• Journal of Fashion Business
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• v.21 no.5
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• pp.43-60
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• 2017

The purpose of this study is to conduct an in-depth examination into the cause of stress as well as reasons for turnover relative to fashion industry workers in their 20s-30s, thereby seeking effective improvement methods to reduce turnover. The study method consisted of one-on-one in-depth interviews to collect data on 15 fashion industry workers. Results were as follow. First, causes of stress for fashion industry workers in their 20s-30s include work related factors, interpersonal relations, and organizational culture, while the most frequently mentioned reasons for turnover were concerns about career track and aptitude as well as annual salary, revealing that self-improvement related growth potential is the most significant factor for turnover. Second, it was not one stress factor that influenced turnover but a composite of several stress factors that motivated individuals to change jobs. Last, time flexibility, self-esteem, and development potential were critical factors for turnover. Self-esteem and development potential that provide a sense of acknowledgment were especially emphasized as the most significant, revealing that the younger generation considers personal happiness to be critical and the more this aspect is not treated adequately the more the odds of choosing turnover. To mitigate this issue, an in-house educational system for self-development and an assignment rotation system must be adopted for workers to change to positions that fit their aptitude.

• Journal of the Korean Data and Information Science Society
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• v.16 no.2
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• pp.237-253
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• 2005

In Korea, the volume of insurance industry has been increased rapidly with helping the economic growth, the increment of GNP and derive of public welfare policy. But the other side of the volume increment, the life insurers have some problems, such as the high rate of turnover, lapses and surrenders, in processing of acquiring more insurance contracts. The object of this paper is the analysis of the causes and properties of the high rate of turnover, lapses and surrenders using statistical survival model. Also we hope that the insurers will use the results of analysis to reduce the rates.

• Journal of Korean Academy of Nursing Administration
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• v.10 no.4
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• pp.427-436
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• 2004

Purpose: The purposes of the study were to describe the prevalence, sources and feelings of verbal and physical violence experienced by nurses and to identify the association of violence episodes and their intent and attempt to turnover. Method: Data were collected from the self reported survey of 589 nurses working in various clinical settings in three different hospitals. SPSSWIN 11.0 program was utilized for data analysis using descriptive statistics and Chi-square test. Result: The findings revealed that the majority of nurses had experienced verbal violence(93.7%) and physical violence(23.4%) at work. The most common sources of violence were by patient's families(61.6%), patients(60.3%), and physicians(48.4%). The most common feeling experienced after an episode of violence were anger(56.6%) and resentment(50.9%). 78.1% of those experienced verbal violence and 86.2% of those experienced physical violence reported that they had intent to turnover after violence episodes. Conclusion: Considering the high prevalence of physical and verbal violence experienced by clinical nurses, organizations must develop administrative support system, preventive education and policy to deal with various causes of violence. This will eventually prevent high turnover rates among clinical nurses related to the violence experiences.

• Journal of Advanced Navigation Technology
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• v.15 no.2
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• pp.171-180
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• 2011

This study is to examine the relationship between emotional labor and turnover intension and moderating role of social support in airline call center tele-communicators who perform emotional labor using telephone without direct confronting with clients. This study empirically shows that emotional labor increases turnover intention and social support negatively moderate the relationship of emotional labor and turnover intension Social support is suggested to reduce the negative results of emotional labor causes. This study makes a contribution in providing the fact that emotional labor is an important managing factor in administration of call center tele-communicators.

• Journal of Navigation and Port Research
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• v.39 no.6
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• pp.545-552
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• 2015

This study One of the key elements of corporate competitiveness in the modern world of unlimited competition is human resource management. The reason that the world's leading companies are devoting a lot of investment and effort for good human resource development and management is that human resource can impact firm survival. In particular, there is little research on the internal and external environmental stimuli and job stress in the employee of small business which are often led to turnover, while they have suffered from chronic shortage of manpower. The purpose of this study is to determine the turnover factors in the small logistics companies and contribute to stable maintenance of workforce, facilitating human resource management and minimizing turnover. This study empirically analyzed the factors of the turnover in the organization of logistics companies from Busan Port, South Korea, which became one of the national infrastructure and the fifth world largest harbor. The conclusion proposed the development and direction of the human resource management which could promote the job environment improving the turnover factors and creating sustainable work condition through conducting preventive measures. The results indicated that the highest turnover rates was found in the category of field work, and the highest turnover group was from the 'less than one year', which implies that high turnover rates after and during job training might be greater cost to the companies than early turnover. The most common reasons for the high employee turnover were 'excessive workload' and 'dissatisfaction with wages'. Followed reasons including 'troubles with managers' and 'failure in organizational adaptation' can be understood in line with worse working conditions of the small logistic companies. It turned out that the preventive programs of the logistic enterprises had little effect through 'incentives system' and 'improving wage system' which are mainly conducted. The human resource managers appreciated the importance of 'wage raise' and 'benefits improvement'. This study is aimed at contributing to efficient human resource management through understanding of the turnover causes and human resource managers applying preventive measures. In particular, this can benefit small port logistics companies securing competitiveness and promoting persistent growth and development.

