• 한국치위생학회지
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• 제13권6호
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• pp.933-939
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• 2013

Objectives : The purpose of this study is to examine the relationship between general characteristics and the intention of overseas employment and job satisfaction by Korean dental hygienists. Methods : We conducted a survey of 562 dental hygienists working in dental clinics nationwide. Collected data were analyzed by using the SAS(Version 9.2, SAS Institute, Cary, N.C.) package. $x^2$ test was used to determine the general characteristics of the subjects including job satisfaction level and intention to work abroad. Results : Old aged dental hygienists tended to work in the country rather than abroad(p<0.05). Higher job satisfaction was closely related to working hours, monthly income, social status, and stability of employment(p<0.05). Job satisfaction was concerned with intention to overseas employment. The main purpose of overseas employment included economic benefits(35.99%), self realization(26.75%), and improvement of working condition(21.66%) in the group of overseas employment(p<0.05). The obstacles to overseas employment were mastery of language proficiency(60.94%) and related information(21.89%) in those who want to work abroad. Conclusions : In order to increase the number of Korean dental hygienists for overseas employment, it is necessary to improve working competence and job satisfaction.

• 무역학회지
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• 제44권2호
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• pp.239-267
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• 2019

The purpose of this study is to identify the effects of employment insecurity on organizational commitment and turnover intention, and mediating roles of conflict in Chinese enterprise workers. We examined the theoretical background and conducted an empirical study. The statistical analysis results revealed the following. First, employment insecurity has significant negative effects on organizational commitment and positive effects on turnover intention. Second, employment insecurity has significant positive effects on task and relationship conflicts. Third, task and relationship conflicts have positive significant effects on turnover intention. Fourth, intragroup conflicts (task and relationship conflicts) have partial mediating effects between employment insecurity and organizational commitment, and turnover intention, but task conflicts have no mediating effects between employment insecurity and organizational commitment. On the basis of the research findings, this paper discusses the theoretical and empirical implications of the research, and provides directions for future research.

• 대한간호학회지
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• 제38권4호
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• pp.541-549
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• 2008

Purpose: This study was conducted to determine the predictors of employment intention for mentally disabled persons. Methods: Mentally disabled persons who had participated in rehabilitation programs in one of 16 mental health centers and 9 community rehabilitation centers located in Seoul and Kyunggi province were recruited for this study. A random sampling method was used and 414 respondents were used for final analysis. Data was analyzed by Pearson's correlation, and stepwise multiple regression using the SPSS Win 14.0. Results: The predictors influencing employment intention of the mentally disabled person were observed as employment desire (${\beta}=.48$), guardian's expectation (${\beta}=.26$), professional's support (${\beta}=.23$), financial management (${\beta}=.10$), eating habits (${\beta}=.07$), and quality of life (${\beta}=-.01$). Six factors explained 61.1% of employment intention of mentally disabled persons. Conclusion: The employment intention of a mentally disabled person was influenced by employment desire, diet self-efficacy, guardian's expectation, professional's support, quality of life, financial management and eating habits.

• 대한간호학회지
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• 제39권6호
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• pp.878-887
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• 2009

Purpose: The study was done to identify turnover intention in new nurses according to characteristics of the nurses and other factors affecting turnover and to provide data to set up a strategy to reduce the turnover. Methods: Data were collected from 1,077 new nurses who had less than 12 months employment experience and worked in one of 188 hospitals. Eight research instruments were used. Data analysis was done using SPSS WIN 15.0 program. Results: Several factors influence new nurse turnover intention. The average score for turnover intention was 2.12. The scores for subscales were self efficacy, 3.76, nursing performance, 3.90, job satisfaction, 2.09, organization commitment, 1.28, stress, 1.32, burnout, 2.82 and nursing organizational culture, 3.29. Turnover intention was related to self efficacy, nursing performance, job satisfaction, organization commitment, stress, burnout, nursing organizational culture, duration of in-class training, duration of on the job training, number of hospital beds, length of employment and duration of employment in current workplace. The predicting factors for turnover intention were burnout, stress, duration of employment in the current workplace, self efficacy and nursing performance. Those factors explained 51.6% of turnover intention. Conclusion: New nurse turnover intention can be reduced by mitigating the factors affecting this intention.

