• Journal of the Korea Academia-Industrial cooperation Society
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• v.22 no.6
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• pp.140-146
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• 2021

This study examined the effects of childcare teachers' job satisfaction and the professional learning environment on their turnover intention. The study sample consisted of 625 childcare teachers in the S, I, and G area of Korea. Childcare teachers completed a self-administered questionnaire, and the data were analyzed using a t-test, Pearson correlation, and multiple linear regression analysis. The main findings were as follows. First, the level of turnover intention was varied by the type of childcare facility. Childcare teachers working in national and public facilities had a lower turnover intention than the facilities of private and homes. Second, the childcare teacher's job satisfaction, professional learning environment, and turnover intention were closely correlated regardless of the type of childcare facility. Third, the childcare teacher's job satisfaction and professional learning environment were significant predictors of the turnover intention. Therefore, policymakers need to address these issues.

• Journal of Korean society of Dental Hygiene
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• v.5 no.2
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• pp.159-169
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• 2005

Objectives: The purpose of this study was to investigate turnover intention of dental hygienist who were employed at the private dental clinic in Ulsan, Korea. Methods: The data obtained from 100 dental hygienists during 1 month. The survey was performed by a face-la-face interview questionnaire consisting of 19 items and the 5 point Likert type response format. The respondents were 77 from dental hygienists. The adjusted response rate was 80.2%(77/96). Data were analyzed using frequency distribution, independent t-tests, ANOVA, chi-square and correlation. All statistical analyzed were conducted using Statistical Package for SPSS 11.5. Results: There was experiences of turnover the longer the professional career, the higher income, married personnel. Turnover intention was a statistically correlated with income. Conclusions: The findings suggest that dental hygienists who remain in the workforce are positively influenced mainly by self-development. Employer of dental hygienists should be aware of these factors in employing process.

• Industry Promotion Research
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• v.1 no.1
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• pp.35-40
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• 2016

This study verified the effect of youth university graduates' workplace satisfaction on preparation for turnover by analyzing panal data. The study results showed that satisfaction of general workplace, possibility of personal development, autonomy/authority, monthly wage(p<.001), working environment, office hours, usefulness of major(p<.01), personnel system, employment stability, welfare benefits(p<.05) affected preparation for turnover. Also, sex, marital status, type and location of university, major, status of workers affected preparation for turnover. This study provided implication for reducing turnover and enhancing workplace settlement by confirming the effect of youth university graduates' workplace satisfaction on preparation for turnover.

• The Journal of the Korea Contents Association
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• v.18 no.5
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• pp.600-611
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• 2018

This study analyzed the effects of wage workers' job satisfaction, life satisfaction on turnover intention, and moderating effect of employment type after the global financial crisis using Korean Labor and Income Panel Study data. As a result, we found that the higher the job satisfaction is, the lower the turnover intention. However, the higher the job satisfaction and life satisfaction are, the higher the turnover intention. This is because the more satisfied with the job environment, the higher the tendency to seek better job opportunities, or the change in occupational value that favored free work. The higher the age, the higher the educational level, and the regular jobs are, the turnover intention decreased. In addition, the interaction terms of job satisfaction, job environmental satisfaction, life satisfaction, and regular employment all showed a moderating effect of employment type. However, since the results of the relationship between job satisfaction, job environmental satisfaction, life satisfaction and turnover intention, and the moderating effect may be due to limitations of measurement variables, further study is needed.

• 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 Digital Convergence
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• v.13 no.7
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• pp.69-78
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• 2015

Labor and management relation rises as a key task to solve in order to ensure corporate's sustainable competitiveness in a convergence global environment. The aim of this study is to examine the mediation effect of labor union participation behavior in the effect of convergence-type labor-management conflict on the turnover intention. Data was collected from 491 employees who were employed in medium and small enterprises in Daejeon, Chungcheongnam-do and Chungcheongbuk-do. The results are as follows. Firstly, labor-management conflict had positive (+) effect on labor union participation behavior. Secondly, labor union participation behavior had negative (-) effect on turnover intention. Thirdly, labor union participation behavior had mediating role in the relation between labor-management conflict and turnover intention. Therefore, it is necessary to respond profit and desire of the labor union members by union leaders and to enhance necessity and value of the labor union continually.

• Journal of Service Research and Studies
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• v.6 no.1
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• pp.51-69
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• 2016

This study explores the moderating effects of personality types (Big'5) influence on the relationship between job satisfaction and turnover intension using dispositional approach. In order for that, we surveyed for employees of 4 service's company and 430 samples were used for empirical study. According to result, extroversion and conscientiousness among personality types had significant positive effects on job satisfaction. And agreeableness and conscientiousness had negative effects on turnover intention. but extroversion and conscientiousness had positive effects on turnover intention. Self-efficacy had interactive effects on the relationship between personality type and job satisfaction. but it influenced only agreeableness. The self-efficacy had moderating effects agreeableness on the relationship between personality type and turnover intention.

