• The Journal of Economics, Marketing and Management
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• v.4 no.3
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• pp.25-32
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• 2016

This study is focused on the factors that reduce the high turnover rate of early childhood teachers against the backdrop of their poor work environment including long hours, work overload and low wage by identifying the effects of three sub-factors of justice on the collectivistic tendency and those of the job burnout on their turnover intention. To conduct this study, a survey was carried out childcare teachers of the Seoul and Metropolitan Area. Total of 283 valid female questionnaires were collected and utilized for analysis. According to the analysis, both procedural justice and interpersonal justice have positive effects on the collectivistic tendency and decrease the turnover intention. The interpersonal justice decreases the job burnout, whereas the distributive justice statistically significantly increases the job burnout. Also, the collectivistic tendency reduces the turnover intention. The job burnout increases the turnover intention, which is consistent with previous studies. Hence, increasing the interpersonal justice and the collectivistic tendency could be an option for dealing with the issue.

• 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 Soil Science and Fertilizer
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• v.36 no.1
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• pp.50-56
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• 2003

Turnover rate of applied rice straw and rice straw compost in a rice paddy soil under the flooding and intermittent irrigation was studied. The chambers in duplicate were either planted or unplanted with rice. For planted chambers, the turnover rate to methane under the flooding increased with freshness of organic materials applied: 14.9% for RS5 (rice straw applied in May), 9.5 % for RS2 (rice straw incorporated in February), and 4.0% for RSC (rice straw compost amended in May). Similar trend was found in turnover rate to methane under the intermittent irrigation: 9.8% for RS5, 5.5% for RS2, and 2.1% for RSC. For planted chambers, turnover rate to methane under the flooding was generally 1.64 times higher than that under the intermittent irrigation. In contrast, for unplanted chambers, the turnover rate to methane under the flooding increased with freshness of organic materials applied: 8.7% for RS5, 3.3% for RS2, and 3.0% for RSC. Similar trend was observed in chambers under the intermittent irrigation: 5.4% for RS5, 3.0% for RS2, and 1.4% for RSC. For unplanted chambers, the turnover rate to methane under the flooding was generally 1.52 times higher than that under the intermittent irrigation.

• Journal of muscle and joint health
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• v.22 no.1
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• pp.30-39
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• 2015

Purpose: This study was to identify the level of job stress and turnover intention and to explore the impact of job stress on turnover intention among emergency room (ER) nurses. Methods: With a correlational survey design, 155 emergency room nurses were recruited in D metropolitan city. Data were collected using a structured questionnaire including ER-related job stress, turnover intention, and subjects' characteristics from March 18 to March 26, 2013. Results: Overall mean score of job stress was $284.34{\pm}40.60$, indicating higher level of job stress. The highest job stress category was conflict related inside the hospital and transportation team, and followed by matters related the patient and the guardian, conflicts with doctors, and heavy workload. The average score of turnover intention was $15.41{\pm}3.68$, indicating higher intention to quit their jobs. There was a moderate level of positive correlation between job stress and turnover intention (r=.44, p<.001). Turnover intention was high when ER nurses had higher job stress (${\beta}$=.38), were female (${\beta}$=.22), and wished to move to another department (${\beta}$=.17). Conclusion: The most important factor of turnover intention was job stress among ER nurses. Strategies to lower turnover rate for ER nurses should be focused on seeking ways to reduce their job stress.

• Journal of the Korea Society of Computer and Information
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• v.18 no.11
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• pp.145-151
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• 2013

This research is to suggest a method for investigating car number plates among the information managed in parking facilities. The investigation of car number plate is generally used to know how long vehicles are parked. Also, it can provide the information about the parking turnover rate and the mean parking duration of parked vehicles. This research performs the investigation using cameras at a distance of time. That is, the given distance of time from cameras is assigned to each parked vehicle, and then it can find the mean parking time of parked vehicles. Also, it can check the parking turnover rate of parked vehicles at a space unit of parking lot in an hour. The information such as the mean parked duration and the parking turnover rate of parked vehicles taken from this method is helpful to find and understand the inefficient use of parking facilities. With this suggested method, this research attempted to check the mean parking duration and the parking turnover rate of parked vehicles.

• Journal of Convergence for Information Technology
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• v.11 no.9
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• pp.94-108
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• 2021

This study is to identify the internal and external factors of a company that can affect the rate of change in the inventory turnover ratio. In addition, by appropriately managing or responding to these factors, changes in the inventory turnover ratio do not occur abruptly, so that the company's business and financial performance can be improved. To confirm this, factors such as gross profit margin, cash flow volatility, advertising expenses, inflation, exchange rate rise, and leading economic index were selected, and these factors were predicted to affect the change rate of inventory turnover. Data of 85,878 companies were obtained from domestic securities listings, KOSDAQ listings, and externally audited companies, and multiple regression analysis was performed using the data. Gross profit margin and cash flow volatility have a significant positive (+) effect, advertising expenses have a negative (-) significant effect, and inflation and exchange rate rises have a negative (-) significant effect. As an influence, the leading economic index was tested to have a significant positive (+) effect. Through this, it is suggested that manufacturing companies can improve their business performance and achieve operational efficiency by well understanding and appropriately managing factors that can affect the change rate of inventory turnover.

