• Journal of Korean Academy of Nursing Administration
• /
• v.9 no.3
• /
• pp.305-314
• /
• 2003

Purpose: The purpose of this study is to examine nurses' turnover experiences and to provide basic information for developing turnover intervention program for effective human resources management. Methods: This study is an inductive, descriptive phenomenological research that uses profound interviews and observations. The subjects of the study were nurses retired from a hospital. Results: The themes were classified into the three theme clusters. The first theme was about 'deepening inside wound' which was described as experiencing stresses due to introversion, feeling a heavy burden about responsibilities as experienced nurses, feeling guilty about limits of performance and hurt about reproaches by seniors and having conflicts with physicians. The second theme cluster focused on 'powerlessness as time goes', which was stated as having difficulty in adaptation to the new rotated wards, feeling tired and having no spare time and difficulty in night duty, experiencing stagnation and powerlessness and feeling disappointed about inadequate rewards. The third was about 'can't find the exit' which were expressed with wanting to change the speciality because of concerns about future, having affection to motherhood, feeling conflict over the nursing profession itself, concentrating on the matter of turnover and facing related personal situations, and regretting turnover. Conclusion & Suggestions: Considering all these experiences, field managers in nursing should build up a support system that helps nurses overcome risks related to decision-making about turnover. In addition, nurse managers need to develop a human resources development program in which competent nurses are continuously won over through education and counseling.

• Journal of Families and Better Life
• /
• v.33 no.5
• /
• pp.87-102
• /
• 2015

The purpose of this study was to examine the relationship between job stress, turnover intention, and the moderating roles of motivation for child care work. The subjects were 238 child-care teachers who were worked at child-care centers in Seoul. Questionnaires were used to rate job stress, turnover intention, and the motivation for child care work of teachers. The collected data were mainly analyzed by descriptive statistics, t-test, one-way ANOVA, Duncan test, Pearson's correlation and the multiple regression analysis. The main results of this study were as follows. First, there were differences in turnover intention according to individual characteristics such as career at the current child-care center and total career. Second, job stress was positively correlated with turnover intention, and negatively correlated with active motivation and material motivation. And turnover intention was negatively correlated with active motivation and material motivation. Third, a moderator effect of the active motivation was found in the relationship between the job stress and the turnover intention. Especially the active motivation is suggested to reduce the negative results of job stress and turnover intention. Therefore, the results indicate the importance of the active motivation which is considered as an aptitude, interest, affection for children and self realization when child-care teachers make a decision to enter the child-care work profession.

• Proceedings of the Korean Institute of Navigation and Port Research Conference
• /
• 2018.11a
• /
• pp.193-199
• /
• 2018

Due to the rapid development of AI, autonomous vessels will be realized in the near future. However, the curriculum of nautical science in maritime university is not prepared for this trend. In addition, after the expiration of the mandatory boarding period, a number of junior merchant marine officers are leaving offshore jobs to find onshore jobs. This is a comparative analysis of curriculum of nautical science in maritime universities. Since most of seafaring countries ratified STCW 2010, nearly all themaritime universities train their cadets by followings the procedures required by STCW. Therefore, it is necessary to examine the curriculum of these marine universities in oder to confirm the appropriateness of our curriculum of nautical science. This will ultimately be used as a reference for the development of an ideal curriculum to prepare for rapid technological development and to prepare for a job on the ground.

• Journal of Korean Academy of Nursing
• /
• v.21 no.3
• /
• pp.383-395
• /
• 1991

