• The Korean Journal of Health Service Management
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• v.12 no.4
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• pp.115-126
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• 2018

Objectives : The purpose of this study was to verify the hypothetical models composed of elements that affect turnover intention of hospital workers. Methods : From four random hospitals, 330 questionnaires were collected. Statistical analysis was done using IBM SPSS, AMOS 22.0. Results : Self-esteem had a positive effect on intrinsic job satisfaction. Self-efficacy had a positive effect on intrinsic and extrinsic job satisfaction. Job satisfaction had a positive effect on the organizational commitment, and negative effect on the turnover intention. Organizational commitment had a negative effect on the turnover intention. Conclusions : This research found that Self-esteem and Self-efficacy affect turnover intention through Job satisfaction and organizational commitment. Therefore, we should implement policies and administration to maximize self-esteem and self-efficacy.

• Journal of Korean Academy of Nursing
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• v.52 no.5
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• pp.479-498
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• 2022

Purpose: This study aimed to examine effect sizes of leadership styles of nursing managers on turnover intention of hospital nurses. Methods: A systematic review and meta-analysis were conducted in accordance with the PRISMA and MOOSE guidelines. Participants were nurses working in hospitals. The intervention involved nursing managers' leadership styles; the outcome assessed was nurses' turnover intention. This was an observational study design. Eleven databases were searched to obtain articles published in Korean or English. Of the 14,428 articles reviewed, 21 were included in systematic review and meta-analysis. Comprehensive Meta-Analysis and R software programs were used. Results: The total effect size r (ESr) was - 0.25 (95% confidence interval: - 0.29 to - 0.20). Effect sizes of each leadership style on turnover intention were as follows: ethical leadership (ESr = - 0.34), transformational leadership (ESr = - 0.28), authentic leadership (ESr = - 0.23), transactional leadership (ESr = - 0.21), and passive avoidant leadership (ESr = 0.13). Ethical leadership was the most effective style in decreasing turnover intention of hospital nurses. Conclusion: Positive leadership styles of nurse managers effectively decrease turnover intention of hospital nurses, and negative leadership styles of nurse managers effectively increase turnover intention of hospital nurses. The ethical leadership style is the most effective in decreasing turnover intention of hospital nurses; however, it requires careful interpretation as its effects are reported by only two studies. This study contributes to addressing the high turnover rate of hospital nurses and developing positive leadership styles of nurse managers in hospital settings.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.37 no.2
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• pp.35-42
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• 2014

The purpose of this study is to analyze job stress factors of hospital workers, which has an effect on their turnover intention. For identifying the influences on turnover intention, types of hospitals (university hospital, general hospital, private hospital) and types of workers(office workers, technical workers, and nursing staffs) were categorized. We went to the hospitals and carried out the survey under the cooperation with the concerned hospitals. The period of survey was from 23. Sep. 2013 to 30. Oct. 2013, and 293 worker participated in the survey. On the basis of the previous study, the measurement of job stress factors and turnover intention was set up as the survey method, and its reliability and validity were measured. The stress factors were subdivided into seven factors; occupational climate, organizational system, autonomy job control, uncertainty of getting a new job, job ability to perform, job demand, job ambiance. The value of job stress factors by the measuring instrument, Cronbach's Alpha, was 0.805 and the value of the subordination variable of turnover intention was 0.881. IBM SPSS Statistics 21 was used as the statistic analysis tool and the descriptive statistics about job stress factors. As a result, the turnover intention were analyzed depending on the types of hospitals, job groups, working years, and gender. Result shows that the job stress factors are differed according to the types of hospitals, and these job stress factors have influence on turnover intention. Therefore, it could be considered that, if the hospital managers find out the major job stress factors of their employees and resolve them in advance, the job stress of the hospital workers and their turnover intention can be reduced.

