• Journal of Korean Society of Industrial and Systems Engineering
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• v.20 no.41
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• pp.61-78
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• 1997

Traditionally most of studies on voluntary turnover have focused on identifying the determinants of it under the implicit assumption that negative attitudue raises turnover rate and, in turn, it undermines organizational effectiveness. But, recently many scholars have argued that more focus be placed on the functionalty than the frequency of turnover. Based on the recent trend of voluntary turnover, this paper is to analyse the differences of the Intention to Leave(IL) level according to job characteristics(job variety, job importance, job autonomy, job identity, feedback)$\times$functionality(employee ability, attitude). Resulting from 2-way ANOVA, the Negative-attitude Group(NG) is found to expose significantly high IL level than the Affirmative-attitude Group(AG) in low job variety, low job autonomy, low job importance.

• Child Health Nursing Research
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• v.24 no.4
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• pp.353-363
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• 2018

Purpose: The purpose of this study was to investigate pediatric nurses' perceptions regarding in end-of-life care and turnover intention. Methods: A cross-sectional descriptive study was performed among 111 hospital nurses. Pediatric nurses' perceptions of obstacles and supportive behaviors were measured using the Pediatric Nurses' Perceptions of End of Life Care Questionnaire which was translated into Korean and turnover intention was measured using the Korean Nurse Turnover Intention Scale (K-NTIS). Results: The supportive behavior with the highest perceived magnitude was 'Physicians who are compassionate, but very clear about prognosis.' The obstacle with the highest perceived magnitude was 'Instigating painful treatments when there is no hope of recovery.' Pediatric nurses' perceptions of obstacles in end-of-life care showed statistically significant differences depending on whether nurses received end-of-life care education (t=2.02, p=.046). The perception of obstacles in end-of-life care was positively correlated with turnover intention (intensity r=.28, p=.002) (frequency r=.20, p=.027). Conclusion: These results suggest that pediatric nurses' perception of obstacles and supportive behaviors in end-of-life care need to be assessed when considering turnover intention. Furthermore, psychological counseling should be offered to nurses to prevent burnout and reduce moral distress which is correlated with the turnover rate.

• Journal of Korean Academy of Nursing
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• v.50 no.5
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• pp.728-736
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• 2020

Purpose: This study aimed to identify the relationship between workplace violence and turnover intention, and the mediation effect of resilience on the relationship in hospital nurses. Methods: This was a cross-sectional study. A total of 237 registered nurses were recruited from three hospitals in South Korea from April to May 2019. Participants were invited to complete self-reported questionnaires that measure workplace violence, turnover intention, resilience, and demographic information. The data obtained were analyzed using multiple regression and a simple mediation model applying the PROCESS macro with 95% bias-corrected bootstrap confidence interval (5,000 bootstrap resampling). Results: After controlling demographic covariates, workplace violence significantly accounted for the variance of turnover intention. It was also demonstrated that resilience partially mediated the relationship between workplace violence and turnover intention in hospital nurses. A 73.8% of nurses had experienced workplace violence (such as attack on personality, attack on professional status, isolation from work, or direct attack). Conclusion: Workplace violence directly influences turnover intention of nurses and indirectly influences it through resilience. Therefore, hospital administrators need to develop and provide a workplace violence preventive program and resilience enhancement program to decrease nurses' turnover intention, and leaving.

• Journal of Distribution Science
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• v.16 no.9
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• pp.13-23
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• 2018

Purpose - This research is to give managerial implication about difference or/and similarity to Korea, China and Japan employee management. To do that this research focus on relationship analysis among transformational leadership, job satisfaction and turnover intention of Korea, China and Japan employees. Research design, data, and methodology - This research focuses on relationship analysis among transformational leadership, job satisfaction and turnover intention of Korea, China and Japan employees. The research includes mediating role of job satisfaction and moderating effect of nationality. Transformational leadership is comprising with idealized influence, inspirational motivation, intellectual stimulation and individualized consideration. Results - It shows intellectual stimulation and individualized consideration increase job satisfaction. Idealized influence decreased turnover intention. This study analyzed job satisfaction as mediator between transformational leadership and turnover intentions. However idealized influence which gives only direct influence to turnover intention. And nationality shows significant moderating effect on relationships. Conclusions - This paper provide implication to decrease turnover intention of Korea, China and Japan employees. In general managers should consider job satisfaction and transformational leadership. However in detail there is no antecedent shared in all three countries which means cautious approach is needed in managing three countries.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.9 no.5
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• pp.181-192
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• 2014

This study aims to analyze in relation to the influence and variable that their job instability and job stress attribute turnover intention to 134 employees of Midium and Small Firm less than 50 employees of a company being legal management at metropolitan area(Seoul, Kyeonggi-do, Incheon). To analyze a data, I took advantage of SPSS V.21, to analyze correlativity as each variable & causability, utilized bivariate correlation analysis & simple, multiple regression analysis, used sobel test as parameter effectiveness verification and post verification. This research result drew an conclusion to influence to turnover intention and stress perception from employment instability and job role stress of employees of Midium and Small Firm less than 50 employees being legal management, make of effect to the relation to stress perception and turnover intention indirectly. This result suggested the importance of stress management and human resource administration of employee of a Midium and Small Firm being legal management, drew an conclusion to attempt the research at first on employment instability and job stress of employees of Midium and Small Firm being legal management.

