• Journal of Digital Convergence
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• v.15 no.12
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• pp.369-380
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• 2017

Purpose: This study was conducted to examine how nurse practice environment and organizational justice affected job embeddedness in the Small and Medium Sized Hospital Nurses. Methods: The data were collected from 233 nurses by means of self-reported questionnaires on August 23th to September 8th, 2017. Results: The model explained 49.7% of the total variance in job embeddedness scores. Hierarchical regression analysis showed that hospital nurses that had higher perceived nurse practice environment, higher organizational justice, and were older were more likely to have higher job embeddedness scores. Conclusion: To enhance nurses' job embeddedness, hospital and nurse leaders should improve nurse practice environment, particularly in relation to staffing and resource adequacy and collegial nurse-physician relations. Additionally, the nurse leaders can facilitate nurses' job embeddedness by creating and maintaining an organizational culture of fairness and justice.

• Journal of Navigation and Port Research
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• v.36 no.10
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• pp.811-817
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• 2012

This study aims to empirically identify how job embeddedness which is consisted of links, fit, and sacrifice affects seafarers' turnover intention via organizational commitment. The results of covariance structure analysis on the questionnaire data collected from 362 seafarers are as follows. First, as job embeddedness increases, the seafarers' organizational commitment also increases. Second, organizational commitment seems to have negative relationship with seafarers' turnover intention at the marginally significant level, since links and fit have direct negative relationship with turnover intention.

• Journal of the Korea Convergence Society
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• v.12 no.11
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• pp.511-519
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• 2021

This study aimed to identify the effect of job embeddedness and organization attachment on the intention to stay of hospital nurses in the convergence society. The participants were 211 general hospital nurses; data were analyzed using t-test, ANOVA, Pearson correlation, Multiple regression. This study found that: hospital nurses showed higher score at job embeddedness, higher organization attachment, higher scores for intention to stay. The main factors influencing intention to stay were job embeddedness and organization attachment. They explained about 45% of the intention to stay. Thus, it is necessary to allocate tasks and evaluate appropriate to the nurse's ability and support individual and organizational activities that can enhance organizational attachment.

• Journal of Digital Convergence
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• v.19 no.9
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• pp.105-114
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• 2021

The paper investigates a mediating effect of job embeddedness in the influence of positive psychological capital on organizational citizenship behavior(OCB) for members of medical institutions. The members include medical doctors, nurses, medical technicians, health administrative staffs, and other medical service staffs of hospitals in Daejeon City, Chungcheongnam-do, Chungcheongbuk-do, and Sejong City. Using 453 questionnaires for hypothesis tests, the main results are as follows. Firstly, positive psychological capital exerts a significantly positive effect on OCB. Secondly, the fit and links of job embeddedness turn out to have a significant and positive effect on OCB, whereas the sacrifice does not have statistically significant effect on it. Thirdly, while the fit and links of job embeddedness appear to have mediating effects between positive psychological capital and OCB, the sacrifice of it does not exert a mediating effect. The findings thus suggest that we need a new approach to the role of job embeddedness in the positive impacts of positive psychological capital on OCB through the fit and links of job embeddedness. Furthermore, organizations need to focus on key elements in the application of job embeddedness.

• Journal of Venture Innovation
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• v.5 no.3
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• pp.41-55
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• 2022

The purpose of this study is to investigate the effect of Job Embeddedness of members of small and medium-sized construction companies on turnover intention through organizational commitment, targeting employees of small and medium-sized construction companies located in Seoul, Gyeonggi, and Incheon. The significance sampling method was applied as the sampling method, and the number of cases used in the final analysis was 316, and the input data was processed using the SPSS 20.0 program for statistical analysis. As a result of analysis, First, it was found to have a significant negative(-) effect on the turnover intention in suitability and sacrifice as sub-factors of Job Embeddedness of small and medium-sized construction company members, and the correlation between linkage and turnover intention was not significant. Second, it was found to have a significant positive(+) effect on the organizational commitment in suitability, links and sacrifice as sub-factors of job embeddedness of small and medium-sized construction company members. Third, organizational commitment was found to have a significant negative(-) effect on turnover intention. Fourth, organizational commitment was found to completely mediate the relationship between job commitment and turnover intention. Therefore, it was found that the higher the Job embeddedness of the members of small and medium-sized construction companies, the more influential the turnover intention. This suggests that it can have a negative effect on turnover intention by improving the suitability of values pursued by individual members of the organization, work passion, and attachment to the organization.

• Journal of Convergence for Information Technology
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• v.9 no.8
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• pp.63-73
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• 2019

The purpose of this study is to examine the effects of nursing work environment and reciprocity on job embeddedness in the small and medium size hospital nurses. The data were collected from questionnaires filled out by 206 nurses. Data collection was performed from March 4 to 22, 2019. The collected data were analyzed by SPSS 25.0 program. As a result of the research, the study model accounted for 66.0% of job embeddedness. The most powerful variable affecting job embeddedness was support system of nurse, among sub - variables of nursing work environment. Therefore, nursing managers should improve the nurse's job embeddedness by creating nursing work environment that supports nurses such as salary improvement, professional development and promotion opportunities. In addition, it suggests that improvement of hospital and nursing organization system is needed to maintain cooperative relationship with nursing team or other health care professionals.

