• Journal of the Korean Society for Aviation and Aeronautics
• /
• v.20 no.1
• /
• pp.1-12
• /
• 2012

Many pilots of the Korean Air Force(ROKAF) leave their jobs in order to move out to civilian airlines. Thanks to this considerable turnover phenomenon, the ROKAF faces a serious lack of air defense power. While the common understanding of this problem mainly talks about 'money' as the main cause of turnover, some pilots point out rather different issues. Many pilots say in a large-scale survey that they face serious job stresses not only from relative shortage of their income compared to civilian pilots, camp life, separated family conditions, overly loaded administrative works, but also from their professional flight trainings and low promotion rate to high ranks. The survey shows, however, at the same time, that the ROKAF pilots do not consider their job trainings and overall roles as the military pilots as the main factor causing the intention to turnover. A critical aspect of the pilots' job condition is many stress factors consistently affect overall job satisfaction level which stimulates the decision to turnover when they have to choose between the extension of military service as a pilot and moving-out to civilian airlines for new pilot's life. In other words, they accept the job difficulties as pilot in the military, but their long-term job satisfaction level is negatively affected by the job stresses.

• Korean Journal of Clinical Pharmacy
• /
• v.12 no.2
• /
• pp.85-90
• /
• 2002

The aim of this study was to examine the current turnover status of hospital pharmacists and to analyze the factors which affected the turnover of them after the separation of prescribing and dispensing practice. We surveyed 19 managers of hospital pharmacies and 154 hospital pharmacists. Results are as follows. Pharmacist manpower of hospital pharmacies was only $63.99\%$ in tertiary hospitals and $76.78\%$ in general hospitals respectively of the number of pharmacists before the separation of prescription and dispensing practice. The ratio of those who left hospital pharmacies during the period of January 2000 and October 2001 was $80.23\%$ for tertiary hospitals, and $100.84\%$ for general hospitals. Decrease in the number of pharmacists brought the increase of work load and night duty. Major factors which affected the turnover of hospital pharmacists were found as following: income gap between hospital pharmacists and community pharmacists, increasing workload especially at night and on holidays, infrequent chance for the promotion, and low chance to provide clinical pharmacy services after the separation of prescribing and dispensing practice. Adequate manpower is the basic factor for providing hospital pharmacy services and improving clinical pharmacy services. The study suggested that proper number of hospital pharmacists is to be ensured through strengthening the legal requirement for the hospital pharmacists and improving health insurance reimbursement rate for the pharmaceutical services at hospital.

• Journal of the Korean Society of Fashion and Beauty
• /
• v.2 no.3 s.3
• /
• pp.27-35
• /
• 2004

This research studies the job satisfaction and turnover intention of the staffs of beauty parlors located in the City of Busan. The subjects were 300 beauty parlor staffs. They were surveyed for one month from October 1, 2003, to October 31, 2003. Regarding the question of the work satisfaction at the beauty parlor, the degrees of satisfaction were $3.83{\pm}0.70$ in the field of 'I am proud of myself working in a beauty parlor,' $3.78{\pm}0.62$ in the field of 'I feel rewarded after performing an operation on a customer,' $3.73{\pm}0.61$ in the field of 'I have a friendly relationship with the customers'. As to a survey on the job satisfaction and their intention of turnover, 22.7% of the respondents answered that they had the experience to move to another beauty parlors more than five times. This indicates that the matter of turnover is quite serious. When they were asked what is most important in choosing their workplace, 50.7% said 'kind teaching of senior staffs', followed by 'payment' which was chosen by 34.3%. As to the disadvantage of the work in beauty parlors. compared to other occupations, 77.3% of the respondents picked up 'few holidays and long working hours' and 11% 'low social position.' From the results, it can be seen that it is important for the beauty industry to make better working conditions and improve benefits in order to reduce the turnover rate and dropouts.

• Knowledge Management Research
• /
• v.22 no.3
• /
• pp.201-215
• /
• 2021

Owing to COVID-19 pandemic and global recession, enterprises are facing more and more fierce competition. Under this situation, retaining as much as recruiting good employees has become a top priority for organization. However, post 90s, with very different characteristics from traditional workers, entered the labor market, and both employers and employees suffered from post-90's high turnover rate. Therefore, this study focuses on Chinese post-90s and examined the effects of work values they pursue (utilitarian orientation, interest congruence, long-term development, and innovativeness) on job satisfaction and turnover intention. In addition, the groups with less than or more than one year of service were compared and analyzed. A total of 267 Chinese workers born in the 90s participated in the survey. Our research findings show that utilitarian orientation affects both job satisfaction and turnover intention, but interest congruence only affects job satisfaction while innovation only affects turnover intention. And the moderating effect of tenure of service was partially verified. Various implications based on the result were discussed.

