• The Journal of Asian Finance, Economics and Business
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• v.7 no.12
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• pp.749-759
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• 2020

Over the years, numerous Micro, Small, and Medium Enterprises (MSMEs) have been vigorously established across many countries. Even though the Internet of Things (IoT) has enabled companies to anchorage business returns, most Indonesian MSMEs are highly susceptible to failure and one of the main issues is the inability to manage their financials effectively. The literature on accounting points out that the success of MSMEs owing to the usage of cloud-based Accounting Information Systems (AIS) or Cloud Accounting (CA) could reduce the rate of failure by managing multiple accounting information at a low cost. Although many benefits exist, Indonesian MSMEs are not adopting these platforms in their daily business activities. This study investigates the factors that influence Indonesian MSMEs' intention to adopt CA. The study is directed by unstructured in-depth interviews with seven bestseller MSMEs where a thematic analysis technique was employed to identify them. The interview findings and prevailing literature on the influencing factors based on the TOE (technological, organizational, and environmental) framework to adopt CA in Indonesian MSMEs context are perceived benefits outweighing the cost, perceived compatibility, perceived complexity, owner-manager knowledge on accounting, organization size, competitive pressure, and informal network. The conceptual model further includes government intervention as a moderator in the model.

• Journal of East-West Nursing Research
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• v.20 no.1
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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.

• Journal of Korean Clinical Nursing Research
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• v.24 no.3
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• pp.347-355
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• 2018

Purpose: The purpose of this study was to understand morality identity, occupational stress and authentic leadership and identify factors contributing to turnover intention among intensive care unit (ICU) nurses. Methods: Data were collected from 230 nurses at the university hospitals in Daegu, Ulsan and Busan between February 15 and March 23, 2017. Instruments measuring turnover intention, moral identity, occupational stress, and authentic leadership were utilized. Statistical analysis included t-test, ANOVA, Pearson correlational analysis, and hierarchical regression analysis. Results: A total of 207 nurses in ICU participated in this study. The power of explanation with age and dependents on turnover intention was 4.1%. With inclusion of occupational stress, moral identity, and authentic leadership factors put into the model, further 20.4% was explained. The explanatory power of the turnover intention in the final model was 23.6% (F=11.63 p<.001), and occupational stress was the key factor explaining turnover intention (${\beta}=.28$, p<.001). Predictive factors contributing to turnover intention were age, occupational stress, moral identity, and authentic leadership in final model. Conclusion: These findings demonstrated occupational stress, moral identity and authentic leadership as critical factors contributing turnover intention of ICU nurses. It is necessary to promote nursing manager's authentic leadership, and to encourage moral identity in ICU nurses. In addition, providing intervention programs to reduce occupational stress for ICU nurses is necessary.

• Journal of Family Relations
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• v.23 no.3
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• pp.77-104
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• 2018

Objectives: This study aimed to examine the general tendencies of women's divorce intention and to analyze the related variables that affect women's divorce intention. It would help explore the conditions for prevention or intervention of divorce. Methods: For this purpose, the structured survey was conducted by 521 married women aged between 20 and 70 living in Jeollanam-do and Gwangju. The data was analysed by SPSS 21.0 program. Results: First, the average score of divorce intention was 2.04, which was lower than the middle. The average score of self-differentiation, marital communication efficiency, reasonable coping, and social support were a bit higher than the median score. Second, the differences in the divorce intention according to the academic background and household income were statistically significant. Third, marital communication efficiency had the biggest effect on divorce intention and it was followed by avoidance-oriented behavior, reasonable coping, support from the local community, self-differentiation, and household income. Conclusion: It is very important to understand the various factors related to divorce intention especially in individual, marital, social aspects. In addition, it is actually required to develop the couple programs about coping strategies, effective couple communication and problem-solving methods. It also have to imply the requirements considering psychological, social aspects such as self-differentiation and social support.

• Journal of Korean Academy of Nursing
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• v.45 no.6
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• pp.802-811
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• 2015

Purpose: The purpose of this study was to test and validate a model to predict living and brain death organ donation intention in nursing students. The conceptual model was based on the theory planned behavior. Methods: Quota sampling methodology was used to recruit 921 nursing students from all over the country and data collection was done from October 1 to December 20, 2013. Results: The model fit indices for the hypothetical model were suitable for the recommended level. Knowledge, attitude, subjective norm and perceived behavioral control explained 40.2% and 40.1% respectively for both living and brain death organ donation intention. Subjective norm was the most direct influential factor for organ donation intention. Knowledge had significant direct effect on attitude and indirect effect on subjective norm and perceived behavioral control. These effects were higher in brain death organ donation intention than in living donation intention. Conclusion: The overall findings of this study suggest the need to develop systematic education programs to increases knowledge about brain death organ donation. The development, application, and evaluation of intervention programs are required to improve subjective norm.

