• 한국직업건강간호학회지
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• 제24권2호
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• pp.86-93
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• 2015

Purpose: This study was to identify the factors determining the turnover intention of nurses in Emergency Department (ED). Methods: The subjects were 123 ED nurses working at 10 general hospitals in Busan, Korea. The data were collected from August 15th to September 22nd, 2013. The collected data were analyzed using the SPSS program through descriptive statistics, t-test, ANOVA, Pearson's correlation coefficients and stepwise multiple regression. Results: There were positive correlations between traumatic events experience and post-traumatic stress (r=.416, p<.001), between depression and traumatic events experience (r=.212, p=.001), between traumatic events experience and turnover intention (r=.289, p=.001), between post-traumatic stress and depression (r=.251, p=.005), and also between depression and turnover intention (r=.315, p<.001). Factors influencing turnover intention were depression and traumatic events experience with $R^2$ value 16.7%. Conclusion: Considering these results, it seems that the important factors determining the turnover intention of nurses in ED are depression and traumatic events experienced by nurses. Therefore, an active plan is needed to develop strategies for reducing nurses' depression and traumatic events experienced by nurses.

• 한국응급구조학회지
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• 제19권2호
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• pp.51-69
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• 2015

Purpose: This study aimed to identify the effects of job insecurity and job engagement on turnover intention of paramedics who work in emergency medical institutions. Methods: From October 14 to 28, 2014, data were collected by structured questionnaires from 171 paramedics who were working in emergency medical institutions. The data were analyzed by using SPSS/WIN 21.0. Results: Of the 171 subjects, 57.3% were temporary employees, of whom 87.5% were working in regional emergency medical centers. The mean scores were 3.19 for job insecurity, 4.58 for job engagement, and 3.28 for turnover intention. The correlation between the variables showed that the higher the job insecurity of the participants, the higher their turnover intention (r = .397, p <.001). Moreover, the higher their job engagement, the lower their turnover intention (r = -.354, p <.001). The variable that most significantly affected turnover intention was job insecurity. The coefficient of determination ($R^2$) of job insecurity and job engagement was 24.3%. Conclusion: A law should be enacted to involve paramedics as required personnel for emergency medical institutions in order to enhance the quality of emergency medical services and provide prompt and professional emergency medical services to emergency patients.

• 한국응급구조학회지
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• 제18권1호
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• pp.95-106
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• 2014

Purpose : This study was attempted to check the correlation between job satisfaction and turnover intention and to provide the basic information to increase job satisfaction of fire fighters. Methods : A total of 369 questionnaires were distributed and 354 questionnaires were filled out and collected for analysis. Results : There was difference in turnover intention by general characteristics. According to position, group of Fire lieutenant or more is lower than that of Fire sergeant or less (F=3.61, p=.014). The group of rescue & emergency service and administration was significantly lower than other groups(F=4.84, p=.001). In pattern of duties, day service group was significantly lower than shift work group in .05 level(t=2.59, p=.022). Finally, in the correlation, the more job satisfaction increase, the more turnover intention decrease that represents inverse correlation between job satisfaction and turnover intention(r=-.523, p <.001). Namely, it represents the results that the higher job satisfaction is low turnover intention. Conclusion : More studies of fire officer in other cities are required to generalize the results. We have to develop program for job satisfaction for fire officer firstly, because program for job satisfaction used in this study was not developed for fire fighters.

• 국제물리치료학회지
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• 제9권3호
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• pp.1528-1532
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• 2018

This study aimed to analyze the six personality factors of rehabilitation therapists and to identify the effects of these factors on their job stress and turnover intention. This study involved physical therapists and occupational therapists as rehabilitation therapists. A structured questionnaire was distributed to rehabilitation therapists, and 186 answered copies were used for data analysis. The results of the survey were as follows: Among the six personality factors, the rehabilitation therapists showed the highest level of honesty-humility and the lowest level of openness to experience. In terms of job stress, the subjects experienced the highest level of stress from job autonomy and the lowest level of stress from relationship conflict. In terms of turnover intention and work motivation reduction, the subjects scored above the median points, showing their high levels of turnover intention. In addition, higher levels of extraversion and agreeableness in the rehabilitation therapists led to a statistically significant reduction in their turnover intention and a statistically significant decrease in most of their job stress factors. Based on these results, organizational management aimed at increasing the personality factors of extraversion and agreeableness is necessary as a measure to effectively manage rehabilitation therapists' job stress and turnover intention.

• 한국직업건강간호학회지
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• 제30권3호
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• pp.110-119
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• 2021

Purpose: The purpose of this study was to explore the factors affecting turnover intention of nurse who work in comprehensive nursing care service wards. Methods: The study design was a cross-sectional study. We recruited participants in 5 general hospitals located in Gyeonggi. Data were collected using structured questionnaires. Data of 150 nurses were included in the final analysis. Multiple regression analysis was used to identify the influencing factors on turnover intention. Results: Work in the thoracic surgery department (β=.158, p=.045), Emotional labor (β=.282, p=.004), occupational stress (β=.222, p=.004), and burnout (β=.249, p=.003) were identified as factors influencing turnover intention. These factors explained 39.1% of the variance of turnover intention. Conclusion: The findings suggest that it is important to reduce emotional labor and occupational stress to reduce turnover intention for nurse in comprehensive nursing care service wards.

