• 간호행정학회지
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• 제22권2호
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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.

• 기본간호학회지
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• 제17권4호
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• pp.566-574
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• 2010

Purpose: This study was done to identify the relationship of emergency department(ED) nurse's job characteristics, organizational commitment and turnover intention. Method: This study was conducted through a survey of 171 nurses from ED in nine general hospitals of Band U cities. The data were collected by self-report questionnaires and analyzed with the SPSS WIN 17.0 program using descriptive statistics, t-test, ANOVA, Pearson correlation coefficient and stepwise multiple regression. Results: The mean score for job characteristics was 3.37. Job characteristics according to position, number days night duty, and monthly income showed significant differences. Turnover intention according to age, total career, and monthly income showed significant differences. A significant positive correlation was found between job characteristics and organizational commitment. Significant negative correlations were found between job characteristics and turnover intention, organizational commitment and turnover intention were found. The significant factors influencing turnover intention were organizational commitment, monthly income, and total career, which explained 27.6% of the variance. Conclusion: The findings indicate that nurse managers should analyze the reasons for high turnover intention, focusing on the main factors affecting turnover intention and consider solutions for decreasing turnover intention.

• 한국치위생학회지
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• 제12권1호
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• pp.213-223
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• 2012

Objectives : The purpose of this study is to identify relationships between turnover intention and variable factors among dental hygienists. Methods : Each factor of validity and reliability were investigated using factor analysis and Cronbach's ${\alpha}$. The hypothesis of the data was proven and analyzed using the pearson correlation, regression analysis, and analysis of variance (ANOVA). Results : The independent variables were based on self-efficacy, the dependent variables were based on job satisfaction. The results of the regression analysis were that self-efficacy is as high as job satisfaction. Independent variables based on self-efficacy and job satisfaction. The dependent variable is organizational commitment multiple regression analysis was used. The results showed that self-efficacy and job satisfaction are as high as organizational commitment. Independent variables based on organizational commitment. The dependent variable is the turnover-intention. Simple regression analysis showed that organizational commitment is as low as turnover-intention. Self-efficacy, job satisfaction and organizational commitment are different depending on individual traits and personal characteristics. Self-efficacy has been shown to have a positive relationship with job experiences, public work and turnover intention. Organizational commitment is also related with job experiences. However, there was no significant difference between job satisfaction, turnover intention and personal characteristics. Conclusions : According to the factor analysis of turnover intention, self-efficacy, job satisfaction, organizational commitment and turnover intention were correlated to each other. Self-efficacy, job satisfaction, and organizational commitment has a negative association with turnover intention.

• 대한방사선기술학회지:방사선기술과학
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• 제32권4호
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• pp.371-380
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• 2009

병원규모에 따라 조직문화와 인사체계가 다르기 때문에 이들 병원에서 근무하는 방사선사의 이직요인에 차이가 있을 가능성이 충분히 있으므로, 본 연구는 대전광역시 지역 종합병원과 개인병원에 근무하는 방사선사를 대상으로 이들의 이직의사 수준을 알아보고 이직의사와 인구사회학적 특성, 직업관련 특성, 직무스트레스요인, 직무만족도, 직무성과, 조직몰입 등의 제 요인과의 관련성을 알아보고자 하였다. 2008년 6월 1일부터 6월 30일까지 대전소재 5개 종합병원에서 근무하는 방사선사 158명, 의원에 종사하는 방사선사 117명 총 275명을 대상으로 자기기입식 설문조사(self-administered questionnaire)를 실시하였다. 위계적 다중회귀분석을 실시한 결과 개인병원은 교육수준, 직무스트레스 중 업무요구도, 직무만족도가 이직의사에 영향을 미쳤으며, 종합병원은 연령, 근무기간, 직무만족도, 조직몰입이 이직의사에 영향을 미쳤다. 이는 병원의 인사관리 및 조직관리 시 자료로 고려되어야 할 것으로 생각된다.

• 디지털융복합연구
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• 제12권12호
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• pp.427-439
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• 2014

본 연구는 부산지역에 소재하는 미용실 종사자들을 대상으로 직무스트레스, 직무소진 및 사회적 지지와 이직의도와의 상관관계를 알아보고 이직의도에 미치는 변인들의 영향을 분석하고자 하였다. 첫째, 연령이 낮을수록 감정노동이 높으며, 연령, 학력, 경력, 직위가 낮을수록 직무스트레스와 직무소진이 높고, 연령과 학력이 낮고 휴무일이 적을수록 이직의도가 많았다. 둘째, 원장/디자이너는 감정절제, 감정부조화, 심리적 스트레스, 역할스트레스가 이직의도가 유의미하고 스텝은 감정부조화, 심리적 스트레스가 유의미한 것으로 나타났다. 셋째, 이직의도전체는 원장/디자이너는 감정절제, 역할스트레스, 상사지지와 동료지지가, 직장관련 이직의도에는 감정절제, 역할스트레스, 동료지지, 비인격화가 영향을 미친다. 스텝은 이직의도전체와 직장관련 이직의도에는 상사지지, 동료지지, 비인격화가, 직업관련 이직의도는 상사지지가 영향을 미친다.

