• Journal of Digital Convergence
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• v.18 no.4
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• pp.211-219
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• 2020

The purpose of the study is to identify the structural equation modeling among work-life balance(WLB), organizational commitment, subjective career success, and turnover intentions. The study data came from 199 respondents, as flight attendants working for large domestic airlines. The research tested structural equation modeling by utilizing the SPSS20.0 and AMOS20.0 statistical program. As the results, the study found that WLB would have a negative impact on organizational immersion, and secondly, the hypothesis that WLB has a positive impact on the subjective career success of the flight attendants. Third, the hypothesis that the organization immersion of the flight attendants would have a positive impact on subjective career success, and fourth, the hypothesis that organizational immersion has a negative impact on the turnover. However, fifth, the hypothesis that subjective career success would have a negative impact on turnover was dismissed. Finally, the hypothesis that WLB would have a positive impact on turnover was adopted. Based on the results of this analysis, the research presents highly significant theoretical and practical implications.

• Management & Information Systems Review
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• v.35 no.1
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• pp.253-271
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• 2016

This study is to investigate the impact of the social capital on organization trust, and the impact of the organization trust on recommendation intention, and turnover intention. And by this it is also to integrally analyze through what route social capital affects the recommendation intention and turnover intention. An actual analysis through covariance structural equation model was made targeting the members of small and medium sized manufacturing companies. The results of the actual analysis showed that the relational dimension in the social capital had an positive(+) and the most pervasive effect on the organization trust. Relational dimension refers to the formation relationships among members and has a significant value in the interaction in the relation between subordinates and superiors, between colleagues, and between departments. Secondly, the cognitive dimension in the social capital was revealed to have no significant effect on the organization trust and structural dimension was revealed to have a positive(+) effect on the organization trust. Structural dimension refers to the capital value which shows itself in the social network and relationship existing between the members and is formed through building the best network within an organization. Thirdly, organization trust was revealed to have a positive(+) impact on the recommendation intention and to have a negative(-) impact on the turnover intention. Finally, the summary, implications, limitations, and future research direction of this study were presented.

• Journal of Advanced Technology Convergence
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• v.2 no.2
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• pp.49-55
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• 2023

As interest in "beauty" increases due to the improvement of a high cultural level, job stress and emotional labor caused by nail workers working are gradually increasing, and it is judged that it should be solved in the beauty industry. This study investigated the effect of working stress and emotional labor on turnover intention of nail workers, and the survey tool was a questionnaire for 250 nail industry workers in Daejeon and Chungcheong. The SPSS 21.0 statistical program was used to analyze the collected data, and the research results showed that job stress and emotional labor of nail workers had a statistically significant correlation with turnover intention, indicating that there was a correlation between general job stress and emotional labor. Therefore, it is considered very important for research in this field to analyze the impact of job stress and emotional labor on turnover of nail industry workers and to provide basic data necessary for the development of this field, job satisfaction improvement, and work stress response. In order to establish the nail field as a part of the growing beauty industry, it is expected that there will be better research results if the turnover rate is reduced and compared and analyzed to improve job satisfaction through analysis of the causes of job stress and emotional labor of nail industry workers.

• Journal of dental hygiene science
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• v.16 no.2
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• pp.142-149
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• 2016

The number of male dental hygienists has been continuously increasing in dental services. The purpose of this study aimed to identify the relationship between job stress, job satisfaction, and turnover intention in male dental hygienists and to provide basic data to improve their job satisfaction. The study population was 110 Korean male dental hygienists working for dental clinics or hospitals. The data were collected from November 10 to December 7, 2015. After an explanation about the objective of the study, 110 questionnaires were distributed via email, and 97 responses were analyzed using SPSS. Overall averages of job stress, job satisfaction and turnover intention in male dental hygienists were 3.05, 2.92, and 3.47 out of 5, respectively. Some sub-factors of job stress, including interpersonal relationships at the workplace and future prospects of dental clinics, were proven to have statistically significant negative influence on job satisfaction (p<0.001). Regression analysis was performed with job stress and job satisfaction as independent variables and turnover intention as a dependent variable. Results showed that job stress had a positive effect on turnover intention (p<0.01) while job satisfaction had a negative effect on turnover intention (p<0.001). Job satisfaction was revealed to have statistically significant negative influence on turnover intention (p<0.001). Some of sub-factors of job stress, including work environment and future prospects of dental clinics and professional position, had a positive effect on turnover intention (p<0.05). The study showed that higher job stress led to higher turnover intention, and higher job satisfaction led to lower turnover intention. Accordingly, job stress and job satisfaction are critical factors for turnover intention in male dental hygienists.

