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

• 한국병원경영학회지
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• 제8권3호
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• pp.92-117
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• 2003

The purpose of this study was to analyze the characteristics of socio-demographic, organizational conflict and job satisfaction, and to examine the interrelation of influential factors in the intention of turnover. The data for this study were collected through a self-administrated survey with a structured questionnaire to 1,027 subjects from several medical doctor staff members, nursing staff members, administration staff members, pharmacist, and technical expert of eleven hospitals. The data were collected by self-reporting questionnaire from July 29 to September 7, 2002. In this analysis frequency test, t-test, ANOVA, multiple regression were used. The main results of this research is as following; 1. According to socio-demographic characteristics of the respondent's level of the intention of turnover was higher in a doctor staff members than others, for females than males, and had worked for 5-10 years in hospitals. Also, the intent to turnover was generally higher younger workers than long terms workers. 2. According to the organizational conflict characteristics as the respondents who got less conflict experience in the organization, their level of the intention of turnover was higher. And, technical conflict experiences were expressed greater than hierarchical conflict experiences. 3. According to the job satisfaction characteristics as his or her satisfaction that is about the promotion, working itself, salary, and fellowship in the organizational was higher, the level of the intention of turnover was lower. 4. According to the result of Multiple Regression for the doctor staff members in general hospitals rather than special hospitals was negatively correlated with the satisfaction of working itself while hierarchical conflict factors in the organizational conflict characteristics was positively correlated with the intention of turnover. For the nursing staff members the job satisfaction for the working itself, salary were negatively correlated with the intention of turnover. For the administration staff members as the job satisfaction for the working itself was negatively correlated with the intention of turnover. For medical and pharmacy staff members as more working experience, correlation with the intention of turnover was negative. Besides, as the job satisfaction for the working itself and the fellowship was negatively correlated with the intention of turnover. For the skill and technicians, the job satisfaction for the working itself, promotion were negatively correlated with the intention of turnover. The above indicate that job satisfaction and promote their ability and form a good relationship with organization members were very important to decrease the intention of turnover. This study identified the major effective factors of the intention of turnover and analyzed the differences among the job category. In that respect, it is significant for the study to be able to provide a reference for managing hospital of industrial accident and organizational development. However, this study has a problem, which is not to identify a valuable model for examining the relationship between organizational factors such as organizational conflict, job satisfaction, and intention of turnover. Therefore, further study is needed and strengthened in the field of intention of turnover for hospital for industrial accident.

• 산경연구논집
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• 제11권7호
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• pp.19-28
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• 2020

Purpose: In this study, we would like to confirm that the transfer of young workers may be a means of enhancing their internal satisfaction, not to get a better job, by setting work-related characteristics that are highly relevant to job-related factors. Research design, data, and methodology: In this study, preparation for turnover was set as dependent variables to identify factors related to the turnover of young people, and the type of business, employment type, debt status, job satisfaction, job difficulty compared to education level, job difficulty, job degree, job major agreement, debt status, and other demographic social characteristics were selected as independent variables. Results: The characteristics related to personal criteria in job-seeking process were significant in the form of business, employment type, job satisfaction, work difficulty compared to the level of education, work difficulty compared to the level of technology, job major matching, and debt status. Conclusions: This study confirmed that young people's turnover may not simply be a means to get a better job, but to increase satisfaction in the internal aspects of their jobs, and that for young people, a job is an important development process that represents their identity and needs to be approached from a life-cycle perspective.