• Journal of Distribution Research
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• v.2 no.2
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• pp.63-106
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• 1997

This study is conducted to examine the relationship between salespeople's job consciousness, their competencies of practical business and their turnover intention in department stores. The data was collected from 1961 department stores salespeople in Seoul and Sungnam. And a survey was conducted by questionnaire. Mean, Scheffe-test, Cronbach's ${\alpha}$, Perason's correlation, factor analysis, regression analysis, path analysis are used for the analysis of data. Major findings are as follows : 1) Job consciousness of salespeople is relatively strong, the level of competencies of practical business and turnover intention are somewhat low. 2) Job consciousness of salespeople and their competencies of practical business are related to their turnover intention. The more strongly they have job consciousness, the more highly they have the level of competencies of practical business, and the lower their turnover intention becomes. 3) Among related variables, their perception of distributive education shows the strongest effect on job consciousness of salespeople. Their job consciousness shows the strongest effect on competencies of practical business. Their job consciousness and competencies of practical business show the strongest effect on turnover intention of salespeople. 4) Turnover intention of salespeople is affected by the job consciousness directly or indirectly, and by competencies of practical business directly. Among related variable, age, experience degree on distribution education, period of work, educational level, marital status, jobs, the motive of choosing their occupation and sex show only indirect effects on their turnover intention through job consciousness and competencies of practical business of salespeople. The motive of choosing their occupation, importance degree on distributive education, sections of department stores(Clothing), perception degree on job specialization and selling experience show only direct and indirect effects on their turnover intention. Thus, job consciousness and competencies of practical business of salespeople are the major intervening variables which have strong negative effects on their turnover intention.

• Journal of Technologic Dentistry
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• v.42 no.3
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• pp.272-280
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• 2020

Purpose: This study aimed to determine dental technicians' job satisfaction levels and to assess its influence on turnover intention. Methods: We included 230 dental technicians who work within Seoul, Incheon, Daejeon, the Gyeonggi Province, and the Chungcheongnam-do Province. We carried out a self-reported survey using a structured questionnaire. Results: As a result of assessing the research subjects' job satisfaction level, we found that there was a significant difference in working hours and a dental-work continuing plan sphere (p<0.05). Achievement & self-realization factors, the human relation factor, and growth & development factors were reported to be major job satisfaction indices. The whole average of the job satisfaction level came to 3.11, thereby appearing to be relatively high. In analyzing the research subjects' turnover intention, there was a significant difference in age, task field, dental-work career, working hours, incumbency, and dental-work continuing plan sphere (p<0.05). The question average for turnover intention was 2.88. As a result of assessing a correlation between job satisfaction and turnover intention, a significant negative (-) correlation was found between job satisfaction and turnover intention. Thus, a higher job satisfaction level was observed to lead to a lower turnover intention. Conclusion: As a result of conducting a regression analysis in order to assess the influence of job satisfaction on a turnover intention, a working condition factor, a human relation factor, and a recognition factor each appeared to have a high impact.

• Journal of Families and Better Life
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• v.33 no.5
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• pp.87-102
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• 2015

The purpose of this study was to examine the relationship between job stress, turnover intention, and the moderating roles of motivation for child care work. The subjects were 238 child-care teachers who were worked at child-care centers in Seoul. Questionnaires were used to rate job stress, turnover intention, and the motivation for child care work of teachers. The collected data were mainly analyzed by descriptive statistics, t-test, one-way ANOVA, Duncan test, Pearson's correlation and the multiple regression analysis. The main results of this study were as follows. First, there were differences in turnover intention according to individual characteristics such as career at the current child-care center and total career. Second, job stress was positively correlated with turnover intention, and negatively correlated with active motivation and material motivation. And turnover intention was negatively correlated with active motivation and material motivation. Third, a moderator effect of the active motivation was found in the relationship between the job stress and the turnover intention. Especially the active motivation is suggested to reduce the negative results of job stress and turnover intention. Therefore, the results indicate the importance of the active motivation which is considered as an aptitude, interest, affection for children and self realization when child-care teachers make a decision to enter the child-care work profession.

