• Title, Summary, Keyword: 이직의도

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Influence of Interaction Effects of Emotional Labor and Burnout on the Turnover Intention of Nursery Workers Based on Competing Value Frameworks Model (경쟁가치모형에 근거한 보육교사의 감정노동과 소진의 상호작용효과가 이직의도에 미치는 영향)

  • Sihn, Young Il
    • Journal of the Korea Convergence Society
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    • v.9 no.6
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    • pp.251-259
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    • 2018
  • The purpose of this study is to investigate the moderating effect of burnout on the relationship between emotional labor and turnover intention of nursery teachers. For this study, 296 teachers in nursery centers were surveyed. The data were analyzed by moderated regression analysis using SPSS V22.0 program using mean centering method. The results of the study are as follows. First, expressive emotional labor affects turnover intention and internal emotional labor did not affect turnover intention. Second, the factors that have the greatest influence on turnover intention were identified as burnout. Third, the interaction effect between burnout and deep emotional labor showed a similar moderation effect on turnover intention. Based on these results, the policy and practical measures to alleviate the burnout of the nursery teachers were suggested, and the ways of managing turnover intention by utilizing the interaction effect of the teacher burnout and deep emotional labor were suggested.

The Impact of Experienced Conflict on Person-Organization Fit and Turnover Intention (갈등의 경험이 개인-조직 적합성과 이직의도에 미치는 영향)

  • Lee, Jeong Eon
    • The Journal of the Korea Contents Association
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    • v.19 no.6
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    • pp.325-333
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    • 2019
  • The current study aims to address the relationships among conflict, person-organization fit, and workers' turnover intention. Specifically, it aims to examine whether person-organization fit mediates the relationship between conflict in team and turnover intention, also trust in leader moderates the relationship between person-organization fit and turnover intention. The empirical analysis shows that conflict is positively associated with turnover intention and have a negative impact on objective-value fit. The relationship between conflict and turnover intention is mediated by the person-organization fit. Trust in leader moderates the relationship between person-organization fit and turnover intention. The findings address the issue in terms of the mechanisms between conflict-turnover intention and the importance of trust in leader for an effective management of conflict in work teams.

An Empirical Study on Factors Influencing Employee's Turnover Intention -Focused on Call Center Caller- (종업원의 이직의도 영향요인에 관한 실증연구 -콜센터 상담원을 대상으로-)

  • Lee, Seok-In;Lee, Su-Wha
    • The Journal of the Korea Contents Association
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    • v.8 no.2
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    • pp.213-221
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    • 2008
  • In recent years, growth of the call center industry is leading lots of employment. But caller's frequent turnover deteriorates the labor productivity and increases the employment and training cost. The purpose of this study is to draw some factors by which turnover intention is influenced through literature review and identify a causality between the determinants and turnover intention. Call center callers were surveyed and the data were statistically analyzed. Empirical results indicate that job satisfaction and organizational commitment have negatively impacted on the turnover intention. Job characteristics have positively impacted on job satisfaction and organizational commitment but have not directly impacted on the turnover intention. Based upon the statistical results, some useful suggestions for call center managers are provided.

A The Moderating Effects of Perceived Organizational Support in the Effect of Work Value on Turnover Intention -Focuse on Food-service Industry Newcomers Less than 1 Year- (직업가치가 이직의도에 미치는 영향에 있어 조직후원인식의 조절효과 -외식업체 1년 미만 신입종사원을 중심으로-)

