• Journal of the Korea Society of Computer and Information
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• v.27 no.11
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• pp.271-276
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• 2022

A company or organization introduces various management techniques and systems to achieve performance in a situation where it does not provide or fails to provide motivating factors such as the provision of parts required or required by employees to achieve desired results. It puts a burden on the employees mentally and physically. If this situation continues for a long time, it can be called job burnout. Job burnout is due to long-term exposure to increase in production based on new management techniques and new technologies implemented by companies or organizations for survival and to achieve excessive work demands through overtime and holiday work to achieve this. It is defined as a state of emotional and mental exhaustion. Therefore, this study investigated how mental and work-related bullying affects job burnout and job commitment, and how they affect turnover intention. As a result, workplace bullying has a positive effect on job burnout and has a direct effect on turnover intention. Therefore, in the case of dental clinics, it is judged that a lot of effort should be put into workplace bullying and job burnout in order to prevent the turnover of excellent talents.

• Journal of Service Research and Studies
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• v.6 no.4
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• pp.1-13
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• 2016

Emotional labor may lead to service failure in service industries. Managers of an organization or a company can contribute to service recovery by reducing stress related to emotional labor. The aim of this study is to identify the antecedents and consequences of service recovery in respect of emotional labor. Data was surveyed from frontline employees to achieve the research purpose. The hypotheses were examined empirically using statistical tools. Results are as follows. First, surface acting had a negative impact on service recovery performance and deep acting had a positive impact. Second, empowerment and motivation had an influential relationship positively on service recovery performance. Third, service recovery performance was negatively related to intention to quit. In conclusion, managing employees' emotional labor strategies and work environment will bring high service recovery performance and low intention to quit.

• Journal of Digital Convergence
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• v.14 no.2
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• pp.99-114
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• 2016

The purpose of this research is to identify the relationship between EVLN and job insecurity of workers and to establish the mediating effect of perceived organizational obstruction in the relationship with job insecurity and EVLN. For the proof analysis of this research, a survey was done on 350 people on/off line. Summary of the result of the research is as follows. Perceived organizational obstruction has mediating effects in the relationship with job insecurity, exit, voice and neglect. This study contributes to the understanding of perceived organizational obstruction by developing an theoretical model, incorporating the role of job insecurity and EVLN. In conclusion, this study suggests that in the organization developing EVLN, job insecurity and improving workplace spirituality of employees needs to be considered for adaptation.

• Journal of dental hygiene science
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• v.6 no.1
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• pp.11-17
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• 2006

The purpose of this study was to help prevent the turnover of competent dental hygienists in a bid to boost the efficiency of personnel management for dental health care workers and provide higher-quality oral health services. After relevant literature and data were reviewed, a survey was conducted on dental hygienists, who worked at dental institutes, for approximately four months from September to December 2004 to identify what affected their turnover. The findings of the study were as below: 1. Regarding turnover experience, 39.7 percent of the dental hygienists investigated had such an experience. As to turnover frequency, those who took up another employment once made up the largest group(28.2%), followed by twice(8.0%) and three times(2.9%). The most dominant turnover reason was working conditions(66.7%), followed by seeking being hired by larger institutes(36.2%), pay(21.7%), relationship with dentists(11.6%) and commuting distance(11.6%). 2. As for their hope for turnover, 82.8 percent hoped to take up another employment, and working conditions were cited as the most common reason(44.4%), followed by pay(33.3%), commuting distance(18.1%), marriage(13.2%), health/use of leisure time(11.8%), and commuting time(10.4%). 3. Concerning preference for future workplace, 38.5 percent, the largest group, wanted to work at public health clinics. As to a preferred term of working as dental hygienists, 50.0 percent, the greatest group, hoped to serve as dental hygienists until they are financially secure. 34.5 percent, the second largest group, intended to keep working until they reach the age limit. In regard to their responsibility for family economy, 47.7 percent, the greatest percentage, shouldered the partial responsibility for that, and 31.6 percent assumed no responsibility. 4. As to their intention to quit working as dental hygienists, 61.5 percent were willing to do that, and marriage(29.0%) was singled out as the most frequent reason, followed by working conditions(27.1%), child birth(22.4%), health/housework(18.7%), pay(15.9%) and learning/use of free time(15.0%).

