• 한국조리학회지
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• 제10권3호
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• pp.32-50
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• 2004

The purpose of this study was to examine what caused bakery employees at tourist hotel to leave their job. It's basically meant to lay the foundation for increasing personnel management efficiency and reducing turnover rate, as an attempt to prevent workers from quiting their jobs would be a successful way to take advantage of human resources more efficiently. Both theoretical and experimental approaches were utilized to serve the purpose of this study. First, concerning salaries, their turnover intention was under the influence of whether they were properly paid or gained a sufficient living. Second, as for environmental factors, their turnover intention was affected by performance appraisal and interpersonal trust with colleagues. Third, regarding job-related factors, their turnover intention was impacted by whether their job was clearly defined, how much they were satisfied with their job and whether their posts were suitable. Forth, the change of job was subjected to the influence of the desire for job in another region, job in another company and another kind of job. And there should be a clear distinction between sales and other works, and they should carefully be treated so that they could find their job more satisfactory.

• The Journal of Asian Finance, Economics and Business
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• 제8권3호
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• pp.1181-1191
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• 2021

This study aims to investigate the impact of workplace safety on doctors' retention and turnover intention along with job satisfaction as the mediator. A questionnaire-based survey was conducted with 394 medical doctors working in thirty-five hospitals in Pakistan using a structural equation modeling. Results of the study showed that: 1) workplace safety has a significant positive relationship with employee retention; 2) workplace safety has a significant negative relationship with turnover intention; 3) workplace safety has a significant positive relationship with job satisfaction; 4) job satisfaction has a significant positive relationship with employee retention; 5) job satisfaction has a significant positive relationship with turnover intentions; 6) job satisfaction mediates between workplace safety and employee retention; while 7) job satisfaction failed to mediate between workplace safety and turnover intentions. The findings of the study suggest that in a fear-free and safe environment, employees' chance to stay will increases. The study also suggests that dissatisfied employees do not need to leave the organization. There can be other factors that can be explored in future studies. This study also provides a practical implication for the doctors' low retention and high turnover, specifically in the healthcare sector of Pakistan by providing guidelines to the human resource executives to focus on the strategic implementation of workplace safety.

• 한국아동복지학
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• 제27호
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• pp.37-68
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• 2008

본 연구는 클라이언트 폭력이 궁극적으로는 사회복지활동의 효과성을 저해하는 요인이 될 수 있다는 인식을 근거로 아동보호서비스 현장 종사자들에 대한 아동의 부모 및 보호자에 의한 클라이언트 폭력의 실태와 폭력의 부정적 영향력을 분석하였다. 전국 43개 아동보호전문기관에 근무하는 207명의 종사자 대상의 설문조사 결과는 2007년 한 해의 경우 아동의 부모와 보호자에 의한 폭력 경험 비율이 전체 응답자의 62.8%(n＝130)로 나타나 다른 서비스 영역의 종사자와 유사한 수준임을 보여주었다. 그러나 클라이언트 폭력의 심각성에 대한 주관적 인식은 다른 영역에 비해 높은 것으로 나타났다. 폭력 경험은 현장실무경력이 많고, 직급이 높은 종사자에게 좀 더 빈번하게 나타났으며, 폭력을 경험한 종사자는 불쾌감, 지침, 소진, 당황 등과 같은 정서적, 심리적 어려움을 겪는 것으로 나타났다. 이 같은 어려움은 여성 응답자에게서 좀 더 집중되는 경향을 보였다. 또 폭력 경험은 응답자의 직무만족과 이직의도와 같은 업무 관련 요인에도 부정적인 영향력을 미치는 것으로 분석되었다.

• 한국의상디자인학회지
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• 제18권1호
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• pp.23-34
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• 2016

The purpose of the study was to investigate differences in job satisfaction, organizational commitment, and intent to leave the job among the employee groups of korea fashion companies according to the degree of participation in sports activities. For the study, the questionnaire was developed by the authors and distributed to 350 employees of Korean fashion companies. A total of 300 questionnaires was collected and used for the final analysis. Data were analyzed by frequency analysis, reliability analysis, factor analysis, independent sample T-test, ANOVA and Tukey's test, using the SPSS 18.0 Package Program. The findings were as follows. The fashion industry professional group which had spent longer period and hours, and more days in sports activities tended to have higher job satisfaction and organizational commitment and lower intent to leave their job.

