• 품질경영학회지
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• 제51권3호
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• pp.445-459
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• 2023

Purpose: The present study was designed to find out how the quality of the work environment felt by physical therapists and LMX affect the turnover intention. In addition, we tried to find the mediating effect of LMX in the causal relationship between work environment quality and turnover intention, and to find ways to effectively lower the turnover intention of physical therapists. Methods: Survey tool has obtained validity and reliability through literature survey, exploratory survey and pretest and sample 365 was selected. To treat a pretest and main analysis, SPSS23.0 and AMOS23.0 were employed and structural equation model was employed as an analysis method. Results: Among the work environments, the human environment, the physical environment, and the compensation system were found to have an effect on LMX. In addition, the physical environment and compensation system were found to have a significant effect on turnover intention. LMX was found to have an effect on turnover intention and play a mediating role. Conclusion: In order to lower the turnover intention of physical therapists, the level of LMX should be increased by strengthening the factors of the working environment. This study shows that the management of LMX along with the working environment is an important factor in lowering the turnover intention of physical therapists, and this study has several limitations.

• 한국응급구조학회지
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• 제21권3호
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• pp.109-120
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• 2017

Purpose: The purpose of the study was to investigate the mediating effects of self-efficacy on the relationship between job stress and turnover intention of paramedics in hospitals. Methods: A self-reported questionnaire was completed by 209 paramedics in hospitals from September 4 to 24, 2015. Data were analyzed by descriptive statistics, t-test, ANOVA, Pearson's correlation coefficients, and multiple regression analysis using Baron & Kenny's 3 step procedure. Indirect effect was confirmed with Sobel test using SPSS/Win 22.0 program. Results: There were negative relationships between job stress, self-efficacy, and turnover intention (r=-.509, p<.001). There was a negative relationship between job stress and self efficacy (r=-.821, p<.001). The self-efficacy and turnover intention showed a positive relationship (r=.636, p<.001) with job stress and turnover intention. Concerning the mediated effect of self efficacy on job stress and turnover intention, the influence of job stress at step 2 on turnover intention was significant (B=1.207, p<.001), while job stress at step 3 had significant influence on turnover intention (B=.474, p<.001). The mediated effect of self-efficacy on job stress and turnover intention showed significant partially mediated effect of self-efficacy (z=7.100, p<.001). Conclusion: Improvement of self-efficacy and job stress was effective at decreasing turnover intention in paramedics in hospitals.

• 한국직업건강간호학회지
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• 제22권2호
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• pp.130-139
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• 2013

Purpose: This study was to identify the relationship among clinical nurse's job overload, self-efficacy, emotional exhaust and turnover intention. Methods: The study was conducted through a survey on 537 clinical nurses in five general hospitals. The data were collected by self-reporting questionnaires and analysed by the SPSS/WIN 17.0 program using descriptive statistics, t-test, ANOVA, Pearson correlation coefficient and stepwise multiple regression. Results: The mean score of turnover intention was 3.04. Turnover intention according to age, total career, job objective, and work off showed significant differences. The significant positive correlations between emotional exhaust and turnover intention (r=.531, p<.001), job overload and turnover intention (r=.514, p<.001) were found. The significant factors influencing turnover intention were emotional exhaust (${\beta}$=.488, p<.001), career (${\beta}$=.175, p<.001), job overload (${\beta}$=.119, p= .003), and number of night (${\beta}$=.117, p=.002), which accounted for 40.3% of the variance. Conclusion: Thought this result, nursing managers should analyze the reasons for high turnover intention, focusing on the main factors affecting turnover intention and consider the solutions to decrease the turnover intention.

• 한국치위생학회지
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• 제10권6호
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• pp.973-981
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• 2010

Objectives : The purpose of this study is to find out factors that affect turnover intention among dental hygienists. This study also provides a method to decrease the turnover intention, and demonstrates plans to improve organizational effectiveness. Methods : The data was collected from 300 dental hygienists working at dental clinics in Daegu and Kyungbuk province during the month of September, 2010. The total of 152 copies were used for analysis. The questionnaires were consisted of 6 categories: turnover intention, empowerment, organizational commitment, burnout, stress, and job satisfaction. T-test, ANOVA, correlation analysis, multiple regression were applied in this analysis. Results : 1. Looking at the relations between turnover intention and general characteristics, urnover intention was the highest among 20-29 age group, junior college graduates, and the group that had lees than 2-5 years of working experiences(p<0.05). Regarding marital status, singles had higher turnover intention than married people. 2. Looking at the correlation among turnover intention, empowerment, organizational commitment, burnout, stress, and job satisfaction, most of these factors showed significant correlations. However the correlations between organizational commitment and stress, stress and empowerment, stress and job satisfaction were not significant(p<0.05). 3. Organizational commitment and stress had significant influence on turnover intention(p <0.05). Organizational commitment was the most significant factor and it negatively influences the turnover intention. Conclusions : In order to decrease the turnover intention among dental hygienists, plans that can increase the organizational commitment should be implemented by improving organization-related factors.

