• Title, Summary, Keyword: Turnover Intention

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A study on the relationships among emotional labor, job satisfaction and turnover intention of beauty industry professionals (미용서비스업 종사자의 감정노동과 직무만족 및 이직의도의 관계분석)

  • Kang, Joo-A;Rhee, Young Ju
    • The Research Journal of the Costume Culture
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    • v.20 no.5
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    • pp.664-678
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    • 2012
  • The purpose of this study is to define the relationships among the emotional labor, job satisfaction, and turnover intention of beauty industry workers. The data for this study were collected through a survey, and a total of 197 questionnaires were used in the statistical analysis. The survey items were classified into 4 domains: demographic characteristics, emotional labor, job satisfaction, and turnover intention. This study extracted factors that compose each measurement domain to define the impact of emotional labor on job satisfaction or turnover intention. According to the research results, 3 factors - positive norm, sincere behavior, and emotional incongruity - were extracted for emotional labor. Individual aptitude satisfaction and work environment satisfaction were extracted as the factors for job satisfaction, whereas a single factor was extracted for turnover intention. By analyzing the effect of factors related to the emotional labor of beauty in dustry workers on factors related to job satisfaction, results showed that positive norm positively influenced individual aptitude satisfaction, sincere behavior positively influenced individual aptitude satisfaction and work environment satisfaction, and emotional incongruity negatively influenced individual aptitude satisfaction. Among factors related to emotional labor, positive norm and sincere behavior negatively affected turnover intention, whereas emotional incongruity positively influenced turnover intention. With regard to the effect of job satisfaction on the turnover intention of beauty industry workers, results showed that individual aptitude satisfaction and job environment satisfaction negatively (-) affected turnover intention. The results of this study show that people presenting a high level of individual aptitude satisfaction displayed positive job satisfaction, whereas people showing serious emotional incongruity for work presented high turnover intention. This implies that in order to increase the work efficiency of beauty businesses, it is essential to examine and manage the emotional labor of workers as a measure for increasing job satisfaction and lowering turnover.

Relationships among Work Environment, Job Satisfaction and Turnover Intention of Nurses in an Emergency Department (응급실 간호사의 업무환경, 직무만족도 및 이직의도 간의 관계)

  • Jung, Hee-Young;Sung, Mi Hae
    • Journal of East-West Nursing Research
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    • v.20 no.1
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    • pp.29-36
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    • 2014
  • Purpose: The purpose of this study is to identify relationships among work environment, job satisfaction and turnover intention of emergency department (ED) nurses. Methods: The survey was given to 220 ED nurses which are located in G metropolitan from May 1st to July 31st of 2012. The results were analyzed by descriptive statistics, t-test, ANOVA, pearson correlation coefficients and stepwise multiple regression using SPSS WIN 19.0 program. Results: The turnover intension according to the general characteristics of the subjects has significant difference between emergency room experience, current duty satisfaction, and turnover plan in 1 year. In the correlation between work environment, job satisfaction and turnover intention of the subjects, work environment and job satisfaction have positive correlation, job satisfaction and turnover intention either job satisfaction and turnover intention have a negative correlation. Factors influencing turnover intention are job satisfaction, career and current duty satisfaction, also the full explanatory power of the model was 24.4%. Conclusion: The results indicate factors that influence turnover intention are job satisfaction, career, and current job satisfaction. We hope these result help to provide effective intervention strategies for reducing ED nurses' turnover.

Factors Influencing Turnover Intention in Emergency Department Nurses (응급실 간호사의 이직의도 영향요인)

  • Cho, Soo Yeon;Sung, Mi Hae
    • Journal of Korean Academy of Fundamentals of Nursing
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    • v.19 no.4
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    • pp.503-510
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    • 2012
  • Purpose: The purpose of this study was to identify the factors influencing emergency department (ED) nurses' turnover intention. Methods: The study was conducted with 241 nurses from ED of 20 general hospitals in Busan. The survey data were collected from May 1 to July 31, 2010 and were analyzed using frequencies, percentages, means, t-test, ANOVA, Pearson correlation coefficient and stepwise multiple regression with the SPSS Win 17.0 program. Results: There were statistically significant differences in turnover intention depending on age, regular change in department, and nursing experiences. A significant positive correlation was found between job stress and turnover intention and a significant negative correlation between organizational commitment and turnover intention. The significant factors influencing turnover intention were regular change in department, job stress, and organizational commitment, which explained about 13.7% of the variance. Conclusion: Considering this results, nursing managers should analyze these main factors which affect turnover intention and create ways to decrease turnover intentions, and thus decrease high turnover intention.

