• Journal of Korean Academy of Nursing Administration
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• v.20 no.2
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• pp.167-175
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• 2014

Purpose: The purpose of this study was to identify the levels of customer orientation in nurses whose work experience was between 1 and 5 years and to examine factors associated with customer orientation and nursing productivity. Methods: For this descriptive correlational study, nurses (N=164) were recruited from a University Hospital in B city, from November 1 to 23, 2012. Questionnaires included measures of customer orientation, nursing productivity, organizational commitment, job stress, and turnover intention. Data were analysed with the SPSS/WIN 18.0 program using descriptive statistics, t-test, ANOVA, Pearson correlation coefficient, and stepwise multiple regression. Results: The mean age of participants was 25 years, 96% were single, and 54.9% had a bachelor degree. Organizational commitment (${\beta}$=.387) and job stress (${\beta}$=.280) significantly explained the variance in customer orientation ($R^2$=15.8). Customer orientation (${\beta}$=.479), education level (${\beta}$=.196), and turnover intention (${\beta}$=-.184) significantly explained the variance in nursing productivity ($R^2$=35.3). Customer orientation was the most important factor in explaining the variance in the nursing productivity. Conclusion: This study highlighted the relationship between customer orientation and nursing productivity. Improving the customer orientation could result in increasing nursing productivity. Future managerial intervention to improve customer orientation is warranted.

• The Journal of Industrial Distribution & Business
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• v.6 no.3
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• pp.19-25
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• 2015

Purpose - The intent of this research is to discover the factors that enhance innovative work behaviors of group members in order to strengthen the competitiveness of small enterprises. In addition, we verify that employee job characteristic factors have an influence between antecedent variables and dependent variables in the work situations at small companies. Research design, data, and methodology - This study is focused on identifying the factors, such as self-efficacy, leader member exchange (LMX), and collective efficacy, which promote innovative work behaviors. A total of 305 valid questionnaires were collected. Results - The results of a path analysis showed that LMX did not have significant effects on task significance, and autonomy did not have significant effects on innovative work behavior. Conclusions - These findings of the study imply that even though leaders supported the groups in accordance with official procedures by placing group members within or outside certain groups, task identity perceived by group members was not impacted. In addition, autonomy given to those with relatively less capability might be a burden rather than a positive outcome.

• The Journal of Industrial Distribution & Business
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• v.14 no.3
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• pp.9-17
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• 2023

Purpose: Intrinsic motivation can be affected by external factors and may not always be present in an employee. This study aims to shed light on the role of intrinsic and extrinsic motivation in driving employee performance and to determine which type of motivation has a greater impact on performance. Additionally, the research seeks to understand the impact of motivation on different employee characteristics, such as age, gender, and job tenure. Research design, data and methodology: The present author has obtained textual data from the current literature dataset, However, focusing on mostly journal articles and published books because it could provide the justification of reliability and validity and help to collect solid previous studies which is logically categorized themes. Results: The findings of the present research are divided into four differences (Difference in Job Satisfaction, Difference in Job Involvement, Difference in Organizational Commitment, and Difference in Turnover Intention), each focusing on one aspect of employee performance: job satisfaction, job involvement, organizational commitment, and turnover intention. Conclusions: Organizations can use the differences in employee performance based on intrinsic and extrinsic motivation to improve employee performance by recognizing the importance of intrinsic motivation, providing opportunities for employees to experience intrinsic motivation, and balancing extrinsic and intrinsic motivation.

• Journal of Korean Clinical Nursing Research
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• v.22 no.3
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• pp.314-326
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• 2016

Purpose: The purpose of this study was to understand the experience of emotional labor of clinical nurses in medical institutes. Methods: A total of 26 nurses from 11 hospitals participated in the study. Six focus groups were organized and 4 to 5 nurses took part in each group. The compositional factors of groups included clinical experience, age, gender, work place and position. Data collection was conducted through focus group interview and it was proceeded by the time of data saturation. In this qualitative study, content analysis was conducted. Results: Five themes, 14 categories, and 33 subcategories, were emerged. The themes were 'Restrain themselves', 'Communion to the patients', 'Working environment provoking emotional tension', 'Respond to emotional events', 'Recovery of emotional energy'. Conclusion: Results indicated that surface acting of emotional labor such as, repression of personal desire and presenting the emotions that the organization ask nurse to express was related to psychosomatic symptoms, depression, burnout, poor job performance, increased mistakes, and low job satisfaction which eventually leads to nurses' turnover. In order to reduce negative influence of emotional labor, it is necessary to build positive organizational culture, to provide support from managers and co-workers. It is also important to improve work environment in order to do more deep acting since sharing emotions with patients can reduce the negative influence of emotional labor.