• Journal of Korean Clinical Nursing Research
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• v.24 no.1
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• pp.67-73
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• 2018

Purpose: This study was done to explore the relationship between expectations of the clinical ladder system (CLS), career commitment and turnover intention in nurses employed in small-medium sized hospitals. Methods: Participants were 154 nurses from 3 small-medium sized hospitals in Gyeonggi Province and Gwangju City. From February, 8 to April, 14, 2017, self-report questionnaires were collected and analyzed using frequency, t-test, ANOVA, $Scheff{\acute{e}}$ test, and Person correlation coefficients. Results: Of the participant nurses, 61% perceived the CLS as needed. The mean score for expectation of CLS, career commitment, and turnover intention on 5-point scale were 3.38, 3.17, 3.21, respectively. There were no significant differences in expectation of CLS according to general characteristics, but career commitment and turnover intention did show significant differences depending on age, position, type of work shift. Expectation of CLS correlated positively with career commitment (r=.23, p=.005), and career commitment correlated negatively with turnover intention (r=-.49, p<.001). Conclusion: The results of this study show that there is a need to adopt the clinical ladder system to improve career commitment.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.5
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• pp.160-168
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• 2017

This study examined the awareness of the healthcare accreditation system, job stress, organizational commitment, and the turnover intention to determine the effects of these factors on the turnover intention of small and medium sized hospitals. A total of 202 nurses who worked in hospitals with less than 500 beds located in Gyeonggi-do, participated in this study. Questionnaires were given to the nurses who experienced healthcare accreditation, and data were collected between 1 December 2015 and 30 March 2016. As a result, the factors and general characteristics, influencing the turnover intention were found to be age (F=4.68, p<.001), marital condition (F=3.92, p<.001), and department of work (F=3.23, p<.008). The turnover intention was negatively correlated with the awareness of the healthcare accreditation system (r=-.46, p<.001) and nursing organizational commitment(r=-.35, p<.001), but positively correlated with the job stress (r=.21, p=.002). Regression analysis showed that the turnover intention of nurses from small and medium sized hospitals had 22.0% on the organizational commitment, department type, and job stress. Therefore, to decrease the nurses' the turnover intention, managers of small and medium sized hospitals need to draw up measures to support job involvement and policy improvement. The results also showed the difference in turnover intention according to the department type. Accordingly, there is a need for a differentiated approach according to the department of work, such as a special unit, ward, and outpatient department.

• Journal of Korean Academy of Nursing Administration
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• v.2 no.1
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• pp.125-139
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• 1996

Organizational commitment is characterized by a strong belief in and acceptance of the organization's goal and values ; a willingness to exert considerable effort on behalf of the organization ; a strong desire to maintain membership in the organization. The purpose of this study was to identify the variables which influence the organizational commitment and to test the relationship between the clinical nurses' organizational commitment and turnover intention. The subjects were 412 nurses who were working on general wards at three General Hospitals in Chounbuk. The data were collected by self-reporting questionnaire from Sept. 20 to Sept. 31, 1995. The instruments used in this study were Likert-type scale which were Organizational Commitment Scale by Mowday et al, and Turnover Intention Scale by Mobley et al. The questionnaire of organizational characteristics was made through reviewing literature. The data were analyzed by frequency, percentage, t-test, one-way ANOVA, Scheffe test, Pearson's correlation coefficient, and stepwise multiple regression with $SPSS-PC^+$ program. Major findings are as follows : 1. Mean scores for organizational commitment were 3.008 and turnover intention 3.167 on a 5 point scale. 2. Age and clinical experience were positively related to organizational commitment(r=.4806, p=.000; r=.4792, p=.000). 3. In the personal variables, hospital type(F=21.374, p=.000), education level(F=5.481, p=.001), position(F=30.867, P=.000), and marital status(t=-5.63, p=.000) of the nurses showed significant differences in organizational commitment. 4. The variables to the organizational characteristic were statistically significant in organizational commitment : formalization(r=.3458, p=.000), human-centered organizational characteristic(r=.4302, p=.000), performance- centered organizational characteristic(r=-.1502, p=.000), payment(r=.2234, p=.000), promotion(r=.2710, p=.000), benefit & service(r=.2325, p=.000), and resource inadequacy(r=-.2172, p=.000). 5. For the purpose of identifying the predicting variables in organizational commitment, stepwise multiple regression is conducted. The results show that age, human-centered organizational characteristic, formalization, hospital type, resource inadequacy, promotion, and benefit & service were significant variables and explained 46% of the variance. 6. Organizational commitment was significantly negatively correlated with turnover intention(r=-.6442, p=.000). As a result of stepwise multiple regression analysis, organizational commitment is the most powerful variable predicting turnover intention and explained 41.5% of the variance. In conclusion, this study shows that the higher the organizational commitment level, the lower the turnover intention. Therefore, for effective turnover management, it is important to improve the organizational commitment among clinical nurses. In order to enhance the organizational commitment by the clinical nurses, it will be useful to consider significant organizational characteristics variables identified in this study.