• Journal of International Academy of Physical Therapy Research
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• v.9 no.3
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• pp.1528-1532
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• 2018

This study aimed to analyze the six personality factors of rehabilitation therapists and to identify the effects of these factors on their job stress and turnover intention. This study involved physical therapists and occupational therapists as rehabilitation therapists. A structured questionnaire was distributed to rehabilitation therapists, and 186 answered copies were used for data analysis. The results of the survey were as follows: Among the six personality factors, the rehabilitation therapists showed the highest level of honesty-humility and the lowest level of openness to experience. In terms of job stress, the subjects experienced the highest level of stress from job autonomy and the lowest level of stress from relationship conflict. In terms of turnover intention and work motivation reduction, the subjects scored above the median points, showing their high levels of turnover intention. In addition, higher levels of extraversion and agreeableness in the rehabilitation therapists led to a statistically significant reduction in their turnover intention and a statistically significant decrease in most of their job stress factors. Based on these results, organizational management aimed at increasing the personality factors of extraversion and agreeableness is necessary as a measure to effectively manage rehabilitation therapists' job stress and turnover intention.

• Journal of Korean society of Dental Hygiene
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• v.18 no.6
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• pp.1057-1066
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• 2018

Objectives: The purpose of this study is to provide a reference material for improving the work environment to reduce the turnover intention of clinical dental hygienists in the future by identifying the problem of the turnover phenomenon of clinical dental hygienists in Seoul and Gyeonggi-do. Methods: The method of this study used the raw data of 'A Survey on the Current Work Environment of Clinical Dental Hygienists' from August 29 to September 28, 2017, and 2,974 clinical dental hygienists in Seoul and Gyeonggi-do were finally selected as the study subjects. Results: The results showed that excessive workload, inadequate pay, and hierarchical organizational culture of a workplace were the main factors influencing the turnover intention of clinical dental hygienists, and the lack of welfare system, low wage and practical experience also affected their turnover intention. Conclusions: In order to reduce the turnover intention of clinical dental hygienists, it is important to create a working atmosphere where the members of an organization can freely share and communicate suggestions and improvements, and to pay their salary appropriate to the duties and roles of dental hygienists, and accordingly they will be able to carry out the duties with responsibility for a long time without moving to another organization.

• The Korean Journal of Health Service Management
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• v.8 no.2
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• pp.61-72
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• 2014

The purpose of this study was to identify the effect nursing organizational culture and happiness index on turnover intention among nurses. The subjects of this study were 377 nurses who were working at 3 general hospitals in B city. The data were collected by structured questionnaire from July 1 to August 28 of 2013. The data collected were analyzed with SPSS Win 20.0 using descriptive methods, t-test, ANOVA, Pearson correlation coefficient and Stepwise multiple regression. Turnover intention were significant negative correlation for affiliative oriented organizational culture(r=-.137, p=.008), happiness index(r=-.290, p<.001). There were significant positive correlation for innovative oriented organizational culture(r=.123, p=.017), rank oriented organizational culture(r=.126, p=.015), task oriented organizational culture(r=.218, p<.001). Factors affecting for turnover intention were happiness index(${\beta}$=-.297, p<.001), rank oriented organizational culture(${\beta}$=.266, p<.001), nursing experience(${\beta}$=.199, p=.009), affiliative oriented organizational culture(${\beta}$=-.142, p=.034). The explained variances for were turnover intention among nurses 17.2%. Based on the study consider to development and education program of happiness index and affiliative oriented organizational culture for nurses in the hospital setting.

• Journal of muscle and joint health
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• v.27 no.1
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• pp.50-60
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• 2020

Purpose: This study aimed to identify the effects of preceptor's leadership, preceptor-preceptee exchange relationship, and preceptee's self-leadership on newly hired nurses' turnover intention. Methods: Participants were 175 nurses working at general hospitals in D city. Data were collected from 164 nurses in May 2019 and were analyzed using multiple linear regression with SPSS/WIN 24.0 program. Results: Newly hired nurses' turnover intention was negatively correlated with preceptor's transactional leadership (r=-.23, p=.003), preceptor's emotional leadership (r=-.28, p<.001), preceptor-preceptee exchange relationship (r=-.34, p<.001), and preceptee's self-leadership (r=-.23, p=.004). The work unit (β=.35, p<.001), preceptor-preceptee exchange relationship (β=-.28, p=.002), present work experience (β=.27, p=.043), and marital status (β=-.19, p=.009) were significant predictors of the turnover intention (R²=.26, p<.001). Conclusion: Therefore, in order to reduce the degree of turnover of new nurses, improving the exchange relationship of preceptor-preceptee is required, and balancing between work and life should be considered especially for the married new nurses.

• Safety and Health at Work
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• v.11 no.4
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• pp.479-484
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• 2020

Background: The purpose of this study is to examine the combined effects of organizational climate (OC) with emotional labor (EL) on turnover intention in Korean firefighters. Methods: The data were obtained from the study Firefighters Research: Enhancement of Safety and Health. A total of 4,860 firefighters whose main duty was providing "emergency medical aid" were included. To examine the effects of OC on the relationships between five subscales of EL and turnover intention, four groups were created using various combinations of OC ("good" vs. "bad") and EL ("normal" vs. "risk"): (1) "good" and "normal" (Group I), (2) "bad" and "normal" (Group II), (3) "good" and "risk" (Group III), and (4) "bad" and "risk" (Group IV). Multivariate logistic regression analyses were performed to estimate the risk of turnover intention for the combinations of OC and EL. Results: The results showed turnover intention was significantly higher in the group with "bad" OC (17.7%) than in that with "good" OC (7.6%). Combined effects of OC and EL on turnover intention were found in all five subscales with the exception of Group I for emotional demands and regulation. Groups II, III, and IV were more likely to experience risks of turnover intention than Group I (p for trend <0.001). Conclusions: A positive and cooperative OC plays a role in decreasing the risk of turnover intention and in attenuating the negative effects of EL on turnover intention in firefighters.

