• 한국콘텐츠학회논문지
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• 제13권8호
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• pp.420-432
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• 2013

본 연구는 한국지역 항공사 아웃소싱의 적용분야 등 점차 확대추세에 있는바, 아웃소싱 관계지속 요인과 필요성에 치우친 기존의 연구에서 벗어나 아웃소싱이 실질적으로 조직성과로 귀결될 수 있는 영향요인연구를 위해 아웃소싱 종사원을 직접적인 연구대상으로, 항공사 아웃소싱종사원의 직무환경이 직무만족, 이직의도와 조직성과에 미치는 영향연구를 실시하였다. 연구분석은 SPSS ver 18.00과 AMOS ver 18.00을 이용하여 실증분석을 실시한 결과 첫째, 항공사 아웃소싱 종사원의 직무환경 중 상호협조요인, 교육체계 순으로 직무만족에 영향을 미치는 것으로 나타났고, 인적역량과 노동강도는 직무만족에 영향을 미치지 않아 기각되었다. 둘째, 항공사 아웃소싱 종사원의 직무환경 중 상호협조요인은 이직의도에 여향을 미치지 않으나, 인적역량, 노동강도, 교육체계 순으로 이직의도에 높은 영향을 미치는 것으로 나타났다. 셋째, 항공사 아웃소싱 종사원의 직무만족은 이직의도에 부(-)의 영향을 미치는 것으로, 항공사 아웃소싱 종사원의 직무만족과 이직의도 순으로 조직성과에 높은 영향을 미치는 것으로 나타났다. 본 연구의 시사점은 해당하는 항공사와의 상호협조가 무엇보다 중요한 요인이므로 상호협조 강화에 힘써야하며, 본인의 인적역량이 높다고 평가할수록 직무만족은 낮고, 이직의도가 높은 분석결과를 반영하여 좋은 인재를 채용, 확보할 수 있는 직무환경 조성이 항공사 아웃소싱의 실질적인 성과향상에 중요한 요인임을 제시하였다.

• 대한치과기공학회지
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• 제39권4호
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• pp.285-294
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• 2017

Purpose: This study was carried out in order to examine organizational commitment in dental technicians and turnover intention level according to it, and to analyze its effects. Methods: A self-reported questionnaire survey was carried out by having convenience sampling as 200 dental technicians. An analysis of the collected data was computationally processed by using SPSS Win 19.0 program. An analytical technique was made by using statistical techniques such as frequency & percentage, t-test, One-way ANOVA analysis. The following are the analytical results of the collected materials. Results: In consequence of analyzing organizational commitment level in research subjects, there was a significant difference in the items for age, task field, job position in charge, career in dental laboratory technology, and monthly income(p<.05). The average of the item for organizational commitment level stood at 3.29, thereby having been indicated to be high. As a result of analyzing turnover intention level in research subjects, there was a significant difference in the items for task field, job position in charge, career in dental laboratory technology, and monthly income(p<.05). The average of the item for turnover intention reached 3.04, thereby having appeared to be relatively high. As for a correlation between organizational commitment and turnover intention, all variables were shown to have inverse correlation at a significant level. In consequence of conducting regression analysis in order to analyze the influence of organizational commitment upon turnover intention, a factor of having the most impact on turnover intention appeared to be normative commitment. The test value of the model was statistically significant. The explanation power about this was indicated to be 26.9%. Conclusion : In the above findings, the dental technicians are considered to need to be immersed in work with a sense of mission in performing job in charge, to strive to possibly have an opportunity of achievement and self-growth, and to perform a research and development in a manpower management strategy such as turnover prevention.

• 한국유통학회지:유통연구
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• 제2권2호
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• pp.63-106
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• 1997

This study is conducted to examine the relationship between salespeople's job consciousness, their competencies of practical business and their turnover intention in department stores. The data was collected from 1961 department stores salespeople in Seoul and Sungnam. And a survey was conducted by questionnaire. Mean, Scheffe-test, Cronbach's ${\alpha}$, Perason's correlation, factor analysis, regression analysis, path analysis are used for the analysis of data. Major findings are as follows : 1) Job consciousness of salespeople is relatively strong, the level of competencies of practical business and turnover intention are somewhat low. 2) Job consciousness of salespeople and their competencies of practical business are related to their turnover intention. The more strongly they have job consciousness, the more highly they have the level of competencies of practical business, and the lower their turnover intention becomes. 3) Among related variables, their perception of distributive education shows the strongest effect on job consciousness of salespeople. Their job consciousness shows the strongest effect on competencies of practical business. Their job consciousness and competencies of practical business show the strongest effect on turnover intention of salespeople. 4) Turnover intention of salespeople is affected by the job consciousness directly or indirectly, and by competencies of practical business directly. Among related variable, age, experience degree on distribution education, period of work, educational level, marital status, jobs, the motive of choosing their occupation and sex show only indirect effects on their turnover intention through job consciousness and competencies of practical business of salespeople. The motive of choosing their occupation, importance degree on distributive education, sections of department stores(Clothing), perception degree on job specialization and selling experience show only direct and indirect effects on their turnover intention. Thus, job consciousness and competencies of practical business of salespeople are the major intervening variables which have strong negative effects on their turnover intention.

