• The Journal of the Korea Contents Association
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• v.16 no.4
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• pp.100-113
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• 2016

Purpose: This study was performed to investigate the influence of children's hospital nurses' job characteristics and job stress on turnover intention. Method: The subjects were 148 nurses who have been working in 6 children's hospitals located in G city. Measurement tools used for this study included job characteristics were created by Lee, and modified by Hong, and job stress tool developed Kim & Ku and modified by Choi. And the tools used for assessing turnover intention were created by Mobley and Becker and modified by Kim. The collected data was analyzed using descriptive statistics, the independent t-test, one-way ANOVA, Pearson' Correlation and regression on SPSS 21.0 program. Result: Job challenge and job fitness among the sub-areas of job characteristics, job stress and salary were identified as factors influencing turnover intention. These factors explained 36.5% of variance of turnover intention. Conclusion: In conclusion, this results can be used to help the children's hospitals creates an environment where nurses can enhance Job challenge and job fitness also, reduce job stress which lead to turnover rate and turnover intention.

• Korean Journal of Occupational Health Nursing
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• v.22 no.2
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• pp.130-139
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• 2013

Purpose: This study was to identify the relationship among clinical nurse's job overload, self-efficacy, emotional exhaust and turnover intention. Methods: The study was conducted through a survey on 537 clinical nurses in five general hospitals. The data were collected by self-reporting questionnaires and analysed by the SPSS/WIN 17.0 program using descriptive statistics, t-test, ANOVA, Pearson correlation coefficient and stepwise multiple regression. Results: The mean score of turnover intention was 3.04. Turnover intention according to age, total career, job objective, and work off showed significant differences. The significant positive correlations between emotional exhaust and turnover intention (r=.531, p<.001), job overload and turnover intention (r=.514, p<.001) were found. The significant factors influencing turnover intention were emotional exhaust (${\beta}$=.488, p<.001), career (${\beta}$=.175, p<.001), job overload (${\beta}$=.119, p= .003), and number of night (${\beta}$=.117, p=.002), which accounted for 40.3% of the variance. Conclusion: Thought this result, nursing managers should analyze the reasons for high turnover intention, focusing on the main factors affecting turnover intention and consider the solutions to decrease the turnover intention.

• Journal of the Korea Society of Computer and Information
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• v.28 no.11
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• pp.181-190
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• 2023

In this paper is a descriptive survey research to compare correlations among the job stress, job satisfaction, emotional labor, and turnover intention of nurses between the comprehensive nursing care service and general wards. The subjects include total 185 nurses that consisted of 93 nurses at the comprehensive nursing care service ward and 92 at the General Ward. Results of this study are as follows; The study analyzed correlations among the job stress, job satisfaction, emotional labor, and turnover intention of nurses at the comprehensive nursing care service and general wards and found that both the groups showed significant positive correlations between job stress and emotional labor, between job stress and turnover intention, and between emotional labor and turnover intention, which indicates that higher job stress led to higher emotional labor and that higher job stress and emotional labor led to higher turnover intention. These findings raise a need to increase the manpower standard, offer proper rewards, and improve the work environment and treatment for nurses, who play the pivotal roles at the hospital organization, to solve their increased job stress and emotional labor issues and ultimately ensure the successful expansion of the comprehensive nursing care service system. There should be multifaceted efforts to reduce the turnover of skilled nurses that are capable of providing quality nursing service.

• Journal of vocational education research
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• v.35 no.6
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• pp.1-19
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• 2016

This study is to analyze the effect of job relatedness of content in learning, job stress and organization communication on turnover intention and to examine whether the job satisfaction has a mediating effect by using HCCP 2013 panel data. The data was analyzed through Windows SPSS 23.0 program. Major findings of the study were as follows. First, It has significant result that job relatedness of content in learning, job stress and organization communication affects turnover intention. Second, job satisfaction mediates between job relatedness of content in learning and turnover intention. The job relatedness of content in learning level is higher, the turnover intention will be lower through mediating job satisfaction. Third, job satisfaction is also significant effect between job stress and turnover intention. Although the job stress gets higher, the turnover intention can be lower because of job satisfaction. Finally, the relationship between organization communication and turnover intention is mediated by job satisfaction. Therefore, the company should prepare employee's turnover intention to control through this study.

• Journal of Korean Academy of Nursing Administration
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• v.19 no.3
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• pp.372-381
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• 2013

Purpose: The purposes of this study were to analyze the mediating effects of empowerment, job stress, organizational commitment and relation-oriented nursing organization culture on turnover intention of clinical nurses. Methods: Participants selected for the final analysis were 382 nurses working in 4 general hospitals. Data were analyzed through descriptive statistics Pearson correlation analysis (SPSS/WIN 17.0), and Path analysis (AMOS 18.0). Results: The study results are as follows: relation-oriented nursing organizational culture had no direct effect but had an indirect effect on nurses' turnover intention through empowerment, job stress, and organizational commitment, while job stress and organizational commitment had direct effects on turnover intention. The results also showed that empowerment had strong effect on organizational commitment, but job stress had very weak effect. Empowerment had an effect on turnover intention. Conclusion: These results indicate that establishment of relation-oriented nursing organization culture is imperative if clinical nurses' turnover intention is to be decreased.

