• Journal of Korean Academy of Fundamentals of Nursing
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• v.4 no.2
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• pp.193-216
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• 1997

The purpose of this research was to understand the structure of the experiences of turnover among hospital nurses. The research question was 'What is the structure of the experiences of turnover among hospital nurses?' The sample consisted of 16 hospital nurses who experienced one or more turnover. The unstructured interview were carried out from July 15. through August 31., 1997. Intervewed by audio-recording and analyzed by Van Kaam's method. There were 361 descriptive expressions and priority classifications. The result summerized as 107 common elements, 38 syntheses of hypothetical definitions and 6 identifications of the structural definition. The structural definitions and hypothetical definitiones were as follows ; 1. There were different views on the turnover intention. Hard task, dissatisfaction of initial expectancy, uncomfortable relationship with doctors, inappriate reward, uncomfortable relationship with workers of other parts, uncomfortable relationship with patients, unreasonable promotion, uncomfortable relationship with co-worker, helplessness, poor environment of working conditions. 2. Motivating factor of turnover can be varied : self development, problem of social support, boring task, problem of relation-ship with the senior, unfair promotion, night duty. 3. Social supportive factors were co-worker support, senior support, self control, family support, time support. 4. There were different views on the job satisfaction. Task, relationship with patient, recognition, professionalism, promotion, working environment, relationship with co-worker, reward.

• The Journal of the Korea Contents Association
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• v.18 no.12
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• pp.570-578
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• 2018

The purpose of this study was to understand verbal, physical, and sexual violence experiences among nurses and to explore the relationship between violence experiences and turnover intentions among nurses. In this study, a nationwide data of 11,154 nurses from the 2016 Health Workers' Survey conducted by Korean Health and Medical Workers' Union(KHMU) were utilized. Results showed that about half (47.2%) of nurses were experiencing verbal violence from colleagues, patients, and caregivers. Also, 75.3% of nurses in this study had the turnover intention. Finally, nurses who experienced violence had 2.65 times more of turnover intention than nurses who did not have violence experiences. There is a need to conduct a research identifying significant moderating factors which could alleviate the effect of violence experiences on turnover intentions as well as a research to develop and apply the program assisting nurses to overcome violence experience.

• Journal of Korean Academy of Nursing
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• v.47 no.1
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• pp.25-38
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• 2017

Purpose: The aim of this study was to identify turnover experiences of men in nursing and to derive a substantive theory on the turnover experience of men who are nurses. Methods: Data were collected through in-depth interviews with 13 men who had worked as a nurse for 1 year or more, and had a turnover experience during that period. Collected data were analyzed on the basis of Strauss and Corbin's grounded theory. Results: The core category in the turnover experiences of the respondents was 'seeking a stable place for me'. In the analysis of the core category, types of 'contentment', 'seeking', 'survival' and 'confusion' were identified. The sequential stages of these nurses' turnover experience were 'confrontation', 'incertitude', 'retrying' and 'realization'. However, when a problem arose in the process, they returned to the stage of confusion. Thus, these stages could occur in a circular fashion. Conclusion: These findings provide a deep understanding of the turnover experience of men in nursing and offers new information about how they adapt to nursing practice. The findings should be useful as foundational data for men who hope to become nurses and also for managers responsible for nurses who are men.

• Korean Journal of Occupational Health Nursing
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• v.24 no.4
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• pp.313-322
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• 2015

Purpose: The purpose of this study was to identify novice nurses' experience of turnover. Methods: Data were collected from June to August, 2014 through in-depth interview and E-mail. Twelve novice nurses with turnover experiences were selected through snowball sampling method. All interviews were recorded with MP3 recorder and transcribed for analyzing by Van Kaam method of phenomenology. Results: The results were divided into 4 categories, 20 themes, and 119 formulated meaning related to turnover experience. These four categories were 'Excessively heavy working environment', 'Relationship problem', 'Physical/emotional withdrawal', and 'Realizing the absence of goal in job'. Conclusion: The result of this study will offer anticipatory information to understand of novice nurses' difficulties and to prevent their turnover. And these findings can be used for nursing administrators to design a turnover prevention program more effectively for nurses.

• Korean Journal of Occupational Health Nursing
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• v.27 no.4
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• pp.224-234
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• 2018

Purpose: In this study, we attempted to analyze the occupational accident experience rate by working life cycle of Korean workers considering entrance and turnover in their jobs. The specific goal of this study was to calculate the accident experience rate according to workers' turnover history and previous accident experience. Methods: We constructed a cumulative data set of 90,338 cases of workers' accident experiences in their jobs from the Fourth Korean Working Conditions Survey. The accident experience rates according to workers' turnover and previous accident experiences were analyzed using descriptive statistics and analysis of variance. Results: In this study, the cumulative accident experience rate of Korean workers was found to be 5.2%. It was confirmed that the accident experience rate of workers increased as the turnover frequencies increased. In addition, we analyzed only the data of the workers who had experienced turnover and found that the accident experience rate after turnover increased about 7.5 times when workers had experienced accidents in the past. Conclusion: To prevent occupational accidents in workers, safety strategies should consider a worker's previous job history and injury experiences. It will also be necessary to focus preventive efforts on new and young workers through ongoing monitoring and on-the-job training.

