• The Journal of the Korea Contents Association
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• v.12 no.5
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• pp.415-430
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• 2012

Under fastly moving businese circumstance, it is very important to retain par excellence human resource and innovation. The purpose of this study is to find out casual relationship among self-efficacy, job embeddedness, innovative behavior, and organizational citizenship behavior, which is dependent variable. With the help of information technology. To verify hypotheses such statistical analyses as factor analysis, reliability test, and path analysis by AMOS 18.0. The population of this study is employees of super deluxe hotels in korea and they are divided into two categories such as front-of-the-house and back-of-the-house respectively with same numbers. In case of mutual relationship between self-efficacy and innovative behavior, self-control and task difficultness factors significantly influence innovative behavior in case of front-of-the house employees and vice-versa in those of back-of-the-house. In case of interactive relationship between self-efficacy and organizational citizenship behavior, slightly different results are revealed between front-and back-of-the-house employees, employees, i.e. all factors are significantly related in former but not in latter.

• The Journal of the Convergence on Culture Technology
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• v.10 no.3
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• pp.593-604
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• 2024

This study examined the effect of leadership competence on job embeddedness among child co-residence workers to mitigate the negative impact of human resource management on their low job tenure and treatment. The study initially tested the mediating effects of social capital and organizational culture between the two variables, thereby suggesting ways to enhance job attendance among workers in children's shared family homes. The results of the study are as follows. Leadership competencies among child co-residence workers were found to have a positive effect not only on job embeddedness but also on social capital and organizational culture. Social capital and organizational culture were identified as mediators in the relationship between leadership competencies and job commitment The primary significance of this study lies in its identification of the relationship between leadership competence and job attendance - a factor previously overlooked. This finding offers a pathway to increase job attendance. Furthermore, the study expands the scope of relevant variables to include leadership competence, social capital, and organizational culture. Finally, it sheds light on the mediating effects of social capital and organizational culture on the relationship between leadership competence and job embeddedness.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.8
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• pp.205-214
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• 2020

This study was undertaken to identify the impact of bad customer behavior, job burnout, and positive psychological capital, on the job embeddedness of nurses. Data was collected from July 1 to July 31, 2019 using a structured questionnaire, enrolling 198 nurses working at three general hospitals located in 2 metropolitan cities. Data were analyzed by applying t-test, ANOVA, Scheffe' test, Pearson's correlation coefficients, and multiple regression, using the SPSS/WIN 21.0 program. Our results indicate that bad customer behavior significantly correlates with job burnout (r=0.24, p=<0.001), positive psychological capital (r=-0.37, p=<0.001), and job embeddedness (r=-0.48, p=<0.001). Moreover, job burnout had a positive impact on psychological capital (r=-0.44, p=<0.001) and job embeddedness (r=-0.31, p=<0.001), whereas positive psychological capital impacted job embeddedness (r=0.49, p=<0.001). Multiple regression analysis revealed that bad customer behavior (β=-0.34, p<0.001), positive psychological capital (β=0.32, p=0.004), and position (β=-0.19, p=0.001) had maximum influence (38%) on the level of job embeddedness experienced by nurses. Taken together, results of this study indicate that in order to increase the level of job embeddedness of nurses, it is necessary to develop strategies that eradicate and manage bad customer behavior, and also develop programs that strengthen and develop positive psychological capital.

• Journal of Korean Academy of Nursing Administration
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• v.21 no.5
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• pp.530-541
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• 2015

Purpose: This study was designed to construct a structural equation model and identify the effects and relationships of self-efficacy, career plateau, job embeddedness, organizational commitment and intent to turnover for nurses. Also, an attempt was made to derive a hypothetical model from these factors and to verify whether the model has validity as a means of explaining and anticipating turnover intention of nurses. Methods: Data were collected from six randomly selected hospitals: a university hospital located in J city, Kyungnam and five general hospitals located in two cities (cities B and C), each having 400 to 720 beds. Also, 318 nurses were surveyed. Data were analyzed using SPSS 21.0 and AMOS 18.0 program. Results: Job embeddedness and organizational commitment were identified as the most likely paths to turn over intention. Also, organizational commitment had the highest direct effect on turnover intention followed by job embeddedness and then self-efficacy, but career plateau had an indirectly effected turnover intention. Conclusion: As turnover intention was found to be greatly affected by organizational commitment and job embeddedness, methods to improve organizational commitment and job embeddedness should be actively developed to reduce turnover intention among nurses.

