• The Journal of the Korea Contents Association
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• v.18 no.2
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• pp.626-641
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• 2018

As job rotation provides various job experiences and opportunities to develop potential abilities to employees, it is considered as a strategy for key human resources management to improve individual and organization's competitiveness. Therefore, to practically verify how employees at public companies having perception of job rotation influences on organization effectiveness, based on document research, we examined the viewpoints of perception on job rotation(operating procedure, individual development, career management) and viewpoints of organization effectiveness(job satisfaction, organizational commitment, organizational loyalty) and empirically analyzed organizational relationships. As a result, First, as the perception of job rotation, the operational procedures have a positive effect on job satisfaction, and the operational procedures and career management have a positive effect on organizational commitment. Second, job satisfaction has a positive effect on organizational commitment. Third, job satisfaction and organizational commitment have a positive effect on organizational loyalty. From this research, importance of perception on job rotation is verified in order to improve public companies' organizational effectiveness. This research has a purpose to suggest practical implication to improve the competitiveness of individual and organization at public companies.

• Journal of Korean Academy of Nursing Administration
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• v.5 no.2
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• pp.225-235
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• 1999

This study was conducted to offer a basic material for effective human resource management of nurses by studying correlations among inter-department rotation, job motivation and organizational commitment. For this study 159 nurses in a medical college hospital were surveyed. Organization Assessment Instrument(Van de Ven. 1980) and Organizational Commitment Questionnaire (Mowday, 1979) were used. SPSS was used to analyze the data. The results of this study are as follows : 1. Nurses who had been rotated to other departments showed higher motivation scores than those who had not. 2. Nurses who had been rotated also indicated higher organizational commitment scores than those who had not. 3. There was significant positive correlations among nurse's age, job motivation and organizational commitment of nurses. 4. There was significant positive correlations among nurse's experience, job motivation and organizational commitment of nurses. 5. Inter-department rotation times were significant positive correlation with job motivation. 6. "The sense of achievement perceived form performing one's duty" was the most important criteria that nurses consider in measuring their job motivation. As to the criteria for inter-department rotation, some respondents stated that it is needed when "current assignments are not suited for particular individuals" and such rotations would job motivation and elevate the morale of nurses involved." Many opposed using the rotations as a "means of reprimanding individuals." In conclusion, inter-department rotation has a positve effect on the nurse's job motivation and organizational commitment, so regular inter-department rotation have to be recommended to nurses who want rotation.

• The Journal of the Korea Contents Association
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• v.14 no.8
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• pp.431-441
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• 2014

In order to maximize customer's satisfaction, high-value service needs to be created by reducing service delivery errors and miscommunications. Employee's job rotation experience will help them to reduce errors and develop their career. The purpose of this study is to examine the effect of job rotation on employability and subjective career satisfaction. The results clarifies the hotel's job rotation system and examine the relationship among job rotation, employability and subjective career satisfaction. Taking samples from full-time workers in hotel, total 370 participants were used in the analysis. The SEM approach was used to analysis the data with AMOS 20.0. The results show that job rotation has a positive influence on employability and subjective career satisfaction. Moreover, employability has a partial mediation effect between job rotation and subjective career satisfaction. Therefore, the study contributes to generate theoretical and practical implications in hospitality industry.

• Journal of Korean Clinical Nursing Research
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• v.22 no.3
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• pp.352-358
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• 2016

Purpose: This study was a methodological research implemented to establish basic data for controlling the job rotation stress of nurses and effectively managing human resources by reflecting the Nurse Job Rotation Stress Scale (NJRS) developed by Huang and others into the domestic nursing environment and verifying the use of measurement tools. Methods: The study selected nurses working at four hospitals, with over 300 beds, in Seoul, Gyeongi-do, and Busan, as its research subjects and verified the content validity, construct validity, concurrent validity, and internal consistency reliability of the measurement tool. Results: The results ultimately formed eight questions from three sub-factors (3 emotional response questions, 2 daily life questions, and 3 communication questions). In terms of reliability, emotional response issued a Cronbach's of .78, daily life issued a Cronbach's of .75, and communication issued a Cronbach's of .86. Conclusion: This study is expected to be used as basic data for achieving effective human resource management by calculating the stress of clinical nurses resulting from job rotation, but the researcher believes that the measurement tools must be expanded by confirming additional job rotation stress questions which reflect the organizational culture of Korea.