• Perspectives in Nursing Science
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• 제10권2호
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• pp.151-157
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• 2013

Purpose: The purpose of this study was to identify difficulties that working mothers face and solutions to the identified problems. Methods: The study design was a cross-sectional, descriptive survey. A survey with 8 items rated on a 5-point scale (1~5) and 5 open-ended questions was administered to 48 married nurses and nurse aides working in 5 nursing units of a teaching hospital in South Korea in April 2013. Results: The score of satisfaction with childrearing patterns (mean=$3.31{\pm}0.79$) was higher than that of satisfaction with spousal support (mean=$3.08{\pm}0.85$). The score of working mother's turnover intention (mean=$2.40{\pm}1.03$) was lowest among the 8 items, but partners did not want their wives to quit work (mean=$3.60{\pm}1.22$). Satisfaction with company employment benefits for childrearing (mean=$2.90{\pm}0.72$) had the lowest score among the 4 satisfaction types analyzed. The turnover intention and satisfactions with childrearing (r=-.51, p<.001), spousal support (r=-.43, p=.002), supervisor's support (r=-.36, p=.013), and company benefits (r=-.37, p=.009) showed significant negative correlations. Conclusion: According to these results, familial support for childrearing is highly correlated with employed mothers' turnover intention. So improvement of familial support for childrearing will reduce married nurses' turnover intention. In addition, well-organized nursery facilities are recommended for enabling working mothers to continue their careers. Furthermore, more family-friendly welfare policies such as a flextime systems or compulsory paternity leave should be reinforced in the workplace.

• 가족자원경영과 정책
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• 제21권4호
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• pp.1-15
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• 2017

The purpose of this study was to identify the effect of satisfaction with the marriage support policy on marriage intention among unmarried employed men and women. The study subjects included 300 unmarried working men and women aged over 30 years residing in the Seoul metropolitan area. First, according to the analysis of the subjects' overall tendency towards satisfaction with the marriage support policy and towards marriage intention, the marriage support policy gained the highest level of support in relation to housing for newlywed couples, which scored 3.29 (sd=.93), followed by improvements in corporate and family culture for the purposes of work-family compatibility at 3.24 (sd=.95), wedding loans at 3.18 (sd=1.01), and the paid leave system for marriage preparation at 3.12 (sd=.88). These variables scored slightly higher than the median 3 points. Conversely, satisfaction with the availability of marriage-related information and the provision of opportunities for dating scored 2.65 (sd=.88) and 2.78 (sd=.80), respectively, both of which were slightly lower than the median of 3. The overall mean score for satisfaction with the marriage support policy was 3.03 (sd=.95), which was slightly higher than the median of 3. In regards to marriage intention, the score was 3.32 (sd=1.15) points out of a perfect score of 5, which was slightly higher than the median. This indicated a slightly higher level in terms of the subjects' intention to marry. Second, a hierarchical regression analysis was performed to identify the effect of satisfaction with the marriage support policy on marriage intention among unmarried employed adults. Sociodemographic variables were entered as control variables in the regression at the first stage, and variables relating to satisfaction in a family-friendly social environment were entered at the second stage. When gender, age, educational level, monthly income, period of employment, working hours, and type of employment were inserted in the first stage of regression as control variables, gender, monthly income, period of employment, and type of employment were found to have a significant effect on marriage intention. Marriage intention was found to be greater in unmarried men with higher monthly incomes and longer periods spent working, and in unmarried working men and women engaged in tenured employment work. When variables relating to satisfaction with the marriage support policy were inserted in the second stage of regression, gender, monthly income, type of employment, and satisfaction with direct marriage support had significant effects on marriage intention. It was found that marriage intention was greater in unmarried men whose monthly income was higher, whose employment type was tenured work, and who showed greater satisfaction with direct marriage support.

• 한국콘텐츠학회논문지
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• 제17권6호
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• pp.261-271
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• 2017

본 연구는 병원 구성원의 직무 만족, 조직 몰입 및 이직 의사의 요인을 분석 하였다. 연구 대상은 행정 직원, 의료 기사, 간호사 등 355 명을 인터뷰 조사 및 t- 테스트, ANOVA 및 회귀 분석을 실시하였다. 연구 결과로 행정 직원은 직무 만족은 낮고, 조직 몰입도가 높으며, 부정적 심성으로 이직 의도는 높게 나타났다. 의료 기사는 직무 만족과 조직 몰입 수준은 낮지만 외부 취업 기회와 과도한 직무 량으로 이직의도가 있었다. 간호사는 직무 만족과 조직 몰입 수준은 높지만 외부 취업 기회로 인해 높은 이직의도를 보이는 것으로 나타났다. 정부시책을 시범 사업 중인 중소병원의 부족 인력에 대한 대안을 제시하고, 효율적인 병원 운영을 위한 시기적절 하고 실질적인 대처방안이 제시 될 것으로 기대 된다.

