• Journal of Korean society of Dental Hygiene
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• v.22 no.4
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• pp.259-272
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• 2022

Objectives: To identify the factors influencing the turnover intention of registered South Korean dental hygienists and analyze the effect sizes. Methods: Overall, 54 studies based on criteria of PICO from 1 January 2000 to 11 January 2022 were extracted. The factors related to turnover intention were applied to the ecological system theory and categorized. Subsequently, the effect size of the correlations was comprehensively meta-analyzed by dividing it into protective and risk factors depending on the negative or positive correlation direction. Results: For the overall effect size, the protective factor (ES_r=-0.458) was higher than the risk factor (ES_r=0.352). In the protective factors, organizational commitment and perceived organizational support belonging to the microsystem yielded the largest effect size. Furthermore, as for risk factors, burnout, job stress, work harassment, role conflict, and emotional labor belonging to the microsystem showed a moderate effect size. Conclusions: Factors belonging to the microsystem demonstrated a large effect size in both protection and risk factors for dental hygienists' turnover intention. Additionally, the factor showing the largest effect size was protective factor categorized into a microsystem.

• Culinary science and hospitality research
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• v.9 no.4
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• pp.13-36
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• 2003

The aim of this study was to understand how the employee satisfaction effect to their turnover trends through the survey on the employee satisfaction and the turnover trend in the pastry and bakery department on the objection of the employee of the bakers of the luxurious hotels in Seoul area. The study was selected to study the luxurious hotels located in Seoul area and make the objection of the employee in the pastry and bakery kitchen. As the contents of the assumption of the study, the independent variable was ' the pastry and bakery employee's organizational factor ', and the dependant variables were ' job satisfaction of the pastry and bakery employee ', ' turnover trends of the pastry and bakery employee ' and implicates the comparison and the mutual relationship between variables to shows the confirmation of them. As the measurement tools, it adopted the reliability analysis, the technical statistics analysis, the frequency analysis, cross-section analysis and on the verification of the assumption, it was used linear regression analysis. The result of the study showed that the satisfaction degree toward the work schedule showed to be as the personal elements while the systematic organizational establishment and the management policy, the work capacity and the job placement, the cooperation with other parts and the operation of the work time showed to be as the organizational elements. The job satisfaction elements showed as the satisfaction on the system and the rule of the job, the satisfaction on the right and belonging, the satisfaction on the achievement and the communication. As regarded to the job turnover, the turnover intention concerned the opportunity, disappointment of assignment, general complaint, and work condition. Those were shown to be elements of the job satisfaction and the turnover of the employee. And also, that were necessary to manage the job satisfaction and the turnover of the employee concerning these factors.

• Journal of the Korean Data and Information Science Society
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• v.18 no.1
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• pp.63-71
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• 2007

The purpose of this study is to identify relationship among job stressor, organizational stressor, and turnover intention of school meal chefs. The respondents included 155 school meal chefs in the survey. Data were analyzed by confirmatory factor analysis and cause-effect analysis among the constructs. After research model testing, the following results were obtained : job stressor was influenced directly and positively by the turnover intention of school meal chefs. But organizational stressor was not influenced directly and positively by the turnover intention of school meal chefs.

• The Journal of the Korea Contents Association
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• v.10 no.10
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• pp.418-428
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• 2010

The purpose of this study is to prove that job embeddedness perceived by airline employees has influence on their job satisfaction, organizational commitment and turnover intention. First, this study shows that the three factors of the job embeddedness have a positive relation with the job satisfaction, organizational commitment. Second, the fit factor of job embeddedness has a negative relation with the turnover intention, but the link factor and sacrifice factor of job embeddedness are not significant. Third, the job satisfaction and organizational commitment are significant to turnover intention. The result implies that the executives of airline corporation should try to encourage organizational culture allowing employees to maximize job embeddedness.

• Health Policy and Management
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• v.19 no.2
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• pp.111-126
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• 2009

The purposes of this study were (1) to describe the effects of transformational leadership and transactional leadership on the hospital member's organizational commitment and turnover intention, (2) to provide with fundamental data in enhancing organizational effectiveness. For this purpose, the types of leadership, organizational commitment and turnover intention were evaluated among hospital members. A survey was conducted with 827 respondents working in a general hospital in Sungnam-shi. For the data analysis SPSS 10.0 was utilized. To verify the reliability and validity of variables, Chronbach's ${\alpha}$ and confirmatory factor analysis were processed. After descriptive analysis, regression analysis was conducted. In these progresses all the statistical significant levels were set at ${\alpha}$= 0.05. Results of the study can be summarized as follows. First, the types of leadership had differences in the level of organizational commitment and turnover intention of the hospital members and then transformational leadership had a more influence than did transactional leadership. Second, there were significant correlations for organizational commitment and turnover intention with overall characteristics of leadership(p<.05). Third, the factor influencing hospital member's organizational commitment and turnover intention were transformational leadership(p<.001). Total explanatory powers($R^2$) were 20.2% (organizational commitment) and 12.1%(turnover intention). Multiple regression analysis demonstrated that organizational commitment significantly high when transformational leadership was higher and it also showed turnover intention was significantly lower. In conclusion, the results of this study show that the leadership influence hospital member's organizational commitment and turnover intention and they are different the types of leadership. This results suggest that in order to be as successful leaders in hospital, the leaders should know their employee's behaviors and change their leadership styles.

