• Title, Summary, Keyword: Turnover Intention

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Effects of Job Embeddedness on Job Satisfaction, Organizational Commitment and Turnover Intention - Focused on Employees of Hotel F & B Division - (호텔 식음료부서 종사원의 직무착근도가 직무만족, 조직몰입, 및 이직의도에 미치는 영향)

  • Ha, Dong-Hyun;Kim, Seong-Min
    • Korean journal of food and cookery science
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    • v.26 no.1
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    • pp.1-12
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    • 2010
  • This study was conducted to investigate the effects of job embeddedness on job satisfaction, organizational commitment and turnover intention in the food and beverage division of hotels. In addition, this study sought to identify the effects of job satisfaction and organizational commitment on turnover intention. Based on the literature reviews, five hypotheses were tested: job embeddedness was positively related to job satisfaction and organizational commitment and negatively related to turnover intention and job satisfaction and organizational commitment were negatively related to turnover intention. The subjects evaluated in this study were employees of the food and beverage division of five or four stars hotels in Seoul. Five hundred questionnaires were distributed and 293 were collected from July 1, 2009 to August 31, 2009, using convenience sampling method. After removing useless questionnaires, a total of 250 questionnaires (five-stars hotel 177, four-stars hotel 73) were analyzed using the factor analysis, a reliability test, and structural equation modeling analysis. The results revealed that job embeddedness was positively related to job satisfaction (t=8.762), organizational commitment (t=5.364) and negatively related to turnover intention (t=-3.500). Therefore, hypothesis I, II and III were accepted. However, job satisfaction (t=-.933) and organizational commitment (t=-1.923) were not negatively related to turnover intention. Therefore, hypothesis IV and V were rejected.

Effects of Self-efficacy, Career Plateau, Job Embeddedness, and Organizational Commitment on the Turnover Intention of Nurses (간호사의 자기효능감, 경력정체, 직무착근도 및 조직몰입이 이직의도에 미치는 영향)

  • Kim, Yumi;Kang, Youngsil
    • Journal of Korean Academy of Nursing Administration
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    • v.21 no.5
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    • pp.530-541
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    • 2015
  • Purpose: This study was designed to construct a structural equation model and identify the effects and relationships of self-efficacy, career plateau, job embeddedness, organizational commitment and intent to turnover for nurses. Also, an attempt was made to derive a hypothetical model from these factors and to verify whether the model has validity as a means of explaining and anticipating turnover intention of nurses. Methods: Data were collected from six randomly selected hospitals: a university hospital located in J city, Kyungnam and five general hospitals located in two cities (cities B and C), each having 400 to 720 beds. Also, 318 nurses were surveyed. Data were analyzed using SPSS 21.0 and AMOS 18.0 program. Results: Job embeddedness and organizational commitment were identified as the most likely paths to turn over intention. Also, organizational commitment had the highest direct effect on turnover intention followed by job embeddedness and then self-efficacy, but career plateau had an indirectly effected turnover intention. Conclusion: As turnover intention was found to be greatly affected by organizational commitment and job embeddedness, methods to improve organizational commitment and job embeddedness should be actively developed to reduce turnover intention among nurses.

Influence of Workplace Bullying and Leader-Member Exchange on Turnover Intention among Nurses (간호사의 직장 내 약자 괴롭힘, 리더-구성원 교환관계가 이직의도에 미치는 영향)

  • Han, Mi Ra;Gu, Jeung Ah;Yoo, Il Young
    • Journal of Korean Academy of Nursing Administration
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    • v.20 no.4
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    • pp.383-393
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    • 2014
  • Purpose: The purpose of this descriptive study was to identify the impact of workplace bullying and LMX (Leader-Member Exchange) on turnover intention among nurses. Methods: The participants were 364 nurses from the Seoul metropolitan area who were attending a continuing education program. A structured questionnaire was used for data collection and data were analyzed using the SPSS/Window program. Hierarchical multiple regression analysis was performed to verify the effect of variables on turnover intention. Results: Higher workplace bullying was associated with higher turnover intention. Workplace bullying was negatively correlated with leader-member exchange. The most influential factors for turnover intention were LMX (${\beta}=-7.22$, p<.001), work load (${\beta}=2.96$, p=.003), and workplace bullying (${\beta}=2.64$, p=.009). These factors accounted for 28% of the variance in turnover intention. Conclusion: The study results indicate that there is need to develop strategies to prevent workplace bullying and cultivate a good relationship between nursing managers and nurses to lower nurses' turnover intention.

