• Journal of Families and Better Life
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• v.30 no.2
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• pp.121-136
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• 2012

This study is a qualitative research on job transfer experiences of child care teachers and directors of child care centers. The research was conducted on 21 participants: 10 child teachers and 11 directors of child care centers in Seoul and Gyeong-gi province. Focus group interviews were held at the subjects' child care centers in July 2011. Each focus group participated in one interview and the average length of these interviews was 2 hours. Four focus group interviews were recorded and transcribed. The gathered data was analyzed within and across groups according to focus group interview analysis methods. The analysis showed five categories in both the teacher group and the director group. Reorganizing this analysis revealed three phases: before, in the course of, and after the transfer. Further description about the job transfer was given for each phase of the two groups. This research is significantly meaningful in that it brings light to the experiences around job transfer for both groups at the same time.

• Journal of Korean Academy of Nursing
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• v.38 no.2
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• pp.248-257
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• 2008

Purpose: This study was designed to search for nursing intervention strategies centering around the meaning structure of the nurse's turnover experience by applying phenomenological methods. Methods: The participants were 6 nurses in small and medium sized hospitals who had experienced at least 1 turnover. Data were collected used MP3 records. The data analysis was done by Giorgi (1985) method. Results: The results were divided into the following categories: 1) Careless decision: wrong decisions, imprudent desire, insufficient patience, unclear future, 2) Inappropriate working environment: irregular working hours, high workload, poor working environment, insufficient understanding of related divisions, lack of opinion collection, low salary, 3) Interpersonal relations problems: discord with colleagues, difficulty in relationships with others, difficulty in daily lives, 4) Lack of specialization: feeling of inertia, lack of role identification, lack of self identification, 5) Inappropriate coping: regret with clinical challenges, difficulty with a new environment, repentance, expectation, relative humility, 6) New self-dignity: expectation, new challenge, relaxing lives, decisions based on future-oriented confidence. Conclusion: The finding of this study will offer profound information on the nurse's turnover experience and provide basic raw materials for improving the quality of nursing performance and contribute to the development of hospital organization.

• Journal of Korean Academy of Nursing Administration
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• v.10 no.4
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• pp.427-436
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• 2004

Purpose: The purposes of the study were to describe the prevalence, sources and feelings of verbal and physical violence experienced by nurses and to identify the association of violence episodes and their intent and attempt to turnover. Method: Data were collected from the self reported survey of 589 nurses working in various clinical settings in three different hospitals. SPSSWIN 11.0 program was utilized for data analysis using descriptive statistics and Chi-square test. Result: The findings revealed that the majority of nurses had experienced verbal violence(93.7%) and physical violence(23.4%) at work. The most common sources of violence were by patient's families(61.6%), patients(60.3%), and physicians(48.4%). The most common feeling experienced after an episode of violence were anger(56.6%) and resentment(50.9%). 78.1% of those experienced verbal violence and 86.2% of those experienced physical violence reported that they had intent to turnover after violence episodes. Conclusion: Considering the high prevalence of physical and verbal violence experienced by clinical nurses, organizations must develop administrative support system, preventive education and policy to deal with various causes of violence. This will eventually prevent high turnover rates among clinical nurses related to the violence experiences.

• The Korean Journal of Emergency Medical Services
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• v.17 no.2
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• pp.65-76
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• 2013

Purpose : The purpose of this study was to provide an appropriated direction for fire service organizational management by analyzing the violence experiences and turnover intention of female 119 emergency medical technicians (119 EMT) in Korea. Methods : The questionaries were obtained from 415 female 119 EMT in Korea from April 27 to March 8 in 2009. The collected data were analyzed with SPSS WIN 19.0 program. Results : Female 119 EMTs experienced 94.9%-verbal insults, 57.1%-violence aggression, 62.89%- potential violence, 32.5%-physical assault. About 76.4% of the subjects experienced to feel shame about the verbal insults. They had a stress level (mean 5.47 out of 10) and about 41.2% was more than seven points. About 39.3% of the subjects responded turnover intention. Conclusion : We proposed the preventive program against violence as well as critical incident stress debriefing. These results are expected to be useful in making human resource management plans to lower turnover intention.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.40 no.3
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• pp.123-137
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• 2017

