• Journal of Korean Academy of Nursing Administration
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• v.7 no.1
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• pp.85-95
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• 2001

The purpose of this study was to identify the influence of nursing organizational commitment and job satisfaction on intention of resignation of clinical nurses. The subjects of this study were clinical nurses who were working at general hospitals in Pusan and Taegu in Korea. The questionnaires were sent to 850 clinical nurses at 8 general hospitals and 790(92%) answers were replied. Data were collected from Oct. 4 to Oct. 30. The instruments of this study were scales for the measurement of nursing orgainzational commitment, job satisfaction and intention of resignation of clinical nurses. The Cronbach ${\alpha}s$ of the scales were .9385, .9232, .6847. After screening of data, 769 cases were analyzed with SPSS/WIN 10.0 program. The results of the study were as followings: 1. Average score of the nursing organizational commitment, job satisfaction and intention of resignation of the subjects were 48.50, 50.23 and 12.20. 2. There were significant differences in nursing organizational commitment, job satisfaction and intention of resignation by age, marital status, religions, education level, position, career, and work place. 3. There were negative relationships between nursing organizational commitment and intention of resignation and job satisfaction and intention of resignation(r= -.521, r

• The Korean Journal of Health Service Management
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• v.8 no.4
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• pp.1-12
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• 2014

This study is designed to develop a hospital communication program and to verify its effectiveness in graduate nurses self-esteem, communication conflicts, turnover intention and early resignation rate. The study method is a randomized control group with a pre-post test design. In order to help new graduate nurses adapt to the hospital, eight week hospital communication program is developed. The study participants are 104 nurses(47 experiment, 57 control) who have been working for less than six months. The data on self-esteem, communication conflict, and turnover intention was collected one week before the program and four weeks after the program. Then, the early resignation rate of the participating nurses was surveyed one year after the start of employment. The nurses who participated in the hospital communication program exhibit higher self-esteem, fewer communication conflicts, and lower early resignation rates than those who did not. However, effect in the turnover intention is not observed. Overall, the hospital communication program will help new graduate nurses adapt to hospitals.

• Korean Journal of Occupational Health Nursing
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• v.22 no.2
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• pp.93-101
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• 2013

Purpose: This study aims to find out ultimate forecasting factors of intention to resign by examining the degree of burnout, job satisfaction, organizational commitment and turnover intention to resign in hospital nurses and to look into the differences among them according to general characteristics. Methods: This study used investigation of relationships to analyze relations among burnout, job satisfaction, organizational commitment and turnover intention to resign in hospital nurses to find out factors influencing turnover intention to resign in hospital nurses. Results: This study revealed that the higher job dissatisfaction and burnout of hospital nurses, the higher turnover intention to resign. This study also showed that the higher burnout caused the lower job satisfaction which led to resignation and a forecasting factor that influenced turnover intention to resign was burnout. Conclusion: It is necessary to conduct continuous and systematic research and to seek ways that can prevent the resignation of nurses and improve job satisfaction in hospital nurses.

• Informatization Policy
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• v.29 no.2
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• pp.37-65
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• 2022

This article analyzes the relationship between the privacy attitudes of MyData users and the four dimensions of privacy cynicism (distrust, uncertainty, powerlessness, and resignation) as to privacy protection intentions through a structural equation model. It was examined that MyData user's internet skills had a statistically significant negative effect on 'resignation' among the privacy cynicism dimensions. Secondly, privacy risks have a positive effect on 'distrust' in MyData operators, 'uncertainty' in privacy control, and 'powerlessness' in terms of privacy cynicism. Thirdly, it was analyzed that privacy concerns have a positive effect on the privacy cynicism dimensions of 'distrust' and 'uncertainty', with 'resignation' showing a negative effect. Fourthly, it was found that only 'resignation' as a dimension of privacy cynicism showed a negative effect on privacy protection intention. Overall, MyData user's internet skills was analyzed as a variable that could alleviate privacy cynicism. Privacy risks are a variable that reinforces privacy cynicism, and privacy concerns reinforce privacy cynicism. In terms of privacy cynicism, 'resignation' offsets privacy concerns and lowers privacy protection intentions.

• The Korean Journal of Health Service Management
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• v.9 no.3
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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.

