• Korean journal of food and cookery science
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• v.31 no.5
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• pp.635-641
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• 2015

This study considers the influence of the job satisfaction of employees at deluxe hotels and family restaurants on turnover intent, and seeks to analyze the moderating effects of company type (deluxe hotel and family restaurant) on the relationship between job dissatisfaction and turnover intent. Based on a total of 408 employees, this study reviewed the reliability and validity of the results obtained from empirical research using the Amos program. The hypothesized relationships in the model were tested simultaneously using structural equation modeling (SEM). The major findings are as follows. Job dissatisfaction was separated into five factors: the work itself, promotion, pay and benefits, supervision, and co-workers. The empirical results indicate that job dissatisfaction positively influences the turnover intent of employees. More specifically, the work itself (${\beta}=0.346$, p<0.001), and supervision (${\beta}=0.281$, p<0.001) significantly affects employees' turnover intent, whereas promotion, pay and benefits, and co-workers did not. Therefore, the turnover intent of employees at hotels and family restaurants decreased when they were motivated by strategies related to job dissatisfaction. In addition, the findings demonstrated that the company type moderated the effect of job dissatisfaction (e.g., co-worker) on turnover intent. Limitations and future research directions are also discussed.

• Journal of Digital Convergence
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• v.18 no.12
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• pp.631-638
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• 2020

This study aims to analyze the relationship between the human relations and the turnover intent of employees in community centers for the disabled. This also examines the mediating effect of job satisfaction between the human relations and the turnover intent. For this purpose, a questionnaire survey was conducted to employees in community centers for the disabled in Chungnam and Daejeon areas. And the 376 data was used for analysis. The results of this research are as follows : 1) the human relations and the job satisfaction had negative statistic association with the turnover intent of employees in community centers for the disabled. 2) the job satisfaction was found to partially mediate between the human relations and the turnover intent. Based on the results of this study, several suggestions can be presented to decrease the turnover intent in terms of the improving of the human relations and the job satisfaction of employees in community centers for the disabled.

• Management & Information Systems Review
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• v.35 no.3
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• pp.37-56
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• 2016

This study verified the effect of occupational value, as felt by new employees working in the food service industry, on turnover intent and also the moderating effect of perceived organizational support between occupational value and turnover intent. The analysis drew out the following results. First, the study verified that, among inherent values, only social commitment had a positive(+) direction of influence on turnover intent, and second, among extrinsic values, only face-saving and stability seeking had a positive(+) direction of influence on turnover intent. Third, as a result of verifying the effect of inherent values on turnover intent according to emotional support, the study revealed that turnover intent increased, as the perception of emotional support increased, on condition that the item, value of knowledge seeking, among inherent values, was perceived highly, On the other hand, if the item, relationship-centered, scored highly among inherent values, then the higher the perception of emotional support, the lower the turnover intent. Fourth, as a result of verifying the effect of extrinsic values on turnover intent according to emotional support, the study revealed that turnover intent decreased, as the perception of emotional support increased, on condition that the value of economic priority, among extrinsic values, was perceived highly. On the other hand, if the item, face-saving, scored highly among extrinsic values, then the higher the perception of emotional support, the higher the turnover intent. Fifth, as a result of verifying the differing effect of inherent values according to methodical support, the study revealed that turnover intent increased as the perception of methodical support increased, if the item, knowledge-seeking among inherent values was perceived highly. Sixth, as a result of verifying the differing effect of extrinsic values according to methodical support, the study revealed that turnover intent decreased as the perception of methodical support increased, if the item, economic priority among extrinsic values was perceived highly. On the other hand, if the item, face-saving, among extrinsic values, was perceived highly, the higher the perception of methodical support, the higher the turnover intent.

• Journal of the East Asian Society of Dietary Life
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• v.23 no.6
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• pp.839-849
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• 2013

The purpose of this study is to assess the associations among person-environment fit, organizational citizenship behavior, organizational commitment and turnover intent in the foodservice industry. The study was administered to 306 Korean employees. The results indicated a positive relationship between person-environment fit, employees' organizational citizenship behavior and organizational commitment. However, person-environment fit did not have a significant, direct impact on their turnover intent. Thus, this study found an indirect influence via organizational citizenship behavior and organizational commitment. In addition, organizational citizenship behavior and organizational commitment were negatively associated with employees' intention to leave the organization. Limitations and future research directions are also discussed.

• Culinary science and hospitality research
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• v.22 no.1
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• pp.117-125
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• 2016

This study investigated workplace harassment perceived by deluxe hotel employees, examined its effect on their turnover intent, and verified difference in workplace harassment perception according to demographics and job characteristics. Based on total 248 samples obtained from the empirical research, this study reviewed reliability and validity using SPSS program. The hypothesized relationships in the model were tested simultaneously by using regression analysis. The major findings are as follows. First, the disrespectful behavior(${\beta}=.362$), verbal aggression(${\beta}=.336$), and physical aggression(${\beta}=.135$) among workplace harassment have positive effect on turnover intent. Also, according to the result of examining differences in perception of workplace harassment in accordance with employees' demographics and job characteristics, the average values of those in their 20s and those whose working experience was five years or shorter were lowest and they were most exposed to workplace harassment. Limitations and future research directions are also discussed.

