• The Journal of Asian Finance, Economics and Business
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• 제8권11호
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• pp.265-276
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• 2021

The current research aims to examine how workplace ostracism influences employee turnover-oriented intention and investigates the mediating role of job burnout in the workplace ostracism - turnover relationship. Drawing on conservation of resource theory, we hypothesize that higher levels of workplace ostracism develop employee turnover through job burnout. Precisely, we predict that workplace ostracism is positively associated with turnover intention, both directly and indirectly via job burnout. To test our theoretical model, we collected field data from 311 banking employees in Pakistan. Structural equation modeling is used to test the relationship between workplace ostracism and employee turnover intention. The empirical findings reveal that workplace ostracism is positively associated with turnover intention. Furthermore, the relationship between workplace ostracism and turnover intention is mediated by job burnout. By using job burnout as a mediator, the present study sheds light on "why" workplace ostracism is related to employee turnover intention. In doing so, the present research provides a comprehensive understanding of the negative effects of ostracism on the workplace. This has subsequently provided practitioners with new insight into how to reduce employee turnover in organizations. We conclude by discussing the future directions and practical implications of our study.

• 동아시아식생활학회지
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• 제23권4호
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• pp.508-518
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• 2013

In this study, the influence of sub-factors of Big Five personality (extraversion, agreeableness, conscientiousness, neuroticism, openness to experience) to job satisfaction and turnover intention, and mediating effect of job satisfaction between Big Five personality and turnover intention were empirically analysed. Also the relationship between job satisfaction and turnover intention was investigated. The sample of this study were customer-contact employees of restaurant among Youngnam province. 243 questionnaires were used for the empirical analyses. According to the empirical analysis results, openness to experience and conscientiousness respectively had positive influences to job satisfaction and turnover intention. Also neuroticism gave negative influence to turnover intention. Another research finding of this study was that mediating effect of job satisfaction existed in the causal relationship of 'openness to experience' and conscientiousness to turnover intention. Managerial implications of the research findings are that restaurant managers are recommended to select employees of having much of conscientiousness and 'openness to experience', and to employ those of having much of agreeableness. In the field of restaurant industry, training is very important for employees to foster these personalities, because this industry does not have environment of hiring employees of having much of these personalities. Also training can be applied to employees of having high neuroticism for minimizing their turnover intention.

• 간호행정학회지
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• 제16권4호
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• pp.507-516
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• 2010

Purpose: The purposes of this study were to understand the general hospital nurses' work stress, burn out and turnover intention and to identify the factors that influence on turnover intention. Methods: This study was conducted through a survey of 283 nurses having at least 6 months of work experience of 4 general hospitals in Seoul. Data were collected from September to October 2009. The data were analyzed using descriptive statistics, ANOVA, and stepwise multiple regression test with SPSS WIN 14.0. Results: The score for turnover intention was 3.57 out of 5. Turnover intention was significantly correlated with work stress, burn out, and working position. The factors influencing turnover intention were organizational system, depersonalization, physical environment, work position, and occupational climate. The predict variables accounted for 27.9% of turnover intention. Conclusion: The results of this study show that factors influencing turnover intention are organizational system, depersonalization, physical environment, work position, and organizational climate. Therefore, nursing managers should understand the organization's climate and establish a reasonable organization system to decrease turnover intention.

• 한국치위생학회지
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• 제15권4호
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• pp.641-648
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• 2015

Objectives: The purpose of the study is to investigate the relationship between emotional labor, burnout and turnover intention in the dental hygienists. Methods: A self-reported questionnaire was completed by 326 dental hygienists in Seoul and Gyeonggido from September to October, 2013. The collected data were analyzed by SPSS/WIN 15.0 program. The questionnaire consisted of nine questions of the general characteristics of the subjects, ten questions of turnover intention, and fourteen questions of burnout. Each question was measured by Likert 5 point scale. Results: There was a significant difference in workplace and monthly income which had an impact on emotional expression(p<0.05). There was a significant difference in current workplace and monthly income which had an impact on emotional dissonance(p<0.05). Burnout had a significant difference(p<0.05) in age, religion, and turnover intention current workplace, employment condition, and the number of turnover. There was a positive correlation between burnout and turnover intention. It was shown that Emotional labor had a positive correlation with burnout and turnover intention and the explanation power was 18.1%. Conclusions: The dental hygienists are one of the most vulnerable emotional labor workers and are apt to feel exhaustion from the job and turnover intention. It is necessary to prepare for the burnout and turnover intention in the dental hygienists.