This study was to investigated the factors influencing the decisions of nurses to resign. The purpose was to contribute information useful for the effective management of nurse staffing resources. The specific objectives were as follows : 1. To investigate the level of job satisfaction of nurses who resign. 2. To analyze the relationship of job expectations and the decisions to resign. 3. To investigate the major reason for nurses' resignations. 4. To identify the relationship of the general characteristics of the nurses and the factors influencing their decisions to resign. 5. To analyze the relationship of the intention to resign and the factors influencing the decisions to resign. The sample consisted of 90 nurses who worked at Y hospital in Seoul from march. 1987 to Feb. 1988 and who had resigned. The instruments used for this study were slavitt et al's Index of Work Satisfaction Scale and a job expectations scale developed by the researcher Analysis of data was done using frequency, t-test and ANOVA. The results of study were as follows : 1. There was no difference in the job satisfaction level of nurses who resigned compared with nurses in active service but the subcategory interaction score was lower and the subcategory salary score was higher than for nurses in active service. 2. Low job expectation scores influenced the decision to resign. 3. The major reason for resigning were personal problems such as marriage, childbirth, and relocation of family. 4. The length of employment and the number of different service areas of the nurses who resigned were associated with the job satisfaction level. 5. The nurses who had have an intention to resign while in active service had lower scores for job satisfaction and the job expectation score was a greater influence on the decision to resign. In conclusion, the factors influencing the decisions of nurse to resign were job satisfaction, job expectations and intention to resign while still in active service.

• Journal of Korean Clinical Nursing Research
• /
• v.24 no.2
• /
• pp.178-187
• /
• 2018

Purpose: The purpose of this study was to explore the relationships among workplace bullying, organizational commitment, and turnover intention of nurses. Methods: A cross-sectional study was conducted. Data were collected using a structured questionnaire from nurses at five public hospitals (N=190). Results: The experience of bullying was 31.29 points (range 16-64) on average: Work-related bullying was the highest, followed by verbal/non verbal bullying and external threats. The consequences of bullying were 30.54 points (range 13-52) on average: The physical/psychological withdrawal was the highest, followed by increasing distrust and the poor quality of patient care. The experiences of bullying had positive correlations with the consequences of bullying (r=.55, p<.001) and the turnover intention (r=.27, p<.001), and had a negative correlation with organizational commitment (r=-.28, p<.001). The consequences of bullying had a positive correlation with the turnover intention (r=.52, p<.001), and had a negative correlation with organizational commitment (r=-.49, p<.001). Organizational commitment showed a negative correlation with the turnover intention (r=.63, p<.001). Conclusion: The findings of this study suggests the needs of a regular monitoring system and organizational management for workplace bullying, which helps nurses to commit to their organization and to be retained in a workplace.

• Journal of Korean Clinical Nursing Research
• /
• v.17 no.1
• /
• pp.1-15
• /
• 2011

Purpose: This study was to identify ethical dilemma, coping types, job satisfaction and turnover intention in order to examine nurses' ethical recognition. Methods: The subjects were 1,225 registered nurses who were working in 111 general hospitals with more than 300 beds in Korea. The data were collected from August 15 to September 15, 2010 by using the self-reported questionnaires. The data were analyzed by descriptive statistics, t-test, ANOVA, $Scheff\acute{e}$ test and Pearson's correlation coefficient, using the SPSS/WIN 17.0 program. Results: The mean score of the level of ethical dilemma was 0.69/1, and nursing practice area was the highest (M=0.75). The result showed that nurses experienced ethical dilemma in many cases in their practice. The mean score of the level of coping with ethical dilemma was 1.43/3. The score of the job satisfaction of the participants was 2.97/5, and that of the turnover intention was 2.94/5. The ethical dilemma demonstrated significant correlations with coping (r=.255, p<.001), turnover intention (r=.079, p=.005), and job satisfaction (r=-.212, p<.001). Conclusion: Nurses need to get education on reducing ethical conflict as well as training to develop strategies for effective coping with ethical dilemma in practice. Futhermore, it is necessary to take efforts as a whole to increase nurses' job satisfaction and to reduce their turnover intention.

• Journal of the Korean Data Analysis Society
• /
• v.20 no.6
• /
• pp.3049-3067
• /
• 2018

Although there is a growing body of research on organizational commitment profiles based on a person-centered approach, it is not widely applied to the commitment research conducted by Korean organizational scholars yet. Therefore, in this paper, we introduced the concept and analytical methods, such as cluster analysis and latent profile analysis (LPA), of the person-centered approach. In addition, we also performed both cluster analysis and LPA to identify types of organizational commitment profiles of Korean employees based on the combination of affective, continuance and normative commitment on the sample from a range of different fields in South Korea (n = 349). Both analyses extracted two comparable sets of 6 commitment profiles. These six profiles were then contrasted with employee turnover intention. Finally, implications for commitment theory, practices and future research issues were discussed.

