• Journal of Labour Economics
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• v.42 no.3
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• pp.75-98
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• 2019

This paper examines the impact of on-the-job training (OJT) programs on turnover rates and employment status in the labor market. Exploiting the administrative data (the Employment Insurance Database), we apply the propensity score matching method to investigate 1) whether OJT participation increases the probability of remaining in the labor market after the job training, and 2) whether trainees are more likely to transition to a new employer. Our findings reveal positive effects of OJT on the continuous employment (2.4~5.3%p). We also observe that trainees show lower rates of turnover for some part of the study period, from 2008 to 2015.

• Journal of Korean Academy of Nursing
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• v.36 no.5
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• pp.681-690
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• 2006

Purpose: The purpose of this study was to investigate the effects of assertiveness training on nurses' assertive behaviors, interpersonal relations, communication conflicts, conflict management style and personnel turnover rate. Method: A non-equivalent control group pretest-posttest design was used in this study, Nurses were assigned into the experimental or control groups, each consisting of 39 nurses. Data was collected between January to March 2004. An 'Assertiveness Training Program' for Nurses developed by Park was used for the study. To emphasize assertiveness practice, 5 practice sessions utilizing ABCDE principles were added to Park's program. To examine the effects of the program, differences between the two groups in assertive behaviors, interpersonal relations, communication conflicts, conflict management style and personnel turnover rate were analyzed using ANCOVA. Results: The assertiveness training was effective in improving the nurses' assertiveness behaviors, but was not effective in improving interpersonal relations, reducing the subjects' communication conflicts, changing the conflict management style or reducing their personnel turnover rate. Conclusion: There have been many studies about factors affecting nurses' personnel turnover rates, but few have been done about methods of intervention to reduce the personnel turnover rate. Thus, this study provides a significant contribution in attempting such an intervention from nursing management perspectives.

• Journal of Ecology and Environment
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• v.37 no.1
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• pp.13-19
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• 2014

The effect of different turnover time of water on the decomposition of emergent macrophyte litter (Zizania latifolia Griseb.) was investigated using a microcosm experiment. Microcosm treatment represented different turnover time of water; 1, 2, 4 and 8 weeks. The litterbags from each treatment were retrieved every 2 weeks until the 8th week and the water simultaneously sampled with the litterbag. The dry weight and the content of major cations in the litter, and the content of available N, P, and major cations in the water were analyzed. Dry weight loss after 8 weeks indicated the lower decay rates under the condition of short turnover time of water. Major cations from the litter and the water showed that the leached amounts of K and Mg from the litter were highest in the 2nd week and dramatically decreased from the 4th week. The dynamics of available nitrogen and phosphorus in the water showed that as the water turnover time was getting longer, the amounts of available nitrogen and phosphorus remained higher. These results suggest that wetlands with longer turnover time of water could maintain the increased nitrogen and phosphorus and no outflow of the nutrients could cause eutrophication problem.

• Journal of Korean Clinical Nursing Research
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• v.16 no.2
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• pp.17-31
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• 2010

Purpose: The purpose of this study was to identify the relationships between professionalism, job involvement, organizational commitment and turnover intention among clinical nurses. Methods: The data were collected using a questionnaire from 1,419 nurses who were working in 35 different general hospitals in Korea. For data analysis, descriptive statistics, t-test, ANOVA, Pearson's correlation coefficient and $Scheff{\grave{e}}$ test with SAS program were used. Results: The means of professionalism, job involvement, organizational commitment, turnover intention were 80.90 (min25~max125), 22.22 (min7~max35), 48.63 (min15~max75), and 11.47(min4~max20) respectively. There were statistically significant correlations between professionalism, job involvement, organizational commitment and turnover intention. Conclusion: It is necessary to develop a program for nurses to improve the levels of professionalism, job involvement, and organizational commitment, which would result in reducing turnover rates of clinical nurses.

• The Journal of the Korea Contents Association
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• v.19 no.2
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• pp.22-35
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• 2019

Utilizing fit theory in strategic human resource management, this study examines the impact of two HR practices on newcomer turnover rates. While there is a growing body of research identifying the linkage between high-performance work systems(HPWS) and improved organizational performance through higer employee commitment, little research addresses how specific mechanisms among the systems deliver different performances to organizations. Using management by objective(MBO) and job rotation in HPWS, we found a strong main effect of each practice-it decreases newcomer turnover rates. This main effect becomes stronger when one practice combined with another, showing synergy exists. Linking HPWS research to turnover, this study provides insightful evidence of interactions between MBO and job rotation for organizational performance.