  • Lim, Tae-Geun;Choi, Woo-Sung
    • Management & Information Systems Review
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    • v.35 no.3
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    • pp.37-56
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    • 2016
  • This study verified the effect of occupational value, as felt by new employees working in the food service industry, on turnover intent and also the moderating effect of perceived organizational support between occupational value and turnover intent. The analysis drew out the following results. First, the study verified that, among inherent values, only social commitment had a positive(+) direction of influence on turnover intent, and second, among extrinsic values, only face-saving and stability seeking had a positive(+) direction of influence on turnover intent. Third, as a result of verifying the effect of inherent values on turnover intent according to emotional support, the study revealed that turnover intent increased, as the perception of emotional support increased, on condition that the item, value of knowledge seeking, among inherent values, was perceived highly, On the other hand, if the item, relationship-centered, scored highly among inherent values, then the higher the perception of emotional support, the lower the turnover intent. Fourth, as a result of verifying the effect of extrinsic values on turnover intent according to emotional support, the study revealed that turnover intent decreased, as the perception of emotional support increased, on condition that the value of economic priority, among extrinsic values, was perceived highly. On the other hand, if the item, face-saving, scored highly among extrinsic values, then the higher the perception of emotional support, the higher the turnover intent. Fifth, as a result of verifying the differing effect of inherent values according to methodical support, the study revealed that turnover intent increased as the perception of methodical support increased, if the item, knowledge-seeking among inherent values was perceived highly. Sixth, as a result of verifying the differing effect of extrinsic values according to methodical support, the study revealed that turnover intent decreased as the perception of methodical support increased, if the item, economic priority among extrinsic values was perceived highly. On the other hand, if the item, face-saving, among extrinsic values, was perceived highly, the higher the perception of methodical support, the higher the turnover intent.

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A Comparative Study on Turnover Intentions of Social Workers in Public and Private Sectors : the Cases of Social Workers in Youngnam Region (공공.민간 사회복지사 이직의도 비교 연구 : 영남지역 사회복지사를 중심으로)

  • Kang, Young-Kol
    • Journal of the Korean association of regional geographers
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    • v.18 no.1
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    • pp.86-100
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    • 2012
  • This study examines turnover intentions of social workers in the public and private sectors from a comparative perspective. Major findings of this study are as follows: 1. There exists a paradox between public and private social workers that private social workers show their turnover intentions more saliently than public social workers, even though the former is paid much less, but more satisfied with their jobs, and then expresses turnover intentions more often than the latter. 2. The 'voice hypothesis' can be an alternative explanation to figure out why the paradoxical difference exists between the two groups of social workers when we include the mechanism of empowerment into the equations regarding social workers' turnover intentions and job satisfaction. 3. The equity theory of motivation can explain the paradoxical difference if we make use of the meaning of the 'equity' formula which stands for the ratio between inputs and outputs exerted by the social workers.

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The Interaction Effects on Job Turnover and Occupational Turnover of Child Care Teachers by Child Care Efficacy and Burnout (보육교사의 이직의도 및 전직의도에 미치는 보육효능감과 소진의 상호작용효과)

  • Yang, Yeon Suk
    • Korean Journal of Childcare and Education
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    • v.7 no.4
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    • pp.205-221
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    • 2011
  • This study purposed to examine the interaction effects of child care teachers' child care efficacy and burnout on their job turnover intention and occupational turnover intention. For this purpose, we conducted a questionnaire survey with 251 child care teachers. The results of this study are summarized as follows. First, child care teachers' occupational turnover intention was stronger than their job turnover intention. Second, job turnover intention to another child care facility was affected by burnout, but occupational turnover intention to another job was affected by high burnout, low child care efficacy, and interaction between the two factors. With regard to the interaction effects, child care teachers with high burnout were found to control their occupational turnover intention through child care efficacy. Accordingly, in order to prevent child care teachers' job turnover and occupational turnover, it is necessary to develop strategies to reduce their burnout experienced in child care activities and enhance their child care efficacy.