• Culinary science and hospitality research
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• v.14 no.3
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• pp.31-44
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• 2008

The purpose of this research was to examine the construct known as job fit perceived by service employees in the foodservice industry. The model was tested using SPSS 12.0 and AMOS 4.0 based on the sample of 667 persons that showed a 95% usable response rate. The results of the empirical analysis showed as follows. First, in restaurants, the employees' job suitability factor brings about an indirect effect by organizational commitment and turnover intention. Second, employees' job satisfaction factor causes an indirect effect by organizational commitment. Third, employees' organizational commitment factor has relationships with turnover intention. That is, the higher organizational commitment, the lower turnover intention. By the same route analysis, job suitability has an effect on organizational commitment. Also, the research proved organizational immersion has an effect on turnover intention. In this respect, the research contributes to job performance of foodservice employees, emphasizing the necessity of educational programs for them.

• Journal of Preventive Medicine and Public Health
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• v.23 no.1 s.29
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• pp.11-21
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• 1990

This study refers to the problem of long-term inpatient flow in a general hospital. In this study, a queueing simulation model was developed for the two departments in the hospital with a homogeneous case mix and relatively many long-term inpatients in order to increase the turnover rate and hospital charges. Before the simulation n, the model was verified by the Kolmogorov-Smirnov test. The following results were generated by three alternative models of the special bed policies. 1. Alternative I : When long term inpatients were admitted to the wards belonging to departments A and B without transfer to other departments and special beds, the average turn-over rate decreased by 2-4% and the average hospital charges decreased by 70 million won. 2. Alternative II : When long-term inpatients were transferred to department C but the transfer of wards was determined by department C in order of clinical need, the average turnover rate increased by 4-13% but the average hospital charges decreased by 30 million won. This result was not greatly different from the present state. 3. Alternative III : When long-term inpatients were transferred to the special wards and department C simultaneously, the increase in the average turnover rate and hospital charges was equivalent to the increase of two beds in the special wards. When the special wards were allocated 16 beds, the average turnover rate of departments A and B increased by about 55% and 20% respectively. Also, the hospital charges increased by about 0.44 billion won. As a result, transfer to department C and the use of 16 beds in the special wards for long-term inpatients of departments A and B is expected to maximize the hospital revenue. However, as the above special bed policy can not increase the turnover rate above 60%, there is a need for a more comprehensive policy to further increase the rate. The development of an elaborate model should include the number of long-term inpatients in all clinical departments, the special wards system or an increase of hospital beds to handle admission needs, and the resources of the hospital by department. When the alternatives are evaluated, a cost-benefit analysis in addition to the turnover rate and the hospital charges should be considered.

• Journal of Contemporary Eastern Asia
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• v.16 no.2
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• pp.3-19
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• 2017

"Knowledge worker" is a term used to describe highly educated people whose role in the workforce involves the use of information and knowledge. Knowledge workers are key to the success of a great many organizations. Many Chinese companies find that the voluntary turnover rate among their knowledge workers is high. The purpose of this paper is to explore, from the perspective of knowledge workers and the characteristics peculiar to them, the factors that influence this high voluntary turnover rate. The models used in this paper, that will enable understanding of the characteristics of knowledge workers in China, are the Chinese Personality Assessment Inventory and the Five Factors Model. In the case of Huawei, analysis using these models leads to the conclusion that the main factors that influence the voluntary turnover of knowledge workers in China are: age; gender; degree of extraversion and how open the person is to new experiences; family orientation; and occupation. This study leads to the conclusion that the company should pay closer attention to three groups: female employees who put a high value on their families; employees from non-R&D departments; and younger employees who show a high degree of openness to new experiences.

• Environmental Analysis Health and Toxicology
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• v.7 no.1_2
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• pp.59-65
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• 1992

The role of central dopaminergic neural activity for the maintenance of hypertension was tested. Two groups of animals were prepared; 1) Spontaneously hypertensive rats (SHR) at 14 weeks of age which reveal hypertension and 2) age-matched normotensive Wistar Kyoto rats (WKY). Blood pressures and dopamine turnover rate were measured from animals in each group. Dopamine turnover rate was determined in four brain regions such as telence-phalon, hypothalamus/thalamus, midbrain and pons/medulla, from concentration of dopamine at time zero, 1 and 2 hours after alpha-methyl-para-tyrosine (AMPT) was injected into animals. In SHR dopamine turnover rate was greater than normotensive rats in only midbrain. The result from the present study implicates that dopaminergic neural activity in midbrain may be positively coupled to the manifestation of hypertension in SHR.