• Journal of Korean social welfare administration
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• v.21 no.2
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• pp.257-285
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• 2019

This study attempts to examine effect of personality traits and organizational support and fairness on turnover intention. For the examination, this study uses survey data from 380 social workers of 28 community social service agencies in Seoul, Gyeonggi, Incheon areas and utilizes hierarchical multiple regression analysis. The major findings are as follows: first, in the model including personality trait and excluding organizational factors, only agreeableness was statistically significant for turnover in negative relationship; and secondly, in the full model with personality trait and organizational factors, only perceived organizational support and distributive fairness (outcome fairness) were statistically significant for turnover intention in negative relationship. Thus, controlling for other factors in the full model, personality trait was not significant factor for turnover intention and only organizational support and fairness were significant factors for turnover intention. Based on these results, this study discusses theoretical and practical implications for advanced human resource management of social service agencies.

• Journal of Venture Innovation
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• v.7 no.1
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• pp.151-166
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• 2024

The global economic growth rate has been slowed due to changes in the economic and social environment related to the recent trends in the construction market and construction industry, prolonged inflation, intense tensions among countries, and increased interest rates. Since the workers in the construction industry, due to the nature of the industry, move to another site after the completion of an awarded project rather than staying for a long time while performing work at one workplace, various issues are brought out such as poor working environment resulting from unfairness in construction contracts, aging of workers, their anxiety, and job instability. The previous studies on the turnover intention of construction industry workers mainly dealt with external aspects such as leadership, job embeddedness, and organizational citizenship behavior, while the psychological impact was overlooked. The purpose of this study was to develop a measure to reduce or alleviate turnover intention of construction industry workers by verifying empirically the relationship among psychological capital, organizational commitment, and turnover intention among them. For the purpose, whether psychological capital influences organizational commitment and turnover intention, the impact of organizational commitment on turnover intention, and whether organizational commitment has a mediating effect in the relationship between psychological capital and turnover intention, among 310 construction industry workers in the metropolitan area. The results are as follows: First, hope and self-efficacy were found to have a negative (-) effect on turnover intention, while resilience and optimism from psychological capital did not have a significant effect. Second, hope, resilience, and optimism from psychological capital were found to have a positive (+) effect on organizational commitment, while self-efficacy from psychological capital had no significant effect. Third, organizational commitment was found to have a significant mediating effect on the relationship between hope from psychological capital and turnover intention. The results of this study showed that, in construction industry workers, psychological capital affects turnover intention through the mediating effect of organizational commitment. While previous studies mainly considered external influences on the turnover intention of construction industry workers, this study has academic implications in that it sought to strengthen organizational commitment and alleviate turnover intention by approaching psychological aspects. As a practical implication, it was found that higher self-efficacy and hope for work in the organization, from psychological capital, in the construction industry workers were found to lower turnover intention through job performance in a psychologically stable state. It is considered, therefore, that various systems, including job autonomy and flexible work, should be established to improve self-efficacy and hope.

• Fire Science and Engineering
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• v.33 no.6
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• pp.142-151
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• 2019

This study examined job satisfaction among fire protection system management workers in the fire industry and analyzed how job satisfaction affects turnover intention. The results revealed that, among the control variables, including age, rank, academic background, payment, total career, license, and tasks, significant differences in job satisfaction were found in the tasks between groups, while no significant differences in turnover were found in any control variable between groups. Additionally, the results revealed that, among the lower variables of job satisfaction, increased satisfaction with payment and organizational system affected the degree of turnover intention, while work and promotion did not. These results are to be used as data for human management of technicians and for creating alternatives. Future studies are required to establish a reasonable task rotation cycle for raising job satisfaction, to examine the current status of low-cost orders and countermeasures, and to analyze the direction of development of fire protection system management business.

• Journal of the Korean Data and Information Science Society
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• v.24 no.6
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• pp.1369-1384
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• 2013

In this study, we investigate various factors affecting five kinds of life planners' satisfaction after turnover which are general, human relations within organization, sales environment support, economic, life planner management system. Also we suggest theoretical and practical implication to them. The results of survey of life planners are as follows. First, in the general life planners' satisfaction after turnover, insurance company belonged to, recognition on own sales ability, life planners' satisfaction level, financial and insurance related award, education level, marital status, size of branch, and surrounding recognition about life planner are influential factors on it. Second, factors which affect the life planners' human relations satisfaction within organization after turnover are size of branch, surrounding recognition about life planner, and insurance company belonged to. Third, factors which affect the life planners' sales environment support satisfaction after turnover are surrounding recognition on life planner, insurance company belonged to, certificates relating to finance or insurance, size of branch, Fourth, in the solicitors' economic satisfaction after turnover, mainly demographic factors such as education level, marital status, age are crucial to it and also life planners' satisfaction level is influential factor. Last, in the solicitors' management system satisfaction, only experienced turnover type is a influential factor.

