• Journal of the Korean Society of Safety
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• v.30 no.3
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• pp.85-92
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• 2015

This study examined the effects of employers' breach of safety obligation and violation of psychological contract on the workers' safety behaviors and turnover intention. Especially, this study examined a mediating effect of violation of psychological contract on the relationship between employer's breach of safety obligation and workers' safety behavior and turnover. 198 workers were asked to respond to the questionnaires that measured various demographic variables, employers' breach of safety obligation, violation of psychological contract, safety behavior, turnover intention. A hierarchical regression was conducted to identify variables that had significant relationships between employers' breach of safety obligation and employees' safety behavior and turnover intention, and to examine the mediating effect of violation of psychological contract. Results indicated that the employers' breach of safety obligation significantly predicted both workers' safety behaviors and turnover intention. It was also found that the violation of psychological contract was a significant predictor for both workers' safety behavior and turnover intention. In addition, violation of psychological contract was found as mediating effect on the relationship between employers' breach of safety obligation and workers' safety behavior and turnover intention. Based on these results, the implications of this study and suggestions for future research were discussed.

• The Journal of the Korea Contents Association
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• v.11 no.5
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• pp.338-346
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• 2011

This study analyzes the turnover intention of social workers, then finds the way to lower the turnover intention. The survey result of the proportion of the respondents who have turnover intention appeared to be higher in the workers in use facilities and subordinate facilities. As for the reason of turnover intention, the proportion who answered 'poor working environment' and 'low wage level' appeared to be higher in the workers in life facilities and use facilities. As for the desired field of turnover, thus telling that they prefer to change jobs within the same field of social welfare rather than challenging new field. The result from this study suggests that, to lower the turnover intention of social workers, there should be more effort to increase wage level, reduce work hour, expand welfare benefit program and diversify self development and training programs.

• The Research Journal of the Costume Culture
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• v.23 no.2
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• pp.270-283
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• 2015

The purpose of this study was to investigate the relationship between working environment and quality of life of fashion vendor company workers by using working environment variables such as job stress, job burnout, job satisfaction, and turnover intention. Preliminary test was conducted by interviewing fashion vendor company workers in order to find out factors that were more suitable for their working environment. Main survey was conducted to 200 fashion vendor company workers and 194 responses were analyzed. The results of correlation analysis showed that job stress, job burnout, job satisfaction, turnover intention, and factors of quality of life had significant relationships. Boss stress, role stress, achivement decrease, and personal condition satisfaction showed a significant relationship with turnover intention. The results of path analysis showed that job stress had a positive relationship with job burnout and job burnout had a negative relationship with job satisfaction. Both job stress and job burnout had a positive relationship with turnover intention, whereas job satisfaction had a negative relationship with turnover intention. Also, the results showed that job burnout and turnover intention had a negative relationship with quality of life of fashion vendor company workers, whereas job satisfaction had a positive relationship with quality of life of fashion vendor company workers.

• Journal of radiological science and technology
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• v.32 no.4
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• pp.371-380
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• 2009

This study was executed to find out the intensity of turnover intention and its associated factors of radiologic technologists who worked for private clinic and university hospitals in Daejoen. Such variables as social and demographic characteristics, job-related features, job stress, job satisfaction, job performance, organizational commitment and turnover intention were investigated based on the survey of randomly sampled 400 radiologic technologists. The results are summarized as follows. 1. College graduates of private clinic workers were significantly higher than junior college graduates of them in the mean score for turnover intention. And low age groups, unmarried group, no religion group, low job career groups and low income groups of university hospital workers were significantly higher than high age groups, married group, religion group, high job career groups and high income groups of them respectively in the mean score for turnover intention. 2. Private clinic and university hospital workers' low and high groups in the variables of job demand, job control, supervisor support, job satisfaction, organizational commitment showed significant difference in the mean score for turnover intention. specially private clinic workers' low and high groups in the variables of coworker support, job performance showed significant difference in the mean score for turnover intention. 3. A hierarchial multiple regression analysis was conducted to catch the influence of related variables on turnover intention according to private clinic workers and university hospital workers. As a result of the analysis, the higher the degrees of education and job demand were and the lower the degree of job satisfaction was for private clinic workers, the higher the degree of turnover intention was. And the lower the degrees of age, job career, job satisfaction and organizational commitment were for university hospital workers, the higher the degree of turnover intention was. In conclusion, it was found that job demand and job satisfaction for private clinic workers and job satisfaction and organizational commitment for university hospital workers influenced on turnover intention.

