• Journal of Korean Academy of Nursing Administration
• /
• v.7 no.1
• /
• pp.85-95
• /
• 2001

The purpose of this study was to identify the influence of nursing organizational commitment and job satisfaction on intention of resignation of clinical nurses. The subjects of this study were clinical nurses who were working at general hospitals in Pusan and Taegu in Korea. The questionnaires were sent to 850 clinical nurses at 8 general hospitals and 790(92%) answers were replied. Data were collected from Oct. 4 to Oct. 30. The instruments of this study were scales for the measurement of nursing orgainzational commitment, job satisfaction and intention of resignation of clinical nurses. The Cronbach ${\alpha}s$ of the scales were .9385, .9232, .6847. After screening of data, 769 cases were analyzed with SPSS/WIN 10.0 program. The results of the study were as followings: 1. Average score of the nursing organizational commitment, job satisfaction and intention of resignation of the subjects were 48.50, 50.23 and 12.20. 2. There were significant differences in nursing organizational commitment, job satisfaction and intention of resignation by age, marital status, religions, education level, position, career, and work place. 3. There were negative relationships between nursing organizational commitment and intention of resignation and job satisfaction and intention of resignation(r= -.521, r

• Journal of Korean Academy of Nursing Administration
• /
• v.15 no.4
• /
• pp.563-570
• /
• 2009

Purpose: The purpose of this study was to develop specialized mentor program to improve adaptation for new nurses of intensive care unit and to identify the effect of the program on early resignation rate. Methods: The study adopted nonequivalent control group, non synchronized design. Based on the identification of problems and the needs of new nurses, a 6 month specialized mentor program was developed. The program was consisted of three parts; developing knowledge, improving interpersonal relationship and increasing coping competency for emergency situation. Data were collected between July 2006 and 2008 from 37 nurses and the early resignation rate was compared before and after the implementation of the mentoring program. Results: Early resignation rate of the nurses who received the mentor program was significantly lower than that of the nurses who didn't. The resignation rate within 1 year dropped from 44.5% to 8.3%(p=.034). Conclusions: The specialized six month mentoring program was effective in reducing early resignation rate.

• Informatization Policy
• /
• v.29 no.2
• /
• pp.37-65
• /
• 2022

This article analyzes the relationship between the privacy attitudes of MyData users and the four dimensions of privacy cynicism (distrust, uncertainty, powerlessness, and resignation) as to privacy protection intentions through a structural equation model. It was examined that MyData user's internet skills had a statistically significant negative effect on 'resignation' among the privacy cynicism dimensions. Secondly, privacy risks have a positive effect on 'distrust' in MyData operators, 'uncertainty' in privacy control, and 'powerlessness' in terms of privacy cynicism. Thirdly, it was analyzed that privacy concerns have a positive effect on the privacy cynicism dimensions of 'distrust' and 'uncertainty', with 'resignation' showing a negative effect. Fourthly, it was found that only 'resignation' as a dimension of privacy cynicism showed a negative effect on privacy protection intention. Overall, MyData user's internet skills was analyzed as a variable that could alleviate privacy cynicism. Privacy risks are a variable that reinforces privacy cynicism, and privacy concerns reinforce privacy cynicism. In terms of privacy cynicism, 'resignation' offsets privacy concerns and lowers privacy protection intentions.

• Proceedings of the Korean Institute of Information and Commucation Sciences Conference
• /
• 2021.05a
• /
• pp.100-103
• /
• 2021

Most companies study why employees resign their jobs to prevent the outflow of excellent human resources. To obtain the data needed for the study, employees are interviewed or surveyed before resignation. However, it is difficult to get accurate results because employees do not want to express their opinions that may be disadvantageous to working in a survey. Meanwhile, according to the data released by the Korea Labor Institute, the greater the difference between the minimum level of education required by companies and the level of employees' academic background, the greater the tendency to resign jobs. Therefore, based on these data, in this study, we would like to predict whether employees will leave the company based on data such as major, education level and company type. We generate four kinds of resignation prediction models using Decision Tree, XGBoost, kNN and SVM, and compared their respective performance. As a result, we could identify various factors that were not covered in previous study. It is expected that the resignation prediction model help companies recognize employees who intend to leave the company in advance.

• Korean Journal of Social Welfare Studies
• /
• v.47 no.4
• /
• pp.5-42
• /
• 2016

This study investigates why some female workers come to decide to leave work after their taking parental leave and subsequently classifies their resignation backgrounds into four ideal types. The current debates on parental leave have mostly focused on clarifying the factors that influence on workers' usage of parental leave. But given that the final goal of parental leave is to help workers return to work after temporary rest for parenting, it is very important to inquire why some workers fail in reverting to their companies after parental leave. Based on in-depth interviews with 8 female workers who leave work after parental leave, this study analyses and compares their previous work-family conditions, reasons for taking parental leave and withdrawing from work, and behavioral patterns after resignation. This article then typifies four ideal types of resignation backgrounds (i.e. penalty by company, evasion from work, decision by family, choice for family). At the conclusion, this paper suggests policy alternatives to diminish female workers' resignation after parental leave and to heighten their work-family balance.

