• 한국컴퓨터정보학회논문지
• /
• 제22권7호
• /
• pp.109-115
• /
• 2017

This study was performed to investigate the changes in turnover intention according to the level of occupational stress and to find the mediating factor that reducing the turnover intention among fire officer. To compare change of turnover intention according to the degree of occupational stress, statistical analyses were done by using the logistic regression model. In logistic regression analysis, the possibility of high turnover intention in a group with high occupational stress was hjgher by 4.11 times than a group with low occupational stress. The results of analyzing the degree of change in turnover intention after applying the mediating parameters(physical condition, emotional labor, burn out), turnover intention decreased by about 50.6%(from 4.11 times to 2.03 times) at the high level of occupational stress. As a result, it was found that the occupational stress experienced by the fire-officers had a positive effect on the turnover intention. In order to reduce the turnover intention due to the occupational stress of the fire-officers, it is necessary to manage factors such as work environmental factors(emotional labor, burn out) and individual factor(physical condition).

• 한국유통학회지:유통연구
• /
• 제2권2호
• /
• pp.63-106
• /
• 1997

This study is conducted to examine the relationship between salespeople's job consciousness, their competencies of practical business and their turnover intention in department stores. The data was collected from 1961 department stores salespeople in Seoul and Sungnam. And a survey was conducted by questionnaire. Mean, Scheffe-test, Cronbach's ${\alpha}$, Perason's correlation, factor analysis, regression analysis, path analysis are used for the analysis of data. Major findings are as follows : 1) Job consciousness of salespeople is relatively strong, the level of competencies of practical business and turnover intention are somewhat low. 2) Job consciousness of salespeople and their competencies of practical business are related to their turnover intention. The more strongly they have job consciousness, the more highly they have the level of competencies of practical business, and the lower their turnover intention becomes. 3) Among related variables, their perception of distributive education shows the strongest effect on job consciousness of salespeople. Their job consciousness shows the strongest effect on competencies of practical business. Their job consciousness and competencies of practical business show the strongest effect on turnover intention of salespeople. 4) Turnover intention of salespeople is affected by the job consciousness directly or indirectly, and by competencies of practical business directly. Among related variable, age, experience degree on distribution education, period of work, educational level, marital status, jobs, the motive of choosing their occupation and sex show only indirect effects on their turnover intention through job consciousness and competencies of practical business of salespeople. The motive of choosing their occupation, importance degree on distributive education, sections of department stores(Clothing), perception degree on job specialization and selling experience show only direct and indirect effects on their turnover intention. Thus, job consciousness and competencies of practical business of salespeople are the major intervening variables which have strong negative effects on their turnover intention.

• 치위생과학회지
• /
• 제20권3호
• /
• pp.171-177
• /
• 2020

Background: Maintaining a skilled workforce by minimizing the turnover of competent dental hygienists is very important for securing dental competitiveness. Therefore, it is necessary to find a predictor of turnover and lower turnover intention. To understand dental hygienist turnover, it is necessary to study the resilience, a positive factor of personal characteristics and job embeddedness that induces residual tissue. The purpose of this study was to investigate the effect of dental hygienists' job embeddedness and resilience on turnover intention. Methods: A survey was conducted on licensed dental hygienists nationwide, from March 19 to July 19, 2020. T-test and one way ANOVA analysis were performed to compare the job embeddedness, resilience, and turnover intention according to the general characteristics. Pearson's correlation analysis was performed to identify the correlation between job embeddedness, resilience, and turnover intention. Multiple regression analysis was performed to determine the effect on the turnover intention. Results: Job embeddedness was the highest with link and resilience scoring 3.57 and 4.16, respectively. The turnover intention scored 3.53. Among the general characteristics, age, marriage, total dental clinic career, education degree, and position showed statistically significant differences in job embeddedness, resilience, and turnover intention. Suitability, link, and sacrifice of job embeddedness were shown to affect the degree of turnover intention, with an explanatory power of 26.2%. Conclusion: In order to reduce the dental hygienists' turnover intention, job embeddedness and resilience should be increased. Thus, measures should be undertaken for professional and systematic program development and human resources management.

