• Safety and Health at Work
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• v.15 no.3
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• pp.271-277
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• 2024

Background: This article aims to show that work-life balance (WLB) for workers with disabilities can have important meanings that can affect turnover intention and exclusion from the labor market. Methods: Using the Korean Panel Survey of Employment for the Disabled (1st-8th), panel logit models were applied to analyze the effect of WLB on the voluntary turnover intention and behavior of workers with disabilities. WLB types were categorized into four groups (Work-Life Dissatisfaction Group, Only Work Dissatisfaction Group, Only Life Dissatisfaction Group, and Work-Life Balance Group) based on the integration of job satisfaction and life satisfaction. Results: Turnover intention was significantly higher in the work-life imbalance groups (Work-Life Dissatisfaction Group, Only Work Dissatisfaction Group), which is commonly associated with job dissatisfaction. The effect of WLB on turnover intention was 1.38 times higher in Only Work Dissatisfaction Group (β: 2.25, 99% confidence interval [CI]: 1.50, 2.31), characterized by dissatisfaction solely with their job, than in Work-Life Dissatisfaction Group (β: 1.90, 99% CI: 1.97, 2.53), which was experiencing dissatisfaction with both work and life. Only Work Dissatisfaction Group resulted in actual turnover, with females (β: 0.73, 95% CI: 0.37, 1.09) more likely to exit the labor market and males (β: 0.66, 99% CI: 0.41, 0.89) showing a higher tendency to change jobs. Conclusion: WLB policy should focus on job dissatisfaction, a key predictor of turnover intention that leads to actual turnover behavior. Furthermore, women workers with disabilities are a priority policy target group to prevent exclusion from labor.

• The Journal of the Korea Contents Association
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• v.17 no.1
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• pp.129-136
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• 2017

The purpose of this study was to explore the institutional protection scheme to identify the factors influence physician turnover of social workers. The main reference comes from the 2014 research on wages and work conditions of Korea Institute for Health and Social Affairs. The result of the analysis shows that 33.7% of the social workers intend to change jobs and that the possibilities of changing jobs have factors in gender, age, education levels, job satisfaction, wage, and contractual factors. This result shows that in order to enhance support of underprivileged, the treatment of social workers needs to be improved. This research proposes settings of switching job position system through facility M&A and institutional development.

• Culinary science and hospitality research
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• v.10 no.3
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• pp.32-50
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• 2004

The purpose of this study was to examine what caused bakery employees at tourist hotel to leave their job. It's basically meant to lay the foundation for increasing personnel management efficiency and reducing turnover rate, as an attempt to prevent workers from quiting their jobs would be a successful way to take advantage of human resources more efficiently. Both theoretical and experimental approaches were utilized to serve the purpose of this study. First, concerning salaries, their turnover intention was under the influence of whether they were properly paid or gained a sufficient living. Second, as for environmental factors, their turnover intention was affected by performance appraisal and interpersonal trust with colleagues. Third, regarding job-related factors, their turnover intention was impacted by whether their job was clearly defined, how much they were satisfied with their job and whether their posts were suitable. Forth, the change of job was subjected to the influence of the desire for job in another region, job in another company and another kind of job. And there should be a clear distinction between sales and other works, and they should carefully be treated so that they could find their job more satisfactory.

• Journal of the Korean Dietetic Association
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• v.21 no.3
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• pp.241-252
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• 2015

The research was conducted by center for children's foodservice management in Hanam-si. In order to improve job satisfaction, a survey was carried out by working conditions and job satisfaction in children foodservice employees working at child daycare centers registered from January to April. Ninety-five surveys out of 120 were collected, and 76 surveys were analyzed. Job satisfaction consisted of four elements, working environment, welfare, human relationships, and job-itself, analyzed by general characteristics. Pearson's correlation was carried out between job satisfaction and intention to change job by Likert 5 scales using SPSS statistic program. The percentages of child daycare centers owned by civilians was 52.6%, high school education level was 65.8%, permanent workers was 68.4%, and less than 1 year of foodservice was 34.2%. Average scores of job satisfaction were as follows: working environment scored 20.6 out of 25 points, welfare scored 10.3 out of 15 points, human relationships scored 17.5 out of 20 points, and job-itself scored 13.2 out of 15 points. The lowest job satisfaction average was 'I get paid fairly regarding the working hours and the amount of work' with a score of 3.6 points. Job satisfaction based on facility type, age, education level, and working period did not show significant differences, whereas hired status, numbers of foodservice children, and intention to change jobs showed significant differences. Hired status showed significant differences with welfare satisfaction (P<0.05). Numbers of children showed a significant difference with welfare and human relationship satisfaction (P<0.01, P<0.05). Intention to change job showed a significant difference with four elements of job satisfaction (P<0.05, P<0.01, P<0.01). In conclusion, to improve job satisfaction of children foodservice employees, working conditions and welfare satisfaction should be increased.

• Culinary science and hospitality research
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• v.20 no.6
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• pp.41-55
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• 2014

This study made frequency analysis, factor analysis, reliability analysis, correlation analysis, and regression analysis using SPSS 18.0 for 225 culinary employees working for super deluxe hotels in Busan and Ulsan areas in order to analyze the effects of job embeddedness on job satisfaction, career commitment and turnover intention. Results are as follows: first, as a result of testing the effects of hotel culinary employee's job embeddedness on job satisfaction, it was found that fitness, sacrifice, and links have positive (+) effects on job satisfaction. Second, it was found that fitness and sacrifice of a hotel culinary employee's job embeddedness have positive (+) effects on career commitment. Third, this study showed that fitness and sacrifice have negative (-) effects on turnover intention. Fourth, it was found that job satisfaction has a negative (-) effect on turnover intention. Fifth, it was found that career commitment has a negative (-) effect on turnover intention. These findings indicate that the higher hotel culinary employee's job embeddedness is, the less their intention to change jobs becomes by increasing job satisfaction and career commitment.