Effects of Emotional Labor and Communication Competence on Turnover Intention in Nurses (간호사의 이직의도, 감정노동, 의사소통능력 간의 관계)

  • Kim, Se Hyang;Lee, Mi-Aie
    • Journal of Korean Academy of Nursing Administration
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    • v.20 no.3
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    • pp.332-341
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    • 2014
  • Purpose: The purpose of this study was to investigate the relationship among turnover intention, emotional labor, and communication competence in nurses. Methods: The participants for this study were 297 nurses from three general hospitals in two local cites in Korea. Data were collected by self-administered questionnaires from August 26 to September 10, 2013 and analyzed using descriptive statistics, One-way ANOVA, t-test, Pearson Correlation, Stepwise Multiple Regression with the SPSS/WIN 18.0 program. Results: The average scores for turnover intention, emotional labor, and communication competence respectively, were 3.45, 3.08, and 3.44 out of 5. The novices recognized that their emotional labor and turnover intention were significantly higher, and their communication competence was lower than other nurses. Nurses' turnover intention had a positive relationship with their emotional labor, but no relationship with communication competence. Job satisfaction, frequency of emotional expression, and emotional dissonance had an effect on nurses' turnover intention. Conclusion: The results show that emotional labor and job satisfaction are very important factors affecting nurses' turnover intention. So, nurse managers should try to minimize nurses' emotional labor and maximize their job satisfaction by developing various human relationship educational and support programs and using them.

The relationship between dental hygienist's exposure to incivility at workplace and their turnover intention (치과위생사가 근무지에서 경험하는 무례함과 이직의도의 관련성)

  • Son, Ji-Lynag;Jang, Jong-Hwa
    • Journal of Korean society of Dental Hygiene
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    • v.17 no.5
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    • pp.779-789
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    • 2017
  • Objectives: This research is to examine the relationship between dental hygienists' exposure to incivility from doctors, bosses, colleagues, patients, their family and visitors, and their turnover intention. Methods: The research was conducted using Nursing Incivility Scale (NIS) and a survey. The survey was conducted from September 10 to October 20, 2015. 240 dental hygienists were conveniently sampled from Forty dental clinics and offices in Seoul, Incheon, Gyeongi-do, and Chungcheog-do. Results: The dental hygienists' exposure to incivility and turnover intention showed correlation (p<0.01), and its sub-factors, - the incivility from colleagues, doctors, patients and visitors - are also correlated with their turnover intention (p<0.01). The strongest factor affecting dental hygienists' turnover intention was incivility from doctors (${\beta}=0.279$, p<0.001), followed by colleagues (${\beta}=0.168$, p=0.029), patients and visitors (${\beta}=0.148$, p=0.026). The modified explanation ability of this model is 24.9%. Conclusions: Dental hygienists' exposure to incivility in workplace is highly correlated to their turnover intention. A program to educate dental hygienists positive mental attitude, communication skill to deal with incivility, and stress reduction method is therefore required in order to reduce their turnover intention.

Factors Influencing Nurse Turnover Intention of Senior Convalescence Hospitals in the Metropolitan Area (수도권 200병상 이상 노인요양병원 간호사의 이직의도에 영향을 미치는 요인)

  • Hwang, Youn Sun;Cho, Eunyoung
    • Korean Journal of Occupational Health Nursing
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    • v.25 no.3
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    • pp.156-167
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    • 2016
  • Purpose: This study was a descriptive research to investigate the factors influencing nurses' turnover intention of Senior Convalescence hospitals in the metropolitan area. Methods: A cross-sectional survey design was used. A questionnaire was distributed to the nurses in Senior Convalescence hospitals. The data of 210 nurses were analyzed using the descriptive statistics, t-test, ANOVA, Pearson correlation coefficient and multiple regression. Results: Turnover intention was significantly correlated with professionalism, job involvement, organizational commitment, job stress, practice environment. Organizational commitment, job stress, age, and practice environment were identified as factors influencing turnover intention. These factors explained 53.3% of variance of turnover intention. Conclusion: The results suggest that strategies to decrease turnover intention should be discussed and continued to develop ways to establish organizational commitment, to lower job stress levels and to improve practice environment of nursing work. And further study is needed to identify the key mechanism in nurses' turnover intention of Senior Convalescence hospitals.

