• Title/Summary/Keyword: job changing intention

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The efforts always will get gains? Risk perception of turnover and cost of changing job affect employee turnover: Evidence from Korea

  • Li, Liang;Elaydi, Salma;Shin, Geon-Cheol;Wei, Kaikai
    • Asia Pacific Journal of Business Review
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    • v.5 no.2
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    • pp.1-18
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    • 2021
  • This present study investigatesed the impact of the team innovation-oriented human resource management (HRM) practices on employees' turnover intention among financial, pharmaceuticals, distribution, and manufacturing industries in Korea. Furthermore, we explored whether risk perception of turnover and the cost of changing job would mediate the relationship between team innovation-oriented human resource management practices with employees' turnover intention in different industries in Korea. To that end, PLS structural equation modeling was used to exam the research hypothesis. We have found that team innovation-oriented HRM practices have a significant impact on employees' turnover intention. Moreover, we have discovered risk perception of turnover and the switching cost of changing job playing mediating role in the relationship of team innovation-oriented HRM practices with turnover intention among different type of industries employee. Lastly, the theoretical implications were discussed based on these findings.

A Study on the Relationship between Cooks' Job Inconsistency and Job Performance on Intention of Changing Jobs (외식업체 조리사의 일자리 불일치와 직무성과 간의 관계가 이직의도에 미치는 영향에 관한 연구)

  • Kim, Tae-Hyung;Kim, Hyun-Joong
    • Culinary science and hospitality research
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    • v.20 no.6
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    • pp.13-27
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    • 2014
  • This study sought to examine the effects of job inconsistency of cooks in the food service businesses on job performance, and the effects of such causation on intention of changing jobs. For job inconsistency, cooks produce limited menu products due to the segmentation of jobs in the same industry, and can hardly exercise their skills obtained through education. Thus, 275 samples of job inconsistency were made to undergo frequency analysis, factor analysis, reliability analysis, correlational analysis, and multiple regression analysis, using the SPSS 17.0 program. Hypothesis 1 was established as cooks' job inconsistency having a positive effect on job performance; thus, with regard to job performance factors, skill inconsistency (${\beta}$=-.432), and wage inconsistency (${\beta}$=-.250) had a negative effect on job performance, but education inconsistency (${\beta}$=-.048) did not have an effect. Hypothesis 2 was established as cooks' job performance having a significant effect on intention of changing jobs; thus, intention of changing jobs had a significant negative effect on job performance (${\beta}$=-.238). So if job performance was improved, the intention of changing jobs would be reduced. This study implies that: cooks who were engaging in the food service businesses experienced job inconsistency, and led themselves to having an intention to change jobs; in this process, individual cooks' job level inconsistency and their wage levels have an important effect on intention of changing jobs.

The Effects of Employees' Psychological Empowerment in Family Restaurants on Job Satisfaction, Organizational Commitment and Turnover Intention (패밀리 레스토랑 조직 구성원의 심리적 임파워먼트가 직무 만족과 조직 몰입 및 이직 의도에 미치는 영향)

  • Cho, Sung-Ho;Kim, Young-Tae;Kim, Kwang-Soo;Lee, Won-Bong
    • Culinary science and hospitality research
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    • v.14 no.3
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    • pp.223-237
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    • 2008
  • The purpose of this study is to investigate the effects of employees' psychological empowerment on job satisfaction, organizational commitment and the intention of changing an occupation, and then to suggest the ideal ways to improve productivity through human resource management and to get competitive advantages for efficient management. In order to achieve the purpose of this study, we performed both literature review and empirical research. There are conclusions to investigate psychological empowerment about employees in family restaurants. First, self-determination ability, competence and the influential power of which components of empowerment employees perceived affect job satisfaction significantly. In other words, empowered people feel job satisfaction and commit to their organizations. In the relation between empowerment and organizational commitment, influential power and roles affect them significantly, but self-determination ability and the meaning do not. Next, job satisfaction significantly affects organizational commitment and the intention of changing jobs, but organizational commitment doesn't affect the intention of changing jobs significantly. Finally, we suggest some implications about the management of family restaurants based on the results of this study.

