• Journal of the Korea Academia-Industrial cooperation Society
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• v.17 no.7
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• pp.228-236
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• 2016

The purpose of this study was to explore the effects of transformational leadership as perceived by nurses working in medical institutions on their work attitudes using psychological capital as a mediating variable. Subjects were 201 nurses working in three general hospitals located in Seoul with more than 300 beds, and SPSS Windows 20.0 and AMOS 20.0 were used for data analysis. As the results of the analysis, transformational leadership had direct effects on psychological capital (.68, p=.007), turnover intention (-.34, p=.008), and meaning of work (.11, p=.007), whereas psychological capital had direct effects on meaning of work (.26, p=.009) and turnover intention (-.07, p=.041). In addition, transformational leadership had indirect effects on turnover intention (-.05, p=.087) and meaning of work (.18, p=.004). The results of this study can be used as a base material in the development of programs to exert positive effects on nurses' work attitudes.

• Culinary science and hospitality research
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• v.22 no.7
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• pp.187-202
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• 2016

The purpose of this study was to better understand the influence of psychological contract breach in deluxe hotel culinary staff memeberss on job satisfaction and turnover intention. Based on a total of 280 samples obtained for empirical research, this study reviewed the reliability and fitness of the research model and verified a total of 4 hypotheses using the AMOS program. The hypothesized relationships in the model were simultaneously tested by using a structural equation model(SEM). The proposed model provided an adequate fit to the data, ${\chi}^2=334.152$ (p<.001), df=162, CMIN/DF=2.063, GFI=.893, AGFI=.861, NFI=.919, CFI=.956, RMSEA=.062. The model's fit, as indicated by these indexes, was deemed satisfactory, thus providing a good basis for testing the hypothesized paths. The SEM showed that relational contract breach (${\beta}=-.236$) had a negative significant influence on job satisfaction. In addition, job satisfaction (${\beta}=-.236$) had a negative significant influence on turnover intention. The moderating effects on career the formulated model was verified. Limitations and future research directions are also discussed.

• Culinary science and hospitality research
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• v.18 no.3
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• pp.32-45
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• 2012

The purposes of this study is to understand the influence of culinary employees' stress coping styles in the deluxe hotel industry on counterproductive work behaviors and turnover intention. Based on total 345 culinary employees obtained from empirical research, this study reviewed the reliability and fitness of the research model and verified a total of 2 hypotheses using the AMOS program. The hypothesized relationships in the model test simultaneously by using a structural equation model(SEM). The proposed model provided an adequate fit to the data, ${\chi}^2$=736.474(p<0.001), df=233, GFI=.853, NFI=.901, CFI=.930, RMSEA=.079. Hypothesis $1^a$, which hypothesized a positive relationship between employees coping styles(avoid coping, ${\beta}$=.325; emotion coping, ${\beta}$=.261; job coping, ${\beta}$=-.203) and person-counterproductive work behavior was supported. As predicted by, Hypothesis $1^b$, employees' coping styles(job coping, ${\beta}$=-.307; avoid coping, ${\beta}$=.262; emotion coping, ${\beta}$=.146) had significant positive effects on organization-counterproductive work behavior. Also, employees' person-counterproductive work behavior(${\beta}$=.431) had significant positive effects on turnover intention(Hypothesis 2 was partially supported). Limitations and future research directions are also discussed.

• Journal of the Korea Society for Simulation
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• v.23 no.1
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• pp.21-31
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• 2014

In this article, data mining simulation is applied to find a proper approach and results of analysis for study of variables related to organization. Also, turnover intention and organizational commitment are used as target (dependent) variables in this simulation. Classification and regression tree (CART) with ensemble methods are used in this study for simulation. Human capital corporate panel data of Korea Research Institute for Vocation Education & Training (KRIVET) is used. The panel data is collected in 2005, 2007, and 2009. Organizational commitment variables are analyzed with combined measure variables which are created after investigation of reliability and single dimensionality for multiple-item measurement details. The results of this study are as follows. First, major determinants of turnover intention are trust, communication, and talent management-oriented trend. Second, the main determining factors for organizational commitment are trust, the number of years worked, innovation, communication. CART with ensemble methods has two ensemble CART methods which are CART with Bagging and CART with Arcing. Comparing two methods, CART with Arcing (Arc-x4) extracted scenarios with very high coefficients of determination. In this study, a scenario with maximum coefficient of determinant and minimum error is obtained and practical implications are presented. Using one of data mining methods, CART with ensemble method. Also, the limitation and future research are discussed.

• Journal of the Society of Disaster Information
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• v.11 no.3
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• pp.365-375
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• 2015

This study is significant in the sense that it minimize the negative effect of workplace bullying, ultimately it maximize organizational performance and keep private security guards physical and mental health. We tested the hypothesis that workplace bullying negatively impacts private security guard's office attitude, but there will be significant difference in influence with their level of self-esteem scale. First of all, as the result of the correlation analysis of each of variables, a positive correlation was found between self-esteem and job satisfaction but negative correlation between self-esteem they have, the more job satisfaction they get, the lower turnover intention they have. Second, we tried to find out how self-esteem affect them on their job satisfaction. Using regression analysis, we can see that job satisfaction is affected by age, workplace bullying, relational aggression and self-esteem. For example, job satisfaction is increased as they get old and self-esteem is improved, on the other hand, workplace bullying and relational aggression is decreased. Third, to find out how self-esteem affects their turnover intention, we did regression analysis. The result shows that turnover intention is affected by age, working period, workplace bulling, relational aggression and self-esteem. For example, turnover intention if higher as working period, workplace bullying, relational aggression is increased while age and self-esteem is decreased.

