• Title/Summary/Keyword: Intention to Work

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Turnover Intention of Home Visiting Nurses of Public Health Centers in Busan (보건소 방문간호사의 타부서로의 이동 의도 -부산광역시 보건소를 중심으로-)

  • Jeong Ihn Sook;Kim Yi Soon;Lee Jung Hee
    • Journal of Korean Public Health Nursing
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    • v.17 no.1
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    • pp.17-25
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    • 2003
  • This study aimed to investigate predictors of turnover intention of home visiting nurses at 16 public health centers in Busan. There are two groups of independent factors: non-work related(i. e., age, educational level, working duration as nurses in hospitals, and certificate), and work related factors(i. e., working duration as nurses in public health centers, working duration as home visiting nurse, position, number of households visited per week, workload, cooperation among staff, support by supervisors, supply of vehicles, and supply of materials). Data were collected with self-administrated questionnaires which consisted of 4 items of non-work related factors, 9 items of work related factors, and 1 item of turnover intention to other department. Data were analyzed using an univariate logistic regression and multiple logistic regression. According to the results, heavy workload (Yes vs No, OR=4.31, $95\%$ CI=1.16-16.04) was the most powerful predictor on the turnover intention. In conclusion. this result was similar to those of other studies on the predictors of turnover intention of clinical nurses at hospitals. To decrease the turnover intention among home visiting nurses at public health centers in Busan, alleviating the workload is needed.

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A study on the relationships among emotional labor, job satisfaction and turnover intention of beauty industry professionals (미용서비스업 종사자의 감정노동과 직무만족 및 이직의도의 관계분석)

  • Kang, Joo-A;Rhee, Young Ju
    • The Research Journal of the Costume Culture
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    • v.20 no.5
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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.

The Effect of the Working Environment of Nurses Working in Emergency Departments in Medically Vulnerable Areas on Work Dissatisfaction and Turnover Intention (의료취약지역 응급실 전담간호사 근무환경이 근무 불만족과 이직의도에 영향을 미치는 요인)

  • Yang, Heejung;Lee, Jin-Hee
    • Health Policy and Management
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    • v.31 no.1
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    • pp.24-34
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    • 2021
  • Background: The purpose of this study is to identify factors that affect work dissatisfaction and turnover intention for dedicated nurses working in emergency departments of vulnerable areas of health care. The purpose of this study is to identify risk factors related to the working environment that influence job dissatisfaction and intention to turnover among dedicated nurses working in emergency rooms in areas of medical vulnerability. Methods: We conducted a survey of nurses working in emergency rooms in vulnerable areas of medical care, and the survey was conducted for two consecutive years. A logistic regression analysis was performed with the working environment variable as the independent variable and the work environment dissatisfaction and turnover intention as dependent variables, respectively. Results: The variables that significantly affected both dissatisfactions with the working environment and turnover intention at the current institution were age, overlapping work in other departments, and the total work experience of nurses. Annual salary, the average number of double-duty (continuous work) per month, type of work, and work experience of nurses at the current institution had a significant effect only on dissatisfaction with the working environment. Conclusion: The results of this study are thought to be of great help if the government takes reference when establishing medical policies in vulnerable areas in the future.

Moderating Effects of Work-family Conflict between Job·Organizational·Career Characteristics and Turnover Intention among Nurses in Small and Medium-sized Hospitals (중소병원 간호사의 직무·조직·경력 특성과 이직의도와의 관계에서 일-가정 갈등의 조절효과)

  • Choi, Hyun Ju
    • Journal of Korean Academy of Nursing Administration
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    • v.21 no.3
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    • pp.297-307
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    • 2015
  • Purpose: The purpose of this study was to identify moderating effects of work-family conflict in the relationship between job, organizational, career characteristics and turnover intention among nurses working in small and medium-sized hospitals. Methods: A self report questionnaire survey was completed by 286 nurses working in five small or medium-sized hospitals in P city. Data were gathered during October, 2014 and analyzed using the SPSS 21.0 program. Results: Work-family conflict had significant moderating effects between job, organizational, career characteristics and turnover intention of nurses working in small or medium-sized hospitals. Career commitment was the biggest factor in reducing turnover intention. Conclusion: The results of the study indicate that work-family conflict and career commitment are important factors in turnover intention among nurses working in small and medium-sized hospitals. Therefore, to understand job and organizational career characteristics of nurses in small and medium hospitals, consideration must be given to the role of conflict in the nurses' workplace and homes. Support from the organization focusing on career development, and provision of an innovative system for the environment of small hospitals are needed.