• 기본간호학회지
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• 제26권1호
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• pp.42-51
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• 2019

Purpose: The aim of this research was to identify the relationships between occupational stress, ethical dilemma, burnout and turnover intention and the factors influencing turnover intention in hospital nurses. Methods: The participants, 215 nurses, were recruited from two university hospitals located in two provinces of Korea. Data were collected through self-report questionnaires. Collected data were analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation coefficients, and multiple regression with SPSS/WIN 22.0. Results: Participants' scores for occupational stress, ethical dilemma, burnout and turnover intention were $3.96{\pm}0.45$, $2.60{\pm}0.39$, $3.71{\pm}0.70$, and $3.50{\pm}0.90$ respectively. The results show that the higher the score for occupational stress, ethical dilemma, and burnout the higher the score for turnover intention. The most important factor influencing turnover intention was burnout (${\beta}=.42$, p<.001), followed by position (${\beta}=.21$, p=.001), educational level (${\beta}=.21$, p=.007), ethical dilemma (${\beta}=.13$, p=.020) in that order. These factors explained 43.5% of total variance in turnover intention (F=19.34, p<.001). Conclusion: Changes in hospital structural management systems and support strategies should be developed and operated, taking into account burnout, ethical dilemma, and personal characteristics of clinical nurses in order to reduce turnover.

• 산업경영시스템학회지
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• 제20권44호
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• pp.343-356
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• 1997

Many empiric research findings have supported that the characteristics and strength of Organization Culture(OC) is closely related with organizational performance(absenteeism, job satisfaction, cohesiveness and turnover etc.). The first purpose of this study is to review the relationship between OC and turnover as a performance factor, and the second and primary purpose is to test the moderating effects of personal factors(sex, educational career, rank, occupation, marital status, job switching, age, company tenure and job tenure) between OC and turnover. For the analytical purpose of this article, OC type is categorized as Maintainable Culture(MC), Affiliation Culture(AC), Progressive Culture(PC) and Rational Culture(RC) based on Quinn(1985). The empirical results are as followings: Moderating effects are found in sex(with MC and RC), educational career(with MC, PC and RC), job switching(with MC and RC).

• International journal of advanced smart convergence
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• 제4권2호
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• pp.54-60
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• 2015

In modern business organization, the most important strategic factor in maintaining competitive advantage in business is to manage and utilize human resources effectively, which has eventually increased workload and psychological pressure in organizations. And research show that increased workload and psychological pressure has produced various tensions in business organizations, and it appears that those tensions have increased the workplace aggressive behavior among employees. In various types of aggressive behavior, this study focuses on verbal aggression. The study also attempts to find out the relationships among verbal aggression, job involvement, and turnover intention among administrative workers in colleges from May 20 to May 26, 2015. Summary of the research result is as follows. First of all, the study shows that verbal aggression directly increases the employee turnover intention.

• 보건의료산업학회지
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• 제7권4호
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• pp.23-32
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• 2013

This study aimed to explore possible relationships between self-efficiency and intention to leave in dental hygienists so as to provide basic data for developing solutions to effectively manage dental hygienist man power. A total of 206 dental hygienists from different dental care institutions in Cheonbuk Province were chosen as subjects by a convenience sampling method. Data were collected through a self-reported survey. The results were as follows. The self-efficiency was higher among dental hygienists who were more than 36 years of age, had graduated university, were at their cuurent job longer than 11 years, and reported their annual income to be more than 25 million won. As their age was younger and their education and income levels were lower, their intention to leave was stronger. Also subjects who were unmarried, did not feel satisfaction with their current job, and did not want to stay any longer at the location where they were currently working tended to have higher intention to leave. The higher their self-efficiency, the lower their turnover intention. An examination of the three factors offered by a factor analysis on self-efficiency, 1) sense of competence, 2) sense of confidence, and 3) strong drive, revealed that the higher their sense of competence, the lower their turnover intention. It was also revealed that their self-efficiency had a significant influence on their turnover intention and the most influential factor was their sense of competence.

