• Knowledge Management Research
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• v.25 no.2
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• pp.19-47
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• 2024

Organizational ability to analyze and utilize data plays an important role in knowledge management and decision-making. This study aims to investigate the potential application of large language models in corporate data analysis. Focusing on the field of human resources, the research examines the data analysis capabilities of these models. Using the widely studied IBM HR dataset, the study reproduces machine learning-based employee turnover prediction analyses from previous research through ChatGPT and compares its predictive performance. Unlike past research methods that required advanced programming skills, ChatGPT-based machine learning data analysis, conducted through the analyst's natural language requests, offers the advantages of being much easier and faster. Moreover, its prediction accuracy was found to be competitive compared to previous studies. This suggests that large language models could serve as effective and practical alternatives in the field of corporate data analysis, which has traditionally demanded advanced programming capabilities. Furthermore, this approach is expected to contribute to the popularization of data analysis and the spread of data-driven decision-making (DDDM). The prompts used during the data analysis process and the program code generated by ChatGPT are also included in the appendix for verification, providing a foundation for future data analysis research using large language models.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.17 no.3
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• pp.147-163
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• 2022

The relocation policy of public Institutions throughout provincial areas that implemented for the purpose of "balanced national development" finished in 2019 with the last relocation of the Korea Institute of Science & Technology Evaluation and Planning, which moved to Chungbuk Innovation City. Electric power public corporations also completed relocation program over eight regions across the nation. This study was conducted empirically to identify the structural relationship between the public service motivation and job attitude. In this, the relationship of organizational change, particularly occurred by the regional relocation, with the psychological state of these organization members (experienced direct changes and got substantial impacts in various aspects such as psychological, economic and living environment, etc.,) was studied. This study aims to seek early organizational stabilization ideas for electric power public corporations after relocation, and to present some implications that can contribute to the secondary relocation of public institutions to local areas. This study shows the statistically significant relationship between the psychological state occurred by relocation and organizational commitment. The result shows that the higher the expectation levels, the higher the degree of organizational commitment, while anxious psychological state has no relation with that. Additionally, expectation level has no significant functional relation with turnover intention. Followings are the major conclusions revealed in this study; The stronger the anxious psychological state, the higher the turnover inducement goes up. The higher the expectation levels, the higher the public service motivation grows, and the higher the anxiety psychological state, the public service motivation lowers. The organizational commitment grows according to the public service motivation proportionally, but the turnover inducement intention is weak. The moderating effect of public service motivation between the expectation of organizational change and turnover intention was not significant, but it was analyzed that the moderating effect of public service motivation formed a significant relationship with other anxiety psychology. The expectation levels of employees of electric power public corporations has grown up after moving to provincial areas. Relationship between the expectation mind and the turnover inducement has decreased after local relocation.

• Industry Promotion Research
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• v.2 no.1
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• pp.93-99
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• 2017

This study analyzed the effect of pension insurance on the human resources management of SME workers. As a result of the study, a total of 128 workers were enrolled in 60 SMEs in the Chungnam area who were enrolled in pension insurance. The analysis data were analyzed using frequency analysis, factor analysis, reliability analysis, correlation analysis, regression analysis And post - analysis. First, pension insurance had a significant effect on human resource management, and the correlation between independent variables (clarity, suitability, and satisfaction) and dependent variables (job efficiency) was high....Second, the correlation between pension insurance and job performance is more important than clarity and job performance (.339), fitness and job performance (.541), satisfaction and job performance (.531), job performance and job efficiency, And the turnover intention (.549). Third, there is no statistically significant difference in the analysis of the difference in turnover intention according to the number of years of service of the employees who are enrolled in pension insurance. The purpose of this study is to analyze the impact of pension insurance on human resources management to achieve successful policy objectives by promoting the long - term employment of the core manpower of SMEs and cultivating manpower.

• Proceedings of the KSCN Conference
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• 2003.05a
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• pp.134-134
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• 2003

우리나라의 외식산업은 경제적 안정을 통한 소득수준 증대, 여성의 사회진출 및 맞벌이 세대의 증가, 건강식에 대한 소비자 욕구 증대 등 사회, 경제, 문화적 요인이 복합적으로 작용하여 다양한 컨셉의 외식업소들이 등장하기 시작하였고, 양적인 면에서 급속한 성장을 해 오고 있다. 그러나 외식업 경영주의 경영면에서의 전략적 사고와 정보의 부재, 서비스 마인드 결여, 높은 종업원 이직율과 전문인력 부족, 연구풍토의 결여 및 과다한 출혈 경쟁 등으로 인하여 외식산업은 질적인 면에서 많은 취약점을 드러내고 있다. (중략)

• Journal of Korean Academy of Nursing
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• v.32 no.6
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• pp.812-822
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• 2002

The Purpose of this study was to identify the relationship among leadership style of nurse managers, job satisfaction, organizational commitment, and turnover intention. Method: The subjects were 468 nurses and 19 head nurses who were working at the 3 general hospitals in seoul. The data were collected from July 6 to September 14, 2001 by the structured questionnaires. For data analysis, descriptive statistics, ANOVA, Pearson correlation coefficient, and stepwise multiple regression with SAS package were used. Result: 1) The score of the nurse managers' transformational leadership perceived by surbodinates' were higher than that of the nurse managers' transactional leadership. Among 5 subdimensions of the leadership styles perceived by surbodinates', the scores of 'charisma' and 'intellectual stimulation' were highest and 'management by exception' were lowest. 2) 'Charisma', 'intellectual stimulation', 'individual consideration' and 'contingent reward' were positively related to all of variables except 'turnover intention'. 'Management by exception' was negatively related to all of variables and was positively related to 'turnover intention'. 3) 'Job satisfaction' was positively related to 'organizational commitment' and 'Job satisfaction', 'organizational commitment' were negatively related to 'turnover intention'. 4) As a result of stepwise multiple regression analysis, the key determinants of 'turnover intention' were 'organizational commitment' and this explained 44.4% of the total variance of it.

