• Quality Improvement in Health Care
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• v.28 no.1
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• pp.55-66
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• 2022

Purpose: This study aims to investigate the factors influencing health personnel's occupational stress on turnover intention regarding healthcare accreditation. Methods: A survey was conducted from May 17 to May 31, 2021, among participants to examine occupational stress and turnover intention among health personnel working at a 188-bed specialized hospital in Seoul that is preparing for healthcare accreditation. Results: Occupational stress regarding healthcare accreditation was found to have a positive correlation with turnover intention (r=.698, p <.001), and influenced turnover intention the most, which explains the variance of 55.8% (F=29.015, p <.001). There were significant differences between occupational groups in job stress (F=13.292, p<.001) and turnover intention (F=10.930, p <.001) in the healthcare accreditation. Conclusion: Occupational stress regarding healthcare accreditation is higher in nursing than in other occupations, indicating the need to lower the turnover intention of nurses by preparing a national institutional standard for nursing manpower and also put in place an appropriate compensation system for each hospital seeking accreditation.

• Korean Journal of Childcare and Education
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• v.17 no.2
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• pp.69-87
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• 2021

Objective: Studies have shown that turnover intention of teachers' in early childhood educational centers tend to negatively affect the quality of child care and children's adjustment. However, few studies have examined the underlying mechanism that increases teachers' turnover intention and have barely focused on environmental factors. We aimed to test whether workplace characteristics may affect teachers' turnover interntion through personal factors (i.e., burnout and health). Methods: A sample of 262 teachers participated in the study. Workplace characteristics, burnout, health and turnover intention were assesed through self-report questionnaires. Data were analyzed through SEM using Mplus and the significance of mediation effects were estimated by the bootstrapping confidence intervals. Results: Finidngs indicated that a poor workplace enviornment directly predicted high turnover intentions of teachers and indirectly predicted through their high burnout and poor health contidion. Conclusion/Implications: These findings contriubed to provide better understaning about an effective future direction for policies and intervention programs in order to decrease teachers' turnover intention and subsequently increase the quality of early childhood educational centers.

• The Korean Journal of Emergency Medical Services
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• v.26 no.3
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• pp.21-35
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• 2022

Purpose: The purpose of this study was to investigate the effects of firefighters' job stress and emotional labor on their turnover intention, and analyze the main factors impacting turnover intention in this context. Methods: Based on a descriptive survey study design, we administered a structured questionnaire among 231 firefighters at one fire station in G metropolitan city from November 13 to 27, 2020. Results: Regarding job stress, participants showed differences based on marital status (p<.05), health status (p<.001), total service period (p<.05), and assignment (p<.05). For emotional labor, a significantly higher rate was observed for female than male firefighters (p<.05), with differences also observed in age (p<.001), health status (p<.001), total service period (p<.05), rank (p<.001), and assignment (p<.05). Further, for turnover intention, significant differences were noted with respect to age (p<.001), education (p<.01), health status (p<.001), total service period (p<.01), work unit (p<.05), rank (p<.001), and assignment (p<.05). A significant correlation was found between job stress and emotional labor and turnover intention. Regarding the factors affecting turnover intention, significant differences were noted based on education, rank, job stress, and emotional labor; the explanatory power was 53.9% (F=13.806, p<.001). Conclusion: Tailored support programs must be developed to ease firefighters' job stress and reduce their emotional labor to facilitate effective manpower management and reduce firefighters' turnover intention.