• Journal of Family Resource Management and Policy Review
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• v.20 no.2
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• pp.57-74
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• 2016

This study examines the level of work-life balance for Nonprofit organization(NPO) workers and their turnover intentions, to identify how work-life balance affects workers' turnover intention. From October 10 to November 10, 2013, a survey was conducted among workers at NPOs located in Busan, South Korea, through interviews, emails, and mail, and 286 responses were used for this analysis. The results showed that the NPO workers' level of work-life balance was 3.12 for work-family life, 3.07 for work-leisure life, and 3.02 for work-personal life on a five-point scale; the median value was 3.0. Turnover intention was 2.71, which was slightly lower than the median value of 3.0, again on a five-point scale, but it was relatively higher for younger workers, single workers, workers who indicated a lower level of work-personal life balance, and workers whose education included two-years or less of college. These findings suggest that it is important to determine factors that lower turnover intention among these workers and develop programs and support that enhances work-life balance, particularly work-personal life balance.

• The Research Journal of the Costume Culture
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• v.20 no.5
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• pp.664-678
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• 2012

The purpose of this study is to define the relationships among the emotional labor, job satisfaction, and turnover intention of beauty industry workers. The data for this study were collected through a survey, and a total of 197 questionnaires were used in the statistical analysis. The survey items were classified into 4 domains: demographic characteristics, emotional labor, job satisfaction, and turnover intention. This study extracted factors that compose each measurement domain to define the impact of emotional labor on job satisfaction or turnover intention. According to the research results, 3 factors - positive norm, sincere behavior, and emotional incongruity - were extracted for emotional labor. Individual aptitude satisfaction and work environment satisfaction were extracted as the factors for job satisfaction, whereas a single factor was extracted for turnover intention. By analyzing the effect of factors related to the emotional labor of beauty in dustry workers on factors related to job satisfaction, results showed that positive norm positively influenced individual aptitude satisfaction, sincere behavior positively influenced individual aptitude satisfaction and work environment satisfaction, and emotional incongruity negatively influenced individual aptitude satisfaction. Among factors related to emotional labor, positive norm and sincere behavior negatively affected turnover intention, whereas emotional incongruity positively influenced turnover intention. With regard to the effect of job satisfaction on the turnover intention of beauty industry workers, results showed that individual aptitude satisfaction and job environment satisfaction negatively (-) affected turnover intention. The results of this study show that people presenting a high level of individual aptitude satisfaction displayed positive job satisfaction, whereas people showing serious emotional incongruity for work presented high turnover intention. This implies that in order to increase the work efficiency of beauty businesses, it is essential to examine and manage the emotional labor of workers as a measure for increasing job satisfaction and lowering turnover.

• Journal of the Korea Society of Computer and Information
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• v.26 no.2
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• pp.151-156
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• 2021

The purpose of this study is to examine the relationship between the role factors of local children's center life workers and turnover intentions, and propose a rational role in the work of life workers to suggest an intervention plan that can lower turnover intention. For analysis, data were collected and 221 cases were analyzed using dmfh google docs for life-service workers working at local children's centers. The analysis results are as follows. First, among the sub-variables of the role factors, role conflict was found to increase the turnover intention of life workers, and second, role overload increased the turnover intention of life workers. Based on these research results, policy and practical implications were proposed.

• Journal of Digital Convergence
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• v.20 no.4
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• pp.203-213
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• 2022

The purpose of this study was to examine the effect of older workers career adaptability on turnover intention and to examine the mediating role of work engagement in the relationship between career adaptability and turnover intention and to investigate the effect of perception on older workers on work engagement. A total of 458 cases were analyzed. The major findings were as follows: First, it was found that there was a negative relationship between career adaptability and turnover intention. Second, it was found that work engagement meditated the relationship between career adaptability and turnover intention. Third, the mediation effect of work engagement in the relationship between career adaptability and turnover intention did not differ according to perception on older workers. Based on the findings, practical implications about older workers' career adaptability and the way how to hold older workers.

• Korean Journal of Occupational Health Nursing
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• v.23 no.2
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• pp.106-114
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• 2014

Purpose: This is a descriptive correlation study to identify self-esteem, job satisfaction, and turnover intention among ship-building supply workers. Methods: The subjects were 199 ship-building supply workers at two small & medium-sized ship-building supply companies in K city. The data were collected from March 1st through 31st, 2013. The collected data were analyzed using the SAS program through t-test, ANOVA, Scheff$\acute{e}$ test, and Pearson's correlation coefficients. Results: There was a positive correlation between self-esteem and job satisfaction (r=.29, p<.001), a negative correlation between self-esteem and turnover intention (r=-.20, p<.001). Also there was a negative correlation between job satisfaction and turnover intention (r= -.58, p<.001). Conclusion: This finding identified that the self-esteem and job satisfaction were an important variable related to the turnover intention. Therefore, organizational managers need to develop strategies for improving workers' self-esteem and job satisfaction to prevent and decrease worker's turnover intention.

• 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.