• The Journal of Asian Finance, Economics and Business
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• v.9 no.8
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• pp.169-181
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• 2022

The purpose of this study is to see how career management affects employee retention in professional service businesses (PSOs). The role of knowledge and skills as moderating variables in the relationship between career management and intention to stay is also investigated. A review of the literature on career management, which includes promotion, training, mentorship, starting salary, and the laxity-stringency of organizational entry-exit rules, leads to the hypothesis that career management positively affects employees' intentions to stay. Such a positive impact may differ between knowledgeable and skilled employees and their less knowledgeable and skilled counterparts. Cross-sectional data is obtained from 200 professionals working for various PSOs. Stepwise regression is employed to analyze the data. The research found that career management positively affects the intention to stay. The impact of promotion, training and mentorship on the intention to stay is moderated by knowledge and skills. Conversely, knowledge and skills do not moderate the effect of starting salary and the laxity-stringency of organizational entry-exit on intention to stay. The study's findings imply that by implementing effective career management, talented professionals can be retained. However, the level of knowledge and skills should be carefully considered. These findings offer significant insights into human capital management, particularly in PSOs.

• The Journal of the Korea Contents Association
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• v.19 no.7
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• pp.467-477
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• 2019

The purpose of this study was to investigate the relationship among job stress, nursing organizational culture, emotional exhaustion for the clinical nurses and the influencing factors on retention intention of nurses in a general hospital. This study used 209 questionnaires from nurses in B city to collect data from November 1, 2017 to December 15. Data were analyzed by SPSS 20.0 program using descriptive statistics, t-test, ANOVA, Scheffe's test, Pearson's correlation coefficient and Stepwise Multiple Regression. The results are as follows; The participants' job stress level was 3.48(${\pm}0.46$), nursing organizational culture level was 3.13(${\pm}0.31$), emotional exhaustion level was 3.95(${\pm}1.18$) and retention intention level was 4.54(${\pm}1.29$). Retention intention was a significant correlated between job stress(r=-21, p=.003), nursing organizational culture(r=.25, p<.001), emotional exhaustion(r=-40, p<.001). According to the result of multiple regression analysis, The significant factors influencing retention intention of clinical nurses were emotional exhaustion, nursing organizational culture, total career and age. it was explained by 23.7%. Based on these findings, in order to increase the level of retention intention, it is necessary to develop a variety of programs to reduce emotional exhaustion, as well as a plan to help them recognize a positive nursing organization culture, and to fine ways to manage long-term careers.

• Journal of Digital Convergence
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• v.18 no.12
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• pp.377-387
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• 2020

The purpose of this study is a descriptive research study to identify the emotional labor, ethical climate, job satisfaction, and retention intention of nurses in general hospitals, and to identify the relationship between variables and factors influencing the retention intention. The study subjects were 198 nurses working in four general hospitals, and data were collected from September 18 to September 30, 2019 using a structured questionnaire. The collected data were analyzed by t-test, ANOVA, Pearson's correlation coefficients, and multiple regression using SPSS WIN 25.0. As a result of the study, there was a positive correlation between ethical climate(r=.345, p<.001) and job satisfaction(r=.388, p<.001), but emotional labor (r=-.153, p=.031) showed negative correlation. Factors influencing the retention intention of general hospital nurses are job satisfaction(β=.27, p=.001), age(β=.27, p<001), ethical climate(β=.16, p=044), and the explanatory power of the variable was 24.2%. In order to increase the retention intention of general hospital nurses, it is necessary to increase job satisfaction and create a sound ethical climate, and to develop an intervention program that can increase the retention intention by age.

• Asia pacific journal of information systems
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• v.14 no.1
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• pp.185-209
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• 2004

The purpose of this study is to propose and test a model of customer retention in Internet shopping malls when switching barriers and comprehensive customer value exist in terms of economic and experiential aspects. The literature about customer retention propose that switching barriers are important factors other than satisfaction influencing customers' intention to remain with a specific supplier. The switching barriers mean anything that makes customers' defection difficult or costly and are consisted of perceived switching costs, attractiveness of alternatives and virtual relationships. The Customer Value Scale by Mathwick(2001) is applied to this study as economic value, shopping efficiency, service excellence, aesthetic appeal and playfulness(Zeithaml, 1988; Holbrook, 1994). The analyses showed partial support for the affirmative effect of customer values and switching costs and full support for the affirmative Influence of satisfaction on repurchase intention in the Internet shopping mall environment. But the attractiveness of alternatives and virtual relationship did not have a significant Influence like the result of Jones(1998)'s study of the service industry.

• Journal of the Korea Convergence Society
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• v.8 no.1
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• pp.195-201
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• 2017

Social enterprises are social mission-oriented entities, despite working entrepreneurial way. Mission orientation is recognized as a strong management tool that can motivate employees and remain there to accomplish it. This study investigated the role of social mission as well as job insecurity and job satisfaction as factors on retention of women in social enterprises. Binominal Logistic regression analysis is used. The result showed that 82.3% of respondents had intention to work at social enterprise. Also, social mission orientation of female workers had an effect of buffering the negative relationship between job insecurity and retention. These results suggest that social enterprises need to consider implicit working conditions as much as explicit work conditions for female-friendly jobs. Binominal Logistic regression analysis is used.

