• Journal of the Korea Academia-Industrial cooperation Society
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• v.15 no.8
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• pp.5042-5052
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• 2014

This study examined the mediator or moderator role of job embeddedness in the relationship between the nursing performance and turnover intention. Data was collected from 653 nurses in 3 tertiary hospitals, 2 secondary hospitals, and 3 small-medium sized hospitals in Daegu, and analyzed by descriptive statistics, Pearson's correlations, hierarchical multiple regression using the PASW 18.0 program and structural equation model (SEM) using the AMOS 18.0 program. The job embeddedness showed mediating effects between the nursing performance and turnover intention. On the other hand, job embeddedness did not have moderating effects. This study confirmed that job embeddedness had a mediating effect on the relationship between the nursing performance and turnover intention. Enhancing job embeddedness is required to promote nursing performance and reduce turnover intention.

• Journal of Venture Innovation
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• v.7 no.1
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• pp.151-166
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• 2024

The global economic growth rate has been slowed due to changes in the economic and social environment related to the recent trends in the construction market and construction industry, prolonged inflation, intense tensions among countries, and increased interest rates. Since the workers in the construction industry, due to the nature of the industry, move to another site after the completion of an awarded project rather than staying for a long time while performing work at one workplace, various issues are brought out such as poor working environment resulting from unfairness in construction contracts, aging of workers, their anxiety, and job instability. The previous studies on the turnover intention of construction industry workers mainly dealt with external aspects such as leadership, job embeddedness, and organizational citizenship behavior, while the psychological impact was overlooked. The purpose of this study was to develop a measure to reduce or alleviate turnover intention of construction industry workers by verifying empirically the relationship among psychological capital, organizational commitment, and turnover intention among them. For the purpose, whether psychological capital influences organizational commitment and turnover intention, the impact of organizational commitment on turnover intention, and whether organizational commitment has a mediating effect in the relationship between psychological capital and turnover intention, among 310 construction industry workers in the metropolitan area. The results are as follows: First, hope and self-efficacy were found to have a negative (-) effect on turnover intention, while resilience and optimism from psychological capital did not have a significant effect. Second, hope, resilience, and optimism from psychological capital were found to have a positive (+) effect on organizational commitment, while self-efficacy from psychological capital had no significant effect. Third, organizational commitment was found to have a significant mediating effect on the relationship between hope from psychological capital and turnover intention. The results of this study showed that, in construction industry workers, psychological capital affects turnover intention through the mediating effect of organizational commitment. While previous studies mainly considered external influences on the turnover intention of construction industry workers, this study has academic implications in that it sought to strengthen organizational commitment and alleviate turnover intention by approaching psychological aspects. As a practical implication, it was found that higher self-efficacy and hope for work in the organization, from psychological capital, in the construction industry workers were found to lower turnover intention through job performance in a psychologically stable state. It is considered, therefore, that various systems, including job autonomy and flexible work, should be established to improve self-efficacy and hope.

• The Journal of the Korea Contents Association
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• v.20 no.3
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• pp.309-323
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• 2020

The purpose of this study is to examine the structural relationship between psychological exhaustion, turnover intention, and social support of the dedicated workforce in order to investigate the effects of social support on psychological exhaustion, turnover intention of PAS assistant. Based on the results of the study, this study attempted to make the basic data for devising method to alleviate the intention to turnover of disabled PAS assistant. It was intended to help improve the quality of the activity support service. For this purpose, a questionnaire consisting of psychological exhaustion, turnover intention, and social support measures was conducted to 274 PAS Assistants of 11 service agencies in Seoul to verify the mediating effect of social support. In this study, the psychological exhaustion of PAS Assistants's showed a positive correlation, and the social support of the dedicated personnel perceived by the PAS Assistants's showed a negative correlation with the psychological exhaustion. Also, the social support of the dedicated workforce partially mediated the causal relationship between psychological exhaustion and turnover intention. The results of this study suggests that the social support of the dedicated personnel dedicated to support activities is high in reducing the psychological burnout and turnover intention of the PAS Assistant, it means that the social support of a dedicated workforce is an important resource in reducing the turnover intention.

• Journal of Digital Convergence
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• v.15 no.8
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• pp.115-126
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• 2017

Organizational trust is recognized as a factor that is directly linked to the organization's success in the sudden change represented by the 4th Industrial Revolution and uncertainties. This study selected trust and distrust as separate concepts and verified the structural relationship between organizational justice, psychological contract, trust, distrust, and turnover intention. Organizational justice was significant as a antecedents of distrust, whereas psychological contract was antecedents of trust, and distrust only had a significant effect on turnover intention. This result supports that trust and distrust are not one dimensions but two separate concepts. Also, organizational justice had no direct effect on turnover intention and only indirect effect through distrust was significant. This study has implications for both theoretical and practical aspects in terms of identifying the differential effects of trust and distrust.

