leadership is considered as mediating effect. As for a moderating effect, we have determined emotional intelligence which attracts attention in the recent studies on organizational behavior, so as to investigate the correlation among variables. As for study sample, it was targeted to 236 organizational members of distribution corporations whose leader's coaching behavior is required. For reaching the purpose of study, SPSS 20 was applied for the analysis. Results - The research findings can be summarized as follows: Firstly, leader's coaching behavior gives significant positive influences on organizational citizenship behavior. Moreover, leader's coaching behavior gives negative influences on turnover intention of organizational members. Secondly, the mediating effect of authentic leadership was proved in the relationship between leader's coaching behavior and attitude of workers. Based on the analysis, it turned out that authentic leadership doesn't give a mediating effect in the bilateral relationship. Lastly, the moderating effect of emotional intelligence was proved in terms of how the leader's coaching behavior influences the attitude of workers. The research result shows that the emotional intelligence influences towards the negative direction, in the correlation between coaching behavior and organizational citizenship behavior On the other hand, in the relationship with turnover intention, It was significant effect. Conclusions - Based on the research findings, we have intended to inquired about the mechanism of leader's coaching behavior which influences the attitude and behavior of workers. Furthermore, in the operational level, the following implications can be given: the importance of coaching activation in the operational level was confirmed, through inquiring into the influence of leader's coaching behavior on workers. Moreover, the importance of emotional intelligence, which has been steadily raised, was also confirmed. It is necessary for future study to carry out additional research on various factors of coaching which can influence the effectiveness of coaching, for instance, coaching process, coach's competency, characteristics of coaching customers, relationship with coaching customers and coaching system.

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.18 no.5
• /
• pp.571-580
• /
• 2017

Since the KONEX market was launched in 2013, many studies of the market have focused on policy reports and management of the market. In this study, we analyzed the impact of training and employee benefits expenses on business performance in the KONEX market in comparison with firms in the KOSDAQ 100. The expenses associated with employee training and benefits can have an overlapping power when explaining the business performance. To determine the net effect of each variable on business performance, we used regression by successive orthogonalization. The training and the employee benefits expenses in both markets showed a positive effect on business performance. However, in the KONEX market, we found that the lag effect of training expense to business performance was relatively smaller than in the KOSDAQ 100. This difference may be related to problems such as short continuous service and frequent turnover of SMEs in Korea, and implies that overall human resource management should be implemented to increase the efficiency of training expenses.