• Health Policy and Management
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• v.19 no.2
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• pp.111-126
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• 2009

The purposes of this study were (1) to describe the effects of transformational leadership and transactional leadership on the hospital member's organizational commitment and turnover intention, (2) to provide with fundamental data in enhancing organizational effectiveness. For this purpose, the types of leadership, organizational commitment and turnover intention were evaluated among hospital members. A survey was conducted with 827 respondents working in a general hospital in Sungnam-shi. For the data analysis SPSS 10.0 was utilized. To verify the reliability and validity of variables, Chronbach's ${\alpha}$ and confirmatory factor analysis were processed. After descriptive analysis, regression analysis was conducted. In these progresses all the statistical significant levels were set at ${\alpha}$= 0.05. Results of the study can be summarized as follows. First, the types of leadership had differences in the level of organizational commitment and turnover intention of the hospital members and then transformational leadership had a more influence than did transactional leadership. Second, there were significant correlations for organizational commitment and turnover intention with overall characteristics of leadership(p<.05). Third, the factor influencing hospital member's organizational commitment and turnover intention were transformational leadership(p<.001). Total explanatory powers($R^2$) were 20.2% (organizational commitment) and 12.1%(turnover intention). Multiple regression analysis demonstrated that organizational commitment significantly high when transformational leadership was higher and it also showed turnover intention was significantly lower. In conclusion, the results of this study show that the leadership influence hospital member's organizational commitment and turnover intention and they are different the types of leadership. This results suggest that in order to be as successful leaders in hospital, the leaders should know their employee's behaviors and change their leadership styles.

• Journal of Korean Academy of Nursing Administration
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• v.21 no.2
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• pp.203-211
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• 2015

Purpose: This study aimed to investigate job satisfaction, organizational commitment and turnover intention among male nurses in South Korea. Methods: Data were collected in May, 2013 and a total of 150 male hospital nurses participated in this study. Job satisfaction, organizational commitment and turnover intention were measured using a structured questionnaire. Collected data were analyzed using SPSS/WIN 20.0 for windows. Results: There were statistically significant correlations between job satisfaction and organizational commitment (r=.74, p<.001), job satisfaction and turnover intention (r=-.56, p<.001), and organizational commitment and turnover intention (r=-.69, p< .001). There was a statistically significant difference in job satisfaction of participants according to education, work unit, and salary. Organizational commitment showed significant difference according to age, education, work unit, and salary. Turnover intention was significantly different according to duration of employment in the hospital, and salary. The most influential factor for turnover intention was organizational commitment (${\beta}=-.69$, p<.001). This factor accounted for 47.8% of the variance in turnover intention. Conclusion: The results of this study indicate that to reduce turnover intention for men in nursing, it is necessary to increase job satisfaction, and organizational commitment.

• The Journal of the Korea Contents Association
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• v.11 no.7
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• pp.418-425
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• 2011

The purpose of this study was to examine the emotional intelligence, career commitment, turnover intention for nurses and the mediating effect of career commitment on the relationship between emotional intelligence and turnover intention. Data were collected by questionnaires from 200 nurses in the hospitals from August 1 to August 30, 2010. Data were analyzed by Pearson's correlation coefficient and hierarchial regression procedures. The emotional intelligence and career commitment were significantly negative correlation with turnover intention. The emotional intelligence explained 13.9% of career commitment and 2.1% of turnover intention and career commitment explained 32.1% of turnover intention. And career commitment had a mediating effect on the relationship between emotional intelligence and turnover intention. To decrease turnover intention, nursing managers ought to develop the emotional intelligence and career commitment of nurses, reinforce as a mediating role between emotional intelligence and turnover intention. With the help of information technology.

• Journal of Korean Physical Therapy Science
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• v.10 no.2
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• pp.145-152
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• 2003

Recruiting and maintaining capable physical therapists in hospitals is crucial to provide patients with better quality's physical therapy and to achieve hospital business objectives. This study is to provide basic data for effective personnel management of physical therapists in the hospital. For this, this study was conducted to confirm the relationship between turnover intention and job characteristics(task importance, job autonomy, job feedback, task identity, skill diversity), and to find out factors affecting the turnover intention of hospital physical therapists in Korea. The sample used in this study consisted of 173 physical therapists who were working in hospitals located in Seoul from June 18 to 29. The data for analysis were collected by questionnaire survey. The dependent variable of this study was turnover intention and the independent variables were job characteristics(task importance, job autonomy, job feedback, task identity, skill diversity), demographic characteristics of respondents(sex, age, education level, marital status, working hospital, working career). The major statistical methods used for the analysis were factor analysis, t-test, ANOVA, correlation, and hierarchical multiple regression analysis. Turnover intention according to demographic characteristics of respondents was significantly high in the graduate school above group. As the result of hierarchical multiple regression analysis of turnover intention, R2 of job characteristics was much more powerful than demographic characteristics. The factors had significant negative effect on turnover intention were job autonomy, task identity, and skill diversity. And in demographic characteristics factors, there were not significant factors on turnover intention. In considering above findings, for decreasing turnover intention of physical therapists, hospitals need to develop strategies for enhancing job satisfaction by improving job autonomy, task identity, and skill diversity from the adequate job environment.

