• Journal of the Korean Institute of Landscape Architecture
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• v.43 no.2
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• pp.73-86
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• 2015

This study aimed to identify influencing factors such as job environment, job characteristics, and job competency as they are related to newcomer turnover intentions in the construction of landscape architecture, Korea. The results based on statistical analyses are follows as: The turnover experience of newcomers in the field of landscape architecture construction was 54.5%, about 1.6 times higher than in other fields. The influencing factors among newcomer turnover intentions in the construction of landscape architecture were workload(p<0.01), job suitability, and personal relations(p<0.01), while in job autonomy, work conditions, job competency, job identity, job variety, and job compensation were not statistically significant. This study found that key important factors of dependent variables that conceptually explain the influence of turnover intentions among newcomers differed between the construction of landscape architecture and other fields. The most important factors in turnover intention were workload>personal relationship>job suitability among independent factors. This study implied that efforts for improvement are needed in areas of workload, personal relations, and job suitability to mitigate newcomer turnover intentions so as to establish common and personal goals in the field of landscape architecture construction because turnover intention could lead losses in human resources, time, economy, and psychological health. In conclusion, this study suggested the importance of efforts for human resource management to reduce turnover intentions among newcomers in the field of landscape architecture construction.

• The Journal of Industrial Distribution & Business
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• v.6 no.1
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• pp.17-26
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• 2015

Purpose - Ethical management connects corporate management outcomes and emphasizes organizational cooperation. It also links human resource management, auditing, and financial management to increase employee job satisfaction. A survey of American enterprises showed that employees with high ethical consciousness had greater job satisfaction and lower turnover. Research design, data, and methodology - Hypotheses and models based on previous studies were used to investigate the effects of ethical management on employee job satisfaction and turnover intentions. To examine hypotheses empirically, a questionnaire survey based on previous studies was administered to service business workers in Seoul. Results - The study investigated the effects of ethical management practices in relation to factors such as top management's willingness to put them into practice, their appropriateness and implementation within operations, and their influence on job satisfaction, and also examined the effects of job satisfaction on turnover intentions. Conclusions - Ethical management greatly influences job satisfaction and turnover intentions, providing organizational members with alternatives regarding ethical considerations, and to place a strong emphasis on management willingness and enterprise regulations and policies.

• Korean Journal of Social Welfare Studies
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• v.48 no.2
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• pp.233-266
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• 2017

The problem of excessive job burdens and high turnover rates in the social welfare area has been dealt with for a long time. However, there is a lack of discussions on the issue of voluntary turnover of medical social workers. The purpose of this study is to examine the effect of job demands on medical social workers' turnover intentions and to verify the mediating effect of job satisfaction on the relationship between job demands and turnover intentions. Among the medical social workers registered in the Korean Association of Medical Social Workers, 188 respondents currently working in hospitals were used for data analysis. As research methods, frequency, descriptive statistics, correlate analysis, and logistic regression analysis were conducted by SPSS 22.0 version and SPSS Macro Process v.2.16. Finally, bootstrap was conducted to verify the significant mediating effect of job satisfaction. The findings are follows: extrinsic job satisfaction was found to have the full mediating effect between job demands and turnover intentions of medical social workers. In other words, job demands of medical social workers affect turnover intentions through extrinsic job satisfaction, but there is no direct effect of the job demand on the turnover intention. On the other hand, intrinsic job satisfaction did not mediate the relationship between job demands and turnover intentions. Based on the results, we suggested organizational and institutional implications for improving the job demands affected to low job satisfaction and turnover intention of medical social workers.

• Korean Journal of Childcare and Education
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• v.8 no.1
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• pp.25-44
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• 2012

The purpose of this study was to conduct a systematic review of the previous studies done on the child-care teacher's turnover intentions. From 2001 to 2011, 33 articles which reforted primary empirical data met the criteria for inclusion in the meta-analysis. The results of this study are as follo ws: First, included in the main factors related to child-care teachers' turnover intentions were a job-related variable, an organizational internal variable and an organizational external variable. Second, the most influential protective variable related to the child-care teacher's turnover intentions among the set of organizational external variables was work-time followed by welfare, education and training, remuneration, social recognition and promotion system. Third, the most influential protective variable related to child-care teachers' turnover intentions among the set of job-related variables was teacher efficacy followed by job satisfaction, participation of decision making, performance, work-autonomy and work-professionalism. Fourth, the most influential protective variable related to the child-care teacher's turnover intentions among the set of organizational internal variables was personal relations followed by relationships with the director and relationships with colleagues. The effect size of these variables was large. Fifth, the results of meta-regression analysis revealed that the survey area and years had no significant effect on overall effect sizes.