• 한국보건간호학회지
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• 제35권3호
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• pp.469-480
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• 2021

Purpose: Nurses are exposed to stressful circumstances during the COVID-19 outbreak, which increases their turnover intention. This study aimed to identify predictive factors of turnover intention among nurses during the COVID-19 outbreak. Methods: This study was a cross-sectional design using self-report questionnaires. A total of 164 nurses working at three hospitals participated voluntarily in the study. Questionnaires included nursing professionalism, job satisfaction, control belief and COVID-19 stress. Data were collected from February 1, 2021, to March 15, 2021. Data were analyzed with SPSS WIN 23.0 program using descriptive statistics, x2-test, independent t-test and logistic regression. Results: The turnover intention rate of nurses was 33.5%. Two significant predictors of nurses' turnover intention were identified, including risk acceptance in caring for patients with COVID-19 (odds ratio [OR] 4.24, 95% confidence interval [CI]=1.76~10.49) and nursing professionalism (OR=1.06, 95% CI=1.02~1.10). Conclusion: Hospital administrations should provide an improved work environment, such as individual protective equipment, compensation and protective system to nurses to avoid turnover intention in COVID-19 outbreak.

• Safety and Health at Work
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• 제14권3호
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• pp.309-316
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• 2023

Background: Job performance is known as an essential reflection of nursing quality. Colleague solidarity, positive emotion, and turnover intention play effective roles in a clinical working environment, but their impacts on job performance are unclear. Investigating the association between nurses' colleague solidarity and job performance may be valuable, both directly and through the mediating roles of positive emotion and turnover intention. Methods: In this cross-sectional study, a total of 324 Chinese nurses were recruited by convenience sampling method from July 2016 to January 2017. Descriptive analysis, Spearman's correlation analysis, and the structural equation model were applied for analysis by SPSS 26.0 and AMOS 24.0. Results: A total of 49.69% of participants were under 30 years old, and 90.12% of participants were female. Colleague solidarity and positive emotion were positively connected with job performance. The results indicated the mediating effects of positive emotion and turnover intention in this relationship, respectively, as well as the chain mediating effect of positive emotion and turnover intention. Conclusions: In conclusion, dynamic and multiple supportive strategies are needed for nurse managers to ameliorate nursing job performance by improving colleague solidarity and positive emotion and decreasing turnover intention based on the job demand-resource model.

• 대한방사선기술학회지:방사선기술과학
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• 제32권4호
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• pp.371-380
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• 2009

병원규모에 따라 조직문화와 인사체계가 다르기 때문에 이들 병원에서 근무하는 방사선사의 이직요인에 차이가 있을 가능성이 충분히 있으므로, 본 연구는 대전광역시 지역 종합병원과 개인병원에 근무하는 방사선사를 대상으로 이들의 이직의사 수준을 알아보고 이직의사와 인구사회학적 특성, 직업관련 특성, 직무스트레스요인, 직무만족도, 직무성과, 조직몰입 등의 제 요인과의 관련성을 알아보고자 하였다. 2008년 6월 1일부터 6월 30일까지 대전소재 5개 종합병원에서 근무하는 방사선사 158명, 의원에 종사하는 방사선사 117명 총 275명을 대상으로 자기기입식 설문조사(self-administered questionnaire)를 실시하였다. 위계적 다중회귀분석을 실시한 결과 개인병원은 교육수준, 직무스트레스 중 업무요구도, 직무만족도가 이직의사에 영향을 미쳤으며, 종합병원은 연령, 근무기간, 직무만족도, 조직몰입이 이직의사에 영향을 미쳤다. 이는 병원의 인사관리 및 조직관리 시 자료로 고려되어야 할 것으로 생각된다.

• 산업융합연구
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• 제8권1호
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• pp.33-48
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• 2010

This study is to examine the relationship between emotional leadership and turnover intention and mediating role of job stress. A model was established and hypotheses were verified on the basis of literature. In a model proposed for this study, emotional leadership was used as antecedents to job stress while turnover intention was used as consequences for job stress. The sample included 215 employees. Structural equation modeling was used to employed the hypothesized relationships in the conceptual model. Results indicated that emotional leadership has a negative impact job stress and turnover intention, and job stress has a positive impact turnover. Also, emotional leadership negatively affects turnover intention through job stress as expected. Implications are discussed and future research directions are outlined.

• 한국철도학회논문집
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• 제15권6호
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• pp.645-653
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• 2012

본 연구는 KTX기장의 개인-환경(직무,조직,동료)적합성이 직무만족, 조직몰입 및 이직의도에 미치는 영향과 개인-환경적합성과 이직의도간의 관계에서 직무만족과 조직몰입의 매개효과를 실증분석 하였다. 분석결과, 개인-환경적합성은 직무만족, 조직몰입 및 이직의도에 대부분 유의미한 영향을 미치는 것으로 나타났으나, 개인-직무적합성은 직무만족에, 개인-동료적합성은 직무만족과 이직의도에 각각 유의미한 영향을 미치지 못하는 것으로 나타났다. 직무만족 및 조직몰입의 매개효과 또한 대부분 매개효과가 있는 것으로 나타났으나, 개인-조직적합성과 이직의도간의 관계에서 직무만족의 매개효과가 없는 것으로 나타났다. 결론적으로 본 연구는 KTX기장의 이직의도를 파악하고 이를 예방하기 위해서는 전반적인 개인-환경적합성을 높임은 물론, 직무만족과 조직몰입 향상방안 마련이 중요하다는 사실을 시사하고 있다.