• The Journal of the Korea Contents Association
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• v.19 no.6
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• pp.325-333
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• 2019

The current study aims to address the relationships among conflict, person-organization fit, and workers' turnover intention. Specifically, it aims to examine whether person-organization fit mediates the relationship between conflict in team and turnover intention, also trust in leader moderates the relationship between person-organization fit and turnover intention. The empirical analysis shows that conflict is positively associated with turnover intention and have a negative impact on objective-value fit. The relationship between conflict and turnover intention is mediated by the person-organization fit. Trust in leader moderates the relationship between person-organization fit and turnover intention. The findings address the issue in terms of the mechanisms between conflict-turnover intention and the importance of trust in leader for an effective management of conflict in work teams.

• Journal of The Korean Society of Integrative Medicine
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• v.8 no.4
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• pp.93-106
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• 2020

Purpose : This study examines dental hygienists' emotional labor, job satisfaction, and turnover intention and defines how this emotional labor affects job satisfaction and turnover intention in hospitals. Methods : Among the dental hygienists currently working for the dental department in hospitals and clinics located in Busan, South Korea, 216 dental hygienists who understood the purpose of this research and agreed to participate were instructed to answer a self-administered questionnaire from April 1 to April 30, 2019. A statistical analysis was subsequently conducted on the responses using the SPSS Win 23.0 program. Results : Emotional labor and job satisfaction showed a negative relationship; thus, as emotional labor was low, job satisfaction was high. Moreover, emotional labor and turnover intention were found to be positively correlated, while job satisfaction and turnover intention were shown to be negatively related (p<0.01). Conclusion : The present study demonstrated that the emotional labor of dental hygienists affects job satisfaction and turnover intention. The results suggests that through systematic organization and human resource management, hospitals should design and implement in practice programs to increase dental hygienists' job satisfaction. In addition, these hospitals should secure compensation systems that are motivating enough to enhance the severe emotional labor of dental hygienists to decrease turnover intention. As another method to lower turnover intention, dental hygienists may attempt to resolve emotional disharmony with their own problem-solving methods; however, it is necessary to develop and support organizational culture for the improvement of their working environment.

• Journal of the Korea Society of Computer and Information
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• v.26 no.5
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• pp.69-76
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• 2021

This study was conducted to confirm the relevance of job stress, job satisfaction, organizational communication and turnover intention and to identify the factors that influence turnover intention of dental hygienists. Data were collected from May 2nd to May 17th, 2020, and were conducted for 159 dental hygienists working in dental clinics and clinics. Data were analyzed using IBM SPSS 20.0. As a result of the analysis, there was a positive correlation between turnover intention and job stress, and negative correlation between turnover intention, job satisfaction and organizational communication. After correcting the demographic variables of the subjects, it was found that job stress, job satisfaction, and organizational communication accounted for 35.4% of turnover intention and job stress was found to significantly affect turnover intention. Therefore, it is required to develop and implement a program that helps to reduce job stress that affects job turnover intention.

• Journal of The Korean Society of Integrative Medicine
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• v.11 no.3
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• pp.205-217
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• 2023

Purpose : This study aimed to identify the job satisfaction, organizational commitment, and turnover intention of workers at dementia care centers, and the correlations between these factors. Methods : A survey of 131 dementia care center employees was conducted. This comprised 48 questions covering respondent characteristics, organizational satisfaction, organizational commitment, and turnover intention. Results : Employees with no intention to change jobs had significantly higher job satisfaction and organizational commitment than those with job change intentions. Turnover intention was significantly correlated with both job satisfaction and organizational commitment. The higher the organizational commitment and the lower the turnover intention, the higher the job satisfaction. The higher the job satisfaction and the lower the turnover intention, the higher the organizational commitment. Analysis of the sub-components of the main variables found The lower the work environment, compensation, and sense of belonging to the organization, the higher the turnover intention. Conclusion : Regular educational programs are needed to improve the expertise of workers at the dementia care center, and opportunities for employees to communicate their needs should be maximized. In addition, higher salaries will attract more able and willing employees, reduce turnover, and provide and a sense of of belonging to the organization. Attention to the proper distribution of work and recruitment of appropriate human resources will further improve the working environment. If the job satisfaction and organizational commitment of workers at the dementia care center are increased and the number of employees intending to change jobs is reduced, the length of employee service will increase and contribute to improved care and service quality for dementia patients.