• Perspectives in Nursing Science
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• v.11 no.2
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• pp.109-122
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• 2014

Purpose: The purpose of this study was to review research papers on structural equation models for hospital nurses' turnover intentions, and to identify the factors that influence these intentions. Methods: Twenty-four research papers on structural equation models for hospital nurses' turnover intentions were identified for systematic review. Results: All 24 papers assessed nurses' turnover intentions in general hospitals and university hospitals. A total of 36 indicators and 105 items were used to measure turnover intention. Turnover intention was positively related with 10 variables, and negatively with 17 variables. Organizational commitment, job satisfaction, job stress, burnout, organizational culture, and empowerment were found to have significant direct and indirect effects on nurses' turnover intentions. Structural equation models in 23 of the 24 research papers showed high compatibility with the data. The models accounted for 20.1% 68.0% of total variances. Conclusion: The study findings show recent trends in nurses' turnover intentions, and indicate directions for future research.

• Journal of Information Technology Services
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• v.17 no.2
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• pp.1-16
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• 2018

Large corporations have the work and roles of employees clearly defined in accordance with their established internal structure whereas small and mid-sized firms may lack an official job specification or a written job description, causing ambiguity in the role of employees. In IT service companies, especially, there is a relatively large number of tasks requiring one person to play multiple roles and they are often highly dependent on few key players. In this reality where about 80% of the job seekers end up in SMEs, it is therefore necessary to look into how the turnover factors such as job strain and occupational burnout caused by the role ambiguity from extra work affect the turnover intentions of small and medium sized IT service firm employees. The outcome of this study is as follows. First, the relationship between job strain and turnover intention has been examined to find that a weak inverted U shaped relationship exists between role overload, which is a subset of job strain, and turnover intention. Second, the hypothesis based on the competing values framework has been tested that the fitness with organizational leadership and culture would moderate the relationship between job strain and turnover intention and it has been confirmed that the degree of relationship between role conflict and role ambiguity, the subsets of job strain, and turnover intention has changed. In conclusion, in order to discourage turnover intention, it is necessary to increase the fitness with the organization and leadership or generate a sufficient level of strain in case of an organization with low fitness.

• Proceedings of the Korea Contents Association Conference
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• 2010.05a
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• pp.221-223
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• 2010

이 연구에서는 심리적 탈진이 직무만족 및 이직의도에 미치는 영향을 실증적으로 살펴보았다. 그 결과, 회귀분석에서는 심리적 탈진과 직무만족 및 의직의도 사이에 유의미한 관계가 나타났으며, 상관관계 분석에서는 심리적 탈진과 직무만족은 부적인 상관관계가 나타났고, 심리적 탈진과 이직의도는 정적인 상관관계가 나타났다.

• Korean Journal of Adult Nursing
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• v.29 no.3
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• pp.290-301
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• 2017

Purpose: This study was aimed to identify the level of emotional labor, job stress and professional quality of life and to identify the factors affecting on professional quality of life among nurses in long-term care hospitals. Methods: 136 nurses working at eight different long-term care hospitals were recruited from May 1 to June 30, 2016. Data were analyzed by descriptive statistics, t-test, ANOVA, Pearson correlation, and stepwise multiple regression using SPSS/WIN 22.0. Results: Professional quality of life is consisted of three subcategories as compassion satisfaction, secondary traumatic stress and burn-out. As for the factors affecting on compassion satisfaction, age, satisfaction on working ward and shift pattern of duties were significant factors. The three variables' explanation power on compassion satisfaction was 25.0%. As for factors affecting on secondary traumatic stress, emotional labor was a significant factor. The emotional labor's explanation power on secondary traumatic stress was 13.0%. Factors affecting on burn-out, emotional labor, age, and health condition were significant factors. The three variables' explanation power on burnout is 31.0%. Conclusion: On the basis of results, program development are required to relieve emotional labor and job stress for nurses at long-term care hospitals and to improve their professional quality of life.

• International Journal of Costume and Fashion
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• v.16 no.1
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• pp.37-53
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• 2016

This study focused on the development of a conceptual model of the turnover intention of part-time sales associates in apparel retailing. A convenience sample of 294 college students who were part-time apparel workers was used to test the model. In this proposed model, organizational support and growth opportunity indirectly influenced turnover intention through work engagement, which in turn positively affected work effort, job performance, and job satisfaction. The results also revealed a direct relationship between work/role stress and burnout, which influenced turnover intention. These findings make a unique contribution to the extant literature and enable development of relevant strategies by apparel retailers.

