• Journal of Contemporary Eastern Asia
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• 제16권2호
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• pp.3-19
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• 2017

"Knowledge worker" is a term used to describe highly educated people whose role in the workforce involves the use of information and knowledge. Knowledge workers are key to the success of a great many organizations. Many Chinese companies find that the voluntary turnover rate among their knowledge workers is high. The purpose of this paper is to explore, from the perspective of knowledge workers and the characteristics peculiar to them, the factors that influence this high voluntary turnover rate. The models used in this paper, that will enable understanding of the characteristics of knowledge workers in China, are the Chinese Personality Assessment Inventory and the Five Factors Model. In the case of Huawei, analysis using these models leads to the conclusion that the main factors that influence the voluntary turnover of knowledge workers in China are: age; gender; degree of extraversion and how open the person is to new experiences; family orientation; and occupation. This study leads to the conclusion that the company should pay closer attention to three groups: female employees who put a high value on their families; employees from non-R&D departments; and younger employees who show a high degree of openness to new experiences.

• 한국병원경영학회지
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• 제8권3호
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• pp.92-117
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• 2003

The purpose of this study was to analyze the characteristics of socio-demographic, organizational conflict and job satisfaction, and to examine the interrelation of influential factors in the intention of turnover. The data for this study were collected through a self-administrated survey with a structured questionnaire to 1,027 subjects from several medical doctor staff members, nursing staff members, administration staff members, pharmacist, and technical expert of eleven hospitals. The data were collected by self-reporting questionnaire from July 29 to September 7, 2002. In this analysis frequency test, t-test, ANOVA, multiple regression were used. The main results of this research is as following; 1. According to socio-demographic characteristics of the respondent's level of the intention of turnover was higher in a doctor staff members than others, for females than males, and had worked for 5-10 years in hospitals. Also, the intent to turnover was generally higher younger workers than long terms workers. 2. According to the organizational conflict characteristics as the respondents who got less conflict experience in the organization, their level of the intention of turnover was higher. And, technical conflict experiences were expressed greater than hierarchical conflict experiences. 3. According to the job satisfaction characteristics as his or her satisfaction that is about the promotion, working itself, salary, and fellowship in the organizational was higher, the level of the intention of turnover was lower. 4. According to the result of Multiple Regression for the doctor staff members in general hospitals rather than special hospitals was negatively correlated with the satisfaction of working itself while hierarchical conflict factors in the organizational conflict characteristics was positively correlated with the intention of turnover. For the nursing staff members the job satisfaction for the working itself, salary were negatively correlated with the intention of turnover. For the administration staff members as the job satisfaction for the working itself was negatively correlated with the intention of turnover. For medical and pharmacy staff members as more working experience, correlation with the intention of turnover was negative. Besides, as the job satisfaction for the working itself and the fellowship was negatively correlated with the intention of turnover. For the skill and technicians, the job satisfaction for the working itself, promotion were negatively correlated with the intention of turnover. The above indicate that job satisfaction and promote their ability and form a good relationship with organization members were very important to decrease the intention of turnover. This study identified the major effective factors of the intention of turnover and analyzed the differences among the job category. In that respect, it is significant for the study to be able to provide a reference for managing hospital of industrial accident and organizational development. However, this study has a problem, which is not to identify a valuable model for examining the relationship between organizational factors such as organizational conflict, job satisfaction, and intention of turnover. Therefore, further study is needed and strengthened in the field of intention of turnover for hospital for industrial accident.

• 기본간호학회지
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• 제19권4호
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• pp.503-510
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• 2012

Purpose: The purpose of this study was to identify the factors influencing emergency department (ED) nurses' turnover intention. Methods: The study was conducted with 241 nurses from ED of 20 general hospitals in Busan. The survey data were collected from May 1 to July 31, 2010 and were analyzed using frequencies, percentages, means, t-test, ANOVA, Pearson correlation coefficient and stepwise multiple regression with the SPSS Win 17.0 program. Results: There were statistically significant differences in turnover intention depending on age, regular change in department, and nursing experiences. A significant positive correlation was found between job stress and turnover intention and a significant negative correlation between organizational commitment and turnover intention. The significant factors influencing turnover intention were regular change in department, job stress, and organizational commitment, which explained about 13.7% of the variance. Conclusion: Considering this results, nursing managers should analyze these main factors which affect turnover intention and create ways to decrease turnover intentions, and thus decrease high turnover intention.