• Special Issue of the Society of Naval Architects of Korea
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• 2005.06a
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• pp.107-112
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• 2005

During assembling the ship block, the lifting and turnover events are not only inevitable but also very important for safety aspects and block accuracy. However, they have been executed in empirical ways rather than numerical ways in consideration of the building schedule. In this paper, a structural analysis has been carried out for the container ship side block that collapsed in the course turnover stage. As a result, the causes of collapse and countermeasure plans are presented.

• Journal of the Korean Society for Aviation and Aeronautics
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• v.19 no.3
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• pp.33-42
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• 2011

This study focused to find the main factors causing job stress to ROKAF pilots and of which factors affects to turnover intention. As a results, the factors of job stress are job characteristics, over loaded ground work, payment, promotion and employee benefits & service system. All of these 5 factors are positively related to the causes of a pilot stress. Among the job stress factors, payment, promotion and over loaded ground work are positively related as the same order. But, job characteristics and employee benefits & service system are not. Even though ROKAF pilots are stressed by annual requirement and night flying, and also are stressed by unfulfilled welfare, those two stress factors are not related to the turnover intention.

• Korean journal of food and cookery science
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• v.21 no.2 s.86
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• pp.225-234
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• 2005

The purpose of this study was to examine the causes of bakery employees quitting their jobs at hotels in order to make more efficient use of human resources by increasing personnel management efficiency and reducing the turnover rate, The subjects in this study were employees working for bakeries at top-ranked hotels, and the responses from 266 respondents were selected for analysis. The survey was conducted from July 1 through 20, 2003. Frequency analysis, factor analysis, reliability analysis, t-test, ANOVA and regression analysis were performed for data handling. The major findings of this study were as follows: First, concerning salaries, their turnover intention was influenced by whether they were properly paid or gained a sufficient living. Second, as for environmental factors, their turnover intention was affected by performance appraisal and interpersonal trust with colleagues. Third, regarding job-related factors, their turnover intention was impacted by the clarity of their job definition, their degree of job satisfaction and the suitability of their posts. Fourth, the change of job was influenced by the desire for a job in another region, in another company and of another kind. To successfully manage employee turnover at hotel bakeries, employees should be properly paid, and different performance appraisal standards, including a multilateral evaluation system, should be applied according to the nature of the department. furthermore, there should be a clear distinction between sales and other works, and they should be carefully treated to increase job satisfaction.

• Journal of Korean Clinical Nursing Research
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• v.15 no.1
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• pp.149-165
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• 2009

Purpose: This study was done to identify the causes of turnover in nursing staff in small and medium‐size hospitals and prepare measures to decrease turnover. Nurses in these hospitals were surveyed focusing on their nursing activities, reasons for turnover, and content of their work. Method: A mail survey of hospitals with 300 beds or less was conducted using a questionnaire including items on the current state of nursing, performance of nursing tasks, turnover of nurses, working conditions, and supports and policies related to insufficient number of nurses. Results: The average number of nurses per 100 beds was 37.5, 3.3 less than the prescribed level of 40.8. The turnover rate was higher when the level of remuneration for nursing care was low, and the most frequent reason for nurses leaving was 'move to another hospital', showing that there is a continuous chain of moves for nurses. Other frequent reasons were situations related to working conditions such as childbirth, child care, irregular working hours, night work, and low wages. Conclusion: To guarantee adequate nursing coverage in these hospitals, working conditions for nurses should be improved, including higher wages, a more flexible work system, and installation and operation of 24-hour child care facilities.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.15 no.8
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• pp.4972-4980
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• 2014

This study examined the effects of teacher job stress and emotional intelligence on the turnover intent and job satisfaction. To this end, an early childhood teacher survey of 220 people using SPSS 9.0 data processing, analysis, and the independent variables were used to predict the dependent variable. Simple regression analysis and regression analysis of a follow-up examination were then performed. In the first study, the early childhood teachers' turnover intention due to job stress and job satisfaction revealed job stress to be a significant factor. The children's lack of leadership and administrative support work overload factors contributed to causes of stress. The turnover intention appeared to affect the mind. Second, early childhood teachers job satisfaction, job stress and turnover intention were affected by attempts to mediate the influence of job stress. Therefore, mediation plays a significant role. These results show that infant teacher duties affect the turnover intention and job satisfaction.