• 한국병원경영학회지
• /
• 제21권3호
• /
• pp.11-21
• /
• 2016

The purpose of this study is to investigate the degree of difficulty and turnover of nurses working in the field and to derive clinical work activation and supply policy improvements. Data was collected from December, 2014 to January, 2015, from 23 hospitals, and participants were 3,887 nurses working in the field, Survey details : the difficulty of the clinical work of nurses working in hospitals, turnover intentions status and policy proposals for clinical research work enabled General characteristics, difficulties in clinical working, turnover intention and clinical work plan activation are frequency analysis. The difference between each of the variables in accordance with the general characteristics are one-way ANOVA analysis, Correlation analysis of the variables is also a Pearson correlation coefficients. 'difficulties in clinical working' was a statistically significant difference depending on the type of hospital, nursing class, number of beds, location, age, position, employment, gender, working form, working department, salary, career, and degree level. 'turnover intention' was a statistically significant difference depending on nursing rate, number of beds, region, age, position, sex, shifts, departments, annual income, and career. 'policy recommendation' was a statistically significant difference depending on type of hospital, nursing rate, age, position, employ, shifts, departments, annual income, degree level and career 'difficulties in clinical working' is 'turnover intention' (p<.001), 'policy recommendations' (p<.001) and had a significant positive correlation. and 'turnover intention' had a "policy recommendation" significant positive correlation with the relationship (p<.001) The most difficulties point of the nurses working in the field are the environment, such as shift, urgent and dangerous. Major policy proposals are improve treatment such as wages, and welfare.

• 대한방사선기술학회지:방사선기술과학
• /
• 제32권4호
• /
• pp.371-380
• /
• 2009

병원규모에 따라 조직문화와 인사체계가 다르기 때문에 이들 병원에서 근무하는 방사선사의 이직요인에 차이가 있을 가능성이 충분히 있으므로, 본 연구는 대전광역시 지역 종합병원과 개인병원에 근무하는 방사선사를 대상으로 이들의 이직의사 수준을 알아보고 이직의사와 인구사회학적 특성, 직업관련 특성, 직무스트레스요인, 직무만족도, 직무성과, 조직몰입 등의 제 요인과의 관련성을 알아보고자 하였다. 2008년 6월 1일부터 6월 30일까지 대전소재 5개 종합병원에서 근무하는 방사선사 158명, 의원에 종사하는 방사선사 117명 총 275명을 대상으로 자기기입식 설문조사(self-administered questionnaire)를 실시하였다. 위계적 다중회귀분석을 실시한 결과 개인병원은 교육수준, 직무스트레스 중 업무요구도, 직무만족도가 이직의사에 영향을 미쳤으며, 종합병원은 연령, 근무기간, 직무만족도, 조직몰입이 이직의사에 영향을 미쳤다. 이는 병원의 인사관리 및 조직관리 시 자료로 고려되어야 할 것으로 생각된다.

• 한국농공학회논문집
• /
• 제58권2호
• /
• pp.65-71
• /
• 2016

The new concept of agricultural water supply potential, which is mean annual turnover rate times unit storage capacity, was introduced for agricultural reservoirs. We investigated characteristics of mean annual turnover rate and unit storage capacity for agricultural reservoirs with storage capacity of over $1million\;m^3$. The curve of agricultural water supply potential represents change in mean annul turnover rate according to change in unit storage capacity. The mean annual turnover rate and unit storage capacity in the reservoirs with high minimum storage ratio are significantly higher than those in the reservoirs with low minimum storage ratio. Most of unstable water supply reservoirs showed low mean annual turnover rate or low unit storage capacity, indicating that mean annual turnover rate may be an index of stability degree for agricultural water use. The reservoirs with mean annual turnover rate of over 2 and unit storage capacity of over 0.8 m may be estimated as the stable water supply zone for 10 frequency dry year. The reservoirs with high agricultural water supply potential can belong to the wide range of stable water supply zone. The results suggest that relation between mean annual turnover rate and unit storage capacity may be used in evaluating stability degree for agricultural water supply in the reservoirs.

