• Survey Research
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• v.12 no.1
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• pp.31-63
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• 2011

This study is to make an effective forecasting model for turn-out rates of the candidates with their visibilities, which are measured in their names on the media during the election period. I make a regressive model, with the data of 2010 gubernatorial election in Korea, where turn-out rate is dependent variable and each candidate's visibility, incumbency effect, local control party effect, corruption effect, strategy voting effect, restrain effect as a mid-term evaluation, and policy effect are independent variables. I got the model, T = -4.65 + 1.02V + 16.90 I + 16.78L - 9.12 R, where T is turn-out rate, V is candidate's visibility, I is incumbent effect, L is local control party effect, and R is restrain effect. This function can be used to predict turn-out rates of the candidates in the forthcoming gubernatorial election in Korea at a small outlay.

• 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.