• Journal of Korean Academy of Nursing
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• v.46 no.3
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• pp.364-374
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• 2016

Purpose: This study was performed to investigate the relationship among reciprocity, emotional labor, nursing service quality and intent to leave, and to identify factors influencing nursing service quality and intent to leave. Methods: This study was a cross-sectional survey. Participants were 300 nurses working at five general hospitals in two provincial cities in Gyeongsang Province, Korea. From May 1 to June 30, 2014, data were collected using structured questionnaires and analyzed with SPSS/PC ver 20.0 programs. Results: There were relationships between reciprocity and nursing service quality, and intent to leave, and between emotional labor and intent to leave. Participants' general characteristics, reciprocity and emotional labor explained 48.4% of variance in nursing service quality and participants' general characteristics and these two independent variables explained 31.9% of intent to leave. Conclusion: These findings indicate that from the perception of hospital nurses, reciprocity and emotional labor are both very important factors to improve the quality of nursing service and decrease the intent to leave. So nursing managers should try to develop various personnel management programs focused on human emotions, and create a mutual respectable organizational culture and work environment.

• Journal of the Korea Society of Computer and Information
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• v.16 no.11
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• pp.209-217
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• 2011

Recently, As it takes charge of the customer service in many enterprises, the importance of call center has been emphasized more and more. The growth of call center industry is leading lots of call center agents. But, Call center agent's frequent turnover deteriorates the labor productivity and quality. Also, This turnover increases training cost and recruit cost. For these reasons, management turnover in call center is emerging as an important issue. The purpose of this study is to analyze the relationship of job satisfaction factors, job satisfaction, organizational commitment and turnover intention of call center agent. To achieve these objective, as a conceptual model of the study, job satisfaction factors, job satisfaction, organizational commitment and turnover intention were reviewed and the model could be estimated through path analysis. According th the finding of this study, job satisfaction factors have positively impact on the job satisfaction, organizational commitment but have not directly impact on the turnover intention. Also job satisfaction and organizational commitment have negatively impact on the turnover intention. As a result, the meaningful implication of this study suggests that the increase of both job satisfaction and organizational commitment through the improvement of job satisfaction factors should be regard as important dimensions to decrease of turnover intention of call center agents.

• The Journal of the Korea Contents Association
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• v.18 no.9
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• pp.217-230
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• 2018

Proficiency-centered manufacturing environment of the past is now expanding into that focused on expertise and knowledge. So the paradigm shift about human resources and management of them is required to maintain competitiveness and run the organization in a stable way. Many studies have shown that in various fields job competence has a positive influence on job satisfaction, but researchers' point of view is limited only to proficiency. With a focus on this situation, this study has analyzed empirically the effect of job knowledge and proficiency on a turnover intention and its mediating effect of job satisfaction in S company whose manufacturing environment is changing fast. The analysis has shown that the job knowledge and proficiency have a positive effect on job satisfaction and that job satisfaction influences a turnover intention. It has an important meaning in that by estimating the relationship between employees' job knowledge and their turnover intention, this study is providing a basic data needed to manage job competence of manufacturing labor force.

• Knowledge Management Research
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• v.22 no.3
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• pp.201-215
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• 2021

Owing to COVID-19 pandemic and global recession, enterprises are facing more and more fierce competition. Under this situation, retaining as much as recruiting good employees has become a top priority for organization. However, post 90s, with very different characteristics from traditional workers, entered the labor market, and both employers and employees suffered from post-90's high turnover rate. Therefore, this study focuses on Chinese post-90s and examined the effects of work values they pursue (utilitarian orientation, interest congruence, long-term development, and innovativeness) on job satisfaction and turnover intention. In addition, the groups with less than or more than one year of service were compared and analyzed. A total of 267 Chinese workers born in the 90s participated in the survey. Our research findings show that utilitarian orientation affects both job satisfaction and turnover intention, but interest congruence only affects job satisfaction while innovation only affects turnover intention. And the moderating effect of tenure of service was partially verified. Various implications based on the result were discussed.

• Journal of the Korea Convergence Society
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• v.12 no.11
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• pp.371-376
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• 2021

This study analyzed the mediating effect of turnover intention between the empowerment and the job satisfaction of professionals in the welfare centers for the handicapped. A survey of professionals working in Deajeon and Chungnam areas was conducted and the 352 data were analyzed. The analysis results are as follows : 1) professionals' empowerment had a positive effect on the job satisfaction. 2) the mediating effect of the turnover intention was proved between the both variables. Based on the research findings, it is necessary to provide proper authority for professionals and to raise the wage level for improving their empowerment quality. For reducing professionals' turnover intention, we need to ease the burden of work and to offer the mentor program, the club activities and the rest support service for the sake of managing emotional labor.

