• The Journal of the Korea Contents Association
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• v.12 no.10
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• pp.466-479
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• 2012

Temple stay has increased fast in the quantitative part recently and it is tourism goods with cultural value as a kind of religion tourism. It is thought that the qualitative development is accompanied with quantitative development at this time. So, in order to increase qualitative improvement, it is needed to confirm mutual relationships among religious involvement, satisfaction factors of performance and behavior intentions of people who takes part in temple stay. Also, this paper confirms whether statistical characteristic of population affects religious involvement or not. 3 assumptions are established for these purposes and all of 3 established assumptions are partly adopted through statistical analyses.

• Journal of the Korean Regional Science Association
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• v.38 no.4
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• pp.19-29
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• 2022

Previous studies on the factors affecting residents' migration have shown that residents who feel dissatisfied with their residential environment are more likely to move to another area than those who feel satisfied. The main purpose of this study is to investigate the subjective evaluation of the decline of the place and its impact on the intention to stay. This study used the data from Hankyoreh 21 survey of the residents who have been residing in the declining regions. The main finding of this study is that residents have a much higher propensity to stay as they become older. The fact that residents' staying intention tends to increase with age seems to be closely related to physical and economic constraints of older residents. Therefore, it can be inferred from the result that the elderly are more likely to be exposed to disadvantageous environments than the young residents in the declining regions.

• Korean Journal of Occupational Health Nursing
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• v.31 no.2
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• pp.86-94
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• 2022

Purpose: This study aimed to determine the effects of grit, nursing work environment, and job esteem on the intent to stay among military hospital nurses. Methods: This study employed a descriptive cross-sectional design. Data were collected from February 7 to 18, 2022 from 232 nurses working at four military hospitals under the Armed Forces Medical Command. The analysis was conducted using the SPSS/WIN 26.0 program, and descriptive statistics, t-test, ANOVA, Pearson coefficient correlations, and multiple regression analysis were performed. Results: Factors affecting the intent to stay included job esteem (β=.44, p<.001), total clinical experience of more than 10 years (β=.24, p=.001), and nursing work environment (β=.17, p=.009). Conclusion: The results can be used to ensure personnel quality at military medical institutions and can contribute to improving patient safety and medical services. Further, nursing managers need to formulate and implement strategies to foster a positive nursing work environment.

• Journal of Korean Clinical Nursing Research
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• v.24 no.3
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• pp.273-282
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• 2018

Purpose: This descriptive study was conducted to identify the effects of hospital organizational culture and work environment on nurses' intent to stay at work. Methods: Participants of this study were 234 nurses who have worked at a local general hospital in the Chungcheong province for at least 6 months. The data were collected from July 17 to 28, 2017, using self-reported questionnaires and analyzed with multiple regression using SPSS version 22.0. Results: Clinical experience (${\beta}=.38$, p<.001), institutional support (${\beta}=.33$, p<.001), and relation-oriented culture (${\beta}=.24$, p<.001) affected intent to stay at work among nurses. These variables accounted for 34.8% of the variance in intent to stay at work among nurses. Conclusion: This study confirms the effects of the work environment and organizational culture on nurses' intent to stay at work. Efforts for improving the work environment and organizational culture need for retaining nurses in a hospital. We suggest further research to identify the other factors associated with intent to stay at work among nurses.

• Korean Journal of Culture and Social Issue
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• v.24 no.2
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• pp.221-250
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• 2018

The purpose of this study is to find out the causes of turnover, the causes of stay, and the effects of turnover of college graduates with early careers, based on the concept of job embeddedness and their stances. For this study, semi-structured interviews were conducted with 20 college graduates with early careers and the interviews were analyzed with phenomenological analytic research. The result of the study shows that the cause of turnover intention includes fit and link which are components of job embeddedness. More specifically, turnover intention of the interviewee is affected by fit which includes whether their ability and talent are used properly and whether their vision and culture fit well those of their organization, also affected by link which includes the formal or informal mutual relationship with coworkers and superiors. Stay intention, on the other hand, includes fit which contains satisfaction about work and organization, long-term career management. Stay intention also includes sacrifice which are anxiety about uncertain future and satisfaction about being employed. As an aspect of the effect of turnover, the satisfaction and fulfillment about work which are experienced after turnover by the interviewees and the satisfaction about coworkers and the team in which the interviewees are included offset the negative effect of turnover. The result also shows that organization should consider their workers' satisfaction about the first work, their amicable relationship, and turnover cost, to improve working and living standard of colleges graduates with early careers and to prevent them from turnover.