An Impact Analysis of Information Security Professional's Job Stress and Job Satisfaction to Turnover Intention: Moderation of Organizational Justice (정보보호인력의 직무스트레스와 직무만족이 이직의도에 미치는 영향분석: 조직공정성의 조절효과)

  • CHO, Jinhyun;Yoo, Jinho;Lim, Jong-In
    • The Journal of Society for e-Business Studies
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    • v.24 no.3
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    • pp.143-161
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    • 2019
  • The purpose of this study is to empirically verify the relationship of how job stress and job satisfaction of information security professionals affect turnover intention, a precursor of actual turnover. The moderation effect of organizational justice is also explored within these causal relationships. This empirical analysis used 150 responses from information security professionals within 4 different industries. The analysis result from survey responses shows that job stress increases turnover intention, and job satisfaction decreases turnover intention, and that interactional justice, a subordinate concept of organizational justice, has a negative moderating effect at the relationship between job stress and turnover intention. The moderating effect of interactional justice, which can reduce turnover intention with warm words from managers or colleagues even when information security professionals who respond to emergencies such massive incidents are with high job stress, is a piece of important knowledge for information security managers. To reduce voluntary turnover of information security professionals from the organizational perspective, making efforts to lower job stress and raise job satisfaction and interactional justice is necessary.

The Meditating Role of Job Satisfaction and Organizational Commitment in the Relationship between Each of Job Characteristics and Turnover Intentions of Shopping Center Employees (쇼핑센터 종업원의 개별직무특성과 이직의도 간의 관계에 대한 직무만족과 조직몰입의 매개작용)

  • Yi, Hee-Yeong;Lee, Myung-Kook
    • Journal of Global Scholars of Marketing Science
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    • v.10
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    • pp.27-43
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    • 2002
  • The mediating role of job satisfaction and organizational commitment in the relationship between each of five job characteristics and turnover intentions was examined. Using Baron and Kenny(1986)'s approach for examining mediation hypotheses, results: (1) revealed that job satisfaction was a mediator in task significance-turnover intentions and autonomy-turnover intentions; (2) revealed that organizational commitment was a mediator in task identity-turnover intentions, task significance-turnover intentions, and autonomy-turnover intentions. The implications of the present findings were discussed.

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Differences of Turnover Intention by Moral Distress of Nurses (간호사의 도덕적 고뇌 정도에 대한 이직의도의 차이)

  • Cho, Hang Nan;An, Minjeong;So, Hyang Sook
    • The Journal of the Korea Contents Association
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    • v.15 no.5
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    • pp.403-413
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    • 2015
  • The purpose of this study was to examine the degree of moral distress and turnover intention in nurses. Participants were 129 nurses working at a university hospital. Data were collected using a structured questionnaire survey from July 1 to August 8, 2014. Total mean score of moral distress was 3.18 and that of turnover intention was 3.20. There was a statistically significant differences on turnover intention between the group with high moral distress and the group with low moral distress (t = -2.11, p = .037). Further researches are needed to develop and provide ethics education program and moral distress management program to reduce the degree of moral distress of nurses in nursing practice.

The effects of workplace bullying on turnover intention in hospital nurses (간호사의 직장 내 괴롭힘이 이직의도에 미치는 효과)

  • Kim, Hyun-Jung;Park, Dahye
    • Journal of Digital Convergence
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    • v.14 no.1
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    • pp.241-252
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    • 2016
  • The purpose of the study is to investigate the effects of workplace bullying of turnover intention in hospital nurses. The subjects were 500 nurses in general hospitals. Data were collected by self-administered questionnaires which were gathered March 1 to 20 in 2014. and analyzed by hierarchical multiple regression. In conclusion, turnover intention shows the positive correlation with workplace bullying while indicating the negative correlation with nurses' work environment, emotional intelligence and job satisfaction. Also, the workplace bullying had a significantly positive effect on turnover intention. The nurses' work environment, emotional intelligence and job satisfaction had negative effects on turnover intention. The job satisfaction was the mediating effect on the workplace bullying in turnover intention. The results of the study showed the importance of workplace bullying, nurses' work environment, emotional intelligence and job satisfaction in explaining turnover intention of nurses. The convergence programs to prevent workplace bullying should be developed and implemented to the nursing organization.