• 한국간호교육학회지
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• 제27권4호
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• pp.447-455
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• 2021

Purpose: The present study utilizes a descriptive research design to investigate the moderating effect of resilience on the relationship between the experience of traumatic events and turnover intention among intensive care unit (ICU) nurses. Methods: The participants were 161 hospital nurses who voluntarily agreed to participate in this study. Traumatic event experience, turnover intention, and resilience were assessed. The data were analyzed with hierarchical multiple regression using the SPSS 26.0 software program. Results: The experience of traumatic events had a statistically significant positive correlation with turnover intention (r=.17, p=.037), whereas it had a statistically significant negative correlation with turnover intention and resilience (r=-.37, p<.001). Resilience had a moderating effect on the relationship between the experience of traumatic events and turnover intention (𝛽=-.20, p=.007). Conclusion: The results of this study found that the experience of traumatic events among ICU nurses was a significant factor in turnover intention and that resilience moderated the strength of the relationship between such experiences and turnover intention. Therefore, to prevent ICU nurses' experience of a traumatic event from leading to their leaving nursing, it is necessary to formulate preventive measures and interventions for traumatic events, while enhancing resilience among ICU nurses.

• 동서간호학연구지
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• 제19권2호
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• pp.168-176
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• 2013

Purpose: This study was aimed to explore turnover intention of novice nurses. Methods: This study was an exploratory survey including quantitative and qualitative components. Qualitative data were obtained from an open survey question in the survey and analyzed using the method of content analysis. The data were collected from 245 nurses with less than three years experience at six general hospitals. Results: The early stage nurses scored an average of 14.5 (${\pm}3.31$) in turnover intention. Fourteen themes were identified in turnover intention experiences of early stage nurses, and each theme was divided into five categories: interpersonal relationship stress (33.7%), being regretful for choosing a nursing career (21.6), A feeling of low competency for direct nursing care (19.8), dissatisfaction with the welfare of the hospital (13.0), Increased extra-work burden (11.9). The participants requested for improvement in the following conditions to continue a nursing career descending order in priority: wage ($3.6{\pm}1.50$), work load ($3.0{\pm}1.83$), work environment ($2.8{\pm}1.63$), welfare facilities ($1.4{\pm}1.53$), the status of nurse ($1.2{\pm}1.57$), etc. Conclusion: These findings are helpful for the development of intervention strategies to decrease turnover intention of early stage nurses.

• 재활치료과학
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• 제10권3호
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• pp.123-135
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• 2021

목적 : 본 연구는 작업치료사 언어폭력 경험이 직무 스트레스와 이직 의도에 미치는 정도를 파악하고자 하였다. 연구방법 : 연구에 이용된 분석 자료는 모바일을 통하여 연구에 참여한 작업치료사의 설문지 316부였으며 환자로부터의 언어폭력 경험, 보호자로부터의 언어폭력 경험, 직무 스트레스, 이직 의도를 분석하였다. 결과 : 연구 분석 결과, 작업치료사의 언어폭력 정도는 보호자보다 환자로부터의 경험이 더 높다고 조사되었다. 작업치료사의 직무 스트레스 정도는 평균 2.79(±1.15)로 조사되었으며, 이직 의도는 3.41(±1.19)로 보통 이상으로 조사되었다. 언어폭력 정도와 직무 스트레스, 이직 의도 간 상관관계는 모든 변수에서 양의 상관관계가 나타났다. 결론 : 본 연구를 통하여 작업치료사가 경험한 언어폭력의 정도와 직무 스트레스, 이직 의도를 알 수 있었으며, 연구의 각 변인 간 상관관계를 알 수 있었다. 추후 좀 더 광범위한 모집단의 표집을 통한 후속 연구 등이 요구된다.