• 한국정보시스템학회지:정보시스템연구
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• 제30권4호
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• pp.21-42
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• 2021

Purpose In order for companies to continue to grow, they should properly manage human resources, which are the core of corporate competitiveness. Employee turnover means the loss of talent in the workforce. When an employee voluntarily leaves his or her company, it will lose hiring and training cost and lead to the withdrawal of key personnel and new costs to train a new employee. From an employee's viewpoint, moving to another company is also risky because it can be time consuming and costly. Therefore, in order to reduce the social and economic costs caused by employee turnover, it is necessary to accurately predict employee turnover intention, identify the factors affecting employee turnover, and manage them appropriately in the company. Design/methodology/approach Prior studies have mainly used logistic regression and decision trees, which have explanatory power but poor predictive accuracy. In order to develop a more accurate prediction model, XGBoost is proposed as the classification technique. Then, to compensate for the lack of explainability, SHAP, one of the XAI techniques, is applied. As a result, the prediction accuracy of the proposed model is improved compared to the conventional methods such as LOGIT and Decision Trees. By applying SHAP to the proposed model, the factors affecting the overall employee turnover intention as well as a specific sample's turnover intention are identified. Findings Experimental results show that the prediction accuracy of XGBoost is superior to that of logistic regression and decision trees. Using SHAP, we find that jobseeking, annuity, eng_test, comm_temp, seti_dev, seti_money, equl_ablt, and sati_safe significantly affect overall employee turnover intention. In addition, it is confirmed that the factors affecting an individual's turnover intention are more diverse. Our research findings imply that companies should adopt a personalized approach for each employee in order to effectively prevent his or her turnover.

• 한국직업건강간호학회지
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• 제20권1호
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• pp.74-82
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• 2011

Purpose: This study investigated how shift work nurses' fatigue influences job stress and turnover intention, and how job stress mediates the relationship between fatigue and turnover intention. Methods: As a descriptive research design, the data were collected from 203 shift work nurses in a city. It was analyzed using the SPSS/WIN 14.0 and AMOS 5.0. Results: fatigue and job stress in shift work nurses influenced turnover intention. Job stress worked as a partial mediation between fatigue and turnover intention. Conclusion: It is necessary to reduce fatigue and job stress for reducing turnover intention in strategies of hospital manpower.

• 보건의료산업학회지
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• 제11권1호
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• pp.67-78
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• 2017

Objectives : This study investigated the fatigue, emotional labor and job embeddedness factors influencing the turnover intention of clinical nurses. Methods : A survey was conducted with 479 hospital nurses. Data were analyzed using descriptive statistics, t-tests, ANOVA, Pearson correlation coefficients. and multiple regression with SPSS/WIN 23.0. Results : The mean scores fatigue, emotional labor, job embeddedness. and turnover intention were $3.06{\pm}0.71$, $3.43{\pm}0.60$, $2.94{\pm}0.47$, and $3.39{\pm}0.62$, respectively. Turnover intention was positively correlated with fatigue and emotional labor, but negatively correlated with job embeddedness. Multiple regression analysis showed that the factors affecting turnover intention were job embeddedness, emotional labor, gender, and with studying. Conclusions : The results indicate that emotional labor and job embeddedness are very important factors affecting nurses turnover intention. Therefore nurse managers should decrease nurses emotional labor and maximize their job embeddedness by developing various emotional sensitivity and support programs.

• 대한간호학회지
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• 제46권5호
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• pp.733-743
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• 2016

Purpose: The purpose of this study was to examine factors influencing new graduate nurse turnover. Methods: This study was carried out as a secondary analysis of data from the 2010 Graduates Occupational Mobility Survey (GOMS). A total of 323 nurses were selected for analysis concerning reasons for turnover. Data were analyzed using descriptive statistics and multilevel survival analysis. Results: About 24.5% of new nurses left their first job within 1 year of starting their jobs. Significant predictors of turnover among new nurse were job status, monthly income, job satisfaction, the number of hospitals in region, and the number of nurses per 100 beds. Conclusion: New graduate nurses are vulnerable to turnover. In order to achieve the best health of the nation, policy approaches and further studies regarding reducing new graduate nurse turnover are needed.

• 보건의료산업학회지
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• 제7권2호
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• pp.191-203
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• 2013

This study had collected 267 Dental Health Care Worker in Busan, Gyeongnam and Ulsan, in order to investigate work-family conflict, job satisfaction and turnover intention of dental hygienists and find relationship between these. A survey was conducted from April 8 through April 30, 2013, by using structured, self-administered questionnaires. The collected data were analyzed with SPSS 12.0 program. The obtained results were as follows; 1. The average job satisfaction point are 3.32, work-family conflict point 3.06, and turnover intention point 2.80. 2. The job satisfaction was under the greatest influence of the Group of Rationality, followed by declination of Work Demand, Working Environment, Money. 3. The turnover intention was under the greatest influence of the Money, Job of Future. All the foctors had a positive impact on their turnover intention. That lowering these factors expressed a positive correlation, the higher the money and job of Future turnover intention.

• 성인간호학회지
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• 제27권2호
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• pp.180-187
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• 2015

Purpose: The purpose of this study was to analyze the effects of job embeddedness and job satisfaction on turnover intention in nurses. Methods: The study design was a descriptive survey and questionnaires were collected from May 1 to 31, 2014. Participants were 216 nurses. Data were analyzed using independent t-test, Scheff$\acute{e}$ test, one-way ANOVA, Pearson correlation coefficient and hierarchical multiple regression with the SPSS/WIN 21.0 program. Results: Job embeddedness was positively correlated with job satisfaction and negative correlations with turnover intention. Finally, job embeddedness and job satisfaction accounted for 33.1% of the variance in turnover intention. Conclusion: Results indicate that job embeddedness and job satisfaction are factors influencing turnover intention. Therefore, it is necessary to develop and make available programs embracing factors in the prevention and reduction of turnover intention.