• Journal of Korean Clinical Nursing Research
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• v.24 no.1
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• pp.67-73
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• 2018

Purpose: This study was done to explore the relationship between expectations of the clinical ladder system (CLS), career commitment and turnover intention in nurses employed in small-medium sized hospitals. Methods: Participants were 154 nurses from 3 small-medium sized hospitals in Gyeonggi Province and Gwangju City. From February, 8 to April, 14, 2017, self-report questionnaires were collected and analyzed using frequency, t-test, ANOVA, $Scheff{\acute{e}}$ test, and Person correlation coefficients. Results: Of the participant nurses, 61% perceived the CLS as needed. The mean score for expectation of CLS, career commitment, and turnover intention on 5-point scale were 3.38, 3.17, 3.21, respectively. There were no significant differences in expectation of CLS according to general characteristics, but career commitment and turnover intention did show significant differences depending on age, position, type of work shift. Expectation of CLS correlated positively with career commitment (r=.23, p=.005), and career commitment correlated negatively with turnover intention (r=-.49, p<.001). Conclusion: The results of this study show that there is a need to adopt the clinical ladder system to improve career commitment.

• Journal of Korean Public Health Nursing
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• v.28 no.3
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• pp.644-657
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• 2014

Purpose: The purpose of this study was to try to understand the essence of the experience early turnover of the new nurse by applying the phenomenological method and to provide basic data for a community-based management program. Method: Phenomenological approach was used to identify subjects experience. Subjects were five new nurses, with less than one year of clinical experience in clinical practice. This study used in-depth interview. Results: there were 104 meaningful sentences or phrases, with 41 generally comprehensive thema. Finally, thema were classified into 12 thema clusters. Conclusion: Finally, based on the results, some suggestions regarding management of early turnover of new nurses are needed. First, we proposed a new characterized of hospital selection method for each hospital. Second, practical training in clinical practice in the school and the community is necessary in order to reduce the real impact of new nurses. New nurses require various support elements in order to mitigate the real shock the first time they encounter clinical practice. Third, addition of work-related training and promotion of a self-esteem program will be needed. Fourth, interview opportunities with seniors who adapted successfully in clinical should be provided for new nurses. In addition, continuous communication should be provided for new nurses.

• Korean Journal of Occupational Health Nursing
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• v.22 no.2
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• pp.121-129
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• 2013

Purpose: This study is designed to verify affecting variables to turnover intention of nurses in general hospital. Methods: The data were from the self-reported questionnaire responses of 168 nurses in five general hospitals 300-400 beds in Seoul and Gyungi province and analyzed by frequency and percentage, t-test, ANOVA and Sheffe's test and stepwise multiple regression. Results: The means of turnover intention were $3.14{\pm}0.87$, job overload, $3.54{\pm}0.67$, role ambiguity, $2.87{\pm}0.71$ and burnout, $2.68{\pm}0.72$. A significant correlation was found among turnover intention and job overload (r=.24, p<.001), role ambiguity (r=.30, p<.001), and burn out (r=.58, p<.001). The factors that affect turnover intention from the result of multiple regression by the stepwise selection, were emotional exhaustion, role ambiguity, and diminished personal accomplishment. Conclusion: Based on the results, to reduce turnover intention of nurses, emotional support should be provided and also range of roles be clearly defined. In addition, it is needed to improve the working conditions for nurses to get a sense of accomplishment.

• Journal of Korean society of Dental Hygiene
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• v.7 no.4
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• pp.395-403
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• 2007

The purpose of this study is to investigate the main factors that affect turnover of Dental Hygienists so that it leads to preventing high turnover and long-term service in their position. Data were obtained from 112 dental hygienists who are currently working for dental clinics from September 17th 2007 to October 16th 2007 via questionnaires. For this study, the demographic factors and unique characteristics of Dental Hygienists are considered as well as all the variables of statistic. The results derived from using SPSS 11.0 are as follows: 1. The average of job related factors is 2.55 point, the average of job satisfaction is 2.59 point, the average of salary related factor is 2.24 point and the average of changing their occupation is 2.85 point. 2. The difference between the factors related to age and changing their occupation shows the highest level on job related factors.(pM0.033) in the age between 26 and 30. 3. Dental Hygienists who are in their occupation for 6years to 9 years answer that salary would be the main reason to change their jobs. 4. For married dental hygienists, salary related factor is the main reason to make them change their occupation.(pM0.002)

• Journal of Korean society of Dental Hygiene
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• v.2 no.2
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• pp.131-143
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• 2002

The purpose of this study was to investigate the relationship of empowerment, self-efficacy, and turnover intention of dental hygienists. Date were obtained from 213 dental hygienists who were working at dental clinics, hospitals located in Seoul Kyung-ki. The results were analyzed with spsswin 9.0 and the conclusion is as follows; 1. The level of dental hygienists empowerment was 3.07, self-efficacy was 3.67, and their turnover intention was 2.98. 2. According to the working place and position, there were significant differences in empowerment(p<0.05). 3. According to the experienced-years, position, marriage and turnover experience there were significant differences in self-efficacy(p<0.05). 4. According to the position and marriage, there were significant differences in turnover intention(p<0.05). 5. Empowerment showed significant a positive correlation with self-efficacy and significant a negative correlation with turnover intention. 6. Turnover intention, information structure and opportunity structure accounted significantly for the empowerment structure and self-efficacy. 7. Self-efficacy and GE structure accounted significantly for the turnover intention.