• The Journal of the Korea Contents Association
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• v.9 no.3
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• pp.345-352
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• 2009

The glass ceiling is defined as a barrier so subtle that it is transparent, that it prevents women and minorities from moving up in the management hierarchy. Individuals in the minority may perceive the presence of a glass ceiling within their social context, a barrier put in to place by those in the advantaged majority. This study has testified pragmatically the influence of glass ceiling perceived by the female employees of travel agency on their work attitudes(organizational commitment, turnover intention). Data were collected by 202 full time female employees. The results of analysis is as follows: First, it is revealed that glass ceiling has no influence on turnover intention. Second, this study show that the higher glass ceiling is perceived by the female employees of travel agency, the more they have negative influence on their affective commitment. Contrary to our expectation, however, it is revealed that glass ceiling has no influence on continuance commitment. That is, glass ceiling have significant effects on affective commitment whereas the effects are not significant for continuance commitment. Third, affective commitment have significant effects on turnover intention. However, it is revealed that continuance commitment has no influence on turnover intention.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.15 no.8
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• pp.4972-4980
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• 2014

This study examined the effects of teacher job stress and emotional intelligence on the turnover intent and job satisfaction. To this end, an early childhood teacher survey of 220 people using SPSS 9.0 data processing, analysis, and the independent variables were used to predict the dependent variable. Simple regression analysis and regression analysis of a follow-up examination were then performed. In the first study, the early childhood teachers' turnover intention due to job stress and job satisfaction revealed job stress to be a significant factor. The children's lack of leadership and administrative support work overload factors contributed to causes of stress. The turnover intention appeared to affect the mind. Second, early childhood teachers job satisfaction, job stress and turnover intention were affected by attempts to mediate the influence of job stress. Therefore, mediation plays a significant role. These results show that infant teacher duties affect the turnover intention and job satisfaction.

• Korean Journal of Childcare and Education
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• v.9 no.5
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• pp.109-129
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• 2013

This study examined the relationship between perceived participation in decision making and turnover intention among early childhood teachers and tested whether teachers' organizational commitment was a mediating factor. The subjects were 193 early childhood teachers working in day care centers in the Incheon and Gyeonggi-do areas. All valuables were measured by teacher questionnaire. The collected data were analyzed using Manova and Path analysis. The main results of this study were as follows. Firstly, there was a significant difference in perceived participation in decision making, organizational commitment and turnover intention among teachers according to only the type of day care center. Secondly, teachers' participation in decision making was positively related to organizational commitment while both of them were negatively related to turnover intention. Finally, teachers' organizational commitment fully mediated the relationship of participation in decision making to turnover intention. These findings could provide supporting evidence for measures to improve a working environment for early childhood teachers.

• Journal of Digital Convergence
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• v.18 no.4
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• pp.291-299
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• 2020

This study aimed to identify the effects of infection control nurses' role conflict and job satisfaction on their turnover intention. Data were collected from 122 infection control nurses in January 2019. Data were analyzed by descriptive statistics, independent t-test, One-way ANOVA, Scheffé test, Pearson's correlation, and Multiple regression in SPSS/WIN 23.0. Participants' turnover intention was positively correlated with their role conflict (r=.46, p<.001), and negatively with job satisfaction r=-.21, p=.021). The role conflict (β=.43, p=.003), level of education (β=.29, p=.040), and job satisfaction (β=-.20, p=.013) was a significant predictor of the turnover intention (R²=.27). Therefore, it will have to be accompanied by institutional efforts to minimize role conflicts and improve job satisfaction. In addition, differentiated turnover strategies based on academic level should be developed.

