• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.13 no.2
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• pp.159-175
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• 2018

The purpose of this study was to identify the factors that could overcome the crisis and adversity of the nursing care provider through understanding the effect of job adaptation on the turnover intention of the nursing care provider and to contribute to the various problems of the nursing care provider in the long term. In order to confirm this as an empirical research task, risk factors and protection factors, general characteristics of the survey subjects, job adaptation and turnover intention were selected, and the risk factors and protective factors of caregivers' As a mediator. So Seoul. The results of the questionnaire survey were as follows: 291 caregivers in the elderly medical welfare facilities in Gyeonggi area. First, as the relationship between the risk factors and protective factors of occupational caregivers and occupational adaptation were more severe, the higher the maladjustment of the workplace culture, the more the job satisfaction and organizational commitment were adversely affected. The emotional support, The higher the information support, the more satisfied and satisfied the job. Second, the relationship between the risk factors of the caregiver and the protective factors and the turnover intention, the higher the conflict of caregivers, the more unstable the workplace, the more difficult it is to adapt to work culture, Respectively. Finally, as a result of verifying the mediating effect of occupational adaptation on the relationship between risk factors and protective factors and turnover intention of caregivers, job satisfaction, which is a sub-factor of job adaptation, It is shown that they play mediating roles only in the relationship between stress and turnover intention, and do not play a mediating role in the relationship between protective factor self - efficacy and social support and turnover intention. In other words, if caregivers feel satisfaction about their job, they can be less stressed on their jobs, improve their self-efficacy, and have a positive attitude toward social support. Also, it was found that the more the caregiver 's immersion into the organization, the less job stress and turnover intention decreased, but the self - efficacy and social support perception were not influenced. Based on this, the director of the facility should strive to stabilize the operation of the facility and provide high-quality services by seeking ways to improve conflict resolution and adaptation to the workplace culture so that nursing care workers can adapt to their work. And it is required to develop active management strategies and institutional support for improving job satisfaction and organizational commitment of caregivers.

• Journal of Korean Academy of Nursing Administration
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• v.9 no.1
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• pp.141-150
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• 2003

Purposes : This study was to investigate the job stress and turnover intention related to transfer of duty post of staff nurses working in general hospitals. Method : The subjects of this study were 384 staff nurses working in 6 general hospitals, with more than 200 beds, in Daegu and Kungbuk province in Korea. Data were collected through questionnaires and from Sep. 15 to Oct. 6, 2001. The used tool for measuring the degree of job stress was developed by Kim and Gu(1984) and the used tool for measuring the degree of turnover intention was developed Kim and Lee(2001). The data were analyzed into frequency, percentage, mean, standard deviation, t-test, ANOVA, Tukey's post hoc contrast, Pearson's correlation coefficient according to the purpose of study by use SPSS Win 10.0 statistical program. Results : The following are the results of the study: (1) Average score of the job stress, turnover intention of resignation of the subjects were 2.64 and 4.44. (2) The result of the analysis of job stress related to transfer of duty post was higher in job stress; not satisfaction of current duty post(t=-2.06, p=0.04). (3) The result of the analysis of turnover intention related to transfer of duty post was higher in turnover intention; period of the an advance notice when transfer to current duty post less than 7day(F=3.55, p=0.02), not satisfaction of current duty post(t=-2.45, p=0.02), want the transfer from current duty post(t=3.68, p=0.00). (4) The study reveals that there was statistically significant positive correlation relationship between job stress factors and turnover intention(r=.183, p=.000). Conclusion : The study which relating to period of the an advance when transfer and satisfaction of current duty post and reconsideration of transfer of duty post shows statistically significant difference between job stress and turnover intention. Therefore it is regarded that is needed to set a period of profer advance notice, grip on unsatisfactory factor of current duty post and intervention and management of the subjects were wanted transfer of duty post.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.9
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• pp.6112-6119
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• 2015

This study attempted to examine the job stress and turnover intentions of physical therapists and to investigate the relationship between these two factors. A total of 309 physical therapists currently working in Gyeonggi-do and Incheon in South Korea were selected as research subjects. The data were collected by a survey using self-administered questionnaires structured from June 10 to June 25, 2015. According to the study results, job stress was highest in job autonomy and lowest in relationship conflict, while the turnover intention score was $2.80{\pm}0.70$. The physical therapists showed higher job stress and turnover intention level with increasing age and working experience, showing a significant positive correlation(p<.05). The turnover intention showed a significant positive correlation with all of the job stress factors. Decreased work motivation showed a significant positive correlation with all of the job stress factors except for job instability(p<.05). In addition, among the factors for the job stress, Job autonomy, Structure and organization, Inappropriate compensation, and Workplace culture turned out to be those affecting their turnover intention. This study confirmed that an increase of job stress among physical therapists can be a risk factor of higher turnover intention, implying a necessity to try to reduce their job stress and turnover intention.

• Journal of Convergence for Information Technology
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• v.11 no.5
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• pp.232-241
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• 2021

This study was conducted to prepare a countermeasure for turnover due to the effect of education satisfaction at franchise stores on turnover factors through the medium of education requirements. In the method of collecting data, 237 copies of the questionnaire method were used as the final data. The results are first, the analysis of educational requirements in general characteristics shows that academic background (F=5.655, p<).01), Analysis of the factors for turnover shows that position (t=-2.809, p<).Significant differences were shown in 01. Second, educational satisfaction is the educational requirement (r=-.16, p<).The correlation between 05) and turnover factors (r=-.18) is significant, and the educational requirement is turnover factors (r=.53, p<).It is shown to be a significant static correlation with 01. Third, designers (B=.25), t=2.332, p<.05) and educational requirements (B=.88, t=9.313, p<).001) has been shown to have significant static effects. Fourth, the educational requirements for educational satisfaction and turnover factors are significant (β=.52, p<).We can see that it is fully mediated by 001.Therefore, it is believed that it will be possible to investigate quarterly satisfaction and demand after communication and training with workers at direct stores, and reduce turnover through various curriculum education.

