• Korean Journal of Occupational Health Nursing
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• v.30 no.3
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• pp.110-119
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• 2021

Purpose: The purpose of this study was to explore the factors affecting turnover intention of nurse who work in comprehensive nursing care service wards. Methods: The study design was a cross-sectional study. We recruited participants in 5 general hospitals located in Gyeonggi. Data were collected using structured questionnaires. Data of 150 nurses were included in the final analysis. Multiple regression analysis was used to identify the influencing factors on turnover intention. Results: Work in the thoracic surgery department (β=.158, p=.045), Emotional labor (β=.282, p=.004), occupational stress (β=.222, p=.004), and burnout (β=.249, p=.003) were identified as factors influencing turnover intention. These factors explained 39.1% of the variance of turnover intention. Conclusion: The findings suggest that it is important to reduce emotional labor and occupational stress to reduce turnover intention for nurse in comprehensive nursing care service wards.

• Culinary science and hospitality research
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• v.24 no.2
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• pp.87-95
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• 2018

This study investigates the relationship between Big 5 personality factors of food service employees and turnover intention and identifies the moderating effects of satisfactory parent-child relationship. A total of 179 data were subjected to frequency analysis and regression analysis. Participants were instructed to take an on-line survey which is google survey from August to October in 2017. The results of this study demonstrated that Big-5 personality factors excepted openness to experience influence on turnover intention. Furthermore, the parent-child relationship affects the relationship between Big-5 personality factors and turnover intention. This study may contribute to new data to human resource management.

• Korea Journal of Hospital Management
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• v.8 no.3
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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.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.17 no.32
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• pp.27-42
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• 1994

In the view point of accomplishing salesperson's management effectively, this study aims to find the relationship between salesperson's performance factors(Motivation, Role Perception, Ability) and turnover intention. The lowering of the turnover rate through this finding can reduce sales cost or marketing cost including the salesperson's education/training cost. Here, this study is researched empirically under the following hypothesis ; salesperson's turnover intention is affected by the performance factors originally This empirical research is based on theoritical background by Walker, Churchill, Ford and Jackofsky.

• Korean Journal of Occupational Health Nursing
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• v.22 no.2
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• pp.140-148
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• 2013

Purpose: The purpose of this study was to identify turnover intentions in workers with mentally disabilities working in manufacturing industry. Methods: Participants were 147 workers with mentally disabled living in B-city and Y-city. The data were collected from September 1st to November 30th, 2011 using self-report questionnaires including measurements of turnover intentions, family support, work volition, working environment, job satisfaction and internalized stigma. Data analysis was done using the SPSS/WIN 18.0 program. Results: The average score for turnover intention was $2.9{\pm}0.7$. Turnover intention was related to job satisfaction, working environment, family support and internalized stigma. The predicting factors for turnover intention were job satisfaction, internalized stigma and gender. Those factors accounted for 41.9% of turnover intention. Conclusion: The results imply that workers with mentally disabled need to reduce internalized stigma as well as to increase job satisfaction in order to decrease turnover intention.

• Journal of the Korea Convergence Society
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• v.11 no.9
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• pp.417-424
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• 2020

The purpose of this study was to find factors affecting on emotional intelligence, career plateau, nursing work environment on the turnover intention among general hospital nurses. The data were analyzed by SPSS/SIN 22.0. Negative correlations were turnover intention and nursing work environment(r=-.397, p<.001), turnover intention and emotional intelligence(r=-.112, p=.033). Positive correlations were turnover intentions and career plateau(r=.352, p<.001). Factors affecting on turnover intention were career plateau and nursing work environment. The career plateau and nursing work environment explained 21.1% of turnover intention. These results can be used as a basis for reduce the turnover intention.

