• Information Systems Review
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• v.22 no.3
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• pp.31-58
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• 2020

Based on the social control theory, this study intends to find out the influential factors of organizational members' information security policy compliance (ISPC). Survey data from 195 military officers were analyzed to examine the effect of ethical disposition (morality, responsibility, the perceived value of ethical education) and perceived work environment (relationships with supervisors, overwork, and pay satisfaction) on ISPC attitude, ISPC intention, and turnover intention. The results of partial least squares structural equation modeling (PLS-SEM) show that ethical dispositions affect ISPC attitude and that work environments (except for pay satisfaction) affect turnover intention. In addition, ISPC attitude significantly mediates relations between ethical disposition and ISPC intention, between relationships with supervisors and ISPC intention, and between turnover intention and ISPC intention. These findings suggest that ethical disposition factors can predict an individual's security awareness level, and the ISPC attitude is a significant variable in the organizational security context.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.12
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• pp.8343-8349
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• 2015

This study was done to identify the relation among workplace bullying, burnout and turnover intention among nurses. The participants were 270 nurses from four general hospitals. Data were analyzed using descriptive statistics, pearson's correlation analysis, and stepwise multiple regression with the SPSS/PC 18.0 program. Workplace bullying (r=.35, p=.000) and burnout (r=.64, p=.000) had positive correlation with turnover intention. The predictors of turnover intention were person-related workplace bullying, work-related workplace bullying, emotional exhaustion and depersonalization. The results of the study could be used to develop a program for reducing nurses' turnover intention.

• Korean Business Review
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• v.18 no.2
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• pp.1-20
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• 2005

This study examined the relationships between career commitment and job attitudes and the moderating effects of organizational support in their relationships in a sample of 230 employees of Korean venture firms. The results indicated that career commitment was positively related to skill development, and negatively to career withdrawal intention and turnover intention and that organizational support moderated the relationships between career commitment and career withdrawal intention and between career commitment and turnover intention. Finally, the implications and the limitations of this study were discussed.

• Journal of dental hygiene science
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• v.12 no.6
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• pp.666-674
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• 2012

The purpose of this study was to examine the job-related characteristics of dental hygienists affecting their job satisfaction and turnover possibility. The subjects in this study were 297 dental hygienists who worked in dental hospitals and clinics in the metropolitan area. The dental hygienists who worked for three to less than five years, who were unmarried and who didn't benefit from any incentive systems expressed a greater satisfaction, and those who were married, whose workplaces were established jointly with other dental institutions in the form of a network and whose workplaces offered incentives were more likely to change their employment. As for influential factors for job satisfaction and turnover possibility, the respondents whose workplaces were established jointly with other dental institutions were less satisfied, and a larger number of patients and better communication led to higher satisfaction. Those who worked in general hospitals were more likely to change their employment, and better welfare benefits, more appropriate length of working hours and a larger number of patients led to lower turnover responsibility. The findings of the study ascertained that working environments were one of the factors to impact on job satisfaction and turnover possibility, and both of hospitals and dental hygienists should make an effort to improve working environments.

• The Journal of the Korea Contents Association
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• v.14 no.11
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• pp.260-271
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• 2014

This study is on the investigation on the influence of job stress to the turnover intention conducted with 332 teachers working at child care centers and kindergartens in Chungnam, Chungbuk and Daejeon areas. And, during the course of investigation, moderator effect of the organizational health is tested. The main results of this study are as follows; First, according to the investigation on the major causes on the turnover intention, the child care center teachers show their turnover intention in the order as the center head's leadership on the organizational health, the job stress, the health condition and education status, and the kindergarten teachers show their turnover intentions in the order as the job stress, the structure of the organizational health, the teacher's capability and the health condition. Second, according to the investigation on the interaction effect between the job stress and the subfactor of the organizational health, the domain of leadership of the center head for the child care center teachers and the domains of organization structure and teacher's capability for the kindergarten teachers are shown to be statistically significant so that moderator effect is found in the relationship between the job stress and the turnover intention. Based on the results of these studies, several alternatives were suggested in order to reduce the turnover intention.

• The Journal of Society for e-Business Studies
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• v.17 no.4
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• pp.221-242
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• 2012

The rising value of software developers has made corporations, including IT companies, to focus on recruitment of software developers. However, the domestic software industry, where SMEs represents quite a large proportion of the industry, is facing problems of low rate of human resources and high rate of job turnover. These problems have not been solved until today. This study hypothesizes that software developer's job satisfaction has an effect on organizational engagement and intention to job transfer. The purpose of this study is to provide implications on desirable human resources management and work environment, that lowers intentions to job transfer by elevating job satisfaction of the software developers. The results of the study reveal that among job satisfaction factors, recognition, autonomy, work-life balance, work environment have significant effects on fob satisfaction. Also, the software developer's job satisfaction elevates organizational engagement and lowers intention to job transfer. In addition, job satisfaction is has partly has mediating effect between job satisfaction and intention to job transfer. Several practical implications are discussed.

