• 품질경영학회지
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• 제51권3호
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• pp.445-459
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• 2023

Purpose: The present study was designed to find out how the quality of the work environment felt by physical therapists and LMX affect the turnover intention. In addition, we tried to find the mediating effect of LMX in the causal relationship between work environment quality and turnover intention, and to find ways to effectively lower the turnover intention of physical therapists. Methods: Survey tool has obtained validity and reliability through literature survey, exploratory survey and pretest and sample 365 was selected. To treat a pretest and main analysis, SPSS23.0 and AMOS23.0 were employed and structural equation model was employed as an analysis method. Results: Among the work environments, the human environment, the physical environment, and the compensation system were found to have an effect on LMX. In addition, the physical environment and compensation system were found to have a significant effect on turnover intention. LMX was found to have an effect on turnover intention and play a mediating role. Conclusion: In order to lower the turnover intention of physical therapists, the level of LMX should be increased by strengthening the factors of the working environment. This study shows that the management of LMX along with the working environment is an important factor in lowering the turnover intention of physical therapists, and this study has several limitations.

• 한국조리학회지
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• 제20권5호
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• pp.52-58
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• 2014

The aim of the present study is to investigate the structural relationships of organizational work-family support, job satisfaction, organizational commitment and turnover intention among Korean hotel employees. In order to achieve the study goal, frequency analysis, confirmatory factor analysis, reliability analysis, correlation analysis and covariance structure analysis were undertaken using SPSS(18.0) and AMOS(18.0). The result shows that organizational work-family support has a significantly positive effect on job satisfaction and it also positively impacts on organizational commitment. However, it doesn't have any significant effect on turnover intention. This study also suggests that each of job satisfaction and organizational commitment has a significantly negative effect on turnover intention. Through the abovementioned results, we can find out that each of job satisfaction and organizational commitment can completely mediate the relationship between organizational work-family support and turnover intention.

• 치위생과학회지
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• 제20권3호
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• pp.171-177
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• 2020

Background: Maintaining a skilled workforce by minimizing the turnover of competent dental hygienists is very important for securing dental competitiveness. Therefore, it is necessary to find a predictor of turnover and lower turnover intention. To understand dental hygienist turnover, it is necessary to study the resilience, a positive factor of personal characteristics and job embeddedness that induces residual tissue. The purpose of this study was to investigate the effect of dental hygienists' job embeddedness and resilience on turnover intention. Methods: A survey was conducted on licensed dental hygienists nationwide, from March 19 to July 19, 2020. T-test and one way ANOVA analysis were performed to compare the job embeddedness, resilience, and turnover intention according to the general characteristics. Pearson's correlation analysis was performed to identify the correlation between job embeddedness, resilience, and turnover intention. Multiple regression analysis was performed to determine the effect on the turnover intention. Results: Job embeddedness was the highest with link and resilience scoring 3.57 and 4.16, respectively. The turnover intention scored 3.53. Among the general characteristics, age, marriage, total dental clinic career, education degree, and position showed statistically significant differences in job embeddedness, resilience, and turnover intention. Suitability, link, and sacrifice of job embeddedness were shown to affect the degree of turnover intention, with an explanatory power of 26.2%. Conclusion: In order to reduce the dental hygienists' turnover intention, job embeddedness and resilience should be increased. Thus, measures should be undertaken for professional and systematic program development and human resources management.

• Journal of the Korean Data and Information Science Society
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• 제24권6호
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• pp.1369-1384
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• 2013

