• Asian Journal of Business Environment
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• v.5 no.4
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• pp.19-28
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• 2015

Purpose - Research shows that increased workload and psychological pressure produces tensions in organizations. Such tensions can increase employee aggressive workplace behavior. This study attempted to discover the relationship among verbal aggression, job involvement, and turnover intention. Research design, data, and methodology - A survey of administrative workers in colleges was done between May 20 and May 26, 2015. Result - The findings were as follows. First, verbal aggression directly increased employee turnover intention. Second, stress recognition also created turnover intention among employees, which was detected in the interviews conducted after the survey. Third, both the survey and the interviews showed that stress recognition did not have a significant effect on job involvement. Fourth, both the findings and the interviews after the survey showed that stress increased turnover intention. Last, the finding on the role of self-esteem showed that self-esteem had a positive moderating effect on the relationship between the influence of verbal aggression and stress recognition. Conclusion - Having strong talent at work should lower turnover intention and turnover rates and develop the organization continuously.

• Quality Improvement in Health Care
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• v.28 no.1
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• pp.55-66
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• 2022

Purpose: This study aims to investigate the factors influencing health personnel's occupational stress on turnover intention regarding healthcare accreditation. Methods: A survey was conducted from May 17 to May 31, 2021, among participants to examine occupational stress and turnover intention among health personnel working at a 188-bed specialized hospital in Seoul that is preparing for healthcare accreditation. Results: Occupational stress regarding healthcare accreditation was found to have a positive correlation with turnover intention (r=.698, p <.001), and influenced turnover intention the most, which explains the variance of 55.8% (F=29.015, p <.001). There were significant differences between occupational groups in job stress (F=13.292, p<.001) and turnover intention (F=10.930, p <.001) in the healthcare accreditation. Conclusion: Occupational stress regarding healthcare accreditation is higher in nursing than in other occupations, indicating the need to lower the turnover intention of nurses by preparing a national institutional standard for nursing manpower and also put in place an appropriate compensation system for each hospital seeking accreditation.

• The Korean Journal of Health Service Management
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• v.5 no.1
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• pp.15-29
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• 2011

Whether organizational members are satisfied with their job or not is most important in the organization that they belong to. Those who are more satisfied with their job have a less intention to get another occupation, and they are better motivated to improve their own job performance. Boosting job satisfaction is one of the sure ways to reduce invisible loss triggered by turnover or nonattendance and to enhance the quality of life of organizational members. Therefore the job satisfaction of organizational members should be raised to cut down on their turnover rate. The purpose of this study was to examine the relationship of the general characteristics of nurses to their job satisfaction and turnover intention in a bid to identify factors affecting their job satisfaction and turnover intention. The major findings of the study were as follows: First, as for job satisfaction and turnover intention, the nurses investigated got a mean of 2.92 and 3.13 respectively on overall job satisfaction and turnover intention out of five points. Their job satisfaction was slightly above the average (2.5), which indicated that they weren't gratified with their job. Their turnover intention was a little above the average as well, which implied Their turnover intention was a little above the average as well, which implied that there was a tendency for them to seek another job.

• The Journal of the Korea Contents Association
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• v.15 no.3
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• pp.241-251
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• 2015

Purpose: The purpose of this study was to grasp the effects of role conflicts and burnout on turnover intention and provide intervention methods to decrease turnover intention in nurses of Oriental medicine hospitals. Method: The Subjects were 103 workimg Oriental Medicine Nurses. The data were analyzed by SPSS 18.0. Result: As a result, the mean scores of turnover intention, role conflicts, and burnout were 3.31, 3.53, and 3.44, respectively. Role conflicts had no significant difference in general characteristics, while burnout showed a difference in age, marriage, a working department, a night shift, and a salary, turnover intention showed a difference only in a night shift. Turnover intention was positively correlated with role conflicts(r=.310, p<.002) and burnout(r=.326, p<.001). Role conflicts and burnout explained 20.9% of turnover intention. Conclusion: Therefore, it is necessary to specify specialized and systematical nurses of roles to decrease turnover, make efforts to reduce burnout, and provide methods to decrease turnover intention in nurses of Oriental medicine hospitals.

• Journal of Korean Academy of Nursing
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• v.49 no.3
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• pp.286-297
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• 2019

Purpose: To investigate the effect of nurses' emotional labor on their turnover intention that was mediated by burnout and to examine the moderated mediation effect of authentic leadership. Methods: A total of 227 nurses working at two general hospitals in Seoul were recruited from March 21 to May 6 in 2016. Emotional labor including surface acting and deep acting; burnout factors such as emotional exhaustion and personal accomplishment; and turnover intention were assessed. The data were analyzed using SPSS 22.0 and SPSS PROCESS macro. Results: Surface acting significantly increased emotional exhaustion and reduced personal accomplishment. Deep acting significantly increased personal accomplishment. Emotional exhaustion significantly increased turnover intention. Conversely, personal accomplishment significantly reduced turnover intention. Surface acting had an indirect effect on turnover intention that was mediated by emotional exhaustion. Deep acting had an indirect effect on turnover intention that was mediated by personal accomplishment. Authentic leadership had a moderated mediation effect on the relationship between surface acting and turnover intention that was mediated by emotional exhaustion. Conclusion: The findings of this study indicate that the establishment of strong authentic leadership by head nurses would help nurses reduce their burnout and turnover intention. Conducting intervention studies would be also important to promote better work environments that would enable nurses to fortify the positive aspect of emotional labor and to reduce their burnout levels.

