• Culinary science and hospitality research
• /
• v.16 no.3
• /
• pp.205-217
• /
• 2010

The purpose of this study is to investigate the formation of turnover intention of restaurant employees by considering their group cohesiveness, organizational commitment, and employment status(full-time vs part-time). Also, following Baron and Kenny's(1986) guidelines, it examined a mediating effect of organizational commitment on turnover intention. The results of an empirical analysis showed that group cohesiveness had a significant effect on organizational commitment, and organizational commitment was negatively associated with turnover intention. Also, group cohesiveness was negatively associated with turnover intention. That is, the higher the group cohesiveness and the organizational commitment, the lower the turnover intention. In addition, the results of mediation tests revealed that organizational commitment was a partial mediator in the relationship between group cohesiveness and turnover intention. Finally, employment status did not moderate the relationship between group cohesiveness and organizational commitment, organizational commitment and turnover intention, or group cohesiveness and turnover intention. Implications and suggestions for future research were discussed.

• Journal of Korean society of Dental Hygiene
• /
• v.20 no.1
• /
• pp.95-106
• /
• 2020

Objectives: This study was conducted to investigate the effects of dental hygienists' job satisfaction on turnover intention and intention to stay. Methods: A survey was conducted targeting 273 dental hygienists in dental clinics. The study data were u analyzed using PASW Statistics 20.0 Results: The level of job satisfaction of dental hygienists was 3.30±0.50, and the highest ranked item in the survey was 'I am satisfied with my relationships with patients' 3.72±0.73. Job satisfaction according to general characteristics showed significant differences in age, marriage, education, career, current work experience, position, and schedule for future turnover. The turnover intention according to general characteristics showed significant difference in age and schedule for future turnover. The intention to stay according to general characteristics showed significant differences in age, marriage, education, career, current work experience, number of dentists, number of dental hygienists, and schedule for future turnover. The factors affecting turnover intention were schedule for future turnover, income, co-worker relation and professional time, while those affecting intention to stay were overall professional satisfaction, co-worker relation, schedule for future turnover, professional time, income, number of dental hygienists, patient relations and current work experience. Conclusions: Job satisfaction factors that had a common effect on turnover intention and intention to stay were schedule for future turnover, income, co-worker relation and professional time. To reduce turnover and encourage longevity, adequate pay and positive interpersonal relationships are necessary.

• Journal of Ecology and Environment
• /
• v.37 no.1
• /
• pp.13-19
• /
• 2014

The effect of different turnover time of water on the decomposition of emergent macrophyte litter (Zizania latifolia Griseb.) was investigated using a microcosm experiment. Microcosm treatment represented different turnover time of water; 1, 2, 4 and 8 weeks. The litterbags from each treatment were retrieved every 2 weeks until the 8th week and the water simultaneously sampled with the litterbag. The dry weight and the content of major cations in the litter, and the content of available N, P, and major cations in the water were analyzed. Dry weight loss after 8 weeks indicated the lower decay rates under the condition of short turnover time of water. Major cations from the litter and the water showed that the leached amounts of K and Mg from the litter were highest in the 2nd week and dramatically decreased from the 4th week. The dynamics of available nitrogen and phosphorus in the water showed that as the water turnover time was getting longer, the amounts of available nitrogen and phosphorus remained higher. These results suggest that wetlands with longer turnover time of water could maintain the increased nitrogen and phosphorus and no outflow of the nutrients could cause eutrophication problem.

• International Journal of Costume and Fashion
• /
• v.16 no.1
• /
• pp.37-53
• /
• 2016

This study focused on the development of a conceptual model of the turnover intention of part-time sales associates in apparel retailing. A convenience sample of 294 college students who were part-time apparel workers was used to test the model. In this proposed model, organizational support and growth opportunity indirectly influenced turnover intention through work engagement, which in turn positively affected work effort, job performance, and job satisfaction. The results also revealed a direct relationship between work/role stress and burnout, which influenced turnover intention. These findings make a unique contribution to the extant literature and enable development of relevant strategies by apparel retailers.

• Journal of Environmental Science International
• /
• v.7 no.3
• /
• pp.311-320
• /
• 1998

The volume transport and turnover time of the Deukryang Bay. located at the southern area of Korea, were calculated based on the current meter(RCM-7,ACM 16M) data observed at the three gateways of the tegrating observed data and then averaging on time. dangdo and Kogumdo. The total water volume transports through three entrances of the bay in May and October were $3.9{\times}10-2Sv, 3.4{\times}10^{-2}Sv(1Sv=10^6m^3s^{-1}$) and turnover time were 0.97day, 1.12day, respectively. Semidiurnal tides were predominant (70~85%). The water volume transports by residual currents were 2~4% of total water volume transports . The average fraction of fresh water calculated by tidal prism method using salinity difference between inflow current and outflow current through three entrances In Deukryang Bay was about 0.06% of total volume and the flushing time of fresh water was estimated as 0.97day.

