• Korean Journal of Occupational Health Nursing
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• v.27 no.4
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• pp.224-234
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• 2018

Purpose: In this study, we attempted to analyze the occupational accident experience rate by working life cycle of Korean workers considering entrance and turnover in their jobs. The specific goal of this study was to calculate the accident experience rate according to workers' turnover history and previous accident experience. Methods: We constructed a cumulative data set of 90,338 cases of workers' accident experiences in their jobs from the Fourth Korean Working Conditions Survey. The accident experience rates according to workers' turnover and previous accident experiences were analyzed using descriptive statistics and analysis of variance. Results: In this study, the cumulative accident experience rate of Korean workers was found to be 5.2%. It was confirmed that the accident experience rate of workers increased as the turnover frequencies increased. In addition, we analyzed only the data of the workers who had experienced turnover and found that the accident experience rate after turnover increased about 7.5 times when workers had experienced accidents in the past. Conclusion: To prevent occupational accidents in workers, safety strategies should consider a worker's previous job history and injury experiences. It will also be necessary to focus preventive efforts on new and young workers through ongoing monitoring and on-the-job training.

• Journal of Technologic Dentistry
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• v.33 no.4
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• pp.529-538
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• 2011

Purpose: The purpose of this study was to investigate the factors affecting turnover and job satisfaction, to reduce turnover rate of dental technician. Methods: Subjects included dental technicians in the metropolitan areas of the cities of Daegu and Gyeong-buk. Surveys were filled out by consenting dental technicians. Statistical analysis was done using the Statistical Package for Social Sciences version 18.0 for Windows. We determined frequencies and percentage, calculating means, and standard deviations, and determining statistical significance using t-tests, analysis of variance. Results: Job satisfaction showed differences in General characteristics associated with gender, age, monthly salaray, education. Turnover intention showed differences in General characteristics associated with age, monthly salaray. Job satisfaction showed differences in dental laboratory characteristics associated with Career, Working time. Turnover intention showed differences in dental laboratory characteristics associated with working time. Conclusion: In order to reduce turnover rate of dental technician, Job satisfaction of dental technicians have to find ways to improve. The comprehensive and reliable research which measures job satisfaction of dental technician is necessary.

• International Journal of Advanced Culture Technology
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• v.10 no.2
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• pp.1-11
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• 2022

Purpose: The purpose of this study was to empirically test a model of associations linking locations and competition among nursing homes (NHs), mediated by facility grade and registered nurse (RN) turnover, on activities of daily living (ADLs) in Korean NHs. Methods: This study used a cross-sectional design to identify causal factors on NH residents' ADLs. Data were collected from June 2017 to August 2017. A disproportionate stratified cluster sampling method of NHs across Korea was used to gain representation. The collected data consisted of location and the Herfindahl-Hirschman Index (HHI), RN turnover rate, facility grade, and NH residents' ADLs. Results: All pathways affecting ADLs were not significant, and the effect on facility grade was significant in RN turnover (β = -.59, p < .001). RN turnover associated negatively with facility grade. In other words, the higher the RN turnover, the worse the facility grade. Conclusion: This study is the first to examine the impact of location and HHIs, mediated by RN turnover rate and facility grade, on NH residents' ADLs. To improve residents' ADLs, subsequent studies are needed to identify the factors affecting ADLs utilizing other variables because this study did not identify factors that affect ADLs.

• East Asian Journal of Business Economics (EAJBE)
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• v.10 no.2
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• pp.1-17
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• 2022

Purpose - This exploratory study analyzes the performance of the business from the HRM point of view. Analyzed the influence of HRM and organization effectiveness on business performance. Also moderating effect of the strategy is analyzed. Research design, data, and methodology - Two outcome variables are measured, non-financial performance and financial performance. Two organizational effectiveness variables are measured, job satisfaction and organizational commitment. And two HRM areas are measured, HRM practice and organizational culture. Finally, two strategies are measured as moderators, market strategy and product/service strategy. This study analyzed employees of 554 from the 7th HCCP. This study used SEM and MCFA. Result - The results of turnover intention, growth rate, and profit rate verified the influence of HRM and organizational effectiveness. Overall results showed a contrary effect of education & training system implement and participation on job satisfaction and organizational commitment. Among organizational culture, innovation and relation positively affect job satisfaction and organizational commitment. However, antecedents influencing turnover intention, growth rate, and profit rate bear no resemblance. And the MCFA result shows that strategy's group differentiation analysis is meaningful in turnover intention not in financial performance. Conclusion - Based on this study result, management suggestions for turnover intention, growth rate, profit rate, and organizational effectiveness are made. Especially, due to the company's strategy.