• Journal of Korean society of Dental Hygiene
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• v.10 no.6
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• pp.973-981
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• 2010

Objectives : The purpose of this study is to find out factors that affect turnover intention among dental hygienists. This study also provides a method to decrease the turnover intention, and demonstrates plans to improve organizational effectiveness. Methods : The data was collected from 300 dental hygienists working at dental clinics in Daegu and Kyungbuk province during the month of September, 2010. The total of 152 copies were used for analysis. The questionnaires were consisted of 6 categories: turnover intention, empowerment, organizational commitment, burnout, stress, and job satisfaction. T-test, ANOVA, correlation analysis, multiple regression were applied in this analysis. Results : 1. Looking at the relations between turnover intention and general characteristics, urnover intention was the highest among 20-29 age group, junior college graduates, and the group that had lees than 2-5 years of working experiences(p<0.05). Regarding marital status, singles had higher turnover intention than married people. 2. Looking at the correlation among turnover intention, empowerment, organizational commitment, burnout, stress, and job satisfaction, most of these factors showed significant correlations. However the correlations between organizational commitment and stress, stress and empowerment, stress and job satisfaction were not significant(p<0.05). 3. Organizational commitment and stress had significant influence on turnover intention(p <0.05). Organizational commitment was the most significant factor and it negatively influences the turnover intention. Conclusions : In order to decrease the turnover intention among dental hygienists, plans that can increase the organizational commitment should be implemented by improving organization-related factors.

• Journal of Korean Public Health Nursing
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• v.17 no.1
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• pp.17-25
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• 2003

This study aimed to investigate predictors of turnover intention of home visiting nurses at 16 public health centers in Busan. There are two groups of independent factors: non-work related(i. e., age, educational level, working duration as nurses in hospitals, and certificate), and work related factors(i. e., working duration as nurses in public health centers, working duration as home visiting nurse, position, number of households visited per week, workload, cooperation among staff, support by supervisors, supply of vehicles, and supply of materials). Data were collected with self-administrated questionnaires which consisted of 4 items of non-work related factors, 9 items of work related factors, and 1 item of turnover intention to other department. Data were analyzed using an univariate logistic regression and multiple logistic regression. According to the results, heavy workload (Yes vs No, OR=4.31, $95\%$ CI=1.16-16.04) was the most powerful predictor on the turnover intention. In conclusion. this result was similar to those of other studies on the predictors of turnover intention of clinical nurses at hospitals. To decrease the turnover intention among home visiting nurses at public health centers in Busan, alleviating the workload is needed.

• Journal of The Korean Society of Integrative Medicine
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• v.8 no.3
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• pp.121-131
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• 2020

Purpose : This study was conducted to confirm the correlation between team sharing spirit, team effectiveness, team cohesion, team reliability, and turnover intention of hospital nurses and to identify the influence factors affecting the turnover intention of hospital nurses. Methods : The sample for this study consisted of 200 nurses from four general hospitals of less than 500 beds located in J city. Data were analyzed using frequency, percentage, mean, standard deviation, t-test, ANOVA, Scheffe' test, Pearson Correlation and Hierarchical Multiple Regression. Results : Factors influencing nurse turnover intentions included satisfaction with nursing position (β=.274), team reliability (β=-.250), satisfaction with department (β=-.178), and career (β=.149) in order, and these influence factors accounted for 32.1 % of nurses' turnover intentions. Conclusion : Based on the results of the study, it is necessary to consider ways to reduce the turnover intention of nurses by devising strategies to increase the factors of satisfaction with nursing positions, team reliability, and satisfaction with department by making good use of the resources of the medical institution. It is suggested to conduct repeated studies of nurses working in various clinical sites and further studies applying various outcome variables in the future.

• Korean Journal of Occupational Health Nursing
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• v.24 no.2
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• pp.86-93
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• 2015

Purpose: This study was to identify the factors determining the turnover intention of nurses in Emergency Department (ED). Methods: The subjects were 123 ED nurses working at 10 general hospitals in Busan, Korea. The data were collected from August 15th to September 22nd, 2013. The collected data were analyzed using the SPSS program through descriptive statistics, t-test, ANOVA, Pearson's correlation coefficients and stepwise multiple regression. Results: There were positive correlations between traumatic events experience and post-traumatic stress (r=.416, p<.001), between depression and traumatic events experience (r=.212, p=.001), between traumatic events experience and turnover intention (r=.289, p=.001), between post-traumatic stress and depression (r=.251, p=.005), and also between depression and turnover intention (r=.315, p<.001). Factors influencing turnover intention were depression and traumatic events experience with $R^2$ value 16.7%. Conclusion: Considering these results, it seems that the important factors determining the turnover intention of nurses in ED are depression and traumatic events experienced by nurses. Therefore, an active plan is needed to develop strategies for reducing nurses' depression and traumatic events experienced by nurses.