Relationships between Meaning of Work, Organizational Commitment, Professional Self-image, and Retention Intention among New Nurses (신규간호사의 일의 의미, 조직몰입, 전문직 자기이미지 및 재직의도 간의 관계)

  • Kim, Mi Young;Seo, Hyung Eun;Lee, Jihae;Park, Jin Hwa
    • Journal of Korean Clinical Nursing Research
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    • v.28 no.1
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    • pp.54-65
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    • 2022
  • Purpose: This study was conducted to explore the relationships among new nurses' meaning of work, organizational commitment, professional self-image, and retention intention through path analysis. Methods: The participants were 872 nurses with less than a year of clinical experience working at general or tertiary hospitals over 500 beds in Korea. The data were collected using structured questionnaires from May 15, 2021 to June 28, 2021, and analysis was conducted using SPSS/WIN 22.0 and AMOS 21.0 programs. Results: Retention intention was explained by meaning of work, organizational commitment, and professional self-image, its explanatory power was 46.5%. The mediating effect of professional self-image was found on the relationship between meaning of work and retention intention. Conclusion: To encourage the retention intention among new nurses, an environment where new nurses can set a high value on the meaning of work and sense of accomplishment should be created, and a strategy to improve organizational commitment and professional self-image should be established.

The Relationship between Job Stress and Turnover Intention of Child Care Teachers and the Moderating Role of Motivation for Child Care Work (보육교사의 직무스트레스와 이직의도의 관계에서 교직선택동기의 조절효과)

  • Ahn, Na Rae;Kim, Hee Sue;Ahn, Sun Hee
    • Journal of Families and Better Life
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    • v.33 no.5
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    • pp.87-102
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    • 2015
  • The purpose of this study was to examine the relationship between job stress, turnover intention, and the moderating roles of motivation for child care work. The subjects were 238 child-care teachers who were worked at child-care centers in Seoul. Questionnaires were used to rate job stress, turnover intention, and the motivation for child care work of teachers. The collected data were mainly analyzed by descriptive statistics, t-test, one-way ANOVA, Duncan test, Pearson's correlation and the multiple regression analysis. The main results of this study were as follows. First, there were differences in turnover intention according to individual characteristics such as career at the current child-care center and total career. Second, job stress was positively correlated with turnover intention, and negatively correlated with active motivation and material motivation. And turnover intention was negatively correlated with active motivation and material motivation. Third, a moderator effect of the active motivation was found in the relationship between the job stress and the turnover intention. Especially the active motivation is suggested to reduce the negative results of job stress and turnover intention. Therefore, the results indicate the importance of the active motivation which is considered as an aptitude, interest, affection for children and self realization when child-care teachers make a decision to enter the child-care work profession.

Effect of Nursing Work Environment on Turnover Intention of Nurses in Long-Term Care Hospitals: The Mediating Effect of COVID-19 Stress (요양병원 간호사의 간호근무환경과 이직의도 관계: COVID-19 심리적 스트레스의 매개효과)

  • Lee, Eun Joo;Cheon, Soo Yeon;Lee, Jung Hwa
    • Korean Journal of Occupational Health Nursing
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    • v.31 no.1
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    • pp.22-30
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    • 2022
  • Purpose: This study aimed to identify the mediating effect of Psychological stress of COVID-19 stress on the relationship between nursing work environment and turnover intention of nurses in long-term care hospitals. Methods: The participants were 176 nurses working at three long-term care hospitals in Changwon City. Data were collected from August 11 to 14, 2021, using self-report questionnaires. The data were analyzed using descriptive statistics, t-test, ANOVA, Pearson's correlation coefficients, and hierarchical regression, using the SPSS 23.0 software. A mediation analysis was performed according to the Baron and Kenny's test, and Sobel test. Results: Turnover intention was positively correlated with Psychological stress of COVID-19 stress (r=.23, p=.002) and negatively correlated with nursing work environment (r=-.44, p<.001). Psychological stress of COVID-19 stress had a significantly negative relationship with nursing work environment (r=-.15, p=.045). Psychological stress of COVID-19 stress partially mediated the relationship between nursing work environment and turnover intention. Conclusion: The findings of this study indicate that a positive nursing work environment can help nurses reduce their Psychological stress of COVID-19 stress and turnover intention. To reduce the turnover intention among nurses' in long-term care, it is necessary to promote better work environments suitable for COVID-19 and to establish detailed strategies for reducing their physiological stress.

