• Journal of the Korea Convergence Society
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• v.11 no.9
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• pp.417-424
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• 2020

The purpose of this study was to find factors affecting on emotional intelligence, career plateau, nursing work environment on the turnover intention among general hospital nurses. The data were analyzed by SPSS/SIN 22.0. Negative correlations were turnover intention and nursing work environment(r=-.397, p<.001), turnover intention and emotional intelligence(r=-.112, p=.033). Positive correlations were turnover intentions and career plateau(r=.352, p<.001). Factors affecting on turnover intention were career plateau and nursing work environment. The career plateau and nursing work environment explained 21.1% of turnover intention. These results can be used as a basis for reduce the turnover intention.

• Journal of Digital Convergence
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• v.13 no.10
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• pp.165-170
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• 2015

This study attempted to investigate an efficient human resources management plan by enhancing organizational performance and reducing the factors which influence turnover intention after analyzing the effects of job burnout on organizational effectiveness and turnover intention. To test a research model, after explaining the purpose of the study to them at work, data were obtained through a standardized questionnaire survey. To figure out the effects of job burnout on organizational effectiveness and turnover intention, causality was analyzed using the Structural Equation Model (SEM). According to hypothesis testing, a total of five hypotheses were chosen, and the following results were obtained: Job burnout had a significant effect on organizational commitment (-0.456), job satisfaction (-0.488) and turnover intention (0.501). In terms of relations between organizational effectiveness and turnover intention, organizational commitment (-0.350) and job satisfaction (-0.199) decreased turnover intention. Therefore, it is important to discover and analyze these obstacles which hinder employees from being absorbed in their work with attachment.

• The Journal of the Korea Contents Association
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• v.15 no.3
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• pp.241-251
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• 2015

Purpose: The purpose of this study was to grasp the effects of role conflicts and burnout on turnover intention and provide intervention methods to decrease turnover intention in nurses of Oriental medicine hospitals. Method: The Subjects were 103 workimg Oriental Medicine Nurses. The data were analyzed by SPSS 18.0. Result: As a result, the mean scores of turnover intention, role conflicts, and burnout were 3.31, 3.53, and 3.44, respectively. Role conflicts had no significant difference in general characteristics, while burnout showed a difference in age, marriage, a working department, a night shift, and a salary, turnover intention showed a difference only in a night shift. Turnover intention was positively correlated with role conflicts(r=.310, p<.002) and burnout(r=.326, p<.001). Role conflicts and burnout explained 20.9% of turnover intention. Conclusion: Therefore, it is necessary to specify specialized and systematical nurses of roles to decrease turnover, make efforts to reduce burnout, and provide methods to decrease turnover intention in nurses of Oriental medicine hospitals.

• Journal of the Korean Society for Railway
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• v.20 no.4
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• pp.558-567
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• 2017

This study was conducted to analyze the turnover intentions of railway traffic controllers among employees of a domestic railway corporation. Variables influencing job turnover intention included exploited variables (empowerment, job stress, job satisfaction, organizational commitment, exhaustion) that have been actively studied in other fields. The results showed that the empowerment of railway traffic controllers did not directly affect job stress and turnover intention, but had a direct effect on job satisfaction, organizational commitment, and exhaustion. Job stress did not directly affect job satisfaction, organizational commitment, and exhaustion, and job satisfaction did not directly affect organizational commitment, burnout, and turnover intentions. Burnout has a direct effect on turnover intention, indicating that exhaustion of railroad traffic controllers has an effect on turnover intentions. In conclusion, empowerment has a direct effect on burnout and exhaustion has a direct effect on turnover intention. This study suggests that management of empowerment and exhaustion is important for the prevention of turnover of railway traffic controllers.

• The Journal of Society for e-Business Studies
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• v.24 no.3
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• pp.143-161
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• 2019

The purpose of this study is to empirically verify the relationship of how job stress and job satisfaction of information security professionals affect turnover intention, a precursor of actual turnover. The moderation effect of organizational justice is also explored within these causal relationships. This empirical analysis used 150 responses from information security professionals within 4 different industries. The analysis result from survey responses shows that job stress increases turnover intention, and job satisfaction decreases turnover intention, and that interactional justice, a subordinate concept of organizational justice, has a negative moderating effect at the relationship between job stress and turnover intention. The moderating effect of interactional justice, which can reduce turnover intention with warm words from managers or colleagues even when information security professionals who respond to emergencies such massive incidents are with high job stress, is a piece of important knowledge for information security managers. To reduce voluntary turnover of information security professionals from the organizational perspective, making efforts to lower job stress and raise job satisfaction and interactional justice is necessary.

