• 간호행정학회지
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• 제15권1호
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• pp.16-25
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• 2009

Purpose: This study was to identify the factors influencing turnover intention of nurses in small and medium-sized hospitals. Method: The participants in this descriptive survey on causal relations were 192 nurses who were working at small and medium-sized hospitals in Daegu city. The data were collected by self-reporting questionnaires and analysed by the SPSS Win 14.0 program using descriptive statistics, t-test, ANOVA, Pearson's correlation coefficients and stepwise multiple regression. Result: The mean for job characteristics scores were 2.90, the job satisfaction scores were 3.00, the organizational commitment scores were 3.00, job stress scores were 2.42, the turnover intentions scores were 3.08. Turnover intention according to general features were shown as following; age, marital status, clinical career, work schedule type, frequency of night duty. The relationship between turnover intention and job stress had positive correlation. But the relationship between turnover and other factors that job satisfaction, organizational commitment had negative correlation. The causal factors of turnover intention were organizational commitment, job satisfaction, job stress, and job characteristics, frequency of night duty. $R^=.39$. The organizational commitment were the highest significant predictors of turnover intention. Conclusions: The findings of study suggest that broad intention program should be provided to prevent problems of turnover.

• Asian-Australasian Journal of Animal Sciences
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• 제2권3호
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• pp.281-283
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• 1989

• 한국식품조리과학회지
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• 제33권1호
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• pp.104-112
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• 2017

Purpose: This study aimed to analyze the contribution of emotional labor (surface acting, deep acting) and organizational commitment (affective commitment, continuance commitment) to turnover intention and customer orientation of school foodservice dietitian. Methods: Our survey was administered to 393 school foodservice dietitian in the Busan area on February 11, 2014. Results: For verification of mean differences, the mean scores for surface acting, deep acting, affective commitment, and continuance commitment were found to be 2.53/5.00, 3.71, 2.88, and 3.57, respectively. The mean surface acting score was significantly different according to age (p<0.001), total length of career as a dietitian (p<0.01), school type (p<0.001), and employment status (p<0.05). The mean deep acting and turnover intention scores were significantly different according to age (p<0.001), total length of career as a dietitian (p<0.001), school type (p<0.001), employment status (p<0.001), and no. of meals served (p<0.001). The mean customer orientation score was significantly different according to age (p<0.05), employment status (p<0.01), and number of work hour (p<0.05). There was a positive correlation (p<0.01) between turnover intention and surface acting and continuance commitment, but a negative correlation (p<0.01) with deep acting and affective commitment. Also, there was a positive correlation (p<0.01) between customer orientation and deep acting, affective commitment, but a negative correlation (p<0.01) with surface acting. Affective commitment had a negative influence on turnover intention (${\beta}=-0.444$, p<0.001), but surface acting had a positive influence on turnover intention (${\beta}=0.110$, p<0.05). Conclusion: These results suggest that management of affective commitment is essential for decreasing turnover intention. Therefore, emotional labor and organizational commitment of school foodservice dietitians should be managed from the school foodservice organizational viewpoint of The Ministry of Education.

• 한국산림과학회지
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• 제96권2호
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• pp.214-221
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• 2007