• Culinary science and hospitality research
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• v.22 no.4
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• pp.222-239
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• 2016

This study is composed of both a research of research literature and empirical analysis. With regard to literature based, consideration was given to present conditions of domestic coffee shops, thhe definition of barista, the duty characteristics baristas, and intention to change job. Empirical analysis established hypotheses and verified the effect of duty characteristics on job satisfaction and turnover intention. A survey to verifying the hypothesis of study was performed for 400 baristas who were working at their coffee shops with selecting coffee shops randomly in Seoul and Kyeonggi-do. 2012.08.15~2012.08.30, for 15 days, I performed survey, without faithless answers and questionnaires which weren't written, I used total 331 papers for actual analysis. Collected basic data were analyzed through SPSS 18.0 program by frequency analysis, correlation analysis, factorial analysis, reliability analysis, regression analysis, and so on. I suggested like this for managing effective human resources. For increasing satisfaction of duty of barista, manager should give opportunity for attending important duty to barista, and because of this, barista can feel sense of responsibility and self-esteem.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.10
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• pp.382-392
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• 2017

This study analyzed the effect of an employee's psychological capacity(positive psychological capital), on perceived work overload, and explored how trust in supervisor moderated this relationship. In addition, we examined how positive psychological capital and perceived work overload influenced turnover intention. In doing so, we identified the antecedents of perceived work overload, and suggested ways to nurture positive psychological capital in organizations. Using survey data from 214 employees in the manufacturing industry in Korea, we found that positive psychological capital was negatively related to perceived work overload, and that the relationship was moderated by trust in supervisors. In addition, positive psychological capital was negatively associated while perceived work overload was positively associated with turnover intention. Results suggest the importance of understanding positive psychological capital given its crucial relationship with perceived work overload and turnover intention. The result also emphasizes the role that trust in supervisor plays, and the need to nurture employees' positive psychological capital in organizations.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.14 no.9
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• pp.4218-4226
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• 2013

This is a descriptive study to identify relationships of fatigue to job satisfaction and turnover intention among clinical nurses. The subjects were 162 clinical nurses at 2 small and medium-sized hospitals in K and B cities. The data were collected from February 1st throughout 28th, 2013. The collected data were analyzed using the SAS program through $x^2$-test, t-test, ANOVA, Scheff$\acute{e}$ test, and Pearson's correlation coefficients. There was a negative correlation between high fatigue level and job satisfaction and colleagues of its subgroups (r=-0.29, p=.0214; r=-0.29, p=.0239), positive correlation it and turnover intention(r=0.33, p=.0089). Also there was a negative correlation between promotion and overall job satisfaction subgroup of job satisfaction and turnover intention(r=-0.17, p=.0268; r=-0.19, p=.0144). Therefore nurse managers are in need of applying the organizational management system which is considered the relationship with my colleagues at work, promotion and overall job satisfaction etc. to prevent and decrease fatigue induced factors and turnover intentions.

• 한국사회복지학회:학술대회논문집
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• 2003.10a
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• pp.185-216
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• 2003