• 융합정보논문지
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• 제8권2호
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• pp.45-50
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• 2018

본 연구는 수도권지역에 있는 사회복지시설 사회복지사 135명을 대상으로 설문조사를 실시하였고, 사회복지사의 자원개발역량강화와 조직효과성 향상을 강조하기 위해서 본 연구를 실시하였다. 연구결과는 다음과 같다. 자원개발역량의 태도는 직무만족에 부적인 영향을, 지식은 직무만족에 정적인 영향을, 가치와 기술은 직무만족에 영향을 미치지 않은 것으로 나타났다. 자원개발역량의 가치와 지식은 조직몰입에 정적인 영향을, 태도와 기술은 조직몰입에 부적인 영향을 미치는 것으로 나타났다. 자원개발역량의 가치는 이직의도에 영향을 미치지 않았으며, 태도는 이직의도에 부적인 영향을 미치는 것으로 나타났다. 기술은 이직의도에 정적인 영향을 미치는 것으로 나타났다. 지식은 이직의도에 부적인 영향을 미치는 것으로 나타났다. 따라서 사회복지사의 자원개발역량인 가치, 태도, 기술, 지식을 높이기 위한 노력을 할 경우, 직무만족이 낮아지거나 이직하고자 하는 의도정도가 상승하는 현상이 나타나 아직까지 사회복지사의 개인역량의 가치를 높이기 위한 사회복지조직의 환경이 열악한 상황임을 알 수 있으므로 이를 개선하기 위한 지원과 노력이 필요하다.

• Journal of Information Technology Applications and Management
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• 제27권5호
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• pp.49-68
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• 2020

The Push-Pull-Mooring (PPM) model employ to explore the factors that affect the switching intention of mobile game players by analyzing the online survey data of 240 mobile game players in China. From the perspective of PPM model, Dissatisfaction with the current mobile game can promote players to leave the current mobile game, and other more attractive mobile games can pull players out of the current mobile game. As a mooring factor, habit can affect players' switching decisions. Players who have formed strong habits in current mobile games are more likely to resist or ignore the attractiveness of other mobile games and stay in the current mobile games rather than migrate to other mobile games. Another result shows that the more dissatisfied with the current mobile game, the higher the quality of alternative (relative challenge) mobile game, and the lower the investment size in the current mobile game, the more reluctant the players are to continue to maintain the relationship with the current mobile game. The higher the player's commitment to the current mobile game, the more likely it is to maintain the relationship with the current mobile game. The empirical results show that the framework of this study is highly consistent with the results of PPM model, and confirming that they can well apply to mobile game situations.

• 한국직업건강간호학회지
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• 제27권3호
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• pp.180-189
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• 2018

Purpose: The aim of this study was to investigate the influence of nurses' awareness of healthcare accreditation on their job stress and turnover intention. Methods: Across-sectional correlation study design was used. Participants consisted of 143 nurses from two tertiary hospitals in Seoul and Gyunggido, South Korea. Data were collected in October 2016 using self-report questionnaires and analyzed using descriptive statistics, t-test, an ANOVA, Pearson's correlation coefficient, and multiple regression in SPSS/WIN 21.0. Results: Awareness of health care accreditation correlated negatively with job stress (r=-.63, p<.001) and turn over intention (r=-.50, p<.001). Awareness of health care accreditation was the factor that most influenced job stress, explaining 38% of the variance (F=23.10, p<.001). Awareness of health care accreditation and duty pattern were the factors that most influenced intention to leave, explaining 32% of the variance (F=10.35, p<.001). Conclusion: These findings suggest raising nurses' awareness of certification systems to reduce their job stress and turnover intentions. It will be necessary to provide support for the aggressive work nurses do and improve their work structure, highlighting the need for both manpower and institutional support. Accordingly, providing regular education programs and appropriate compensation schemes, by raising nurses' awareness of medical institutions' certification systems, is necessary.