• The Korean Journal of Food And Nutrition
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• v.31 no.1
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• pp.70-79
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• 2018

The purpose of this study was to obtain data on the contribution of job characteristics (work, autonomy, reward, community, fairness, value) towards job burnout (emotional exhaustion, cynicism), job engagement (vigor, dedication, absorption) and turnover intention in school foodservice employees. Typically, 594 school foodservice employees in the Busan area participated in our survey. Workload (${\beta}=-0.512$, p<0.001) had the highest negative influence on emotional exhaustion, whereas reward (${\beta}=-0.216$, p<0.001) and community (${\beta}=-0.214$, p<0.001) had the highest negative influence on cynicism. Community (${\beta}=0.305$, p<0.001) and workload p<0.001) had the highest positive influence on vigor. Community (${\beta}=0.261$, p<0.001) and (${\beta}=0.238$, p<0.001) had the highest positive influence on dedication. (${\beta}=0.287$, p<0.001) and community (${\beta}=0.224$, p<0.001) had the highest positive influence on absorption. Workload (${\beta}=-0.195$, p<0.001) and community (${\beta}=-0.182$, p<0.001) had the highest negative influence on turnover intention. Overall, the results show that job characteristics are very important factors affecting foodservice employee's burnout, engagement, and turnover intention. So should try to reduce the employees' workload and increase the rewards for them along with activating communication among each other.

• Journal of Korea Society of Industrial Information Systems
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• v.20 no.4
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• pp.89-102
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• 2015

The purpose of this paper is to attempt to investigate how emotional labor strategies (i.e. surface acting and deep acting) affect job performance and turnover intention thorough emotional exhaustion. Another important objective of this study was to see whether perceived organizational support (POS) moderates the relationship between emotional labor strategies and emotional exhaustion. Structural equation modeling analysis provided support for the hypotheses from a sample of 225 China department store sales employees. The results revealed that surface acting has a positive influence on emotional exhaustion, whereas deep acting has not significant influence on emotional exhaustion. Second, emotional exhaustion has a negative influence on job performance, whereas it has a positive influence on turnover intention. In addition, the relationship between surface acting and job performance/turnover intention was significantly mediated by emotional exhaustion. Furthermore, perceived organizational supporting mitigated the negative relationship between deep acting and emotional exhaustion. The findings of this study contributed to the literature by identifying the relationship between surface and deep acting on employee outcomes (i.e. emotional exhaustion, job performance, turnover intention), especially in China. In addition, this study also confirmed the important buffering role of POS based on the norm of reciprocity between an organization and its members.

• The Journal of the Korea Contents Association
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• v.9 no.9
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• pp.335-345
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• 2009

This paper is 1) to find out what make cause in the emotional labor and emotional dissonance on hotel employee, 2) to investigate relationship between burnout and turnover intention on the personal character, 3) finally to suggest strategical implications for hotel management decision-maker. The questionnaires are distributed 400 on hotel employees, then used for data analysis 351. The results are as followed. First, the higher surface acting, deep acting, and emotional deviance in the emotional labor, the higher emotional dissonance. But the higher expression of natural emotions, it was showed lowly in the emotional dissonance. Second, the higher emotional dissonance, it was revealed highly burnout and turnover intention.

• The Journal of the Korea Contents Association
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• v.19 no.2
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• pp.22-35
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• 2019

Utilizing fit theory in strategic human resource management, this study examines the impact of two HR practices on newcomer turnover rates. While there is a growing body of research identifying the linkage between high-performance work systems(HPWS) and improved organizational performance through higer employee commitment, little research addresses how specific mechanisms among the systems deliver different performances to organizations. Using management by objective(MBO) and job rotation in HPWS, we found a strong main effect of each practice-it decreases newcomer turnover rates. This main effect becomes stronger when one practice combined with another, showing synergy exists. Linking HPWS research to turnover, this study provides insightful evidence of interactions between MBO and job rotation for organizational performance.

• Journal of Korean Academy of Nursing Administration
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• v.13 no.3
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• pp.293-301
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• 2007

Purpose: The purpose of the study was to identify the relationship among internal marketing, job stress, organizational commitment, and turnover intention in nursing organizations in Korea. Methods: One hundred eighty six nurses recruited from 6 general hospitals in South Korea. The data were collected by self-reporting questionnaires and analysed by the SPSS WIN 11.0 program using descriptive statistics, Pearson's correlation coefficients and stepwise multiple regression. Results: Nurses participated in the study reported medium levels of perceived internal marketing, job stress, organizational commitment, and turnover intention. Perceived internal marketing had significant negative correlation with job stress and turnover intention and significant positive correlation with organizational commitment. Employee's management philosophy was a significant predictor of job stress along with characteristics of hospital, and nurse's educational level ($R^2=$ .18). Working environment was a significant predictor of organizational commitment along with monthly income and job stress ($R^2=$ .31). Promotional strategies and communication style in the organization were significant predictors of turnover intention along with organizational commitment and job stress ($R^2=$ .31). Conclusions: This study suggest that future intervention study enhancing internal marketing would lead the positive changes in job stress, organizational commitment, and turnover intention.