• Journal of the Korean Data and Information Science Society
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• v.27 no.5
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• pp.1337-1347
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• 2016

This study investigates factors affecting the number of insurance solicitor's turnovers of life insurance companies based on questionnaire about them. Since the response variable which is the number of insurance solicitor's turnovers is count data, it is analyzed by Poisson regression which is one of generalized regression. When work year in current company, which is direct influential factor on the number of insurance solicitor's turnovers, is controlled, affiliated corporation has been found to be the most influential factor. In addition, age, motivation to work as financial planner, monthly income, a number of average new contract per month, and final education have been identified to be important factors. If insurance solicitor's occupant organization is large company, the number of turnovers becomes small, but if the organization is general agent(GA), it becomes larger. When insurance solicitor's age is high, the number of insurance solicitor's turnovers are reduced. If the motivation to become a financial planner is due to acquaintance such as family and relatives, the number of turnovers becomes small.

• Journal of the Korean Data and Information Science Society
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• v.28 no.5
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• pp.1087-1097
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• 2017

This study aims to find the best model to fit the number of insurance solicitor's turnovers of life insurance companies using count data regression models such as poisson regression, negative binomial regression, zero-inflated poisson regression, or zero-inflated negative binomial regression. Out of the four models, zero-inflated negative binomial model has been selected based on AIC and SBC criteria, which is due to over-dispersion and high proportion of zero-counts. The significant factors to affect insurance solicitor's turnover found to be a work period in current company, a total work period as financial planner, an affiliated corporation, and channel management satisfaction. We also have found that as the job satisfaction or the channel management satisfaction gets lower as channel management satisfaction, the number of insurance solicitor's turnovers increases. In addition, the total work period as financial planner has positive relationship with the number of insurance solicitor's turnovers, but the work period in current company has negative relationship with it.

• Journal of the Korean Data and Information Science Society
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• v.26 no.2
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• pp.387-397
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• 2015

In this paper, the determinants of the number of job changes in the SMEs (small and medium enterprises) youth-intern project is analysed, utilizing SMEs youth-intern DB and employment insurance DB. Since the number of job changes are count data which take integer values other than negative values, general linear regression analysis becomes inappropriate. Therefore, four models such as Poisson regression model, zero inflated Poisson regression model, negative binomial regression model and zero inflated negative binomial regression model are tried to fit count data. A zero inflated negative binomial regression model is selected to be the best model. Major results are the followings. First, the number of job changes is shown to be significantly smaller in the treatment group than in the control group. Second, the number of job changes turns out to be significantly smaller in the young-age group than in the old-age group. Third, it is also shown that the number of job changes of man is significantly greater than that of woman. Lastly, the number of job changes in the bigger firm is shown to be significantly less than that of the smaller firm.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.13 no.12
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• pp.5986-5992
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• 2012

This study purpose is assessment to intention of turnover for dental hygienists. The study population was dental hygienists who registered at conference of Korean Dental Hygienists Association. Finally 1,955 among 2,040 were finished the question and response(response rate 95.8%). Statistical analysis conducted using SPSS 18.0K for Windows. The difference on the distribution of independent variables related with experience of turnover analyzed with Chi-square test. The results of this research could be summarized as follows: The rate of the dental hygienists experienced of turnover was 46.8%. The unmarried dental hygienists were more intended than the married ones(p<0.001). More higher education group, more higher working experience group, more higher income group, more aged group had more turnover(p<0.001). The reason of turnover were environment of employment(night work, 23.7%), personal reasons(19.1%), conditions of employment(14.6%). In conclusion, this study suggests that set up a strategy of career life for dental hygienists in dental clinic.

• Journal of dental hygiene science
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• v.11 no.1
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• pp.47-53
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• 2011

The purpose of this study was identified about the self-perceived job stress and the relationship between turnover and job stress of dental hygienists'. This results were based for improved of job satisfaction of dental hygienists'. 214 dental hygienist in Ulsan and Kyung Nam areas were participated and this study was done from March to May in 2009. Results: In the job-related environmental characteristic, 57.5% of participant worked in dental clinic and 42.5% of participant worked in dental hospital. The majority of career year was 1~3 years, 42.5%. 38.3% of participant had turnover, and the majority of number of turnover was once, 45.1%. 33.6% of participant had 1,300,000~1,490,000 won/month, 49.5% of participant worked for 8~9hours/day and the major working service was assistant for general dental treatment, 70.1%. Younger dental hygienist had more stress about inappropriate compensation. Higher education and married dental hygienist had more stress about job demand. The number of turnover, workplace culture and experience of turnover were significantly related. In the job-related environmental characteristic, job demand, interpersonal conflict and a case of dental clinic were significantly related. Other effecting factors were interpersonal conflict in salary, organization system in working time, and working demand in conditions of 5day's working. Experience of turnover was influenced with interpersonal conflicts and the number of dental hygienist in the working place was related with job stress significantly.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.15 no.5
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• pp.2695-2702
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• 2014