• Journal of Korean Academy of Nursing Administration
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• v.22 no.3
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• pp.279-291
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• 2016

Purpose: The purpose of this study was to investigate the relationship among nursing work environment, job embeddedness, and turnover intention in order to provide basic data for efficient management of human resources in nursing organizations. Methods: A cross-sectional, descriptive study design was conducted with 177 nurses who had worked for more than 6 months in five general hospitals on Jeju Island. A self-report questionnaire was used for data collection. Results: About 88% of the participants reported that they were considering a turnover plan because of overload in their jobs and poor salaries. Nursing work environment was significantly related to job embeddedness and turnover intention. Job embeddedness was significantly related to turnover intention. Hierarchical multiple regression analysis showed that factors affecting turnover intention were the organizational embeddedness factors of organization fit and organization sacrifice. Conclusion: The results indicate that nurses' turnover intention is associated with nursing work environment and job embeddedness. To reduce nurses' turnover intention and improve nurses' retention, nurse managers should improve the nursing work environment and consider job embeddedness, particularly in relation to the organization fit and sacrifice.

• Journal of Korean Academy of Nursing Administration
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• v.15 no.3
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• pp.372-381
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• 2009

Purpose: The purpose of this study was to investigate how job overload, relationship with senior perceived by nurses and emotional exhaust related to turnover and explored the mediating role of emotional exhaust in job characteristics-turnover relationship. Method: Participants were 280 nurses from around the greater metropolitan area of Seoul, completed questionnaires. Correlation and Structural Equation Models were employed to investigate the various factors associated with this. Result: Job overload related positively to emotional exhaust and turnover and the quality of relationship with senior related negatively to emotional exhaust but positively to turnover. These findings suggest the important role played by job conditions in preventing nurses' emotional burnout and the intention to quit their jobs. Furthermore, emotional burnout mediated the effects of these job characteristics on nurses' turnover. Conclusion: It is suggested that the benefit of job conditions and emotional burnout should be taken into consideration when developing strategies to improve nurse retention and. social supporting programs for nurses more generally.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.14 no.10
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• pp.5078-5090
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• 2013

This study was to identify the relationship among small-medium sized hospitals nurse's career plateau, self-efficacy, job embeddedness and turnover intention. The study was conducted through a survey on 217 nurses in five small-medium sized hospitals in J city. The data were collected from August 5, 2013 to August 20, 2013. The data were analyzed by SPSS/WIN 18.0 program. The mean score of turnover intention was 3.07. The positive correlations between career plateau and turnover intention were found, but the negative correlation between self-efficacy, job embeddedness and turnover intention were found. The significant factors influencing turnover intention were job embeddedness, present clinical career, career plateau and work unit. To decrease turnover intention, therefore, nursing managers need to develop the nurse retention program for increasing job embeddedness and apply to nursing field.

• 한국경영정보학회:학술대회논문집
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• 2007.06a
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• pp.509-514
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• 2007

Most of the IS continuance research has assumed that IS use is activated by an intention to use, which in turn is determined by the evaluation of IS usage. Perceived usefulness is one of the evaluation variables most widely used. Typically, the past studies adopt this perceived usefulness because it views continuance as an extension of acceptance behavior. However, the literature on interpersonal relationships suggests that individuals are motivated to maintain relationships either because they genuinely want to or they believe they have no other option. The former is referred to as dedication-based relationship maintenance and the latter as constraint-based relationship maintenance. The IS continuance can be considered as the relationship maintenance situation with the existing IS that the user is currently using. The belief constructs previously used in IS continuance researches fall into the category of dedication-based ones. Additional constraint-based belief constructs are needed to explain the IS continuance behavior. In this regard, switching cost represents an important avenue for better understanding and predicting customer retention in that it can be regarded as the constraint-based motivation for relationship maintenance or IS use continuance. For an empirical exploration, 275 samples were collected from the users of a web portal site. Data analysis using Structural Equation Modeling (SEM) shows that perceived usefulness shows a significant direct effect on continuance intention while perceived switching cost significantly affects continuance usage.

• The Journal of Information Systems
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• v.20 no.3
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• pp.81-109
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• 2011

The increase in the number of smartphone users has recently been steep, which started to offer companies and individuals more opportunities to enter into a new business field. Furthermore, the smartphone applications have become one of the hottest topics inside and outside the mobile industry. Still the market is in its infancy and intention to pay of charged application of most smartphone users is relatively low. However, rate of charged application in appstore is expected to be increase steadily for some years to come. In this perspective, it is important to consider the smartphone mobile application. Research on smartphone application is still in its early stage. Thus, the purpose of this study is to find what are the effective factors on user satisfaction and intention to pay of mobile application. Based on information system success model, we proposed system quality(stability, usability, security), information quality(timeliness, accuracy, enjoyment) and service quality(reactivity, reliability, empathy) as factors to effect on user satisfaction in mobile application. The results showed that stability, usability, timeliness, accuracy, enjoyment, reactivity and empathy affected significantly user satisfaction. The relationship among satisfaction and intention to pay of mobile application was significantly supported. The implications of the findings is that firms and individual developers of mobile application should focus on customer retention through enhancing satisfaction and quality.