• Proceedings of the Korea Contents Association Conference
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• 2014.11a
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• pp.217-218
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• 2014

본 연구에서는 대전, 세종 지역 등에서 근무하는 어린이집 보육교사 298명을 대상으로 그들의 이직의도에 영향을 미치는 요인을 분석하였다. 이 과정에서 어린이집은 가정, 민간, 공공형 어린이집으로 나누어 분석하였다. 분석결과, 조사대상자의 건강상태, 조직건강에서의 원장 리더십 영역, 사회적 지지가 이직의도에 공통적으로 영향을 미치는 요인으로 나타났지만, 각 유형별로 이직의도에 영향을 미치는 요인이 크게 다른 것으로 나타났다. 특히, 공공형 어린이집의 보육교사들은 이직의도가 가장 낮은 것으로 나타났다. 다만, 공공형 어린이집 보육교사의 경우에는 직무스트레스에서의 행정적 업무 영역이 이직의도에 가장 크게 영향을 미치는 것으로 나타났다. 이러한 연구결과를 반영하여 보육정책을 수립하고 유보통합을 진행할 필요가 있음을 제언하였다.

• Proceedings of the Korean Society of Computer Information Conference
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• 2018.01a
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• pp.217-218
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• 2018

본 연구는 서울지역에 소재한 치과의원에서 근무하는 직원들을 대상으로 치과의사의 리더십 유형과 임파워먼트, 직무만족, 조직몰입이 치과에 근무하는 직원들의 이직의도에 어떠한 영향을 미치는지 살펴보았다. 지금까지 의료기관을 대상으로 한 이직의도에 관한 연구는 종합병원의 간호사 중심으로 이루어져 왔으며, 치과직원들을 중심으로 한 연구는 매우 미흡하다. 본 연구에서는 치과의원과 종합병원에 근무하는 직원들의 이직의도 차이점을 발견하고, 향후 치과의원 직원들의 이직을 줄이는 방법론을 제시하고자 한다.

• Journal of Digital Convergence
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• v.16 no.9
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• pp.465-475
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• 2018

This study aims to confirm whether both the emotional labour and job stress contribute to the turnover intention of infant teacher. The correlation analysis and parametric analysis were sequentially performed for our study. Analyzed results showed that the emotional labour was related to the job stress and turnover. Also, a statistical significance between the job stress and turnover intention was observed. Besides, the job stress partially mediated the relation between the emotional labour and turnover intention. Nsidering that the emotional labor of teacher caring or lived with infants occurred inevitably, our study proposed three approaches to reduce the job stress that partially mediated relation between the emotional labour and turnover intention. Generally, the infant teacher with excellent qualification produced the good education. Therefore, we suggested that the it was necessary that a work environment had been improved and working motivation was ameliorated to employ the infant teacher with excellent qualification.

• Journal of Global Scholars of Marketing Science
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• v.10
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• pp.27-43
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• 2002

The mediating role of job satisfaction and organizational commitment in the relationship between each of five job characteristics and turnover intentions was examined. Using Baron and Kenny(1986)'s approach for examining mediation hypotheses, results: (1) revealed that job satisfaction was a mediator in task significance-turnover intentions and autonomy-turnover intentions; (2) revealed that organizational commitment was a mediator in task identity-turnover intentions, task significance-turnover intentions, and autonomy-turnover intentions. The implications of the present findings were discussed.

• The Journal of the Korea Contents Association
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• v.11 no.7
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• pp.418-425
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• 2011

The purpose of this study was to examine the emotional intelligence, career commitment, turnover intention for nurses and the mediating effect of career commitment on the relationship between emotional intelligence and turnover intention. Data were collected by questionnaires from 200 nurses in the hospitals from August 1 to August 30, 2010. Data were analyzed by Pearson's correlation coefficient and hierarchial regression procedures. The emotional intelligence and career commitment were significantly negative correlation with turnover intention. The emotional intelligence explained 13.9% of career commitment and 2.1% of turnover intention and career commitment explained 32.1% of turnover intention. And career commitment had a mediating effect on the relationship between emotional intelligence and turnover intention. To decrease turnover intention, nursing managers ought to develop the emotional intelligence and career commitment of nurses, reinforce as a mediating role between emotional intelligence and turnover intention. With the help of information technology.