• Journal of Digital Convergence
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• v.16 no.3
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• pp.385-394
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• 2018

The purpose of this study was to examine the effects of hospital organizational culture, organizational silence and job complexity on turnover intention in nurses working in general hospitals. The subjects were 152 nurses working at general hospitals. Data were collected from April 19, 2017 to April 30, 2017, and statistical analysis was analyzed by hierarchical multiple regression analysis using the SPSS/WIN 22.0 program. As a result of the research, turnover intention showed a positive correlation with resignation and defensive silence, whereas there was negative correlation between consensual organizational culture, sacrifice, suitability and connection of job inclination. The factors affecting the turnover intention were the present work experience, defensive silence, sacrifice, and the explanatory power of turnover intention was 47%. Therefore, in order to lower the turnover intention, it will be necessary to provide various programs to change the communication pattern in the nursing organization, and to provide differentiated welfare system.

• Journal of the Korea Society of Computer and Information
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• v.24 no.10
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• pp.139-147
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• 2019

In this paper, we propose to explore ways to create internal motivation to enhance the job disposition of Korean and Chinese employees. In order to achieve this goal, we would like to select parameters that may trigger an increasing number of internal motivations for interest in recent years: perceived organisational support, perceived provider support, and perceived peer support, and to explore the impact on job embeddedness. I would like to find out the effect of job embodiedness on involved beauty. The process also seeks to verify that China and South Korea are different. To verify the research theory of this research, we will use a questionnaire to researchers of automotive companies using VR technology in Gyeonggi-do, Korea and Hadong-seong, China, and conducted a survey. A total of 200 pairs of questionnaires were distributed to the study subjects, 195 of which were retrieved, 191 of which eliminated unfaithful responses were used for the final analysis. The collected data were used for frequency analysis, exploratory factor analysis, reliability analysis, confirmatory factor analysis, correlation analysis, structural equation analysis. The results of this study, identified through empirical analysis, can be summarized as follows: First, Perceived Organizational Support, Perceived Supervisor Support will have a positive impact on Job Embeddedness. Second, Job Embeddedness will have a positive influence on the Innovative Beehivior. Third, Perceived Organizational Support, Perceived Supervisor Support will have a partial positive effect on Innovative Behavior. Fourth, the formation process and influence of Job Embeddedness of corporate employees in Korea and China are partly different, the report showed.

• Journal of Korean Academy of Nursing Administration
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• v.22 no.2
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• pp.158-166
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• 2016

Purpose: This study was done to investigate the influence of organization and community job embeddedness on turnover intention of nurses in small and medium sized general hospitals. Methods: The participants, 333 nurses, were recruited from small and medium sized general hospitals in Korea. Data were collected by self-report questionnaires on job-embeddedness and turnover intention and were analyzed using descriptive statistics, Independent t-test, One-way ANOVA and $Scheff{\acute{e}}^{\prime}$, Pearson correlation coefficient, and multiple linear regression analysis with the SPSS 18.0 program. Results: The score for job embeddedness and it's 6 factors, and turnover intention were above 3 on a 5 point scale with the exception of organizational sacrifice. There was a significant difference in turnover intention according to age, marital status, salary, and position. There were significant negative correlations between the 6 factors of job embeddedness and turnover intention. Variables entered in multiple regression showed that organizational sacrifice, organizational fit and age were significant contributing factors to turnover intention. Conclusion: The findings suggest that there is a need for strategies to enhance job embeddedness, especially organization sacrifice and organization fit. These factors should be developed and used to decrease turnover intention of nurses in small and medium sized general hospitals.

• Journal of the Korea Convergence Society
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• v.8 no.7
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• pp.113-122
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• 2017

The purpose of this study is to verify trust in supervisor, customer badness behavior have turnover intention influence on job embeddedness. Self-report questionnaire was completed by 188 clinical nurse May 1st to May 30th, 2016. and date analyzed using the IBM SPSS/WIN 21.0 program. As a result, The mean score of trust in supervisor is 3.20 points, customer badness behavior is 2.66 points, job embeddedness is 3.05 points, turnover intention is 3.39 points(out of 5). There were significant positive correlations between job embeddedness and trust in supervisor(r=.57, p<.001) and turnover intention(r=.19, p=.011) and negative correlations between Sacrifice sub-cale of job embeddedness and customer badness behavior(r=-.15, p=.037). The convergence factors with the effect on job embeddedness, trust in supervisor(${\beta}=.471$, p<.001), job satisfaction(${\beta}=.226$, p<.001), turnover intention(${\beta}=-.196$, p<.001), nursing satisfaction(${\beta}=-.169$, p=.005) explained 48.9% of the job embeddedness. therefore, nursing managers have to strategy increasing nurse trust in supervisor and job satisfaction and nursing satisfaction for job embeddedness and plan to lower the turnover intention at the organization level.