본 연구의 목적은 국내보험 유통시장의 주된 관심사로 대두되고 있는 보험설계사의 이직과 관련하여 이직 후의 실제 만족도를 전반적, 조직 내 인간관계, 영업환경 지원, 경제적, 설계사 관리제도 등 5개 영역으로 나누어 이들에 미치는 영향요인을 분석하는 데 있다. 이를 위해 국내 생명보험 설계사들 중 이직경험이 있는 416명을 대상으로 설문조사를 실시하였는데, 그 결과는 다음과 같다. 첫째, 보험설계사의 이직 후 전반적 만족도에 영향을 미치는 요인으로는 소속회사, 보험사의 판매능력 인정도, 보험판매직에 대한 만족도, 금융 및 보험관련 수상경험, 최종 학력, 대리점 (지점)의 규모, 주위 보험판매직 인정도 순으로 나타났다. 둘째, 보험설계사의 이직 후 조직 내 인간관계 만족도에 영향을 미치는 요인으로는 대리점 (지점)의 규모, 주위 보험판매직에 대한 인정도, 소속회사 순으로 나타났다. 셋째, 보험설계사의 이직 후 영업환경 지원 만족도에 영향을 미치는 요인은 주위의 보험판매직에 대한 인정도, 소속회사, 금융 및 보험관련 자격증 수, 대리점 (지점)의 규모, 노후생활 준비도 순이었다. 넷째, 경제적 만족도의 경우 최종 학력, 결혼여부, 보험판매직에 대한 만족도, 연령순으로 나타났으며, 주로 인구통계학적 요인이 영향을 주는 것으로 나타났다. 다섯째, 보험설계사의 이직 후 설계사 관리제도 만족도에 영향을 미치는 요인으로는 경험한 이직의 유형만이 선택되었다.

• 근관절건강학회지
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• 제22권2호
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• pp.87-95
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• 2015

Purpose: The purpose of this study was to examine the perception of the healthcare accreditation and the level of job stress and also to identify the factors affecting turnover intention in general hospital nurses. Methods: This cross-sectional study was performed using questionnaires. Data were collected from 230 nurses who worked at one general hospital from February 20 to April 10, 2014. Data were analyzed with independent t test, ANOVA, Pearson correlation coefficient, and regression using SPSS/WIN v 21.0. Results: The scores of perception of the healthcare accreditation, job stress, and turnover intention were 3.05 out of 5, 4.30 out of 5, and 3.18 out of 5. A positive correlation was observed between turnover intention and job stress. Turnover intention was negatively correlated with perception. The factors affecting turnover intention were the perception of healthcare accreditation (35.3%), total clinical experience (12.3%) and job stress (7.4%). The total explanatory power was 55.3%. Conclusion: The perception of the Healthcare Accreditation was confirmed as a new factor affecting turnover intention in nurses. These findings can be utilized to the development of strategies for reducing job stress, and enhancing perception and resulting in both the quantitative and qualitative development of the healthcare system.

• 한국식품조리과학회지
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• 제26권1호
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• pp.1-12
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• 2010

This study was conducted to investigate the effects of job embeddedness on job satisfaction, organizational commitment and turnover intention in the food and beverage division of hotels. In addition, this study sought to identify the effects of job satisfaction and organizational commitment on turnover intention. Based on the literature reviews, five hypotheses were tested: job embeddedness was positively related to job satisfaction and organizational commitment and negatively related to turnover intention and job satisfaction and organizational commitment were negatively related to turnover intention. The subjects evaluated in this study were employees of the food and beverage division of five or four stars hotels in Seoul. Five hundred questionnaires were distributed and 293 were collected from July 1, 2009 to August 31, 2009, using convenience sampling method. After removing useless questionnaires, a total of 250 questionnaires (five-stars hotel 177, four-stars hotel 73) were analyzed using the factor analysis, a reliability test, and structural equation modeling analysis. The results revealed that job embeddedness was positively related to job satisfaction (t=8.762), organizational commitment (t=5.364) and negatively related to turnover intention (t=-3.500). Therefore, hypothesis I, II and III were accepted. However, job satisfaction (t=-.933) and organizational commitment (t=-1.923) were not negatively related to turnover intention. Therefore, hypothesis IV and V were rejected.