Competitiveness of small and medium companies often rely on the competency of their employees. Many employees however try to move to better environments if possible, which results in high uncertainty in maintaining solid human resources. The purpose of this paper is to investigate the influencing factors of turnover intention and organizational loyalty of the early experienced, especially three to five years experienced, employees in the small and medium enterprises. A survey had been conducted using both LMX (Leader Member eXchange) and TMX (Team Member eXchange) as an effort to test the impact of strategic human resource management factors on turnover intension and organizational loyalty. It has been observed that the level of LMX is critical on the turnover intension, while the levels of LMX and TMX are positively related to the organizational loyalty. Especially significant mediation effect affects on the organizational loyalty for TMX via LMX in the serial structure. The human resource management factors become effective under the circumstances where leader and team members exchange activities are activated. These findings can be used in reducing turnover intention and increasing organizational loyalty of early experienced employees by enhancing the leadership training of middle level managers of the small and medium enterprises organizations. Besides, a set of active communication channels should be provided for the young employees so that they can share their work experiences and difficulties within the organization. The key results of this study may help the practitioners set up a management plan to maintain a low turnover rate for their organizations.

• Asian Pacific Journal of Cancer Prevention
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• v.16 no.13
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• pp.5463-5469
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• 2015

Background: Nursing focuses on the development of an empathic relationship between the nurse and the patients. Compassionate competence, in particular, is a very important trait for oncology nurses. The current study sought to determine the degree of compassionate competence in oncology nurses, as well as to determine the relationships between compassionate competence, burnout, job stress, turnover intention, degrees of job satisfaction, and organizational commitment in oncology nurses. Materials and Methods: A descriptive correlational study evaluating the relationships between compassionate competence, burnout, job stress, turnover intention, degrees of job satisfaction, and organizational commitment in 419 oncology nurses was conducted between January 30 and February 20, 2015. Results: The average score of compassionate competence for oncology nurses in the current study was higher than for clinical nurses. Conclusions: The correlational analysis between compassionate competence and organizational commitment, burnout, job stress, turnover intention, and degree of job satisfaction revealed a high correlation between compassionate competence and positive job satisfaction and organizational commitment. Conclusions: Compassionate competence was higher in oncology nurses than in nurses investigated in previous studies and positively correlated with work experience. Job satisfaction and organizational commitment in nurses may be improved through compassionate competence enhancement programs that employ a variety of experiences.

• International Journal of Computer Science & Network Security
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• v.23 no.7
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• pp.71-78
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• 2023

Employee turnover is one of the most important challenges facing modern organizations. It causes job experiences and skills such as distinguished faculty members in universities, rare-specialized doctors, innovative engineers, and senior administrators. HR analytics has enhanced the area of data analytics to an extent that institutions can figure out their employees' characteristics; where inaccuracy leads to incorrect decision making. This paper aims to develop a novel model that can help decision-makers to classify the problem of Employee Turnover. By using feature selection methods: Information Gain and Chi-Square, the most important four features have been extracted from the dataset. These features are over time, job level, salary, and years in the organization. As one of the important results of this research, these features should be planned carefully to keep organizations their employees as valuable assets. The proposed model based on machine learning algorithms. Classification algorithms were used to implement the model such as Decision Tree, SVM, Random Frost, Neuronal Network, and Naive Bayes. The model was trained and tested by using a dataset that consists of 1470 records and 25 features. To develop the research model, many experiments had been conducted to find the best one. Based on implementation results, the Neural Network algorithm is selected as the best one with an Accuracy of 84 percents and AUC (ROC) 74 percents. By validation mechanism, the model is acceptable and reliable to help origination decision-makers to manage their employees in a good manner.