• Journal of Korean Academy of Nursing Administration
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• v.21 no.3
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• pp.263-276
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• 2015

Purpose: The study was done to verify the effect size of the variables related to the emotional labor of nurses. Methods: A total of 47 article on variables related to the emotional labor of nurses and published from 2006 to 2014 were used for the meta-analysis. Results: Variables with the largest effect size related to emotional labor were identified as the variables of work task, organization and individual characteristics in descending order of effect size. The sub-factors with the greatest effect size in the work task variable were exhaustion and work commitment, while for organization variables, intention to change jobs had the largest effect size. For individual characteristics, physical symptoms had the largest effect size. Conclusion: The results of this study are meaningful as the first study to integrate research results on variables related to the emotional labor of Korean nurses, providing practical data for the management of emotional labor.

• Korean journal of food and cookery science
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• v.21 no.2 s.86
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• pp.225-234
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• 2005

The purpose of this study was to examine the causes of bakery employees quitting their jobs at hotels in order to make more efficient use of human resources by increasing personnel management efficiency and reducing the turnover rate, The subjects in this study were employees working for bakeries at top-ranked hotels, and the responses from 266 respondents were selected for analysis. The survey was conducted from July 1 through 20, 2003. Frequency analysis, factor analysis, reliability analysis, t-test, ANOVA and regression analysis were performed for data handling. The major findings of this study were as follows: First, concerning salaries, their turnover intention was influenced by whether they were properly paid or gained a sufficient living. Second, as for environmental factors, their turnover intention was affected by performance appraisal and interpersonal trust with colleagues. Third, regarding job-related factors, their turnover intention was impacted by the clarity of their job definition, their degree of job satisfaction and the suitability of their posts. Fourth, the change of job was influenced by the desire for a job in another region, in another company and of another kind. To successfully manage employee turnover at hotel bakeries, employees should be properly paid, and different performance appraisal standards, including a multilateral evaluation system, should be applied according to the nature of the department. furthermore, there should be a clear distinction between sales and other works, and they should be carefully treated to increase job satisfaction.

• Journal of Venture Innovation
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• v.6 no.3
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• pp.111-129
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• 2023

The purpose of this study is to empirically analyze the impact of job stress on job turnover intention through job satisfaction for vocational counselors working in private and employment centers in Korea. This study applied the significance sampling method, and the number of samples used in the maximum analysis was 167 copies, and statistical analysis was conducted using the SPSS 20.0 program. In order to verify the relationship between each variable, four hypotheses were established, and empirical analysis and surveys were conducted. As a result of the analysis, first, among the sub-factors of job stress of vocational counselors, job demands, organizational systems, and workplace culture had a significant positive (+) effect on turnover intention. Second, among the sub-factors of job stress, job demand, lack of job autonomy, and organizational system were found to have a significant negative (-) effect on job satisfaction. Third, job satisfaction was found to have a significant negative (-) effect on turnover intention. Fourth, it was found that job satisfaction partially mediates complete mediation with job factors, which are sub-factors of job stress, with the organizational system. Therefore, it can be seen that job stress of vocational counselors is a factor affecting turnover intention and job satisfaction. Based on these analysis results, the implications of the study, suggestions to reduce the intention to change jobs due to stress of vocational counselors, and limitations of the study were presented.

• Journal of the Korean Society of Radiology
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• v.5 no.5
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• pp.267-275
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• 2011

The purpose of this study was to examine the impact of the professional burnout and job autonomy of radiologic technologists on their turnover intention in hospitals. The major findings of the study were as follows: As for the average and standard deviation of the radiologic technologists in professional burnout and job autonomy, they got a mean of 3.15 in overall professional burnout, which was above the average. They got 2.88 in job autonomy, which was below the average. And they got 3.30 in turnover intention, which indicated that they had a strong tendency to change jobs. Regarding the influential factors for turnover intention, emotional burnout, loss of interest and loss of enthusiasm were identified as the factors that exerted a significant influence on turnover intention. If the kind of environments that stimulate their professional enthusiasm and allow them to make a decision on radiographic examinations based on their own professional knowledge is created, their burnout will be minimized. And the development of programs geared toward bolstering their job autonomy is expected to weaken their turnover intention, to enhance the efficiency of the personnel administration of radiologic technologists and their qualifications, and ultimately to boost their status in hospital organizations.

• The Journal of the Korea Contents Association
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• v.11 no.6
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• pp.326-336
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• 2011

The Purpose of this study was to examine effects of mentoring function on career development and organizational effectiveness in private security service organization. Example number used on interpretation finally using purposive sampling method after this study establishes 5 places private security service company's security guard by population in Seoul on March, 2010 is total 227 people. Reliability of questionnaire appeared Cronbach's ${\alpha}$ value more than .667. Conclusions that appears in this study is as following. First, private security service organization's Mentoring function affects in career development. That is, if friendship, patronage, career management, society mind, and role model are mobilized, innovative own development, special capacity development, and information competitive power development are helped. Second, private security service organization's Mentoring function affects in organization effectiveness. If friendship, patronage, career management, society mind, and role model are mobilized, career satisfaction, organization immersion, and job satisfaction increase. On the other hand, change of jobs intention decreases if function of society mind is mobilized. Third, private security service organization's career development affects in organization effectiveness. If reform and special capacity development are helped, career satisfaction, organization immersion, and job satisfaction increase. While change of jobs intention decreases as development of information competition is helped. Fourth, Mentoring function exerts influence of causality on career development and organization effectiveness. That is, Mentoring exerts direct influence on organization effectiveness, but it exerts indirect effect through career development.