• The Korean Journal of Emergency Medical Services
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• v.17 no.3
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• pp.39-51
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• 2013

Purpose: The purpose of the study is to investigate the influencing factors of turnover intention in hospital paramedics. The factors included the job condition, job stress, and turnover intention. Methods: The subjects were 200 paramedics in hospital. Data were analyzed using frequency, t-test or one way ANOVA, Pearson's correlation, and multiple regression analysis with SPSS WIN 20.0 program. Results: Job stress was 3.59 points; job condition, 2.96 points; turnover intention 3.64 points. When the job stress was high, the satisfaction with job condition was very low and the turnover intention increased. When the job satisfaction was high, turnover intention decreased. factors affecting the turnover intention were annual income, turnover frequency, workload, and working department, role conflict, and personal relationship. Conclusion: It is necessary to establish the job description of paramedics and improve the working condition in the hospitals.

• Journal of Korean Academy of Nursing Administration
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• v.15 no.1
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• pp.16-25
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• 2009

Purpose: This study was to identify the factors influencing turnover intention of nurses in small and medium-sized hospitals. Method: The participants in this descriptive survey on causal relations were 192 nurses who were working at small and medium-sized hospitals in Daegu city. The data were collected by self-reporting questionnaires and analysed by the SPSS Win 14.0 program using descriptive statistics, t-test, ANOVA, Pearson's correlation coefficients and stepwise multiple regression. Result: The mean for job characteristics scores were 2.90, the job satisfaction scores were 3.00, the organizational commitment scores were 3.00, job stress scores were 2.42, the turnover intentions scores were 3.08. Turnover intention according to general features were shown as following; age, marital status, clinical career, work schedule type, frequency of night duty. The relationship between turnover intention and job stress had positive correlation. But the relationship between turnover and other factors that job satisfaction, organizational commitment had negative correlation. The causal factors of turnover intention were organizational commitment, job satisfaction, job stress, and job characteristics, frequency of night duty. $R^=.39$. The organizational commitment were the highest significant predictors of turnover intention. Conclusions: The findings of study suggest that broad intention program should be provided to prevent problems of turnover.

• Korean Journal of Occupational Health Nursing
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• v.20 no.2
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• pp.130-142
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• 2011

Purpose: The purpose of this study was to identify the relationships among emotional labor, empowerment, job burnout, and turnover intention. Methods: The design of this study was a cross-sectional descriptive study. The subjects of this study were 358 nurses working for over 6 months in Seoul and Gyeonggi-do. The data were collected from 4th to 30th of September, 2009 through one-to-one interviews. Survey data were analyzed using t-test, one-way ANOVA, Pearson's correlation coefficient, and hierarchical regression. Results: We find the positive correlation of turnover intention with emotional labor and with job burnout, but the negative correlation of empowerment with job burnout and with turnover intention. The nurses' turnover intention scores were relatively low with 1.30. Job burnout, shift work, and frequency of turnover were predictors of turnover intention. The most powerful predictor variable was job burnout (${\beta}$=.420, p<.001). We find that emotional labor and empowerment as determinants of turnover intention are not significant. Conclusion: These results suggest that manager should consider shift work of nurses and job burnout in order to manage nurse organization and resource effectively.

• 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.

• Child Health Nursing Research
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• v.24 no.4
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• pp.353-363
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• 2018

Purpose: The purpose of this study was to investigate pediatric nurses' perceptions regarding in end-of-life care and turnover intention. Methods: A cross-sectional descriptive study was performed among 111 hospital nurses. Pediatric nurses' perceptions of obstacles and supportive behaviors were measured using the Pediatric Nurses' Perceptions of End of Life Care Questionnaire which was translated into Korean and turnover intention was measured using the Korean Nurse Turnover Intention Scale (K-NTIS). Results: The supportive behavior with the highest perceived magnitude was 'Physicians who are compassionate, but very clear about prognosis.' The obstacle with the highest perceived magnitude was 'Instigating painful treatments when there is no hope of recovery.' Pediatric nurses' perceptions of obstacles in end-of-life care showed statistically significant differences depending on whether nurses received end-of-life care education (t=2.02, p=.046). The perception of obstacles in end-of-life care was positively correlated with turnover intention (intensity r=.28, p=.002) (frequency r=.20, p=.027). Conclusion: These results suggest that pediatric nurses' perception of obstacles and supportive behaviors in end-of-life care need to be assessed when considering turnover intention. Furthermore, psychological counseling should be offered to nurses to prevent burnout and reduce moral distress which is correlated with the turnover rate.