The Moderating Effect of Social Support between Hierarchy-Oriented Nursing Organizational Culture and Turnover Intention of Clinical Nurses (임상간호사의 위계지향적 간호조직문화와 이직의도 간 사회적 지지 조절효과)

  • Kim, Bong Mi;Han, Kihye;Cho, Yong Ae
    • Journal of Korean Clinical Nursing Research
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    • v.24 no.3
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    • pp.313-323
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    • 2018
  • Purpose: This cross-sectional survey study explored the moderating effect of social support between hierarchy-oriented nursing organizational culture and turnover intention in clinical nurses. Methods: Data were collected using self-report questionnaires from 240 nurses working at three general hospitals in February 2018. Hierarchy-oriented nursing organizational culture, turnover intention and social support were measured using 5, 6, and 8 items, respectively, of validated instruments. Descriptive analysis and hierachical multiple regression were conducted using SPSS/WIN 21.0. Results: Nurses rated $3.66{\pm}0.50$ for hierarchy-oriented nursing organizational culture, $3.40{\pm}0.64$ for turnover intention, and $3.77{\pm}0.56$ for social support respectively. Nurses' turnover intention was positively correlated with hierarchical organizational culture, but negatively with social support. The moderating effect of social support was not significant in the relationship between hierarchical nursing organizational culture and turnover intention. Conclusion: It is required to improve the hierarchy-oriented nursing organizational culture. Institutional preparation and education are urgently needed to strengthen the boss and peer support for clinical nurses and finally to reduce turnover intention.

Effects of Work Environment and Nursing Organizational Culture on Tertiary Hospital Nurses' Turnover Intention (상급종합병원의 업무환경과 간호조직문화가 간호사의 이직의도에 미치는 영향)

  • Jang, Haena;Chang, Hyoung Eun
    • Journal of Korean Critical Care Nursing
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    • v.14 no.1
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    • pp.14-27
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    • 2021
  • Purpose : This study examined the effects of work environment and organizational culture on tertiary hospital nurses' turnover intention. Methods : A cross-sectional design was used, with a convenience sample of 371 hospital nurses from 16 units of three tertiary hospitals in South Korea. Data were collected through a self-report survey conducted during September and October 2016. Data were analyzed using the chi-square test, Fisher's exact test, independent t-test, and binary logistic regression analysis. Results : A total of 43.7% of the participants were identified as having turnover intention within 1 year. Factors related to turnover intention among hospital nurses were age, marital status, and total clinical career. Furthermore, a relationship-oriented organizational culture showed a negative association with turnover intention. Conclusion : These findings suggest it is important to provide appropriate motivational programs and incentives for nurses according to their clinical career to decrease turnover intention. Moreover, establishing a relationship-oriented organizational culture will also help to reduce the turnover intention of tertiary hospital nurses.

Relationships between Compassion Fatigue, Burnout, and Turnover Intention in Korean Hospital Nurses

  • Sung, Kiwol;Seo, Youngsook;Kim, Jee Hee
    • Journal of Korean Academy of Nursing
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    • v.42 no.7
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    • pp.1087-1094
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    • 2012
  • Purpose: This study aimed to identify relationships between compassion fatigue, burnout, and turnover intention in Korean hospital nurses. Methods: In total, 142 hospital nurses were surveyed as part of data collection. Data related to compassion fatigue, burnout, and turnover intention were collected using a questionnaire between May 2011 and September 2011. The data analysis was performed using PASW 19.0 program, which included one-way ANOVA, independent t-tests, Pearson's correlation coefficient, and hierarchical regression analysis. Results: This study detected a positive correlation between compassion fatigue and burnout(r=.37, p<.001), and turnover intention(r=.55, p<.001). Compassion fatigue accounted for 29.6% of the variance for turnover intention among Korean hospital nurses. Conclusion: The results indicate that it is necessary to reduce compassion fatigue, and turnover intention among Korean hospital nurses.

Effect of Shiftwork Nurses' Fatigue on Job Stress and Turnover Intention - Mediating Role of Job Stress - (교대근무 간호사의 피로도가 직무 스트레스와 이직의도에 미치는 영향 -직무 스트레스의 매개효과 검증-)

  • Lee, Kyung-Hee;Kim, Ji-Yong
    • Korean Journal of Occupational Health Nursing
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    • v.20 no.1
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    • pp.74-82
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    • 2011
  • Purpose: This study investigated how shift work nurses' fatigue influences job stress and turnover intention, and how job stress mediates the relationship between fatigue and turnover intention. Methods: As a descriptive research design, the data were collected from 203 shift work nurses in a city. It was analyzed using the SPSS/WIN 14.0 and AMOS 5.0. Results: fatigue and job stress in shift work nurses influenced turnover intention. Job stress worked as a partial mediation between fatigue and turnover intention. Conclusion: It is necessary to reduce fatigue and job stress for reducing turnover intention in strategies of hospital manpower.