• Korean Journal of Social Welfare
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• v.65 no.4
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• pp.195-220
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• 2013

The purpose of this study is to discover the context and pattern of turnover social workers have experienced. To achieve this purpose, researchers collected data from in-depth interviews with seven social workers who have experiences of turnover and analysed the data using context-pattern analysis method. Research findings are composed of individual context-pattern analysis and integrated context-pattern analysis. In individual context-pattern analysis, researchers mixed time-dimension(before turnover/on the process/after turnover) and level-dimension(experienced phenomenon/meaning of experiences/context connected with phenomenon and meaning) and analysed the context of every stages and serial pattern. Also, we connected with each contexts and patterns and integrated the context-pattern of turnover. Integrated context-pattern structure is divided for four areas; organization before turnover, organization after turnover, social worker as a stakeholder of turnover, and network of social worker. Based on the results of the study, administrative recommendations were suggested in order to manage the turnover of social workers in social work fields.

• Journal of Fashion Business
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• v.10 no.6
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• pp.131-145
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• 2006

The study used 24 clothing salespersons who had turnover experiences. It used a qualitative research method, through which the following turnover motives were found. The turnover motives can be classified into two: voluntary and non-voluntary. The voluntary turnover motives include marriage, career change, wages, human relationship, family moving, study abroad, health problems, and so forth. This study finds that some salespersons made a turnover because they did not like the products and brand or they preferred another products and brand. This kind of turnover is unique in the field of clothing sales and seldom found in the motives of salesperson turnover in other fields. The non-voluntary turnover motives are caused by non-personal, circumstantial factors which include the bankruptcy of companies due to economic depression, withdrawal of salesroom from department stores due to low sales, etc. This means that the creation, rise, and fall of fashion brands are closely related to frequent turnover of clothing sale associates. As there are various motives for the salesperson turnover, so it is necessary for the clothing industry to examine and investigate the trends of its salespersons and establish an appropriate policy to cope with the matter.

• Women's Health Nursing
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• v.21 no.4
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• pp.297-307
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• 2015

Purpose: This study was aimed to understand the meaning and essentials of the experience of burnout for hospital nurses with turnover intention. Methods: The design was a qualitative research of phenomenological study. Participants: Seven hospital nurses who had worked over three years and had experiences of turnover intention in a hospital with over 400 beds were included. Results: Nine meaningful themes related to burnout experiences and four theme clusters of 1) battery warning sounds almost out; 2) the player who hit the drum and double-headed drum; 3) the target flying arrow without a break; and 4) the pendulum swaying to turn over. Registered nurses (RNs) felt burnout with an overload of work and by the thought that it was illegal action for registered nurses to receive insufficient rewards for their work. RNs also experienced there were no problem solving strategies to verbal violence by patient and medical team. Conclusion: The findings show that burnout experiences for those who had turnover intention was developed from the insight that insufficient training to do work independently with over-load for nurses was not ethical. It suggests that it is necessary to rethink training systems for nursing and hospitals to relieve turnover intention.

• Journal of Korean society of Dental Hygiene
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• v.12 no.1
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• pp.213-223
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• 2012

Objectives : The purpose of this study is to identify relationships between turnover intention and variable factors among dental hygienists. Methods : Each factor of validity and reliability were investigated using factor analysis and Cronbach's ${\alpha}$. The hypothesis of the data was proven and analyzed using the pearson correlation, regression analysis, and analysis of variance (ANOVA). Results : The independent variables were based on self-efficacy, the dependent variables were based on job satisfaction. The results of the regression analysis were that self-efficacy is as high as job satisfaction. Independent variables based on self-efficacy and job satisfaction. The dependent variable is organizational commitment multiple regression analysis was used. The results showed that self-efficacy and job satisfaction are as high as organizational commitment. Independent variables based on organizational commitment. The dependent variable is the turnover-intention. Simple regression analysis showed that organizational commitment is as low as turnover-intention. Self-efficacy, job satisfaction and organizational commitment are different depending on individual traits and personal characteristics. Self-efficacy has been shown to have a positive relationship with job experiences, public work and turnover intention. Organizational commitment is also related with job experiences. However, there was no significant difference between job satisfaction, turnover intention and personal characteristics. Conclusions : According to the factor analysis of turnover intention, self-efficacy, job satisfaction, organizational commitment and turnover intention were correlated to each other. Self-efficacy, job satisfaction, and organizational commitment has a negative association with turnover intention.

• Journal of Korean Academy of Nursing Administration
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• v.9 no.3
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• pp.305-314
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• 2003

Purpose: The purpose of this study is to examine nurses' turnover experiences and to provide basic information for developing turnover intervention program for effective human resources management. Methods: This study is an inductive, descriptive phenomenological research that uses profound interviews and observations. The subjects of the study were nurses retired from a hospital. Results: The themes were classified into the three theme clusters. The first theme was about 'deepening inside wound' which was described as experiencing stresses due to introversion, feeling a heavy burden about responsibilities as experienced nurses, feeling guilty about limits of performance and hurt about reproaches by seniors and having conflicts with physicians. The second theme cluster focused on 'powerlessness as time goes', which was stated as having difficulty in adaptation to the new rotated wards, feeling tired and having no spare time and difficulty in night duty, experiencing stagnation and powerlessness and feeling disappointed about inadequate rewards. The third was about 'can't find the exit' which were expressed with wanting to change the speciality because of concerns about future, having affection to motherhood, feeling conflict over the nursing profession itself, concentrating on the matter of turnover and facing related personal situations, and regretting turnover. Conclusion & Suggestions: Considering all these experiences, field managers in nursing should build up a support system that helps nurses overcome risks related to decision-making about turnover. In addition, nurse managers need to develop a human resources development program in which competent nurses are continuously won over through education and counseling.