• The Journal of the Korea Contents Association
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• v.22 no.4
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• pp.620-633
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• 2022

The purpose of this study is to examine how SMEs' perception of organizational support affects turnover intention, and to investigate the moderating effect of abusive supervisionin the relationship between organizational support perception and turnover intention. As a result of the analysis of the study, First, it was confirmed that organizational support perception had a negative (-) effect on turnover intention. Second, the higher the organizational support awareness, the lower the turnover intention, but when the abusive supervision in intervened, it was found that the organizational support perception offsets the effect that reduces the turnover intention again. That is, emotional support, turnover intention still appeared even if the abusive supervisionin was involved, but instrumental support had no effect on turnover intention when the abusive supervisionin was involved. This study is meaningful in that it expanded the scope of manufacturing services, semiconductors, and IT industries of SMEs with high turnover intentions.

• Korean Journal of Occupational Health Nursing
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• v.22 no.2
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• pp.140-148
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• 2013

Purpose: The purpose of this study was to identify turnover intentions in workers with mentally disabilities working in manufacturing industry. Methods: Participants were 147 workers with mentally disabled living in B-city and Y-city. The data were collected from September 1st to November 30th, 2011 using self-report questionnaires including measurements of turnover intentions, family support, work volition, working environment, job satisfaction and internalized stigma. Data analysis was done using the SPSS/WIN 18.0 program. Results: The average score for turnover intention was $2.9{\pm}0.7$. Turnover intention was related to job satisfaction, working environment, family support and internalized stigma. The predicting factors for turnover intention were job satisfaction, internalized stigma and gender. Those factors accounted for 41.9% of turnover intention. Conclusion: The results imply that workers with mentally disabled need to reduce internalized stigma as well as to increase job satisfaction in order to decrease turnover intention.

• Child Health Nursing Research
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• v.22 no.1
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• pp.37-44
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• 2016

Purpose: The purpose of this study was to investigate factors affecting turnover intention in pediatric nurses. Methods: A survey was conducted with 212 nurses working in pediatric units at 15 hospitals in Busan, K city. Data were collected from September 1 to October 31, 2014. and analyzed with SPSS PASW 18.0. Results: In Stepwise multiple regression analysis, factors affecting the nurses' turnover intention were emotional burnout (${\beta}$ =.37, p<.001), relationship between nurse and doctor (${\beta}$ =.20, p<.001), turnover plan (${\beta}$ =.17, p<.001), and annual salary (${\beta}$ =-.13, p<.001), and these variables accounted for 32.2% of the variance in turnover intention. Conclusion: The findings indicate that the major factors influencing pediatric nurses' turnover intention are emotional burnout, cooperative relationship between nurse and doctor, turnover plan, and annual salary. Thus, in order to reduce pediatric nurses' turnover intention, it is necessary to develop intervention programs to prevent emotional burnout, the most influencing factor, and enhance cooperative relationship between nurse and doctor and to examine their effects.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.17 no.7
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• pp.629-640
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• 2016

This study was conducted to investigate the influence of job stress, fatigue symptoms and job satisfaction on turnover intention among dental hygienists. Overall, 516 dental hygienists who work in dental clinics were surveyed using a standardized self-administered questionnaire from April 1 to June 30, 2015. Mean turnover intention was compared to each independent variable tested by t-tests and ANOVA, correlation among turnover intention, job stress, fatigue symptoms and job satisfaction was calculated by Pearson's correlation coefficient, and covariance structure analysis was used to evaluate whether turnover intention was associated with job stress, fatigue symptoms and job satisfaction. Turnover intention was significantly higher among subjects with higher job stress and fatigue, as well as those with lower job satisfaction. Additionally, turnover intention was significantly positively correlated with job stress and fatigue symptoms, while turnover intention was negatively correlated with job satisfaction. Covariance structure analysis revealed job stress had a greater impact on turnover intention than fatigue and job satisfaction, high job stress and fatigue, the lower the job satisfaction showed that the effect of increasing the turnover intention. Overall, these results indicate that turnover intention of dental hygienists are more heavily influenced by job satisfaction and job stress than fatigue. Therefore, efforts are needed to reduce job stress and fatigue, as well as to improve job satisfaction to reduce the degree of turnover intention among dental hygienists.

• Korean Journal of Occupational Health Nursing
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• v.22 no.2
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• pp.93-101
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• 2013

Purpose: This study aims to find out ultimate forecasting factors of intention to resign by examining the degree of burnout, job satisfaction, organizational commitment and turnover intention to resign in hospital nurses and to look into the differences among them according to general characteristics. Methods: This study used investigation of relationships to analyze relations among burnout, job satisfaction, organizational commitment and turnover intention to resign in hospital nurses to find out factors influencing turnover intention to resign in hospital nurses. Results: This study revealed that the higher job dissatisfaction and burnout of hospital nurses, the higher turnover intention to resign. This study also showed that the higher burnout caused the lower job satisfaction which led to resignation and a forecasting factor that influenced turnover intention to resign was burnout. Conclusion: It is necessary to conduct continuous and systematic research and to seek ways that can prevent the resignation of nurses and improve job satisfaction in hospital nurses.