A Study on the Job Satisfaction and Turnover Intention of Physical Therapist (물리치료사의 직무만족과 이직의도에 관한 연구)

  • Kim, Myung-Hoon
    • Journal of Korean Physical Therapy Science
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    • v.8 no.1
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    • pp.833-840
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    • 2001
  • This study was attempted to examine the relationship between job satisfaction and turnover intention of physical therapist in order to suggest some method to enhance their job performance and the degrees of job satisfaction. High turnover intention of physical therapist is one of the serious problems at the present time which providing low quality physical therapy. The data were collected from July 1, to August 31, 2000 and analyzed by ANOVA, Pearson Correlation Coefficients. The summarized result are as follows: 1. The job satisfaction score of physical therapists showed the highest of the pride of patient treatment and total mean score was 2.96. 2. Those who were in the range of 26 to 30 years of age showed the strongest desire to leave the hospital 3. There were 68.8% in male. 47.6% in female who hoped to turnover intention. 4. There were significant difference between those who want to leave and those who want remain in relation patient number, work hospital work years. 5. There were no significant difference between those who want to turnover intention and those who want remain in relation patient number and work years. 6. The major reason for job satisfaction were work time and work areas.

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The Effect of Smart Work and Cloud Computing Fit on Intention to use Cloud Computing Based on TAM-TTF Model (스마트워크를 지원하는 클라우드 컴퓨팅의 사용의도 분석 : TAM-TTF 모델 관점)

  • Bae, Kyoung Eun;Suh, Chang Kyo
    • The Journal of Information Systems
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    • v.31 no.2
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    • pp.63-88
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    • 2022
  • Purpose The purpose of this study is to empirically analyze the factors affecting the intention to use cloud computing in the smart work environment. This study is meaningful in that it examines the characteristics of smart work and the fit of cloud computing characteristics, and it is a study that reveals the factors affecting the intention to use cloud computing by applying the integrated model of TTF and TAM. Design/methodology/approach In order to understand the factors affecting the intention to use cloud computing in the smart work environment, a research model that integrates TTF and TAM with the hypothesis was proposed. In order to verify the research hypothesis, this study conducted a survey on individuals with experience in smart work and cloud computing. And with the data 280 collected in the survey, path analysis was performed using the PLS structural equation. Findings As a result, it was found that task characteristics and technology characteristics had a positive (+) effect on task-skill fit, and task-skill fit had a positive (+) effect on perceived ease of use and usefulness. Also, task-skill fit, perceived ease of use, and perceived usefulness were found to have a positive (+) effect on intention to use.

The Effect of Work-Family Reconciliation Policy on Intention to Keep Working of Working Mother with Children (일-가정양립지원정책이 아동양육 취업여성의 근로지속의사에 미치는 영향 : 미취학아동양육 취업여성과 취학아동양육 취업여성 집단비교)

  • Son, Jehee;Kim, Eunjeong
    • Korean Journal of Human Ecology
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    • v.23 no.3
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    • pp.421-441
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    • 2014
  • This study investigates the influence of policy-related factors on the intention to keep working among mothers with children under 12 years old, especially focusing on the differences between the mothers with preschool children and elementary school children. The study also considers the individual, family, job characteristics of mothers with children, in order to draw the specific impact of policy factors. Data was collected through e-mails from 500 working mothers living in urban area, and 489 interview data were finally utilized in analyses. The results of analyses show that the level of awareness on work-family balancing policy significantly influences on the intention to keep working among mothers with preschool children. On the contrary, there is no statistically significant policy-related factors influencing on the intention to keep working among mothers with elementary school children. Both studies and social polices excessively focused on the mothers with preschool children in terms of work-family balancing issues. Working mothers with elementary school children have not been spot-lighted as beneficiaries from social policy, even though elementary school children also should be cared by others after school. Effective social services assisting work-family balance among mothers with preschool children should be more developed.