• Title, Summary, Keyword: 이직의도

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Mediation Effect of Job satisfaction in the Relationship between Nurses' violence experience and turnover intention (임상간호사의 폭력경험과 이직의도 관계에서 직무만족의 매개효과)

  • Lee, Kyoung-Sook;Ahn, Seong-Ah
    • Journal of Digital Convergence
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    • v.18 no.12
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    • pp.315-323
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    • 2020
  • This study investigated how clinical nurse's violence experience influenced turnover intention and job satisfaction and how job satisfaction mediates the relationship between violence experience and turnover intention. In order to get the answers, a survey of 213 registered nurses from 3 hospitals in U-city and analyzed with SPSS/WIN 25.0 version. The survey was conducted using a self-reporting questionnaire February 2019 to April 2019. Nurse's violence experience was negatively correlated job satisfaction but was positively correlated with turnover intention. Hierarchical regression analysis showed violence that explained 16.5% of job satisfaction and explained 6.1% of turnover intention. Job satisfaction worked as a partial mediation between violence and turnover intention. It is necessary to reduce violence and to increase job satisfaction for reduce turnover intention in strategies of hospital.

The Relationship between Organizational Commitment and Intention to Leave and the Moderating Effect of Gender and Occupation in Dae-deok Venture Enterprises (조직몰입과 이직의도의 관계 및 성별과 직종의 조절효과: 대덕 벤처기업을 중심으로)

  • Kim, Jung Seok;Ahn, Kwan Young
    • Asia-Pacific Journal of Business Venturing and Entrepreneurship
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    • v.7 no.4
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    • pp.77-86
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    • 2012
  • The purpose of this paper is to review the relationship between organizational commitment, and voluntary turnover(intention to leave), and the moderating effects of personal factors(gender and occupation) on the relationship between organizational commitment and intention to leave. In order to verify and achieve the purposes mentioned above, questionnaire data are gathered and analysed from 458 employees in Daedeok Innopolis Venture Enterprises, Dae-jeon Metropolis, South Korea. Multiple regression and multiple hierarchical regression analysis are applied to test the proposed hypotheses: 1) the relationship between organizational commitment(affective commitment, continuance commitment and normative commitment) and intention to leave, 2) the moderating effects of personal factors(gender and occupation) on the relationship between organizational commitment and intention to leave. Empirical survey's findings are as follows; First, affective commitment(AC) and continuance commitment(CC) are related negatively with intention to leave(IL), but normative commitment(NC) is not related significantly with IL. Second, gender positively moderates the relationship between affective commitment and intention to leave, and occupation negatively moderates the relationship between continuance commitment and intention to leave.

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Impact of IS Employees' Interpersonal Conflict on Turnover Intention (IS 인력의 조직내 갈등이 이직의도에 미치는 영향에 관한 연구)

  • Kim, Young-Kyun
    • Journal of the Korea Industrial Information Systems Research
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    • v.15 no.4
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    • pp.71-81
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    • 2010
  • The purpose of this study is to examine the moderating effects of the Leader-member exchange(LMX) on relationship between the interpersonal conflict and turnover intention. Since effective management of IS personnel is important issue for the IS related researchers and practitioners since their turnover rate has been known to be high and skilled personnel have been in short supply. We develop the hypotheses from the prior studies and empirically testing them in the context of IS personnels from various companies located in vicinity of capital city of Korea. This empirical study show interesting results. Good leader-member exchange has the moderating effect on the management of interpersonal conflict level and drastic reduction of the turnover behavior. Based on the analyzed results, we discussed the theoretical implications and limitations.

Effect of Psychological Burnout on Job Satisfaction and Turnover Intention among Police Officers (경찰관의 심리적 탈진이 직무만족 및 이직의도에 미치는 영향)

  • Sin, Seong-Won
    • The Journal of the Korea Contents Association
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    • v.10 no.7
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    • pp.337-343
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    • 2010
  • Policing is regarded as a stressful occupation. Police Officers have been reported to have increased rates of cardiovascular and gastrointestinal disorders, divorce rates twice the average, and suicide rates two to six times the average. The aim of this study is to identify the effect of psychological burnout on job satisfaction and turnover intention among police officers. In the regression analysis, psychological burnout have significant relations with job satisfaction and turnover intention. In the correlation analysis, psychological burnout have a negative relation with job satisfaction and a positive relation with turnover intention. And job satisfaction have a negative relation with turnover intention.

Effects of HRM Practices and LMX on Turnover Intention of SMEs employees : Focusing on the Mediating Effects of Job Satisfaction (인사관리 프랙티스와 LMX가 중소기업 종업원의 이직의도에 미치는 영향 : 직무만족의 매개효과를 중심으로)

  • Yoo, Eun Hee;Kim, Jong Keun
    • Journal of the Korea Industrial Information Systems Research
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    • v.20 no.6
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    • pp.91-106
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    • 2015
  • This study is the result of an empirical research that may contribute to the management on employee turnover of SMEs by looking over factors affecting the intention of employee turnover. Welfare satisfaction, recognition, empowerment, organizational flexibility and LMX expertise respect, higher contribution showed a positive effect on job satisfaction. Welfare satisfaction, empowerment, leader of the professional respect showed negative effect on turnover intention. Job satisfaction partially mediated welfare satisfaction, professional respect and completely mediated empowerment. The results implies that job satisfaction needs to be also considered when HRM practice and LMX are examined for reducing employee turnover.

