• Title, Summary, Keyword: 이직의도

Search Result 767, Processing Time 0.045 seconds

Ethical Climate and Turnover Intentions in Travel Agency -Mediating of Trust and Organizational Identification- (여행사에서의 윤리적 풍토와 이직의도 -신뢰와 조직 동일시의 매개효과-)

  • Kim, Yong-Soon;Kwon, Moon-Ho
    • The Journal of the Korea Contents Association
    • /
    • v.11 no.9
    • /
    • pp.496-505
    • /
    • 2011
  • The purpose of this study was to research the relationships among ethical climate, trust, organizational identification and turnover intention of employees in travel agency. Ethical climates the prevailing perceptions of typical organizational practices and procedures that have ethical content. Ethical climate involves the perceptions of rightness or wrongness present in the organization's work environment, and establishes the norms for acceptable and unacceptable behavior within the company. To accomplish this study, it was determined that the analysis derived from a hypothesis and literature reviews and data collected from 231 employees in travel agency. The results of empirical analysis showed as follows. First, Perceived ethical climate has a significant effect on trust, organizational identification and turnover intention. Second, Organizational identification has a significant effect on turnover intention while trust has no relationship with it. In addition, the mediating role of organizational identification is examined in the relationship between ethical climate and turnover intention. Based on these findings, the implications and limitations of the study were presented including some directions for future studies.

A Convergence Study about Influences of Emotional Intelligence and Job Embeddedness on Turnover Intention in General Hospital Nurses (종합병원 간호사의 감성지능과 직무배태성이 이직의도에 미치는 영향에 관한 융합연구)

  • Song, Min Jung;Choi, So Young
    • Journal of the Korea Convergence Society
    • /
    • v.8 no.2
    • /
    • pp.83-89
    • /
    • 2017
  • The purposed of this study was to identify the factors that affect turnover intention in general hospital nurses. The study subjects were 110 general hospital nurses agreed to participate and understand the purpose of the study. The collected data were analyzed using SPSS WIN 18.0 program. The mean score of emotional intelligence was 3.51 points, and the mean score of job embeddedness was 3.09 points, and the mean score of turnover intention was 3.61 points. Emotional intelligence and turnover intention had a negative correlation, job embeddedness and turnover intention had a negative correlation and emotional intelligence and job embeddedness had positive correlation. The factor with the largest effect on turnover intention was job embeddedness (${\beta}$=-.298, p<.001). The explanatory power of job embeddedness on turnover intention was 21.0%. Therefore, we propose the implementation of a study to develop and apply nursing intervention programs to improve job embeddedness.

Influence of the Career Plateau of Food Service Industry Employees on Their Turnover Intention: The Moderating Effect of Organizational Support (외식서비스기업종사원의 경력정체가 이직의도에 미치는 영향: 조직경력개발지원의 조절효과)

  • Lee, MiJung;Shim, JiHyun
    • Journal of Service Research and Studies
    • /
    • v.6 no.2
    • /
    • pp.117-131
    • /
    • 2016
  • This study analyzes the influence of the career plateau perceived by food service industry employees on their turnover intention. The perception of career plateau is classified as either structural or content-driven. This work also examines how organizational support (formal and informal) for career development affect turnover intention in their interaction with career plateau (structural and content-driven). The research hypothesis was objectively verified based on an analysis of the data on 255 employees. As a result, the structural and content-driven career plateaus perceived by employees were observed to have a positive overall effect on their turnover intention. Aslo, informal organizational support for career development moderates the relationship between career plateau and turnover intention but not formal organizational support.