• Journal of the Korean Society of Safety
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• v.28 no.1
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• pp.102-108
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• 2013

This study aimed to examine the impact of workers' perceptions of the safety climate on job satisfaction and intention to turnover in the manufacturing industry. Data was collected from employees(n=143) working in the manufacturing industry. The perceived safety climate included perceptions of the safety commitment of the management, safety leadership of the immediate supervisor, and safety policy. Hierarchical regressions were conducted to identify the significance of the relation between the sub-variable of the perceived safety climate and job satisfaction, and intention to turnover. The results show that safety commitment and safety policy are significant predictors of job satisfaction. The immediate supervisor's safety leadership was significantly correlated with intention to turnover. These results indicated that the perceived safety climate of workers in the manufacturing industry might influence job satisfaction and intention to turnover. Therefore, organizations in the manufacturing industry should focus on improving safety climates to enhance job satisfaction and prevent employee turnover.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.15 no.6
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• pp.3741-3750
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• 2014

This study investigated the emotional labor factors influencing job involvement, job satisfaction and turnover intention of clinical nurses. Study subjects were 258 nurses at a hospital in B city. The data was collected from October 11, to November 30, 2013. The data was analyzed using the SPSS win 21.0 program. The mean scores were 3.47 for emotional labor, 2.94 for job involvement, 2.88 for job satisfaction, and 3.49 for turnover intention. Emotional labor was negatively correlated with job involvement and job satisfaction, but positively correlated with the turnover intention. Multiple regression analysis showed that the participant characteristics after controlling for emotional labor had 33.9% of the explanatory power on job involvement 16% on job satisfaction, and 19.8% on the turnover intention. The results indicate that the emotional labor of nurses influences their job involvement, job satisfaction and turnover intention Therefore, it is necessary to concentrate on improving the emotional labor of nurses to increase their job involvement and job satisfaction.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.11 no.6
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• pp.2046-2053
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• 2010

This study reviewed the previous research materials and made a positive investigation to identify the structural interrelation of caddies' emotional labor, job stress and turnover intention. Some analytical findings are as follows: First, the job stress increases in proportion as the emotional labor. Second, the turnover intention is not in proportion as the frequency of emotional display or the subordinate element of the emotional labor but the degree of the emotional expression and dissonance. Third, the turnover intention is in proportion as the job stress. In other words, the higher the emotional labor, the more the job stress and turnover intention. Consequently, the caddies should be highly qualified to express themselves according to their job conditions. Also, the stronger the caddies' job stress, the more their turnover intention. It is necessary to use the leadership to relieve the job stress and motivate the caddies to have the pride. My solution will have a positive effect on lessening the job stress and turnover intention.

• The Journal of the Korea Contents Association
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• v.15 no.2
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• pp.233-241
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• 2015

In this study, I examine whether differences in the levels of job satisfaction and turnover intention exist with regard to the police department size. To accomplish this, a way ANOVA analysis of variance(One-way ANOVA) was conducted. As a result, a significant differences were found in job satisfaction and turnover intention according to the department size and grade. Specifically, first, in the job satisfaction level on the department size, the smaller department size was, the lower job satisfaction level was and the bigger department size was, the higher job satisfaction level was. Second, in the turnover intention level on the department size, the result was not statistically significant. Third, in the job satisfaction level on the department grade, the lower department grade was, the higher job satisfaction level was and the higher department grade was, the lower job satisfaction level was. Fourth, in the turnover intention level on the department grade, the lower department grade was, the lower turnover intention level was and the higher department grade was, the higher turnover intention level was.

• Asia Pacific Journal of Business Review
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• v.5 no.2
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• pp.1-18
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• 2021

This present study investigatesed the impact of the team innovation-oriented human resource management (HRM) practices on employees' turnover intention among financial, pharmaceuticals, distribution, and manufacturing industries in Korea. Furthermore, we explored whether risk perception of turnover and the cost of changing job would mediate the relationship between team innovation-oriented human resource management practices with employees' turnover intention in different industries in Korea. To that end, PLS structural equation modeling was used to exam the research hypothesis. We have found that team innovation-oriented HRM practices have a significant impact on employees' turnover intention. Moreover, we have discovered risk perception of turnover and the switching cost of changing job playing mediating role in the relationship of team innovation-oriented HRM practices with turnover intention among different type of industries employee. Lastly, the theoretical implications were discussed based on these findings.