• Journal of Korean social welfare administration
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• v.21 no.4
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• pp.74-111
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• 2019

This study conducts a systematic literature review to systematically build a comprehensive understanding on the social workers'turnover in Korea.. For the selection of literature, this study searched related literature published between November 1, 1991 and August 31, 2019 through major social science databases and finally selected 53 published empirical papers based on the inclusion and exclusion criteria. Based on the 53 papers, first, this study identified authors and the publication year, time dimension (cross-sectional vs. panel) of data, types of data(primary data vs. secondary data), survey period, target population, survey area, sampling method, sample size, dependent variable, and analysis methods. Second, this study summarized methods and tools of turnover behavior measurement from the 53 papers. Third, this paper identified key factors which influence social workers'turnover behavior based on variables' statistical significance reported in 28 papers which included control variables in their analysis model. Main results of this study are as follow. First, 46 studies(87%) were published after the 2000s; 52 studies(98%) utilized cross-sectional data; 45 studies(85%) used primary data; 27 studies(51%) used data collected after the 2010s; 29 studies(55%) focused on social workers working in private social welfare organizations; 33 studies(62%) limited their survey on specific areas; 38 studies(72%) used non-probability sampling method; in 32 studies(60%) effective sample size was between 200 social workers and 400 social workers; 48 studies(91%) measured level of turnover intention; and 34 studies(64%) used multiple regression method as a analysis. Secondly, in measurement of turnover behavior measurement, 45 studies(85%) used multidimensional scales to measure level of turnover intention; 7 studies(13%) used a single question to measure level of turnover intention; and only 1 study(2%) used a single question to measure actual turnover behavior. Third, relatively consistent factors affecting social workers'turnover behavior were as follows: in personal factor, age(-), depression level(+), overall burnout(+), and emotional exhaustion(+) and depersonalization(+) of burnout were statistically significant; in organizational and job-related factor, type of organization(+ when working in a private social welfare organization), employment status(+ with temporary employment), pay level(-), experience of client violence(+), positive perception on organizational characteristics(-), job stress(+), job satisfaction(-) were statistically significant. Finally, in these papers, external environmental factor were very limitedly included in their analysis models to examine social workers'turnover behavior in Korea. As the first systematic literature review paper, this study contributes to broadening and deepening understanding on social workers'turnover studies in Korea.

• Asia-Pacific Journal of Business
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• v.13 no.1
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• pp.185-195
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• 2022

Purpose - This study attempts to analyze the determinants of inventory turnover by applying quantile regression analysis. Design/methodology/approach - By selecting the gross margin, capital intensity, and sale surprise as the determinants of inventory turnover, we investigate their effects on inventory turnover at the several quartiles (10%, 25%, 50%, 75%, 90%) of inventory turnover with quantile regression analysis. Findings - The effects of gross margin and capital intensity on inventory turnover are different for each quartile. But the effects of sale surprise on inventory turnover are not different for each quartile. Research implications or Originality -This study is the first attempt to examine the effects of inventory turnover determinants on inventory turnover by applying quantile regression analysis was not employed in the prior studies. Thus, this study is meaningful in that it shows the possible way to review inventory management strategies that can be applied differently to the firms with different inventory turnover levels.

• Journal of Korean society of Dental Hygiene
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• v.19 no.1
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• pp.1-17
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• 2019

This study investigates the overall research trends and related factors affecting the turnover of dental hygienists in Korea during the past 10 years (2007-2017) and analyzed the differences in the results of the research according to the main measurement tools. The literature review focused on turnover of dental hygienists in Korea. Inclusion criteria of selected studies were as follows: the domestic and foreign academic journals and theses published for the past 10 years (between 2007-2017). The most commonly used tool for measuring dental hygienist turnover was a tool developed by Lawler. The most used significant general characteristics is age and income, Job satisfaction (57.1%) and organizational commitment (40.0%) were the most frequently used predictors of turnover. The variables used for each turnover measurement tool were different, showing that the study results was different from according to the variables and significance level. Although there have been many studies related to the turnover of dental hygienists, different results have been shown depending on the measurement tools. When conducting research related to dental hygienist turnover, specific and clear presentation of measurement tool selection or development is needed.