The effect of nutrient availability and forest type on the nutrient turnover of fine roots is important in terrestrial nutrient cycling, but it is poorly understood. I measured nutrient turnover of hardwoods and softwoods at three well studied sites in the northeastern US: Sleepers River, VT; Hubbard Brook, NH; Cone Pond, NH. Significant differences in nutrient turnover by fine roots were observed among sites, but not between forest types. The magnitude of differences for each element ranged from 3 times for P and N to 8 times for Ca and Mg between sites. Smaller differences of 0.2 to 0.8 times were observed between forest types. In hardwoods, the Sleepers River 'new' site had $23kg\;ha^{-1}\;yr^{-1}$ Ca, $7kg\;ha^{-1}\;yr^{-1}$ Mg, and $16kg\;ha^{-1}\;yr^{-1}$ K turnover, owing to high root nutrient contents and turnover. Cone Pond had the highest turnover for Mn ($0.8kg\;ha^{-1}\;yr^{-1}$) and Al ($16kg\;ha^{-1}\;yr^{-1}$), owing to high nutrient contents. The Hubbard Brook hardwood site exhibited the lowest turnover of these elements. In softwoods, the variation in turnover of Ca, Mg, and K was lower than in hardwoods. The Hubbard Brook had the highest turnover for P ($1.6kg\;ha^{-1}\;yr^{-1}$), N ($31kg\;ha^{-1}\;yr^{-1}$), Mn ($0.4kg\;ha^{-1}\;yr^{-1}$), Al ($10kg\;ha^{-1}\;yr^{-1}$), Fe ($6.4kg\;ha^{-1}\;yr^{-1}$), Zn ($0.3kg\;ha^{-1}\;yr^{-1}$), Cu ($34g\;ha^{-1}\;yr^{-1}$), and C ($1.1Mg\;ha^{-1}\;yr^{-1}$). Root Ca turnover exponentially increased as soil percentage Ca saturation increased because of greater root nutrient contents and more rapid turnover at the higher Ca sites. These results imply that nutrient inputs by root turnover significantly increase as soil Ca availability improves in temperate forest ecosystems.

• 산업융합연구
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• 제19권5호
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• pp.119-128
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• 2021

본 연구는 여성 간호사가 선호하는 근무형태에 따른 조직몰입도와 이직의도를 비교하여 여성 간호사의 근무 환경을 개선하고자 수행되었다. 본 연구는 서술적 조사연구로서 7개 의료기관에서 3교대 근무중인 여성 간호사 465명에게 온라인 설문조사를 통해 자료수집을 하였다. 수집된 자료는 SPSS WIN 24.0를 이용하여 χ² test, two sample independent t-test, pearson correlation, MANCOVA로 분석한 결과 고정근무 선호집단의 연령이 많을수록 조직몰입도가 높았으며, 이직경험이 있는 경우 이직의도가 높았다. 그리고 고정근무 선호집단이 교대근무 선호집단 보다 조직몰입도가 낮았으며 이직의도가 높았다. 고정근무를 희망하는 여성 간호사들의 조직몰입도를 높이고, 이직을 줄이기 위해서는 다양한 근무형태를 개발하여 여성 간호사의 근무환경을 개선하기 위한 노력이 필요하다.

• 한국콘텐츠학회논문지
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• 제15권4호
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• pp.431-442
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• 2015

본 연구의 목적은 휴먼서비스조직의 감성리더십이 종사자의 이직의도에 영향을 미치는 관계에서 직무만족의 매개효과를 검증하고, 최고관리자의 근무형태별 차이를 확인하는데 있다. 이를 위하여 휴먼서비스조직 중 건강가정지원센터를 대상으로 서울, 경기도 56곳에서 근무하는 295명의 종사자를 설문조사하여 구조방정식모형 분석과 다집단 분석을 활용하여 최고리더자의 근무형태별 경로계수의 차이검증을 하였다. 분석결과, 첫째 감성리더십은 직무만족에 유의한 영향을 미치고 있었다. 둘째, 감성리더십과 직무만족은 이직의도에 부적으로 유의한 영향을 미치고 있었다. 셋째, 감성리더십과 이직의도와의 관계에서 직무만족이 매개역할을 하는 것으로 나타났다. 마지막으로 감성리더십이 직무만족에 미치는 영향은 최고관리자의 근무형태에 따라 다르게 나타났다. 이상의 결과를 토대로 이론적, 실천적 방안을 제시하였다.

• 보건의료산업학회지
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• 제9권3호
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• pp.95-106
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• 2015

Objectives : The purpose of this study was to identify levels of turnover intention of nurses in long-term care hospitals, and to explore influential factors on turnover intention. Methods : Data were collected with a structured questionnaires from 165 nurses. The data were analyzed with SPSS/WIN 21.0. Results : First, the average score for the practice environment cognition, job satisfaction, reward importance, and turnover intention were $3.14{\pm}0.21$, $3.18{\pm}0.32$, $4.02{\pm}0.53$, and $3.29{\pm}0.67$, respectively. Second, there were significant differences in the turnover intention according to the average monthly wage, total clinical career, present clinical career, work form, average monthly night shift and turnover experience. Third, the significant predictors of turnover intention were monthly salary, practice environment cognition, reward importance, monthly night shift and type of work explaining 67.0%. of the variance. Conclusions : It is necessary to conduct continuous and systematic research and to find ways that can prevent the resignation of nurses and improve cognition in the practice environment in long-term hospitals nurses.

