• Journal of Technologic Dentistry
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• v.42 no.3
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• pp.290-297
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• 2020

Purpose: This study aimed at exploring the impacts of organizational conflict and job satisfaction on the turnover intention among dental technicians. Methods: This study utilized a descriptive research design. A structured questionnaire was administered to 159 dental technicians. Of the collected questionnaires, data from 127 valid questionnaires were analyzed using t-tests, analysis of variance, Pearson's correlation coefficient, and hierarchical multiple regression using the IBM SPSS 20.0 statistical package. Results: A positive correlation was identified between organizational conflict and turnover intention (r=0.46, p<0.001); however, a negative correlation was shown between job satisfaction and turnover intention (r=-0.50, p<0.001). A hierarchical multiple-regression model was employed to analyze working hours, unfair treatment from dentists and dental hygienists, organizational conflict, and job satisfaction, which contributed to providing an explanation to 39% of the turnover intention of dental technicians (F=14.16, p<0.001). Furthermore, organizational conflict (β=0.32, p<0.001), job satisfaction (β=-0.31, p=0.003), and working hours (β=0.21, p=0.010) were all shown to affect turnover intention. Conclusion: The impact of the negative consequences of organizational conflict and working hours on the turnover intention should be considered within core strategies for increasing the turnover periods for dental technicians.

• Journal of the Korean Society for Railway
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• v.20 no.4
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• pp.558-567
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• 2017

This study was conducted to analyze the turnover intentions of railway traffic controllers among employees of a domestic railway corporation. Variables influencing job turnover intention included exploited variables (empowerment, job stress, job satisfaction, organizational commitment, exhaustion) that have been actively studied in other fields. The results showed that the empowerment of railway traffic controllers did not directly affect job stress and turnover intention, but had a direct effect on job satisfaction, organizational commitment, and exhaustion. Job stress did not directly affect job satisfaction, organizational commitment, and exhaustion, and job satisfaction did not directly affect organizational commitment, burnout, and turnover intentions. Burnout has a direct effect on turnover intention, indicating that exhaustion of railroad traffic controllers has an effect on turnover intentions. In conclusion, empowerment has a direct effect on burnout and exhaustion has a direct effect on turnover intention. This study suggests that management of empowerment and exhaustion is important for the prevention of turnover of railway traffic controllers.

• Journal of Korean Society for Quality Management
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• v.49 no.2
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• pp.183-200
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• 2021

Purpose: This study is to investigate the effects of job instability and job stress on the turnover intention of sports facility workers in the COVID-19 situation, considering the moderating effects of perceived organizational support. Methods: This study surveyed service workers working at public sports facilities in Seoul, Gyeonggi Province and North Chungcheong Province, South Korea. The multi-regression and hierarchical regression analysis were employed to analyze the collected data. Results: The results indicate that all of the factors constituting job instability (organizational, job, and personal factors) had a significant influence on the factors constituting job stress (job characteristic, roll-related, and human relationship factors), except for only the relationship between organizational factor and rol-related factor. Job characteristic and roll-related factors constituting job stress significantly affected turnover intention of sports facility workers. Also, it was found that the perceived organizational support moderated the relationship between job characteristic factors of job stress and turnover intention. Conclusion: Although the COVID-19 created an environment with very high job instability, the negative impacts of job instability and job stress can be minimized through consideration and support for service workers of the organization, reducing turnover intention.

• Journal of Korean Academy of Nursing Administration
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• v.22 no.5
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• pp.562-569
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• 2016

Purpose: This study was done to construct and verify a model of turnover intention in clinical nurses, considering the effects of compassion fatigue, coping, social support, and job satisfaction. Methods: For this study a cross-sectional correlational design was used. Participants were 283 clinical nurses in four general hospitals. Data were collected using a questionnaire and were analyzed with descriptive statistics, Pearson correlation coefficient and path analysis. Results: The modified model of turnover intention had a good fit in this study. Turnover intention was influenced by job satisfaction, and job satisfaction was affected by workload, problem-focused coping, peer support, family-friend support and compassion fatigue. Compassion fatigue was associated with occupational trauma events, problem-focused coping and emotional-focused coping. Job satisfaction was the most important factors controlling nurse's turnover intention. Conclusion: Findings show that job satisfaction, compassion fatigue, and traumatic events are important factors influencing turnover intention. Nurse managers try to manage job satisfaction, compassion fatigue, support, and coping for nurses, it could be expected making proper nursing circumstance.

• Journal of Korean Academy of Nursing Administration
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• v.13 no.3
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• pp.293-301
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• 2007

Purpose: The purpose of the study was to identify the relationship among internal marketing, job stress, organizational commitment, and turnover intention in nursing organizations in Korea. Methods: One hundred eighty six nurses recruited from 6 general hospitals in South Korea. The data were collected by self-reporting questionnaires and analysed by the SPSS WIN 11.0 program using descriptive statistics, Pearson's correlation coefficients and stepwise multiple regression. Results: Nurses participated in the study reported medium levels of perceived internal marketing, job stress, organizational commitment, and turnover intention. Perceived internal marketing had significant negative correlation with job stress and turnover intention and significant positive correlation with organizational commitment. Employee's management philosophy was a significant predictor of job stress along with characteristics of hospital, and nurse's educational level ($R^2=$ .18). Working environment was a significant predictor of organizational commitment along with monthly income and job stress ($R^2=$ .31). Promotional strategies and communication style in the organization were significant predictors of turnover intention along with organizational commitment and job stress ($R^2=$ .31). Conclusions: This study suggest that future intervention study enhancing internal marketing would lead the positive changes in job stress, organizational commitment, and turnover intention.