• 한국치위생학회지
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• 제5권2호
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• pp.159-169
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• 2005

Objectives: The purpose of this study was to investigate turnover intention of dental hygienist who were employed at the private dental clinic in Ulsan, Korea. Methods: The data obtained from 100 dental hygienists during 1 month. The survey was performed by a face-la-face interview questionnaire consisting of 19 items and the 5 point Likert type response format. The respondents were 77 from dental hygienists. The adjusted response rate was 80.2%(77/96). Data were analyzed using frequency distribution, independent t-tests, ANOVA, chi-square and correlation. All statistical analyzed were conducted using Statistical Package for SPSS 11.5. Results: There was experiences of turnover the longer the professional career, the higher income, married personnel. Turnover intention was a statistically correlated with income. Conclusions: The findings suggest that dental hygienists who remain in the workforce are positively influenced mainly by self-development. Employer of dental hygienists should be aware of these factors in employing process.

• 간호행정학회지
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• 제19권3호
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• pp.414-426
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• 2013

Purpose: The purpose of this study was to identify the process of overcoming the intention toward turnover experienced by career nurses. Methods: Data were collected from 10 career nurses though in-depth interviews about their experiences. The main question was "How do you describe your experience of the process of overcoming intention to turnover as a career nurse?" Qualitative data from field and transcribed notes were analyzed using Strauss & Corbin's grounded theory methodology. Results: From the participants' statement, 127 concepts, 34 subcategories and 13 categories were extracted through the open coding process. The core category was discovered to be 'back to the original place'. Phenomenon was identified as 'reached the threshold that cannot be withstood' and this series of process was categorized as having four stages: 'conflict', 'meditation', 'discovery' and 'conquest'. There were three types of overcoming turnover intention in career nurses, 'adjustment', 'compromise', 'self-led'. Conclusion: The results of this study produced useful information about the needs of career nurses during the process of overcoming turnover intention based on their stage and overcoming types of turnover intension. Ultimately this study may help decrease the turnover intention of career nurses.

• 보건의료산업학회지
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• 제9권3호
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• pp.107-114
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• 2015

Objectives : The purpose of this study was to understand how work environment and conflict level of dental hygienists affect turnover for the efficive manpower management of dental hygienists. Methods : Dental hygienists in dental (hospital)clinics near Daegu were randomly selected as the subjects of this study, and the followings analysis results are from 249 questionnaires: which were collected from March 2 to March 31 2011. Results : Among the 249 dental hygienists surveyed, 33.7% experienced turnover and 59.0% had turnover intention. From the analysis of the demographic, working environment and levels of conflict, dental hygienists had significantly higher turnover experiences based on following factors: older age, employment at a dental clinic rather than a dental hospital, longer working hours, longer total career as a dental hygienist, and longer of length of time at their current job. Furthermore, dental hygienists had significantly higher turnover intentions based on the following factors: younger age, more ignorant and higher level of discomfort due to conflict levels. Conclusions : Therefore, the working environment of dental hygienists has to be improved to inspire motivation, and conflict management has to be taughht within an organization to allow free communication and active participation in decision-making.

• 한국치위생학회지
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• 제10권6호
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• pp.973-981
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• 2010

Objectives : The purpose of this study is to find out factors that affect turnover intention among dental hygienists. This study also provides a method to decrease the turnover intention, and demonstrates plans to improve organizational effectiveness. Methods : The data was collected from 300 dental hygienists working at dental clinics in Daegu and Kyungbuk province during the month of September, 2010. The total of 152 copies were used for analysis. The questionnaires were consisted of 6 categories: turnover intention, empowerment, organizational commitment, burnout, stress, and job satisfaction. T-test, ANOVA, correlation analysis, multiple regression were applied in this analysis. Results : 1. Looking at the relations between turnover intention and general characteristics, urnover intention was the highest among 20-29 age group, junior college graduates, and the group that had lees than 2-5 years of working experiences(p<0.05). Regarding marital status, singles had higher turnover intention than married people. 2. Looking at the correlation among turnover intention, empowerment, organizational commitment, burnout, stress, and job satisfaction, most of these factors showed significant correlations. However the correlations between organizational commitment and stress, stress and empowerment, stress and job satisfaction were not significant(p<0.05). 3. Organizational commitment and stress had significant influence on turnover intention(p <0.05). Organizational commitment was the most significant factor and it negatively influences the turnover intention. Conclusions : In order to decrease the turnover intention among dental hygienists, plans that can increase the organizational commitment should be implemented by improving organization-related factors.