• The Journal of the Convergence on Culture Technology
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• v.6 no.4
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• pp.391-400
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• 2020

This research examined organizational climate, multicultural practice competence, and job embeddedness of multicultural family service center and studied on the structural relationship among these variables. The study samples are 175 multicultural practitioners at 7 multicultural family service centers located at Seoul and Gyunggi-Do. The study data was analyzed with descriptive analysis, conformatiory factor analysis and structural analysis by SPSS Statistics 20.0 and Amos 21.0. The study results are as follows. First, organizational climate, multicultural practice competence, and job embededness of multicultural family service centers appeared to be posive by the mean value of 3.5 out of 5. Specifically, work reward and incentives(M=3.33) are relatively low, multicultural practice skills(3.27) are lowest among multicultural practice competence sub-factors and fitness is the highest(Mean=3.79) among job embededness sub-factors. Second, multicultural practice competence have a positive effect on job embededness(Ɓ=0.426, C.R.=5.293, p<.001), and has a mediating effect between organizational climate and job embededness. Third, organizational climate has a positive effect on multicultural practice competence(Ɓ=.206, C.R.=2.499, p<.05) and has a positive effect on job embedednes(Ɓ=0.488, C.R.=6.131, p<.001). Based on the study results, it was suggested to improve job embededness of multicultural practitioners by changing organizational climate and improving multicultural practice competence.

• 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.

• Korean Journal of Adult Nursing
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• v.27 no.2
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• pp.180-187
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• 2015

Purpose: The purpose of this study was to analyze the effects of job embeddedness and job satisfaction on turnover intention in nurses. Methods: The study design was a descriptive survey and questionnaires were collected from May 1 to 31, 2014. Participants were 216 nurses. Data were analyzed using independent t-test, Scheff$\acute{e}$ test, one-way ANOVA, Pearson correlation coefficient and hierarchical multiple regression with the SPSS/WIN 21.0 program. Results: Job embeddedness was positively correlated with job satisfaction and negative correlations with turnover intention. Finally, job embeddedness and job satisfaction accounted for 33.1% of the variance in turnover intention. Conclusion: Results indicate that job embeddedness and job satisfaction are factors influencing turnover intention. Therefore, it is necessary to develop and make available programs embracing factors in the prevention and reduction of turnover intention.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.2
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• pp.704-710
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• 2019

This study is a descriptive study to investigate the relationship between embeddedness, burnout and presenteeism of nursing in long-term care hospital. Data collection was conducted from May 01, 2018 to May 31, 2018. 209 nursing in long-term care hospital in this study. The collected data were analyzed using SPSS Win 21.0 program. The embeddedness of the subjects was $2.91{\pm}.473$ points out of 5, burnout was $2.86{\pm}.480$ points out of 5 and presenteeism was $2.95{\pm}.449$ points out of 5. The embeddedness was related to burnout(r= -466, p<.001), presenteeism(r=.152, p<.005), there was a significant positive correlation. Burnout(${\beta}=.244$, p<.001), embeddedness(${\beta}=.183$, p=.016), experiences of turnover(${\beta}=-.251$, p=.003), night shifts(${\beta}=-.187$, p=.006), and number of turnover(${\beta}=-.037$, p<.001) had a significant effect on presenteeism(F=5.227, p<.001). The explanatory power of these variables was 33%.

• Research in Community and Public Health Nursing
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• v.27 no.1
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• pp.31-42
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• 2016

Purpose: The purpose of this study was to identify the impacts of job stress and job embeddedness on presenteeism among container terminal workers. Methods: The participants were 299 workers at the S Harbor in P City. Data were collected from April 22 to June 5, 2015. The data were analyzed using t-test, ANOVA, $Scheff{\acute{e}}^{\prime}s$ test, Pearson's correlation coefficients, and logistic regression. Results: These workers on presenteeism were affected by the department of work, annual pay, and exercise of more than 30 minutes per day, revealing a statistically significant difference according to these variables. In other words, when job stress was high, job embeddedness was less, the extent of work impairment was higher, and in turn perceived productivity was lower. Work impairment was 3.11 times higher in workers with above-average job stress than those with lower job stress. Perceived productivity was 2.31 times higher in workers with above-average job embeddedness than those with lower job embeddedness. Conclusion: To reduce work impairment and increase productivity among container terminal workers, it is necessary to decrease their job stress, to increase their job embeddedness, and especially to do exercise for more than 30 minutes a day.

• Journal of Korean society of Dental Hygiene
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• v.19 no.1
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• pp.45-54
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• 2019

Objectives: The aim of this study was to examine factors influencing job embeddedness in dental clinic hygienists. Through this study, we suggest the necessity to increase job embeddedness and use that as basic data for effective dental personnel management. Methods: A self-reported questionnaire was filled out by 219 dental clinic hygienists from September 8 to October 8, 2018. Data were analyzed using SPSS 20.0. Independent t-test, one-way ANOVA, Scheffe's post-hoc test, and Pearson correlation coefficient were reviewed, and a multiple regression analysis was conducted. Results: Dental hygienists scored 3.14 points in job embeddedness. The variables that influenced clinical job embeddedness were self-efficacy, organizational commitment, and job satisfaction. These factors had 56.7% of variance in dental clinic hygienists. Conclusions: Job satisfaction was the most affected factor for dental clinic hygienists. In order to maintain effective personnel management of dental hygienists, strategic program development and application are needed to improve job embeddedness.