• Proceedings of the Korean Institute of Information and Commucation Sciences Conference
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• 2022.10a
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• pp.303-305
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• 2022

This study aims to investigate organizational commitment and turnover intention that are affected by workplace harassment. The participants of this study were paramedics working at hospitals and the questionnaire used in the study consisted of a total of 51 questions; 13 on general characteristics, 20 on workplace harassment, 12 on organizational commitment, and 6 on turnover intention. In this study, the correlation between workplace harassment, organizational commitment, and turnover intention was analyzed. The analysis showed a significant negative (-) correlation between workplace bullying and organizational commitment (r= -.457, p< .001), and a significant positive (+) correlation between workplace bullying, and turnover intention (r= .389, p< .001), and a significant negative (-) correlation between organizational commitment and turnover intention (r= -.775, p< .001).

• Journal of Korean society of Dental Hygiene
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• v.19 no.6
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• pp.993-1001
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• 2019

Objectives: The purpose of this study was to investigate the effects of dental hygienists' recognition of sponsorship on their organizational attachment and turnover and to improve their attachment affinity according to the working environment. Methods: Dental hygienists working at dental clinics distributed 220 questionnaires from the date of approval to October 31, 2019, at the dental hygienist maintenance training site and online. Data were analyzed using the IBM SPSS Statistics 20.0 program with a significance level of 0.05. Results: Dental hygienists' perception of sponsorship, organizational attachment, and turnover intention were 2.97, 2.86, and 3.43, respectively. The turnover intention was higher when participants were unmarried, had high work intensity, a clinical career of 4-6 years, low organizational attachment, and a 53.7% explanation. Conclusions: To reduce the turnover intention, it is necessary to make appropriate compensations according to the long-term root of the experienced person, to adjust the work intensity, and to make efforts to increase the workers' attachment so that workers and organizations have the same values.

• Korea Journal of Hospital Management
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• v.22 no.4
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• pp.102-112
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• 2017

[purpose] This study was conducted to identify how a hospital's outsourcing workers' QWL influences Turnover Intention and to determine Dual Commitment cause any discrepancies in regards to the link between QWL and Turnover Intention. [Methodology/Approach] The study is based on 254 survey sheets answered by outsourcing employees working at general hospitals with more than 300 beds in Seoul and the methods of analysis used are as follows: reliability analysis, correlation analysis, multiple regression analysis, and hierarchical regressions analysis. [Findings] The study results First, analyzing how different types of QWL (individual, organizational, managemental) influence Turnover Intention, R2 turned out to be 30.7% and organizational factors and managemental factors show a statistically significant difference. In addition, organizational and managemental factors have negative effects on Turnover Intention while that of organization factors has a bigger influence. Second, verifying regulation effects of Dual Commitment in regards to the link between QWL and Turnover Intention, it is learned that Dual Commitment (hiring firm) has no regulation effects on the link. However, it does have a regulation effect on the link between QWL (managemental) and Turnover Intention. Moreover, after verifying regulation effects of Dual Commitment (client's firm), it is learned that it has regulation effect on the link between QWL (organizational and managemental) and Trunover Intention. [Practical Implications] In conclusion, lower Turnover Intention, it is necessary to impose tasks that suit the employees' competence and to encourage efficiency throughout clear communications and accurate directions.

• The Journal of Society for e-Business Studies
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• v.24 no.3
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• pp.143-161
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• 2019

The purpose of this study is to empirically verify the relationship of how job stress and job satisfaction of information security professionals affect turnover intention, a precursor of actual turnover. The moderation effect of organizational justice is also explored within these causal relationships. This empirical analysis used 150 responses from information security professionals within 4 different industries. The analysis result from survey responses shows that job stress increases turnover intention, and job satisfaction decreases turnover intention, and that interactional justice, a subordinate concept of organizational justice, has a negative moderating effect at the relationship between job stress and turnover intention. The moderating effect of interactional justice, which can reduce turnover intention with warm words from managers or colleagues even when information security professionals who respond to emergencies such massive incidents are with high job stress, is a piece of important knowledge for information security managers. To reduce voluntary turnover of information security professionals from the organizational perspective, making efforts to lower job stress and raise job satisfaction and interactional justice is necessary.

• The Korean Journal of Health Service Management
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• v.4 no.2
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• pp.1-10
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• 2010

The purpose of this study is to examine impacts of psychological empowerment of dental hygienists who were employed to dental hospital or clinic on organizational commitment, job satisfaction and turnover intention as strong predictors of turnover rate. Major findings in this study include that the more psychological empowerment increase, the more job satisfaction and organizational commitment will increase, which can decrease turnover intention after all. This result indicates that the managers of dental hospital and clinic should perceive that the consistent management effort to improve psychological empowerment can increase job satisfaction, and finally will increase the organizational commitment that means the loyalty to organization.