This study was conducted in order to the investigate factors associated with turnover intention and the relationship among nursing professionalism, job satisfaction and turnover intention of nurses working in a small and medium-Sized hospital. From Oct 2011 to Jun 2012, "I" City, a nurse 240 working in a small and medium-Sized hospital. Average nursing professionalism score $3.23{\pm}.44$, $2.81{\pm}.47$, average job satisfaction score points, and the average turnover intention score was $2.70{\pm}.87$ points. Clinical experience, number of hours worked by the difference in the turnover intention was significan,. turnover intention is to describe the main variables job satisfaction(${\beta}$ = .533) than the other relevant factors, the most showed a lot of influence. Through this study, to reduce turnover intention need to continuously study on job the satisfaction of nurses in small-medium sized hospital.

• The Korean Journal of Applied Statistics
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• v.23 no.2
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• pp.235-247
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• 2010

In this paper it is investigated how the number of work experiences is distributed among college graduates who have ever entered the labor market and built up career by turnover. To do so, we classified the type of work experience and, moreover, conduct ANOVA to explore wage differentials caused by the number of work experience and by the type of work experience, using the GOMS(graduates occupational mobility survey) from 2006 to 2007.

• 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%).

• Economic Analysis
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• v.25 no.4
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• pp.1-24
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• 2019

This study examines the labor market performance of graduates who had student loans. Compared to earlier studies, we extended analyses to all jobs that were experienced for more than 18 months after graduation. First, we found that students who had student loans earned 2.81% less at their first job compared to their counterparts without student loans. Second, the wage gap decreased over time, a reduction of 0.66%p due to labor market turnovers. Third, when we compared cumulated labor income, however, the amount for borrowers were continuously higher. This is because the job searching period of a borrower was shorter, despite relatively lower wages at the first job, and borrowers also made more frequent job turnovers, accompanying relatively more wage increases. These results suggest that the negative effects of college loans on earnings, reported in previous studies, may have exaggerated the negative impact to some extent of having loans. However, when we look at the quality of jobs beyond simply wages, the proportion of borrowers working at large companies as regular workers was consistently low. Given that job conditions at the earlier stages of one's career may lead to gaps over time, our findings call for more systematic investigations into the effects that student loans have on long-term labor performance.

• Journal of dental hygiene science
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• v.7 no.1
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• pp.37-47
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• 2007

Targeting dental hygienists who work in clinical division and public dental health division, this study was to investigate and analyze their working environment by work division, so that it could make basic material available in the interest of efficiently employing technical manpower specializing in public health and their better work environment in the future. 1. In terms of the sociodemographic characteristics of respondents, it was found that employees in public health were married in higher percentage and had higher age with longer career than those in clinical division, and it was noted that the former group had higher percentage in longer academic career than the latter group. 2. In terms of working days and hours, it was found that dental hygienists employed in public health worked 5 days a week(95.8%), while those in clinical division worked 6 days a week(70.3%). That is, the latter group worked longer days a week than the former group. 3. In terms of annual regular holidays, it was found that dental hygienists in public health division mostly took 11 to 20 days off a year, while those in clinical division mostly took 1 to 3 days off a year. That is, the former group is significant different in annual holidays from the latter group. 4. In terms of pay and allowances, it was found that most of public health group(89.4%) got monthly pay, while most of clinical group(65.4%) got the pay in annual salary. 5. In terms of reorientation experiences, it was found that 63.5% of total respondents didn't have any opportunity of domestic and overseas reorientation. And in terms of financial sponsorship for reorientation, it was noted that 54.0% of total respondents were financially supported for their reorientation by the institution they work for. 6. In terms of in-house welfare environment for married employees, it was found that 85.5% respondents ever faced no discrimination in job opportunities. In terms of the availability of maternity leave, it was noted that 69.2% respondents used the maternity leave, and 74.8% respondents used the maternity leave during 3 months. 7. In terms of quitting job, it was found that 46.8% respondents had ever left their job(public health group: 53.8%, clinical group: 45.8%), while the remaining 53.2% respondents(public health group: 46.2%, clinical group: 54.2%) had never left their job. Here, it is found that the employees in public health accounted for somewhat higher percentage in quitting job than those in clinical division. In terms of the number of leaving job, it was noted that most(50.8%) respondents left their job once, and there were similar distributions in quitting job between these both groups. In terms of the reason for quitting job, it was found that 29.2% respondents left their job due to desire for better pay(allowance) and working conditions.