PURPOSE: The purpose of this study is to identify the effects of job demand and recovery experience from job stress on job embeddedness among workers in the service industry. METHODS: The participants were 223 workers from the service industry in P and Y Cities with the help of a structured self-report questionnaire, administered between July 10 and August 20, 2017. The data were analyzed using descriptive statistics, t-test, ANOVA, Scheffé test, Pearson correlation coefficients and stepwise multiple regression. RESULTS: There were significant differences in job embeddedness in terms of satisfaction with salary, continuous service, perceived stress level and the perceived health status of the subjects. There were significant positive correlations between role clarification in job demands (r=.55), recovery experience from job stress (r=.27) and job embeddedness. From the multiple regression analysis, the most significant factors affecting job embeddedness were found to be role clarification in job demands (β=.47), recovery experience from job stress (β=.23), and perceived stress level (β=.18). These variables explain 34.0 % of the total variance in job embeddedness. CONCLUSION: In order to increase job embeddedness among workers in the service industry, it is necessary to prepare measures to increase recovery experience from job stress and to decrease role clarificationin job demand, and perceived stress level.
Commerce ; Personnel Loyalty ; Recovery of Function ; Salaries and Fringe Benefits

PURPOSE: This study was performed to analyze effects of the power and empowerment on job satisfaction and organizational commitment. This study was based on the Kanter's theory of organizational empowerment. METHOD: A predictive, non-experimental design was used to test the model in a sample of 688 nurses working in 7 university hospitals that have over 500 beds in Seoul, Kyunggi and Kangwon provinces. The data were collected from December, 2003 to January, 2004. It was analyzed with descriptive statistics and Pearson correlation of SPSS and with path analysis of LISREL. RESULT: The formal and informal power had direct effects on empowerment. Formal power also had direct effects on informal power. Empowerment had direct effects on job satisfaction and organizational commitment. Organizational commitment had direct effects on job satisfaction. There was positive effects in all of the variables. CONCLUSION: The positive changes show on personal behaviors and attitudes when the nurses who have formal and informal power are empowered. These findings would be important resource to nurse administrators for clinical implication.
*Attitude of Health Personnel ; Humans ; *Job Satisfaction ; Models, Organizational ; Models, Psychological ; Nurse Clinicians/*psychology ; Personnel Loyalty ; *Professional Autonomy

PURPOSE: This study was done to identify the relationship of emergency department(ED) nurse's job characteristics, organizational commitment and turnover intention. METHOD: This study was conducted through a survey of 171 nurses from ED in nine general hospitals of B and U cities. The data were collected by self-report questionnaires and analyzed with the SPSS WIN 17.0 program using descriptive statistics, t-test, ANOVA, Pearson correlation coefficient and stepwise multiple regression. RESULTS: The mean score for job characteristics was 3.37. Job characteristics according to position, number days night duty, and monthly income showed significant differences. Turnover intention according to age, total career, and monthly income showed significant differences. A significant positive correlation was found between job characteristics and organizational commitment. Significant negative correlations were found between job characteristics and turnover intention, organizational commitment and turnover intention were found. The significant factors influencing turnover intention were organizational commitment, monthly income, and total career, which explained 27.6% of the variance. CONCLUSION: The findings indicate that nurse managers should analyze the reasons for high turnover intention, focusing on the main factors affecting turnover intention and consider solutions for decreasing turnover intention.
Emergencies ; Emergency Nursing ; Hospitals, General ; Humans ; Intention ; Job Application ; Nurse Administrators ; Personnel Loyalty ; Personnel Turnover ; Surveys and Questionnaires

PURPOSE: This study was to determine the mediator or moderator role of empowerment in the relationship between the head nurse's transformational leadership and organizational commitment as perceived by staff nurses. METHODS: Data was collected from 451 nurses in a tertiary hospital located in B city by means of structured questionnaires. Data was analyzed with descriptive statistics, Pearson's correlation coefficient and hierarchial multiple regression using the SPSS program. RESULTS: Empowerment showed mediating effects between the head nurse's transformational leadership and organizational commitment as perceived by staff nurses. However, empowerment did not show moderating effects. CONCLUSION: Nurses' perception of empowerment, the head nurse's transformational leadership and organizational commitment have a strong relationship. This finding suggests the importance of empowering nurses to increase organizational commitment.
Adult ; Decision Making, Organizational ; Female ; Humans ; *Leadership ; Nurse Administrators/organization & administration/*psychology ; Nursing Administration Research ; Nursing Staff, Hospital/organization & administration/*psychology ; Personnel Loyalty ; Questionnaires