• Journal of Korea Society of Digital Industry and Information Management
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• v.20 no.2
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• pp.125-139
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• 2024

High turnover and short tenure in the gaming industry has been a problem since the 2000s. Although high turnover can increase the flexibility of working hours, it has a negative impact on labor stability, and the negative effects of turnover outweigh the positive effects for companies, so efforts are needed to reduce turnover intention, an antecedent of turnover. Therefore, this study investigated the factors affecting turnover intention of employees in the game industry, focusing on organizational commitment and job satisfaction, which are factors that affect turnover intention through previous studies. The results of the regression analysis and mediation effect verification by conducting a questionnaire survey on 221 employees in the game industry showed that emotional engagement among the components of organizational commitment influences turnover intention through job satisfaction. Therefore, it is important to provide goals such as game release and rewards to keep employees emotionally engaged in order to reduce turnover intention.

• The Journal of Industrial Distribution & Business
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• v.6 no.1
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• pp.17-26
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• 2015

Purpose - Ethical management connects corporate management outcomes and emphasizes organizational cooperation. It also links human resource management, auditing, and financial management to increase employee job satisfaction. A survey of American enterprises showed that employees with high ethical consciousness had greater job satisfaction and lower turnover. Research design, data, and methodology - Hypotheses and models based on previous studies were used to investigate the effects of ethical management on employee job satisfaction and turnover intentions. To examine hypotheses empirically, a questionnaire survey based on previous studies was administered to service business workers in Seoul. Results - The study investigated the effects of ethical management practices in relation to factors such as top management's willingness to put them into practice, their appropriateness and implementation within operations, and their influence on job satisfaction, and also examined the effects of job satisfaction on turnover intentions. Conclusions - Ethical management greatly influences job satisfaction and turnover intentions, providing organizational members with alternatives regarding ethical considerations, and to place a strong emphasis on management willingness and enterprise regulations and policies.

• Journal of The Korean Society of Integrative Medicine
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• v.8 no.3
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• pp.121-131
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• 2020

Purpose : This study was conducted to confirm the correlation between team sharing spirit, team effectiveness, team cohesion, team reliability, and turnover intention of hospital nurses and to identify the influence factors affecting the turnover intention of hospital nurses. Methods : The sample for this study consisted of 200 nurses from four general hospitals of less than 500 beds located in J city. Data were analyzed using frequency, percentage, mean, standard deviation, t-test, ANOVA, Scheffe' test, Pearson Correlation and Hierarchical Multiple Regression. Results : Factors influencing nurse turnover intentions included satisfaction with nursing position (β=.274), team reliability (β=-.250), satisfaction with department (β=-.178), and career (β=.149) in order, and these influence factors accounted for 32.1 % of nurses' turnover intentions. Conclusion : Based on the results of the study, it is necessary to consider ways to reduce the turnover intention of nurses by devising strategies to increase the factors of satisfaction with nursing positions, team reliability, and satisfaction with department by making good use of the resources of the medical institution. It is suggested to conduct repeated studies of nurses working in various clinical sites and further studies applying various outcome variables in the future.

• The Journal of Economics, Marketing and Management
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• v.4 no.3
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• pp.25-32
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• 2016

This study is focused on the factors that reduce the high turnover rate of early childhood teachers against the backdrop of their poor work environment including long hours, work overload and low wage by identifying the effects of three sub-factors of justice on the collectivistic tendency and those of the job burnout on their turnover intention. To conduct this study, a survey was carried out childcare teachers of the Seoul and Metropolitan Area. Total of 283 valid female questionnaires were collected and utilized for analysis. According to the analysis, both procedural justice and interpersonal justice have positive effects on the collectivistic tendency and decrease the turnover intention. The interpersonal justice decreases the job burnout, whereas the distributive justice statistically significantly increases the job burnout. Also, the collectivistic tendency reduces the turnover intention. The job burnout increases the turnover intention, which is consistent with previous studies. Hence, increasing the interpersonal justice and the collectivistic tendency could be an option for dealing with the issue.

