• Journal of dental hygiene science
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• v.12 no.1
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• pp.15-22
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• 2012

The purpose of this study was to examine the impact of internal marketing on the job satisfaction and turnover intention of dental hygienists. A self-administered survey was conducted on the selected dental hygienists, and the statistical package SPSS 12.0 was employed to analyze the collected data. The findings of the study were as follows: 1. The performance of internal marketing took place more often among the dental hygienists who belonged to the other workplaces. Those who had three to less than five years of experience at their current workplaces were more aware of the importance of education and training. 2. The dental hygienists who were aged between 26 and 35 and who belonged to the other workplaces and who had five to less than 10 years of experience in total expressed the best job satisfaction. And the strongest turnover intention was found among those who had one to less than three years of experience in total or at the current workplaces. 3. As a result of analyzing the correlation of those variables, better performance of internal marketing led to better job satisfaction, and better performance of internal marketing and higher job satisfaction led to less turnover intention. 4. The factors of internal marketing performance that exerted an influence on job satisfaction were communication and welfare benefits, and the variables that affected turnover intention were education/training and the reward system that belonged to the performance of internal marketing.

• Journal of Korean society of Dental Hygiene
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• v.12 no.6
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• pp.1138-1147
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• 2012

Objectives : The purpose of this study was to grasp association with dental hygienists' job expectation through correlation between curricular subjects for the department of dental hygiene and job. Methods : It carried out convenience sampling of dental hospitals where are located in Capital Area, and then conducted a self-administered questionnaire survey targeting 274 dental hygienists who are working here. The statistical program was analyzed by using PSAW 18.0. Results : Research subjects' 60.2% experienced turnover. Its reason accounted for 31.7% with the working condition. As a result of examining difference in experience of turnover according to dental hygienists' individual characteristic and working form, the significant difference was shown in age, marriage, annual salary, working institution, and career. In consequence of confirming association between curricular subjects and job, the majority showed high correlation. However, the correlation with oral physiology, clinical dental hygiene, and dental clinics showed low correlation as the insignificant variable. Conclusions : As a result of this study, the high correlation between curricular subjects and job can be considered to reflect dental hygienists' job expectation. On the other hand, the working condition, professional sense, and turnover experience, which are factors related to dental hygienists' job expectation, were indicated to fail to meet job expectation.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.17 no.12
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• pp.352-362
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• 2016

The purpose of this study was to examine the level of stress, healthcare accreditation related job stress, adaptation, and turnover intentions, as well as to identify influencing factors of turnover intentions for operating room nurses. This study employed a descriptive correlational design. The data were collected from 163 operating room nurses using a structural questionnaire. Stress was different by age (F=5.629, p=.004), marital status (t=-2.907, p=.004), and children (t=-2.623, p=.010). Healthcare accreditation related job stress was different by age (F=11.924, p<.001), marital status (t=-4.747, p<.001), children (t=-4.434, p<.001), work experience in the OR (F=6.000, p=.003), and work reasons in the OR (t=-2.543, p=.012). Turnover intention was different by age (F=21.472, p<.001), education level (F=4.997, p<.008), religion (t=3.235, p=.001), work experience in the OR (F=13.599, p<.001), position (t=3.222, p=.002), work reasons in the OR (t=-3.001, p=.003), and a shift pattern of duties (t=-2.797, p=.006). Turnover intention was significantly correlated with stress, healthcare accreditation related job stress, and adaptation. Factors affecting turnover intention were healthcare accreditation related job stress, adaptation, and age. These factors accounted for 36.2% of turnover intention. These results suggest that relief of stress and healthcare accreditation related job stress and interventions for improving stress management.

• Korean Journal of Child Studies
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• v.20 no.3
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• pp.339-349
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• 1999

Multiple regression and stepwise logistic regression was conducted to examine the relationships of work conditions, individual characteristics, and burnout (emotional exhaustion, depersonalization, personal fulfillment). Subjects were 144 early childhood educators. Teachers most likely to leave the profession were more educated, has less teaching experience and reported higher levels of burnout (i.e. high emotional exhaustion and lower personal fulfillment). Turnover was also predicted by high depersonalization, lower personal fulfillment, working overtime, and perceived choice of other jobs. Implications of these results for early childhood programs were discussed.

• Asia pacific journal of information systems
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• v.11 no.1
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• pp.45-60
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• 2001

Recruiting and maintaining capable IS personnel is crucial to on-time application developments and information services that can gear to corporate strategic planning and to achieve corporate goals and objectives. A shortage of fine IS staff has been always a threat to providing satisfactory IS services and a constraint that holds companies back to expand further and operate more efficiently. Therefore, it is necessary to understand factors that satisfy IS personnel and then restrain them not to leave their current job positions. However, little study has been done about what these factors are and how these factors are related to the turnover intention each other especially using domestic data. Therefore, this study suggested a structural turnover intention model and investigated relationships among the selected factors including demographic variables, career-related variables, job satisfaction, career satisfaction, organizational commitment and turnover intentions. Major findings are: i) overall, career-related variables, job satisfaction and organizational commitment significantly determine the turnover intention, ii) contrary to the U.S. studies, our IS people tend to show lower organizational commitment as they become older and get more experience, and iii) contrary to the U.S.'s findings, career-related variables are negatively related to organizational commitment. Implications and discussions of these findings are also described.