• Safety and Health at Work
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• v.14 no.3
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• pp.309-316
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• 2023

Background: Job performance is known as an essential reflection of nursing quality. Colleague solidarity, positive emotion, and turnover intention play effective roles in a clinical working environment, but their impacts on job performance are unclear. Investigating the association between nurses' colleague solidarity and job performance may be valuable, both directly and through the mediating roles of positive emotion and turnover intention. Methods: In this cross-sectional study, a total of 324 Chinese nurses were recruited by convenience sampling method from July 2016 to January 2017. Descriptive analysis, Spearman's correlation analysis, and the structural equation model were applied for analysis by SPSS 26.0 and AMOS 24.0. Results: A total of 49.69% of participants were under 30 years old, and 90.12% of participants were female. Colleague solidarity and positive emotion were positively connected with job performance. The results indicated the mediating effects of positive emotion and turnover intention in this relationship, respectively, as well as the chain mediating effect of positive emotion and turnover intention. Conclusions: In conclusion, dynamic and multiple supportive strategies are needed for nurse managers to ameliorate nursing job performance by improving colleague solidarity and positive emotion and decreasing turnover intention based on the job demand-resource model.

• Journal of Technologic Dentistry
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• v.42 no.3
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• pp.272-280
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• 2020

Purpose: This study aimed to determine dental technicians' job satisfaction levels and to assess its influence on turnover intention. Methods: We included 230 dental technicians who work within Seoul, Incheon, Daejeon, the Gyeonggi Province, and the Chungcheongnam-do Province. We carried out a self-reported survey using a structured questionnaire. Results: As a result of assessing the research subjects' job satisfaction level, we found that there was a significant difference in working hours and a dental-work continuing plan sphere (p<0.05). Achievement & self-realization factors, the human relation factor, and growth & development factors were reported to be major job satisfaction indices. The whole average of the job satisfaction level came to 3.11, thereby appearing to be relatively high. In analyzing the research subjects' turnover intention, there was a significant difference in age, task field, dental-work career, working hours, incumbency, and dental-work continuing plan sphere (p<0.05). The question average for turnover intention was 2.88. As a result of assessing a correlation between job satisfaction and turnover intention, a significant negative (-) correlation was found between job satisfaction and turnover intention. Thus, a higher job satisfaction level was observed to lead to a lower turnover intention. Conclusion: As a result of conducting a regression analysis in order to assess the influence of job satisfaction on a turnover intention, a working condition factor, a human relation factor, and a recognition factor each appeared to have a high impact.

• Culinary science and hospitality research
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• v.20 no.5
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• pp.52-58
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• 2014

The aim of the present study is to investigate the structural relationships of organizational work-family support, job satisfaction, organizational commitment and turnover intention among Korean hotel employees. In order to achieve the study goal, frequency analysis, confirmatory factor analysis, reliability analysis, correlation analysis and covariance structure analysis were undertaken using SPSS(18.0) and AMOS(18.0). The result shows that organizational work-family support has a significantly positive effect on job satisfaction and it also positively impacts on organizational commitment. However, it doesn't have any significant effect on turnover intention. This study also suggests that each of job satisfaction and organizational commitment has a significantly negative effect on turnover intention. Through the abovementioned results, we can find out that each of job satisfaction and organizational commitment can completely mediate the relationship between organizational work-family support and turnover intention.

• The Korean Journal of Health Service Management
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• v.6 no.1
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• pp.65-75
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• 2012

The purpose of this study is to provide information to Efficient utilization of human resources management by studying the factors influencing the turnover intention of employees working in the Hospital. The study, the area of medical institutions located in more than 30 hospital-grade medical workers engaged in the collection of data aimed at the September 2010 and October 1 days and 1, 794 were used for the analysis, data processing and analysis package, SPSS 18.0 was used. The findings are as follows: First, the study found that age, job position had a significant and negative effect on turnover intentions. The turnover intention rates were highest among nursing staffs, followed by medical technicians and healthcare supporters and then administrators. Secondly, high degree of autonomy, job skills recognition and less job satisfaction in a positions have been identified to affect the significant. It also has turned out that job suitability and emotional commitment have influenced the turnover intentions.

• The Korean Journal of Community Living Science
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• v.19 no.4
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• pp.597-609
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• 2008

The purpose of this study was to examine the effects of stress on child care teachers' with relation to job turnover, occupational turnover and the moderating role of personal accomplishment. The subjects were 153 child care teachers in Gyeonggi-Do. Data was analyzed through Pearson's correlation, multiple regressions using the SPSS12.0. This study showed that work overload and administrative problems in child care centers were significant predictors of a teachers' intention to change their job. Also, the stresses of human relations such as with children or co-workers were significant predictors of a child care teachers' intention to change occupation. Personal accomplishment was suggested to reduce the negative results of work overload and stress.