• Journal of Korean Academy of Nursing Administration
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• v.21 no.2
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• pp.203-211
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• 2015

Purpose: This study aimed to investigate job satisfaction, organizational commitment and turnover intention among male nurses in South Korea. Methods: Data were collected in May, 2013 and a total of 150 male hospital nurses participated in this study. Job satisfaction, organizational commitment and turnover intention were measured using a structured questionnaire. Collected data were analyzed using SPSS/WIN 20.0 for windows. Results: There were statistically significant correlations between job satisfaction and organizational commitment (r=.74, p<.001), job satisfaction and turnover intention (r=-.56, p<.001), and organizational commitment and turnover intention (r=-.69, p< .001). There was a statistically significant difference in job satisfaction of participants according to education, work unit, and salary. Organizational commitment showed significant difference according to age, education, work unit, and salary. Turnover intention was significantly different according to duration of employment in the hospital, and salary. The most influential factor for turnover intention was organizational commitment (${\beta}=-.69$, p<.001). This factor accounted for 47.8% of the variance in turnover intention. Conclusion: The results of this study indicate that to reduce turnover intention for men in nursing, it is necessary to increase job satisfaction, and organizational commitment.

• Journal of Fashion Business
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• v.21 no.5
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• pp.43-60
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• 2017

The purpose of this study is to conduct an in-depth examination into the cause of stress as well as reasons for turnover relative to fashion industry workers in their 20s-30s, thereby seeking effective improvement methods to reduce turnover. The study method consisted of one-on-one in-depth interviews to collect data on 15 fashion industry workers. Results were as follow. First, causes of stress for fashion industry workers in their 20s-30s include work related factors, interpersonal relations, and organizational culture, while the most frequently mentioned reasons for turnover were concerns about career track and aptitude as well as annual salary, revealing that self-improvement related growth potential is the most significant factor for turnover. Second, it was not one stress factor that influenced turnover but a composite of several stress factors that motivated individuals to change jobs. Last, time flexibility, self-esteem, and development potential were critical factors for turnover. Self-esteem and development potential that provide a sense of acknowledgment were especially emphasized as the most significant, revealing that the younger generation considers personal happiness to be critical and the more this aspect is not treated adequately the more the odds of choosing turnover. To mitigate this issue, an in-house educational system for self-development and an assignment rotation system must be adopted for workers to change to positions that fit their aptitude.

• Journal of the Korea Convergence Society
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• v.6 no.6
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• pp.27-34
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• 2015

Abstract The purpose of this study is to analyze the changes in job satisfaction and turnover intention according to the level of Emotional labor and the mediating effect in dental hygienists. Higher levels of emotional labor resulted in lower levels of job satisfaction, as well as higher levels of turnover intention. We used the logistic regression analysis to compare change of job satisfaction, turnover intention according to the level of emotional labor. In logistic regression analyses, social support was the largest mediating factor between emotional labor and job satisfaction and the odds(Likely to with low job satisfaction) was down by 16% after adjustment for supervisor, colleague. In case of turnover intention, largest mediating factor were drinking, physical condition, supervisor, colleague and the odds(Likely to with high turnover intention) was down by 52% after adjustment for mediating factors. The results of this study were as follows. Emotional labor was negatively impact on job satisfaction and turnover intention. To increase the job satisfaction and lower the turnover intention, it is necessary to do more efforts to improve social support(supervisor and colleague) and management personal factor(drinking, physical condition) for the dental hygienists should be made to reduce such negative effects.

• Korea Journal of Hospital Management
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• v.26 no.4
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• pp.1-11
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• 2021

This study is to identify the relationship among work-life balance and turnover intention of nurses and examine the influence of work-family balance, work-leisure balance, work-grow balance on turnover intention of nurses. Data were collected from nurses working at five hospitals with more than 30 beds in Seoul and analyzed by descriptive statistics, t-test, ANOVA, Pearson's correlation analysis and multiple regression analysis using Jamovi(1.6.23) program. The final sample were made up of 247 participants. In the correlation analysis, work-life balance and turnover intention showed negative correlation. As a result of multiple regression analysis, work-grow balance affected as a meaningful influence factor on turnover intention. It is necessary to carefully examine the sub-factors of work-life balance in order to understand the impact on turnover intention of nurses. And, hospitals need to provide organizational support for nurses' growth and career development.

• Journal of muscle and joint health
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• v.22 no.1
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• pp.30-39
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• 2015

Purpose: This study was to identify the level of job stress and turnover intention and to explore the impact of job stress on turnover intention among emergency room (ER) nurses. Methods: With a correlational survey design, 155 emergency room nurses were recruited in D metropolitan city. Data were collected using a structured questionnaire including ER-related job stress, turnover intention, and subjects' characteristics from March 18 to March 26, 2013. Results: Overall mean score of job stress was $284.34{\pm}40.60$, indicating higher level of job stress. The highest job stress category was conflict related inside the hospital and transportation team, and followed by matters related the patient and the guardian, conflicts with doctors, and heavy workload. The average score of turnover intention was $15.41{\pm}3.68$, indicating higher intention to quit their jobs. There was a moderate level of positive correlation between job stress and turnover intention (r=.44, p<.001). Turnover intention was high when ER nurses had higher job stress (${\beta}$=.38), were female (${\beta}$=.22), and wished to move to another department (${\beta}$=.17). Conclusion: The most important factor of turnover intention was job stress among ER nurses. Strategies to lower turnover rate for ER nurses should be focused on seeking ways to reduce their job stress.