• Journal of Convergence for Information Technology
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• v.10 no.2
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• pp.167-175
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• 2020

This study look at the types of conflict that can be the biggest cause of hospital staff turnover, and the project was to provide useful information for stable manpower management of hospital organizations by identifying the factors of can alleviate turnover. The research method collected survey data for administrative and nursing staff from September 16, 2019 to September 30, and conducted t-test, ANOVA, Pearson χ², Regression analysis. According to the analysis, more than half of the respondents said they would relocate if Don't have anything to get from hospital. Factors affecting the Current turnover intention of Administration staff were Superior's egocentric remarks and action, and Unclear job instruction. And Nurses were Superiors' egocentric remarks and action, and Dismissive behavior and unpleasant remarks. Thus, the need to examine organizational culture at the organizational level and organizational culture at the department level was raised.

• Journal of Korea Society of Industrial Information Systems
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• v.19 no.3
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• pp.103-114
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• 2014

The purpose of this study is to find out the relationship between high involvement Human Resource Management and organizational effectiveness in small company. High involvement Human Resource Management practices include training, incentive, performance appraisal, participation, proposal, communication, job description. This research approached organizational effectiveness using internal process and goal. Internal process approach measured internal organizational health using aggregate organizational commitment, turnover intention, job search. Goal approach measured organizational growth using sales growth rate per employee and net income growth rate per employee. Using the collected data from 267 employees at 27 small-sized firms located in South region in Korea, this research tested and confirmed the construct validity regression analysis at the organizational level. This research came to the conclusions to as follows: First, high-involvement HRM had the positive effect on the organizational commitment. Second, high-involvement HRM had the negative effect on the turnover intention. The findings suggest that high-involvement HRM is a valuable construct to understand internal process approach of organizational effectiveness in small firms.

• The Journal of the Korea Contents Association
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• v.16 no.11
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• pp.369-383
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• 2016

This study aims for strengthening the ability of home visiting care giver by figuring out interpersonal stress of bearing hardships which affect turnover intentions of home visiting care givers and by focusing on mediating effect of burnout. First, in summary, the analysis result was that the age of care givers and the presence of spouse are in relational factors correlated with burnout. Also age and experience of turnover have some connection with turnover intentions. Second, interpersonal stress of burnout and turnover intentions have static correlation. Third, the interpersonal stress represents increasing level of stress of burnout and the intervention of burnout shows static effects on turnover intentions of care givers. Suggestions of this study's results are, first, solution of interpersonal stress which home visiting care givers are facing should be improved by families' support or encouragement. In addition, the more professional and organized job training should be advanced to improve the understanding of various situations and coping skills. Second, the more interest should be need on business characteristics and environmental limitation. Also many centers that support care givers should reinforce their role. Third, to decrease the turnover intention which comes from interpersonal stress, doing some burnout research could be helpful and especially the legal regime which supports the research of burnout is essential.

• The Journal of the Korea Contents Association
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• v.15 no.8
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• pp.408-415
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• 2015

This study investigated the job-satisfaction of the Radiographer's job-characteristics and job-stress. A total of 213 Radiographer were surveyed using a self-administered questionnaire. The 105 questionnaires consist of general characteristics, job characteristics, occupational stress, and job satisfaction. The job satisfaction was categorized into 3 sub-scales; psychological variables, environmental variables, and structural variables. The occupational stress was categorized into 8 sub-scales; physical environment, job demand, insufficient job control, interpersonal conflict, job insecurity, organizational system, lack of reward, and occupational climate. 30 years old than 30 years later, people are highly rewarding than a low person, this person is lower than people with high sense of duty, place the larger the size of Seoul, hospital than fat, than people who do not have turnover intention this, job insecurity, organizational structure, inadequate compensation, workplace culture, physical environment, people with low job satisfaction is higher than men were. As such there is a need to identify the cause because otherwise indicated differences in job satisfaction.