• 품질경영학회지
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• 제51권3호
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• pp.445-459
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• 2023

Purpose: The present study was designed to find out how the quality of the work environment felt by physical therapists and LMX affect the turnover intention. In addition, we tried to find the mediating effect of LMX in the causal relationship between work environment quality and turnover intention, and to find ways to effectively lower the turnover intention of physical therapists. Methods: Survey tool has obtained validity and reliability through literature survey, exploratory survey and pretest and sample 365 was selected. To treat a pretest and main analysis, SPSS23.0 and AMOS23.0 were employed and structural equation model was employed as an analysis method. Results: Among the work environments, the human environment, the physical environment, and the compensation system were found to have an effect on LMX. In addition, the physical environment and compensation system were found to have a significant effect on turnover intention. LMX was found to have an effect on turnover intention and play a mediating role. Conclusion: In order to lower the turnover intention of physical therapists, the level of LMX should be increased by strengthening the factors of the working environment. This study shows that the management of LMX along with the working environment is an important factor in lowering the turnover intention of physical therapists, and this study has several limitations.

• 간호행정학회지
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• 제18권2호
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• pp.155-165
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• 2012

Purpose: This study was done to examine the relationships among practice environment, nursing professionalism, career commitment, and turnover intention in nurses working in small-medium sized hospitals. Method: This study utilized a descriptive correlational design. Data were collected using structured questionnaires from 362 nurses in 7 small-medium sized hospitals and analyzed with SPSS 18.0. Result: The mean scores for practice environment, nursing professionalism, career commitment, and turnover intention were 2.29 on a 4-point scale and 3.13, 2.78, 3.51 on a 5-point scale, respectively. The practice environment showed significantly positive correlations with nursing professionalism and career commitment. Nursing professionalism showed a significantly positive correlation with career commitment. The highest significant negative correlation was between practice environment and turnover intention. Nursing professionalism and career commitment had negative correlations with turnover intention. Factors having significant influence on turnover intention included age, assigned ward, average wage, practice environment, and career commitment. These factors explained 43.0% of variance in turnover intention. Practice environment was identified as the most important variable in explaining turnover intention. Conclusions: The results of this study demonstrate the necessity of improving the practice environment and increasing nurses' career commitment if turnover intention in small-medium sized hospitals is to be lowered.

• 복식문화연구
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• 제20권5호
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• pp.664-678
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• 2012

The purpose of this study is to define the relationships among the emotional labor, job satisfaction, and turnover intention of beauty industry workers. The data for this study were collected through a survey, and a total of 197 questionnaires were used in the statistical analysis. The survey items were classified into 4 domains: demographic characteristics, emotional labor, job satisfaction, and turnover intention. This study extracted factors that compose each measurement domain to define the impact of emotional labor on job satisfaction or turnover intention. According to the research results, 3 factors - positive norm, sincere behavior, and emotional incongruity - were extracted for emotional labor. Individual aptitude satisfaction and work environment satisfaction were extracted as the factors for job satisfaction, whereas a single factor was extracted for turnover intention. By analyzing the effect of factors related to the emotional labor of beauty in dustry workers on factors related to job satisfaction, results showed that positive norm positively influenced individual aptitude satisfaction, sincere behavior positively influenced individual aptitude satisfaction and work environment satisfaction, and emotional incongruity negatively influenced individual aptitude satisfaction. Among factors related to emotional labor, positive norm and sincere behavior negatively affected turnover intention, whereas emotional incongruity positively influenced turnover intention. With regard to the effect of job satisfaction on the turnover intention of beauty industry workers, results showed that individual aptitude satisfaction and job environment satisfaction negatively (-) affected turnover intention. The results of this study show that people presenting a high level of individual aptitude satisfaction displayed positive job satisfaction, whereas people showing serious emotional incongruity for work presented high turnover intention. This implies that in order to increase the work efficiency of beauty businesses, it is essential to examine and manage the emotional labor of workers as a measure for increasing job satisfaction and lowering turnover.