• The Journal of the Korea Contents Association
• /
• v.19 no.2
• /
• pp.22-35
• /
• 2019

Utilizing fit theory in strategic human resource management, this study examines the impact of two HR practices on newcomer turnover rates. While there is a growing body of research identifying the linkage between high-performance work systems(HPWS) and improved organizational performance through higer employee commitment, little research addresses how specific mechanisms among the systems deliver different performances to organizations. Using management by objective(MBO) and job rotation in HPWS, we found a strong main effect of each practice-it decreases newcomer turnover rates. This main effect becomes stronger when one practice combined with another, showing synergy exists. Linking HPWS research to turnover, this study provides insightful evidence of interactions between MBO and job rotation for organizational performance.

• Journal of Korea Society of Industrial Information Systems
• /
• v.15 no.4
• /
• pp.71-81
• /
• 2010

The purpose of this study is to examine the moderating effects of the Leader-member exchange(LMX) on relationship between the interpersonal conflict and turnover intention. Since effective management of IS personnel is important issue for the IS related researchers and practitioners since their turnover rate has been known to be high and skilled personnel have been in short supply. We develop the hypotheses from the prior studies and empirically testing them in the context of IS personnels from various companies located in vicinity of capital city of Korea. This empirical study show interesting results. Good leader-member exchange has the moderating effect on the management of interpersonal conflict level and drastic reduction of the turnover behavior. Based on the analyzed results, we discussed the theoretical implications and limitations.

• Journal of Venture Innovation
• /
• v.7 no.1
• /
• pp.151-166
• /
• 2024

The global economic growth rate has been slowed due to changes in the economic and social environment related to the recent trends in the construction market and construction industry, prolonged inflation, intense tensions among countries, and increased interest rates. Since the workers in the construction industry, due to the nature of the industry, move to another site after the completion of an awarded project rather than staying for a long time while performing work at one workplace, various issues are brought out such as poor working environment resulting from unfairness in construction contracts, aging of workers, their anxiety, and job instability. The previous studies on the turnover intention of construction industry workers mainly dealt with external aspects such as leadership, job embeddedness, and organizational citizenship behavior, while the psychological impact was overlooked. The purpose of this study was to develop a measure to reduce or alleviate turnover intention of construction industry workers by verifying empirically the relationship among psychological capital, organizational commitment, and turnover intention among them. For the purpose, whether psychological capital influences organizational commitment and turnover intention, the impact of organizational commitment on turnover intention, and whether organizational commitment has a mediating effect in the relationship between psychological capital and turnover intention, among 310 construction industry workers in the metropolitan area. The results are as follows: First, hope and self-efficacy were found to have a negative (-) effect on turnover intention, while resilience and optimism from psychological capital did not have a significant effect. Second, hope, resilience, and optimism from psychological capital were found to have a positive (+) effect on organizational commitment, while self-efficacy from psychological capital had no significant effect. Third, organizational commitment was found to have a significant mediating effect on the relationship between hope from psychological capital and turnover intention. The results of this study showed that, in construction industry workers, psychological capital affects turnover intention through the mediating effect of organizational commitment. While previous studies mainly considered external influences on the turnover intention of construction industry workers, this study has academic implications in that it sought to strengthen organizational commitment and alleviate turnover intention by approaching psychological aspects. As a practical implication, it was found that higher self-efficacy and hope for work in the organization, from psychological capital, in the construction industry workers were found to lower turnover intention through job performance in a psychologically stable state. It is considered, therefore, that various systems, including job autonomy and flexible work, should be established to improve self-efficacy and hope.