Influence of Mental Health Nurses' Moral Distress and Job Satisfaction on Turnover Intention (정신간호사의 도덕적 고뇌와 직무만족도가 이직의도에 미치는 영향)

  • Hwang, Jongwon;Bae, Jeongyee
    • Journal of Korean Academy of Psychiatric and Mental Health Nursing
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    • v.26 no.4
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    • pp.325-332
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    • 2017
  • Purpose: The purposes of this study were to investigate moral distress, job satisfaction and turnover intention of mental health nurses, and identified influencing factors on mental health nurses' turnover intention. Methods: A descriptive survey was conducted with 85 mental health nurses working in mental medicine department closed wards of 5 hospitals in Busan Metropolitan City and Gyeongsangnam Province. Data were collected from December 1, 2015 to January 31, 2016 and analyzed using percentage, frequency analysis, average, standard deviation, t-test, ANOVA, Pearson correlation coefficient and multiple linear regression analysis, with SPSS/WIN 18.0. Results: 1) Moral distress had a statistically significant positive relationship with turnover intention (r=.24, p=.023). Job satisfaction had a statistically significant negative relationship with turnover intention (r=-.45, p<.001). 2) Moral distress had a positive effect on turnover intention (${\beta}=.23$, p=.018), and job satisfaction, a negative effect on turnover invention (${\beta}=-.44$, p<.001). These variables explained 24.0% of the variance. Conclusion: Findings indicate that moral distress and job satisfaction are important variables influencing turnover intention in mental health nurses. Development and provision of intervention programs to reduce moral distress and increase job satisfaction will help to decrease nurses' turnover intention.

Foodservice Employees' Big 5 and Its Impact on Turnover Intention - Focusing on the Mediating Effect of Job Satisfaction - (외식업체 종사원의 성격이 이직의도에 미치는 영향 - 직무만족의 매개효과를 중심으로 -)

  • Yoo, Young-Jin;Ha, Dong-Hyun
    • Journal of the East Asian Society of Dietary Life
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    • v.23 no.4
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    • pp.508-518
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    • 2013
  • In this study, the influence of sub-factors of Big Five personality (extraversion, agreeableness, conscientiousness, neuroticism, openness to experience) to job satisfaction and turnover intention, and mediating effect of job satisfaction between Big Five personality and turnover intention were empirically analysed. Also the relationship between job satisfaction and turnover intention was investigated. The sample of this study were customer-contact employees of restaurant among Youngnam province. 243 questionnaires were used for the empirical analyses. According to the empirical analysis results, openness to experience and conscientiousness respectively had positive influences to job satisfaction and turnover intention. Also neuroticism gave negative influence to turnover intention. Another research finding of this study was that mediating effect of job satisfaction existed in the causal relationship of 'openness to experience' and conscientiousness to turnover intention. Managerial implications of the research findings are that restaurant managers are recommended to select employees of having much of conscientiousness and 'openness to experience', and to employ those of having much of agreeableness. In the field of restaurant industry, training is very important for employees to foster these personalities, because this industry does not have environment of hiring employees of having much of these personalities. Also training can be applied to employees of having high neuroticism for minimizing their turnover intention.

The Relationship Among Nurses' Parenting Stress and Turnover Intention (간호사의 양육스트레스와 이직의도의 관계)

  • Kang, Su-Jung;Kim, Souk-Young
    • Journal of Korean Academy of Nursing Administration
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    • v.17 no.4
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    • pp.508-515
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    • 2011
  • Purpose: The purposes of this study were to understand correlation of parenting stress and turnover intention of nurses, and to provide basic data for effective nursing management. Methods: Subjects included 287 nurses who had children and worked in hospitals. Data were collected through organized questionnaires from September 1st to 30th 2010. Collected data was analyzed with descriptive statistics, t-test, ANOVA, correlation analysis using PASW statistics 18 program. Results: The average score for parenting stress of the participants was 3.12 out of 5. Nurture stress was statistically different depending on age, job position, shift work, night duty and stages of family development. The average score for turnover intention of the participants was 3.34 out of 5. Turnover intention was statistically different depending on age, number of children and stages of family development. As a result of correlation analysis of parenting stress and turnover intention, turnover intention showed positive correlation with daily stress, stress caused from taking parent role and average parenting stress. Conclusion: This study indicates that parenting stress is related with turnover intention, nursing managers should make efforts to decrease parenting stress in order to reduce turnover intention of nurses.

The Relationship of Post-traumatic Stress, Job Stress and Turnover Intention in Emergency Department Nurses (응급실 간호사의 외상후 스트레스, 직무 스트레스, 이직의도의 관계)

  • Han, Jeong Won;Lee, Byoungsook
    • Journal of Korean Academy of Nursing Administration
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    • v.19 no.3
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    • pp.340-350
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    • 2013
  • Purpose: This study was done to identify relationships among post-traumatic stress (PTS), job stress and turnover intention in emergency department (ED) nurses. Methods: Participants were 250 ED nurses who had worked for one month or longer in the ED one of three university hospitals or seven general hospitals in Daegu City or Gyeong Buk Province in Korea. Structured questionnaires were used to measure PTS, job stress, and turnover intention of participants. Data were analyzed using descriptive statistics, one-way ANOVA, path analysis, and stepwise multiple regression with the SPSS program. Results: There were significant relationships between PTS, job stress and turnover intention. PTS influenced turnover intention directly and was indirectly mediated by job stress. The experience of traumatic events influenced PTS, job stress, and turnover intention. Indirect experience of traumatic events in the ED was an important predictor, explaining 20.1% of PTS in high-risk post-traumatic participants. Conclusion: PTS can be an important factor for job stress and turnover intention. The direct and indirect experience of traumatic events can influence PTS, job stress, and turnover intention in ED nurses. Based on these results, strategies for managing PTS and relating job stress are recommended to reduce turnover intention in ED nurses.