• Journal of Korean Academy of Nursing Administration
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• v.16 no.1
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• pp.48-58
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• 2010

Purpose: The purpose of this study was to identify the effect of a mentoring program as a strategy for the retention of clinical nurses. Method: Research subjects were 20 mentors, 20 mentees and 22 clinical nurses for a control group of mentees. A mentoring program was developed by an expert committee and applied to the experimental group for six months. Data were collected at three and six months after the application of the program from September, 2008 to March, 2009. Data were analyzed using $x^$-test, t-test, Repeated Measures ANOVA, One-way ANOVA in SPSS/Win 15.0 Program. Results: Job satisfaction, organizational commitment, empowerment, and carrier commitment in the mentees of the experimental group were significantly higher than the nurses of the control group. Intention of resignation in mentees of the experimental group were significantly lower than the nurses of the control group. Also, there were significant interaction between the groups and the times of measurements in all variables. Conclusion: The mentoring program showed positive impact on the variables for maintenance of clinical nurses. Recommendation: Based on these findings, retention strategies using mentoring programs were recommended to reduce clinical nurses' resignation and improve the competency of clinical nurses that leads to the productivity of nursing organizations.

• Journal of Digital Convergence
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• v.16 no.3
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• pp.385-394
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• 2018

The purpose of this study was to examine the effects of hospital organizational culture, organizational silence and job complexity on turnover intention in nurses working in general hospitals. The subjects were 152 nurses working at general hospitals. Data were collected from April 19, 2017 to April 30, 2017, and statistical analysis was analyzed by hierarchical multiple regression analysis using the SPSS/WIN 22.0 program. As a result of the research, turnover intention showed a positive correlation with resignation and defensive silence, whereas there was negative correlation between consensual organizational culture, sacrifice, suitability and connection of job inclination. The factors affecting the turnover intention were the present work experience, defensive silence, sacrifice, and the explanatory power of turnover intention was 47%. Therefore, in order to lower the turnover intention, it will be necessary to provide various programs to change the communication pattern in the nursing organization, and to provide differentiated welfare system.

• Culinary science and hospitality research
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• v.15 no.4
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• pp.245-258
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• 2009

This study is to theoretically verify the components of job satisfaction and turnover intention of cuisine employees working in the hotel and food service industry and to present some implications for more reasonable and efficient personnel management. Cuisine employees show higher turnover than others do. Change in cuisine employees has an adverse effect on their companies. Additional expenses for hiring and training new employees are needed as well. Consequently, the ways of improving job satisfaction should be sought, since job satisfaction can lower the turnout of the cuisine employees and cut down expenses as well. For the survey, employees working at a hotel located in Daegu were inquired of. Total 254 copies collected and 239 were analyzed for this study(24 was excluded due to the insincere responses). SPSS/WIN 12.0 statistical program was used. The result is that job satisfaction and adequate personnel allotment of the hotel and food industry employees decrease their resignation intention. For efficient management and reduced expenses, plans should be made to increase employees' job satisfaction.

• Culinary science and hospitality research
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• v.10 no.1
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• pp.186-202
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• 2004

The purpose of this study was to find out the efficiency of control plan for the productivity at the deluxe hotel. To analyze the data, 5-point measure, self entry, SPSS, frequency analysis, difference analysis, many fold regression analysis. The results of this study could be explained as follow: change of occupation rate, reflect to employees, lack of stability a state of mind condition, reflected mental factor and stability of organization, and compared to the job satisfaction and inclination of a change of occupation.

• Journal of Korean Academy of Nursing Administration
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• v.9 no.1
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• pp.141-150
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• 2003

Purposes : This study was to investigate the job stress and turnover intention related to transfer of duty post of staff nurses working in general hospitals. Method : The subjects of this study were 384 staff nurses working in 6 general hospitals, with more than 200 beds, in Daegu and Kungbuk province in Korea. Data were collected through questionnaires and from Sep. 15 to Oct. 6, 2001. The used tool for measuring the degree of job stress was developed by Kim and Gu(1984) and the used tool for measuring the degree of turnover intention was developed Kim and Lee(2001). The data were analyzed into frequency, percentage, mean, standard deviation, t-test, ANOVA, Tukey's post hoc contrast, Pearson's correlation coefficient according to the purpose of study by use SPSS Win 10.0 statistical program. Results : The following are the results of the study: (1) Average score of the job stress, turnover intention of resignation of the subjects were 2.64 and 4.44. (2) The result of the analysis of job stress related to transfer of duty post was higher in job stress; not satisfaction of current duty post(t=-2.06, p=0.04). (3) The result of the analysis of turnover intention related to transfer of duty post was higher in turnover intention; period of the an advance notice when transfer to current duty post less than 7day(F=3.55, p=0.02), not satisfaction of current duty post(t=-2.45, p=0.02), want the transfer from current duty post(t=3.68, p=0.00). (4) The study reveals that there was statistically significant positive correlation relationship between job stress factors and turnover intention(r=.183, p=.000). Conclusion : The study which relating to period of the an advance when transfer and satisfaction of current duty post and reconsideration of transfer of duty post shows statistically significant difference between job stress and turnover intention. Therefore it is regarded that is needed to set a period of profer advance notice, grip on unsatisfactory factor of current duty post and intervention and management of the subjects were wanted transfer of duty post.