• The Korean Journal of Nuclear Medicine
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• v.3 no.2
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• pp.1-16
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• 1969

The double tracer study on erythrokinetics was carried out experimentally with radioactive iron ($^{59}Fe$) and chromium ($^{51}Cr$) in rabbits. The 0.1% canthalidin solution and 1% pot. perchlomate solution was given subcutaneously to 20 rabbits respectively. 3 and 6 days after injection, the blood chemistry, urine examination, ferrokinetics and apparent half survival time of RBC were ($^{51}Cr\;T\frac{1}{2}$)determined. Following were the results: 1) Red blood cell hematocrit and hemoglobin values were moderately reduced and B.U.N. and serum creatinine values were slight]y inercased in the canthalidin group, while B.U.N. and serum creatinine values were within normal limits in the pot. perchlomate group. Reticulocyte values were slight]y increased in the canthalidin group, while was normal range in the pot. perchlomate group. 2) Blood chemistry finding was not significant statistically in both experimental groups, but serum iron value was moderately reduced in both group. 3) Plasma volume was unchanged in both group, but red cell volume and whole blood volume were slightly reduced in both groups. 4) Results of ferrokinetics were as follows: i) The plasma iron disappearance rate was delayed in both groups. Plasma iron turnover rate, red cell iron utilization and red cell iron turnover rate were decreased in both groups, and then red cell iron turnover rate was more decreased than plasma iron turnover rate in both groups. Circulating red cell iron was slight]y increased in canthalidin group and red cell iron concentration was within normal range in both groups. ii) P.I.T.R.-R.C.I.T. value was moderately increased in the canthalidin group and slightly increased in the pot. perchlomate group. Reticulocyte index, red cell iron turnover index, plasma iron turnover index and effective erythropoiesis index were whole]y reduced in both groups. iii) The red cell life span was slightly shortened in the canthalidin group while was within normal range in pot. perchlomate group. The pathologic finding of renal biopsy of the canthalidin group shows a selective damage in glomerulus, while shows almost normal range or slight damage in tubules. And that of the pot. perchlomate group shows a selective damage in tubules with slight damage of glomerulus.

• Korean Journal of Labor Studies
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• v.23 no.2
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• pp.195-230
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• 2017

This study combined Youth Panel Data(2009~2014) to analyze youth employees' turnover determinants by business scale and wage effects and the results are as follows: First, the turnover rate of youth employees was analyzed and as a result, the average turnover rate in 2014 was 26.3% and was found to be small company 25.6%, medium-sized company 25.1%, large company 17.2% in terms of business scale (based on regular permanent position), showing that the larger the company size, the lower the turnover rate. Second, turnover reasons of youth employees were found to be dissatisfaction with working conditions 40.3%, job mismatch 39.2%, personal reasons 11.8% in order and turnover by job mismatch was higher in large companies (41.5%) than in small and medium enterprises (38.5%). Third, job satisfaction and job-major agreement depending on the status of turnover were analyzed and as a result, the lower the job satisfaction and job-major agreement, the higher the turnover rate in all areas. Fourth, scale turnover determinants by business scale were analyzed through panel regression analysis and as a result, variables significantly affecting turnover were analyzed to affect objective working conditions such as wage and employment type and job satisfaction and 'job-level of education skill level major'agreement variables to lower the turnover rate as well. Fifth, wage effects depending on the status of turnover were estimated and as a result, the wage level of youth employees who changed their job was lower than that of youth employees working in the same company by about 3.1% and this wage gap was further expanded over time. But, turnover of changing employment type(temporary position${\rightarrow}$regular permanent position) and company size (small and medium enterprise${\rightarrow}$large company) was not the case. Therefore, in order to reduce the turnover rate of youth employees, it is necessary to increase overall job satisfaction and job-major agreement with objective working conditions and working in the same company for a long period of time rather than changing jobs frequently can be said to be rational choice in terms of youth employees.

• Journal of Korean Academy of Nursing Administration
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• v.13 no.3
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• pp.335-344
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• 2007

Purpose: The purpose of this study aims to provide a fundamental basis for more efficient human resource management of hospitals through career development and through lowering the rate of turnover of nurses. Method: The target group was 370 nurses who are currently employed at four general hospitals. Three hundred and twenty-nine documents were collected, and the statistical results were generated by the SAS program. Result: The average mean score of organizational commitment, career commitment and turnover intention were: 3.13 points for affective commitment, 3.09 points for continuance commitment and 2.92 points for normative commitment, out of a five point scale. The average mean score of career commitment and turnover intention was 2.89 and 3.28 points. The most influential variable in turnover intention was affective commitment out of organizational commitment. Conclusions: This study verified that organizational commitment and career commitment are key variables that could decrease turnover intentions.

