• Korean Journal of Childcare and Education
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• v.6 no.3
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• pp.153-174
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• 2010

The purpose of this research was to investigate the effects of servant leadership, teacher development stage and organizational effectiveness. Subjects in this study were 259 teachers working at kindergartens and child care centers in Seoul and the Capital area of Korea. Servant Leadership Questionnaire(Kim, 2004), Teacher Development Stage Questionnaire(Lee, 2007), Organizational Commitment Questionnaire(Kim, 1998), Job Satisfaction Questionnaire(Kim, 2007), Teacher Job Satisfaction Questionnaire(Noh, 2001), and Job Performance Questionnaire(Kim, 1983) were used. Descriptive statistics, T-tests, Pearson's correlation, and hierarchical regression analysis were performed. Results showed that servant leadership, teacher development stage and organizational effectiveness were highly correlated with one another. Variables of servant leadership and teacher development were significant predictors of organizational effectiveness. Conclusions suggest that organizational effectiveness was multiply determined.

• Korean small business review
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• v.41 no.1
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• pp.75-96
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• 2019

This study used age, education, major, working period as CEO's characteristics and examine relationship between these characteristics and R&D Investment. Furthermore this study examined how CEO should react in terms of R&D investment, which is effected by CEO's characteristic in the market. The empirical results are following. (1) When CEO's age are young, they spend much money for R&D investment. And R&D investment which is determined by young CEO has a positive effect on relation of firm value. (2) A higher educational background has a positive effect on R&D investment and will create higher firm value. (3) When CEO's major is competitive in the same industry, it has a positive relationship with R&D investment and its firm value is bigger than though. (4) When CEO working period is long, they showed active to R&D investment. On the other hand, the firm value decreased. This study focused on analyzing the relationship between characteristics of CEO and R&D Investment, furthermore, how R&D investment which effected by CEO's characteristic is contributing in creating the firm value. This results indicate that CEO's characteristics reflect R&D investment and value of venture business. Therefore, CEO's characteristics should be considered financial information and firm value in the market.

• Proceedings of the Safety Management and Science Conference
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• 2009.11a
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• pp.73-82
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• 2009

This paper reviewed the relationship between personal factors(creativity, outwarding, entrepreneurship) and incremental innovation, and the moderating effect of tenure in the domestic service enterprises. Based on the responses from 213 employees, the results of hierarchical multiple regression analysis showed that almost personal factors have positive relationships with incremental innovation factors. The results of moderating analysis showed that entrepreneurship have negative effects on all incremental innovation factors in interacting with tenure.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.12
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• pp.157-166
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• 2019

This study investigates the influence of emotional intelligence and professional self-concept on retention intention in nurses. The participants were 170 nurses from three hospitals in B city. Data were collected with structured questionnaires, from May 7 to May 30, 2019, and analyzed by applying descriptive statistics, t-test, ANOVA, Pearson's correlation coefficients, and stepwise multiple regression, using the SPSS/WIN 24.0 program. Our results reveal the level of emotional intelligence to be 4.82(7), professional self-concept 2.61(4), and retention intention 5.47(8). We observed that the retention intention positively correlates with emotional intelligence and professional self-concept. The factors influencing retention intention were professional self-concept (β=.456, p<.001), age (β=-.228, p<.001) and holidays (β=.197, p=.002). This regression model determines the intention retention to be 35.9%. We propose that it is necessary to develop and make available programs embracing factors that prevent and reduce retention intention in nurses.

• Journal of Convergence for Information Technology
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• v.9 no.9
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• pp.210-218
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• 2019

The purpose of this study was to establish the basic data of rational work environment management by grasping the interrelationship between motivation or organizational fairness and retention intention. From March 1, 2019 to April 12, 2019, clinical dental hygienists working in dental hospitals and clinics in Seoul, Gyeonggi, Chungcheong, and Jeonra provinces were sampled as a convenience, using self-informative methods. There was a significant positive correlation between motivation and organizational fairness, and there was a positive correlation with retention intention. Organizational fairness had a positive correlation with retention intention. Therefore, it is necessary to increase the efficiency of the dental hygienists by establishing the working period based on the positive organizational fairness and the application of the active motivation program to increase the dental hygienist's intention.

• The Journal of the Korea Contents Association
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• v.19 no.7
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• pp.506-517
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• 2019

The purpose of this study is to compare the intention to stay, field adaptation, and educational demands between the new nurses and reemployment nurses. This research was done to create a base for a program that will improve field adaptation, and to prevent dropping out or moving. The followings are the results; There was a significant difference in the intention to stay of the 48 new nurses and 48 reemployment nurses (t = -2.10, p = .038), but there was no significant difference in field adaptation between the two groups (t = -1.48, p = .142 ). Finally, the subjects responded with the topics they would most like to learn about emergency patient care. Through the above results, this study provide basic data for developing a program that can enhance the intention to stay in hospital.