A Study on Structural Relationships among Emotional Labor, Job Stress and Turnover Intention (관광서비스 종사원의 정서노동, 직무스트레스, 이직의도간의 구조적 관계 연구 : 골프장 캐디를 대상으로)

  • Ryu, Woong-Geol;Kang, Moon-Sil;Kang, Ae-Yang
    • Journal of the Korea Academia-Industrial cooperation Society
    • /
    • v.11 no.6
    • /
    • pp.2046-2053
    • /
    • 2010
  • This study reviewed the previous research materials and made a positive investigation to identify the structural interrelation of caddies' emotional labor, job stress and turnover intention. Some analytical findings are as follows: First, the job stress increases in proportion as the emotional labor. Second, the turnover intention is not in proportion as the frequency of emotional display or the subordinate element of the emotional labor but the degree of the emotional expression and dissonance. Third, the turnover intention is in proportion as the job stress. In other words, the higher the emotional labor, the more the job stress and turnover intention. Consequently, the caddies should be highly qualified to express themselves according to their job conditions. Also, the stronger the caddies' job stress, the more their turnover intention. It is necessary to use the leadership to relieve the job stress and motivate the caddies to have the pride. My solution will have a positive effect on lessening the job stress and turnover intention.

The Effects of Employee's Perception of HR Practices on Organization Commitment and Turnover Intention: The Mediated Effect of Career Plateau (인사제도에 대한 구성원 인식이 조직몰입 및 이직의도에 미치는 영향: 경력정체성의 매개효과를 중심으로)

  • Song, Min-Young;Kim, Seung-Yong
    • The Journal of the Korea Contents Association
    • /
    • v.19 no.8
    • /
    • pp.453-464
    • /
    • 2019
  • This study was to draw some managerial implications by examining the role of content career plateau, an individual's perception that one's own career is stagnated, in the relationship between the members' perception on HR practices and organizational commitment/turnover intention. The result showed that the perception on education/training practices has positive influence on organizational commitment, and a negative effect on turnover intention and career plateau. However, the perception on evaluation/compensation was shown to have no direct impact either on organizational commitment or on turnover intention. In addition, career plateau served as a partial mediator only between the perception on education/training practices and the attitudinal variables. Based on the results, some managerial/practical implications and suggestions for future research on career plateau are discussed.

The Effect of Communication Competency and Job Stress of Long Term Care Hospital Nurses on Turnover Intention focused on control effect of emotional intelligence (요양병원 간호사의 의사소통능력, 직무스트레스가 이직의도에 미치는 영향 : 감성지능 조절효과 중심으로)

  • Kang, Young-Sil;Kwon, Young-Chae;Kim, Yun-ah
    • Journal of Digital Convergence
    • /
    • v.16 no.12
    • /
    • pp.449-457
    • /
    • 2018
  • This study examined the effect of communication competency and job stress of nurses working in long term care hospitals on turnover intention and to verify the effect of emotional intelligence control on the relationship among communication competency, job stress and turnover intention. The subjects consisted of 240 nursing students, and data were collected during from February 1 to February 28, 2018. The data were analyzed with descriptive statistics and Pearson's correlations that used IBM SPSS WIN 20.0 program and the analysis of control effect was made by using Hierarchical Multiple Regression Analysis. The result of this study can be summarized as follows. The turnover intention was positively correlated with job stress. The factors which had effect on turnover intention were pay satisfaction, job stress and age. Based on the results of this study, it is necessary to develop a systematic program that reflects clinical characteristics and education in order to reduce the turnover intention of the nurse.

Factors Influencing Turnover Intention in Clinical Nurses: Affective Events, Affect, and Job Satisfaction (임상간호사의 이직의도에 영향을 미치는 요인: 정서사건, 정서, 직무만족)

  • Lee, Yoonjeong;Kim, Hyunli
    • Journal of the Korea Convergence Society
    • /
    • v.10 no.10
    • /
    • pp.291-300
    • /
    • 2019
  • This research was conducted to investigate the influence of affective events, affect, and job satisfaction on clinical nurse's turnover intention and to provide guidelines for interventions and strategies to decrease turnover intention. The participants consisted of 296 nurses recruited from three general hospitals in South Korea. Data was collected by a structured self-report questionnaire, and were analyzed using SPSS Statistics 24.0 and AMOS 24.0. The final path model was a good fit for the data based on the model fit indices. In the path analysis, positive events, negative events, positive affect, negative affect, and job satisfaction had statistically significant effects on turnover intention, explaining 37.0% of the variance. This research provided evidence identifying factors influencing turnover intention in clinical nurses. Therefore, findings from this research can be used to design appropriate strategies to decrease the clinical nurse's turnover intention.