• 가족자원경영과 정책
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• 제21권4호
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• pp.1-15
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• 2017

The purpose of this study was to identify the effect of satisfaction with the marriage support policy on marriage intention among unmarried employed men and women. The study subjects included 300 unmarried working men and women aged over 30 years residing in the Seoul metropolitan area. First, according to the analysis of the subjects' overall tendency towards satisfaction with the marriage support policy and towards marriage intention, the marriage support policy gained the highest level of support in relation to housing for newlywed couples, which scored 3.29 (sd=.93), followed by improvements in corporate and family culture for the purposes of work-family compatibility at 3.24 (sd=.95), wedding loans at 3.18 (sd=1.01), and the paid leave system for marriage preparation at 3.12 (sd=.88). These variables scored slightly higher than the median 3 points. Conversely, satisfaction with the availability of marriage-related information and the provision of opportunities for dating scored 2.65 (sd=.88) and 2.78 (sd=.80), respectively, both of which were slightly lower than the median of 3. The overall mean score for satisfaction with the marriage support policy was 3.03 (sd=.95), which was slightly higher than the median of 3. In regards to marriage intention, the score was 3.32 (sd=1.15) points out of a perfect score of 5, which was slightly higher than the median. This indicated a slightly higher level in terms of the subjects' intention to marry. Second, a hierarchical regression analysis was performed to identify the effect of satisfaction with the marriage support policy on marriage intention among unmarried employed adults. Sociodemographic variables were entered as control variables in the regression at the first stage, and variables relating to satisfaction in a family-friendly social environment were entered at the second stage. When gender, age, educational level, monthly income, period of employment, working hours, and type of employment were inserted in the first stage of regression as control variables, gender, monthly income, period of employment, and type of employment were found to have a significant effect on marriage intention. Marriage intention was found to be greater in unmarried men with higher monthly incomes and longer periods spent working, and in unmarried working men and women engaged in tenured employment work. When variables relating to satisfaction with the marriage support policy were inserted in the second stage of regression, gender, monthly income, type of employment, and satisfaction with direct marriage support had significant effects on marriage intention. It was found that marriage intention was greater in unmarried men whose monthly income was higher, whose employment type was tenured work, and who showed greater satisfaction with direct marriage support.

• 한국조리학회지
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• 제16권3호
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• pp.205-217
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• 2010

본 연구의 목적은 레스토랑 종사자의 집단응집성이 조직몰입과 이직의도에 미치는 영향관계를 분석하고, 또한 고용 형태(풀타임 vs 파트타임 종사자)에 따라 조직몰입과 이직의도가 달라지는지를 파악하고자 하였다. 집단응집성은 조직몰입에 유의적인 정(+)의 영향 관계가, 이직의도에는 유의적인 부(-)의 영향관계가 있음을 알 수 있었다. 그리고, 집단응집성과 이직의도 간에 조직몰입은 부분매개역할을 하고 있었으며, 집단응집성과 조직몰입 및 이직의도 간의 관계에서 고용 형태는 조절역할을 하지 않는 것으로 나타났다.

• 동아시아경상학회지
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• 제11권2호
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• pp.91-108
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• 2023

Purpose - This research paper empirically analyzes the effect of changes in the employment environment due to the 4th industrial revolution on the turnover intention of cosmetic employers and employees and seeks the necessary measures for job instability in the industrial field. Research design, data, and methodology - A self-report questionnaire was conducted on 513 cosmetic implementers. Statistical processing of the data collected by the data analysis method was analyzed using the Statistical Package for Social Science (SPSS) WIN23.0 statistical package program through data coding and data organizing process. Results - Changes in the employment environment were found to have a significant effect on the effect of job instability (t=13.218, p<0.05). As for the effect of organizational commitment on turnover intention, the higher the organizational commitment, which is a parameter, has a negative (-) effect on turnover intention, a dependent variable (p<0.05). Conclusions - Our results are based on an analysis that allows cosmetic employers and workers to explore ways to address job insecurity. Based on the analysis results, it will help the growth of the cosmetics industry by providing basic data for the identity of the cosmetics industry and the development of the cosmetics service organization.