• Journal of Korean Academy of Nursing Administration
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• v.21 no.4
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• pp.354-365
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• 2015

Purpose: The aim of this study was to examine the relationship between job characteristics, organizational culture, job satisfaction and turnover intention, including the direct and indirect effects of the variables on turnover intention. Methods: A questionnaire was completed by a convenience sample of 144 nurses working for two public institutions. Data were analyzed using independent t-test, One-way ANOVA, Pearson correlation, Hierarchical multiple regression and Path analysis with SPSS/WIN 21.0 and AMOS 21.0 programs. Results: The mean score for job satisfaction and turnover intention was similar to that of other hospital nurses. The factors affecting job satisfaction were: position, number of job changes, relationship-oriented culture, and hierarchical-oriented culture(Adj. $R^2=.48$, F=14.43, p<.001). The factors affecting turnover intention were: age, position, overtime, and job satisfaction(Adj. $R^2=.61$, F=19.48, p<.001). Job autonomy and relationship-oriented culture had a significant indirect effect on turnover intention. Conclusion: In developing intervention strategies to improve job satisfaction and reduce turnover intention there is a need to consider both the job characteristics and organizational culture of nurses in public institutions.

• Child Health Nursing Research
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• v.13 no.4
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• pp.478-485
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• 2007

Purpose: The study was done to investigate factors in mothers related to their intention to get additional vaccination for their children aged $4{\sim}6$ years. Methods: A descriptive correlational study was conducted. The participants were 858 mothers conveniently selected from a public health center in Seoul. Data were collected using self-administered questionnaires. Descriptive statistics, t-test, ANOVA, correlation and stepwise multiple regression were used for data analysis. Results: The mothers got a high of 2.08 marks on intention to get additional vaccination. The intention was positively correlated to attitude, perceived benefits, self-efficacy and negatively to perceived barriers, parenting stress. The most significant variables was attitude, perceived benefits, self-efficacy and those three variables explained 42.7% of mother's intention for additional vaccination. Conclusion: The above mentioned findings were identified as significant factors affecting mother's intention for additional vaccination. The findings are expected to make a positive contribution to creating an ideal intervention and to promoting an increased vaccination rate.

• Journal of Korean Academy of Nursing Administration
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• v.8 no.3
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• pp.381-392
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• 2002

Purpose : The purpose of this study was to examine the degrees of turnover intention among Korean staff nurses(N=175) and to identify discriminating factors of their turnover intention. Method : The data were driven from a larger study and staff nurses who had worked more than 1 year as nurses were included in the analyses. The original data were collected from May 1999 to March 2000. Descriptive and discriminant analyses were utilized. Results : 87% of the participants reported turnover intention. Nurses were grouped into three group(GP)s depending on the frequencies of turnover intention: Never GP(N=23), Sometimes GP(N=107), Frequent GP(N=43). With three GPs, two functions were produced and only function 1 was significant that significantly discriminated Never and Frequent GPs. Additional discriminant analysis with only Never and Frequent GPs produced function classified 93% of the participants correctly into two GPs. Sub-dimensions of work satisfaction were significant discriminating factors. Nurses who are satisfied with doctor and nurse relationship, pay, and hospital administration tend to report no intention in turnover. Conclusion : Based on the findings of this study, possible managemental intervention for increasing interpersonal skills and assertiveness of nurses, inviting medical residents in ward team meeting, increasing incentives or baseline adjustment of annual income for registered nurses were suggested.

• Journal of the Korean Society of School Health
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• v.32 no.2
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• pp.116-124
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• 2019

Purpose: This study was performed to measure the influence of drinking motives, drinking refusal self-efficacy, and self-determination on the intention to control drinking among nursing students. Methods: A cross-sectional survey was done with the participation of 258 nursing students attending four universities in G city. Data collection was conducted from May to June, 2018, using a self-report questionnaire. Data were analyzed using the t-test, ANOVA, $Scheff{\acute{e}}$ test, Pearson's correlation coefficients, and Hierarchical multiple regression. Results: The average scores for drinking motives, drinking refusal self-efficacy, self-determination, and intention to control drinking were 2.29, 4.54, 3.89, and 4.29 respectively. There were significant differences in the intention to control drinking according to grade, religion, and age of alcohol initiation. The factors influencing the intention to control drinking in nursing students were identified as self-determination (${\beta}=.24$), drinking refusal self-efficacy (${\beta}=.17$) and drinking motives (${\beta}=-.17$). This factor explained 26% of the nursing students' intention to control drinking. Conclusion: Therefore, it is necessary to develop a alcohol education program to improve the drinking culture of nursing college students and to improve their self-regulation skills in order to help them form a desirable drinking habit, and it is also necessary to apply the developed intervention program and test the effect.

• Journal of East-West Nursing Research
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• v.24 no.2
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• pp.163-170
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• 2018

Purpose: The purpose of this study was to identify the influences of type D personality, burnout and work environment on nurses' intention to stay at the hospitals among nurses. Methods: A cross-sectional descriptive design was used. Participants were 135 nurses working at general hospitals. Data were collected using self-report questionnaires. Data were analyzed using the SPSS/WIN 23.0 program for descriptive statistics, independent t-test, ANOVA, $Scheff{\acute{e}}$ test, Pearson's correlation, and hierarchical multiple regression. Results: The score of nurses' intention to stay was 4.78. 39.3% of participants were classified as type D personality group. The scores of burnout and work environment were 2.92 and 2.39, respectively. Intention to stay was negatively correlated with burnout and positively correlated with nurse participation in hospital affairs, nursing foundations for quality of care, nurse manager ability, leadership, and support of nurses, staffing and resource adequacy. Burnout and manager ability, leadership, and support for nurses explained 46.0% of variance of nurses' intention to stay in the hospitals. Conclusion: The results of the study indicate that nursing intervention programs for increasing intention to stay for nurses should include strategies for decreasing the burnout and increasing manager ability, leadership, and support for nurses.