• Journal of the Korean Applied Science and Technology
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• v.40 no.2
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• pp.189-198
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• 2023

This study aimed to identify the effects of nurses' interpersonal relationship ability on retention intention and turnover intention. The participants were 192 general duty nurses from a general hospital (95 with 36 months of experience or less, 97 with 37 months of experience or more) recruited using convenience sampling. Data were collected between February 15 and February 22, 2022. The data were analyzed by t-test, ANOVA, Pearson correlation coefficient, regression analysis, and more. The results demonstrated that turnover intention was higher among females. Also, a positive correlation between interpersonal relationship ability and retention intention was found to be significant among the nurses with at least 37 months of experience(r = .35, p < .001). The effect of interpersonal relationship ability on retention intention was found to be significant among the nurses with at least 37 months of experience(B = 0.71, t = 3.44, p < .001). However, the effect of interpersonal relationship ability on turnover intention was found to be nonsignificant. Based on these findings, this study concluded with the need for a strategy to strengthen interpersonal relation ability. during which the work experience should be considered, to promote nurses' retention intention.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.6
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• pp.155-164
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• 2017

The purpose of this study is to identify correlations among married nurses' parenting stress, job involvement and intent to stay, as well as to clarify factors that affect nurses' intent to stay. This is a descriptive study conducted based on evaluation of 174 married nurses from one university hospital and two general hospitals (200 beds or above) located in C region, all of who had at least one child <6 years of age. Data were collected from Aug 20 until Sep 15, 2016, after which data were analyzed by aT-test, ANOVA, Pearson's coefficient, and stepwise multiple regression. The mean score of parenting stress was $2.67{\pm}0.54$ out of 4, while that of job involvement was $3.11{\pm}0.58$ out of 5, and intent to stay was $3.56{\pm}0.79$ out of 5. Intent to stay was significantly negatively correlated with parenting stress(r=-0.186, p=0.014), while it was positively correlated with job involvement(r=0.345, p<0.001). Factors influencing intent to stay were education level(${\beta}=0.28$, p=0.042), job satisfaction(${\beta}=0.60$, p<0.001), weekend work(${\beta}=0.20$, p=0.042), job involvement(${\beta}=0.31$, p<0.001) and parenting stress(${\beta}=-0.22$, p=0.038). These factors explained 36.8% of intent to stay(F=21.18, p<0.001). Overall, the results indicate that intervention strategies may be necessary to increase intent to stay by reducing parenting stress and enhancing job involvement.

• Journal of Korea Entertainment Industry Association
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• v.15 no.4
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• pp.287-297
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• 2021

This study was to investigate the relationship of job stress, health status, and health promotion behavior, retention intention and to identify the influencing factors on retention intention of nurse in Emergency Room(ER). The subjects were 155 ER nurses working at 15 general hospital in Gwangju, Korea. The data were collected from October 15, 2020 to November 3, 2020. The result, there were negative correlation between job stress and health promotion behavior(r=-0.310, p=<.000), between job stress and retention intention(r=-0.220, p=.006), between health status, and health promotion behavior(r=-0.448, p=<.000), between health status and retention intention(r=-0.296, p=<.000), but there were positive correlation between job stress and health status(r=0.368, p=<.000), between health promotion behavior and retention intention(r=0.229, p=.004). Factors influencing retention intention were fatige and health status with R2 value 22.7%. Considering these results, it seems that important factors determining the retention intention of nurses in ER are Spiritual health status, heavy workload due to job stress, fatigue and social health status by nurse. Therefore, in order to increase the retention intention of nurse in ER, it is a need for strategies to improve the working environment and develop programs to reduce job stress and fatigue through work adjustment, and to maintain and promote health.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.5
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• pp.495-507
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• 2020

This report addresses the question whether resilience affects attitudes of middle-aged employees toward retirement. Are resilient employees more prepared and/or ready for retirement? To address this question, a survey of over 214 employees aged 50 or more was taken. Participants worked in the Seoul metropolitan area. This study utilized the SPSS 19.0 program. A sophisticated regression analysis software system was conducted to measure and identify relationships and correlations among groups of participants. Our findings included four points. First, male employees were better prepared for retirement than women. Second, the more educated (or the higher the household income), the better prepared was the participant for retirement. Third, the more resilient a worker was, the less was the resistance expected from him/her on retirement. Finally, a positive attitude was an indication the worker would be well-prepared for retirement. In summary, workers who displayed resilience and a positive attitude in their work were best prepared for retirement.