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Employees' Intention to Leave Job: The Case of Micro Finance Institution

  • Rabin Subedi;Surendra Neupane;Raju Ram Adhikari
    • Journal of Information Technology Applications and Management
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    • v.28 no.5
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    • pp.51-60
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    • 2021
  • The main purpose of this study is to examine the factors that influence the employee's intention to leave the current job. A descriptive survey design was conducted and primary data were collected by using questionnaire. The study was based on random sampling; a sample of 200 was drawn from the employees who work in different micro finance institutions in Nepal. For the data analysis percentage analysis and chi square-test were used. The study revealed that salary, working condition, career growth, supervisor behavior and outstation influence the job quitting process. The study also defined the association between the reasons for leaving job such as salary, working condition, career growth supervisor behaviour & outstation and satisfaction, time spent in the organisation, training & development facility, frequency of changing job & encourage from immediate boss. This study establishes the importance of intentions of employees to quit job and provides further evidence in revealing the intentions to quit among the employees.

A Study of Hospital Nurse's Intention to Keep Nursing Job (병원간호사의 재직의도)

  • Lee, Eun Hee;Cho, Kyung Sook;Son, Haeng-Mi
    • Journal of Korean Clinical Nursing Research
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    • v.20 no.1
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    • pp.15-27
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    • 2014
  • Purpose: The purpose of this study was to identify nurse's intention to keep current job in the hospital. Methods: Data were collected from 1,143 nurse's working in over 300 beds hospital. The questionnaire with 47 items was developed by researchers to measure nurse's intention to keep his/her current nursing job in hospital. The questionnaire was developed through a focus group interview asking nurse's about their work experiences and literature review, and validated by researchers. Using descriptive statistics, data were analyzed in frequency and severity of nurse's intention to keep nursing job. The Cronbach's ${\alpha}$ of the questionnaire was .906. Results: The mean score of nurse's intention to keep current nursing job was 2.66. The highest mean scores of item of nurse's intention to keep nursing job was "as a nurse it is my duty to help others" ($3.19{\pm}0.45$), and the lowest was "the rotating shift helps me doing housework and raise for my kids" ($1.77{\pm}0.64$). And there are significant differences between period of working (F=9.71, p<.001), current position (F=5.91, p<.001), educational level (F=13.44, p<.001), and impulse experience of changing a job (F=71.20, p<.001). Conclusion: The findings of this study showed possibilities to develop programs for heightening the pride of professional nurse and increasing nurse's intention to keep nursing job in order to increase nurse's professional satisfaction and achievement.

The Effect of Job Stress of Beauty Industry Employees on Turnover Intention

  • Eun-Jung SHIN
    • The Journal of Industrial Distribution & Business
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    • v.15 no.3
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    • pp.31-46
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    • 2024
  • Purpose: Employees in the beauty industry, where emotional labor is essential, are exhausted due to stress from excessive working hours and low pay, and ultimately consider changing jobs. This study analyzed the structural relationship of turnover intention according to job stress of beauty industry employees. We tried to present implications by verifying the methods necessary for conflict management in the beauty industry from an empirical point of view. Research design, data and methodology: This study selected 518 workers in the beauty industry as a sample. Frequency analysis, validity and reliability analysis, factor analysis, correlation analysis, and regression analysis were performed using SPSS (Statistical Package for Social Science) WIN23.0. Results: The moderating effect of work experience, a moderating variable, was found to be significant in the effect of job stress of beauty industry employees following changes in the employment environment on the dependent variable, turnover intention. Conclusion: This study revealed that changes in the employment environment negatively affect the job stress of beauty workers. To reduce the job stress of employees in the beauty industry, a systematic response at the organizational level will be necessary. In addition, it is expected that it will help establish differentiated strategies such as compensation system, service training, and service management to reduce job stress.

