• Korean Journal of Childcare and Education
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• v.13 no.3
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• pp.55-81
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• 2017

Objective: The purpose of this study was to classify turnover intention of early childhood teachers. This study also analyzed the characteristics of each types of turnover intentions. The research questions were as follows: First, what are the types of turnover intention among early childhood teachers?. Second, what are the characteristics of the types of turnover intention among early childhood teachers?. Method: This study has adopted the Q methodology as a method. first, open surveys were conducted among 101 early childhood teachers and principals who work at kindergartens or child care centers along with literature research, followed by the establishment of Q samples(48 questions). Second, the Q sample was classified among the P sample and was comprised of 90 participants. Ninety early childhood teachers as P sample sorted the 48 Q statements. Results: The findings of this study were summarized as follows: First, the types of early childhood teacher's turnover intentions were identified as four-factors. Second, the characteristics of the four-types of turnover intention were interpreted as follows: 'The type of complex psychological conflict', 'The type of pursuit of social value', 'The type of dependence on organizational environment', 'The type of realistic self-development'. Conclusion/Implications: We suggested political and institutional supporting ways for each type of early childhood teachers.

• Child Health Nursing Research
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• v.24 no.4
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• pp.353-363
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• 2018

Purpose: The purpose of this study was to investigate pediatric nurses' perceptions regarding in end-of-life care and turnover intention. Methods: A cross-sectional descriptive study was performed among 111 hospital nurses. Pediatric nurses' perceptions of obstacles and supportive behaviors were measured using the Pediatric Nurses' Perceptions of End of Life Care Questionnaire which was translated into Korean and turnover intention was measured using the Korean Nurse Turnover Intention Scale (K-NTIS). Results: The supportive behavior with the highest perceived magnitude was 'Physicians who are compassionate, but very clear about prognosis.' The obstacle with the highest perceived magnitude was 'Instigating painful treatments when there is no hope of recovery.' Pediatric nurses' perceptions of obstacles in end-of-life care showed statistically significant differences depending on whether nurses received end-of-life care education (t=2.02, p=.046). The perception of obstacles in end-of-life care was positively correlated with turnover intention (intensity r=.28, p=.002) (frequency r=.20, p=.027). Conclusion: These results suggest that pediatric nurses' perception of obstacles and supportive behaviors in end-of-life care need to be assessed when considering turnover intention. Furthermore, psychological counseling should be offered to nurses to prevent burnout and reduce moral distress which is correlated with the turnover rate.

• Journal of the Korean Society of Clothing and Textiles
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• v.34 no.8
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• pp.1352-1363
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• 2010

This study analyzes how the organizational culture of TV home shopping companies influence the job satisfaction, commitment, and intention of turnover. It ascertains the differences the job satisfaction, commitment, and intention of turnover according to tenure of office and turnover time. The survey was conducted from May $3^{rd}$ to $31^{rt}$ in 2010, and 356 responses were used in the data analysis. The statistical analysis methods were frequency analysis, factor analysis, reliability analysis, ANOVA, and multiple regression analysis. As a result, the organizational culture of TV home shopping companies was classified by the innovation culture, group culture, rational culture, and hierarchical culture. The innovation culture, group culture, and hierarchical culture of TV home shopping companies influenced job satisfaction and commitment. The rational culture and hierarchical culture of TV home shopping companies influenced the intention of turnover. There were differences in the intention of turnover according to the tenure of office and the job commitment according to turnover time.

• Korean Journal of Occupational Health Nursing
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• v.22 no.2
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• pp.149-158
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• 2013

Purpose: The purpose of the study was to identify factors related to turnover intention among Korean visiting nurses. Methods: The data from 192 of 208 nurses working in southern part of Korea were collected for analysis during in-service education in May 19~20, 2011. Descriptive statistics, chi-square tests, ANOVA, and logistic regression analysis were performed using SPSS 19.0 program. Results: Among the general characteristic factors, young, married, university graduation, lower satisfaction with income and longer work experience as a nurse were associated with higher odds of turnover intention. Organizational commitment was associated with low turnover intention. Way of coping was not statistically significantly associated with turnover intension. Conclusion: Stress from the organizational system was found to be the most important variable that explains the turnover intention in this study. Use of sensible communication methods and introduction of effective conflict resolution system is suggested to reduce turnover intention. Further research is recommended to identify the job demands and organizational systems of visiting nurses.

• 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.

• Journal of the Korea Society of Computer and Information
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• v.21 no.5
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• pp.111-117
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• 2016

The purpose of this study is to analyze the changes in turnover intention according to the level of Burn out and the mediating effect in fire officer. Higher levels of emotional labor and turnover intention resulted in higher levels of burn out(p<0.05). We used the logistic regression analysis to compare change of turnover intention according to the level of burn out. In logistic regression analysis, largest mediating factor were working days per week, the number of moving case per a day, physical condition, emotional labor and the odds(Likely to with high turnover intention) was down by 38.9% after adjustment for mediating factors. The results of this study indicate that emotional labor was negatively impact on burn out in fire officer. To reduce the burn out and the turnover intention, it is necessary to do more efforts to improve work environment (working days per week, the number of moving case per a day and emotional labor) and management personal factor(physical condition) for the fire office should be made to reduce such negative effects.