• Journal of the Korean Society of Clothing and Textiles
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• v.34 no.8
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• pp.1352-1363
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• 2010

This study analyzes how the organizational culture of TV home shopping companies influence the job satisfaction, commitment, and intention of turnover. It ascertains the differences the job satisfaction, commitment, and intention of turnover according to tenure of office and turnover time. The survey was conducted from May $3^{rd}$ to $31^{rt}$ in 2010, and 356 responses were used in the data analysis. The statistical analysis methods were frequency analysis, factor analysis, reliability analysis, ANOVA, and multiple regression analysis. As a result, the organizational culture of TV home shopping companies was classified by the innovation culture, group culture, rational culture, and hierarchical culture. The innovation culture, group culture, and hierarchical culture of TV home shopping companies influenced job satisfaction and commitment. The rational culture and hierarchical culture of TV home shopping companies influenced the intention of turnover. There were differences in the intention of turnover according to the tenure of office and the job commitment according to turnover time.

• Journal of Korean Academy of Nursing Administration
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• v.20 no.3
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• pp.332-341
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• 2014

Purpose: The purpose of this study was to investigate the relationship among turnover intention, emotional labor, and communication competence in nurses. Methods: The participants for this study were 297 nurses from three general hospitals in two local cites in Korea. Data were collected by self-administered questionnaires from August 26 to September 10, 2013 and analyzed using descriptive statistics, One-way ANOVA, t-test, Pearson Correlation, Stepwise Multiple Regression with the SPSS/WIN 18.0 program. Results: The average scores for turnover intention, emotional labor, and communication competence respectively, were 3.45, 3.08, and 3.44 out of 5. The novices recognized that their emotional labor and turnover intention were significantly higher, and their communication competence was lower than other nurses. Nurses' turnover intention had a positive relationship with their emotional labor, but no relationship with communication competence. Job satisfaction, frequency of emotional expression, and emotional dissonance had an effect on nurses' turnover intention. Conclusion: The results show that emotional labor and job satisfaction are very important factors affecting nurses' turnover intention. So, nurse managers should try to minimize nurses' emotional labor and maximize their job satisfaction by developing various human relationship educational and support programs and using them.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.20 no.41
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• pp.61-78
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• 1997

Traditionally most of studies on voluntary turnover have focused on identifying the determinants of it under the implicit assumption that negative attitudue raises turnover rate and, in turn, it undermines organizational effectiveness. But, recently many scholars have argued that more focus be placed on the functionalty than the frequency of turnover. Based on the recent trend of voluntary turnover, this paper is to analyse the differences of the Intention to Leave(IL) level according to job characteristics(job variety, job importance, job autonomy, job identity, feedback)$\times$functionality(employee ability, attitude). Resulting from 2-way ANOVA, the Negative-attitude Group(NG) is found to expose significantly high IL level than the Affirmative-attitude Group(AG) in low job variety, low job autonomy, low job importance.

• Culinary science and hospitality research
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• v.24 no.2
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• pp.87-95
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• 2018

This study investigates the relationship between Big 5 personality factors of food service employees and turnover intention and identifies the moderating effects of satisfactory parent-child relationship. A total of 179 data were subjected to frequency analysis and regression analysis. Participants were instructed to take an on-line survey which is google survey from August to October in 2017. The results of this study demonstrated that Big-5 personality factors excepted openness to experience influence on turnover intention. Furthermore, the parent-child relationship affects the relationship between Big-5 personality factors and turnover intention. This study may contribute to new data to human resource management.

• Journal of Korean society of Dental Hygiene
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• v.5 no.2
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• pp.159-169
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• 2005

Objectives: The purpose of this study was to investigate turnover intention of dental hygienist who were employed at the private dental clinic in Ulsan, Korea. Methods: The data obtained from 100 dental hygienists during 1 month. The survey was performed by a face-la-face interview questionnaire consisting of 19 items and the 5 point Likert type response format. The respondents were 77 from dental hygienists. The adjusted response rate was 80.2%(77/96). Data were analyzed using frequency distribution, independent t-tests, ANOVA, chi-square and correlation. All statistical analyzed were conducted using Statistical Package for SPSS 11.5. Results: There was experiences of turnover the longer the professional career, the higher income, married personnel. Turnover intention was a statistically correlated with income. Conclusions: The findings suggest that dental hygienists who remain in the workforce are positively influenced mainly by self-development. Employer of dental hygienists should be aware of these factors in employing process.