• Journal of Digital Convergence
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• v.18 no.12
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• pp.315-323
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• 2020

This study investigated how clinical nurse's violence experience influenced turnover intention and job satisfaction and how job satisfaction mediates the relationship between violence experience and turnover intention. In order to get the answers, a survey of 213 registered nurses from 3 hospitals in U-city and analyzed with SPSS/WIN 25.0 version. The survey was conducted using a self-reporting questionnaire February 2019 to April 2019. Nurse's violence experience was negatively correlated job satisfaction but was positively correlated with turnover intention. Hierarchical regression analysis showed violence that explained 16.5% of job satisfaction and explained 6.1% of turnover intention. Job satisfaction worked as a partial mediation between violence and turnover intention. It is necessary to reduce violence and to increase job satisfaction for reduce turnover intention in strategies of hospital.

• The Journal of the Korea Contents Association
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• v.22 no.4
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• pp.620-633
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• 2022

The purpose of this study is to examine how SMEs' perception of organizational support affects turnover intention, and to investigate the moderating effect of abusive supervisionin the relationship between organizational support perception and turnover intention. As a result of the analysis of the study, First, it was confirmed that organizational support perception had a negative (-) effect on turnover intention. Second, the higher the organizational support awareness, the lower the turnover intention, but when the abusive supervision in intervened, it was found that the organizational support perception offsets the effect that reduces the turnover intention again. That is, emotional support, turnover intention still appeared even if the abusive supervisionin was involved, but instrumental support had no effect on turnover intention when the abusive supervisionin was involved. This study is meaningful in that it expanded the scope of manufacturing services, semiconductors, and IT industries of SMEs with high turnover intentions.

• Journal of Korea Society of Industrial Information Systems
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• v.15 no.4
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• pp.71-81
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• 2010

The purpose of this study is to examine the moderating effects of the Leader-member exchange(LMX) on relationship between the interpersonal conflict and turnover intention. Since effective management of IS personnel is important issue for the IS related researchers and practitioners since their turnover rate has been known to be high and skilled personnel have been in short supply. We develop the hypotheses from the prior studies and empirically testing them in the context of IS personnels from various companies located in vicinity of capital city of Korea. This empirical study show interesting results. Good leader-member exchange has the moderating effect on the management of interpersonal conflict level and drastic reduction of the turnover behavior. Based on the analyzed results, we discussed the theoretical implications and limitations.

• Korean journal of food and cookery science
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• v.17 no.1
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• pp.13-22
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• 2001

This study was to investigate the reason of family restaurant cook part employee's turnover. One hundred and forty seven family restaurant employees in Seoul area were surveyed to obtain the information from Oct. 1 to 10 in 2000. There were sixty males and eighty seven females. The group of twenty years old to twenty nine years old(95,2%) was the largest one by age, and the group of junior college graduated(71.4%) was the largest one by learning. On order, manager was 4.1%, captain was 13.6%, and employee was 82.3%. Except 15.6% employee, almost family restaurant cook part employees' service of duty was under 2 years. The highest scored turnover factor was work system(3.59), and then human relation(3.18), another way(3.11), unbelievable management(3.04). The rest factors effected on turnover not too much. The mean of female's turnover factor score(3.06) is higher then male(3.00), the group of over fifty years 0Id(3.32) had the highest mean score in aged group, on learning, the group of Master degree's mean score(4.24) is highest. The manager's mean score(3.23) was highest in order, and the employees who's service duty was over five years(3.35) had the highest mean score in service duty group.

• Journal of Preventive Medicine and Public Health
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• v.28 no.4 s.51
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• pp.795-807
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• 1995

This study was carried out from 1993 to 1994 in the small industries in Incheon. The objectives of this study was in order to estimate the quitting rate, to identify its relating factors and to propose effective quitting management policy in the small industries. The results were as follows ; 1. The quitting rate of 266 study workers was 42.1%(112 workers). 2. Age, working duration, position, marrital status were significant difference between the quitting group and the non - quitting group. In the quitting group, mean age was young, working duration was short, general employees and unmarried workers were many compared with the non - quitting group. 3. In the industry characteristics, total assets, total assets, sales per person, establishment duration and occupational health and safely status were significant difference between the quitting group and the non - quitting group. In the quitting group, total assets, total sales and sales per person were little, establishment duration of company was short and occupational health and safety status were poor compared with the non - quitting group. 4. In the quitting group, worker's response to employer's disposal about health and safety was more passive and the relation to employer with employee was significantly poor compared with the non - quitting group. 5. Multiple logistic regression analysis of quitting against family income per person, working duration, relation to employer with employee, occupational health and safety status in industry, worker's response to employer's disposal about health and safety and sales per person was done. Working duration, occupational health and safety status, worker's response to employer'1 disposal about health and safety were significant explainatory variables for quitting. Above results showed that the quitting rate was high and it was significant difference between the quitting group and non : quitting group according to characteristics of workers and of industries. Especially, it suggested that working duration, occupational health and safety status and worker's response to employer's disposal about health and safety were significant quitting factor. Therefore, it should be reflected in the quitting management and the policy of steady employment.