• Management & Information Systems Review
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• v.34 no.5
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• pp.295-312
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• 2015

Companies are recently emphasizing social capital that is formed by the network and trust among organization members to secure continuous competitive edge. Social capital induces the members' adaptation and immersion through the interactions with multidimensional factors within an organization, and contributes to increasing an organization's performance by causing cooperative behaviors as a passage of communications and participation. This study analyzed the influence of social capital and organizational support recognition formed in an organization on the turnover intention, and examined the moderating effect of organizational support recognition in the relationship between social capital and turnover intention. To achieve the purpose, this research conducted a survey on small and medium sized manufacturing companies in Busan and Gyeongnam and performed an empirical analysis using hierarchical regression analysis. According to the empirical analysis, the structural and relational dimensions of social capital had a negative (-) influence on the turnover intention. Especially, the relational dimension had a huge influence on the turnover intention, showing that it is important to form trust among an organization's members through their interactions. Second, organizational support recognition also had a negative (-) influence on the turnover intention, demonstrating that attention and complete support at an organizational dimension were needed for individual members. Third, organizational support recognition appeared to mediate the relationship between social capital and the turnover intention. The higher the organizational support recognition was, the lower the negative (-) influence of the relational dimension of social capital on the turnover intention was. Based on these results, this paper discussed the theoretical and practical implications of this research as well as future assignments.

• Journal of Korean Academy of Nursing Administration
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• v.18 no.4
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• pp.394-401
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• 2012

Purpose: The purpose of the study was to identify the mediating effect of organizational citizenship behavior between job embeddedness and turnover intention in hospital nurses. Methods: Data were collected from 241 nurses in 3 tertiary hospitals and 2 secondary hospitals in Daegu and analyzed using descriptive statistics, Pearson correlations and structural equation model (SEM) with the PASW 18.0 and AMOS 18.0 program. Results: There were negative relationships between job embeddedness and turnover intention (r=-.53, p<.01), and organizational citizenship behavior and turnover intention (r=-.39, p<.01) but a positive relationship between job embeddedness and organizational citizenship behavior (r=.39, p<.01). There was a partial mediating effect of organizational citizenship behavior between job embeddedness and turnover intention (${\chi}^2=91.02$, p<.001). Conclusion: The results of this study indicate that organizational citizenship behavior has a mediating effect on the relationship between job embeddedness and turnover intention in hospital nurses, suggesting that enhancing organizational citizenship behavior is required. in order to promote job embeddedness and reduce turnover intention.

• Journal of Korean society of Dental Hygiene
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• v.19 no.5
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• pp.835-843
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• 2019

Objectives: This study presents job embeddedness as the principal factor that reduces turnover intention of clinical dental hygienists. The study also promotes the utilization of job embeddedness for efficient human management in dental organizations. Methods: A self-reported questionnaire was completed by 200 dental hygienists from June 1 to July 15, 2019. Data were analyzed using SPSS 20.0. An independent t-test, a one-way ANOVA, Scheffe post-hoc test, and Pearson's correlation coefficients were employed, and a multiple regression analysis was conducted. Results: The dental hygienists scored 3.25 points for job embeddedness, 3.81 points for organizational citizenship behavior, and 3.40 points for turnover intention. The variables that influenced their turnover intention were those related to job embeddedness. These factors showed 24.6% variance among the dental hygienists. Conclusions: Efficient human management of clinical dental hygienists requires increased interaction and compatibility within dental organizations. It is also necessary to create a variety of benefits and support systems.

• 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.

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

• The Journal of the Korea Contents Association
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• v.15 no.3
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• pp.362-369
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• 2015

This empirical research mainly investigates the relationship between work-family conflict and organizational performance. Three key variables apply for the empirical research; work-family conflict, organizational performance, and family-friendly HR practices. A total of 230 questionnaires is collected from mid-sized companies for hypothesis testing. The empirical analysis shows that work-life balance has a great importance on workers' job satisfaction and intention to leave. The family-friendly HR practices play a moderating role between work-family conflict and organizational performance. The findings support the fact that achieving work-life balance enhances organizational performance and using family-friendly HR practices is an ideal for balancing between work- and family life.

• Journal of Convergence for Information Technology
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• v.10 no.2
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• pp.167-175
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• 2020

This study look at the types of conflict that can be the biggest cause of hospital staff turnover, and the project was to provide useful information for stable manpower management of hospital organizations by identifying the factors of can alleviate turnover. The research method collected survey data for administrative and nursing staff from September 16, 2019 to September 30, and conducted t-test, ANOVA, Pearson χ², Regression analysis. According to the analysis, more than half of the respondents said they would relocate if Don't have anything to get from hospital. Factors affecting the Current turnover intention of Administration staff were Superior's egocentric remarks and action, and Unclear job instruction. And Nurses were Superiors' egocentric remarks and action, and Dismissive behavior and unpleasant remarks. Thus, the need to examine organizational culture at the organizational level and organizational culture at the department level was raised.

• 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 the Korea Convergence Society
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• v.8 no.7
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• pp.63-73
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• 2017

The purpose of this convergence study is to confirm the effects of nurses' coaching behavior level and emotional intelligence on organizational effectiveness. Subjects of study were 182 nurse in four general hospitals and they answer self-report questionnaire between March 2nd to March twenty three 2017. and date analyzed using the SPSS/WIN 21.0 program. As a result, coaching behavior level $3.28{\pm}0.42point$, Emotional Intelligence $3.27{\pm}0.45point$ and Organizational commitment $2.89{\pm}0.52point$, Job satisfaction $2.94{\pm}0.53point$, Turnover intention $3.24{\pm}0.56point$ among organizational effectiveness. Organizational commitment was positively correlated with coaching behavior level and emotional intelligence, significantly affecting Convergence Factors on organizational effectiveness were analysed into Experience preceptor(${\beta}=.25$, p=.001), Nursing satisfaction(${\beta}=.26$, p<.001), Coaching behavior level(${\beta}=.26$, p<.001) and the explanation ability was 25%. In order to enhance organizational commitment of nurse, the characteristics of the job is satisfied and if there is an intervention program that improve the level of coaching behavior, it is expected the effectiveness of the organization will be enhanced.

• Management & Information Systems Review
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• v.34 no.3
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• pp.1-16
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• 2015

This study holds various implications and usefulness toward nurses as well as hospitals in that the study empirically found out the relations among hospitals' ethical climates, employee engagement (job engagement and organizational engagement) and intention to quit. The study shows that nurses' awareness of principles of responsibilities and benevolent ethical climates impact on enhancing organizational engagement and lowering intention to quit. Internally, employees are encouraged to make decisions accompanying fairness and responsibility and thus, shared values will be created between hospitals and nurses, while it will contribute to create a good image of the hospital to the public. However, it is also revealed that climates deficient in ethics, such as a climate of selfishness, have strong negative influences on workplace attitude of nurses. Therefore, recognizing importance and effectiveness of ethical climates, hospitals should underscore personal ethics of managers and nurses, and should go further to exert strategic efforts on the organizational level to create ethical hospital climates where nurses can naturally take ethical actions.