• Journal of Fashion Business
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• v.3 no.4
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• pp.67-81
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• 1999

Fashion designers and fashion merchandisers are the experts who play critical roles in the apparel industry. But their job turnover rate is quite high compared with other industries and/or other positions. The purpose of the study was to investigate the level and the major causes of job stress, and the causes of the high rate of job turnover of fashion merchandisers and fashion designers. The study also compared differences between the levels of job stress, job results and job turnover rate which perceived by fashion designers and fashion merchandisers. The results of the study were as follows: 1. The designers felt more role conflict than merchandisers during job and feel more job stress about career development and their income. 2. The designers feel their job achievement more positively than merchandisers. 3. The designers have their turnover intentions more frequently than merchandisers. This study, on the basis of the above conclusion, is expected to contribute to make fashion merchandisers and fashion designers recognize the importance of managing their job stress and their supervisor obtain the directions for the efficient management of personnel by offering them better working environment.

• International Journal of Computer Science & Network Security
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• v.21 no.8
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• pp.43-50
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• 2021

For the implementation of innovative products or services companies use different innovation strategies, in particular, outsourcing is quite widespread, given the high level of specialization and professionalism of companies that provide such services. The aim of this article was to evaluate the link between outsourcing of innovative activities and indicators of companies' efficiency. The methodology of the research includes the methods of correlation analysis and regression analysis to reveal the correlation between the use of outsourcing of innovative products and services and the turnover of the EU enterprises. The results show a high level of innovative activity of EU enterprises (50.3% innovatively active). Innovative business processes are the most widespread form of innovation activity (41% of enterprises implement business processes, and the indicator is higher than 41% in the most developed EU countries). The turnover of enterprises with new or substantially improved products was found to grow by 10.92% for the period 2016-2018. The correlation analysis shows weak direct links between the indicator of turnover growth and the number of enterprises that have independently implemented innovations, or have implemented innovations jointly with third-party companies, or using outsourcing services. The highest level of direct connection was found between the growth of turnover of enterprises that launched a new product for the market and the growth of the number of enterprises that implemented innovations with the involvement of organizations (correlation 0.273). Based on the regression analysis it was found that with a 1% change in the growth rate of the number of innovation-active enterprises, the growth rate of turnover from new or improved products increased by 5.67%. At the same time, with a 1% change in the growth rate of the number of enterprises that implement innovation through outsourcing, the growth rate of turnover from new or improved products will increase by 7.15%.

• Korean Journal of Microbiology
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• v.29 no.5
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• pp.329-338
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• 1991

From July 1985 to December 1986, 28 variables of phycal-chemical factors, bacteria and heterotrophic activity were investigated 17 times at 3 stations in the estuary of Naktong River and the influences of environmental factors to bacterial population and heterotrophic activity were analyzed through multiple regression. The results of multiple regression were as follows. At station 1, total bacteria and heterotrophic bacteria(Z-25) could explain 57% of the variation of maximum uptake velocity for glucose and 54% of turnover time for glucose was explained by total coliform bacteria and MBOD, Sixty four percent of the variation of Kt+SN was accounted for salinity, MBOD-N and inorganic phosphate. Turnover rate for acetate was also accounted for the change of MBOD-P by 56%. At station 2 maximum uptake velocity for glucose depends on MBOD-N by 81%; turnover time on bacteria by 50%; Kt+Sn on avilable nutrient by 61%. More than 50% of maximum uptake velocity and turnover time for glucose were influenced by bacteria and that of Kt+Sn by the change of nutrient in the surface water of station 3. In the bottom water of station 3, the change of maximumuptake velocity, turnover time and Kt+Sn for glucose was controlled by total bacteria and available nutrient, bacteria, the change of nutrient salts respectively. On the whole, more than 50% of maximum uptake velocity and turnover time for glucose could be due to the change in the number of bacetria and the value of Kt+Sn was affected by the change of nutrient salts. Turnover rate for acetate was controlled by available phosphate at station 1 and by bacteria at station 2 and 3, which showed a distinct difference between the environmental factors which govern the rate of glucose and acetate uptake in the Naktong esturine ecosystem. And bacterial communities were controlled by available nutrients at station 1, by nutrient salts and salinity at station 2 and in the surface water of station 3 and by salinity in the bottom water of station 3.