• Journal of Korean Society of Occupational and Environmental Hygiene
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• v.26 no.3
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• pp.377-387
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• 2016

Objectives: The objective of this study was to describe the emotional labor experiences of ward nurses in Korea. Methods: The data were collected through focus group interviews with seven ward nurses. The phenomenological analytic method suggested by Colaizzi was used to analyze the data. Results: Four theme clusters and eleven themes emerged from the analysis. The first theme cluster, 'Terrible working environment' includes changes in the health environment and realities of nursing organization. The second theme cluster, 'Suppressed feelings' includes institutionalized power trip, patient-centered emotion management and burning. The third theme cluster, 'Tired body and mind' includes withdrawal, wounded self-esteem, burnout and turnover desicion. The fourth theme cluster, 'Want to be comforted' includes emotional control and wishing to live as a nurse. Conclusions: The findings of this study provide an understanding of the emotional labor experiences of ward nurses to explain their perceptions and language. The essence of the emotional labor of ward nurses is a negative working environment created by increased competition in the healthcare industry and the nature of nursing organization, and as a result their quality of life has fallen.

• KSCE Journal of Civil and Environmental Engineering Research
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• v.34 no.6
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• pp.1893-1899
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• 2014

This study is to suggest strategies of specialty contractors that provide labors oriented engineering service by interaction analysis between construction business indicators and business performance indicators. For specialty contractors that mainly provides labor oriented engineering service, the amount of construction orders imposes lasting impact to the turnover ratio of current assets supposedly because they are operating current assets to secure labor. In other words, this type of specialty contractors are focused on mobilization of labor not materials or equipment. So, it is determined that they will be able to increase revenue by operating current assets to address current liabilities and labor mobilization.

• Journal of the Korea Society of Computer and Information
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• v.19 no.1
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• pp.157-168
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• 2014

In general, there are three factors which compel employees to leave their position at a company: duties in organization, perception related to organization, and attitude built through the previous factors. The purpose of this study is to investigate the influence of the factors on the turnover intention and the decreasing achievement affected by the turnover. For this study, the perceived organizational support and organization commitment were chosen as worker's attitude variables which affects turnover intention. The results through the actual analysis are as follows: 1. Worker's emotional commitment is on the increase when the organization values their increased efforts as precious and makes efforts to improve welfare system. 2. Worker's turnover intention decreases as the stronger emotional commitment enables them to gain more consciousness to stay longer at the company. 3. The worker who possesses stronger lasting commitment tends to have some inclination to leave his current position if other organization offers compensation enough to make up for the current investment. 4. Worker's turnover intention decreases when they perceive that the organization acknowledges employees' value and supports them. 5. Worker's turnover intention at the small-middle sized companies is higher than at major companies. In this study, four out of five hypotheses, which are based on theoretical examinations and backgrounds, gain verified results. In the end, it is showed that the perceived organization support can increase the emotional commitment which makes it possible to decrease turnover intention. Consequently, it can be said that the appropriate human resources management is to explore the ways to decrease worker's turnover intention by improving labor environment and searching for the way to promote worker's commitment to their organization through the perceived organization supports.

• Korean Journal of Organic Agriculture
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• v.30 no.4
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• pp.471-483
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• 2022

This study analyzed management situations of two organizations that have produced environment-friendly agricultural and processed meat products. 'A' farming corporation sells environment-friendly agricultural products like as grains, vegetables, fruits and processing foods. 'B' agricultural corporation processes and sells environment-friendly processed meat products, specially organic and antibiotic-free beef products. Recently, members and production areas of 'A' farming corporation have decreased because of their aging and labor shortage. And Indices for the management analysis are stability ratio, activity ratio and profitability ratio. Stability ratio indices are debt ratio, net worth ratio, fixed ratio and current ratio. Activity ratio ones include fixed assets turnover and net worth turnover. And profitability ratio is showed through return on investment, net return on sales and return on equity.

• Korean Journal of Construction Engineering and Management
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• v.20 no.5
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• pp.83-94
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• 2019

Recently, the proportion of overseas orders of domestic construction companies is increasing, and the global market demands management transparency on corporate social responsibility activities. Therefore, domestic companies are faced with the need to systematically prepare for social responsibility activities. The purpose of this study was to examine whether CSR activities have a moderating effect on the relationship between organizational trust, job satisfaction, turnover intention and contract type. This study analyzed the effect of CSR activities on organizational trust, job satisfaction and turnover intention. The study targets regular and irregular workers in construction companies who promote CSR activities through the homepage, public service ad, and media. The questionnaire distributed 300 copies online. The final valid sample is 255 (145 Regular and 110 Irregular). Empirical analysis used a structural equation model. The results of the study are as follows. First, in CSR activities, economic responsibility, philanthropic responsibility and ethical responsibility had a positive (+) effect on organizational trust. Second, organizational trust had a positive (+) effect on job satisfaction in CSR activities. Finally, the magnitude of the Moderate effect of the type of labor contract according to the group classification showed that the CSR activity on organizational trust had many regular employees with economic responsibility. Also, organizational trust in job satisfaction was found to be large in regular employees. The results of this study can be a guide to CSR activities of construction companies in terms of organizational effectiveness.