• Asia-Pacific Journal of Business
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• v.12 no.4
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• pp.193-209
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• 2021

Purpose - The purpose of this study is to specify the relationship between demographic cohesion and firm performance by examining the roles of HR practices, such as job rotation and flexible work arrangement. Design/methodology/approach - This study samples 1,093 firms in Korea and collects their data between 2007 and 2017 from Workplace Panel Survey, a database from Korea Labor Institute. The demographic cohesion is measured using the Herphindal-Hershman index and the firm performance is measured with net incomes. This study employs a fixed-effects model for the estimation of firm performance with respect to demographic cohesion, job rotation, and flexible work arrangement. Findings - There is a positive relationship between demographic cohesion and net incomes. And the relationship is positively moderated by job rotation. However, flexible work arrangement shows a mixed moderation. Research implications or Originality - Differentiated from the studies on demographic diversity, this study shows that demographic cohesion has a mixed impact on firm performance. While demographic cohesion can improve firm performance through trust building, in-group favoritism, and collective identity it entails internal conflicts. However the link between demographic cohesion and firm performance is moderated by job rotation and flexible work arrangement. While there is a positive moderation of job rotation, there is a negative moderation of flexible work arrangement.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.10
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• pp.373-381
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• 2017

This study was conducted to establish and verify a theoretical model that explains the factors and pathways influencing the psychological well-being of nurses. The subjects of this study were nurses working in four general hospitals with over 200 beds in B city and G province. The results of verifying the path coefficient of the nurses' job rotation stress showed that job rotation stress had a significant effect on challenge stress, hindrance stress, and nurses' psychological well-being, while hindrance stress had a negative effect on nurses' psychological well-being. Nurses' job rotation stress had direct effects on challenge stress, hindrance stress, and psychological well-being. Hindrance stress had a direct effect on psychological well-being. In addition, nurses' job rotation stress had an indirect effect on psychological well-being through hindrance stress. Nurses who experienced job rotation showed challenge and hindrance stress. Since hindrance stress interferes with the psychological well-being of nurses, it is necessary to manage stress and make efforts in the nursing organization. Therefore, nursing organizations should establish a positive organizational environment and develop systematic strategies so that job rotation can be a challenging stress factor for nurses.

• The Journal of the Convergence on Culture Technology
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• v.8 no.1
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• pp.385-393
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• 2022

This study conducted a survey of social welfare facility workers in Mokpo, Jeollanam-do from May 21 to May 24, 2019 to empirically analyze the effect of job rotation on work efficiency and job satisfaction. Individual development of job rotaion (independent variable), job satisfaction (dependent variable), work efficiency (mediating variable), and work overload (moderating variable) were set as variables of the research model. For the questions of all variables, the Likert 5-point scale was used, the SPSS version 24.0 was used as an empirical analysis tool to verify the hypothesis, descriptive statistics and reliability analysis were performed, and the mediating effect and moderating effect were analyzed using SPSS PROCESS macro 4.0. The results of this study are as follows. First, it was analyzed that the individual development of job rotation did not significantly affect job satisfaction. Second, it was found that work efficiency fully mediated the relationship between individual development of job rotation and job satisfaction. Finally, it was found that the interaction term between work efficiency and job overload had a negative effect on job satisfaction and had a moderated mediating effect.

• Culinary science and hospitality research
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• v.16 no.4
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• pp.163-176
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• 2010

The purpose of this study is to find out the effect of job rotation on employees' motivation and satisfaction. That is, it is the ultimate aim to know why employees want job rotation or why not, whether the rotation has an effect on their motivation, and finally whether the motivation gives direct job satisfaction. As a result of the survey, the efficiency and procedure of job rotation have influence on motivation. The employees also think that regular rotation can help them to find the proper position to meet their aptitude. And motivation also affects employees' achievement, benefits, and relationship with their bosses. Especially, when they feel great achievement and pride in their jobs, their satisfaction appeared to be very high. And when they are paid properly in comparison with their workload, or they learn special knowledge from their bosses, they usually content themselves.

• Journal of the Korea Convergence Society
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• v.7 no.3
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• pp.131-141
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• 2016

This study was conducted to examine the relationship among job rotation, verbal abuse and organizational commitment and the incfluencing factors of organizational commitment of perioperative nurses. 312 perioperative nurses attended at the KAORN conference agreed to participate in this research were examined. To analyze the data, SPSS 21.0 program was used. Study findings revealed a statistically significant relationships with positive relationship between job rotation and organizational commitment, but negative relationship between verbal abuse and organizational commitment. The most influencing factor was job satisfaction explaining 57.7%, while job rotation and verbal abuse did not show influence significantly. Some differentiated education programs are needed to develop to enhance the organizational commitment as well as conducting further study including meaningful variables.

• The Korean Journal of Health Service Management
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• v.8 no.2
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• pp.49-59
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• 2014

This study attempted to provide some implications for human resource management of health services organizations by investigating the influence of job rotation on motivation and organizational commitment. For empirical analysis, a study model based on literature review of previous researches was developed, and a survey was conducted for the employees of 8 hospitals located in Busan area. In processing the data, frequency analysis, correlation analysis and path analysis were performed using SPSS 18.0 and AMOS 18.0. Main results of empirical analysis can be summarized as follows: First, procedure of job rotation, did not significantly affect tissue immersion and stimulation, but effect of job rotation, has been found to provide a significant effect. Second, motivation was shown to have a significant influence on emotional and normative commitments, sub-factors of organizational commitment variable. In conclusion, suggest that intentions and opinions of the organizational members need to be actively reflected in job rotations of which the effect can be maximized when they are regularly and reasonably implemented.