• 한국융합학회논문지
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• 제12권11호
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• pp.445-456
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• 2021

본 연구의 목적은 임상간호사를 대상으로 Maslow의 욕구위계이론에 근거한 5가지 욕구만족이 직무만족과 이직의도에 미치는 영향을 살펴보고, 욕구만족과 이직의도의 관계에서 직무만족의 매개효과를 확인한 융합연구이다. 연구참여자는 서울에 소재한 종합병원의 임상간호사 239명이었다. 수집한 자료는 위계적 회귀분석과 PROCESS Macro (Model 4)를 이용하여 매개효과를 분석하였다. 연구결과, 생리적 욕구와 안전 욕구는 직무만족에 유의한 영향을 미치지 않았고, 소속감 욕구, 존중 욕구 및 자아실현 욕구가 직무만족에 유의한 정적 영향을 미쳤다. 반면, 생리적 욕구와 존중 욕구가 이직의도에 유의한 부적 영향을 미쳤다. 임상간호사의 욕구만족(생리적 욕구, 안전 욕구, 소속감 욕구 및 자아실현 욕구)과 이직의도 간의 관계에서 직무만족의 매개변수가 유의하게 나타났다. 임상간호사의 5가지 욕구만족이 증가하면 직무만족을 매개로 하여 의직의도를 감소시킬 수 있으므로, 간호사의 욕구만족과 직무만족을 효과적으로 관리할 필요가 있음을 논의하였다.

• 한국치위생학회지
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• 제15권5호
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• pp.831-839
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• 2015

Objectives: The objective of the study was to investigate the influencing factors of turnover intention in the clinical dental hygienists. Methods: A self-reported questionnaire was completed by 415 dental hygienists in Gyeonggi, Chungcheong, Jeolla, and Kyongsang province from October 1 to December 31, 2014. Data were analyzed using IBM SPSS statistics 19.0 with a significance level of 0.05. The study instruments included 9 questions of the general characteristics of the subjects, 7 questions of job related characteristics, 16 questions of job stress, 20 questions of job satisfaction, 10 questions of burnout, 15 questions of organizational commitment, 10 questions of happiness index, and 10 questions of turnover intention measured by Likert 5 point scale. Results: Turnover intention was significantly related with job stress, burnout, and organizational commitment. Conclusions: In order to reduce the turnover intention in the hospital workers, it is very important to manage the human resources through continuous development of the competence and performance activation program.

• 한국치위생학회지
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• 제20권6호
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• pp.925-936
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• 2020

Objectives: This study proposes a hypothetical model for job stress, job satisfaction, organizational commitment, and turnover intention through social exchange relations (LMX, TMX) and political skills (LPS) for dental hygienists working in dental clinics hygienists. Methods: A self-administrated questionnaire was administered from April 1 to May 12, 2020, with 171 dental clinic hygienists participating in Seoul, Busan and Gyeongnam. The data were analyzed using SPSS and AMOS statistical analysis programs. Results: First, in the hypotheses testing, a total of 7 of 18 hypotheses were supported. Second, the relatonship between leader-member exchange (LMX) or team-member exchange (TMX) and turnover intention, a full mediating effect of job stress or job satisfaction or organizational commitment on that exchange was found. However, the leader's political skills on the path to turnover intention were not statistically significant. Conclusions: It is considered that education to enhance job skills, support for leisure activities, and time to communicate opinions with each other should be provided to create an organizational culture that satisfies all members, thereby lowering the intention to turnover.

• 간호행정학회지
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• 제13권2호
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• pp.231-241
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• 2007

Purpose: The purpose of this study was to identify the effects of nurse's internal marketing on job satisfaction, turnover intention, and customer orientation. Method: The subjects were 559 nurses were working in 3 general hospitals. The data were collected from October 20 to November 15, 2006. For data analysis, descriptive statistics, Pearson correlation coefficient, stepwise multiple regression were used. Results: The mean score of the total internal marketing was 2.68, communication 3.03, vacation and suspension from office 2.64, education and training 2.60, reward system 2.56, work environment 2.53, and employment benefits 2.38, total job satisfaction was 2.96, turnover intention was 3.10, and customer orientation was 3.76. 'Internal marketing', and total subcategories of internal marketing were positively related to job satisfaction. 'Internal marketing', and total subcategories of internal marketing were negatively related to turnover intention. 'Internal marketing', 'communication', 'vacation and suspension from office', 'education and training', and 'work environment' were positively related to customer orientation. Conclusion: Through this results, to increase job satisfaction and customer orientation and to decrease turnover intention, it is necessary to concentrate on improving internal communication and reward system in the internal marketing strategy.

• 임상간호연구
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• 제15권1호
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• pp.29-41
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• 2009

Purpose: The purpose of this study was to evaluate the importance and the performance of intramural marketing in the hospital and to examine the effect of intramural marketing on nurses' job satisfaction and turnover intention. Method: The participants of this study were 203 nurses, who had worked over 3 months in the general or special units in C university hospital located in Seoul. Results: The participants' perceived performance of the intramural marketing was 2.35 on average. The importance of the intramural marketing recognized by the participants was 4.02. The score of the job satisfaction of the participants was 2.74 and that of the turnover intention was 3.67 on average. The intramural marketing demonstrates statistically significant correlations with job satisfaction and turnover intention. Conclusion: The findings of the study demonstrate the importance of the intramural marketing in the hospital for nurse retention. In order to increase nurses' job satisfaction and reducing their turnover intention, the intramural marketing activities should be expanded further.

