• Journal of Korea Entertainment Industry Association
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• v.15 no.4
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• pp.287-297
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• 2021

This study was to investigate the relationship of job stress, health status, and health promotion behavior, retention intention and to identify the influencing factors on retention intention of nurse in Emergency Room(ER). The subjects were 155 ER nurses working at 15 general hospital in Gwangju, Korea. The data were collected from October 15, 2020 to November 3, 2020. The result, there were negative correlation between job stress and health promotion behavior(r=-0.310, p=<.000), between job stress and retention intention(r=-0.220, p=.006), between health status, and health promotion behavior(r=-0.448, p=<.000), between health status and retention intention(r=-0.296, p=<.000), but there were positive correlation between job stress and health status(r=0.368, p=<.000), between health promotion behavior and retention intention(r=0.229, p=.004). Factors influencing retention intention were fatige and health status with R2 value 22.7%. Considering these results, it seems that important factors determining the retention intention of nurses in ER are Spiritual health status, heavy workload due to job stress, fatigue and social health status by nurse. Therefore, in order to increase the retention intention of nurse in ER, it is a need for strategies to improve the working environment and develop programs to reduce job stress and fatigue through work adjustment, and to maintain and promote health.

• The Journal of the Korea Contents Association
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• v.10 no.7
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• pp.344-354
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• 2010

The primary purpose of this study is to examine the effects of customer satisfaction and switching barrier on customer retention and intention of WOM in insurance services. Based on relevant literature reviews, this study posits three switching barrier characteristics, that is, switching costs, attractiveness of alternatives and interpersonal relationship as key determinants of customer retention and intention of WOM. And then we structured a research model and hypotheses about relationship between these variables. A total 230 usable survey responses of life insurance service users have been employed in the analysis. The major findings from the data analyses are as follows. Firstly, customer satisfaction had a positive influence upon customer retention and intention of WOM. Secondly, two switching barrier characteristics of switching costs and interpersonal relationship had a positive influence upon customer retention. Lastly, customer retention had very significantly related to intention of WOM in insurance services. From this study, we expect to suggest practical and managerial implications to insurance service providers.

• Journal of Korean Academy of Nursing Administration
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• v.15 no.2
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• pp.182-192
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• 2009

Purpose: This study aimed to investigate the impact of nursing professionalism on the nursing performance, job satisfaction and retention intention among clinical nurses. Methods: A descriptive correlational research design was used for this study. All 329 clinical nurses were obtained by convenience sampling from 3 National or public hospitals, 3 university hospitals, and two private hospitals located in Seoul and Kyunggi province. The data were collected using a self-reporting questionnaire contained four instruments and questions for demographic characteristics of subjects from April 21st to September 1st, 2008. Collected data were analyzed on SPSS Win 16.0. Results: There was a significant relationship between nursing professionalism, nursing performance, job satisfaction and retention intention among clinical nurses. The nursing professionalism was identified as a predictor of nursing performance, job satisfaction, and retention intention. Conclusion: The strategies to promote and enhance the nursing professionalism of clinical nurses, in this era in which the nursing shortage become more and more problematic issue, are needed to design and be integrated into the management of human resource in nursing organizations.

• Journal of Korean Critical Care Nursing
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• v.16 no.3
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• pp.62-72
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• 2023

Purpose : This study aims to assess the extent of work value, psychological ownership, the nursing work environment, and retention intention, examine the correlation between these variables, and identify the factors that influence retention intention. The goal is to provide foundational data to enhance retention intention. Method : The study involved 159 nurses employed at a tertiary general hospital and a general hospital. Data were gathered through structured questionnaires and analyzed using an independent t-test, one-way ANOVA, Scheffé test, Pearson correlation coefficient, and multiple regression analysis with a simultaneous stepwise method, all conducted using the SPSS 26.0 software. Results : The intention to remain in the profession was found to have a positive correlation with work value (r = .45, p < .001), psychological ownership (r = .37, p < .001), and the nursing work environment (r = .27, p = .001). Significant factors influencing the intention to stay included total clinical career (𝛽 = .17, p = .016), work value (𝛽 = .38, p < .001), and psychological ownership (𝛽 = .19, p = .020). These variables accounted for 24.1% of the variance in the intention to remain in the profession (F = 17.71, p < .001). Conclusion: To enhance the intention of hospital staff to remain in their positions, it is crucial to identify and bolster positive psychological competencies, such as a sense of work value and psychological ownership.

• The Journal of the Korea Contents Association
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• v.17 no.3
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• pp.556-570
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• 2017

The purpose of this study is to examine the structural relationships among relational benefits of the franchise coffee shop, customer satisfaction, switching cost and relationship retention intention. The results of this study are as follows: First, among relational benefits, social benefits, psychological benefits, customization benefits and economic benefits had a significant influence on customer satisfaction. Second, among relational benefits, social benefits, psychological benefits, customization benefits and economic benefits had a significant influence on switching cost. Third, customer satisfaction had a significant influence on relationship retention intention. Fourth, switching cost had a significant influence on relationship retention intention. Finally, the conclusion section suggested strategic implications to induce relational benefits, customer satisfaction, switching cost and relationship retention intention based on the findings.

