• Journal of Convergence for Information Technology
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• v.12 no.5
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• pp.202-211
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• 2022

The purpose of this study is to investigate the relationship between job stress, job autonomy, employee support evaluation, and the turnover intentions of workers in the beauty and cosmetics industry. This study assessed 570 workers with 3 months or more of experience in the beauty and cosmetics industry. Data processing was achieved through analyses of frequency, descriptive statistics, exploratory factors, reliability, correlation, and confirmatory factors, as well as the verification of the structural equation model. The results of the study are as follows: first, employee support evaluation in the beauty and cosmetics industry workers was negatively correlated to job stress. Second, employee support evaluation showed a negative relationship with turnover intentions. Third, job stress was found to have a positive relationship with turnover intention.This study suggests that, in order to reduce the turnover intentions of beauty and cosmetics industry workers, it is necessary for employers to make efforts to manage employees' job autonomy, support evaluation, and stress levels.

• The Journal of Korean society of community based occupational therapy
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• v.7 no.3
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• pp.1-12
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• 2017

Objective : The purpose of this study is to provide basic data on effective manpower management by analyzing the influence of occupational therapists' work experience satisfaction, organizational commitment and turnover intention. Methods : Throughout the working hours of occupational therapists working in occupational therapy rooms nationwide, the questionnaire was examined by Google, Empowerment, Job Satisfaction, Organizational Commitment and Turnover. Results : Empowerment perception level of the subjects was 3.52, Job satisfaction was 3.05, Organizational commitment 3.02, and turnover intention 3.19. The analysis of empowerment according to the general characteristics of the subjects revealed significant differences in gender, age, education level, and work experience. There was a significant difference in the organizational commitment age, education level, and patient type. The age and education level of the general characteristics of the subjects were different significantly in the empowerment and organizational commitment. Empowerment showed a positive correlation with job satisfaction and organizational commitment. Conclusion : The empowerment is an important variable affecting job satisfaction, organizational commitment, and turnover intention, which are important factors for effective job performance of occupational therapist.

• Journal of Distribution Science
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• v.12 no.10
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• pp.109-121
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• 2014

Purpose - Most studies related to emotional labor have been conducted in the low-contact service industry rather than the high-contact service industry. Since the subjects of this study were golf service assistants, working in an industry in which the interaction and contact between customers and employees are considerable and the degree of customization is high, this study is significant. Thus, we would like to focus on the relationship between the humor style of golf service assistants and emotional labor. Humor style was divided into two styles-adaptive humor and maladaptive humor. Emotional labor was divided into two dimensions-surface acting and deep acting. In addition, we identify the relationship between emotional labor, job satisfaction, and turnover intention. Research design, data, & methodology - This study focuses on the humor styles in the golf service industry, among golf service assistants, on their emotion labor, and verifies the relationship between emotion labor and work satisfaction or job turnover intention. Based on the outcome, a total of four hypotheses were set up. To verify the hypotheses, surveys were conducted on the golf service assistants working in two golf fields in the region of Busan as well as its neighboring area. A total of 250 copies of the questionnaire were distributed. Subsequently, a total of 227 valid questionnaire copies, after excluding improper responses, were used in the analysis. After verifying the reliability and feasibility of variances, Amos 18.0 was used to implement the structure method so as to verify the study hypotheses. As a result of this analysis, the suitability of the entire model was considerably appropriate to the standard value, and the level is adequate to accommodate the study model completely. Results - First, it was found that the adaptive humor of golf service assistants had a positive effect on deep acting and maladaptive humor had a positive effect on surface acting. Second, It was found that employees' satisfaction with their job was reduced through surface acting, and those employees who experienced positive emotional labor in the form of deep acting were more satisfied with their job. Third, surface acting among employees increased turnover intention, but deep acting reduced it. Finally, the relationship between job satisfaction and the turnover intention of golf service assistants in the golf service industry was examined. Conclusions - First, the adaptive humor of the golf assistants in the golf service industry had a positive effect on their expression behavior. Second, deep acting increased their job satisfaction while their surface acting had a noticeably negative effect on their job satisfaction. Third, the surface acting of the emotion labor dimensions that the golf service assistants experience increases their turnover intention while their deep acting decreases their turnover intention. Finally, when analyzing the relationship between job satisfaction and turnover intention of the golf service assistants, it was found that the turnover intention decreased when their job satisfaction is increased.