• The Journal of Asian Finance, Economics and Business
• /
• v.9 no.4
• /
• pp.83-92
• /
• 2022

Due to the uncertainty in the order of the integrated model, the SARIMA-LSTM model, SARIMA-SVR model, LSTM-SARIMA model, and SVR-SARIMA model are constructed respectively to determine the best-combined model for forecasting the China-Russia trade turnover. Meanwhile, the effect of the order of the combined models on the prediction results is analyzed. Using indicators such as MAPE and RMSE, we compare and evaluate the predictive effects of different models. The results show that the SARIMA-LSTM model combines the SARIMA model's short-term forecasting advantage with the LSTM model's long-term forecasting advantage, which has the highest forecast accuracy of all models and can accurately predict the trend of China-Russia trade turnover in the post-epidemic period. Furthermore, the SARIMA - LSTM model has a higher forecast accuracy than the LSTM-ARIMA model. Nevertheless, the SARIMA-SVR model's forecast accuracy is lower than the SVR-SARIMA model's. As a result, the combined models' order has no bearing on the predicting outcomes for the China-Russia trade turnover time series.

• Journal of the Korean Society of Clothing and Textiles
• /
• v.34 no.8
• /
• pp.1352-1363
• /
• 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.

• Korean Journal of Microbiology
• /
• v.29 no.5
• /
• pp.329-338
• /
• 1991

From July 1985 to December 1986, 28 variables of phycal-chemical factors, bacteria and heterotrophic activity were investigated 17 times at 3 stations in the estuary of Naktong River and the influences of environmental factors to bacterial population and heterotrophic activity were analyzed through multiple regression. The results of multiple regression were as follows. At station 1, total bacteria and heterotrophic bacteria(Z-25) could explain 57% of the variation of maximum uptake velocity for glucose and 54% of turnover time for glucose was explained by total coliform bacteria and MBOD, Sixty four percent of the variation of Kt+SN was accounted for salinity, MBOD-N and inorganic phosphate. Turnover rate for acetate was also accounted for the change of MBOD-P by 56%. At station 2 maximum uptake velocity for glucose depends on MBOD-N by 81%; turnover time on bacteria by 50%; Kt+Sn on avilable nutrient by 61%. More than 50% of maximum uptake velocity and turnover time for glucose were influenced by bacteria and that of Kt+Sn by the change of nutrient in the surface water of station 3. In the bottom water of station 3, the change of maximumuptake velocity, turnover time and Kt+Sn for glucose was controlled by total bacteria and available nutrient, bacteria, the change of nutrient salts respectively. On the whole, more than 50% of maximum uptake velocity and turnover time for glucose could be due to the change in the number of bacetria and the value of Kt+Sn was affected by the change of nutrient salts. Turnover rate for acetate was controlled by available phosphate at station 1 and by bacteria at station 2 and 3, which showed a distinct difference between the environmental factors which govern the rate of glucose and acetate uptake in the Naktong esturine ecosystem. And bacterial communities were controlled by available nutrients at station 1, by nutrient salts and salinity at station 2 and in the surface water of station 3 and by salinity in the bottom water of station 3.

• Journal of Technologic Dentistry
• /
• v.33 no.4
• /
• pp.529-538
• /
• 2011

Purpose: The purpose of this study was to investigate the factors affecting turnover and job satisfaction, to reduce turnover rate of dental technician. Methods: Subjects included dental technicians in the metropolitan areas of the cities of Daegu and Gyeong-buk. Surveys were filled out by consenting dental technicians. Statistical analysis was done using the Statistical Package for Social Sciences version 18.0 for Windows. We determined frequencies and percentage, calculating means, and standard deviations, and determining statistical significance using t-tests, analysis of variance. Results: Job satisfaction showed differences in General characteristics associated with gender, age, monthly salaray, education. Turnover intention showed differences in General characteristics associated with age, monthly salaray. Job satisfaction showed differences in dental laboratory characteristics associated with Career, Working time. Turnover intention showed differences in dental laboratory characteristics associated with working time. Conclusion: In order to reduce turnover rate of dental technician, Job satisfaction of dental technicians have to find ways to improve. The comprehensive and reliable research which measures job satisfaction of dental technician is necessary.

• Journal of Korean Clinical Health Science
• /
• v.3 no.1
• /
• pp.256-267
• /
• 2015

Purpose. The objective of this study was to investigate factors influencing turnover intention index of work environment, emotional labor by hospital nurses Methods. A survey was conducted with 290 nurses who were working hospital. Data were analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation coefficients and multiple regression with SPSS window 18.0 program. Result. Findings revealed that; 1) The mean scores were 2.81 [range : 1-5] for work environment, 3.24 [range : 1-5] for emotional labor, 3.43 [range : 1-5] for turnover intention. 2) Pearson's correlation revealed work environment was negatively correlated with turnover intention but emotional labor positively correlated with the turnover intention. 3) Hrarchical multiple regression analysis showed work environment, ages, assign ward, period in current hospital, emotional labor significantly influenced turnover intention in hospital nurses. Conclusion. These findings can be utilized to development of strategies to improving the work environment, managing the emotional labor for decreasing turnover intention of hospital nurses so that can be long time.