• Korean Journal of Social Welfare
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• v.67 no.3
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• pp.31-55
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• 2015

The purpose of this study is to identify the effect of verbal violence experience by employees on turnover intention and the mediating effect of customer-member exchange(CMX) and job satisfaction in local healthy family support center(HFSC). Additionally, the multi-group analysis and latent mean analysis showed varying results across working for general service and child-care service. For the purpose, study conducted a survey among all the employees at 56 local HFSC in Seoul and Gyeonggi-do Province. Of a total of questionnaires distributed, 319 were returned and analysed. The result of this study were as follows First, verbal violence experience by employees effected on CMX, CMX effected on job satisfaction, job satisfaction effected on turnover intention. Second, CMX and job satisfaction acceptance have statistically significant mediating effects between verbal violence experience and turnover intention. Third, as result of multi-group analysis, the structural relationship were no significant differences found in job position. In the latent means analysis, working for child-care service showed significantly higher latent mean values in verbal violence experience and CMX than general service. Based on the results, policy and practice implications of this study were discussed intervention with considerations given to the difference of the job position.

• Journal of the Korean Applied Science and Technology
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• v.37 no.3
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• pp.582-593
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• 2020

The purpose of this study was to investigate the effect of parenting stress and role conflict on turnover intention in hospital nurses. This study was 142 nurses working in university hospitals and two general hospitals. The analysis of the collected data was analyzed by using SPSS / WIN 23.0. The average score were parenting stress 2.50 out of 4, role conflict 2.48 out of 5, and turnover intention 2.71 out of 5. In order to analyze the factors affecting the turnover intention, multiple regression analysis was conducted using the role conflict, parenting stress, and job satisfaction. Parenting stress (β= .257 p<.001), job satisfaction (β= .242, p<.001) and role conflict(β=.161 p<.001) were resulted. The explanatory power of these factors Was 45.6%. In conclusion, the turnover intention of hospital nurses was found to be an important factor of parenting stress, role conflict, and job satisfaction. In order to lower the parenting stress and role conflicts and reduce the turnover intention of married nurses, it is necessary to reduce the parenting stress and role conflict in the hospital and home. To improving the job satisfaction of the nurses, it is necessary to improve the workplace environment and welfare.

• Journal of Digital Convergence
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• v.17 no.3
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• pp.341-351
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• 2019

The purpose of this study is to provide basic data for effective human resource management by clarifying the relationship among ward operation support system of ward nurse, nursing performance, job satisfaction, burnout and turnover intention. The subjects of this study were 137 nurses working at comprehensive nursing care service wards of less than 500 beds in B and C city. Data were collected using structured questionnaires, and analysis was conducted using SPSS/WIN 21.0 and AMOS 18.0 programs. As a result of the path analysis, variables directly affecting the turnover intention of nurses working at the comprehensive nursing care service wards are ward operation support system and burnout, and indirect influences are nursing performance and job satisfaction. Burnout has the most direct effect on turnover intention, which is directly influenced by job satisfaction and nursing performance. Ward operation support system was confirmed to have a direct effect on job satisfaction. Therefore, in order to reduce the turnover intention of nurses working at the comprehensive nursing care service wards, strengthening ward operation support system in order to improve job satisfaction and measures to reduce the burnout and burden of nursing performance are needed.

• Industry Promotion Research
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• v.9 no.4
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• pp.333-340
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• 2024

This study aimed to identify the turnover intention of caregivers working in long-term care welfare facilities for the elderly due to relationship conflicts and to identify ways to reduce turnover intention. For this purpose, a self-reporting survey was conducted, and 345 copies of data collected from January 1, 2024 to February 10, 2024 from nursing caregivers of elderly care welfare facilities belonging to the Korean Federation of Regional Associations of Long-Term Care Institutions in Gyeonggi Province were analyzed. The analysis method was SPSS 25. 0 program to calculate the internal consistency, frequency analysis to identify the general characteristics of the research subjects, descriptive statistical analysis to identify the level of the research variables, and one-way ANOVA and Scheffe's post hoc test to identify differences in the research variables according to the characteristics of the research subjects, Correlation analysis (pearson's correlation) was conducted to identify the correlation between the research variables, multiple regression analysis was conducted to verify the mediating effect, and it was revalidated by bootstrapping method using SPSS Process Macro. The results of the analysis showed that relationship conflict and turnover intention of caregivers were positively correlated, and it is significant that it provides a basis for human resource management of elderly care welfare facility organizations and practical measures to increase the accessibility and utilization of long-term care worker centers.