• 대한치과의사협회지
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• 제48권10호
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• pp.738-753
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• 2010

Objectives: To deter job migration and to facilitate a more efficient personnel management system, a personality type analysis tool, such as MBTI and Enneagram, may be considered. These tools can facilitate better recognition of talent among prospective employees, as well as more efficient allocation of tasks for greater job satisfaction. Methods: This study conducted direct interviews with dental hygienists currently employed at two major dental organizations, which operate the largest networks of clinics across the greater metropolitan area. Results : First, in terms of number of turnover experiences, the Head Type showed lower task satisfaction, whereas the Body Type exhibited greater task satisfaction. Second, the Head Type showed greater job satisfaction compared to the other types. Third, the SJ Type, often considered the traditionalist in terms of long-term employments, exhibited greater tendencies toward long-term commitment with one employer. Fourth, dental hygienists, in terms of long-term employment, are negatively affected by task satisfaction, and positively affected by job satisfaction. Conclusions: It is thought to be considerable to use personality type analysis tools in clinical human resource management.

• 한국병원경영학회지
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• 제21권3호
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• pp.11-21
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• 2016

The purpose of this study is to investigate the degree of difficulty and turnover of nurses working in the field and to derive clinical work activation and supply policy improvements. Data was collected from December, 2014 to January, 2015, from 23 hospitals, and participants were 3,887 nurses working in the field, Survey details : the difficulty of the clinical work of nurses working in hospitals, turnover intentions status and policy proposals for clinical research work enabled General characteristics, difficulties in clinical working, turnover intention and clinical work plan activation are frequency analysis. The difference between each of the variables in accordance with the general characteristics are one-way ANOVA analysis, Correlation analysis of the variables is also a Pearson correlation coefficients. 'difficulties in clinical working' was a statistically significant difference depending on the type of hospital, nursing class, number of beds, location, age, position, employment, gender, working form, working department, salary, career, and degree level. 'turnover intention' was a statistically significant difference depending on nursing rate, number of beds, region, age, position, sex, shifts, departments, annual income, and career. 'policy recommendation' was a statistically significant difference depending on type of hospital, nursing rate, age, position, employ, shifts, departments, annual income, degree level and career 'difficulties in clinical working' is 'turnover intention' (p<.001), 'policy recommendations' (p<.001) and had a significant positive correlation. and 'turnover intention' had a "policy recommendation" significant positive correlation with the relationship (p<.001) The most difficulties point of the nurses working in the field are the environment, such as shift, urgent and dangerous. Major policy proposals are improve treatment such as wages, and welfare.

• 한국직업건강간호학회지
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• 제27권1호
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• pp.36-47
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• 2018

Purpose: This study aimed to examine the effects of interpersonal relationship ability, job stress, and stress coping type on the turnover intention of nurses in the early stage of their careers. Methods: Data were collected from 136 early stage nurses from two general hospitals and one tertiary hospital in Chungbuk province. An early stage nurse was defined as the nurse with a work experience of 3 to 36 months. The collected data were analyzed using independent t-test, one-way ANOVA, Mann-Whitney U test, Person's correlation coefficient, and stepwise multiple regression. Results: It was seen that turnover intention had a negative correlation with interpersonal competency (r=-.20, p=.020) and a positive correlation with job stress (r=.56, p<.001). Job stress due to work over load, inadequate compensation and working environment, interpersonal relationship ability, and length of clinical career were significant factors influencing turnover intention (p<.05). These variables explained for 50.4% of the variance in turnover intention. Conclusion: It is necessary to develop an interpersonal relationship ability improvement program to decrease turnover intention among early stage nurses by helping them to successfully adapt to their job. Moreover, it is important to bring about continuous improvements in terms of provision of adequate workload and appropriate rewards, and creation of a suitable work environment to reduce the job stress of early stage nurses.