• Journal of radiological science and technology
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• v.32 no.4
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• pp.371-380
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• 2009

This study was executed to find out the intensity of turnover intention and its associated factors of radiologic technologists who worked for private clinic and university hospitals in Daejoen. Such variables as social and demographic characteristics, job-related features, job stress, job satisfaction, job performance, organizational commitment and turnover intention were investigated based on the survey of randomly sampled 400 radiologic technologists. The results are summarized as follows. 1. College graduates of private clinic workers were significantly higher than junior college graduates of them in the mean score for turnover intention. And low age groups, unmarried group, no religion group, low job career groups and low income groups of university hospital workers were significantly higher than high age groups, married group, religion group, high job career groups and high income groups of them respectively in the mean score for turnover intention. 2. Private clinic and university hospital workers' low and high groups in the variables of job demand, job control, supervisor support, job satisfaction, organizational commitment showed significant difference in the mean score for turnover intention. specially private clinic workers' low and high groups in the variables of coworker support, job performance showed significant difference in the mean score for turnover intention. 3. A hierarchial multiple regression analysis was conducted to catch the influence of related variables on turnover intention according to private clinic workers and university hospital workers. As a result of the analysis, the higher the degrees of education and job demand were and the lower the degree of job satisfaction was for private clinic workers, the higher the degree of turnover intention was. And the lower the degrees of age, job career, job satisfaction and organizational commitment were for university hospital workers, the higher the degree of turnover intention was. In conclusion, it was found that job demand and job satisfaction for private clinic workers and job satisfaction and organizational commitment for university hospital workers influenced on turnover intention.

• The Journal of the Korea Contents Association
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• v.11 no.5
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• pp.369-383
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• 2011

The purpose of this study was to investigate the determinants of intent to leave among IT industry employees, based on the Price's structural model of employee turnover. The sample used in this study were composed of 370 employees from 10 IT firms located in Seoul and Gyeonggi-Do. Data were collected with self-administered questionnaires and analyzed using structural equation modelling technique. This study found that four task reward variables(job variety, job autonomy, job challenge, and role ambiguity), two social reward variables (supervisory support and coworker support), three organizational reward variables(promotional chances, job security, and distributive justice) and one environmental variable(job opportunity), had significant effects on IT industry employees' intent to leave in terms of total effects and his directions of those significant effects were consistent with theoretical predictions; and that two mediating variables, job satisfaction and organizational commitment had the most important effects on IT industry employees' intent to leave in terms of total effects. The theoretical and practical implications of the research findings were discussed and the directions for future research were suggested.