The Effect of Organizational Justice on Turnover Intention of Clinical Nurses: The Mediating Effect of Organizational Silence and Moderated Mediating Effect of Manager's Negative Feedback Rejection Inclination (조직공정성이 임상간호사의 이직의도에 미치는 영향: 조직침묵의 매개효과, 상사의 부정적 피드백거부성향의 조절된 매개효과)

  • Song, Eun-Jeong;Kim, Mi-Jung;Koh, Myung-Suk
    • Journal of the Korea Convergence Society
    • /
    • v.11 no.8
    • /
    • pp.369-379
    • /
    • 2020
  • This convergent study aimed to verify the mediating effect of organizational silence and manager's inclination to reject negative feedback in the relationship between organizational justice and turnover intention of Clinical Nurses. Participants were 250 nurses working at general hospitals with 300 hospital beds or more. Examination of the mediating effect of organizational silence showed a mediating effect of acquiescent silence when procedural justice affected turnover intention. Additionally, when interactional justice affected turnover intention, prosocial and acquiescent silence mediated it. Examining the moderated mediating effect of manager's inclination to reject negative feedback showed moderated mediation effect when procedural justice mediated the acquiescent silence and affected the turnover intention. Interactional justice had a moderated mediating effect when the mediation between prosocial and acquiescent silence affected turnover intention. Therefore, it is necessary to efficiently regulate the manager's inclination to reject negative feedback when organizational justice affects organizational silence and turnover intention.

Impact on the Degree of Labor turnover of Professional Self-concept and Emotional labor: A Case of Female Children's Hospital Nurses (전문직 자아개념과 감정노동의 이직의도에 미치는 영향: 여성아동병원 간호사 사례를 중심으로)

  • Shin, Seon-Hui;Choi, Hyul-Ra;Kim, Seon-Myung
    • The Journal of the Korea Contents Association
    • /
    • v.16 no.5
    • /
    • pp.375-383
    • /
    • 2016
  • The purpose of this study is to consider the impact on the degree of turnover of the professional self-concept and the emotional labor. This study were subjected to empirical analysis on female children's hospital nurses. The results of the analysis, only emotional labor and task satisfaction among the components of the professional self-concept became statistically significant results. The relationship between professional pride and task satisfaction have a significant effect on turnover. The relationship only of surface acting and turnover between those of emotional labor and turnover became significant. Based on the research results, it should be preferred to nurse specialists in the women's hospital, in order to lower the turnover of nurses. Management strategies of the organization should be sought to improve operational feeling of satisfaction, and Also the approach should be applied to ease the negativity of surface acting.

A Study on Factors Affecting Retractation of Turnover Intention of Customer Center Counselor (고객센터 상담원의 이직의도 철회에 영향을 미치는 요인 연구)

  • Lee, In-Seok;Bae, Jae-Hong;Shin, Ho-Young
    • Journal of Digital Convergence
    • /
    • v.18 no.1
    • /
    • pp.333-342
    • /
    • 2020
  • In this study, an interview survey was conducted for three months by a counselor who had experience of retractation of turnover intention to find out what factors played an important role in retractation of turnover intention. The results found that task shift, motivation, self-efficacy, and emotion control were the major factors in the retractation of counselor's turnover intention, while superior support and colleague support did nop affect. Among them, emotion control and task shift had more influence on retractation of turnover intention than other factors. The results of this study are expected to maximize the stabilization of the organization by lowering the turnover rate of counselor in the customer center department becoming more important in the enterprise and to provide an important theoretical basis for studies related to retractation of customer center counselor's turnover intention.