• The Journal of the Korea Contents Association
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• v.16 no.5
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• pp.375-383
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• 2016

The purpose of this study is to consider the impact on the degree of turnover of the professional self-concept and the emotional labor. This study were subjected to empirical analysis on female children's hospital nurses. The results of the analysis, only emotional labor and task satisfaction among the components of the professional self-concept became statistically significant results. The relationship between professional pride and task satisfaction have a significant effect on turnover. The relationship only of surface acting and turnover between those of emotional labor and turnover became significant. Based on the research results, it should be preferred to nurse specialists in the women's hospital, in order to lower the turnover of nurses. Management strategies of the organization should be sought to improve operational feeling of satisfaction, and Also the approach should be applied to ease the negativity of surface acting.

• The Journal of the Korea Contents Association
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• v.11 no.9
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• pp.496-505
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• 2011

The purpose of this study was to research the relationships among ethical climate, trust, organizational identification and turnover intention of employees in travel agency. Ethical climates the prevailing perceptions of typical organizational practices and procedures that have ethical content. Ethical climate involves the perceptions of rightness or wrongness present in the organization's work environment, and establishes the norms for acceptable and unacceptable behavior within the company. To accomplish this study, it was determined that the analysis derived from a hypothesis and literature reviews and data collected from 231 employees in travel agency. The results of empirical analysis showed as follows. First, Perceived ethical climate has a significant effect on trust, organizational identification and turnover intention. Second, Organizational identification has a significant effect on turnover intention while trust has no relationship with it. In addition, the mediating role of organizational identification is examined in the relationship between ethical climate and turnover intention. Based on these findings, the implications and limitations of the study were presented including some directions for future studies.

• Journal of Digital Convergence
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• v.18 no.1
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• pp.333-342
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• 2020

In this study, an interview survey was conducted for three months by a counselor who had experience of retractation of turnover intention to find out what factors played an important role in retractation of turnover intention. The results found that task shift, motivation, self-efficacy, and emotion control were the major factors in the retractation of counselor's turnover intention, while superior support and colleague support did nop affect. Among them, emotion control and task shift had more influence on retractation of turnover intention than other factors. The results of this study are expected to maximize the stabilization of the organization by lowering the turnover rate of counselor in the customer center department becoming more important in the enterprise and to provide an important theoretical basis for studies related to retractation of customer center counselor's turnover intention.

• Journal of Digital Convergence
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• v.12 no.10
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• pp.145-156
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• 2014

The main purpose of the study was to examine the structural relationships among workplace diversity management, employees' turnover intention, and perceived organizational support in the Korean business context. The mediating effect of perceived organizational support on the relationship between workplace diversity management and turnover intention was also explored. The major findings are as follows: First, no direct relationship was found between workplace diversity management and employees' turnover intention. However, workplace diversity management positively impacted perceived organizational support. Third, perceived organizational support was found to be negatively related with employees' turnover intention. Finally, the results showed that perceived organizational support played a mediating role in the relationship between workplace diversity management and turnover intention.

• The Journal of the Korea Contents Association
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• v.19 no.8
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• pp.453-464
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• 2019

This study was to draw some managerial implications by examining the role of content career plateau, an individual's perception that one's own career is stagnated, in the relationship between the members' perception on HR practices and organizational commitment/turnover intention. The result showed that the perception on education/training practices has positive influence on organizational commitment, and a negative effect on turnover intention and career plateau. However, the perception on evaluation/compensation was shown to have no direct impact either on organizational commitment or on turnover intention. In addition, career plateau served as a partial mediator only between the perception on education/training practices and the attitudinal variables. Based on the results, some managerial/practical implications and suggestions for future research on career plateau are discussed.

• Journal of Digital Convergence
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• v.16 no.12
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• pp.449-457
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• 2018

This study examined the effect of communication competency and job stress of nurses working in long term care hospitals on turnover intention and to verify the effect of emotional intelligence control on the relationship among communication competency, job stress and turnover intention. The subjects consisted of 240 nursing students, and data were collected during from February 1 to February 28, 2018. The data were analyzed with descriptive statistics and Pearson's correlations that used IBM SPSS WIN 20.0 program and the analysis of control effect was made by using Hierarchical Multiple Regression Analysis. The result of this study can be summarized as follows. The turnover intention was positively correlated with job stress. The factors which had effect on turnover intention were pay satisfaction, job stress and age. Based on the results of this study, it is necessary to develop a systematic program that reflects clinical characteristics and education in order to reduce the turnover intention of the nurse.

• Journal of the Korea Convergence Society
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• v.10 no.10
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• pp.291-300
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• 2019

This research was conducted to investigate the influence of affective events, affect, and job satisfaction on clinical nurse's turnover intention and to provide guidelines for interventions and strategies to decrease turnover intention. The participants consisted of 296 nurses recruited from three general hospitals in South Korea. Data was collected by a structured self-report questionnaire, and were analyzed using SPSS Statistics 24.0 and AMOS 24.0. The final path model was a good fit for the data based on the model fit indices. In the path analysis, positive events, negative events, positive affect, negative affect, and job satisfaction had statistically significant effects on turnover intention, explaining 37.0% of the variance. This research provided evidence identifying factors influencing turnover intention in clinical nurses. Therefore, findings from this research can be used to design appropriate strategies to decrease the clinical nurse's turnover intention.

• Journal of the Korea Society of Computer and Information
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• v.26 no.5
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• pp.69-76
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• 2021

This study was conducted to confirm the relevance of job stress, job satisfaction, organizational communication and turnover intention and to identify the factors that influence turnover intention of dental hygienists. Data were collected from May 2nd to May 17th, 2020, and were conducted for 159 dental hygienists working in dental clinics and clinics. Data were analyzed using IBM SPSS 20.0. As a result of the analysis, there was a positive correlation between turnover intention and job stress, and negative correlation between turnover intention, job satisfaction and organizational communication. After correcting the demographic variables of the subjects, it was found that job stress, job satisfaction, and organizational communication accounted for 35.4% of turnover intention and job stress was found to significantly affect turnover intention. Therefore, it is required to develop and implement a program that helps to reduce job stress that affects job turnover intention.

• Journal of Convergence for Information Technology
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• v.12 no.5
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• pp.202-211
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• 2022

The purpose of this study is to investigate the relationship between job stress, job autonomy, employee support evaluation, and the turnover intentions of workers in the beauty and cosmetics industry. This study assessed 570 workers with 3 months or more of experience in the beauty and cosmetics industry. Data processing was achieved through analyses of frequency, descriptive statistics, exploratory factors, reliability, correlation, and confirmatory factors, as well as the verification of the structural equation model. The results of the study are as follows: first, employee support evaluation in the beauty and cosmetics industry workers was negatively correlated to job stress. Second, employee support evaluation showed a negative relationship with turnover intentions. Third, job stress was found to have a positive relationship with turnover intention.This study suggests that, in order to reduce the turnover intentions of beauty and cosmetics industry workers, it is necessary for employers to make efforts to manage employees' job autonomy, support evaluation, and stress levels.

• The Journal of the Korea institute of electronic communication sciences
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• v.8 no.2
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• pp.271-277
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• 2013

The purpose of this study is to find out factors that turnover intention among medical staffs of hospital. The study subjects were 179 medical staffs of hospital and the data were collected using by self-administered questionnaire. As the result of multiple regression analysis the age, education, career management and organizational commitment were statistically significant related with turnover intention. Especially, in order to reduce turnover intention that hospital is development of career management programs and organizational commitment for enhancing the security measures are necessary.