• Journal of East-West Nursing Research
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• v.15 no.2
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• pp.71-81
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• 2009

Purpose: This study was conducted to find out interrelation of health behavior and related variables to provide basic data for an effective health promotion for the taxi-divers. Methods: 293 male taxi-drivers from 2 cities in Korea participated in this study. The data were collected using questionnaires from April 17th to Jun 3rd, 2006, and analyzed by descriptive statistics, t-test, ANOVA, Pearson correlation, and multiple regression. Results: There were statistically significant differences according to monthly income, past illness or surgery, current disease or medication, frequency of fright on daily driving (FFDD), driving fatigue, working style, social support in health status; current disease or medication, FFDD, driving fatigue, duty shift, social support in health perception; body mass index (BMI), FFDD, driving fatigue, intention of changing job, social support in health behavior. Social support, health status, health perception, and health behavior were significantly correlated with one another. The multiple regression analysis showed that health perception (17.8%), BMI (6.8%), intention of changing job (5.7%), and driving fatigue (4.2%) explained the 34.5% variance of health behavior. And the 22.6% of variance of health perception was explained by social support (12.2%), health status (6.9%), and duty shift (3.2%). Conclusions: To promote the taxi-drivers' health, nursing intervention strategies unique for them should consider health behavior and affecting factors.

• Korean Journal of Social Welfare
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• v.65 no.1
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• pp.59-81
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• 2013

The purpose of this study is by classifying social welfare facility's workers into community facility and using facility to apprehend the standard of their organize causes, job satisfaction, intention of turnover and influence cause by these. As a result, in organize causes, using facility's workers are more satisfied than community facility's workers. By influence causes of working satisfaction's result, there is a difference between using facility and community facility's working satisfaction influence causes, the working satisfaction deciding causes of community facility's social workers are level of qualification, contents of works and working environment, using facility's workers are contents of works, superior and director, wages, job environment, promotion and improvement and co-workers. Living facility's social workers's influence causes of intention of changing jobs are level of qualification, contents of works and working environment and using facility's workers are only working environment. Finally, based on this study, we suggested various discussions and practical implications for effective staffing.

• Journal of Digital Convergence
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• v.13 no.8
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• pp.177-189
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• 2015

With the business environment rapidly changing, organizational politics becomes a general and inevitable phenomenon in organizations. Employees' perception of organizational politics (POP) both has positive functions and negative functions, but many study results found it has a negative effects on employees' attitudes and behaviors. Despite the awareness of the importance in managing the negative effects of organizational politics at the workplace is increasing, research relating to employees' POP hasn't received much attention in China. With empirical analysis, the main findings come as follow: Firstly, POP has a significant positive(+) effect on turnover intention and a significant negative(-) effect on OCB. Secondly, Through the mediation of job stress, POP is indirectly and positively(+) associated with turnover intention and negatively(-) associated with OCB. Lastly, Procedural justice has a moderating effects between POP and job stress.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.7 no.4
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• pp.21-32
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• 2012

The current beauty service of Korea is upgrading its outside appearance from traditional small-shop image and its speed of change and competition are more severe than ever before. The top priority trait of beauty management is based on man-power resource, and personnel-management is the most important thing that more than anything else. Compared with other arenas of business, personnel management plays a key role in beauty industry. As a result, this research begins with the issue of personnel management. In addition, I will show that the management leadership of beauty service affects organization civil actions and changing jobs in the beauty industry employees, and the leadership can lower changing job rate to some extent. The role and duty of business manager is very significant because the dependence of man-power resource is magnificent in beauty service. In spite of rapid changing of economic surroundings, the management of beauty service is still working without any detail plans. It is no exaggeration to say that the most of beauty service managers are lack of leadership conception. Although the demands of customers are changing everyday, the frequent changing of jobs among talented employees drops customers credibility and high-quality service. From a management viewpoint, re-training cost of employees leads to economic loss and the company suffers from financial problems. As a result, it creates vicious circle in the beauty industry. Today, the management atmosphere in the beauty service is hard to get its right track because of the cutthroat competitions of beauty industry and difficulties of hiring promising employees. It has been said that "Nothing ventured, Nothing gained" Above all, the beauty service requires job speciality and it produces economic profits. Therefore, the managers desperately need to change the way they regard those with job changers. In this research shows the principal index of the leadership type of beauty business managers how much affects its employees' long-term working condition. The new concept of leadership, such as alternative suggestions, setting goals, and organization civil action will reorganize the stereo-type frame. I will also investigate the factors of job changing and intention of the beauty service employees for the development option of the beauty industry.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.9 no.5
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• pp.205-219
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• 2014

To follow the government policy on 'balanced development of county', the employees of public agencies to be relocated should get used to the new working and living environments such as changing their homes or living away from their family. This study aims to figure out the awareness of the employees of public agencies to be relocated on such organizational change with Person-Organization fit concept and then to find out the effect of positive or negative awareness on job attitude such as organizational commitment and turnover intention. It is expected that public service motivation, the intrinsic motivation for public employees, positively acts as a medium between the awareness of organizational change and job attitude, which this study confirms through an empirical analysis of the employees of electric power public enterprise to be relocated. This study proves that firstly the awareness on organizational change is not directly related to organizational commitment, however, it affects directly turnover intention and public service motivation as an immediate cause and secondly public service motivation has a positive correlation to organizational commitment but it doesn't affect turnover intention and lastly organizational commitment has a negative correlation to turnover intention. Besides, this study empirically finds out that public service motivation has mediating effect which is significantly affects the awareness of organizational change, organizational commitment and turnover intention, and organizational commitment has mediating effect between public service motivation and turnover intention as well.