• Journal of the Korean Society of Food Science and Nutrition
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• v.46 no.1
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• pp.132-139
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• 2017

The purpose of this study was to obtain data for contribution of job characteristics (workload, autonomy, reward, community, fairness, and value) to job burnout (emotional exhaustion, and cynicism), and job engagement (vigor, dedication, and absorption) in foodservice dietitians. Our survey was administered to 393 school foodservice dietitians in the Busan area on February 11, 2014. The mean scores of nutrition teachers were significantly higher for autonomy (P<0.01), reward (P<0.05), community (P<0.01), fairness (P<0.001), and value (P<0.001) than unlimited period contract dietitians. The mean scores of high school dietitians were significantly higher for emotional exhaustion (P<0.01) and cynicism (P<0.001) than elementary school dietitians and middle school dietitians. Workload (r=-0.609, P<0.001), reward (r=-0.417, P<0.001), and fairness (r=-0.394, P<0.01) correlated significantly with emotional exhaustion. Reward (r=-0.324) and value (r=-0.423) correlated significantly (P<0.01) with cynicism. Value correlated significantly (P<0.01) with vigor (r=0.493), dedication (r=0.480), and absorption (r=0.460). Workload (${\beta}=-0.521$, P<0.001) had the highest negative influence on emotional exhaustion, whereas value (${\beta}=-0.325$, P<0.001) had the highest negative influence on cynicism. Value had the highest positive influence on vigor (${\beta}=0.392$, P<0.001), dedication (${\beta}=0.443$, P<0.001), and absorption (${\beta}=0.444$, P<0.001). Based on the results of this study, school management should plan job characteristics strategies to reduce workload and increase value for school foodservice dietitians.

• The Journal of the Korea Contents Association
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• v.16 no.7
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• pp.439-450
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• 2016

Clinical nurses have tendency to change their job while providing care to patient, experiencing extreme stress with shift work, increased demands for technique, and heavy workload. At this point, it is time for investigating resilience in nursing part, and resilience affect to increase organizational commitment and decrease stress and exhaustion at organization. This study is a correlation study to investigate effects resilience on stress, exhaustion, and organizational commitment of clinical nurses. The results are as follows; The participants' resilience level is 3.38(${\pm}.38$), at the maximum of 5, stress level is 3.73(${\pm}.50$) at the maximum of 5, burnout level is 2.74(${\pm}.68$) at the maximum of 6 and organizational commitment level is 4.22(${\pm}.68$) at the maximum of 7. Ftom this study, resilience, stress, and burnout showed negative correlation, and resilience and organizational commitment revealed positive correlation. In order to decrease the clinical nurses' stress, burnout and enhance nurses' organizational commitment, nurse managers have to manage nurses' resilience. For increasing resilience of nurses, nurse manager has to develop resilience program, and training for managing nurses' stress and burnout.

• 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%.

• The Journal of the Korea Contents Association
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• v.15 no.12
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• pp.247-256
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• 2015

This study begins with the importance of customer satisfaction in public sector, social welfare and job enthusiasm and how authentic leadership impacts the job engagement and customer orientation. To analyze and to verify the hypothesis, a Structural Equation Model was constructed, with the genuine leadership as an independent variable, the job engagement as a parameter, customer orientation as a dependent variable. Sample data was collected from 230 employees of social welfare organizations located in Yong-in city. Strong association between authentic leadership perception and costomer oreintation was identified from structural equation model, where job engagement plays significant intermediating role. In conclusion, positive perception toward leadership characteristic influence the job performance through desirable attitude formulation. Job engagement as a mediating variable strengthens the influence of autheneic leadership on the improvement in customer orientation which overcame the opposition, the exhaustion due to emotional labor and job burnout from those who are engaged in welfare facilities.

• Journal of Digital Convergence
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• v.17 no.4
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• pp.159-166
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• 2019

This paper investigated convergent factors to turnover intention among some Administrative Staff in Medical Institutions(ASMI). The survey used self-administered questionnaires for 320 administrative staffs of 27 medical institutions in the J region, selected arbitrarily from July 2, 2018 to July 27, 2018. The hierarchical multiple regression analysis shows the following results. The turnover intention of respondents turned out to be significantly higher in following groups: a group in which organizational commitment is lower, a group in which organizational loyalty is higher, a group in which exhaustion, cynicism, reduced professional efficacy, sub-areas of job burnout are higher. The results show explanatory power of 50.9%. The results of the study indicate that the efforts, to increase organizational commitment and organizational loyalty, and to decrease exhaustion, cynicism, reduced professional efficacy, sub-areas of job burnout, are required to improve the turnover intention among ASMI. These results could be used in hospital organization personnel management and industrial health education to lower the level of turnover intention in ASMI, vocational aptitude education of health care college students. In following studies, it is necessary to present and analyze the structural model affecting the turnover intention of ASMI.