• Journal of Digital Convergence
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• v.12 no.12
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• pp.427-439
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• 2014

This study analyzed the effects of job stress, job burnout, and social support on turnover intention for beauty salon workers in Busan. First, the younger, the higher levels of emotional labor; the younger, the lower education levels, the shorter career, and the lower position, the higher job stress and the higher job burnout; and the younger, the lower education levels, and the fewer days off, the higher turnover intention. Second, directors, designers and the staff had emotional labor, job stress, job burnout, and social support associated with turnover intention. Third, owners and designers had their turnover intention in general affected by emotional control, role stress, supervisor support, and colleague support and had their workplace-related turnover intention affected by emotional control, role stress, colleague support, and depersonalization, while the staff had their turnover intention in general and workplace-related turnover intention affected by supervisor support, colleague support, and depersonalization and had their job-related turnover intention affected by supervisor support.

• Culinary science and hospitality research
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• v.16 no.3
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• pp.205-217
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• 2010

The purpose of this study is to investigate the formation of turnover intention of restaurant employees by considering their group cohesiveness, organizational commitment, and employment status(full-time vs part-time). Also, following Baron and Kenny's(1986) guidelines, it examined a mediating effect of organizational commitment on turnover intention. The results of an empirical analysis showed that group cohesiveness had a significant effect on organizational commitment, and organizational commitment was negatively associated with turnover intention. Also, group cohesiveness was negatively associated with turnover intention. That is, the higher the group cohesiveness and the organizational commitment, the lower the turnover intention. In addition, the results of mediation tests revealed that organizational commitment was a partial mediator in the relationship between group cohesiveness and turnover intention. Finally, employment status did not moderate the relationship between group cohesiveness and organizational commitment, organizational commitment and turnover intention, or group cohesiveness and turnover intention. Implications and suggestions for future research were discussed.

• Journal of Korean society of Dental Hygiene
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• v.12 no.1
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• pp.213-223
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• 2012

Objectives : The purpose of this study is to identify relationships between turnover intention and variable factors among dental hygienists. Methods : Each factor of validity and reliability were investigated using factor analysis and Cronbach's ${\alpha}$. The hypothesis of the data was proven and analyzed using the pearson correlation, regression analysis, and analysis of variance (ANOVA). Results : The independent variables were based on self-efficacy, the dependent variables were based on job satisfaction. The results of the regression analysis were that self-efficacy is as high as job satisfaction. Independent variables based on self-efficacy and job satisfaction. The dependent variable is organizational commitment multiple regression analysis was used. The results showed that self-efficacy and job satisfaction are as high as organizational commitment. Independent variables based on organizational commitment. The dependent variable is the turnover-intention. Simple regression analysis showed that organizational commitment is as low as turnover-intention. Self-efficacy, job satisfaction and organizational commitment are different depending on individual traits and personal characteristics. Self-efficacy has been shown to have a positive relationship with job experiences, public work and turnover intention. Organizational commitment is also related with job experiences. However, there was no significant difference between job satisfaction, turnover intention and personal characteristics. Conclusions : According to the factor analysis of turnover intention, self-efficacy, job satisfaction, organizational commitment and turnover intention were correlated to each other. Self-efficacy, job satisfaction, and organizational commitment has a negative association with turnover intention.