• Journal of the Korean Society of Clothing and Textiles
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• v.24 no.8
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• pp.1103-1114
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• 2000

The purpose of the study was to investigate the level and the major causes of job stress, and the causes of the high level of job turnover rate of fashion merchandisers and fashion designers. The study also examined the correlations among the major causes of job stress, job results and job turnover rate. A part of the questionnaire consisted of questions on major causes of job stress, job result, and intention and trial to leave a job. The subjects were to rate on 5 point Likert-type scales. The other part included the questions on demographic and individual characteristics of the subjects and their company characteristics. For the survey, the subjects were 99 fashion merchandisers and 128 fashion designers who are employed by mens or womens wear manufacturers. The SAS PC+ package was used to calculate frequency, Cronbach $\alpha$, multiple regressions. The results of the study were as follows: 1. The high degree of the job results were resulted from the high degree of specialties in their job characteristics, high contentment in human relations, career development and income, and low role conflict. 2. Stronger intentions and more trials to leave their job were correlated to better task performance in the workplace, lower commitment to their job, and lower job satisfaction. 3. Higher level of job stress caused by interpersonal relationship in the organization and contentment in career development and income affected stronger intentions and more trials to leave their job.

• Journal of Convergence for Information Technology
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• v.12 no.5
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• pp.183-193
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• 2022

The purpose of this study is to analyze the effect of black consumer behavior perception on the anger expression and turnover intention of beauty workers. For data collection, the final 392 copies were used by distributing questionnaires to 400 people for three months from November 1, 2021 to January 31, 2022, centering on beauty service workers in Seoul, Gyeonggi, and Incheon. For data analysis, SPSS 25.0 program was used. Frequency analysis was performed to identify demographic characteristics, and factor analysis and reliability analysis were performed to understand the validity of the measurement tool. Correlation analysis, A regression analysis was performed. As a result of the analysis, the transient and deterrence of black consumers had a positive (+) effect on anger expression, anger suppression, and turnover intention, and anger expression and anger control had a positive (+) effect on turnover intention. Therefore, it is necessary to raise excessive problems of black consumers or eradicate forced services, and it is believed that proper customer response methods and programs for stress relief should be provided by members.

• Journal of the Korean Society for Aviation and Aeronautics
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• v.28 no.1
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• pp.34-44
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• 2020

The purpose of this study is to identify the structural causal relationship among the psychological burnouts, job engagement and turnover intentions influenced by perfectionism of flight attendants to reestablish concepts by approaching their psychological difficulties and establish strategies for effective human resource management for airlines. The period of data collection was from August 1st to September 1st, 2019 by using online and offline surveys. A total of 208 answered surveys were used for analysis. The major results of this study showed that first, the perfectionism of flight attendants had an effect on psychological burn-outs, supporting Hypothesis 1. Second, the psychological burnout of flight attendants showed to have a negative (-) meaningful effect on their job engagement. Third, the psychological burnout of flight attendants showed to have a positive (+) meaningful effect on their turn-over intentions. Lastly, the job engagement of flight attendants had a negative (-) effect on their turnover intentions.

• The Journal of the Korea Contents Association
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• v.16 no.11
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• pp.369-383
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• 2016

This study aims for strengthening the ability of home visiting care giver by figuring out interpersonal stress of bearing hardships which affect turnover intentions of home visiting care givers and by focusing on mediating effect of burnout. First, in summary, the analysis result was that the age of care givers and the presence of spouse are in relational factors correlated with burnout. Also age and experience of turnover have some connection with turnover intentions. Second, interpersonal stress of burnout and turnover intentions have static correlation. Third, the interpersonal stress represents increasing level of stress of burnout and the intervention of burnout shows static effects on turnover intentions of care givers. Suggestions of this study's results are, first, solution of interpersonal stress which home visiting care givers are facing should be improved by families' support or encouragement. In addition, the more professional and organized job training should be advanced to improve the understanding of various situations and coping skills. Second, the more interest should be need on business characteristics and environmental limitation. Also many centers that support care givers should reinforce their role. Third, to decrease the turnover intention which comes from interpersonal stress, doing some burnout research could be helpful and especially the legal regime which supports the research of burnout is essential.

• Journal of Digital Convergence
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• v.17 no.3
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• pp.281-290
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• 2019

The purpose of this study was to examine the effect of emotional labor, resilience, nursing work environment on turnover intentions of comprehensive nursing care medical service ward nurses. The data were collected from 186 subjects using a structured self-report questionnaires and analyzed using SPSS WIN Version 22.0. The mean score of emotional labor, resilience, nursing work environment, and turnover intentions were 3.66, 3.52, 2.62, and 3.82. Turnover intentions had significant correlation with emotional labor, resilience and nursing work environment. The influencing factors on turnover intentions were sex, emotional labor, resilience and nursing work environment of comprehensive nursing care medical service ward nurses. These result indicates that in order to reduce the turnover intentions of comprehensive nursing care medical service ward nurses, it is necessary to develop and apply an intervention programs considering sex, emotional labor, resilience, and nursing work environment.