• Journal of Korean Dental Hygiene Science
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• v.6 no.2
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• pp.51-64
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• 2023

Background: This study was conducted to determine the association with dual jobbing on dental hygienists' job satisfaction and to identify the factors that lead to dual jobs. Methods: This study was an online survey of 110 currently employed dental hygienists conducted during the month of May 2022. To determine job satisfaction, we used the 20-item Korea-Minnesota Satisfaction Questionnaire (K-MSQ). Survey questions related to dual job were adapted and supplemented from the dual job survey instrument for dental hygienists to identify intention to dual job and future intention to dual job. Descriptive statistics, independent t-test, ANOVA and Scheffe's post hoc analysis, and multiple logistic regression were performed. Results: The dual job rate and future dual job rate of the participants in this study were about 27% and 47%, respectively. The means for Intrinsic job satisfaction, Extrinsic job satisfaction, and job satisfaction were 3.44, 3.15, and 3.36, respectively. It was statistically significant that extrinsic job satisfaction increased with increasing position, and intrinsic job satisfaction, extrinsic job satisfaction, and job satisfaction increased with increasing salary. Those currently working dual jobs cited "self-actualization" as a reason for doing so, and those who intended to work dual jobs in the future cited "not being paid enough in their primary job" as a reason. We found that a one-unit increase in intrinsic job satisfaction and job satisfaction increases the odds of future intention to dual job by about 1.07 and 1.05 times, respectively (p<0.05). Conclusion: This study confirmed the influence of dental hygienists' job satisfaction on intention to dual job and future intention to dual job, and self-actualization was found to be the main factor. Therefore, the consideration of dual jobs in the future will affect the improvement of dental hygienists as professionals and the reduction of turnover through better working conditions.

• Journal of the Korea Fashion and Costume Design Association
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• v.18 no.2
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• pp.65-78
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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 according to the characteristics of employees of korean fashion companies. For the study, the questionnaire was developed by the authors and distributed to 350 employees of Korean fashion companies. A total of 315 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. First, men showed higher scores in job satisfaction and organizational commitment, and lower score in intent to leave their jobs than women. Second, those who were in their fifties or older had higher job satisfaction and organizational commitment and lower intent to leave their job than those who were in their twenties. Third, those who work in the sales department or merchandising department had higher job satisfaction and organizational commitment and lower intent to leave their job than designers. Fourth, managers and executives had higher job satisfaction and organizational commitment and lower intent to leave their job than lower position employees. Fifth, those with 15 years or longer job experience had higher job satisfaction and organizational commitment and lower intent to leave their job than those with less than three years. Finally, those who had a monthly income of three million won or more had higher job satisfaction and organizational commitment and lower intent to leave their job than those who had a monthly income of less than one million won.

• 한국항공운항학회:학술대회논문집
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• 2016.05a
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• pp.55-63
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• 2016

항공사 종사원의 직무스트레스에 관한 연구는 대부분 항공사 운항승무원을 제외한 객실승무원이나 기타 항공사 종사자의 직무스트레스에 관한 연구가 대부분이어서 본 연구는 항공기의 운항에 있어서 최종 의사결정자라고 할 수 있는 조종사의 직무스트레스를 연구함에 의미가 있을 것으로 사료된다. 최근 운항승무원의 이직증가에 따른 문제를 인식하여 운항승무원이 조직에서 느끼는 직무스트레스 요인과 조직몰입, 직무만족간의 상관관계를 분석함으로써 보다 효율적인 조직 관리 방안의 필요성에 대해 연구하고자 한다. 이를 통해 조종사의 이직의도를 예방하고 관리하여 업무효율을 높이고 나아가 개인의 건강한 삶에 도움이 되는 기초 자료를 마련하고자 한다.