• Journal of Intelligence and Information Systems
• /
• v.21 no.2
• /
• pp.19-47
• /
• 2015

In this era of knowledge economy, a variety of virtual communities are proliferating for the purpose of knowledge creation and utilization. Since the voluntary contributions of members are the essential source of knowledge, member turnover can have significant implications on the survival and success of virtual communities. However, there is a dearth of research on the effect of membership turnover and even the method of measurement for membership turnover is left unclear in virtual communities. In a traditional context, membership turnover is calculated as the ratio of the number of departing members to the average number of members for a given time period. In virtual communities, while the influx of newcomers can be clearly measured, the magnitude of departure is elusive since explicit withdrawals are seldom executed. In addition, there doesn't exist a common way to determine the average number of community members who return and contribute intermittently at will. This study initially examines the limitations in applying the concept of traditional turnover to virtual communities, and proposes five membership fluidity measures based on a preliminary analysis of editing behaviors of 2,978 featured articles in English Wikipedia. Subsequently, this work investigates the relationships between three selected membership fluidity measures and group collaboration performance, reflecting a moderating effect dependent on work characteristic. We obtained the following results: First, membership turnover relates to collaboration efficiency in a right-shortened U-shaped manner, with a moderating effect from work characteristic; given the same turnover rate, the promotion likelihood for a more professional task is lower than that for a less professional task, and the likelihood difference diminishes as the turnover rate increases. Second, contribution period relates to collaboration efficiency in a left-shortened U-shaped manner, with a moderating effect from work characteristic; the marginal performance change per unit change of contribution period is greater for a less professional task. Third, the number of new participants per month relates to collaboration efficiency in a left-shortened reversed U-shaped manner, for which the moderating effect from work characteristic appears to be insignificant.

• Journal of Ecology and Environment
• /
• v.33 no.3
• /
• pp.253-260
• /
• 2010

It has been well established that leaf longevity is linked to the carbon economy of plants. We used this relationship to predict leaf lifetime carbon gains from leaf lifespan, and estimated the gross primary production (GPP) of a young deciduous forest of Japanese beech (Fagus crenata) located in central Japan. The light-saturated photosynthetic rates of the leaves were measured repeatedly during the growing season. We used the leaf lifespan to calculate the conversion coefficient from the light-saturated photosynthetic rate into the realized leaf lifetime carbon gain under field conditions. The leaf turnover rate was estimated using litter traps. GPP was estimated as the product of lifetime carbon gain per unit of leaf mass, and the annual leaf turnover rate. The GPP of the forest in 2007 was estimated to be $1.2{\times}10^3gCm^{-2}y^{-1}$, which was within the range of previously reported GPP values of beech forests in Japan, and was close to the GPP of a European beech forest, as estimated by eddy flux measurements.