• 한국응급구조학회지
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• 제17권2호
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• pp.65-76
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• 2013

Purpose : The purpose of this study was to provide an appropriated direction for fire service organizational management by analyzing the violence experiences and turnover intention of female 119 emergency medical technicians (119 EMT) in Korea. Methods : The questionaries were obtained from 415 female 119 EMT in Korea from April 27 to March 8 in 2009. The collected data were analyzed with SPSS WIN 19.0 program. Results : Female 119 EMTs experienced 94.9%-verbal insults, 57.1%-violence aggression, 62.89%- potential violence, 32.5%-physical assault. About 76.4% of the subjects experienced to feel shame about the verbal insults. They had a stress level (mean 5.47 out of 10) and about 41.2% was more than seven points. About 39.3% of the subjects responded turnover intention. Conclusion : We proposed the preventive program against violence as well as critical incident stress debriefing. These results are expected to be useful in making human resource management plans to lower turnover intention.

• 한국콘텐츠학회논문지
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• 제12권3호
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• pp.276-284
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• 2012

본 연구는 간호사가 지각한 도덕적 고뇌와 이직의도의 관계를 규명하기 위해 시도 되었다. 일 지역 간호사 281명을 대상으로 2011년 4월 20일부터 27일까지 설문조사를 실시하여 얻은 자료를 분석한 연구이다. 수집된 자료는 SPSS WIN 15.0 프로그램을 사용하여 분석하였다. 연구결과 간호사가 지각한 도덕적 고뇌와 이직의도 간의 관계는 양의 상관관계를 나타내고 있음을 알 수 있었다. 부정적 간호 영역을 제외한 부정적 치료, 환자의 관심 무시와 부정적 정서 영역은 모두 이직의도와 상관관계가 있었다. 대상자의 연령이 많고 재직기간이 길며, 교육수준이 높을수록 도덕적 고뇌가 높았으며, 특수병동과 내과계 근무 간호사가 산소아과계 간호사보다 도덕적 고뇌를 높이 지각하고 있었다. 이상의 결과를 토대로 이직의도와의 관련성을 고려하여 간호사의 도덕적 고뇌 경감을 위한 중재방안을 모색하여야 할 것이다.

• 대한간호학회지
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• 제39권6호
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• pp.878-887
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• 2009

Purpose: The study was done to identify turnover intention in new nurses according to characteristics of the nurses and other factors affecting turnover and to provide data to set up a strategy to reduce the turnover. Methods: Data were collected from 1,077 new nurses who had less than 12 months employment experience and worked in one of 188 hospitals. Eight research instruments were used. Data analysis was done using SPSS WIN 15.0 program. Results: Several factors influence new nurse turnover intention. The average score for turnover intention was 2.12. The scores for subscales were self efficacy, 3.76, nursing performance, 3.90, job satisfaction, 2.09, organization commitment, 1.28, stress, 1.32, burnout, 2.82 and nursing organizational culture, 3.29. Turnover intention was related to self efficacy, nursing performance, job satisfaction, organization commitment, stress, burnout, nursing organizational culture, duration of in-class training, duration of on the job training, number of hospital beds, length of employment and duration of employment in current workplace. The predicting factors for turnover intention were burnout, stress, duration of employment in the current workplace, self efficacy and nursing performance. Those factors explained 51.6% of turnover intention. Conclusion: New nurse turnover intention can be reduced by mitigating the factors affecting this intention.

• 간호행정학회지
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• 제16권4호
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• pp.507-516
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• 2010

Purpose: The purposes of this study were to understand the general hospital nurses' work stress, burn out and turnover intention and to identify the factors that influence on turnover intention. Methods: This study was conducted through a survey of 283 nurses having at least 6 months of work experience of 4 general hospitals in Seoul. Data were collected from September to October 2009. The data were analyzed using descriptive statistics, ANOVA, and stepwise multiple regression test with SPSS WIN 14.0. Results: The score for turnover intention was 3.57 out of 5. Turnover intention was significantly correlated with work stress, burn out, and working position. The factors influencing turnover intention were organizational system, depersonalization, physical environment, work position, and occupational climate. The predict variables accounted for 27.9% of turnover intention. Conclusion: The results of this study show that factors influencing turnover intention are organizational system, depersonalization, physical environment, work position, and organizational climate. Therefore, nursing managers should understand the organization's climate and establish a reasonable organization system to decrease turnover intention.