• International Commerce and Information Review
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• v.10 no.2
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• pp.325-348
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• 2008

The purpose of this study is to find out the relationship between job fitness, organizational justice(distributive, procedural, interactional), job satisfaction, organizational trust, organizational commitment, and voluntary turnover intention in private organization such as in small fire in Korea. To identify the these relationships, the secondary data or past studies that were related with job fitness, organizational justice, job satisfaction, organizational trust, organizational commitment, voluntary turnover intention was collected and theoretically arranged. I made the theoretical proposed model to explain these relationships between the constructs, identify the operational definitions and 18 hypotheses was established, there was executed the survey of 262 in employees. Using the collected data, previous performances to confirm the construct validity and internal consistency by EFA(Exploratory Factor Analysis); i.e. factor analysis by SPSS, reliability by cronbach's a, and by the CFA(Confirmative Factor Analysis) and structural equations modelling the proposed model was tested by LISREL v. 8.52. The research came to the conclusions as follows: First, three perceived justice had the positive effect to the job satisfaction empirically. Second, procedural justice in three perceived justice only had the positive effect to the organizational trust empirically. Third, distributive justice in three perceived justice only had the positive effect to the organizational commitment empirically. Forth, job fitness had the positive effect to the organizational commitment, organizational trust, job satisfaction empirically in perspective. Fifth, I found the relationship between job satisfaction and organizational commitment, between job satisfaction and organizational trust was positive, between organizational commitment and trust. Finally, job satisfaction, organizational trust had not the positive effect directly, but indirect effect via organizational commitment was identified in voluntary turnover intention by empirical test.

• Korean journal of food and cookery science
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• v.33 no.1
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• pp.104-112
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• 2017

Purpose: This study aimed to analyze the contribution of emotional labor (surface acting, deep acting) and organizational commitment (affective commitment, continuance commitment) to turnover intention and customer orientation of school foodservice dietitian. Methods: Our survey was administered to 393 school foodservice dietitian in the Busan area on February 11, 2014. Results: For verification of mean differences, the mean scores for surface acting, deep acting, affective commitment, and continuance commitment were found to be 2.53/5.00, 3.71, 2.88, and 3.57, respectively. The mean surface acting score was significantly different according to age (p<0.001), total length of career as a dietitian (p<0.01), school type (p<0.001), and employment status (p<0.05). The mean deep acting and turnover intention scores were significantly different according to age (p<0.001), total length of career as a dietitian (p<0.001), school type (p<0.001), employment status (p<0.001), and no. of meals served (p<0.001). The mean customer orientation score was significantly different according to age (p<0.05), employment status (p<0.01), and number of work hour (p<0.05). There was a positive correlation (p<0.01) between turnover intention and surface acting and continuance commitment, but a negative correlation (p<0.01) with deep acting and affective commitment. Also, there was a positive correlation (p<0.01) between customer orientation and deep acting, affective commitment, but a negative correlation (p<0.01) with surface acting. Affective commitment had a negative influence on turnover intention (${\beta}=-0.444$, p<0.001), but surface acting had a positive influence on turnover intention (${\beta}=0.110$, p<0.05). Conclusion: These results suggest that management of affective commitment is essential for decreasing turnover intention. Therefore, emotional labor and organizational commitment of school foodservice dietitians should be managed from the school foodservice organizational viewpoint of The Ministry of Education.

• The Journal of the Korea Contents Association
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• v.10 no.10
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• pp.418-428
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• 2010

The purpose of this study is to prove that job embeddedness perceived by airline employees has influence on their job satisfaction, organizational commitment and turnover intention. First, this study shows that the three factors of the job embeddedness have a positive relation with the job satisfaction, organizational commitment. Second, the fit factor of job embeddedness has a negative relation with the turnover intention, but the link factor and sacrifice factor of job embeddedness are not significant. Third, the job satisfaction and organizational commitment are significant to turnover intention. The result implies that the executives of airline corporation should try to encourage organizational culture allowing employees to maximize job embeddedness.

• The Journal of the Korea Contents Association
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• v.15 no.11
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• pp.250-262
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• 2015

The purpose of this study was to investigate the mediating and moderating effects of organizational citizenship behavior on the relationship between nursing performance and turnover intention. Data were collected from 439 nurses in 3 tertiary hospitals and 2 secondary hospitals and analyzed by PASW 18.0 and AMOS 18.0. The findings were as follows. The correlation coefficients of the study variables were all statistically significant. The organizational citizenship behavior showed mediating effects between the nursing performance and turnover intention. On the other hand, organizational citizenship behavior did not have moderating effects. Various strategies that are purposed to enhancing organizational citizenship behavior among nurses should be developed to reduce turnover intention of nurse who have high nursing performance.

• Journal of Korean Society for Quality Management
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• v.49 no.2
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• pp.183-200
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• 2021

Purpose: This study is to investigate the effects of job instability and job stress on the turnover intention of sports facility workers in the COVID-19 situation, considering the moderating effects of perceived organizational support. Methods: This study surveyed service workers working at public sports facilities in Seoul, Gyeonggi Province and North Chungcheong Province, South Korea. The multi-regression and hierarchical regression analysis were employed to analyze the collected data. Results: The results indicate that all of the factors constituting job instability (organizational, job, and personal factors) had a significant influence on the factors constituting job stress (job characteristic, roll-related, and human relationship factors), except for only the relationship between organizational factor and rol-related factor. Job characteristic and roll-related factors constituting job stress significantly affected turnover intention of sports facility workers. Also, it was found that the perceived organizational support moderated the relationship between job characteristic factors of job stress and turnover intention. Conclusion: Although the COVID-19 created an environment with very high job instability, the negative impacts of job instability and job stress can be minimized through consideration and support for service workers of the organization, reducing turnover intention.