• 한국병원경영학회지
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• 제21권3호
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• pp.22-36
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• 2016

This study aims to analyze the effects of job satisfaction on turnover intention among the nurses in geriatric hospitals. In terms of study methods, this study developed structured questionnaires, and distributed them to nurses working in 11 geriatric hospitals in metropolitan area. A total of 418 questionnaires (response rate: 87.0%) were used for final analysis. We conducted multiple regression analyses to analyze the influence of job satisfaction on turnover intention, adjusting for the characteristics of the research subjects. The results of this study are as follows. First, both job satisfaction and turnover intention were statistically significantly related to individual and hospital characteristics. Second, turnover intention was lower in older age group, and higher in smaller hospitals. As job satisfaction increases, turnover intention decreases. Third, the results of the regression analysis adjusting for subject's characteristics and job satisfaction's sub-categories show that the turnover intention is lower in nurses who are older, day worker, and work in bigger hospitals. Fourth, the result of subgroup analysis by hospital volume show that both of two groups are influenced by hospital ownership and satisfaction about compensation. In addition, professionalism had a significant effect on decreasing turnover intention in smaller hospitals. However, there was no statistically significant relationship between job satisfaction's sub-categories and turnover intention in larger hospitals. The results of this study confirms that job satisfaction lowers turnover intention among nurses in geriatric hospitals. It is suggested that the administrators of those hospitals continue to monitor critical factors associated with job satisfaction, and thus, reduce turnover intention, which helps improve quality of services.

• 기본간호학회지
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• 제17권4호
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• pp.566-574
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• 2010

Purpose: This study was done to identify the relationship of emergency department(ED) nurse's job characteristics, organizational commitment and turnover intention. Method: This study was conducted through a survey of 171 nurses from ED in nine general hospitals of Band U cities. The data were collected by self-report questionnaires and analyzed with the SPSS WIN 17.0 program using descriptive statistics, t-test, ANOVA, Pearson correlation coefficient and stepwise multiple regression. Results: The mean score for job characteristics was 3.37. Job characteristics according to position, number days night duty, and monthly income showed significant differences. Turnover intention according to age, total career, and monthly income showed significant differences. A significant positive correlation was found between job characteristics and organizational commitment. Significant negative correlations were found between job characteristics and turnover intention, organizational commitment and turnover intention were found. The significant factors influencing turnover intention were organizational commitment, monthly income, and total career, which explained 27.6% of the variance. Conclusion: The findings indicate that nurse managers should analyze the reasons for high turnover intention, focusing on the main factors affecting turnover intention and consider solutions for decreasing turnover intention.

• 동서간호학연구지
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• 제20권1호
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• pp.29-36
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• 2014

Purpose: The purpose of this study is to identify relationships among work environment, job satisfaction and turnover intention of emergency department (ED) nurses. Methods: The survey was given to 220 ED nurses which are located in G metropolitan from May 1st to July 31st of 2012. The results were analyzed by descriptive statistics, t-test, ANOVA, pearson correlation coefficients and stepwise multiple regression using SPSS WIN 19.0 program. Results: The turnover intension according to the general characteristics of the subjects has significant difference between emergency room experience, current duty satisfaction, and turnover plan in 1 year. In the correlation between work environment, job satisfaction and turnover intention of the subjects, work environment and job satisfaction have positive correlation, job satisfaction and turnover intention either job satisfaction and turnover intention have a negative correlation. Factors influencing turnover intention are job satisfaction, career and current duty satisfaction, also the full explanatory power of the model was 24.4%. Conclusion: The results indicate factors that influence turnover intention are job satisfaction, career, and current job satisfaction. We hope these result help to provide effective intervention strategies for reducing ED nurses' turnover.