• Journal of the Korean Society of Food Culture
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• v.23 no.2
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• pp.139-151
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• 2008

The purpose of this study was to determine the empirical cause-effect relationships among business ethical values and person-organization fit, job satisfaction, turnover intent, and organizational performance within family restaurants and feeding facilities. Self-administered questionnaires were completed by 459 restaurant employees. The SPSS and Amos programs were then applied to the data to perform frequency, factor, reliability, correlation and SEM analyses. The primary results are as follows. First, business ethical values had a significant positive effect on person-organization fit. Second, person-organization fit had a significant positive effect on job satisfaction, and a significant negative effect on turnover intent. Third, job satisfaction had a significant positive effect, and turnover intent had a significant negative effect, on organizational performance. Finally, upon verifying the possible direct and indirect effects of business ethical values within family restaurants and feeding facilities, it was determined that the ethical values had significant direct and indirect effects on person-organization fit, job satisfaction, turnover intent, and organizational performance. These findings have various implications. For example, an improved in-house ethical working environment leads to greaterperson-organization fit, and having employees that feel there is better in-house ethical reliability leads to greater consistency between personal and organizational values, resulting in higher job satisfaction and ultimately organizational performance.

• Korea Journal of Hospital Management
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• v.4 no.1
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• pp.21-40
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• 1999

This study attempts to analyze the relationship between various job-related factors and the intent to turnover of employees working at different types of hospitals/clinics in urban and rural areas. The data was compiled from 1,506 employees in 21 hospitals and 10 clinics located in Kyung-gi Do. Korea, using a self-administered questionnaire. Major findings are as follows: 1) The intent to turnover was higher for the employees of small hospitals located in rural areas. It was also higher when the employees were less than 30 in age, female, single, had not received college education, and had worked for 2-5 years in their hospitals. 2) An important factor affecting the intent to turnover was job satisfaction, which in turn had a strong correlation with the job itself(opportunity of utilizing abilities and skills, subjective value attached to the current job, sense of accomplishment) and had a rather weak correlation with salary, supervision, promotion and co-worker relationship. 3) In the analysis by job category, it was found that, besides job satisfaction, the intent to turnover was significantly affected by the job itself in case of administrative personnel and by the level of salary in case of nurses. 4) For a successful management of turnover, hospitals need to develop (a) programs for improving adaptive abilities of 'new' employees(who have worked for less than 2 years), and (b) for the other employees(who have worked for more than 2 years), strategies for enhancing job satisfaction by providing the environment where they can show their maximum abilities.

• Journal of the East Asian Society of Dietary Life
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• v.27 no.1
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• pp.88-95
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• 2017

This study investigated the effects of organizational communication upon employees' job satisfaction and turnover intent at deluxe hotels. The research model was tested with a survey administered to 310 employees, and adequate fit to the data was provided ($x^2=934.651$ (df=221), GFI=.816, NFI=.836, CFI=.869, RMSEA=.098). In the structural equation model, organizational communication (organization integration ${\beta}=.182$) showed a significant (+) influence on job satisfaction. However, personal feedback (${\beta}=-.263$), supervisory communication (${\beta}=-.260$), and organization integration (${\beta}=-.342$) had significant (-) effects on turnover intent. Employee job satisfaction (${\beta}=-.124$) had significant negative effects on employee turnover. Limitations and future research directions are also discussed.

• Journal of Korean Academy of Nursing Administration
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• v.19 no.2
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• pp.265-272
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• 2013

Purpose: This study was done to identify the effects and relationships of humor, job satisfaction, job stress and intent to turnover for nurses and suggest a theoretical structural path diagram among the variables. Methods: Data were collected at 6 hospitals located in Seoul, and Gyeonggi Province, from June to September, 2010. Participants were 275 nurses. Data were analyzed using Amos 19.0 for Structural Equation Modeling. Results: Humor had significant effects on job satisfaction (${\beta}$=.15, t=2.29, p=.022) and indirect effects on the intent to turnover in this model ($X^2$=44.18, df=23, RMSEA=0.05, TLI=0.97). But humor did not affect job stress unlike results of previous studies (t=-.02, p=.771). Conclusion: Humor may not affect job stress under the very stressful conditions of the health care environment. The model showed the effect of humor contributed to increases in job satisfaction but did not decrease job stress. Higher levels of job satisfaction could decrease the intent to turnover. Consequently, humor would be helpful in increasing job satisfaction to diminish nurse turnover. Further studies are suggested to investigate causal relationships among humor, burnout, and other emotional and organizational variables.

• Culinary science and hospitality research
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• v.18 no.5
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• pp.146-164
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• 2012

This study aims to investigate the influence of person-organization(P-O) fit on job satisfaction, and turnover intent mediated through goal commitment using structural equation modeling. An experimental design is applied to test seven hypotheses that reflect the research questions. Five star deluxe hotel employees are targeted for sampling. A total of 180 faithful cases out of 250 cases have been analyzed. To analyze the data, descriptive statistics and multivariate analysis of variance, and structural equation modeling(SEM) are employed using SPSS 19.0 and AMOS 4. The results indicate the hotel employees' perceived P-O fit is positively associated with goal commitment and job satisfaction while negatively linked with turnover intent. Also, goal commitment has a positive effect on job satisfaction while having a negative effect on turnover intent, mediating between P-O fit and organizational outcomes. Therefore, the needs to evaluate P-O fit and goal commitment during recruitment and after organizational entry have been raised.