• 재활치료과학
• /
• 제10권3호
• /
• pp.123-135
• /
• 2021

목적 : 본 연구는 작업치료사 언어폭력 경험이 직무 스트레스와 이직 의도에 미치는 정도를 파악하고자 하였다. 연구방법 : 연구에 이용된 분석 자료는 모바일을 통하여 연구에 참여한 작업치료사의 설문지 316부였으며 환자로부터의 언어폭력 경험, 보호자로부터의 언어폭력 경험, 직무 스트레스, 이직 의도를 분석하였다. 결과 : 연구 분석 결과, 작업치료사의 언어폭력 정도는 보호자보다 환자로부터의 경험이 더 높다고 조사되었다. 작업치료사의 직무 스트레스 정도는 평균 2.79(±1.15)로 조사되었으며, 이직 의도는 3.41(±1.19)로 보통 이상으로 조사되었다. 언어폭력 정도와 직무 스트레스, 이직 의도 간 상관관계는 모든 변수에서 양의 상관관계가 나타났다. 결론 : 본 연구를 통하여 작업치료사가 경험한 언어폭력의 정도와 직무 스트레스, 이직 의도를 알 수 있었으며, 연구의 각 변인 간 상관관계를 알 수 있었다. 추후 좀 더 광범위한 모집단의 표집을 통한 후속 연구 등이 요구된다.

• Journal of Contemporary Eastern Asia
• /
• 제16권2호
• /
• pp.3-19
• /
• 2017

"Knowledge worker" is a term used to describe highly educated people whose role in the workforce involves the use of information and knowledge. Knowledge workers are key to the success of a great many organizations. Many Chinese companies find that the voluntary turnover rate among their knowledge workers is high. The purpose of this paper is to explore, from the perspective of knowledge workers and the characteristics peculiar to them, the factors that influence this high voluntary turnover rate. The models used in this paper, that will enable understanding of the characteristics of knowledge workers in China, are the Chinese Personality Assessment Inventory and the Five Factors Model. In the case of Huawei, analysis using these models leads to the conclusion that the main factors that influence the voluntary turnover of knowledge workers in China are: age; gender; degree of extraversion and how open the person is to new experiences; family orientation; and occupation. This study leads to the conclusion that the company should pay closer attention to three groups: female employees who put a high value on their families; employees from non-R&D departments; and younger employees who show a high degree of openness to new experiences.

• Safety and Health at Work
• /
• 제12권4호
• /
• pp.490-495
• /
• 2021

Introduction: The risk of experiencing psychiatric symptoms related to the COVID-19 pandemic is high among healthcare workers whose occupations are in public health, emergency medicine, and intensive or critical care. Materials and methods: A cross-sectional study aimed to assess the prevalence of fear of COVID-19 among 411 frontline Egyptian physicians during the COVID-19 pandemic; identify determinants and predictors for fear of COVID-19; determine the impact of fear of COVID-19 on job satisfaction; and detect the impact of fear of COVID-19 on turnover intention. Three standardized scales (fear of COVID-19, job satisfaction, and turnover intention scores) were used for data collection via online Google Form. Results: Regarding fear relating to the COVID-19 pandemic, 16.5% of the study subjects were classified as experiencing a severe fear level, while 78.1% experienced a moderate degree. A significant association between the level of fear relating to COVID-19 and the work department. The highest degree of fear is in a general-educational-university facility. Regarding job satisfaction, 42% of those having a severe level of fear are dissatisfied. Fear of COVID-19 is negatively associated with job satisfaction while positively significant correlated with turnover scores, a positive significant predictor of turnover intention. Job satisfaction is negatively associated with turnover intention; a negative significant predictor of turnover intention. Conclusions: Frontline Egyptian physicians reported higher levels of fear relating to the COVID-19 pandemic (moderate to severe). Increased fear levels relating to COVID-19 have a relationship with lower levels of job satisfaction and higher levels of job turnover.

• 보건의료산업학회지
• /
• 제6권1호
• /
• pp.65-75
• /
• 2012

The purpose of this study is to provide information to Efficient utilization of human resources management by studying the factors influencing the turnover intention of employees working in the Hospital. The study, the area of medical institutions located in more than 30 hospital-grade medical workers engaged in the collection of data aimed at the September 2010 and October 1 days and 1, 794 were used for the analysis, data processing and analysis package, SPSS 18.0 was used. The findings are as follows: First, the study found that age, job position had a significant and negative effect on turnover intentions. The turnover intention rates were highest among nursing staffs, followed by medical technicians and healthcare supporters and then administrators. Secondly, high degree of autonomy, job skills recognition and less job satisfaction in a positions have been identified to affect the significant. It also has turned out that job suitability and emotional commitment have influenced the turnover intentions.