Objective: This study aimed to check the causality of occupational therapists' work orientation and turnover intention.
Methods: Information was collected through surveys given to occupational therapists who are members of the Korean Association of Occupational Therapists. The survey consisted of questions regarding their work orientation. SPSS Version 18.0 was used for the technical statistics, and a reliability analysis on the collected data and AMOS was also used to analyze the structural equation model and check the causal effects among their profession, organizational structure, position, turnover factor, job satisfaction, organizational engagement, and turnover intention.
Results: Occupational commitment (β=.39), self-authority (β=.25), procedural justice (β=.14) and opportunity of promotion (β=.15) turned out to have a significant causal effect on their job satisfaction, whereas distributive justice (β=.26), procedural justice (β=.30), and opportunity of promotion (β=.23) showed a meaningful causal effect on their organizational commitment. In addition, the dependent variable (turnover intention) revealed a significant causal effect on their job satisfaction (β=-.13), organizational commitment (β=-.73), and sense of calling (β=-.25).
Conclusion: Price's model is expected to serve as a significant index to appropriately control the turnover rate by preventing occupational therapists from changing jobs through an adjustment of Price's causal model of turnover by estimating the turnover factors indicated from the job characteristics of the occupational therapists and adding them into the model.