• Journal of Digital Convergence
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• v.18 no.11
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• pp.547-558
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• 2020

This is a convergence study to investigate the factors affecting the job stress of new nurses. The subjects of this study were 170 nurses and collected data by self-reported questionnaire. Data were analyzed by descriptive statistics, indepentent t-test, ANOVA, correlation and stepwise multiple regression analysis. The results of this research were the explanatory power was 57.2% with emotional labor, interpersonal relationship and turnover intention on job stress. As a result, it was confirmed that strengthening emotional labor management ability, interpersonal relationship ability and turnover intention was important to reduce job stress. It is necessary to study repeatedly the predictors of job stress through objective measurement.

• Journal of the Korea Convergence Society
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• v.11 no.7
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• pp.389-397
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• 2020

This study is a descriptive research to investigate the effects of nurses', job embeddedness and nursing work environment on turnover intention. The participants were conducted in 4 general hospitals with more than 300 hospital beds located in G metropolitan city and targeted 203 nurses who understood and agreed with the purpose of the study, and conducted from october to december 2019. The data were analyzed using SPSS 23.0 program, frequency analyzed t-test, ANOVA, Pearson's correlation, and Multiple regression. The factors influencing on turnover intention of clinical nurses were found to have negative effects on job embeddedness and nursing work environment. Therefore, it is necessary to develop and train programs to increase the job embeddedness of clinical nurses. At the same time, efforts should be made to improve the nursing work environment to reduce the turnover intention of their.

• Journal of Digital Convergence
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• v.19 no.10
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• pp.209-220
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• 2021

This study sought to examine the impact relationship of the mediated effects of organizational justice on the effects of workplace bullying on turnover intentions. The research hypothesis was verified using SPSS 24 and smartPLS 3 by analyzing 400 surveys of small and medium enterprise workers. Studies have shown that increasing bullying in the workplace also increases emotional depletion and turnover intentions. Emotional depletion has been shown to significantly mediate the impact relationship between workplace bullying and turnover intentions, and organizational justice has laid a theoretical foundation for significantly moderating the impact relationship between workplace bullying and emotional depletion. Therefore, it presented practical implications to increase competitiveness through the well-being and growth of individuals and businesses by increasing respect and sensitivity for workers through compulsory bullying prevention education and various programs. Future research requires research using various variables to prevent bullying.

• Journal of Digital Convergence
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• v.19 no.6
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• pp.47-52
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• 2021

This research emphasized that the importance of key elements of job characteristics such as technical diversity, task identity, task importance, autonomy, and feedback. Moreover, it focused on verifying the effects of these five elements on turnover intention through Self-Efficacy. To verify this, an empirical analysis was conducted on employees of the service industry in China. Through empirical analysis, it was found that all five elements of job characteristics improve Self-Efficacy. Furthermore, Self-Efficacy was found to degrade the level of turnover intention. Furthermore, it has been verified that self-efficacy has a fully mediated effect in the relationship between the two elements(technical diversity, autonomy) of job characteristics and turnover intention. Through this research, it was revealed which elements of job characteristics had the greatest influence on self-efficacy. Finally, based on this research, we presented useful implications in human resource management to practitioners of Chinese service companies and Korean service companies seeking to enter China and future research directions were discussed.

• Journal of Digital Convergence
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• v.19 no.3
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• pp.263-272
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• 2021

The purpose of this study was to test the mediating effect of WLB on the relationship between the nursing practice environment and turnover intention of nurses. Data were collected from October 5 to October 30, 2020 for 144 nurses for more than 6 months at three general hospitals located in A-do. Data analyzed using the SPSS/WIN 23.0 program by t-test, ANOVA, Pearson's correlation coefficient, and regression analysis. As a result of the study, WLB was partial mediating role in the relationship between the nursing practice environment and turnover intention. Therefore, in order to reduce the turnover rate of nurses, it is necessary to develop and apply programs along with organizational human resource management strategies to positively improve the nursing practice environment of nurses and to promoting WLB. Based on the results of this study, we intend to provide basic data to reduce the turnover rate of nurses by positively recognizing the nursing practice environment of nurses and improving WLB.

• Journal of the military operations research society of Korea
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• v.36 no.3
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• pp.113-134
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• 2010

The purpose of this study is to investigate the moderating effects of psychological contract violation and self-control on the relationship between abusive supervision and subordinates' work-related attitudes. Results show that abusive supervision was positively related to subordinates' turnover intention, whereas it was negatively related to their organizational commitment. Futhermore, it is surprising that the moderating effects of psychological contract violation and self-control showed an unexpected pattern. Implication of these results as well as strengths, limitations, and avenues for future research are discussed.