• Culinary science and hospitality research
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• v.22 no.1
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• pp.117-125
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• 2016

This study investigated workplace harassment perceived by deluxe hotel employees, examined its effect on their turnover intent, and verified difference in workplace harassment perception according to demographics and job characteristics. Based on total 248 samples obtained from the empirical research, this study reviewed reliability and validity using SPSS program. The hypothesized relationships in the model were tested simultaneously by using regression analysis. The major findings are as follows. First, the disrespectful behavior(${\beta}=.362$), verbal aggression(${\beta}=.336$), and physical aggression(${\beta}=.135$) among workplace harassment have positive effect on turnover intent. Also, according to the result of examining differences in perception of workplace harassment in accordance with employees' demographics and job characteristics, the average values of those in their 20s and those whose working experience was five years or shorter were lowest and they were most exposed to workplace harassment. Limitations and future research directions are also discussed.

• Journal of Information Technology Services
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• v.19 no.2
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• pp.37-47
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• 2020

A significant proportion of information subjects experience information security breaches, and the number of reports and counseling cases of personal information infringements is increasing. Increased awareness of the importance of information security has raised interest in the personnel in charge of such tasks. However, hiring excellent new workers and preventing turnovers in information security remain unresolved. In this paper, by modeling the job career path of information security workforce as a Markov chain, we analyze the workforce turnover process and long-term turnover trends by information security jobs, and further analyze the number and duration of turnovers required to engage in specific jobs. The results of this study are expected to be a reference to balancing the supply and demand of information security workers for the government and to ensuring efficient management of the workforce for businesses.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.3
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• pp.89-95
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• 2020

This study is a descriptive research to investigate the effects of nurses' internal orientation, social support and job orientation on turnover intention. The subjects were two university hospital nurses in D metropolitan city who agreed to participate in the study. Data collection was conducted from October 2, 2018 to March 20, 2019. The data were analyzed using SPSS 22.0 program, frequency and percentage, mean and standard deviation, correlation analysis, t-test, ANOVA, Pearson's correlation, and multiple regression. The study results were 3.04 ± .62 points for internal orientation policy, 3.08 ± .55 points for social support, 3.81 ± .59 points for peers, 3.67 ± .60 points for family members, and 2.98 ± 0.43 points for job placement and intention to turnover. The degree of turnover decreased with higher internal orientation, social support and job orientation. An examination of the general characteristics of the factors affecting turnover intention showed significant results with clinical experience and working department. The higher the clinical experience, the higher the turnover intention, and the department of work showed the higher turnover intention in the order of surgical ward, medical ward, ICU, and OR. These results show the need to actively develop and educate programs to improve nurses' intention to turnover, as well as internal hospital-oriented policies, social support, and job placement.

• Korean Journal of Social Welfare Studies
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• v.48 no.4
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• pp.187-219
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• 2017

The purpose of this study was to examine the relationship among potential job-related risks, emotional dissonance, and job turnover intention of caregivers at the long-term care facilities in South Korea, and to explore the potential mediator role of burnout in this association. For the study, survey data of 434 caregivers at long-term care facilities were collected and analyzed using structural equation modeling method. The results showed that high level of caregivers'perception of the potential job-related risks led to increased burnout and turnover intention of caregivers. Second, caregivers'burnout partially mediated the effect of the potential job-related risks on turnover intention. Third, the more caregivers experience emotional dissonance, the higher the possibility of caregivers'burnout. On the other hand, emotional dissonance of caregivers did not give significant direct impact on turnover intention. Burnout fully mediated the relationship between emotional dissonance and turnover intention of caregivers. Lastly, the more caregivers experience burnout, the higher possibility of turnover intention. Based on the results, researchers suggested possible intervention methods as well as preventive measures to reduce the turnover of caregivers at long-term care facilities.

• Journal of the Health Care and Life Science
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• v.10 no.1
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• pp.111-118
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• 2022

This study aimed to differences of satisfaction among the 182 medical technologists (MT) in Korea according to gender, age, carrier, employment status, and hospital type. The results showed that the overall mean of the total satisfaction score is 3.33 and interpersonal satisfaction was the highest with 3.83, followed by job satisfaction, education satisfaction, affiliation satisfaction, working environment satisfaction, leisure satisfaction, turnover intention. The job satisfaction of MT increased with age and experience, and with full-time employees (P<0.05). In order to increase job satisfaction and reduce turnover intentions of MT, practical changes in welfare, wages, and working environment should be considered for both regular and non-regular workers in their 20s with 1 to 3 years of experience who had the lowest job satisfaction and the highest intention to leave. Analysis of these factors, it is expected that the result of this study will serve as important reference material for identifying the intention of turnover and establishing an effective personnel policy.