• Journal of Korean Institute of Industrial Engineers
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• v.19 no.2
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• pp.95-103
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• 1993

We address a new storage policy, called Skip-k storage, which gives storing priority to the items with relatively higher turnover rates. Applying the policy in storage systems such as AS/RS will reduce expected travel distance considerably. We analyze system behavior and find an appropriate skip size expressed by the system parameters in case arrival rates become larger enough.

• Journal of the Korean Data and Information Science Society
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• v.16 no.2
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• pp.237-253
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• 2005

In Korea, the volume of insurance industry has been increased rapidly with helping the economic growth, the increment of GNP and derive of public welfare policy. But the other side of the volume increment, the life insurers have some problems, such as the high rate of turnover, lapses and surrenders, in processing of acquiring more insurance contracts. The object of this paper is the analysis of the causes and properties of the high rate of turnover, lapses and surrenders using statistical survival model. Also we hope that the insurers will use the results of analysis to reduce the rates.

• Journal of Korean Academy of Nursing Administration
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• v.10 no.4
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• pp.427-436
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• 2004

Purpose: The purposes of the study were to describe the prevalence, sources and feelings of verbal and physical violence experienced by nurses and to identify the association of violence episodes and their intent and attempt to turnover. Method: Data were collected from the self reported survey of 589 nurses working in various clinical settings in three different hospitals. SPSSWIN 11.0 program was utilized for data analysis using descriptive statistics and Chi-square test. Result: The findings revealed that the majority of nurses had experienced verbal violence(93.7%) and physical violence(23.4%) at work. The most common sources of violence were by patient's families(61.6%), patients(60.3%), and physicians(48.4%). The most common feeling experienced after an episode of violence were anger(56.6%) and resentment(50.9%). 78.1% of those experienced verbal violence and 86.2% of those experienced physical violence reported that they had intent to turnover after violence episodes. Conclusion: Considering the high prevalence of physical and verbal violence experienced by clinical nurses, organizations must develop administrative support system, preventive education and policy to deal with various causes of violence. This will eventually prevent high turnover rates among clinical nurses related to the violence experiences.

• Journal of Navigation and Port Research
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• v.39 no.6
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• pp.545-552
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• 2015

This study One of the key elements of corporate competitiveness in the modern world of unlimited competition is human resource management. The reason that the world's leading companies are devoting a lot of investment and effort for good human resource development and management is that human resource can impact firm survival. In particular, there is little research on the internal and external environmental stimuli and job stress in the employee of small business which are often led to turnover, while they have suffered from chronic shortage of manpower. The purpose of this study is to determine the turnover factors in the small logistics companies and contribute to stable maintenance of workforce, facilitating human resource management and minimizing turnover. This study empirically analyzed the factors of the turnover in the organization of logistics companies from Busan Port, South Korea, which became one of the national infrastructure and the fifth world largest harbor. The conclusion proposed the development and direction of the human resource management which could promote the job environment improving the turnover factors and creating sustainable work condition through conducting preventive measures. The results indicated that the highest turnover rates was found in the category of field work, and the highest turnover group was from the 'less than one year', which implies that high turnover rates after and during job training might be greater cost to the companies than early turnover. The most common reasons for the high employee turnover were 'excessive workload' and 'dissatisfaction with wages'. Followed reasons including 'troubles with managers' and 'failure in organizational adaptation' can be understood in line with worse working conditions of the small logistic companies. It turned out that the preventive programs of the logistic enterprises had little effect through 'incentives system' and 'improving wage system' which are mainly conducted. The human resource managers appreciated the importance of 'wage raise' and 'benefits improvement'. This study is aimed at contributing to efficient human resource management through understanding of the turnover causes and human resource managers applying preventive measures. In particular, this can benefit small port logistics companies securing competitiveness and promoting persistent growth and development.

• Journal of Digital Convergence
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• v.15 no.1
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• pp.403-412
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• 2017

The purpose of this study was to investigate the moderational effects of self-efficacy on the relationship between job satisfaction and turnover intention of nursery teachers. Data were collected from 355 nursery teachers on JSS, TIS, and SES, which then were analyzed using correlation and multiple regression. The major findings of this study were as follows: First, job satisfaction was positively related to self-efficacy, Second, job satisfaction was negatively related to turnover intention. Third, self-efficacy was negatively related to turnover intention. Fourth, self-efficacy had moderational effects on the relationships between job satisfaction and turnover intention. The above findings imply that various programs should be taken to enhance the self-efficacy of teachers in order to reduce turnover rates.