• 월간산업보건
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• s.226
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• pp.58-66
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• 2007

• Journal of Korean Academy of Nursing Administration
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• v.21 no.1
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• pp.88-98
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• 2015

Purpose: To evaluate the relationship between organizational socialization and intention to leave, and to identify factors affecting on intention to leave in operating room nurses. Methods: This study used a descriptive design. Seventy operating room nurses recruited from three hospitals under the same management style, in-service educational system, and working conditions agreed to participate in this study, and completed self-administered questionnaires of the organizational socialization and the intention to leave questionnaire. Respondents were classified by career as advanced beginner, competent practitioner, proficient practitioner and expert practitioner by Benner's stages of nursing proficiency. Data were analyzed with t-test, ANOVA with multiple comparisons, Spearman correlation, and multiple regression analysis. Results: Nurses unsatisfied with the current in-service continuous education had lower organizational socialization and higher intention to leave. In advanced beginners, job performance was lowest and organizational commitment was highest. In expert practitioners, intention to leave was highest. Organizational commitment, interpersonal relationship, identity and burnout were associated with intention to leave. Mutual trust, burnout, and interpersonal relationship were predictors of intention to leave explained 20.8% of variance. Conclusion: The career ladder program to enhance nurses' organizational socialization and intention to stay should be established and expanded for well-experienced operating room nurses.

• Journal of Korean society of Dental Hygiene
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• v.23 no.1
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• pp.63-72
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• 2023

Objectives: This study aimed to identify the level of occupational and organizational retention intention and related factors among new dental hygienists. Methods: The participants were 195 dental hygienists employed for less than 24 months. A t-test and one-way analysis of variance were conducted to determine the level of intention to stay according to an individual's major-related characteristics and work environment awareness level. Pearson's correlation analysis was performed for each item, and stepwise multiple regression was performed for factors related to retention intention. Results: In the work environment, the organizational support network had the highest occupational retention intention (β=0.513). Organizational retention intention (β=0.351), working infrastructure (β=0.293), cooperation relationship (β=0.165), and management justice (β=0.151) were factors related to organizational retention intention (p<0.001). Employment at the practice hospital was related to occupational (β=0.167) and organizational retention intention (β=0.138), and satisfaction with clinical practice was related to occupational retention intention (β=0.327). Conclusions: New dental hygienists are expected to be actively utilized for long-term tenure in both occupations and organizations by actively reflecting on the results obtained through this study in the curriculum and working environment of dental hygienists.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.6
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• pp.155-164
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• 2017

The purpose of this study is to identify correlations among married nurses' parenting stress, job involvement and intent to stay, as well as to clarify factors that affect nurses' intent to stay. This is a descriptive study conducted based on evaluation of 174 married nurses from one university hospital and two general hospitals (200 beds or above) located in C region, all of who had at least one child <6 years of age. Data were collected from Aug 20 until Sep 15, 2016, after which data were analyzed by aT-test, ANOVA, Pearson's coefficient, and stepwise multiple regression. The mean score of parenting stress was $2.67{\pm}0.54$ out of 4, while that of job involvement was $3.11{\pm}0.58$ out of 5, and intent to stay was $3.56{\pm}0.79$ out of 5. Intent to stay was significantly negatively correlated with parenting stress(r=-0.186, p=0.014), while it was positively correlated with job involvement(r=0.345, p<0.001). Factors influencing intent to stay were education level(${\beta}=0.28$, p=0.042), job satisfaction(${\beta}=0.60$, p<0.001), weekend work(${\beta}=0.20$, p=0.042), job involvement(${\beta}=0.31$, p<0.001) and parenting stress(${\beta}=-0.22$, p=0.038). These factors explained 36.8% of intent to stay(F=21.18, p<0.001). Overall, the results indicate that intervention strategies may be necessary to increase intent to stay by reducing parenting stress and enhancing job involvement.

• The Journal of the Korea Contents Association
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• v.19 no.5
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• pp.532-541
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• 2019

This study is a descriptive correlation study to confirm the relationship between external environment factor, nursing work environment and internal factors such as job satisfaction and social support. A survey of 173 nurses was conducted. The results showed that the average nursing work environment was 2.43, job satisfaction was 3.04, social support was 3.44, and intention to work was 4.3. Nurses' intention to work was positively correlated with nursing work environment, job satisfaction, and social support. The most important factor affecting the nurse 's intention to work was job satisfaction, and explanatory power was 93%. In conclusion, in order to increase the job satisfaction of nurses and to improve their job-intention, it is necessary to pay attention to sufficient manpower and material resources to secure a good quality nursing work environment and to find new and various ways to increase emotional trust among colleagues It is necessary to induce them to work for a long time.