• Journal of Digital Convergence
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• v.18 no.6
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• pp.467-477
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• 2020

The purpose of this study is to examine the effects of nursing emotional labor, role conflict, and reciprocity on turnover intention in comprehensive nursing care wards nurses. 209 nurses working in comprehensive nursing care wards across 13 hospitals in G and M city participated in this study. Data were analyzed descriptive statistics, t-test, one-way ANOVA, Pearson correlation, and hierarchical multiple regression analysis. As a result, the research model explained 52.9%(F=14.458, p<.001) of intention to turnover. The most significant factor affecting turnover intention was emotional labor(β=.311), followed by reciprocity and role conflict. Therefore, it is necessary to devices and guidelines to protect nurses who encounter various situations in the process of emotional labor, and to implement a human resource management system that can maintain friendly and equal relationships.

• Journal of Korea Society of Industrial Information Systems
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• v.22 no.5
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• pp.65-84
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• 2017

This Study is Empirically Analyzed the Relationship among Personality, Job Satisfaction and Turnover Intention of Marketing Counselor of Mutual aid Fund for Small Enterprises and Small Enterprisers. The Collected 205 Counselors Data were Verified the Cause-and-effect Relationship and Mediated Effects among Variables by Exploratory Factor Analysis, Reliability Analysis, Multiple Regression Analysis. Personality Traits have a Significant Effect on Job Satisfaction and Turnover Intention. Job Satisfaction was Proved to have a Mediating Effect Between Personality Factors and Turnover Intention. In order to Encourage the Counselor to work and to Improve the Effectiveness of System, this Study Suggested the Necessity of Job Satisfaction Improvement Strategy According to Personality Characteristics of Counselor.

• Culinary science and hospitality research
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• v.18 no.2
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• pp.118-133
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• 2012

The purpose of this study is to investigate the relationships of core-self evaluation, service recovery performance, job satisfaction and turnover intention among frontline staff in the Korean hotel industry. In order to examine the proposed hypotheses, descriptive statistics analysis, frequency analysis, confirmatory factor analysis, reliability analysis, correlation analysis and covariance structure analysis were undertaken using SPSS(10.0) and AMOS(4.0) to explore the relationships among variables. The results showed that core-self evaluation had a significantly positive effect on service recovery performance. In addition, service recovery performance had a significantly positive effect on job satisfaction, while there was no evidence of relationship between service recovery performance and turnover intention. Job satisfaction was explored to have a significant negative effect on turnover intention.

• The Journal of the Korea Contents Association
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• v.15 no.4
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• pp.431-442
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• 2015

The purpose of this study is to examine the mediating effects of job satisfaction of human service employees on emotional leadership-turnover intention relationship. Additionally, this study examines chief executive's employment type differences on results of the structural relationship. To examine them, employees from 56 local healthy family support centers in Seoul and Gyeonggi-do were surveyed and 295 of them were finally analyzed. The methodology adopted in this study is the structural equation modeling and multi-group analysis. The results of this study are as follows. Firstly, emotional leadership of supervisor has a significant influence on the job satisfaction. Secondly, it was found that emotional leadership and job satisfaction have a significantly negative effect on turnover intention. Thirdly, job satisfaction works as a mediator between the emotional leadership and turnover intention. Finally, it was confirmed that emotional leadership is a signifiant factor for job satisfaction, and that the paths vary with job satisfaction according to employment type of chief executives. Based on the above findings, theoretical and practical implications are discussed.

• The Journal of the Korea Contents Association
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• v.10 no.11
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• pp.217-227
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• 2010

This study had collected 275 dental hygienists working in Busan, Ulsan, and Gyungnam area, in order to investigate burnout, job satisfaction and turnover of dental hygienists and find relationship between these. The obtained results were as follows; 1. The average burnout points are 2.61, and we could gain each point as follows; emotional burnout 2.76, physical burnout 3.41, and declination of job efficiency 2.77. 2. The job satisfaction was under the greatest influence of the emotional burnout, followed by declination of job efficiency, physical burnout. All the factors had a negative impact on their job satisfaction. 3. The turnover intention was under the greatest influence of the communication, followed by workload, freedom factor, rationality of organization, and possibilities of workplace. All the factors had a negative impact on their turnover intention. Those who were less satisfied sought new employment more often.

• Journal of Digital Convergence
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• v.15 no.8
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• pp.115-126
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• 2017

Organizational trust is recognized as a factor that is directly linked to the organization's success in the sudden change represented by the 4th Industrial Revolution and uncertainties. This study selected trust and distrust as separate concepts and verified the structural relationship between organizational justice, psychological contract, trust, distrust, and turnover intention. Organizational justice was significant as a antecedents of distrust, whereas psychological contract was antecedents of trust, and distrust only had a significant effect on turnover intention. This result supports that trust and distrust are not one dimensions but two separate concepts. Also, organizational justice had no direct effect on turnover intention and only indirect effect through distrust was significant. This study has implications for both theoretical and practical aspects in terms of identifying the differential effects of trust and distrust.