• Journal of Korean Academy of Nursing Administration
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• v.20 no.2
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• pp.206-214
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• 2014

Purpose: In this study factors affecting job satisfaction and turnover intention of nurses were explored in the context of organizational culture, self- leadership, and empowerment. Methods: Participants were 286 nurses drawn from 3 general hospitals. Data were analyzed using t-test, one-way ANOVA, Pearson correlation, and hierarchial multiple regression with the SPSS/WIN 18.0 program. Results: Significant differences in job satisfaction and turnover intention were found according to organizational culture types. Significant positive correlations were found between self-leadership, empowerment, task oriented organizational culture, relationship oriented organizational culture, innovation oriented organizational culture and job satisfaction. On the other hand, significant negative relationships were found between empowerment, relationship oriented organizational culture, innovation oriented organizational culture and turnover intention. The factors that enhance job satisfaction were found to be higher innovation-oriented organizational culture. Lower turnover intention was shown to be positively associated with relationship- or innovation oriented organization culture. Conclusion: Innovation oriented organizational culture is needed in order to raise job satisfaction and reduce turnover intention of nurses.

• Journal of Korean Academy of Nursing
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• v.32 no.6
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• pp.812-822
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• 2002

The Purpose of this study was to identify the relationship among leadership style of nurse managers, job satisfaction, organizational commitment, and turnover intention. Method: The subjects were 468 nurses and 19 head nurses who were working at the 3 general hospitals in seoul. The data were collected from July 6 to September 14, 2001 by the structured questionnaires. For data analysis, descriptive statistics, ANOVA, Pearson correlation coefficient, and stepwise multiple regression with SAS package were used. Result: 1) The score of the nurse managers' transformational leadership perceived by surbodinates' were higher than that of the nurse managers' transactional leadership. Among 5 subdimensions of the leadership styles perceived by surbodinates', the scores of 'charisma' and 'intellectual stimulation' were highest and 'management by exception' were lowest. 2) 'Charisma', 'intellectual stimulation', 'individual consideration' and 'contingent reward' were positively related to all of variables except 'turnover intention'. 'Management by exception' was negatively related to all of variables and was positively related to 'turnover intention'. 3) 'Job satisfaction' was positively related to 'organizational commitment' and 'Job satisfaction', 'organizational commitment' were negatively related to 'turnover intention'. 4) As a result of stepwise multiple regression analysis, the key determinants of 'turnover intention' were 'organizational commitment' and this explained 44.4% of the total variance of it.

• Journal of Korean Academy of Nursing Administration
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• v.10 no.2
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• pp.185-193
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• 2004

Purpose: The purpose of this study was to analyze the effects of job satisfaction and organizational commitment on the nurse's turnover intention working in the social welfare facilities. Methods: The subjects of this study were 319 nurses who were working in the 238 social welfare facilities. The data were collected by self-reporting questionnaires. The data were analyzed using descriptive statistics, Pearson correlation coefficient and multiple regression. Results: It was found that the key predictor of turnover intention was organizational commitment Organizational commitment explained 41.2% of the total variance of turnover intention. In case of sub categories of job satisfaction, organizational commitment had 37.2% prediction and then payment and supervision added 6.2% prediction. Conclusion: These results suggest that the key predict factor of nurse's turnover intention working in social welfare facilities is organizational commitment. Therefore, the findings of this study can be used to develop effective strategies to decrease nurse's turnover intention.

• Journal of Korean Academy of Nursing Administration
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• v.18 no.4
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• pp.414-423
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• 2012

Purpose: The purpose of this study was to investigate the impact of the unit-level nurse practice environment on nurse turnover intention in the small and medium sized hospitals. Methods: A cross-sectional study was conducted using a questionnaire survey with 308 nurses in 38 nursing units of 6 small and medium sized hospitals, having over 200 beds and under 300 beds and located in B metropolitan city. Data were collected from July 20 to August 10, 2011. Data were analyzed using hierarchical multiple regression. Results: The mean turnover intention in nurses of small and medium sized hospitals was $3.52{\pm}0.53$. Factors affecting turnover intention in the nurses included age, work unit, monthly income, number of night-duties, work hours per day and unit-level nurse practice environment. The unit-level nurse practice environment accounted for 15% of turnover intention when other variables were controlled. Conclusion: The results of the study indicate that nurse turnover intention is associated with the nurse practice environment at the unit level. Small and medium sized hospitals can improve nurse retention and lower turnover intention by changing the nurse practice environment of unit, such as creating better support services and nurse participation in hospital affairs.