• 무역상무연구
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• 제76권
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• pp.147-166
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• 2017

There is a growing interest on entrepreneurship for undergraduate students to enhance their employment ratio because they have big difficulty in getting a job in Korea as well as Vietnam. Currently, on-line business is booming because customers feel convenience in approaching on-line store. Therefore, this study has explored identifying the factors to affect entrepreneurial intention of being e-commerce trader for the undergraduates in Korean universities as well as Vietnam universities. In addition to this, the study has also investigated the difference of the results between Korea and Vietnam. The results of the study are as follows ; First, entrepreneurial knowledge affects positively on entrepreneurial intention for being e-commerce trader. Second, employment barrier also affects positively on entrepreneurial intention for being e-commerce trader. Third, social perception on entrepreneurship mediates the relationship between employment barrier and entrepreneurial intention for being e-commerce trader. Lastly, the level of entrepreneurial intention for vietnam undergraduate students shows higher than that of Korean undergraduate students. Since there was lack of recognition as to the importance for entrepreneurial intention of being e-commerce trader in Korea, Korean government can refer to the results of this survey and implement the related policies to enhance related entrepreneurial intention. This indicates that when it comes to the establishment of new ventures in Korea, entrepreneurial education has been the focus of interest such as making business plan, setting up strategy, marketing the products etc. In this regard, this research is expected to be used for the development for the future policies to boost youth entrepreneurship in Korea.

• 한국엔터테인먼트산업학회논문지
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• 제14권8호
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• pp.11-23
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• 2020

다수의 창업의도 논문은 창업유인요인에 대해 연구하고 있으나 실제 창업동기는 생계유지 등 창업압박요인이 높은 비중을 차지하고 있다. 이런 현실을 고려할 때 창업연구에서 고용장벽, 직무만족수준 등 창업압박요인을 연구하여야 한다. 본 논문은 문화예술인의 다수가 프리랜서 혹은 자기고용상태인 창업가라는 사실에 주목하였다. 문화예술 전공자를 대상으로 개인의 내외부 환경이 창업의도에 어떤 영향을 미치는지 계획적 행동이론을 기반으로 연구하였다. 개인이 취업과 창업사이에서 창업의도를 선택하게 된 요인을 탐색하고 이들 요인과 창업의도와의 관계에 대해 연구하였다. 연구결과 직무불만족과 고용장벽은 대표적인 창업 압박요인이었다. 직무만족은 창업결과기대와 창업의도에 부정적인 영향을 주었으며 인지된 고용장벽은 창업결과기대와 창업의도에 긍정적인 영향을 주었다. 개인의 위험감수성은 대표적인 기업가정신 중 하나로 창업자기효능감에 긍정적인 영향을 주었다. 창업결과기대와 창업자기효능감은 창업의도에 긍정적인 영향을 주었다.

• 한국치위생학회지
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• 제17권6호
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• pp.1025-1035
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• 2017

Objectives: The purpose of this study is to develop a survey instrument to assess intention to stay for dental hygienists based on validity and reliability. Methods: A survey was conducted targeting 317 dental hygienists in dental clinics. The data was used for the analysis of the study, using PASW Statistics 20.0 and IBM SPSS AMOS 18.0. Results: The preliminary instrument includes 44 item. 22 items were excluded by variable analysis. 17 final items was selected by exploratory factor analysis (EFA). The confirmatory factor analysis (CFA) was composed of four elements, 'organization fit', 'interpersonal relationship', 'identity', and 'job connectivity'. Conclusions: The validity and reliability of measurement tool for dental hygienist's intention to stay was proved. It could be used to help dental hygienist's long-term employment.