This study was aimed at investigating important factors influencing career success among regular workers. The current researcher scrutinized the degree to which variables and factors affect the career success and occupational turnover rates of the research participants. At the same tune, two hypothetical path models established by the researcher were examined using linear multiple regression methods and the LISREL. After examining the differences among the factors of career success, a comparison was made between the disabled worker group and the non-disabled worker group. A questionnaire using the 5-point Likert scale was distributed to a group of 374 workers with disabilities and 463 workers without disabilities. For the data analysis purpose, the structural equation model, factor analysis, correlation analysis, and multiple regression analysis were carried out. The results of this study ran be summarized as follows. First, the results of factor analysis showed important categories of conceptual themes of career success. The initial conceptual factor model did not accord with the empirical one. A three-factorial model revealed categories of personal, family, and organizational factor respectively. The personal factor was composed of the self-esteem and self-efficiency. The family factor was consisted of the multi-roles stress and the number of children. Finally, the organizational factor was composed of the capacity for utilizing resources, networking, and the frequency of mentoring. In addition, the total 10 sub areas of career success were divided by two important aspects; the subjective career success and the objective career success. Second, both research participant groups seemed to be influenced by their occupational types. However, all predictive variables excluding the wage rate and the average length of work years had significant impact on job success for the disabled work group, while all the variables excluding the frequency of advice and length of working years had significant impact on job success for the non-disabled worker group. Third, the turnover rate was significantly influenced by the age and the experience of turnover of the research participants. However, the number of co-workers was the strongest predictive variable for the worker group with disabilities, but the occupation choice variable for the worker group without disabilities. For the disabled worker group, the turnover rate was differently influenced by the type of occupation, the length of working years, while multi-role stress and the average working years at the time of turnover for the worker group without disabilities. Fifth, as a result of verifying the hypothetical path model, it showed that the first model was somewhat proper and could predict the career success on both research participant groups. In the second model, the Chi-square, the degree of freedom (($x^2=64.950$, df=61, P=0.341), and the adjusted Goodness of Fit Index (AGFI) were .964, and the Comparative Fit Index (CFI) were .997, and the Root Mean Squared Residual (RMR) was respectively. .038. The model was best fitted and could predict the career success more highly because the goodness of fit index in the whole models was within the allowed range. In conclusion, the following research implications can be suggested. First, the occupational type of research participants was one of the most important variables to predict the career success for both research participant groups. It means that people with disabilities require human development services including education. They need to improve themselves in this knowledge-based society. Furthermore, for maintaining the career success, people with disabilities should be approached by considering the subjective career success aspects including wages and the promotion opportunities than the objective career success aspects.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.11 no.2
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• pp.121-134
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• 2016

The current insurance market is facing a real problem that the high cost of insurance spent in maintaining a non- face-to-face sales channels face of the channel facing growing contribution to the reduction of side. As a result, the productivity issue facing designers of representative organizations in the organization channel will be referred to an urgent problem. As a result of improved organizational productivity architect that is the goal of this study to demonstrate what a performance improvement factor of insurance agents. Personality factors and individual insurance agents individual-environmental suitability and job satisfaction, consider the impact on turnover intention year of the results architects extroversion, sincerity, openness, it won a chronic, emotional gender, personality representing the honesty factor is organizational commitment and job satisfaction It has had a significant impact on. In other words, this is a lively and extroverted nature of the actuary, the more harmonious interpersonal relationships and higher emotional empathy with others can raise the extent that has a strong sense of belonging and attachment to their company's commitment. Whereas personality factors were not significant influence turnover intention has. This can be made to represent the need for screening of agents introduced from the introduction stage. Depending on the personality factors of organizational commitment, personal planners also occurs because of the differences and job satisfaction. Whereas turnover of agents is the result of empirical factors that are affected by other agents than to individual character generated by the character of the individual agents. Compliance boss, job suitability, individuals representing a fellow fitness, tissue compatibility environmental compliance is having a significant impact on both the degree of organizational commitment, job satisfaction and turnover intention. In other words, the boss or colleague, values and personality, working method, as fits well the concerns and pursuing goals are similar, and their job aptitude higher the suitability of the organization is about to have a sense of belonging and attachment to the company commitment can do. This is the result of a demonstration that the work environment of the actuary agents productivity gains and loyalty depends on the insurance company, which currently belongs.

• Management & Information Systems Review
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• v.38 no.2
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• pp.47-66
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• 2019

The purpose of this study is to investigate the mediating role of proactive behaviors in the mechanism which job crafting affects organizational effectiveness. Through this study, we tried to contribute to the following theoretical and practical aspects. First, we tried to extend the theoretical discussion by identifying the relationship between job crafting, proactive behavior, and organizational effectiveness. Second, we provide practical implications for Korean organizational members based on proven job crafting, proactive behavior, and organizational effectiveness, and contribute to creating a work environment that enhances job satisfaction and reduces turnover intention. The results of this study are as follows. First, increasing structural job resource, increasing social job resource and increasing challenging job demand, which are sub-factors of job crafting, had a positive effect on job satisfaction. Second, increasing structural job resource, increasing social job resource and increasing challenging job demand, which are sub-factors of job crafting, had a negative effect on turnover intention. Third, job crafting had a positive effect on proactive behavior. Fourth, proactive behavior mediated the relationship of increasing structural job resource, increasing social job resource, increasing challenging job demand, and job satisfaction. Fifth, proactive behavior mediated the relationship of increasing structural job resource, increasing social job resource and turnover intention. This study provides an understanding of the impact of job crafting on organizational effectiveness and is expected to contribute to future research on job crafting.