• Korean Journal of Childcare and Education
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• v.8 no.1
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• pp.25-44
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• 2012

The purpose of this study was to conduct a systematic review of the previous studies done on the child-care teacher's turnover intentions. From 2001 to 2011, 33 articles which reforted primary empirical data met the criteria for inclusion in the meta-analysis. The results of this study are as follo ws: First, included in the main factors related to child-care teachers' turnover intentions were a job-related variable, an organizational internal variable and an organizational external variable. Second, the most influential protective variable related to the child-care teacher's turnover intentions among the set of organizational external variables was work-time followed by welfare, education and training, remuneration, social recognition and promotion system. Third, the most influential protective variable related to child-care teachers' turnover intentions among the set of job-related variables was teacher efficacy followed by job satisfaction, participation of decision making, performance, work-autonomy and work-professionalism. Fourth, the most influential protective variable related to the child-care teacher's turnover intentions among the set of organizational internal variables was personal relations followed by relationships with the director and relationships with colleagues. The effect size of these variables was large. Fifth, the results of meta-regression analysis revealed that the survey area and years had no significant effect on overall effect sizes.

• Journal of Korean society of Dental Hygiene
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• v.21 no.5
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• pp.655-666
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• 2021

Objectives: A systematic review and a meta-analysis were performed investigate the factors related to turnover intention of dental hygienists in Korea. Methods: Literature between 2000 and January 2021 were used to support the meta-analysis, which focused on 21 factors extracted from 50 articles using a random effects model. The correlation coefficient, r, in the effect size was calculated. Results: Substantial literature was published after 2011 (76%); in academic journals (74%); and targeted nonmetropolitan areas (40%). Lawler's turnover intention tool was used in several studies. The effect size for each ecosystem was in the order of microsystem (r=0.325), mesosystem (r=0.307), macrosystem (r=0.259), exosystem (r=0.176), and individuals (r=0.171). The random-effects model indicated an overall average of r=0.311. The factor that showed a large effect size in relation to turnover intention was organizational commitment of the microsystem (r=-0.594). Furthermore, mesosystem reward (r=- 0.416), microsystem burnout (r=0.464), job stress (r=0.408), and job satisfaction (r=-0.405) were identified as other major factors. Conclusions: To lower the turnover rate of dental hygienists, it is important to focus on factors belonging to the microsystem, and mesosystem reward.

• 제어로봇시스템학회:학술대회논문집
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• 1989.10a
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• pp.286-289
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• 1989

The purpose of this paper is to design a job scheduling algorithm utilizing intelligent control technique. Rulebase is built through the evaluation of rule-set scheduling. 24 scheduling rule-sets and meta-rules are employed. An appropriate scheduling rule-set is selected based on this rulebase and current manufacturing system status. Six criteria have been used to evaluate the performance of scheduling. The performance of sheduling is dependent on random breakdown of the major FMS components during simulation.

• Management & Information Systems Review
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• v.34 no.2
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• pp.67-78
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• 2015

In this paper, we consider a scheduling problem of printed circuit board production process with setup cost depending job sequence. Given a set of PCBs, these are produced in single surface mounting device. The problem is to define job sequence with the objective of minimizing the total seutp cost. We propose a mathematical formulation and the problem is proven to be NP-hard. So, a meta heuristic based on genetic algorithm is developed.

• Korean Journal of Occupational Health Nursing
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• v.13 no.1
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• pp.40-47
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• 2004

Purpose: To understand the recent trend of studies for nursing job stress, we collected Korean articles about job stress of clinical nurses. Method: Seventy two articles were selected from the database of "richis", Korean journals of related academic society, and dissertation papers, which are presented from 1981 to 2002. Result: The trend shows that the number of researches for the job stress of clinical nurses are increasing from the year of 1996. Most of the researches are for dissertation papers (75.0%), have done surveys (90.3%), and used questionnaires (94.4%). The nurses who were studied have their jobs in general wards of hospitals (50.6%). And 36.1% of the researches used the tool of Kim and Gu (1984) to measure job stress. These researches focused mainly on job satisfaction, burnout and coping successively. Conclusion: As only 6 out of 72 researches examined in this study have experimental design (8.3%), it can be said that more experimental studies are needed in this area. And we might also consider to use meta-analytic techniques for further studies, because these researches have used very similar tools for the same subject.