• Journal of Korean Academy of Nursing Administration
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• v.20 no.5
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• pp.469-480
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• 2014

Purpose: This study was conducted to explore clinical nurses' experience of positive organizational culture in order to provide data for effective strategies of acquisition and retention of competent nurses. Methods: In this qualitative study, interviews with four focus groups of four to six nurses, 19 in total, were held. Compositional factors in groups included clinical experience, age, work place, and position. Interviews proceeded until data were saturated. Results: Fifteen sub-themes, categorized into six themes, emerged. Positive organizational culture themes included "Helping nurses to be organization members", "Allowing nurses to communicate with one another", "Helping nurses take an initiative to lead organization", "Having competent leader take charge of organization", "Enabling nurses to achieve organizational changes", and "Leading nurses to accomplish organizational performance." Conclusion: Results indicate that positive organizational culture is related to increases in occupational satisfaction and decreases in turnover through supportive organizational culture which makes it possible to reinvest expenses required for training new members to promoting quality growth in the organization and the prestige of professional nurses. In order to improve occupational satisfaction and sustained growth in nurses, it is necessary to provide nurses with positive work environments and require members to make active efforts leading to strategic changes.

• Journal of Korean Academy of Nursing Administration
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• v.4 no.2
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• pp.457-474
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• 1998

This study was aimed to be able to dedicate to the quality promotion of nursing of the nurses and the development of hospital organization by investigating interrelations between job satisfaction degree and organizational commitment of the clinical nurses. The objects of this study have been 507 nurses working in university hospital in Seoul and the materials have been collected through structured questionnaires for 14 days from Feb. 23. 1998 through March 8. The materials have been analyzed and computerized statistically with SPSS. General characteristics have been analyzed by practical number and percentage. and job satisfaction degree and organizational commitment have been analyzed by average evaluation marks and standard deviation and the relation between general characteristics and job satisfaction degree and the relation between general characteristics and organizational commitment have been analyzed by t-test or F-test(ANOVA) according to the characteristics of variable. Correlations between job satisfaction degree and organizational commitment have been analyzed by Pearson's Correlation Coefficient. The followings are the summaries of the results of the study: 1. The degree of job satisfaction of the object was 3.26 in average on the basic of 5 marks and worth area showed highest by 3.78 while wage and welfare 2.70 the lowest when analyzed 11 areas. 2. Organizational commitment of the object showed 3.24 in average on the basic of 5 marks. 3. According to the age. marital status. educational background. employment experience. experience in current department. position. types of work. department of work. wage, satisfaction about the current department, whether they wish to be transferred to the other department and whether they are transferred or not. there were significant differences in the characters of job satisfaction degree when general characteristics and job satisfaction degree have been examined. 4. According to the age. marital status. religion. educational background. employment history. position and experience in current department. types of work. department of work. wage. satisfaction about the department they are assigned. whether they wish to be transferred. Whether they are transferred or not and number of being transferred to the other department. there have been significant differences in the characters of organizational commitment when general characteristics and organizational commitment have been examined relatively. 5. Correlations between the degree of job satisfaction and organizational commitment has shown the degree of organizational commitment higher respectively when the degree of job satisfaction was higher. the degree of sanitation factor was higher and the degree of motive factor was higher (r=.73799. r=.6826. r=.6570). 6. The result of the analysis of correlations between organizational commitment and the turnover intension and job related action has shown comparatively high reverse correlations (r=.6375) between organizational commitment and turnover intension and low reverse correlations(r=.3253) between organizational commitment and job related action. Based on the above results. the study of the ways of increasing the degree of satisfaction about wage. welfare. position and stability and the supervision of the senior which showed the low degree of job satisfaction should be conducted and through the management of the degree of job satisfaction which affects to the organizational commitment, I would like to propose that the ways of increasing the sense of commitment to the hospital organization of the nurses should be studied.