• Journal of Digital Convergence
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• v.13 no.8
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• pp.337-344
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• 2015

The purpose of this study is to provide nurses with basic data to prepare for systematic and stable retirement plans and successful aging by investigating successful aging, turnover intention and retirement plans of nurses in small and medium-sized hospitals and identifying correlations. The participants of 290 subjects were recuited from hospital nurse in G City. A structured questions was used to collect data, and data was analyzed using descriptive statistics. Methods: Statistical analysis was made with collected data by using SPSS WIN 18.0 program. The results of this study were summarized as follows Results: Successful aging and retirement plans shows a positive correlation(r=.13. p=.022), emotional retirement plans and perception of successful aging showed a positive correlation((r=.16, p=.007). Conclusion: Study results suggested that, required to provide nurses with stable working environment and help nurses to establish systematic and specific long/short-term plans and carry out the balanced retirement plans from economic, physical and emotional perspectives in order to increase nurses' perception of successful aging and retirement plans and reduce the turnover rate.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.12
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• pp.8210-8221
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• 2015

The goal of this study is to examine the effects of a leader's behavioral integrity on subordinates' intention to leave with the mediating roles of their cognitive and affective trust in their leader. After collecting data from 357 employees in a variety of organizations, we tested hypotheses with structural equation modeling(SEM). This study shows that there are statistically significant relationships among a leader's behavioral integrity, subordinates' cognitive/affective trust and intention to leave. A leader's behavioral integrity with the fully mediating roles of subordinates' cognitive and affective trust affects on their intention to leave negatively. Limitations in this study and suggestions for the future study are discussed.

• The Journal of the Korea Contents Association
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• v.14 no.8
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• pp.442-452
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• 2014

The purpose of this study is to identify the effect of job satisfaction on turnover intention by employment type, suggest positive influence to the HRM. The questionnaire was distributed from February 3rd to 23rd, of the 300 distributed questionnaire 271 copies were used in the analysis by t-test and multiple regression method to give a response rate of 90.3%. The results of the study were as followed; Firstly, it was found that the factors of job satisfaction, work itself and superiors are significant differences by employment type. Secondly, it appeared that turnover intention influenced by job satisfaction was revealed to negative significant results by work itself, promotion and payment. Based on these findings, this paper suggests implications and limitation of the research as well as future directions for the study.

• Journal of Digital Convergence
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• v.15 no.6
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• pp.305-314
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• 2017

The purpose of this study was to examine relationships among resilience and job Stress, turnover intention and vitality in general hospital nurses and to provide the basic data for the development of resilience intervention programs. The data were collected from 140 nurses working in the four general hospital located S and Y city using self-reported questionnaires and February 1 2017 to February 17 2017. The data were analyzed by descriptive statistics, T-test, ANOVA, Pearson's correlation coefficient, and multiple regression with SPSS 20.0 program. Resilience was found to be in a significant positive correlation with job stress, turnover intention and vitality. The result of the multiple regression indicates that work pattern and vitality predict 31%(F=10.01, p<.001) of resilience. Therefore it is necessary to develop convergence program to strengthen the resilience of clinical nurses'.

• Culinary science and hospitality research
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• v.18 no.4
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• pp.100-117
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• 2012

The purpose of this study is to investigate the structural relationships among frontline hotel employees' core-self evaluations (self-esteem, generalized self-evaluations, locus of control, and emotional stability) as personal resources, customer verbal aggression as a job stressor, and turnover intention as a job outcome. Data were gathered from a sample of frontline employees of 10 five-star hotels in Busan via self-administered questionnaires. A total number of 405 questionnaires were utilized. This study used structural equation modeling to verify the research model and hypotheses. As hypothesized, the results demonstrated that core-self evaluations reduced customer verbal aggression and turnover intention, and customer verbal aggression amplified turnover intention. Finally, practical implications were discussed in detail and limitations of the study and future research directions were also suggested.

• Journal of dental hygiene science
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• v.6 no.3
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• pp.147-152
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• 2006

The purpose of this study was to help decrease turnover and to make full use of dental hygienists and to help improve management by managers. After relevant literature and data were reviewed, a survey was conducted on dental hygienists, who worked at dental institutes in different areas, for about four months from September through December, 2004, to find out their turnover intention and job satisfaction level. When the collected data were analyzed, the following findings were given: 1. The collective average of the dental hygienists investigated in job satisfaction was $3.30{\pm}0.70$. By area, they expressed the best satisfaction at a clear role factors with a mean of $3.53{\pm}0.73$, and they were pleased with wages factors and promotion factors the least with an average of $3.14{\pm}0.70$ and $3.18{\pm}0.80$. 2. The collective average of the dental hygienists investigated in turnover intention was $3.23{\pm}0.77$. As for connections between general characteristics and turnover intention, By age, those who aged in 21 and 25 were most intended(p < 0.001). The unmarried dental hygienists were more intended than the married ones(p < 0.001). By type of hospital, those who worked at dental clinics were most intended(p< 0.01). By career, those who had worked at one to three years were intended the most(p < 0.001), and as to the length of service at current work places, those who had worked at their current work places for one to three years were intended the most(p < 0.001). By monthly mean pay, those whose pay ranged from 1.3 to 1.6 million won found their turnover most intended(p< 0.01). 3. Regarding correlation among turnover intention and job satisfaction were both inversed correlationship, and wages factor(r = -0.249, p < 0.01) and interrelationship factors(r = -0.218, p < 0.01) had a strong correlation to turnover intention, and clear role factors had a strong correlation to job contents factors by job satisfaction(r = 0.612, p < 0.01), and job satisfaction factors had a strong correlation to job contents factors(r = 0.759, p < 0.01).