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Purpose: This review aimed to integrate the results of studies related to job embeddedness of clinical nurses and suggest directions for future research. Methods: A search for relevant studies was conducted using six databases according to the predetermined index terms “nurse” and “job embeddedness.” A total of 28 studies that met the inclusion criteria were selected and analyzed. Results: The definition of job embeddedness was consistent in the articles, but the terms, scope, and use of tools to determine job embeddedness were not. In addition, no article suggested a theoretical framework. In all the studies except one, the tool used to measure job embeddedness was one revised from Mitchell et al. (2001). In 15 articles, a negative correlation was found between job turnover and turnover intention. Job embeddedness was also found to be associated with nurses’ work environment, organizational citizenship behavior, and organizational commitment, and it had a positive impact on these variables. Conclusion: Job embeddedness can be used as a major variable to explain nurses’s turnover intention. Job embeddedness is multidimensional, and a theoretical framework is needed to explain the job embeddedness of clinical nurses. Tools specific to Korea should be developed to measure the job embeddedness of Korean clinical nurses.

Purpose: This study identified the influence of hotel workers’ emotional labor and social support on their intentions to change jobs. Methods: Study participants were 437 workers from seven hotels in Korea who consented to the survey. Among them, insufficient responses from 21 participants were excluded, as well as 107 responses from workers with workloads of under one hour of face to face work. Thus, 309 hotel workers were included in the final analysis. A multivariate regression analysis was used to identify factors influencing the hotel workers’ intention to change jobs. Results: The intention to change jobs was high when external behavior was shown, and workers who received social support from a superior exhibited low intention of changing jobs. Conclusion: The study results show that the most influential variables of turnover intention are external behavior and the support of a superior. It is therefore important to educate managers on personnel management methods for reducing external behaviors so that the rate of job changes by hotel workers can be reduced. It is also necessary to prepare and manage measures for strengthening the support system by workplace superiors.

Purpose: The purpose of this study is to provide preliminary data for alleviating nurses' job stress and support health promotion behaviors. Further, the study reviews the mediating effects of positive psychological capital and nursing work environment in relation to job stress and health promotion behaviors among nurses in a regional general hospital. Methods: A study survey was conducted from June 9 to 16, 2017. The subjects were current nurses working at a regional general hospital in D city. Analysis of a survey questionnaire from 147 participants was conducted. Results: Upon reviewing the mediating effects of positive psychological capital and nursing work environment in relation with health promotion behaviors and job stress, it was found that positive psychological capital (Z=-4.78, p<.001) and nursing work environment (Z=-4.17, p<.001) were significant mediators. Conclusion: As demonstrated through the results of this research, it is necessary to build programs to strengthen individual positive psychological capital and increase the practice of health promotion behaviors among nurses. It is also evident that a systematic approach is needed to improve the nursing work environment.

Purpose: The purpose of this study was to examine the mental health and presenteeism of early childhood teachers and to explore the effects of working conditions and job satisfaction on these. Methods: Data from the 4thKorean Work Environment Survey were used. The sample consisted of 474 female early-childhood teachers from private facilities. Mental health was measured using the WHO-Wellbeing Index. Presenteeism was attributed to a participant upon indication that, during the past 12 months, she had ever attended work, despite being sick. The data by complex sample design were analyzed through the Rao-Scott x2 test and logistic regression analysis. Results: 37.9% of early childhood teachers reported poor mental health and 34.2% had experienced presenteeism. Early childhood teachers in permanent employment, who did not work evening shifts, and with sustainable jobs, were more likely to have better mental health. Moreover, those in permanent employment and remunerated appropriately were less likely to experience presenteeism. Conclusion: Type of employment, number of days working in the evening, and job sustainability affect mental health. Further, type of employment, number of workers, and being well paid have an effect on presenteeism. We suggest that improved working conditions should precede the improvement of early-childhood teachers’ mental health.

Purpose: The aim of this study was to investigate the influence of nurses’ awareness of healthcare accreditation on their job stress and turnover intention. Methods: Across-sectional correlation study design was used. Participants consisted of 143 nurses from two tertiary hospitals in Seoul and Gyunggido, South Korea. Data were collected in October 2016 using self-report questionnaires and analyzed using descriptive statistics, t-test, an ANOVA, Pearson’s correlation coefficient, and multiple regression in SPSS/WIN 21.0. Results: Awareness of health care accreditation correlated negatively with job stress (r=-.63, p<.001) and turn over intention (r=-.50, p<.001). Awareness of health care accreditation was the factor that most influenced job stress, explaining 38% of the variance (F=23.10, p<.001). Awareness of health care accreditation and duty pattern were the factors that most influenced intention to leave, explaining 32% of the variance (F=10.35, p<.001). Conclusion: These findings suggest raising nurses’ awareness of certification systems to reduce their job stress and turnover intentions. It will be necessary to provide support for the aggressive work nurses do and improve their work structure, highlighting the need for both manpower and institutional support. Accordingly, providing regular education programs and appropriate compensation schemes, by raising nurses’ awareness of medical institutions’ certification systems, is necessary.