• Journal of Digital Convergence
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• v.14 no.8
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• pp.331-342
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• 2016

The great attention has been shown the importance of human resource management in medical institutions. At this point, studies have stressed employees' psychological factors for maximizing their job performance and minimizing their turnover intention and burnout. This study, therefore, empirically examines the mediating effect of social support on the relationship between emotional labor, burnout, and turnover intention of medical institutions, focusing on nurse practitioners to contribute to hospital management for developing valuable strategies in the human resource sector of medical employees. The empirical results demonstrate: 1) the relationship between emotional labor and burnout of nurse practitioners is mediated by social support; and 2) the relationship between emotional labor and turnover intention of them is mediated by social support. This research results show that more understanding of nurse practitioners' psychological factors in response to decrease their burnout and turnover intention for developing human resource management of nurse organizations. Furthermore, the study could suggest efficient management ways of hospital through interdisciplinary human resource management in terms of business administration and psychology.

• Journal of Convergence for Information Technology
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• v.8 no.2
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• pp.45-50
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• 2018

This study was conducted to survey the 135 social workers in social welfare facilities in the metropolitan area. This study was conducted to emphasize the enhancement of resource development capacity and organizational effectiveness of social workers. The results of the study are as follows The attitude of resource development competency has a negative effect on job satisfaction, knowledge has a static influence on job satisfaction, and value and technology have no effect on job satisfaction. The value and knowledge of resource development competence have a positive influence on organizational commitment, and attitude and technology have negative influence on organizational commitment. The value of resource development competence did not affect turnover intention and attitude had a negative effect on turnover intention. Technology has a statistically significant effect on turnover intention. Knowledge has a negative effect on turnover intentions. Therefore, if we try to increase the value, attitude, technology, knowledge, which is the resource development capacity of social worker, the degree of intention to go down or leave work is rising, The social welfare organization needs to be supported and endeavored to improve it.

• Journal of Digital Convergence
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• v.19 no.10
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• pp.209-220
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• 2021

This study sought to examine the impact relationship of the mediated effects of organizational justice on the effects of workplace bullying on turnover intentions. The research hypothesis was verified using SPSS 24 and smartPLS 3 by analyzing 400 surveys of small and medium enterprise workers. Studies have shown that increasing bullying in the workplace also increases emotional depletion and turnover intentions. Emotional depletion has been shown to significantly mediate the impact relationship between workplace bullying and turnover intentions, and organizational justice has laid a theoretical foundation for significantly moderating the impact relationship between workplace bullying and emotional depletion. Therefore, it presented practical implications to increase competitiveness through the well-being and growth of individuals and businesses by increasing respect and sensitivity for workers through compulsory bullying prevention education and various programs. Future research requires research using various variables to prevent bullying.

• Journal of Digital Convergence
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• v.19 no.6
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• pp.47-52
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• 2021

This research emphasized that the importance of key elements of job characteristics such as technical diversity, task identity, task importance, autonomy, and feedback. Moreover, it focused on verifying the effects of these five elements on turnover intention through Self-Efficacy. To verify this, an empirical analysis was conducted on employees of the service industry in China. Through empirical analysis, it was found that all five elements of job characteristics improve Self-Efficacy. Furthermore, Self-Efficacy was found to degrade the level of turnover intention. Furthermore, it has been verified that self-efficacy has a fully mediated effect in the relationship between the two elements(technical diversity, autonomy) of job characteristics and turnover intention. Through this research, it was revealed which elements of job characteristics had the greatest influence on self-efficacy. Finally, based on this research, we presented useful implications in human resource management to practitioners of Chinese service companies and Korean service companies seeking to enter China and future research directions were discussed.

• Journal of the Korea Convergence Society
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• v.12 no.8
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• pp.287-293
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• 2021

The object of this research is to make an analysis of the relationship between professionalism perception and turnover intention of employees in the welfare center for the disabled. This also verifies the mediating effect of self-efficacy between the two variables. We conducted a survey of employees being engaged in 14 centers of Chungnam/Daejeon areas and the 356 data were analyzed. The analysis results are as follows : 1) the professionalism perception of employees had a positive effect on turnover intention and self-efficacy. 2) the mediating effect of self-efficacy was verified between the professionalism perception and the turnover intention. Based on the findings of this study, some countermeasures were presented to reduce the employees' turnover intention.

• Journal of Digital Convergence
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• v.20 no.4
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• pp.291-299
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• 2022

This study was to verify the effect of the supervisor's abusive supervision on turnover intention and the mediating role of emotional stress and work engagement in the process. The online survey was conducted on 317 employees and the data were analyzed through SPSS Macro and bootstrapping. The results are as follows: the correlation between abusive supervision, emotional stress, work engagement and turnover intention was confirmed to be statistically significant, and dual mediating effect of emotional stress and work engagement was statistically significant. This study showed meaningful results on the path of the abusive supervision and turnover intention. Further studies with longitudinal method and in-depth studies on factors influencing pathways will be needed to verify substantially the dual mediating effect.