• Journal of the Korea Academia-Industrial cooperation Society
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• 제17권12호
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• pp.459-469
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• 2016

This study was designed to survey the degrees of career plateau, job satisfaction, and turnover intention of hospital nurses, as well as to identify the relationship among them. We surveyed 239 nurses working at five different hospitals in J city and C city. Data collection was conducted between April 1 and April 30, 2016. The data was analyzed using SPSS 23.0. This study shows that the significant factors influencing job satisfaction were content plateau and structural plateau, which account for 55.0% of the variance. It also shows that the significant factors that influence turnover intention were structural plateau, present clinical career, content plateau, and working department, which account for 43.0% of the variance. As such, we identified that a decrease in the content plateau of hospital nurses enhances job satisfaction and that a decrease in structural plateau reduces turnover intention. The results indicate that a systematic managerial strategy for nursing resources should be developed and applied in the nursing field. This strategy should supplement the content plateau by job redesign and job enrichment. In addition, to increase retention of skilled nurses and to achieve superior organizational performance, as well as to contribute to the success of hospital nurses, supplementation of the structural plateau by adopting and applying a career ladder system is important.

• The Korean Journal of Health Service Management
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• 제9권3호
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• pp.31-42
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• 2015

Objectives : The purpose of this study was to examine the factors that affect employee satisfaction according to hospital size, job group and career at hospitals. Methods : Data were collected from 4,307 employees working at 5 university hospitals. Statistics were done with the SPSS program version 21.0. Results : There were significant differences in employee satisfaction according to hospital size, job group and career. Additionally, there were positive correlations between each of the factors for employee satisfaction and overall employee satisfaction. Multiple regression analysis showed that overall employee satisfaction was affected by factors such as job, communication, personnel and leadership according to hospital size, job group and career. Conclusions : The results of this study suggest that by identifying the differences in satisfaction of employees who are working in different circumstances and providing resources to satisfy employee needs, hospital employers can promote the growth of the hospital by reducing employee turnover.

• The Journal of Asian Finance, Economics and Business
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• 제8권12호
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• pp.541-551
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• 2021

One of the most important aspects of any firm is to motivate its employees to go the extra mile. In order to do work properly, people must be motivated. The total effectiveness and efficiency of workers, as well as a company's performance, is directly related to the degree of motivation of those who work there. On the other hand, demotivated personnel do not put much effort and, when they get a better opportunity, leave their places of employment. For Survey, this study used online Google forms to collect data from September 2021 to October 2021. The target demographic for the research was those who worked for Lebanon's private businesses. The poll was conducted in English, the second language of Lebanon. Furthermore, 179 workers (N = 179) were utilized for this research. The research suggests that fun events and support for fun managers enable workers to connect informally and help people know each other better, creating an environment that promotes friendship building. Based on these connected reasons, fun activities and the support of managers for fun are considerably linked to turnover.

• Korean Journal of Occupational Health Nursing
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• 제30권4호
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• pp.156-166
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• 2021

Purpose: This study verified the characteristics and types of perceptions and attitudes toward a positive image of nurses, as perceived by new nurses, by applying Q-methodology. Methods: Participants were 37 new nurses serving at tertiary hospitals accommodating over 300 beds. Data were collected from April 1~30, 2021. Results: A positive image of nurses was categorized into four types: professional leadership, skilled empathy, experienced responsiveness, and cooperative sincerity. It is believed that this study will help establish a professional view of nurses by verifying the positive image of new nurses, who are likely to lead the future. Conclusion: Furthermore, by reducing the turnover of new nurses and increasing their job satisfaction, it would be possible to secure professional nursing personnel and the public's perception of good nurses, thereby contributing to the enhanced social status of nurses.

• Journal of Distribution Science
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• 제13권1호
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• pp.35-46
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• 2015

Purpose - This paper attempted to investigate the relationships among the perception of job insecurity and organizational effectiveness, and it examines these relationships while considering the moderating effect of trust in the manager and self-efficacy. Job insecurity is an independent variable, organizational effectiveness aspects (job satisfaction, organizational commitment, and turnover intention) are dependent variables, and trust and self-efficacy are moderators. Research design, data, and methodology - Regression analysis was used to verify the effects. The measurement items were already deemed as reliable and valid in the previous study, but for this purpose, some modifications were made. To examine the model, this study relied on the samples chosen from Korean employees in the six franchise business firms. The survey was conducted on 288 workers. Each question is based on a 5-point Likert type scale. The data were analyzed using SPSS 18.0. Results - The results of the study are summarized as follows. First, job insecurity has an influence on organizational effectiveness aspects (negatively on job satisfaction, negatively on organizational commitment, and positively on turnover intention). Second, analyzing the moderating effect of trust, trust in manager is mediated between job insecurity and organizational effectiveness aspects (on organizational commitment and on turnover intention). However, employees' trust in manager had no significant moderating effect on the job insecurity-job satisfaction relationship. Third, self-efficacy is mediated between job insecurity and organizational effectiveness aspects (on job satisfaction, on organizational commitment, and on turnover intention). Conclusions - First, it is necessary to be aware of the seriousness of employees' job insecurity in franchise firms, which have played a pivotal role in national economic growth, and to create a detailed plan for reducing insecurity and actively implementing it. To this end, the franchise companies should implement efficiency efforts such as obtaining an appropriate capacity of equipped personnel and a training program. Second, there are moderating effects of self-efficacy and trust in the relationship between job insecurity and organizational effectiveness. Depending on business conditions, stability and instability can only be experienced in the organizations of franchise companies. This can give rise to instability in employment. Therefore, it is necessary to develop and utilize a system that can be minimized with a change in the new awareness of employment instability. After all, a good leader (manager) must accumulate personal trust and build up a core competence that is necessary to become competent in the field himself. Even if you lack the material resources to improve performance, if the leader with the core competencies (e.g., technical/management /organization/marketing/design) can gain the trust of the supervisor, you can get a good organizational performance. Therefore, you should foster a healthy organizational culture through education such as leadership training and employee training to be built on trust between the leaders and the employees. In addition, you need to focus on HRD&M training in order to increase the self-efficacy of the supervisor.