A Comparative Study on the Turnover Intention of Childcare Teacher (보육교사의 이직의도에 관한 연구: '어린이집 유형별' 비교를 중심으로)

  • Yun, Kyeong-Mi;Jeon, Byeong-Joo
    • Proceedings of the Korea Contents Association Conference
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    • pp.217-218
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    • 2014
  • 본 연구에서는 대전, 세종 지역 등에서 근무하는 어린이집 보육교사 298명을 대상으로 그들의 이직의도에 영향을 미치는 요인을 분석하였다. 이 과정에서 어린이집은 가정, 민간, 공공형 어린이집으로 나누어 분석하였다. 분석결과, 조사대상자의 건강상태, 조직건강에서의 원장 리더십 영역, 사회적 지지가 이직의도에 공통적으로 영향을 미치는 요인으로 나타났지만, 각 유형별로 이직의도에 영향을 미치는 요인이 크게 다른 것으로 나타났다. 특히, 공공형 어린이집의 보육교사들은 이직의도가 가장 낮은 것으로 나타났다. 다만, 공공형 어린이집 보육교사의 경우에는 직무스트레스에서의 행정적 업무 영역이 이직의도에 가장 크게 영향을 미치는 것으로 나타났다. 이러한 연구결과를 반영하여 보육정책을 수립하고 유보통합을 진행할 필요가 있음을 제언하였다.

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Development of Structural Model for Turnover Intention of Railroad Traffic Controller (철도교통관제사의 이직의도에 관한 구조모형 개발)

  • Shin, DongHee;Jin, JangWon
    • Journal of the Korean Society for Railway
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    • v.20 no.4
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    • pp.558-567
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    • 2017
  • This study was conducted to analyze the turnover intentions of railway traffic controllers among employees of a domestic railway corporation. Variables influencing job turnover intention included exploited variables (empowerment, job stress, job satisfaction, organizational commitment, exhaustion) that have been actively studied in other fields. The results showed that the empowerment of railway traffic controllers did not directly affect job stress and turnover intention, but had a direct effect on job satisfaction, organizational commitment, and exhaustion. Job stress did not directly affect job satisfaction, organizational commitment, and exhaustion, and job satisfaction did not directly affect organizational commitment, burnout, and turnover intentions. Burnout has a direct effect on turnover intention, indicating that exhaustion of railroad traffic controllers has an effect on turnover intentions. In conclusion, empowerment has a direct effect on burnout and exhaustion has a direct effect on turnover intention. This study suggests that management of empowerment and exhaustion is important for the prevention of turnover of railway traffic controllers.

Influence of Clinical Nurses' Emotional Intelligence on their Career Commitment and Turnover Intention : Moderating Role of Career Commitment (간호사의 감성지능이 경력몰입과 이직의도에 미치는 영향: 경력몰입의 매개효과)

  • Han, Su-Jeong
    • The Journal of the Korea Contents Association
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    • v.11 no.7
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    • pp.418-425
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    • 2011
  • The purpose of this study was to examine the emotional intelligence, career commitment, turnover intention for nurses and the mediating effect of career commitment on the relationship between emotional intelligence and turnover intention. Data were collected by questionnaires from 200 nurses in the hospitals from August 1 to August 30, 2010. Data were analyzed by Pearson's correlation coefficient and hierarchial regression procedures. The emotional intelligence and career commitment were significantly negative correlation with turnover intention. The emotional intelligence explained 13.9% of career commitment and 2.1% of turnover intention and career commitment explained 32.1% of turnover intention. And career commitment had a mediating effect on the relationship between emotional intelligence and turnover intention. To decrease turnover intention, nursing managers ought to develop the emotional intelligence and career commitment of nurses, reinforce as a mediating role between emotional intelligence and turnover intention. With the help of information technology.

The effects of Social Intelligence and Burnout on Turnover Intention in Nurses : An exploratory study (임상간호사의 이직의도에 미치는 업무소진과 사회지능의 탐색 연구)

  • Park, Hae-In;Lee, Kyunghee
    • Journal of Digital Convergence
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    • v.14 no.4
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    • pp.325-336
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    • 2016
  • This study was aimed to identify the effects of social intelligence and burnout on the turnover intention in nurses as a descriptive study. The data were collected between August 3 and September 1, 2015. A total of 188 nurses working at university medical centers and general hospitals located at J city and D city were participated. The collected data were analyzed using frequency, mean and standard deviation, t-test, ANOVAs, Pearson's correlation coefficients and hierarchical regression analysis. In turnover intention, there were significant differences in education, age, job preference of nurse, work period and position. Burnout showed significant effect in social intelligence and turnover intention. Social intlligence did not have control effect between turnover intention and job burnout. This findings suggested that to prevent the nurse's turnover intention, the education for social information, social skill and social awareness has to be programmed for the development of social intelligence.

The Effects of Job Characteristics and Organizational Characteristics on Social Welfare Worker's Turnover Intention (직무 및 조직특성이 사회복지사의 이직의도에 미치는 영향)

  • Hyun, Kang-Gil;Hong, Son-Jae
    • Journal of the Korea Society of Computer and Information
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    • v.17 no.9
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    • pp.171-179
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    • 2012
  • The purpose of this study is to investigate what affect social welfare workers' want of career change. The structural equation modeling(AMOS 16.0) was used to examine if job characteristics and organizational characteristics have direct affect on turnover intention or the indirect affect of organizational commitment. A survey was conducted on the social welfare workers of private social agencies in the capital area and 256 of 297 questionnaires that showed clear intentions on turnover were scrutinized. According to the analysis, job autonomy(job characteristics) and fairness in promotion (organization characteristics) influences organizational commitment. Job demand, job instability, wage level, and organizational commitment have and effect on turnover intention. The results of this study suggest that in order to reduce the turnover intention among social welfare workers, empowerment, systematic organization of tasks and active communication should be reinforced.