• 한국의류학회지
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• 제34권8호
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• pp.1352-1363
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• 2010

This study analyzes how the organizational culture of TV home shopping companies influence the job satisfaction, commitment, and intention of turnover. It ascertains the differences the job satisfaction, commitment, and intention of turnover according to tenure of office and turnover time. The survey was conducted from May $3^{rd}$ to $31^{rt}$ in 2010, and 356 responses were used in the data analysis. The statistical analysis methods were frequency analysis, factor analysis, reliability analysis, ANOVA, and multiple regression analysis. As a result, the organizational culture of TV home shopping companies was classified by the innovation culture, group culture, rational culture, and hierarchical culture. The innovation culture, group culture, and hierarchical culture of TV home shopping companies influenced job satisfaction and commitment. The rational culture and hierarchical culture of TV home shopping companies influenced the intention of turnover. There were differences in the intention of turnover according to the tenure of office and the job commitment according to turnover time.

• 간호행정학회지
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• 제14권1호
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• pp.35-44
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• 2008

Purpose: This study was done to identify the risk factors influencing turnover intention of nurses. Method: The participants in this descriptive survey on causal relations were 756 nurses who were working at a tertiary university hospital in Seoul. The data were put in to multiple regression analysis to build a prediction model. Results: Turnover intention according to general features were shown as following.: Age, Clinical careers, Educational level, Marital status, Economic status(Yearly income). The relationship between turnover intention and job stress had positive correlation. But the relationship between turnover and other factors that job satisfaction, internal marketing, and organizational commitment had negative correlation. The causal factors of turnover intention were organizational commitment, the factors of organizational support and patient/caregiver relationships among subcategories of job stress and the factor of professional position among subcategories of job satisfaction. Conclusions: The findings of study suggest that board intervention program should be provided to prevent problems of turnover. It is also recommended that a program be developed that can help control the variables identified in this study along with follow up study to verify the model.

• 한국치위생학회지
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• 제17권5호
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• pp.779-789
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• 2017

Objectives: This research is to examine the relationship between dental hygienists' exposure to incivility from doctors, bosses, colleagues, patients, their family and visitors, and their turnover intention. Methods: The research was conducted using Nursing Incivility Scale (NIS) and a survey. The survey was conducted from September 10 to October 20, 2015. 240 dental hygienists were conveniently sampled from Forty dental clinics and offices in Seoul, Incheon, Gyeongi-do, and Chungcheog-do. Results: The dental hygienists' exposure to incivility and turnover intention showed correlation (p<0.01), and its sub-factors, - the incivility from colleagues, doctors, patients and visitors - are also correlated with their turnover intention (p<0.01). The strongest factor affecting dental hygienists' turnover intention was incivility from doctors (${\beta}=0.279$, p<0.001), followed by colleagues (${\beta}=0.168$, p=0.029), patients and visitors (${\beta}=0.148$, p=0.026). The modified explanation ability of this model is 24.9%. Conclusions: Dental hygienists' exposure to incivility in workplace is highly correlated to their turnover intention. A program to educate dental hygienists positive mental attitude, communication skill to deal with incivility, and stress reduction method is therefore required in order to reduce their turnover intention.

• 한국산학기술학회논문지
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• 제17권3호
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• pp.438-449
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• 2016

본 연구는 요양병원 인증제 평가를 경험한 간호사의 직무스트레스 및 소진이 이직의도에 미치는 영향에 대해 파악하기 위한 서술적 상관관계 연구이다. K대학교 기관생명윤리위원회에서 승인을 받았으며, 자료수집은 2015년 4월 1일부터 8월 31일까지이며, 자료는 SPSS/WIN 18.0 프로그램을 이용하여 분석하였다. 연구 대상자는 B광역시와 경상남 북도 소재한 15개 요양병원에서 205명의 간호사를 대상으로 하였다. 직무스트레스 평균은 5점 만점에 3.83, 소진의 평균은 5점 만점에 2.92이었으며, 이직의도 평균은 5점 만점에 3.12였다. 이직의도와 직무스트레스(r=.356, p<.001), 소진(r=.729, p<.001)은 유의한 상관관계가 있었으며, 소진은 이직의도에 53%의 설명력을 보였다(${\beta}=.729$). 이 연구의 결론을 통해 요양병원 인증제를 경험한 요양 병원 간호사의 이직의도를 감소시키기 위해 주요한 요인인 소진을 낮추기 위한 중재 프로프램 개발이 지속적으로 수행되어야 할 것이다.