• Quality Improvement in Health Care
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• 제10권2호
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• pp.154-163
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• 2003

Purpose: The aim of this study is to develop and apply the critical pathway to the nasal bone fracture patients and to elucidate its effect. Methods: Critical pathway (CP) sheet and questionnaire were developed by a team approach. Critical pathway were applied to 30 nasal bone fracture patients (CP group) from June 2001 to November 2001. Length of hospitalization, cost for hospitalization and bed turnover rate of CP group were compared to those of the 30 patients who had same disease entities and treated by conventional regimen (control group). Results: Length of hospitalization in the CP group (4.20 day) were significantly shorter than that of control group (6.21 day). Mean cost for hospitalization of the CP group (492,106 won) were significantly lower than that of control group (678,376 won). Bed turnover rate in CP group (2.5) were higher than that of control group. The patients satisfaction for the medical personnel, explanation regarding operation procedure, therapeutic operation fee, and length of hospitalization were all affirmative. Conclusion: Critical pathway that we developed for nasal bone fracture definitely improved the quality of treatment and lowered cost of medical service. Furthermore, other critical pathways should be developed for another facial trauma patients.

• Convergence Security Journal
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• 제16권1호
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• pp.69-80
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• 2016

The purpose of this study is to examine the effects of job stress factors on Coping Strategy' turnover intention, and to analyze the moderating effects of five personality factors between each job stress factor and turnover intention. To achieve this purpose, this study surveyed users of the Seoul and Gyeonggi in based on cluster sampling method. A total of 262 samples were used for this study, except 18 erroneous samples dropped. For the data process of the questionnaire, each answer content was coded and an element analysis, credibility analysis, frequency analysis, co-relationship analysis and regression analysis were performed using the SPSS version 18.0 of Angel for Windows. Through the data analysis following the research methods above, the conclusion was acquired as follows: First, thejob stress of the security personnel affect coping behavior. Second, in the effects of Security Agents Job Stress on Coping Strategy, Five Personality Factors showed moderating effects.

• Journal of Digital Convergence
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• 제11권11호
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• pp.463-470
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• 2013

The objective of this study is to compare hospital performance between Local Government Hospitals and General Hospitals. To compare the result of the financial performance between two groups, there were significant differences in current ratio, Fixed ratio, total assets turnover, personnel expenses to gross revenues, management expenses to gross revenues, return on assets, operating margin. The significant impact relations of ROA(Return on Assets) were formed the total assets turnover, salaries, material costs, administrative expenses. Although two groups are the similar beds, most of LGH are in the red so the managers and local government must consider the financial efficiency of LGH.

• Journal of Practical Engineering Education
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• 제12권2호
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• pp.331-337
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• 2020

This study investigated the perception of the learning-workers' organizational effectiveness. They participate in the degree-linked work-learning parallel system. As a result, the turnover intention and job performance were higher than those of general office workers, and organizational commitment was lower. In addition, the higher scholastic year and grades, the higher job satisfaction. the higher grades, the lower burnout. specially the 2nd, 3rd, and 4th graders showed higher turnover intentions than the first grader. The results of the survey of (dis)satisfaction factors of learning workers also show that OJT management in the field should be strengthened rather than OFF-JT education in universities. This paper suggests that companies participating in the work-learning parallel system need higher-level management in aspects such as educational supports, personnel management, and OJT management as well as competency development of learning-workers. It shows that supplementary measures are needed for learning time and learner management of participating companies.

• Safety and Health at Work
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• 제13권2호
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• pp.213-219
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• 2022

Objective: The Job Demand & Resources model suggests work characteristics are related to mental well-being and work engagement. Previous work describes the development of a combined construct 'engaged well-being at work' (EWB). To what extent changes in measures of this construct are responsive to changes in job demands and resources or associated with changes in job-related attitudes has not been established. Methods: Longitudinal employee-level data from three waves (German Linked Personnel Panel) were used. Logistic and linear fixed effects regression analyses explored longitudinal associations between changes in EWB for participants over a three-year period with changes in job demands and resources and job-related attitudes (job commitment, satisfaction, and turnover intentions). Results: While job resources were associated with increased odds for a change into a healthier and/or more engaged category of EWB, job demands reduced them. Job resources were more strongly related to higher EWB (OR_range = 1.22 - 1.61) than job demands (OR_range = 0.79 - 0.96). Especially psychological job demands showed negative associations with improved EWB (OR = 0.79). A change from the least desirable category 'disengaged strain' to any other category of EWB was associated with greater odds by up to 20.6 % for increased commitment and job satisfaction and lower odds for turnover intentions. Discussion: Improving work characteristics, especially job resources, could increase employees' EWB, emphasizing the importance of job characteristics for a healthy workplace. Because EWB seems to be associated with job attitudes, an improvement of this indicator would be relevant for employees and employers.