• Journal of Digital Convergence
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• v.17 no.12
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• pp.309-317
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• 2019

This purpose of the study is to investigate the influence of emotional intelligence and job stress on retention intention of nurses. Subjects were 329 nurses. The data were collected using self -report questionnaire from November 2 to November 27, 2017. Data were analyzed using SPSS Win 24.0. Retention intention were positively correlated with emotional intelligence(r=.35, p<.001) and were negatively correlation with job stress(r=-.19, p<.001) of nurses. Job satisfaction(β=.476, p<.001), emotional intelligence(β=.163, p<.001), job stress(β=-.151, p=.001) and Whether the desired department is place(β=-.116, p=.008) explained 40.6% of total variance of retention intention of nurse. Therefore, To increase retention intention of nurses, it is necessary to develop and test the program for improving job satisfaction and emotional intelligence.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.4
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• pp.221-228
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• 2018

The purpose of this study was to identify advanced beginner-stage nurse's intention of retention. Data were collected from May 1 to June 30 of 2017 using a structured questionnaire. Participants consisted of 150 nurses with 13 to 36 month clinical careers at a hospital located in D, C and K city, Korea. Data were analyzed by descriptive statistics, t-test, ANOVA, Scheffe's test, Pearson's correlation coefficients and multiple regression, using IBM SPSS WIN 20.0. The average score was 3.34 (${\pm}0.53$) for ego resilience, 2.28 (${\pm}0.44$) for sense of calling, 3.88 (${\pm}0.58$) for teamwork, 3.36 (${\pm}0.42$) for organizational culture, and 5.27 (${\pm}1.38$) for retention intention. Retention intention was positively correlated with ego resilience (r=0.211, p<0.05), sense of calling (r=0.338, p<0.001), teamwork (r=0.284, p<0.001) and organizational culture (r=0.215, p<0.01). Regression analysis revealed that sense of calling and teamwork explained 11.4% (${\beta}=0.284$, p<0.001) and 4.2% (${\beta}=0.212$ p<0.001) of the retention intention of advanced beginner-stage nurses, respectively, and these variables together explained 15.6% of the retention intention of advanced beginner-stage nurses. The results of this study will improve retention intention of advanced beginner-stage nurses and facilitate development a management program and execution strategy that helps improve sense of calling and teamwork, especially that of friendly social orientation and mutual cooperation.

• Women's Health Nursing
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• v.25 no.3
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• pp.329-344
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• 2019

Purpose: This study aimed to identify utilization of the work-family support policy (WFSP) and factors affecting retention intention among Korean female military officers. Methods: This cross-sectional survey recruited 103 married female officers from the Korean Army, Navy, and Air force with preschool-aged children through convenience and snowball sampling. Via online surveys from June to November, 2018, the participants self-reported retention intention, work-family conflict, job satisfaction, and utilization of the WFSP. The data were analyzed using descriptive statistics, independent t-tests, one-way analysis of variance, Pearson's correlation coefficient, and multiple linear regression. Results: Retention intention ($22.29{\pm}5.98$) was reported at the mid-level, lower than scores reported in the literature for female workers. Work-family conflict ($32.51{\pm}5.29$) and job satisfaction ($63.10{\pm}7.45$) were above the midpoint levels. Use of maternity leave (100.0%) and parental leave (92.2%) was high, especially compared to the rates of child-care day off (20.4%) and parenting time (20.4%). 'Noticeable increases in childcare services within the army' (22.8%) was reported as the supportive measure needed the most by female military officers. Job satisfaction (${\beta}=.43$, $p{\leq}.001$), the use of parenting time (${\beta}=-0.29$, p=.002), living type (${\beta}=-.18$, p=.043), and service type (${\beta}=-.16$, p=.035) significantly influenced retention intention. Conclusions: The findings highlight the priority areas of importance within the WFSP and suggest that a family-friendly culture can improve female officers' retention intention. Accordingly, policy changes at the Ministry of National Defense improving the system to enhance a family-friendly culture in the military is expected to strengthen the retention intention of female officers and contribute to excellence in the military workforce.

• Journal of Korean Clinical Nursing Research
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• v.29 no.2
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• pp.163-174
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• 2023

Purpose: To identify the effect of a new leadership type by confirming the effect of clinical nurses' grit and nursing work environment on nursing performance and retention intention with the mediating effect of compassionate rationalism leadership in the process. Methods: A proportional stratified sampling method was used with 45 tertiary general hospitals nationwide as the sampling unit. An online survey targeting nurses who have been working continuously for more than one year was conducted from October 14 to November 9, 2022. The final analysis included 1,256 questionnaires. The correlation between the participants' variables was analyzed using Pearson's correlation coefficients. The mediating effect was confirmed using a regression analysis, and bootstrapping. Results: The compassionate rationalism leadership had a mediating effect on the relationship between grit and nursing performance (F=203.21, p<.001), nursing work environment and nursing performance (F=109.48, p<.001), grit and retention intention (F=149.90, p<.001), and nursing work environment and retention intention (F=25.14, p<.001). Conclusion: The compassionate rationalism leadership of nursing managers had a positive effect on nursing performance and retention intention. Therefore, with the development and application of educational programs of compassionate rationalism leadership, it can be used to improve nursing performance and operate an efficient nursing organization.

• Journal of the Korea Society of Computer and Information
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• v.18 no.10
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• pp.225-234
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• 2013

The purpose of this study is to evaluate the impact of airline's retention equity on customer positive exclusive behavior intention and to minimize customer churn based maintenance is aimed to derive key variables in air transport market. A survey was conducted Incheon and Gimpo airport to use in the national carrier of domestic air travelers. A total of 480 respondents completed a survey. The result reveal that loyalty program, preferential treatment & acknowledgement program, and community program have significantly effect on positive behavior intention. However, preferential treatment & acknowledgement program, and community program have significantly effect on exclusive behavior intention. It showed that they are more influence than loyalty program as a switching barrier of airlines. The academic and practical implication of this study has been identified in the competitive market to maximize customer retention factors of maintaining retention equity to derive empirical strategic priorities.