• Journal of Korean Academy of Nursing Administration
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• v.19 no.4
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• pp.491-500
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• 2013

Purpose: This study was done to examine interpersonal relations, hope, professional self-concept and turnover intention according to adult attachment styles in early stage nurses. Methods: A survey using a structured questionnaire was conducted with 245 nurses who work in one of six general hospitals. Additionally, a qualitative method was used to obtain data on experiences in interpersonal relations. Data were analyzed using SPSS/WINdows 14.0 and qualitative data from open question in the survey questionnaire were analyzed using content analysis. Results: There was a significant difference in interpersonal relations, hope, and professional self-concept according to adult attachment styles. In the interpersonal relation of early stage nurses, 8 themes were identified, of which the most frequent were: a comfortable relationship with my co-workers (43%) and stress from the relationship (34%). Conclusion: Findings from this study should be useful in the development of programs to promote adult attachment and professional self-concept for early stage nurses.

• Culinary science and hospitality research
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• v.22 no.3
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• pp.22-32
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• 2016

This study examined the factors that affect the relationship between job characteristics, job satisfaction and turnover intention. A total of 300 questionnaires were distributed to bakery workers, of which 279 were deemed suitable for analysis after the removal of 21 unusable responses. In order to perform statistical analyses required in the study, AMOS and SPSS 18.0 statistical software were employed for frequency analysis, factor analysis, reliability analysis, correlations, and regression analysis. The results of exploratory factor analysis showed that four factors regarding local specialties job characteristics were extracted from all measurements with a KMO of 0.766 and a total cumulative variance of 67.905%. With regard to job satisfaction, one factor was extracted with a total cumulative variance of 64.955% and a KMO score of 0.733. One factor for turnover intention was extracted that accounted for a total cumulative variance of 64.689% and a KMO score of 0.760. All factors were significant to 0.000 and the correlation between variables was significant. Thus, based on the results, the main research hypothesis that identifies the relationships among job characteristics, job satisfaction and turnover intention was partially adopted.

• Industry Promotion Research
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• v.4 no.2
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• pp.53-60
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• 2019

This study analyzed the effects of supervisor's leadership style on job attitude. questionnaires were analyzed for workers in Seoul, Gyeonggi, and Incheon. First, the correlation coefficient between intellectual stimulation and organizational commitment was .537, the correlation coefficient between intellectual stimulation and turnover intention was .454, and the correlation between turnover intention and charisma was .426, with a confidence level of p <.01 The correlation coefficient between intellectual stimulation and job satisfaction was .356, the correlation between organizational commitment and charisma was .405, the correlation between turnover and charisma was .396, and the correlation level was p <.05. Second, the intellectual stimulation had a significant effect on the confidence level of p <.05 on organizational commitment, which is a sub-domain of job attitude, and the turnover intention had a statistically significant effect on trust level of p <.01. Job satisfaction was not statistically significant. Third, among the general characteristics, organizational commitment and job satisfaction according to the residence were found to have group differences at the confidence level of p <.01. The purpose of this study is to provide useful data to improve the attitude of job by grasping the type of leadership of supervisor.

• The Journal of Industrial Distribution & Business
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• v.6 no.1
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• pp.17-26
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• 2015

Purpose - Ethical management connects corporate management outcomes and emphasizes organizational cooperation. It also links human resource management, auditing, and financial management to increase employee job satisfaction. A survey of American enterprises showed that employees with high ethical consciousness had greater job satisfaction and lower turnover. Research design, data, and methodology - Hypotheses and models based on previous studies were used to investigate the effects of ethical management on employee job satisfaction and turnover intentions. To examine hypotheses empirically, a questionnaire survey based on previous studies was administered to service business workers in Seoul. Results - The study investigated the effects of ethical management practices in relation to factors such as top management's willingness to put them into practice, their appropriateness and implementation within operations, and their influence on job satisfaction, and also examined the effects of job satisfaction on turnover intentions. Conclusions - Ethical management greatly influences job satisfaction and turnover intentions, providing organizational members with alternatives regarding ethical considerations, and to place a strong emphasis on management willingness and enterprise regulations and policies.

• The Journal of the Korean dental association
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• v.48 no.10
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• pp.738-753
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• 2010

Objectives: To deter job migration and to facilitate a more efficient personnel management system, a personality type analysis tool, such as MBTI and Enneagram, may be considered. These tools can facilitate better recognition of talent among prospective employees, as well as more efficient allocation of tasks for greater job satisfaction. Methods: This study conducted direct interviews with dental hygienists currently employed at two major dental organizations, which operate the largest networks of clinics across the greater metropolitan area. Results : First, in terms of number of turnover experiences, the Head Type showed lower task satisfaction, whereas the Body Type exhibited greater task satisfaction. Second, the Head Type showed greater job satisfaction compared to the other types. Third, the SJ Type, often considered the traditionalist in terms of long-term employments, exhibited greater tendencies toward long-term commitment with one employer. Fourth, dental hygienists, in terms of long-term employment, are negatively affected by task satisfaction, and positively affected by job satisfaction. Conclusions: It is thought to be considerable to use personality type analysis tools in clinical human resource management.