• The Korean Journal of Pharmacology
• /
• v.17 no.2
• /
• pp.47-62
• /
• 1981

d-amphetamine이 사람에서 paranoid schizophrenia와 아주 유사한 model psychosis를 일으키며 또한 사람과 실험동물에서 실제 정신분열증에서 뚜렷이 관찰되는 behavioral perservation을 일으킬 수 있음이 관찰되었다. 이에 많은 학자들은 이러한 양상의 행동변화가 정신분열증의 원인 추구에 중요한 의미를 주는 뇌변화를 반영할지도 모른다는 생각에 많은 연구를 거듭하여 왔다. 지금까지는 주로 catecholamine기전에 대하여 집중적 연구가 수행되어져 왔으나 최근에는 d-amphetamine의 약리기전의 일부는 5-HT기전이 차지하고 있으며, 여러 행동변화에는 catecholaimin 보다 5-HT 가 더 중요하게 관계하고 있다는 주장이 나오고 있다. 또한 d-amphetamine은 시험관내에서 MAO 특히 신경전달물질 분해요소인 A type를 가역적으로 억제할 수 있음이 보고되어 많은 흥미를 끌어왔으나 생체내에서의 억제여부는 직접적으로 확인이 되고 있지 않다. 그러나 최근에 Braestrup(1977)과 El Hait(1978)등은 간접적인 방법으로 생체내에서도 억제시킬 수 있음을 보고하고 있다. 이에 저자는 d-amphetamine에 의해 야기되는 행동변화와 그 밑바탕을 이루는 생화학적 기전에 5-HT가 차지하는 역할을 알아보기 위해서 다음의 실험을 시행하였다. 첫째, d-amphetamine의 급성, 만성 투여가 5-HT의 5-HIAA 로의 turnover와 MAO활성도에 어떤 영향을 미치며, 더 나아가서 이 양자사이에 어느 정도 상관관계가 있는지를 알아보기 위해서 d-amphetamine을 투여한 후 시간 경과에 따라서 뇌내 5-HT, 5-HIAA, 5-HT turnover rate와 MAO 활성도를 측정하였다. 둘째, d-amphetamine, 5-HT 합성을 증가시키는 약물과 합성을 억제시키는 약물을 투여하고, 위의 생화학적 실험과 행동관찰을 병합 실시하여 비교분석하였다. 그 결과는 다음과 같다. 1) d-amphetamine (6 mg/kg)을 급성투여시, 뇌내 5-HT함량이 투여 1시간 후에 최고로(대조치의 123%, p<0.001) 증가되다가 이후 감소하며, 5-HIAA 함량은 처음 15분부터 감소하기 시작하다가 30분에 최저로 떨어지며(대조치의 78%, p<0.005) 이후 증가하여 24시간째는 약간 대조치 이상으로 회복되었다. 미토콘드리아 MAO활성도는 1시간째에 최저로 떨어지다가(대조치의 89%, p<0.05)이후 회복하기 시작하여 24시간째에 약간 대조치 이상으로 회복되었다. 5-HT의 turnover rate는 MAO활성도 변화와 거의 같은 변화를 보였다. 2) 만성투여시 (하루 2번, 14일간 투여)는 5-HT 함량, 5-HIAA 함량, MAO 활성도 및 5-HT turnover rate 모두가 중등도로 감소되었다. (각각 대조치의 87%, 69%, 80%, 79%). 3) MAO 활성도와 5-HT turnover rate 사이에는 높은 상관관계가 있었다. (r=0.866, p<0.001, N=94). 4) MAO 활성도의 역동학 실험에서는 대조치에 비해 투여군에서 Km 값은 의미가 있는 증가가 있었으나 $V_{max}$값은 큰 변동이 없었다. 5) d-amphetamine을 급성 투여할때는 sleeping과 lying components는 상당한 감소를 보인 반면, locomotor activity 는 1시간까지는 상당한 증가를 보였으며 용량이 적을수록 더 큰 증가가 있었다. 반면 stereotypy는 1시간까지 용량이 증가할수록 더 큰 증가가 나타나서 locomotor activity에서 stereotypy 의 증가로 이행을 나타내었다. 만성 투여시는 locomotor activity는 점차적인 감소를 보였으나 stereotypy는 점차적인 증가가 나타나서 14일쯤에는 평형에 도달하였다. 6) PCPA 단독 투여군(400 mg/kg, 3번)에 있어서는 5-HT와 5-HIAA 함량의 상당한 감소가 나타났으나 MAO 활성도와 행동에는 큰 변화를 나타내지 않았다. PCPA전 처치군에 있어서도 5-HT와 5-HIAA 함량은 마찬가지로 상당한 감소를 나타내었으나 gnawing, sniffing과 locomotor activity는 더 증가를, stereotyped head weaving, forepaw treading과 hindlimb abduction은 상당한 감소를 나타내었다. 7) L-tryptophan(100 mg/kg)단독 투여시는 5-HT 함량은 약간 증가를 나타내었으나 5-HIAA 함량은 상당한 증가를 보였다. MAO활성도나 행동은 큰 변화없었다. L-tryptophan 전처치군에 있어서는 5-HT 함량은 더 큰 증가를 보였으나, 5-HIaa 함량은 MAO 활성도는 별 변화없었으며 stereotypedlateral head waving, forepaw treading 과 hindlimb abduction은 증가를, locomotor activity, gnawing과 sniffing components는 감소를 나타내었다. 8) d-amphetamine 단독투여, 혹은 L-tryptophan 전처치, PCPA 전처치후 측정한 5-HT 함량과 stereotyped head weaving, forepaw treading, hinilimb abduction components 사이에는 높은 상관관계가 있었다(r=0.789, p<0.001). 반면 5-HT 함량과 locomotor activity, stereotyped gnawing과 sniffing components 사이에는 약한 음성의 상관관계가 있었다. (r=0.554, p <0.005). 이상의 결과로 미루어 볼때 5-HT의 5-HIAA 로의 turnover rate 는 주로 MAO 활성도에 의해서 조절되며 5-HT 기전이 d-amphetamine에 의해서 야기된 여러 행동변화 중 상당한 부분에서 중요한 역할을 하리라고 생각된다.