• Journal of the Korea Institute of Information Security & Cryptology
• /
• v.26 no.2
• /
• pp.369-375
• /
• 2016

Most companies are willing to spend money on security systems such as DRM, Mail filtering, DLP, USB blocking, etc., for data leakage prevention. However, in many cases, it is difficult that legal team take action for data case because usually the company recognized that after the employee had left. Therefore perceiving one's resignation before the action and building up adequate response process are very important. Throughout analyzing DRM log which records every single file's changes related with user's behavior, the company can predict one's resignation and prevent data leakage before those happen. This study suggests how to prevent for the damage from leaked confidential information throughout building the DRM monitoring process which can predict employee's resignation.

• (The)Study of the Eastern Classic
• /
• no.68
• /
• pp.35-67
• /
• 2017

This paper examines the petition to the king of Doam(陶菴) Leejae(李縡), one of the key figures of 18th century. He wrote a total of 49 he petition to the king, mostly resignation petition to the king. He emphasized the genuine feelings and emphasized the accurate persuasion logic when he was writing a petition to the king. It is not contradictory to these elements, looking at his actual situation he wrote. He wrote the resignation petition to the king three times to resign Daejehak (大提學), he changed his persuasion logic in each of the resignation petition to the king. We can look at the aspect of transforming persuasion logic on the same topic. His resignation petition to the king, for the first time, was particularly well structured in terms of composition, and used a proper accent method. His resignation petition to the king has the beautiful literary art of gomun(古文), such as the expression of the so-called munjongjasoon(文從字順) and the composition of paragraph organically corresponding. The best work of his resignation petition to the king is Maneonso(萬言疏). The contents criticized Yeongjo(英祖)'s tangpyeongchaek(蕩平策) while evaluating Sinimoksa(辛壬獄事). It consists of a total of 5,300 letters. This work repeatedly used the irony, the method of seolui(設疑), and the incremental method to criticize the tangpyeongchaek(蕩平策), and put Yeongjo(英祖)'s position to the corner. This work is an example of other the resignation petition to the king.

• The Korean Journal of Health Service Management
• /
• v.8 no.4
• /
• pp.1-12
• /
• 2014

This study is designed to develop a hospital communication program and to verify its effectiveness in graduate nurses self-esteem, communication conflicts, turnover intention and early resignation rate. The study method is a randomized control group with a pre-post test design. In order to help new graduate nurses adapt to the hospital, eight week hospital communication program is developed. The study participants are 104 nurses(47 experiment, 57 control) who have been working for less than six months. The data on self-esteem, communication conflict, and turnover intention was collected one week before the program and four weeks after the program. Then, the early resignation rate of the participating nurses was surveyed one year after the start of employment. The nurses who participated in the hospital communication program exhibit higher self-esteem, fewer communication conflicts, and lower early resignation rates than those who did not. However, effect in the turnover intention is not observed. Overall, the hospital communication program will help new graduate nurses adapt to hospitals.

• KDI Journal of Economic Policy
• /
• v.34 no.3
• /
• pp.95-131
• /
• 2012

This study examines whether the executive turnover and the executive resignation during the term of office affect the performance of Korean state-owned enterprises. The executive turnover in the paper means the comprehensive change of the executives which includes the change after the term of office, the change after consecutive terms and the change during the term of office. The 'resignation' was named for the executive change during the term of office to distinguish from the executive turnover. The study scope of the paper is restrained to the comprehensive executive change itself irrespective of the term of office and the resignation during the term of office. Therefore the natural change of the executive after the term of office or the change after consecutive terms is not included in the study. Spontaneous resignation and forced resignation are not distinguished in the paper as the distinction between the two is not easy. The paper uses both the margin of return on asset and the margin of return on asset adjusted by industry as proxies of the performance of state-owned enterprises. The business nature of state-owned enterprise is considered in the study, the public nature not in it. The paper uses the five year (2004 to 2008) samples of 24 firms designated as public enterprises by Korean government. The analysis results are as follows. First, 45.1% of CEOs were changed a year during the sample period on the average. The average tenure period of CEOs was 2 years and 3 months and 49.9% among the changed CEOs resigned during the term of office. 41.6% of internal auditors were changed a year on the average. The average tenure period of internal auditors was 2 years and 2 months and 51.0% among the changed internal auditors resigned during the term of office. In case of outside directors, on average, 38.2% were changed a year. The average tenure period was 2 years and 7 months and 25.4% among the changed internal directors resigned during the term of office. These statistics show that numerous CEOs resigned before the finish of the three year term in office. Also, considering the tenure of an internal auditor and an outside director which diminished from 3 years to 2 years by an Act on the Management of Public Institutions (applied to the executives appointed since April 2007), it seems most internal auditors resigned during the term of office but most outside directors resigned after the end of the term. Secondly, There was no evidence that the executives were changed during the term of office because of the bad performance of prior year. On the other hand, contrary to the normal expectation, the performance of prior year of the state-owned enterprise where an outside director resigned during the term of office was significantly higher than that of other state-owned enterprises. It means that the clauses in related laws on the executive dismissal on grounds of bad performance did not work normally. Instead it can be said that the executive change was made by non-economic reasons such as a political motivation. Thirdly, the results from a fixed effect model show there were evidences that performance turned negatively when CEOs or outside directors resigned during the term of office. CEO's resignation during the term of office gave a significantly negative effect on the margin of return on asset. Outside director's resignation during the term of office lowered significantly the margin of return on asset adjusted by industry. These results suggest that the executive's change in Korean state-owned enterprises was not made by objective or economic standards such as management performance assessment and the negative effect on performance of the enterprises was had by the unfaithful obeyance of the legal executive term.

• The Korean Nurse
• /
• v.25 no.1 s.134
• /
• pp.28-47
• /
• 1986