• Journal of Korean Clinical Nursing Research
• /
• v.27 no.1
• /
• pp.45-53
• /
• 2021

Purpose: This study was conducted to assess the factors affecting turnover intention of the nurses working in neonatal intensive care units, including the extent of fatigue, work stresses, and work overload related to infection control. Methods: This was a descriptive correlational study to test factors affecting the turnover intention of the nurses working in neonatal intensive care units. Data was analyzed utilizing descriptive statistics, t-test, One-way ANOVA, Pearsons' Correlation Coefficient, and multiple regressions by using the IBM SPSS Statistics 23.0 Program(IBM Corp., Armonk, NY). Results: The turnover intention of nurses had a positive correlation with the extent of fatigue (r=.54, p<.001), work stress (r=.40, p<.001), and with the work overload (r=.43, p<.001) related to infection control. In addition, factors affecting the turnover intention of nurses included the extent of fatigue (β=.52, p<.001) related to infection control and the number of pediatric patients assigned to each nurse (β=.26, p=.001) and the variances explained by the regression model was 37.0%. Conclusion: It is necessary to establish and implement strategies to lower the extent of fatigue related to infection control by reducing the nurses' workload. Securing additional nurses to ensure an appropriate number of pediatric patients assigned to each nurse, and providing efficient management and available resources to reduce the turnover intention of nurses working in neonatal intensive care units are suggested.

• Journal of KSNVE
• /
• v.5 no.4
• /
• pp.461-467
• /
• 1995

본 글에서는 일차원 음장에서의 능동소음제어를 위한 적응필터 알고리즘 들 과 이의 응용 예를 주로 다루었다. 앞으로의 세기에서는 환경관련 기술이 산업화의 앞날을 좌우할 수 있는 핵심기술이 될 것이므로 능동소음제어에 관한 연구가 더욱 활발해지리라 예상된다. 공조 시스템에서의 능동소음제어 기술은 미국, 유럽 등지에 서 상품화 된지 10여년이 지났고 국내에서도 수년전에 ANC Technology사에서 상품화 를 하였으나, 아직은 가격이 비싸고 덕트의 크기나 소음원의 특성 등에 따라 성능이 제안을 받고 있어 방송국, 공연장 등 소음이 민감한 곳에서 부분적으로 사용되고 있을 뿐이나 앞으로 프로세서의 가격이 싸지고 좀 더 강인성이 보장된 알고리즘을 개발하여 성능을 향상시킬 경우 많은 응용이 기대된다. 엔진의 배기관에의 응용은 이제 시작 단계에 있으며 발전소 등과 같은 대용량 엔진에서는 어느 정도 실용성이 입증되고 있으나 자동차 엔진 등과 같은 소용량 엔진에서는 시스템의 가격이 지나치 게 비싸 이직은 적용하지 못하고 있어 저 가격화에 대한 연구가 필요하리라 생각된다. 능동소음제어 분야는 미국, 영국, 일본 등 선진국에서도 시작한지 10년 내외되는 신기술 분야로 실제 플랜트에 응용되고 사용 제품을 생산하기 시작한 것은 불과 수년 밖에 안되었으므로 앞으로 더욱 연구가 진행되면 더욱 종은 결과가 기대된다.

• Proceedings of the KAIS Fall Conference
• /
• 2011.12a
• /
• pp.152-155
• /
• 2011

본 연구는 조직시민행동의 선행요인으로 조직관리 차원에서 주요하게 고려되고 있는 윤리경영 이라는 원인(외생, 독립)변수가 매개변수인 경영자 신뢰 및 조직냉소주의를 매개하여, 이들이 결과(내생, 종속)변수인 직무태도 및 행동(조직시민행동, 직무만족, 직무성과, 이직의도)과 어떠한 인과관계를 갖고 있는지 이들의 관계를 규명하는데 주력하였다. 이는 추 후 사회복지시설에서 사회복지조직 혹은 사회복지사를 대상으로 진행되는 연구의 이론적인 기반을 구축하는데 기여한 논문이라는 점에서 연구의 의의가 있다.