• The Journal of the Korea Contents Association
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• v.14 no.7
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• pp.449-456
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• 2014

This research is conducted to analyze the relationship between occupational stress and turnover intention. The object of research is software developers in Chinese large firms. A number of 309 cases are used for the empirical study. A multiple regression is adapted to test the proposed hypothesis. The results reveal that occupational stress has a meaningful effect on job burnout; exhaustion, cynicism, and inefficacy lead to turnover intention; job burnout mediates between occupational stress and turnover intention. It is suggested that managers need to design a structural HR mechanism for workers in order not to experience occupational stress.

• Journal of Korean Academy of Nursing Administration
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• v.23 no.1
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• pp.32-41
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• 2017

Purpose: The purpose of this study was to identify the relationship between gender role conflict for men in nursing, job satisfaction, and turnover intention. Methods: The study data were collected between August 1 and September 1, 2015 from 225 men in nursing currently working in 36 Korean general hospitals, each with ${\geq}100$ beds. Frequency and percentages were analyzed, and Pearson correlation coefficient, t-test, ANOVA, and Duncan's test were used. Results: There was no significant difference in gender role conflict based on the general characteristics of the men. In contrast, significant differences in gender role conflict were found in association with the following job-related characteristics: work experience at the present hospital, work department, work unit, and type of work. A significant negative correlation was detected between male gender role conflict and job satisfaction, a positive correlation was found between male gender role conflict and turnover intention. Conclusion: In order to increase job satisfaction and decrease the turnover intention of men in nursing, measures to reduce gender role conflict are needed.

• Journal of Digital Convergence
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• v.18 no.1
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• pp.333-342
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• 2020

In this study, an interview survey was conducted for three months by a counselor who had experience of retractation of turnover intention to find out what factors played an important role in retractation of turnover intention. The results found that task shift, motivation, self-efficacy, and emotion control were the major factors in the retractation of counselor's turnover intention, while superior support and colleague support did nop affect. Among them, emotion control and task shift had more influence on retractation of turnover intention than other factors. The results of this study are expected to maximize the stabilization of the organization by lowering the turnover rate of counselor in the customer center department becoming more important in the enterprise and to provide an important theoretical basis for studies related to retractation of customer center counselor's turnover intention.

• Safety and Health at Work
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• v.14 no.2
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• pp.185-192
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• 2023

Background: The turnover rate of nurse aides in Taiwan is high. However, the predictors of turnover behavior in the newly employed are still unclear. Objective: To examine the predictors of turnover behavior in newly employed licensed nurse aides. Methods: A longitudinal study design was used and subjects were newly employed certified nurse aides from a nurse aid training association in Taiwan. A total of five questionnaire surveys were conducted. The questionnaire was mainly used to collect information on turnover behavior, personal socioeconomic background, workplace psychosocial hazards, worker health hazards, and musculoskeletal disorders. Results: A total of 300 participants were recruited in the study. Cox regression analysis results showed that short working experience (hazard ratio [HR] = 0.21, p < 0.01), work as non-home nurse aides (HR = 0.58, p = 0.01), low monthly salary (HR = 0.68, p < 0.01), high work mental load (HR = 1.01, p = 0.01), low workplace justice (HR = 0.97, p < 0.01), high workplace violence (HR = 1.60, p < 0.01), high burnout (HR = 1.01, p = 0.04), poor mental health (HR = 1.06, p = 0.04), and high total number of musculoskeletal disorder sites (HR = 1.08, p = 0.01) contribute to a higher risk of turnover. Conclusion: The results indicated that employment period, work as a home nurse aide, monthly salary, work mental load, workplace justice, workplace violence, work-related burnout, mental health, and total number of musculoskeletal disorder sites are predictors of turnover behavior in newly employed certified nurse aides.

• Journal of the Korean Society for information Management
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• v.41 no.3
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• pp.461-485
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• 2024

This study empirically analyzes the impact of role stress, user misconduct, and job satisfaction on turnover intention by categorizing turnover intention into workplace turnover intention and occupational turnover intention among academic librarians working at national, public, and private universities across South Korea. Data were collected through a survey conducted from September 13 to September 20, 2023, yielding 447 responses, which were subsequently analyzed using hierarchical regression analysis. The results revealed that role ambiguity and severe user misconduct (physical threats) positively influenced both workplace turnover intention and occupational turnover intention, while age negatively influenced both. The study found that librarians who experience unclear responsibilities and physical threats are more likely to have a strong intention to leave both their workplace and occupation. As differential factors, role overload and the location of the workplace in the metropolitan area were found to be significant. Role overload positively influenced only occupational turnover intention, while the metropolitan location negatively influenced only workplace turnover intention. These findings suggest that excessive workload increases doubt about the occupation itself, leading to consideration of occupational turnover and that librarians working outside the metropolitan area exhibit higher workplace turnover intention. Both intrinsic and extrinsic job satisfaction negatively influenced workplace and occupational turnover intention. These results indicate that differentiated strategies tailored to specific types of turnover intention are warranted to effectively manage turnover intention among academic librarians.