• Journal of dental hygiene science
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• v.7 no.4
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• pp.251-256
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• 2007

The purpose of this study was to examine what induced dental hygienists to take up another employment and whether their job satisfaction had anything to do with it in an attempt to help curtail their turnover rate. The subjects in this study were approximately 200 dental hygienists who worked in dental institutions. A survey was conducted from July 24 through September 24, 2006, by using structured, self-administered questionnaires. For data analysis, SPSS 11.5 program was employed to see if their turnover experience was linked to their general characteristics, why they took up another employment, how long they wanted to do that and how their job satisfaction was related to that. The findings of the study were as follows: 1. In regard to turnover experience by age, marital status and career, those who had ever changed their employment accounted for 36.2 percent of the age group from 24 to 26, 83.0 percent of the unmarried ones and 50.0 percent of those whose career was less than one to three years (p < 0.001). By monthly mean income, 50.0 percent of the dental hygienists whose monthly mean income ranged from 1.0 to 1.29 million won had that experience(p < 0.05). The gap between these groups and the others was statistically significant. 2. As for the reason of turnover, working environments were cited most often(28.1%), followed by possibilities(18.0%), relationship with supervisors and colleagues(12.4%), and compensation(4.5%). 3. Concerning a preferred new workplace, 66.2 percent of the dental hygienists who worked in dentist's offices hoped to be newly hired by public dental clinics(p < 0.001). By education, 64.3 percent of the college-educated dental hygienists wanted to work at public dental clinics as well(p < 0.01). 4. The change of employment was under the greatest influence of the possibilities of workplace, followed by workload, pay and relationship with colleagues. All the factors had a negative impact on their turnover. Those who were less satisfied sought new employment more often, and job satisfaction made a statistically significant difference to that. The job satisfaction factors made a prediction of their turnover intention ($R^2=.254$).

• Journal of the Korean Institute of Landscape Architecture
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• v.43 no.2
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• pp.73-86
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• 2015

This study aimed to identify influencing factors such as job environment, job characteristics, and job competency as they are related to newcomer turnover intentions in the construction of landscape architecture, Korea. The results based on statistical analyses are follows as: The turnover experience of newcomers in the field of landscape architecture construction was 54.5%, about 1.6 times higher than in other fields. The influencing factors among newcomer turnover intentions in the construction of landscape architecture were workload(p<0.01), job suitability, and personal relations(p<0.01), while in job autonomy, work conditions, job competency, job identity, job variety, and job compensation were not statistically significant. This study found that key important factors of dependent variables that conceptually explain the influence of turnover intentions among newcomers differed between the construction of landscape architecture and other fields. The most important factors in turnover intention were workload>personal relationship>job suitability among independent factors. This study implied that efforts for improvement are needed in areas of workload, personal relations, and job suitability to mitigate newcomer turnover intentions so as to establish common and personal goals in the field of landscape architecture construction because turnover intention could lead losses in human resources, time, economy, and psychological health. In conclusion, this study suggested the importance of efforts for human resource management to reduce turnover intentions among newcomers in the field of landscape architecture construction.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.9
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• pp.6112-6119
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• 2015

This study attempted to examine the job stress and turnover intentions of physical therapists and to investigate the relationship between these two factors. A total of 309 physical therapists currently working in Gyeonggi-do and Incheon in South Korea were selected as research subjects. The data were collected by a survey using self-administered questionnaires structured from June 10 to June 25, 2015. According to the study results, job stress was highest in job autonomy and lowest in relationship conflict, while the turnover intention score was $2.80{\pm}0.70$. The physical therapists showed higher job stress and turnover intention level with increasing age and working experience, showing a significant positive correlation(p<.05). The turnover intention showed a significant positive correlation with all of the job stress factors. Decreased work motivation showed a significant positive correlation with all of the job stress factors except for job instability(p<.05). In addition, among the factors for the job stress, Job autonomy, Structure and organization, Inappropriate compensation, and Workplace culture turned out to be those affecting their turnover intention. This study confirmed that an increase of job stress among physical therapists can be a risk factor of higher turnover intention, implying a necessity to try to reduce their job stress and turnover intention.