• Journal of Korean Clinical Nursing Research
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• v.24 no.2
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• pp.178-187
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• 2018

Purpose: The purpose of this study was to explore the relationships among workplace bullying, organizational commitment, and turnover intention of nurses. Methods: A cross-sectional study was conducted. Data were collected using a structured questionnaire from nurses at five public hospitals (N=190). Results: The experience of bullying was 31.29 points (range 16-64) on average: Work-related bullying was the highest, followed by verbal/non verbal bullying and external threats. The consequences of bullying were 30.54 points (range 13-52) on average: The physical/psychological withdrawal was the highest, followed by increasing distrust and the poor quality of patient care. The experiences of bullying had positive correlations with the consequences of bullying (r=.55, p<.001) and the turnover intention (r=.27, p<.001), and had a negative correlation with organizational commitment (r=-.28, p<.001). The consequences of bullying had a positive correlation with the turnover intention (r=.52, p<.001), and had a negative correlation with organizational commitment (r=-.49, p<.001). Organizational commitment showed a negative correlation with the turnover intention (r=.63, p<.001). Conclusion: The findings of this study suggests the needs of a regular monitoring system and organizational management for workplace bullying, which helps nurses to commit to their organization and to be retained in a workplace.

• Korean Journal of Occupational Health Nursing
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• v.31 no.2
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• pp.43-56
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• 2022

Purpose: This study was conducted to explore male nurses' experiences of gender discrimination at the workplace using qualitative research methods. Methods: Participants responded to a survey using an online link, and were asked to describe their overall experiences by responding to the question "Please freely describe your experiences of workplace gender discrimination". The qualitative data collected from 118 participants were analyzed using Krippendorff's technique. Data collection was caried out from June 11, 2019, to August 3, 2020. Results: Eleven themes and 24 subthemes were extracted from a total of 277 meaningful statements. Male nurses' experiences of workplace gender discrimination, reasons of gender discrimination, and improvement strategies were presented through the key themes. Conclusion: Male nurses experienced workplace gender discrimination from patients, colleagues, and institutions. Furthermore, strategies to improve gender stereotypes and to emphasize the strengths of male nurses are necessary in order to increase the number of male nurses in the female-dominant nursing field and to reduce job turnover. These strategies will help expand the social role of nurses as professionals and improve the work environment and benefits for all nurses.

• Journal of the Korean Society of Costume
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• v.66 no.3
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• pp.147-161
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• 2016

This study analyzed the effects of job style on job satisfaction and turnover intention of fashion models, and the difference in the job style, job satisfaction and turnover intention by model activities period. Data was collected by surveying fashion models with more than 10 modeling experiences, and 230 responses were used in the data analysis. The results of were as follows: First, the job style of fashion models were classified into professional ability type, social relationship-focused type, future-oriented type and body-boasting type. Job satisfaction was classified into satisfaction with working conditions, satisfaction with model activities, and satisfaction with relationships. Turnover intention was classified into intention to change jobs, and intention to quit modeling. Second, being a professional ability type had a negative effect on satisfaction with working conditions, whereas being a future-oriented type had a positive effect on it. The professional ability type and social relationship-focused type had a positive effect on satisfaction with model activities, and the social relationship-focused type had a positive effect on satisfaction with relationships. Third, the future-oriented type and body-boasting type had a negative effect on the intention to change jobs. The social relationship-focused type, future-oriented type and body-boasting type had a negative effect on the intention to quit modeling. Fourth, there were significant differences in the professional ability type, human relationship-focused type, body-boasting type, intention to change jobs and intention to quit modeling by model activities period. Therefore, it is necessary for domestic fashion models to have the appropriate attitude to develop features and competency required for modeling projects and if improvements are made to enhance job satisfaction of fashion models, the fashion modeling industry is expected to make further developments.