• Journal of Labour Economics
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• v.24 no.1
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• pp.125-147
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• 2001

It is expected that labor mobility and inter-industry labor turnover would rise due to the rapid changes in the industrial structure and legal institutions of layoffs after the 1997 economic crisis in Korea. One aspect of economic costs of labor mobility is demise of accumulated skills of workers. Workers' skills could be decomposed into three parts, general skills, firm-specific skills, and industry-specific skills. Using data from the panal data of Korea Labor Institute(KLIPS), I show that the net return to seniority is markedly reduced once industry-experience are controlled for. The returns to industry-specific experience are relatively high. Particularly, the experience in one-digit industry is more important for the white-collar workers, while the experience in three-digit industry is also important for the blue-collar workers. Therefore, it seems that the economic cost of labor mobility would be diverse between the skills and between the working classes.

• Journal of Korean society of Dental Hygiene
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• v.24 no.1
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• pp.35-43
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• 2024

Objectives: Previous research on turnover has been conducted from the organization's perspective. However, for the long-term retention of dental hygienists, it is necessary to conduct research from an individual's perspective. The purpose of this study is to examine the impact of achievement motivation on the intention to stay of dental hygienists. Methods: This study conducted an online survey targeting dental hygienists working in dental healthcare institutions, using convenience sampling from September, 2023. The analysis included 152 participants with long-term work experience and 121 participants with shorter work experience. Multiple regression analysis was conducted to identify factors influencing retention intentions (PASW Statistics ver. 23.0, p<0.05). Results: Factors influencing intention to stay for long-term dental hygienists included the number of dental hygienists and achievement motivation (responsibility, challenge, task orientation), with a significant impact (adj. R²=0.317). For shorter-term dental hygienists, achievement motivation (challenge, task orientation) demonstrated a significant impact (adj. R²=0.164). Conclusions: It was observed that intrinsic factors, particularly achievement motivation, had a significant impact on intention to stay. Consequently, exploring strategies to satisfy intrinsic motivation, such as achievement motivation, is deemed necessary.

• Journal of dental hygiene science
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• v.24 no.2
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• pp.71-83
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• 2024

Background: Dental hygienists, who play a vital role in promoting oral health, experience burnout due to various factors. This study aimed to identify these factors through a scoping review of the literature on burnout among dental hygienists in Korea to develop prevention and intervention strategies for burnout. Methods: The literature review was conducted following a scoping review protocol, which included five stages: identifying the literature question, identifying relevant studies, study selection, charting the data, summarizing, and reporting the results. Of the 352 documents initially reviewed, 35 were ultimately selected as final studies. These documents were analyzed to identify general characteristics and key variables related to burnout and to review the recommendations made by the studies. Results: Analysis of the final documents revealed that most studies published between 2013 and 2018 involved sample sizes ranging from 201 to 300 participants. Burnout-related characteristics include age, salary, work experience, and marital status. Emotional labor was the key variable most frequently identified, followed by intention to leave, job stress, job satisfaction, job involvement, and self-efficacy. Conclusion: This study suggests that strategies for preventing and intervening in burnout should be developed through both personal efforts and institutional measures. This approach will improve the work environment for dental hygienists and, consequently, enhance the quality of dental healthcare services.

• Journal of Chest Surgery
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• v.23 no.2
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• pp.316-324
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• 1990

This study is a review of the early postoperative results in fifteen patients who diagnosed funnel chest and underwent the corrective surgical procedure by the sternal turnover[STO] or the sternocostal elevation[SCE] between January 1988 and February 1990. Thirteen among fifteen patients were male. Early eight patients were corrected by the STO and late seven patients by the SCE. Cosmetic result was excellent in one, fair in five, poor in two patients who received the STO and excellent in all patients corrected by the SCE. This unfavorable postoperative result in the STO group was due to the protrusion of inverted xiphisternal joint, the depression along the rejoined costal cartilages and forward tilting of the distal sternum. The lower vertebral indices measured on the lateral chest film were improved postoperatively from 0.42\ulcorner0.08 to 0.30\ulcorner0.05 in the STO group and from 0.31\ulcorner0.05 to 0.24\ulcorner0.03 in the SCE group. There was significant improvement in lower vertebral index in both groups, but it was difficult to compare the postoperative improvement between groups due to the different preoperative status. In the SCE group, the funnel index and the degree of depression measured on the computed tomography were significantly improved from 5.29\ulcorner1.72 and 3.11\ulcorner0.71 to 2.77\ulcorner0.46 and 1.63\ulcorner0.19[P<0.05], but there was no significant change in the degree of flatness postoperatively. This results suggest that sternocostal elevation is more cosmetic procedure than sternal turnover in children and in young adolescents whose funnel index measured on the computed tomography is low.