• Journal of Digital Convergence
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• v.17 no.12
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• pp.139-145
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• 2019

The purpose of this study is to analyze the effects of black consumer behavior on turnover intentions. Baron and kenny (1986) The effectiveness of the analysis results, according to the verification procedure. Results of empirical analysis are as follow. black-consumer behavior has the significant positive effect on the intention of turnover of employee in restaurant. and The significance of this study indicates that service employee's psychological contract violation plays a role as mediated variable influencing the relationship between black-consumer behavior and intention of turnover. Based on the results of the empirical analysis, it was suggested that measures such as a policy banning access to black consumers or compensation system such as emotional labor allowance were needed to reduce the degree of turnover of the members of the organization. Finally, the methodological limitations of this study are presented.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.15 no.5
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• pp.2695-2702
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• 2014

This study was conducted in order to the investigate factors associated with turnover intention and the relationship among nursing professionalism, job satisfaction and turnover intention of nurses working in a small and medium-Sized hospital. From Oct 2011 to Jun 2012, "I" City, a nurse 240 working in a small and medium-Sized hospital. Average nursing professionalism score $3.23{\pm}.44$, $2.81{\pm}.47$, average job satisfaction score points, and the average turnover intention score was $2.70{\pm}.87$ points. Clinical experience, number of hours worked by the difference in the turnover intention was significan,. turnover intention is to describe the main variables job satisfaction(${\beta}$ = .533) than the other relevant factors, the most showed a lot of influence. Through this study, to reduce turnover intention need to continuously study on job the satisfaction of nurses in small-medium sized hospital.

• Journal of Digital Convergence
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• v.17 no.10
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• pp.293-300
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• 2019

The purpose of this study was to analyze turnover intention among non-regular workers in university hospitals. The data was 292 non-regular workers in 7 university hospitals from December 1 to December 31, 2017. ANOVA, t-test were used for analysis of difference by general characteristics, and multiple regression analysis was performed to analyze the effect on turnover intention. The results of the study are as follows. Unjust working environment, employment instability, discrimination experience were found to have a positive(+) effect on turnover intention. Job satisfaction, age, employment type had a significant negative(-) effect on turnover intention. In particular, high discrimination experience of non-regular workers, who occupy a large part of the hospitals in the increasingly competitive medical market, and high turnover intention can be a negative impact on good medical service and hospital management. The government should establish policies for non-regular workers and hospitals need practical changes in welfare, wages and working environment for non-regular workers.

• Korean Journal of Social Welfare Studies
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• v.47 no.3
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• pp.113-138
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• 2016

This study aims to examine whether the relationship between client violence and turnover intentions is mediated by job stress among community mental health social workers. Data of a sample of 1,429 drawn from a study of nation-wide mental health promotion centers in 2013 was analyzed in order to verify both the direct and mediating effects between client violence, turnover intentions, and job stress. The study found that 67.2%(n=961) of the sample experienced client violences in the workplace. Furthermore, the experience of client violences had a direct effect on turnover intentions and job stress had a partially mediating effect on the relationship between client violence and turnover intentions. Based on the results, implications were discussed to reduce the extent of job stress of mental health social workers and to provide a safer work environment.

• Journal of Digital Convergence
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• v.17 no.3
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• pp.281-290
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• 2019

The purpose of this study was to examine the effect of emotional labor, resilience, nursing work environment on turnover intentions of comprehensive nursing care medical service ward nurses. The data were collected from 186 subjects using a structured self-report questionnaires and analyzed using SPSS WIN Version 22.0. The mean score of emotional labor, resilience, nursing work environment, and turnover intentions were 3.66, 3.52, 2.62, and 3.82. Turnover intentions had significant correlation with emotional labor, resilience and nursing work environment. The influencing factors on turnover intentions were sex, emotional labor, resilience and nursing work environment of comprehensive nursing care medical service ward nurses. These result indicates that in order to reduce the turnover intentions of comprehensive nursing care medical service ward nurses, it is necessary to develop and apply an intervention programs considering sex, emotional labor, resilience, and nursing work environment.

• Journal of Digital Convergence
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• v.16 no.11
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• pp.553-560
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• 2018

The purpose of this study is to investigate whether the job engagement mediates relationship between positive psychological capital and turnover intention in the event worker. For it, a questionnaire survey is performed for 394 participants consisted of male and female living in BUSAN. Their age is from 20 to 50. Afterwards, the collected data is analyzed using the regression analysis. Positive psychological capital is significantly positive to the job engagement. Meanwhile, positive psychological capital is significantly negative to the turnover intention. Likewise, job engagement is significantly negative to the level of turnover intention. Also, job engagement partially mediated relationship between positive psychological capital and turnover intention. Therefore, this study suggests that it will be developed the mediation program that improves both work environment and positive psychological capital to increase job engagement as well as reduce turnover intention in the event worker.