• Journal of Distribution Science
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• v.14 no.10
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• pp.5-19
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• 2016

Purpose - This study conducts an empirical analysis of Korean hotel employees' perceived follower types and job attitudes and the influence of social relationships. Management methods are proposed based on the follower relationships. Research, data, and methodology - Data were collected from 400 surveys in eight top hotel restaurants in Seoul from March 16, 2016 to April 16, 2016. Of the 400, 359 valid surveys were used. The analysis was conducted using SPSS 19.0. Frequency and correlation, reliability and validity, and multiple regression tests were conducted. Results - Social relationships had a control effect on the relationship between follower types and job attitudes in terms of independent critical thinking and job satisfaction. For the social exchange relationship, active enthusiastic participation and job satisfaction had a control effect. The relationship of independent critical thinking and changes in career also had a control effect. There was no control effect in the relationship between active enthusiastic participation and motives for changing a career. Conclusion - By having followers with independent critical thinking and active enthusiastic participation, a company can achieve higher competitiveness.

• The Journal of the Korea Contents Association
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• v.22 no.10
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• pp.261-270
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• 2022

The changing nature of work suggests that people may face the prospect of a career choice including of paid employment, non-work and self-employment, of which the latter implies scope for entrepreneurial activity. The goal of this study is to view the impact of entrepreneurial competency, social support, entrepreneurial role model as an affect to increase the entrepreneurial intention of adult with the purpose of a second career choice. Also, the mediating effect of entrepreneurial mentor is verified. As research methodology, a research model and a hypothesis were set based on prior research and the research hypothesis was proven through a structured survey questionnaire. SPSS 24.0 was used for data analysis. Analysis results are as follows: First, out of entrepreneurial competency, job competency and funding capability had a positive effect on entrepreneurial intentions. Second, entrepreneurial role model had a positive effect on entrepreneurial intentions. Third, in the relationship between entrepreneurial competency, social support, entrepreneurial role model and entrepreneurship intentions, the mediating effect of mentor had significant job competency→mentor→entrepreneurship intention, funding capability→mentor→entrepreneurship intention, entrepreneurial role→mentor→entrepreneurship intention.

• The Journal of the Korea Contents Association
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• v.18 no.5
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• pp.175-190
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• 2018

This was a descriptive study aiming to verify the effects of work environment, job satisfaction, and organizational commitment on the turnover intention of Clinical Research Coordinator(CRC) nurses. In the results of this study, the organizational commitment had significant effects on the turnover intention of CRC nurses. On the other hand, the work environment and job satisfaction had no statistically significant effects on the turnover intention of CRC nurses. Based on the results of this study, the main discussions were drawn as follows. In order to increase the organizational commitment, it would be necessary to have the institutional improvement like the increase of opportunity to participate in the hospital operation, administration, and the establishment of affiliated institution for improving a sense of belonging. It would be also necessary for each hospital to establish the standard of welfare, wage system for the improvement of work environment. If the organizational commitment of CRC nurses who are the actual performers, supporters of researches is ignored, it is unavoidable that the performance and quality of clinical tests would be declined. Therefore, there should be some changes, so that CRC nurses could play a pivotal role in the whole process of clinical test, by changing the employment status from contract position to more stable employment status, to increase their commitment to organization and work continuity.

• 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.

• Journal of Korean Academy of Nursing Administration
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• v.20 no.1
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• pp.69-81
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• 2014

Purpose: The aim of this study was to investigate and identify work environment, job embeddedness, and burnout among general hospital nurses in Korea. Methods: The participants were 563 clinical nurses working in 13 general hospitals across the country. Data were analyzed using SPSS and Microsoft Excel programs. Results: Mean scores were 2.62 for nurses' work environment, 2.97 for job embeddedness, and 3.61 for burnout. Nurses' work environment showed a positive correlation with job embeddedness (r=.70, p<.001), but a negative correlation with burnout (r=-.49, p<.001). Subcategories of nurses' work environment that predicted job embeddedness included satisfaction and happiness, hospital support for the work environment, patient care environment, satisfaction with work schedule, manager leadership, supportive environment for nurses' work, and computer problems. Subcategories of nurses' work environment that predicted burnout included satisfaction and happiness, violence within ward, hospital support for work environment, and patient care environment. Conclusion: Findings from this study indicate the need to evaluate and improve the work environment for nurses to increase job embeddedness and control burnout. Future studies should explore ways in which turnover intention can be decreased by changing nurses' work environment.