• 한국융합학회논문지
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• 제10권3호
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• pp.307-317
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• 2019

본 연구의 목적은 개인-환경적합성과 직무착근도가 이직의도에 미치는 영향을 파악하고자 하였다. 대상자는 B, U 광역시 2개의 종합병원에서 6개월 이상 근무한 간호사 150명을 편의추출 하여 개인-직무적합성, 개인-조직적합성, 개인-상사적합성, 직무착근도와 이직의도 간의 인과관계를 파악하기 위하여 SPSS WIN 20.0과 AMOS 21.0 Program을 이용하여 분석하였다. 연구결과 직무착근도에 유의하게 직접효과와 총효과가 있는 변수는 개인-직무적합성, 개인-조직적합성, 개인-상사적합성으로 나타났고 직무착근도를 76.3% 설명하였다. 이직의도에 유의하게 직접효과가 가장 큰 변수는 직무착근도로 나타났으며, 개인-직무적합성, 개인-조직적합성, 개인-상사적합성은 간접효과가 있는 것으로 나타났고, 직무착근도는 이직의도를 36% 설명하는 것으로 나타났다. 결론적으로 임상간호사의 개인-직무적합성, 개인-조직적합성, 개인-상사적합성을 높여주면 직무착근도가 높아지면서 이직의도가 줄어들어 이직률을 줄여 줄 수 있을 것으로 생각된다. 또한 간호사를 대상으로 개인-환경적합성과 이직의도에 미치는 다양한 요인들에 대한 연구가 필요하다.

• 한국병원경영학회지
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• 제18권3호
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• pp.62-82
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• 2013

Unlike administrative affairs of a general organization, hospital administration employees distinctively have a lot of interactions with patients and their care givers in addition to interaction with different occupations such as doctors and nurses. Although they are in a normal organization hierarchy as general employees, they have to be equipped with professional knowledge as medical terminology, disease and drugs and to understand new technologies and capabilities. This study analyzes the level of job satisfaction and the turnover intention of administrative employees who are engaged in medical institutes. It compares job satisfaction and the difference of turnover intention by the characteristics of job-related and scale of medical institutes. In addition, it verifies the relative in fluence of variables related to demographic and job-related characteristics as factors for explaining the job satisfaction of the administrative employees.

• 간호행정학회지
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• 제20권3호
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• pp.332-341
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• 2014

Purpose: The purpose of this study was to investigate the relationship among turnover intention, emotional labor, and communication competence in nurses. Methods: The participants for this study were 297 nurses from three general hospitals in two local cites in Korea. Data were collected by self-administered questionnaires from August 26 to September 10, 2013 and analyzed using descriptive statistics, One-way ANOVA, t-test, Pearson Correlation, Stepwise Multiple Regression with the SPSS/WIN 18.0 program. Results: The average scores for turnover intention, emotional labor, and communication competence respectively, were 3.45, 3.08, and 3.44 out of 5. The novices recognized that their emotional labor and turnover intention were significantly higher, and their communication competence was lower than other nurses. Nurses' turnover intention had a positive relationship with their emotional labor, but no relationship with communication competence. Job satisfaction, frequency of emotional expression, and emotional dissonance had an effect on nurses' turnover intention. Conclusion: The results show that emotional labor and job satisfaction are very important factors affecting nurses' turnover intention. So, nurse managers should try to minimize nurses' emotional labor and maximize their job satisfaction by developing various human relationship educational and support programs and using them.

• 한국식품조리과학회지
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• 제25권5호
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• pp.575-585
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• 2009

This study was conducted to identify the job stress factors of school foodservice employees and to examine the relationship between job stress and turnover intention through path analysis. Data was collected using a survey of 432 school foodservice employees in elementary and secondary schools in Masan, Kyungsangnam-do. All of the participants were female, and 165(52.9%) were over the age of 45' Additionally, 310(99.4%) of the respondents were married, while 287(92.0%) had less than a high school level of education. Furthermore, 271(86.9%) of the respondents were cooks. Overall, 107(34.3%) of the respondents had worked in the food industry for less than $5{\sim}10$ years. In addition, 208 (66.7%) respondents answered that they had 'never' changed jobs. Among job characteristics that causes job stress, job posture was the primary stress factor, followed by heavy work load and job condition. Job stress was found to be significantly correlated with turnover intention. Additionally, job position was the only moderating variable that was found to be correlated with job characteristics and job stress. Finally, the moderating variables influencing the effects of job stress on turnover intention were identified as performance confidence, job career, and job position. The results of this study will be useful for future studies conducted to evaluate the development of job environments and performance to minimize turnover and job inefficiency as a result of job stress.

• 한국IT서비스학회지
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• 제17권2호
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• pp.1-16
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• 2018

Large corporations have the work and roles of employees clearly defined in accordance with their established internal structure whereas small and mid-sized firms may lack an official job specification or a written job description, causing ambiguity in the role of employees. In IT service companies, especially, there is a relatively large number of tasks requiring one person to play multiple roles and they are often highly dependent on few key players. In this reality where about 80% of the job seekers end up in SMEs, it is therefore necessary to look into how the turnover factors such as job strain and occupational burnout caused by the role ambiguity from extra work affect the turnover intentions of small and medium sized IT service firm employees. The outcome of this study is as follows. First, the relationship between job strain and turnover intention has been examined to find that a weak inverted U shaped relationship exists between role overload, which is a subset of job strain, and turnover intention. Second, the hypothesis based on the competing values framework has been tested that the fitness with organizational leadership and culture would moderate the relationship between job strain and turnover intention and it has been confirmed that the degree of relationship between role conflict and role ambiguity, the subsets of job strain, and turnover intention has changed. In conclusion, in order to discourage turnover intention, it is necessary to increase the fitness with the organization and leadership or generate a sufficient level of strain in case of an organization with low fitness.