The purpose of this study is to analyze whether emotional labor experienced by nurses in their work affects turnover intention through job engagement. Methods: Data were collected by a self-entry method using structured questionnaire for 243 nurses who worked at hospitals in Busan. Structural equation and moderating regression model were applied for the analysis. Results: Firstly, in emotional labor, which is an independent variable, emotional disharmony had a negative (-) effect on job engagement and a positive (+) influence on turnover intention. Secondly, it was found that job engagement, which is a mediating variable, had a negative (-) influence on turnover intention. Third, job engagement had partially mediating effect on causal relation between emotional disharmony (which is a subordinate variable of emotional labor) and turnover intention. Conclusions: Based on the results of this study, it is suggested that preparation of a scheme to raise job enthusiasm and lower intention to change jobs is required by recognizing emotional disharmony experienced by nurses and paying continuous attention to their work environment.

The objective of this study is to grasp effects of role-conflict and role-ambiguity on team performances in hospital employees and to verify the mediating effects of relationship conflict and task conflict on the relationships among the variables. Methods: In order to achieve research purposes, an empirical study model was designed to test the cause-and-effect relationship between team performances and conflicts among the members through earlier studies. The subjects were 280 employees of 9 hospitals located in Busan and the survey was conducted by self-administered questionnaire. Results: The role ambiguity was the greatest in team performance, the task conflict in sequence and the relationship conflict in order. In terms of direct effect, the task conflict was the biggest variable. However, the role ambiguity which has both direct and indirect effects was verified as the most important variable among variables in study model. Conclusions: In conclusion, the role ambiguity in total effect and the task conflict in direct effect are the most precious variable. Therefore, it is necessary to develop the management method to effectively manage the role ambiguity and the task conflict among the different conflicts in organization.