• Korean journal of food and cookery science
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• v.32 no.6
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• pp.745-753
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• 2016

Purpose: This study was conducted to provide basic data for human resources management of hospital foodservice employees by determining their job characteristics, job satisfaction, and organizational commitment according to recent hospital environment changes. Methods: Our survey was administered to 248 hospital foodservice employees in Busan area from September 1 to September 25, 2014. A total of 158 questionnaires were used for final analysis. Results: The mean score of job characteristics showed significantly difference by work experience (p<0.001), annual salary (p<0.01), and cooking certification (p<0.05). Job satisfaction had significantly difference by the age (p<0.05), annual salary (p<0.001), and turnover intention (p<0.001). Organizational commitment showed significantly (p<0.001) difference by age, work experience, and annual salary. There was positive correlation (p<0.001) between organizational commitment and job characteristics, job satisfaction. Organizational commitment had significantly positive correlation with skill variety (p<0.001), feedback (p<0.01), and task significance (p<0.001) of job characteristics, with work (p<0.001), pay (p<0.001), and co-workers (p<0.001) of job satisfaction. Job characteristics (${\beta}=0.249$, p<0.001) and job satisfaction (${\beta}=0.380$, p<0.001) had positive influences on the organizational commitment(p<0.001). In sub factors of job satisfaction, work (${\beta}=0.291$, p<0.001) and pay (${\beta}=0.252$, p<0.01) had positive influences on organizational commitment. Conclusion: To develop the organizational commitment, hospital managers need to reinforce responsibility and fulfillment by job enrichment and to consider increasing salaries to get a higher satisfaction from foodservice employees.

• Korean Business Review
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• v.18 no.2
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• pp.151-178
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• 2005

This research proposed leader's supervisory behavior as antecedent variables of salesperson's job satisfaction which had been not tested at Brown and Peterson's (1993) empirical study and used organization citizenship as consequences of job satisfaction which was widely tested at the organization related literatures. According to research outcomes, leader behavior influence job satisfaction and organizational citizenship was turned out. to be outcome of salesperson's job satisfaction. But, on the contrary to our expectation, organizational citizenship has nothing to do with salesperson's intention to stay organization. Thus, it could be said that salesperson's intention to stay and organizational citizenship were mutually exclusive outcomes variables of job satisfaction and there is no causal relationship between these two constructs. Also, as it was to be in Brown and Peterson's (1993) empirical study, it was confirmed that leader's supervisory behavior influences commitment and citizenship behavior indirectly through salesperson's job satisfaction. We proposed that sales managers concern about salesperson's job satisfaction and commitment to prevent salespersons from turnover. Especially, commitment to organization is turned out to be very important factor in salesperson management in considering that it influences salesperson's intention to stay and accommodates salesperson's prosocial behavior.

• Journal of dental hygiene science
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• v.7 no.2
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• pp.65-72
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• 2007

The purpose of this study was to examine the job stress and job stressors of dental hygienists. The subjects in the study were 220 dental hygienists who worked in north Jeolla province. After a mail survey was conducted from July 24 through September 24, 2006, the responses from 180 dental hygienists(response rate 81.8%) were gathered, and 156 answer sheets were analyzed except 24 incomplete ones that couldn't be analyzable. The findings of the study were as follows: 1. As for the correlation of overall job stress to turnover intention, their entire stress was under the influence of unreasonable treatment (r = 0.382), conflicts as a professional(r = 0.285), tough working environments(r = 0.303), conflicts with colleagues(r = 0.233), and heavy workload (r = 0.262). Those who were more stressed were more willing to change their occupation, and their stress level made a statistically significant difference to that(p < 0.01). 2. A multiple regression analysis was carried out by selecting the job stressors and turnover intention as independent and dependent variables respectively to see how each of the stressors affected job stress. And unreasonable treatment(p < 0.001) was identified as what had the biggest impact on that, followed by conflicts as a professional(p < 0.05), and tough working environments (p < 0.05). The stressors made a 22.2% prediction of turnover intention.