• Journal of the East Asian Society of Dietary Life
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• v.23 no.6
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• pp.839-849
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• 2013

The purpose of this study is to assess the associations among person-environment fit, organizational citizenship behavior, organizational commitment and turnover intent in the foodservice industry. The study was administered to 306 Korean employees. The results indicated a positive relationship between person-environment fit, employees' organizational citizenship behavior and organizational commitment. However, person-environment fit did not have a significant, direct impact on their turnover intent. Thus, this study found an indirect influence via organizational citizenship behavior and organizational commitment. In addition, organizational citizenship behavior and organizational commitment were negatively associated with employees' intention to leave the organization. Limitations and future research directions are also discussed.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.11
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• pp.7564-7574
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• 2015

This study confirmed by a meta-analysis of the effect of suppressing the size of the turnover variable based on the thesis concerning "turnover intention" of the past 15 years, and the trend over the year, according to published meta-regression analysis was verified. The overall effect size for the study was found to inhibit factors medium effect size. Effect size is a private property factor by lower variable salary levels, age and marital status, working period, turnover experience, educational level, showed a work order forms, job characteristics factor is job satisfaction, working conditions, job importance, firm relationships with colleagues, showed a net job autonomy. In addition, organizational characteristic factor effect sizes organizational commitment, organizational commitment, advancement opportunities, compensation satisfaction, organizational justice, participatory doctor had determined the net. Changes in accordance with the published year is closer to 2015 it showed that the effect of inhibiting factors reduced size.

• 한국디지털정책학회:학술대회논문집
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• 2006.06a
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• pp.207-216
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• 2006

This study aims to examine the relationship between job attitude and leadership style perceived by employees in hospital organization. This study have the two purposes; 1) to investigate the relationship between leadership styles and job attitudes(Organizational Commitment and Turnover Intention), 2) to verify the moderate effect of organizational support on the relationship between leadership style and job attitude. We examined the effect of critical leadership styles on the job attitude of employees in hospital organization. Hypotheses on four factors were tested for 7 hospital organizations. In order to test these hypotheses, survey questionnaires were sent to employees of hospital organization in Gyungbuk. As a result, the 185 available data were collected from hospital organization. Correlation analysis and regression had been performed and the results supported hypotheses. The results indicated that it is significant difference between each leadership style and job attitude. Also, organizational support was found to be positively moderated on job attitude.

• Journal of Digital Convergence
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• v.5 no.1
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• pp.17-25
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• 2007

This study aims to examine the relationship between job attitude and leadership style perceived by employees in a hospital. This study has two purposes; 1) to investigate the relationship between leadership styles and job attitudes[Organizational Commitment and Turnover Intention], 2) to verify the moderate effect of organizational support on the relationship between leadership style and job attitude. We examined the effect of critical leadership styles on the job attitude of employees in hospital organization. Hypotheses on four factors were tested for 7 hospitals. In order to test these hypotheses, survey questionnaires were sent to employees of hospital organization in Gyungbuk. As a result, the 185 available data were collected. Correlation analysis and regression had been performed and the results supported hypotheses. The results indicated that it was significant difference between each leadership style and job attitude. Also, organizational support was found to be positively moderated on job attitude.

• Journal of Korean social welfare administration
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• v.21 no.4
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• pp.74-111
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• 2019

This study conducts a systematic literature review to systematically build a comprehensive understanding on the social workers'turnover in Korea.. For the selection of literature, this study searched related literature published between November 1, 1991 and August 31, 2019 through major social science databases and finally selected 53 published empirical papers based on the inclusion and exclusion criteria. Based on the 53 papers, first, this study identified authors and the publication year, time dimension (cross-sectional vs. panel) of data, types of data(primary data vs. secondary data), survey period, target population, survey area, sampling method, sample size, dependent variable, and analysis methods. Second, this study summarized methods and tools of turnover behavior measurement from the 53 papers. Third, this paper identified key factors which influence social workers'turnover behavior based on variables' statistical significance reported in 28 papers which included control variables in their analysis model. Main results of this study are as follow. First, 46 studies(87%) were published after the 2000s; 52 studies(98%) utilized cross-sectional data; 45 studies(85%) used primary data; 27 studies(51%) used data collected after the 2010s; 29 studies(55%) focused on social workers working in private social welfare organizations; 33 studies(62%) limited their survey on specific areas; 38 studies(72%) used non-probability sampling method; in 32 studies(60%) effective sample size was between 200 social workers and 400 social workers; 48 studies(91%) measured level of turnover intention; and 34 studies(64%) used multiple regression method as a analysis. Secondly, in measurement of turnover behavior measurement, 45 studies(85%) used multidimensional scales to measure level of turnover intention; 7 studies(13%) used a single question to measure level of turnover intention; and only 1 study(2%) used a single question to measure actual turnover behavior. Third, relatively consistent factors affecting social workers'turnover behavior were as follows: in personal factor, age(-), depression level(+), overall burnout(+), and emotional exhaustion(+) and depersonalization(+) of burnout were statistically significant; in organizational and job-related factor, type of organization(+ when working in a private social welfare organization), employment status(+ with temporary employment), pay level(-), experience of client violence(+), positive perception on organizational characteristics(-), job stress(+), job satisfaction(-) were statistically significant. Finally, in these papers, external environmental factor were very limitedly included in their analysis models to examine social workers'turnover behavior in Korea. As the first systematic literature review paper, this study contributes to broadening and deepening understanding on social workers'turnover studies in Korea.