• 동서간호학연구지
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• 제20권1호
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• pp.29-36
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• 2014

Purpose: The purpose of this study is to identify relationships among work environment, job satisfaction and turnover intention of emergency department (ED) nurses. Methods: The survey was given to 220 ED nurses which are located in G metropolitan from May 1st to July 31st of 2012. The results were analyzed by descriptive statistics, t-test, ANOVA, pearson correlation coefficients and stepwise multiple regression using SPSS WIN 19.0 program. Results: The turnover intension according to the general characteristics of the subjects has significant difference between emergency room experience, current duty satisfaction, and turnover plan in 1 year. In the correlation between work environment, job satisfaction and turnover intention of the subjects, work environment and job satisfaction have positive correlation, job satisfaction and turnover intention either job satisfaction and turnover intention have a negative correlation. Factors influencing turnover intention are job satisfaction, career and current duty satisfaction, also the full explanatory power of the model was 24.4%. Conclusion: The results indicate factors that influence turnover intention are job satisfaction, career, and current job satisfaction. We hope these result help to provide effective intervention strategies for reducing ED nurses' turnover.

• 한국산학기술학회논문지
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• 제13권12호
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• pp.5986-5992
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• 2012

본 연구는 치과위생사의 이직실태를 파악하고 이직에 영향을 주는 요인들을 분석하고자 수행하였다. 대한치과위생사협회 및 각 지회의 보수교육에 참여한 치과위생사를 대상으로 설문지와 설문조사의 안내문을 직접 배포하여 자기기입식으로 작성하게 하고 회수하였다. 불성실한 설문지를 제외하고 1,955명의 설문결과를 분석대상으로 하였다. 연구대상자의 일반적 특성에 따라 이직 경험현황, 이직 횟수, 이직 이유와 취업된 기관을 미 선택한 이유의 현황은 교차분석 하고, 카이검정으로 유의성을 확인하였다. 유의수준은 5% 이내에서 검증하였다. 이직 경험이 있는 치과위생사는 45.8%로 절반 수준이었고, 년 소득이 많을수록, 학력수준이 높을수록 근무경력이 많을수록 이직경험이 높게 나타났다. 이직횟수는 연령이 많을수록, 학력이 높을수록, 총 근무경력이 많을수록 그리고 기혼자일 경우 많았다. 이직요인은 야간업무나 업무영역 등 근무환경이 23.7%, 개인사유가 19.1%, 연봉 등 근무조건이 14.6% 순으로 높게 나타났다. 치과위생사의 직업수명을 연장하기 위한 다양한 대책마련이 필요하다고 판단된다.

• 디지털융복합연구
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• 제17권10호
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• pp.293-300
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• 2019

본 연구는 대학병원 비정규직의 이직의도에 미치는 영향을 분석하였다. 설문대상은 전국 7개 대학병원에 근무하는 비정규직 292명을 대상으로 2017년 12월 1일부터 12월 31일까지 실시하였다. 분석방법은 일반적 특성에 따른 이직의도 분석을 위해 ANOVA, t-검정을 하였으며, 이직의도에 미치는 영향 분석을 위해 다중회귀분석을 하였다. 연구의 주요 결과는, 환경불공정성, 고용불안정성, 차별경험은 이직의도에 유의한 양(+)의 영향력을 보였고, 직무만족과 나이, 고용형태는 유의한 음(-)의 영향력이 있었다. 특히 갈수록 경쟁이 치열해지는 의료시장에서 병원의 많은 부분을 차지하고 있는 비정규직에 대한 차별이 높고, 이직의도가 높은 것은 장기적으로 병원경영과 양질의 의료서비스 제공에 부정적 영향을 미칠 수 있다. 정부는 적극적으로 비정규직을 위한 정책을 수립과 지원이 필요하고, 병원들은 비정규직을 위한 복지, 임금, 근무환경 등에서 실질적인 변화가 필요하다.