• The Journal of the Korea Contents Association
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• v.10 no.7
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• pp.337-343
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• 2010

Policing is regarded as a stressful occupation. Police Officers have been reported to have increased rates of cardiovascular and gastrointestinal disorders, divorce rates twice the average, and suicide rates two to six times the average. The aim of this study is to identify the effect of psychological burnout on job satisfaction and turnover intention among police officers. In the regression analysis, psychological burnout have significant relations with job satisfaction and turnover intention. In the correlation analysis, psychological burnout have a negative relation with job satisfaction and a positive relation with turnover intention. And job satisfaction have a negative relation with turnover intention.

• Journal of the Korea Convergence Society
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• v.9 no.6
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• pp.251-259
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• 2018

The purpose of this study is to investigate the moderating effect of burnout on the relationship between emotional labor and turnover intention of nursery teachers. For this study, 296 teachers in nursery centers were surveyed. The data were analyzed by moderated regression analysis using SPSS V22.0 program using mean centering method. The results of the study are as follows. First, expressive emotional labor affects turnover intention and internal emotional labor did not affect turnover intention. Second, the factors that have the greatest influence on turnover intention were identified as burnout. Third, the interaction effect between burnout and deep emotional labor showed a similar moderation effect on turnover intention. Based on these results, the policy and practical measures to alleviate the burnout of the nursery teachers were suggested, and the ways of managing turnover intention by utilizing the interaction effect of the teacher burnout and deep emotional labor were suggested.

• Journal of Digital Convergence
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• v.14 no.4
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• pp.325-336
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• 2016

This study was aimed to identify the effects of social intelligence and burnout on the turnover intention in nurses as a descriptive study. The data were collected between August 3 and September 1, 2015. A total of 188 nurses working at university medical centers and general hospitals located at J city and D city were participated. The collected data were analyzed using frequency, mean and standard deviation, t-test, ANOVAs, Pearson's correlation coefficients and hierarchical regression analysis. In turnover intention, there were significant differences in education, age, job preference of nurse, work period and position. Burnout showed significant effect in social intelligence and turnover intention. Social intlligence did not have control effect between turnover intention and job burnout. This findings suggested that to prevent the nurse's turnover intention, the education for social information, social skill and social awareness has to be programmed for the development of social intelligence.

• Journal of Digital Convergence
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• v.14 no.1
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• pp.241-252
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• 2016

The purpose of the study is to investigate the effects of workplace bullying of turnover intention in hospital nurses. The subjects were 500 nurses in general hospitals. Data were collected by self-administered questionnaires which were gathered March 1 to 20 in 2014. and analyzed by hierarchical multiple regression. In conclusion, turnover intention shows the positive correlation with workplace bullying while indicating the negative correlation with nurses' work environment, emotional intelligence and job satisfaction. Also, the workplace bullying had a significantly positive effect on turnover intention. The nurses' work environment, emotional intelligence and job satisfaction had negative effects on turnover intention. The job satisfaction was the mediating effect on the workplace bullying in turnover intention. The results of the study showed the importance of workplace bullying, nurses' work environment, emotional intelligence and job satisfaction in explaining turnover intention of nurses. The convergence programs to prevent workplace bullying should be developed and implemented to the nursing organization.

• Journal of the Korea Society of Computer and Information
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• v.17 no.9
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• pp.171-179
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• 2012

The purpose of this study is to investigate what affect social welfare workers' want of career change. The structural equation modeling(AMOS 16.0) was used to examine if job characteristics and organizational characteristics have direct affect on turnover intention or the indirect affect of organizational commitment. A survey was conducted on the social welfare workers of private social agencies in the capital area and 256 of 297 questionnaires that showed clear intentions on turnover were scrutinized. According to the analysis, job autonomy(job characteristics) and fairness in promotion (organization characteristics) influences organizational commitment. Job demand, job instability, wage level, and organizational commitment have and effect on turnover intention. The results of this study suggest that in order to reduce the turnover intention among social welfare workers, empowerment, systematic organization of tasks and active communication should be reinforced.