Influence of Job Embeddedness Factors on Turnover Intention of Nurses in Small and Medium Sized General Hospitals (중소 종합병원 간호사의 직무배태성이 이직의도에 미치는 영향)

  • Kim, Yun-Sook;Ryu, Seang
    • Journal of Korean Academy of Nursing Administration
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    • v.22 no.2
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    • pp.158-166
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    • 2016
  • Purpose: This study was done to investigate the influence of organization and community job embeddedness on turnover intention of nurses in small and medium sized general hospitals. Methods: The participants, 333 nurses, were recruited from small and medium sized general hospitals in Korea. Data were collected by self-report questionnaires on job-embeddedness and turnover intention and were analyzed using descriptive statistics, Independent t-test, One-way ANOVA and $Scheff{\acute{e}}^{\prime}$, Pearson correlation coefficient, and multiple linear regression analysis with the SPSS 18.0 program. Results: The score for job embeddedness and it's 6 factors, and turnover intention were above 3 on a 5 point scale with the exception of organizational sacrifice. There was a significant difference in turnover intention according to age, marital status, salary, and position. There were significant negative correlations between the 6 factors of job embeddedness and turnover intention. Variables entered in multiple regression showed that organizational sacrifice, organizational fit and age were significant contributing factors to turnover intention. Conclusion: The findings suggest that there is a need for strategies to enhance job embeddedness, especially organization sacrifice and organization fit. These factors should be developed and used to decrease turnover intention of nurses in small and medium sized general hospitals.

The Effect of the Career Plateau and Distributive Justice on Turnover Intention of Nurses : Moderating Effect of Proactivity (경력정체 및 분배공정성이 간호사 이직의도에 미치는 영향 -주도성의 조절효과를 중심으로-)

  • Jang, Bo-Yoon;Kim, Kwang-Jum;Park, Ow-Won
    • The Korean Journal of Health Service Management
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    • v.13 no.4
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    • pp.53-65
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    • 2019
  • Objectives: This study analyzed the influence of the career plateau phenomenon and distributive justice among hospital nurses on their turnover intention and the moderating effect of proactivity on these correlations. Methods: Survey data from 459 out of 500 hospital nurses at 9 hospitals were collected and used for analysis. SPSS 24.0 was used for conducting regression, validity, and reliability analyses. Results: Career plateau was positively related to turnover intention, whereas distributive justice was negatively related to turnover intention. Proactivity strengthened the positive influence of career plateau on turnover intention. By contrast, proactivity alleviated the negative relation between distributive justice and turnover intention. Conclusions: This study empirically confirmed that career plateau and distributive justice are important antecedent factors of the turnover intention of hospital nurses. Proactivity played a key moderating role between these antecedent factors and turnover intention. Theoretical and practical implications of this study were also discussed.

Factors associated with turnover intention of dental hygienist (치과위생사의 이직의도에 영향을 미치는 요인)

  • Choi, Ha-Na;Lim, Soon-Ryun;Cho, Young-Sik
    • Journal of Korean society of Dental Hygiene
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    • v.10 no.6
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    • pp.973-981
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    • 2010
  • Objectives : The purpose of this study is to find out factors that affect turnover intention among dental hygienists. This study also provides a method to decrease the turnover intention, and demonstrates plans to improve organizational effectiveness. Methods : The data was collected from 300 dental hygienists working at dental clinics in Daegu and Kyungbuk province during the month of September, 2010. The total of 152 copies were used for analysis. The questionnaires were consisted of 6 categories: turnover intention, empowerment, organizational commitment, burnout, stress, and job satisfaction. T-test, ANOVA, correlation analysis, multiple regression were applied in this analysis. Results : 1. Looking at the relations between turnover intention and general characteristics, urnover intention was the highest among 20-29 age group, junior college graduates, and the group that had lees than 2-5 years of working experiences(p<0.05). Regarding marital status, singles had higher turnover intention than married people. 2. Looking at the correlation among turnover intention, empowerment, organizational commitment, burnout, stress, and job satisfaction, most of these factors showed significant correlations. However the correlations between organizational commitment and stress, stress and empowerment, stress and job satisfaction were not significant(p<0.05). 3. Organizational commitment and stress had significant influence on turnover intention(p <0.05). Organizational commitment was the most significant factor and it negatively influences the turnover intention. Conclusions : In order to decrease the turnover intention among dental hygienists, plans that can increase the organizational commitment should be implemented by improving organization-related factors.