• Korean Journal of Childcare and Education
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• v.17 no.2
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• pp.69-87
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• 2021

Objective: Studies have shown that turnover intention of teachers' in early childhood educational centers tend to negatively affect the quality of child care and children's adjustment. However, few studies have examined the underlying mechanism that increases teachers' turnover intention and have barely focused on environmental factors. We aimed to test whether workplace characteristics may affect teachers' turnover interntion through personal factors (i.e., burnout and health). Methods: A sample of 262 teachers participated in the study. Workplace characteristics, burnout, health and turnover intention were assesed through self-report questionnaires. Data were analyzed through SEM using Mplus and the significance of mediation effects were estimated by the bootstrapping confidence intervals. Results: Finidngs indicated that a poor workplace enviornment directly predicted high turnover intentions of teachers and indirectly predicted through their high burnout and poor health contidion. Conclusion/Implications: These findings contriubed to provide better understaning about an effective future direction for policies and intervention programs in order to decrease teachers' turnover intention and subsequently increase the quality of early childhood educational centers.

• Journal of Korean Academy of Nursing Administration
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• v.19 no.2
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• pp.265-272
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• 2013

Purpose: This study was done to identify the effects and relationships of humor, job satisfaction, job stress and intent to turnover for nurses and suggest a theoretical structural path diagram among the variables. Methods: Data were collected at 6 hospitals located in Seoul, and Gyeonggi Province, from June to September, 2010. Participants were 275 nurses. Data were analyzed using Amos 19.0 for Structural Equation Modeling. Results: Humor had significant effects on job satisfaction (${\beta}$=.15, t=2.29, p=.022) and indirect effects on the intent to turnover in this model ($X^2$=44.18, df=23, RMSEA=0.05, TLI=0.97). But humor did not affect job stress unlike results of previous studies (t=-.02, p=.771). Conclusion: Humor may not affect job stress under the very stressful conditions of the health care environment. The model showed the effect of humor contributed to increases in job satisfaction but did not decrease job stress. Higher levels of job satisfaction could decrease the intent to turnover. Consequently, humor would be helpful in increasing job satisfaction to diminish nurse turnover. Further studies are suggested to investigate causal relationships among humor, burnout, and other emotional and organizational variables.

• Korean Journal of Social Welfare Studies
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• v.42 no.2
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• pp.493-523
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• 2011

This study set out to investigate the effects of individual motivation on turnover intention among social workers and examine their turnover intentions in details by focusing on the mediation effects of multiple commitment. To be specific, it aimed to propose and test a prediction model for social workers' turnover intentions based on the Self-determination Theory and Theory of Planned Behavior. For those purposes, a mail survey was taken among social workers working for use facilities, residential facilities, public health centers, social welfare foundations and associations, and all kinds of centers and institutions in 15 cities and provinces across the nation. Total 1,918 questionnaires were distributed, and 1,671 ones were returned, and 979 whose respondents expressed a turnover intention were used in final analysis. The analysis results indicate that psychological motivation of social workers had direct impacts on their turnover intention. However, their role stress had no direct impacts on their turnover intention, which suggests that the impulsive routes model for turnover intention is supported only in psychological motivation and job characteristics. Secondly, their psychological and job motivation turned out to have indirect impacts on turnover intention through the multiple commitment, which suggests that the reflective routes model for turnover intention is supported in all career, job, and organizational commitment. Career commitment had the most significant impacts on turnover intention, being followed by job commitment and organizational commitment in the order, which suggests that the social welfare academy should increase their interest in career commitment. Based on the findings, the study proposed implication for the career management plans, plans for human resources