• 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 Korean Journal of Health Service Management
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• v.11 no.1
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• pp.67-78
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• 2017

Objectives : This study investigated the fatigue, emotional labor and job embeddedness factors influencing the turnover intention of clinical nurses. Methods : A survey was conducted with 479 hospital nurses. Data were analyzed using descriptive statistics, t-tests, ANOVA, Pearson correlation coefficients. and multiple regression with SPSS/WIN 23.0. Results : The mean scores fatigue, emotional labor, job embeddedness. and turnover intention were $3.06{\pm}0.71$, $3.43{\pm}0.60$, $2.94{\pm}0.47$, and $3.39{\pm}0.62$, respectively. Turnover intention was positively correlated with fatigue and emotional labor, but negatively correlated with job embeddedness. Multiple regression analysis showed that the factors affecting turnover intention were job embeddedness, emotional labor, gender, and with studying. Conclusions : The results indicate that emotional labor and job embeddedness are very important factors affecting nurses turnover intention. Therefore nurse managers should decrease nurses emotional labor and maximize their job embeddedness by developing various emotional sensitivity and support programs.

• Journal of Korean Academy of Nursing Administration
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• v.15 no.1
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• pp.16-25
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• 2009

Purpose: This study was to identify the factors influencing turnover intention of nurses in small and medium-sized hospitals. Method: The participants in this descriptive survey on causal relations were 192 nurses who were working at small and medium-sized hospitals in Daegu city. The data were collected by self-reporting questionnaires and analysed by the SPSS Win 14.0 program using descriptive statistics, t-test, ANOVA, Pearson's correlation coefficients and stepwise multiple regression. Result: The mean for job characteristics scores were 2.90, the job satisfaction scores were 3.00, the organizational commitment scores were 3.00, job stress scores were 2.42, the turnover intentions scores were 3.08. Turnover intention according to general features were shown as following; age, marital status, clinical career, work schedule type, frequency of night duty. The relationship between turnover intention and job stress had positive correlation. But the relationship between turnover and other factors that job satisfaction, organizational commitment had negative correlation. The causal factors of turnover intention were organizational commitment, job satisfaction, job stress, and job characteristics, frequency of night duty. $R^=.39$. The organizational commitment were the highest significant predictors of turnover intention. Conclusions: The findings of study suggest that broad intention program should be provided to prevent problems of turnover.

• Korea Journal of Hospital Management
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• v.21 no.3
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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.

• Journal of dental hygiene science
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• v.20 no.3
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• pp.171-177
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• 2020

Background: Maintaining a skilled workforce by minimizing the turnover of competent dental hygienists is very important for securing dental competitiveness. Therefore, it is necessary to find a predictor of turnover and lower turnover intention. To understand dental hygienist turnover, it is necessary to study the resilience, a positive factor of personal characteristics and job embeddedness that induces residual tissue. The purpose of this study was to investigate the effect of dental hygienists' job embeddedness and resilience on turnover intention. Methods: A survey was conducted on licensed dental hygienists nationwide, from March 19 to July 19, 2020. T-test and one way ANOVA analysis were performed to compare the job embeddedness, resilience, and turnover intention according to the general characteristics. Pearson's correlation analysis was performed to identify the correlation between job embeddedness, resilience, and turnover intention. Multiple regression analysis was performed to determine the effect on the turnover intention. Results: Job embeddedness was the highest with link and resilience scoring 3.57 and 4.16, respectively. The turnover intention scored 3.53. Among the general characteristics, age, marriage, total dental clinic career, education degree, and position showed statistically significant differences in job embeddedness, resilience, and turnover intention. Suitability, link, and sacrifice of job embeddedness were shown to affect the degree of turnover intention, with an explanatory power of 26.2%. Conclusion: In order to reduce the dental hygienists' turnover intention, job embeddedness and resilience should be increased. Thus, measures should be undertaken for professional and systematic program development and human resources management.

• Journal of Home Health Care Nursing
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• v.23 no.1
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• pp.62-70
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• 2016

Purpose: This study examined the impact of working environment, job identity, and job satisfaction on turnover intention among child care providers. Methods: Data were collected from a sample of 146 child care providers using self-administered questionnaires from May 1 to July 20, 2014. The data were analyzed with SPSS 18.0. Results: Child care providers had a middle level of job identity, job satisfaction, and turnover intention. Turnover intention among child care providers was significantly predicted by age, job satisfaction, and income satisfaction. Conclusion: These results suggest that intervention and strategy development are needed to decrease turnover intention among child care providers. Exploration of strategies to increase the job satisfaction and income satisfaction are needed, in order to reduce turnover intention.

• Journal of Korean Academy of Nursing Administration
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• v.22 no.2
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• pp.158-166
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• 2016

Purpose: This study was done to investigate the influence of organization and community job embeddedness on turnover intention of nurses in small and medium sized general hospitals. Methods: The participants, 333 nurses, were recruited from small and medium sized general hospitals in Korea. Data were collected by self-report questionnaires on job-embeddedness and turnover intention and were analyzed using descriptive statistics, Independent t-test, One-way ANOVA and $Scheff{\acute{e}}^{\prime}$, Pearson correlation coefficient, and multiple linear regression analysis with the SPSS 18.0 program. Results: The score for job embeddedness and it's 6 factors, and turnover intention were above 3 on a 5 point scale with the exception of organizational sacrifice. There was a significant difference in turnover intention according to age, marital status, salary, and position. There were significant negative correlations between the 6 factors of job embeddedness and turnover intention. Variables entered in multiple regression showed that organizational sacrifice, organizational fit and age were significant contributing factors to turnover intention. Conclusion: The findings suggest that there is a need for strategies to enhance job embeddedness, especially organization sacrifice and organization fit. These factors should be developed and used to decrease turnover intention of nurses in small and medium sized general hospitals.

• The Research Journal of the Costume Culture
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• v.23 no.2
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• pp.270-283
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• 2015

The purpose of this study was to investigate the relationship between working environment and quality of life of fashion vendor company workers by using working environment variables such as job stress, job burnout, job satisfaction, and turnover intention. Preliminary test was conducted by interviewing fashion vendor company workers in order to find out factors that were more suitable for their working environment. Main survey was conducted to 200 fashion vendor company workers and 194 responses were analyzed. The results of correlation analysis showed that job stress, job burnout, job satisfaction, turnover intention, and factors of quality of life had significant relationships. Boss stress, role stress, achivement decrease, and personal condition satisfaction showed a significant relationship with turnover intention. The results of path analysis showed that job stress had a positive relationship with job burnout and job burnout had a negative relationship with job satisfaction. Both job stress and job burnout had a positive relationship with turnover intention, whereas job satisfaction had a negative relationship with turnover intention. Also, the results showed that job burnout and turnover intention had a negative relationship with quality of life of fashion vendor company workers, whereas job satisfaction had a positive relationship with quality of life of fashion vendor company workers.

• 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.

• Journal of Korean Academy of Fundamentals of Nursing
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• v.17 no.4
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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.