• 한국항공운항학회지
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• 제20권1호
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• pp.1-12
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• 2012

Many pilots of the Korean Air Force(ROKAF) leave their jobs in order to move out to civilian airlines. Thanks to this considerable turnover phenomenon, the ROKAF faces a serious lack of air defense power. While the common understanding of this problem mainly talks about 'money' as the main cause of turnover, some pilots point out rather different issues. Many pilots say in a large-scale survey that they face serious job stresses not only from relative shortage of their income compared to civilian pilots, camp life, separated family conditions, overly loaded administrative works, but also from their professional flight trainings and low promotion rate to high ranks. The survey shows, however, at the same time, that the ROKAF pilots do not consider their job trainings and overall roles as the military pilots as the main factor causing the intention to turnover. A critical aspect of the pilots' job condition is many stress factors consistently affect overall job satisfaction level which stimulates the decision to turnover when they have to choose between the extension of military service as a pilot and moving-out to civilian airlines for new pilot's life. In other words, they accept the job difficulties as pilot in the military, but their long-term job satisfaction level is negatively affected by the job stresses.

• 한국융합학회논문지
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• 제8권2호
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• pp.83-89
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• 2017

본 연구는 종합병원 간호사의 감성지능, 직무배태성 및 이직의도 정도를 확인하고 감성지능과 직무배태성이 이직의도에 미치는 영향을 규명하기 위하여 시도되었다. 연구방법은 2015년 7월1일부터 8월 1일까지 700병상 이상의 일개 종합병원에 근무하는 간호사 110명을 대상으로 설문조사한 자료를 SPSS 18.0으로 분석하였다. 본 연구결과 본 연구대상자의 감성지능은 3.51점(범위 1~5점), 직무배태성은 3.09점(범위 1~5점), 이직의도는 3.61점(범위 1~5점)이었다. 감성지능과 직무배태성은 이직의도와 유의한 음의 상관관계를 보였으며, 감성지능과 직무배태성은 양의 상관관계를 보이는 것으로 나타났다. 이직의도에 가장 영향을 미치는 요인은 직무배태성이었으며(${\beta}$=-.298, p<.001) 설명력은 21.0%이었다. 본 연구결과를 바탕으로 간호사들의 이직의도를 감소시키기 위해서는 직무배태성을 증진시키는 방안을 적극적으로 마련할 필요가 있다.

• 대한지역사회영양학회지
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• 제17권3호
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• pp.321-328
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• 2012

The purpose of this study is to investigate how certain factors influence job satisfaction and turnover intention of the dietitians working at the correctional institutions. A total 47 sheets of questionnaires (complete enumeration) were distributed respectively to the dietitians during the period from March 20th to May 18th of 2008. A total of 38 questionnaires (response rate 81%) were analyzed by using SPSS (ver. 19.0). The dietitians were more satisfied with coworkers ($3.63{\pm}0.10$) and supervision ($3.19{\pm}0.13$) than with pay ($2.97{\pm}0.09$) and promotion ($2.55{\pm}0.08$). Among the job burnout dimensions, cynicism ($2.58{\pm}0.09$) was rated higher than exhaustion ($2.47{\pm}0.10$), while professional efficacy level ($3.40{\pm}0.08$) was relatively high. The work dimension of job satisfaction was negatively correlated with exhaustion and cynicism dimensions of job burnout (p < 0.001), and turnover intention (p < 0.01), but positively correlated with professional efficacy dimension (p < 0.001). The co-worker dimension was negatively correlated with exhaustion and cynicism (p < 0.05) and turnover intention (p < 0.01), while the supervision, the pay, and the promotion dimension were not correlated with the job burnout and turnover intention. The turnover intention was positively correlated with exhaustion and cynicism dimensions of job burnout (p < 0.001). A stepwise regression analysis revealed that i) professional efficacy was a factor to significantly increase the work dimension of job satisfaction, ii) exhaustion and cynicism to significantly decrease the work and the co-worker dimension of job satisfaction, respectively, and iii) exhaustion to significantly increase turnover intention. The managerial efforts of the institutions could be focused on the job burnout factors to effectively increase the work dimension and the co-worker dimension of the job satisfaction.