A Study on the Influence of Job Knowledge and Proficiency Level on Mediating Effect of Job Satisfaction and Turnover Intention in Manufacturing Industries: For Manufacturing Employees in the S Company (제조업에서 직무지식과 숙련도가 직무만족의 매개효과와 이직의도에 미치는 영향에 관한 연구: S사 제조업 조직구성원을 중심으로)

  • Jo, Hwan-Chul;Eom, Jae-Gun
    • The Journal of the Korea Contents Association
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    • v.18 no.9
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    • pp.217-230
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    • 2018
  • Proficiency-centered manufacturing environment of the past is now expanding into that focused on expertise and knowledge. So the paradigm shift about human resources and management of them is required to maintain competitiveness and run the organization in a stable way. Many studies have shown that in various fields job competence has a positive influence on job satisfaction, but researchers' point of view is limited only to proficiency. With a focus on this situation, this study has analyzed empirically the effect of job knowledge and proficiency on a turnover intention and its mediating effect of job satisfaction in S company whose manufacturing environment is changing fast. The analysis has shown that the job knowledge and proficiency have a positive effect on job satisfaction and that job satisfaction influences a turnover intention. It has an important meaning in that by estimating the relationship between employees' job knowledge and their turnover intention, this study is providing a basic data needed to manage job competence of manufacturing labor force.

The Effects of Mentoring Functions on New Employee's Job Satisfaction and Turnover Intention (멘토링 기능이 신입사원의 직무만족 및 이직의도에 미치는 영향)

  • Lee, Eun Young;Lee, Dong Yub
    • The Journal of the Convergence on Culture Technology
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    • v.6 no.3
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    • pp.117-124
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    • 2020
  • The purpose of this study was to discover the effects that mentoring functions have on a new employee's job satisfaction and turnover intention. The subjects of this study were new employees with less than five years of experience from K company. A regression analysis was performed on the collected data to examine the relationship between different variables. The study showed that out of the three mentoring functions consisting of career development, psycho-social, and role model, only the career development function had any significant effect. When the career development function of mentoring increased, the new employee's job satisfaction also increased while the turnover intention decreased. This data provides a basis for new employee training in the rapidly changing business sectors.

Assessing the Impacts of Job insecurity, Job satisfaction and Relationship with customers on Intention of Retention of Employees in Social Enterprises (사회적기업 근로자의 직무불안, 직무만족, 고객과의 관계가 재직 의도에 미치는 영향)

  • Lee, Eun Jung
    • Journal of Digital Convergence
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    • v.11 no.12
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    • pp.835-843
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    • 2013
  • Despite their social mission, social enterprises work in the changing global economic environment and therefore face to comply with performance objectives. This situation means that human resources management strategy has a crucial role to play. Especially, the challenge in maintaining competitive efficiency depends on achieving a lower level of employee turnover. This study aims to investigate the role of job insecurity, job satisfaction, relationship with customers regarding the intention of retention among social enterprise workers. Data were collected in South Korea from 271 women employees in 36 social enterprises and the binomial logistic regression was used to assess the model hypothesized. As the result, social enterprise employees showed a considerably positive attitude toward the intent to stay their workplace. However, job insecurity appeared to have the strongest negative effect on the intention of retention, whereas job satisfaction and relationship with customers had the positive effects, above and beyond demographic variables and organization variables. The result suggested the human resource management can play a significant role in retaining social enterprise employees by reducing job instability and improving job satisfaction and customers management.

Research on Entrepreneurial Intention: Focus on Moderating Effect of Job Satisfaction (창업의도에 대한 연구: 기업가정신과 업무만족의 조절효과를 중심으로)

  • Huh, Byungjun;Lee, Hyoung-Yong
    • Knowledge Management Research
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    • v.22 no.1
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    • pp.121-138
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    • 2021
  • In the rapidly changing business environment, the intention to start a new business is strengthening. In this study, in order to confirm the effect on the entrepreneurial intention, the relationship and the effect among technical capability, and job satisfaction, and entrepreneurship, which are the second order factor consisting of risk taking, desire for achievement, and innovativeness, on entrepreneurial intention were analyzed to identify the effect of business intentions from the perspective of knowledge management.. To this end, the proposed research model was statistically verified using the Partial Least Square Structural Equation Model. Under analysis, survey data were collected online for 280 employees currently in the workplace, and the research model was empirically analyzed through the structural equation model. As a result of the analysis, it was confirmed that all the suggested variables had a significant effect on the entrepreneurial intention, and that job satisfaction had a negative moderating effect on entrepreneurial intention by interacting with entrepreneurship. The results of this study are expected to provide practical and theoretical implications from a knowledge management perspective.