• Journal of the Korean Society for Aviation and Aeronautics
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• v.28 no.1
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• pp.34-44
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• 2020

The purpose of this study is to identify the structural causal relationship among the psychological burnouts, job engagement and turnover intentions influenced by perfectionism of flight attendants to reestablish concepts by approaching their psychological difficulties and establish strategies for effective human resource management for airlines. The period of data collection was from August 1st to September 1st, 2019 by using online and offline surveys. A total of 208 answered surveys were used for analysis. The major results of this study showed that first, the perfectionism of flight attendants had an effect on psychological burn-outs, supporting Hypothesis 1. Second, the psychological burnout of flight attendants showed to have a negative (-) meaningful effect on their job engagement. Third, the psychological burnout of flight attendants showed to have a positive (+) meaningful effect on their turn-over intentions. Lastly, the job engagement of flight attendants had a negative (-) effect on their turnover intentions.

• The Korean Journal of Health Service Management
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• v.6 no.1
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• pp.65-75
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• 2012

The purpose of this study is to provide information to Efficient utilization of human resources management by studying the factors influencing the turnover intention of employees working in the Hospital. The study, the area of medical institutions located in more than 30 hospital-grade medical workers engaged in the collection of data aimed at the September 2010 and October 1 days and 1, 794 were used for the analysis, data processing and analysis package, SPSS 18.0 was used. The findings are as follows: First, the study found that age, job position had a significant and negative effect on turnover intentions. The turnover intention rates were highest among nursing staffs, followed by medical technicians and healthcare supporters and then administrators. Secondly, high degree of autonomy, job skills recognition and less job satisfaction in a positions have been identified to affect the significant. It also has turned out that job suitability and emotional commitment have influenced the turnover intentions.

• Journal of the Korean Society for Railway
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• v.20 no.4
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• pp.558-567
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• 2017

This study was conducted to analyze the turnover intentions of railway traffic controllers among employees of a domestic railway corporation. Variables influencing job turnover intention included exploited variables (empowerment, job stress, job satisfaction, organizational commitment, exhaustion) that have been actively studied in other fields. The results showed that the empowerment of railway traffic controllers did not directly affect job stress and turnover intention, but had a direct effect on job satisfaction, organizational commitment, and exhaustion. Job stress did not directly affect job satisfaction, organizational commitment, and exhaustion, and job satisfaction did not directly affect organizational commitment, burnout, and turnover intentions. Burnout has a direct effect on turnover intention, indicating that exhaustion of railroad traffic controllers has an effect on turnover intentions. In conclusion, empowerment has a direct effect on burnout and exhaustion has a direct effect on turnover intention. This study suggests that management of empowerment and exhaustion is important for the prevention of turnover of railway traffic controllers.

• Culinary science and hospitality research
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• v.16 no.5
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• pp.50-63
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• 2010

The purpose of this study is to investigate the effects of person-organization fit and person-job fit on occupational commitment, organizational commitment and turnover intentions among cooks in the foodservice industry. Data were collected by a total of 210 cooks at restaurants in the Seoul and Kyunggi area. The analysis of AMOS was used to test the causal model. The results indicate that the person-organization fit was positively related to occupational commitment and organizational commitment. The person-job fit was also found to correlate positively with occupational commitment and organizational commitment. Occupational commitment was positively related to turnover intentions while organizational commitment was negatively related to turnover intentions. Implications of the results and limitations of the study were discussed.

• The Korean Journal of Applied Statistics
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• v.21 no.3
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• pp.469-484
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• 2008

This study was intended to examine various work and environmental variables explaining newcomers' turnover intentions. Data were collected from 901 newcomers using online survey. Results of multiple regression analyses showed that individual-job fit, reward dissatisfaction, fringe benefit dissatisfaction, vision in organization, participation in decision making, realistic job preview, leader dissatisfaction, co-worker relationship and work environment explained significant variances of turnover intentions. Data were classified into full-time and part time employees based on employment type and into a large and a small-medium company based on company size. There were small differences in significant variables explaining turnover intentions based on company size as well as employment type. Finally implications and future research were discussed.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.22 no.3
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• pp.520-526
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• 2021

The purpose of this study is to grasp the relationships between workplace spirituality, job turnover intentions, and job satisfaction in supporters for the disabled. The study was conducted with 134 OO supporters for the disabled. As an analysis method, SPSS software was used to perform frequency analysis, reliability analysis, correlation analysis, and multiple regression analysis of causal relationships between variables. The results of the study first found that vocational consciousness, a sub-factor of workplace spirituality in supporters for the disabled, had a significant negative (-) effect on turnover intentions. Second, as a result of examining the effects of workplace spirituality on job satisfaction in supporters for the disabled, other sub-factors of workplace spirituality (vocational consciousness and community consciousness) were found to have a positive (+) effect on job satisfaction. This means that a higher vocational consciousness of workplace spirituality perceived by supporters for the disabled lessens turnover intentions. The implications of this study are considered to be basic data for the development of capacity-building programs to prepare measures to reduce the turnover intentions in supporters for the disabled.