• Journal of Korean Academic Society of Home Health Care Nursing
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• v.26 no.3
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• pp.265-277
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• 2019

Purpose: This study was performed to explore research trends in the intention to stay of hospital nurses and provide basic data to establish nursing management strategies to increase the intention to stay. Methods: Articles published between 2009 and 2018 were searched. The search terminologies were "intention to stay," "nurse", and "hospital". In the first search, 381 articles were extracted from academic databases. Thirty articles were used in the systematic review, and 29 articles were used in the correlation meta-analysis. Results: Thirty-two variables were explored in relation to the intention to stay. In the correlation analysis, job satisfaction and work environment showed statistically significant positive correlations in many studies. In the correlation meta-analysis, 7 variables including organizational commitment showed statistically significant effect sizes. Conclusion: We suggest that structural equation model analysis to identify causal relations among influencing variables of the intention to stay of hospital nurses may be conducted. This study can be used as a guideline to develop intention-to-stay enhancement programs for hospital nurses.

• Korean Journal of Adult Nursing
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• v.28 no.4
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• pp.399-414
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• 2016

Purpose: The purpose of this study was to review and identify factors relevant to workplace bullying in nursing. Methods: Twenty-three studies that met the criteria were selected from a sample of twenty-six studies. These articles were retrieved from a central literature databases (N=13,241). The total correlational effect size (ESr) for each related factor was calculated from Fisher's Zr. A funnel plot inspection (similar to scatter plot) with a trim-and-fill method was used to assess the publication bias of the meta-analyzed studies. Results: From the systematic review, fifty-one factors were identified as having an influencing effect. Fourteen factors (five individual and nine organizational factors) were eligible for meta-analysis. The individual factors included, self-esteem (ESr=-.31), psychological capital (ESr=-.26), and marital status (ESr=-.06) which were significantly correlated with workplace bullying. Organizational factors included, organizational tolerance (ESr=.48), supervisor incivility (ESr=.47), job stress (ESr=.46), group morale (ESr=-.36), group support (ESr=-.35), supervisor leadership (ESr=-.35), group identity (ESr=-.33), and structural empowerment (ESr=-.27). These factors were significantly correlated with workplace bullying. There were no publication biases except for both individual and organizational factors. Conclusion: Organizational factors have more of an greater impact than individual factors on workplace bullying. The results of this study support the need for intervention at the organizational level.

• The Journal of Korean Academic Society of Nursing Education
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• v.24 no.4
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• pp.391-405
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• 2018

Purpose: The purpose of this study was to integrate and synthesize findings from qualitative studies exploring male students' experiences of adapting to nursing education programs so as to obtain further understanding of the phenomenon. Methods: The meta-synthesis process was primarily guided by Noblit and Hare's approach, which consists of four stages including searching, appraisal of an individual study's quality, data extraction for analysis, and meta-synthesizing the results. Results: Findings from the literature reviewed were synthesized into six themes: 1) extraordinary choice based on job stability and gender scarcity; 2) unexpected feeling of marginalization as minority far apart from the mainstream; 3) assimilation and negotiation for relational adaptation through perspective shift; 4) fortifying the vision and identity as nursing students by meaning making for adapting to the nursing major; 5) mutual support among colleague male students; and 6) serving in the military as way of hiding out and achieving maturation. Conclusion: The findings illustrate that nursing education programs need practical changes promoting male students' adaptation to the program itself as well as preparation to be a professional nurse in the future.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.11
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• pp.455-464
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• 2020

This study examined the correlation between the variables related to the organizational commitment of social workers. The research results are as follows. First, the overall effect size of the variable group had an intermediate effect size. Among the four organizational commitment-related variables, the job-related negative variable had the largest effect size. Next, the group of positive variables related to the organization, the group of positive variables related to the job, and the group of individuals related to the individual were in order. Second, among the individual-related variables, experience, gender, and education showed a small effect size, and other factors were close to the small effect size. In the group of positive variables related to organization, all variables except for transactional leadership and organizational fairness, which had a medium effect size, showed a large effect size. The job-related positive variables showed a large effect size only for job satisfaction, and customer orientation and job suitability were close to the large effect size. The turnover intention, which is a group of job-related negative variables, had a large effect size and job stress showed a medium effect size.

• Journal of Korean Clinical Nursing Research
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• v.23 no.1
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• pp.100-109
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• 2017

Purpose: Nurses' resilience plays an important role in overcoming the challenges that nurses often encounter at clinic, and many factors have been examined which influence on nurses' resilience levels. Through this study, those factors were systematically searched and quantitatively synthesized. Methods: In order to find relevant studies, both English and Korean academic databases were searched, and, finally, a total of 33 articles were identified and included in this analysis. Results: The effect size on the protective variables was large and that of the risk variables was medium. In the protective variable group, the job variable group showed a larger effect size compared to the organizational variable group. Among the protective variables, compassion satisfaction showed the highest contribution on enhancing the resilience level of nurses. In the risk variable group, the personal variable group showed the highest effect size, which was followed by the organizational and job variables. Among the risk variables, the personal stress response showed the highest contribution to decreasing the level of resilience of nurses. Conclusion: This study provides a meaningful data for future studies in terms of developing evidence-based interventions to enhance the levels of resilience among Korean nurses.