• Journal of the Korea Convergence Society
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• v.8 no.8
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• pp.95-103
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• 2017

The purpose of this study is to analyze the changes in job satisfaction and turnover intention according to the level of Emotional labor and the mediating effect in dental hygienists. The survey was performed from April, 2016 to November, 2016 against 300 dental sanitarian working in Daejeon and Daegu district and a total of 292 people's data was made an object for final analysis. As a result of it, the emotional labor and exhaustion showed positive relationship and thus as the emotional labor is high, exhaustion was high(P<0.1), and the job satisfaction was negative and thus as the emotional labor is low, the job satisfaction was high(P<0.1) Also, the emotional labor in the turnover intention was positively related and thus as the emotional labor is high, the turnover intention was high(P<0.5). Thus, a scheme to lower the job stress and the exhaustion experience degree and increase the compensation and welfare benefits in order to solve the emotional labor of the dental sanitarian.

• The Journal of the Korea Contents Association
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• v.17 no.7
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• pp.124-132
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• 2017

This study is a descriptive study comparing the nursing work environment, job stress and turnover intention of pediatric ward nurses and general ward nurses. The subjects of this study were 174 nurses with more than one year of experience working in small hospitals, general hospitals and university hospitals with more than 200 beds in G-city. Data collection was conducted from August 2016 using structured questionnaires to measure nursing work environment, job stress and turnover intentions. Results: There were no significant differences in nursing work environment between pediatric ward nurses and general ward nurses, and there were significant differences in job stress. Especially, the more nursing work environment of pediatric ward nurses was, the higher the job stress, the higher the turnover intention. In other words, pediatric ward nurses are more likely to have higher job stress than regular ward nurses because they are stressed not only from the health problems of the child but also from the family members. Therefore, communication and self-achievement that can reduce the job stress of the pediatric ward nurse and a variety of measures are needed.

• Journal of the Korean Society of Fashion and Beauty
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• v.2 no.3 s.3
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• pp.27-35
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• 2004

This research studies the job satisfaction and turnover intention of the staffs of beauty parlors located in the City of Busan. The subjects were 300 beauty parlor staffs. They were surveyed for one month from October 1, 2003, to October 31, 2003. Regarding the question of the work satisfaction at the beauty parlor, the degrees of satisfaction were $3.83{\pm}0.70$ in the field of 'I am proud of myself working in a beauty parlor,' $3.78{\pm}0.62$ in the field of 'I feel rewarded after performing an operation on a customer,' $3.73{\pm}0.61$ in the field of 'I have a friendly relationship with the customers'. As to a survey on the job satisfaction and their intention of turnover, 22.7% of the respondents answered that they had the experience to move to another beauty parlors more than five times. This indicates that the matter of turnover is quite serious. When they were asked what is most important in choosing their workplace, 50.7% said 'kind teaching of senior staffs', followed by 'payment' which was chosen by 34.3%. As to the disadvantage of the work in beauty parlors. compared to other occupations, 77.3% of the respondents picked up 'few holidays and long working hours' and 11% 'low social position.' From the results, it can be seen that it is important for the beauty industry to make better working conditions and improve benefits in order to reduce the turnover rate and dropouts.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.11
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• pp.7564-7574
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• 2015

This study confirmed by a meta-analysis of the effect of suppressing the size of the turnover variable based on the thesis concerning "turnover intention" of the past 15 years, and the trend over the year, according to published meta-regression analysis was verified. The overall effect size for the study was found to inhibit factors medium effect size. Effect size is a private property factor by lower variable salary levels, age and marital status, working period, turnover experience, educational level, showed a work order forms, job characteristics factor is job satisfaction, working conditions, job importance, firm relationships with colleagues, showed a net job autonomy. In addition, organizational characteristic factor effect sizes organizational commitment, organizational commitment, advancement opportunities, compensation satisfaction, organizational justice, participatory doctor had determined the net. Changes in accordance with the published year is closer to 2015 it showed that the effect of inhibiting factors reduced size.