• 한국철도학회논문집
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• 제15권6호
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• pp.645-653
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• 2012

본 연구는 KTX기장의 개인-환경(직무,조직,동료)적합성이 직무만족, 조직몰입 및 이직의도에 미치는 영향과 개인-환경적합성과 이직의도간의 관계에서 직무만족과 조직몰입의 매개효과를 실증분석 하였다. 분석결과, 개인-환경적합성은 직무만족, 조직몰입 및 이직의도에 대부분 유의미한 영향을 미치는 것으로 나타났으나, 개인-직무적합성은 직무만족에, 개인-동료적합성은 직무만족과 이직의도에 각각 유의미한 영향을 미치지 못하는 것으로 나타났다. 직무만족 및 조직몰입의 매개효과 또한 대부분 매개효과가 있는 것으로 나타났으나, 개인-조직적합성과 이직의도간의 관계에서 직무만족의 매개효과가 없는 것으로 나타났다. 결론적으로 본 연구는 KTX기장의 이직의도를 파악하고 이를 예방하기 위해서는 전반적인 개인-환경적합성을 높임은 물론, 직무만족과 조직몰입 향상방안 마련이 중요하다는 사실을 시사하고 있다.

• 한국컴퓨터정보학회논문지
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• 제26권5호
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• pp.69-76
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• 2021

본 연구는 치과위생사의 직무스트레스, 직무만족, 조직커뮤니케이션 및 이직의도의 관련성을 확인하고, 이직의도에 영향을 주는 요인이 무엇인지를 파악하기 위해 시도되었다. 자료 수집은 2020년 5월 2일부터 5월 17일까지 치과 병·의원에 근무하고 있는 치과위생사 159명을 대상으로 실시하였으며 자료는 IBM SPSS 20.0을 사용하여 분석하였다. 분석 결과, 이직의도와 직무스트레스는 양의 상관관계를, 이직의도와 직무만족도 및 조직커뮤니케이션은 음의 상관관계를 보였다. 대상자들의 인구사회학적 변수들을 보정한 후 직무스트레스와 직무만족도, 조직커뮤니케이션이 이직의도를 35.4% 설명하는 것으로 나타났으며, 변수들 중에서 이직의도에 유의미하게 영향을 주는 변수는 직무스트레스로 나타났다. 따라서 이직의도에 영향을 주는 직무스트레스 감소에 도움이 되는 프로그램 개발 및 실천이 요구된다.

• 동아시아식생활학회지
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• 제23권4호
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• pp.508-518
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• 2013

In this study, the influence of sub-factors of Big Five personality (extraversion, agreeableness, conscientiousness, neuroticism, openness to experience) to job satisfaction and turnover intention, and mediating effect of job satisfaction between Big Five personality and turnover intention were empirically analysed. Also the relationship between job satisfaction and turnover intention was investigated. The sample of this study were customer-contact employees of restaurant among Youngnam province. 243 questionnaires were used for the empirical analyses. According to the empirical analysis results, openness to experience and conscientiousness respectively had positive influences to job satisfaction and turnover intention. Also neuroticism gave negative influence to turnover intention. Another research finding of this study was that mediating effect of job satisfaction existed in the causal relationship of 'openness to experience' and conscientiousness to turnover intention. Managerial implications of the research findings are that restaurant managers are recommended to select employees of having much of conscientiousness and 'openness to experience', and to employ those of having much of agreeableness. In the field of restaurant industry, training is very important for employees to foster these personalities, because this industry does not have environment of hiring employees of having much of these personalities. Also training can be applied to employees of having high neuroticism for minimizing their turnover intention.

• 간호행정학회지
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• 제22권3호
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• pp.279-291
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• 2016

Purpose: The purpose of this study was to investigate the relationship among nursing work environment, job embeddedness, and turnover intention in order to provide basic data for efficient management of human resources in nursing organizations. Methods: A cross-sectional, descriptive study design was conducted with 177 nurses who had worked for more than 6 months in five general hospitals on Jeju Island. A self-report questionnaire was used for data collection. Results: About 88% of the participants reported that they were considering a turnover plan because of overload in their jobs and poor salaries. Nursing work environment was significantly related to job embeddedness and turnover intention. Job embeddedness was significantly related to turnover intention. Hierarchical multiple regression analysis showed that factors affecting turnover intention were the organizational embeddedness factors of organization fit and organization sacrifice. Conclusion: The results indicate that nurses' turnover intention is associated with nursing work environment and job embeddedness. To reduce nurses' turnover intention and improve nurses' retention, nurse managers should improve the nursing work environment and consider job embeddedness, particularly in relation to the organization fit and sacrifice.

• International journal of advanced smart convergence
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• 제8권4호
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• pp.58-67
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• 2019

The purpose of this study was to examine the relationship between sleep disorders, job satisfaction, health promotion behavior, quality of life, turnover intention. And also to find the predicting factors on turnover intention of shift and non-shift nurses. A descriptive study design was used. Study subjects were 239 nurses worked as a shift (167) and non-shift (72) in two general hospitals in P city. Turnover Intent, Sleep disorders, Job satisfaction, practicing health promotion profile and quality of life scales were used to collect the data. Data were analyzed by descriptive statistics and Pearson's correlation coefficient for find the relationship between study variables. Stepwise multiple regressions used to find predicting factors of turnover intention with other variables. The shift group showed lower Job satisfaction, practice of health promotion behavior and intention of turnover than non-shift nurses. The most important predictive factors of turnover intention in of shift group was job satisfaction (β =-. 477, p <.001) and non-shift group was health promotion behavior (β =-. 295, p = .040) than other factors. Findings showed that turnover intention highly influenced by job satisfaction than health promoting behavior and quality of life. This study suggests organizational efforts to provide sufficient staffing and nurse managersshould make more concentration to allot work schedule in order to avoid over load shift nurses and promote quality of client care.