• Title, Summary, Keyword: Work Satisfaction

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The Effects on Work Satisfaction Level by Work Conditions in Fashion Organization (패션기업(企業)의 근무여건(勤務與件)이 직무만족도(職務滿足倒)에 미치는 영향(影響))

  • Park, Ju-Hyun;Park, Ok-Lyun
    • Journal of Fashion Business
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    • v.8 no.4
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    • pp.131-140
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    • 2004
  • This study will first take a look at the work situations depending on functions or duties taken in fashion organizations in Busan, dividing the work condition into aspects such as special traits of the work, satisfaction level on the company and satisfaction level on welfare. This study has set the following study questions to reach the goal of this research: 1. look at special traits found depending on vital statistics. 2. The satisfaction level on special traits of the work and work itself showed that the diversity of work, importance of work and work flexibility were the key elements that influenced the satisfaction level. 3. The satisfaction level on company and work itself had pride and loyalty, the only factors that influenced work satisfaction level voluntarily, and the other factors had no effect on the satisfaction level. 4. The satisfaction level on welfare and work itself showed that the welfare benefits and welfare policies had no voluntary influence on the satisfaction level on the work itself.

Correlation between Work Attire Satisfaction and Job Satisfaction for Male Consumers (남성 소비자가 근무 시 착용하는 의복에 대한 만족과 직업 만족도)

  • Lee, Ji-In;Lee, Kyu-Hye
    • Journal of the Korean Society of Costume
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    • v.63 no.3
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    • pp.166-175
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    • 2013
  • The attire of businesspersons has a significant impact on their social status and career. In accordance with the norms of the work place, the types of office attire are diversified. This research was conducted to determine the relationship between the work role of men and their attire, and how satisfaction with their work attire influences their job satisfaction. This study classifies work attire into three categories: uniform, suit, and freestyle. Data from 268 respondents were analyzed, and four work attire satisfaction factors were extracted: symbolic, quality, role function, and aesthetic factors. The group members wearing uniforms displayed a high level of satisfaction with regard to symbolism, role function, and quality; those wearing suits displayed a high level of satisfaction with regard to aesthetics; and those wearing freestyle displayed a high level of satisfaction with regard to role function and aesthetics. Overall, satisfaction with work attire was the highest in the freestyle group. For people wearing uniforms and suits, symbolism, quality, and aesthetics had a significant influence on overall satisfaction, whereas for those wearing freestyle, symbolism had a negative influence and quality had a positive influence on overall satisfaction. To conclude, work attire satisfaction had a greater effect on the job satisfaction of the men in uniforms and suits than on those wearing freestyle.

The relationships between Middle-Aged Men's Family and Work related variables and satisfaction (중년기 남성의 가족 및 직업관련 변인과 생활만족도의 관계)

  • Lee, Eun-A
    • Korean Journal of Human Ecology
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    • v.16 no.3
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    • pp.547-562
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    • 2007
  • The purpose of this study was to investigate the relationships of middle-aged men's family and work related variables and satisfaction. Based on the results of the study, the following was concluded ; First, there were significant differences in men's satisfaction across education level, economic variables, and occupation. Second, family related variables, work related variables, and work-family conflict were significantly correlated with satisfaction. In reference to family related variable, satisfaction was higher when marital satisfaction is good, parental stress, adult caring burden, and work-family conflict are lower. In reference to work related variables, satisfaction is higher when job stress is lower, job security is lower, and colleague relationship is good. Third, family related variables, work related variables, and work-family conflict were significantly correlated with mutually one another. Specifically, parental stress is correlated with work related variables. A higher correction was reported between work-family conflict and job stress. Finally, results of multiple regression analysis showed that these variable influenced middle-aged men's satisfaction. Moreover, the degree of explanation for satisfaction increased more, when family and work related variables, and work-family conflict add in individual character variables.

A Conceptional Review of Work Satisfaction & Ergonomics (작업만족과 Ergonomics에 관한 개념적 고찰)

  • Kim, Won
    • Journal of the Society of Korea Industrial and Systems Engineering
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    • v.6 no.8
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    • pp.13-19
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    • 1983
  • In this paper an attempt is tried to answer the following questions : What does ergonomics have to do with work satisfaction\ulcorner Is there more satisfaction when ergonomics have applied in the design of work\ulcorner Is ergonomics important for work satisfaction\ulcorner This paper is started by defining the concept of satisfaction and ergonomics which is still at a comparatively early stage of development, and the effect of this in practice is that the majority of ergonomics assignments involve research. And then there discussions difficult theories of motivation and satisfaction such as Maslow' theory and Horzberg's theory. And in this paper I'll try to formulate the logical consequences of those theories for the relation between ergonomics and satisfaction. Finally I'll conclude with some ideas about the significance of ergonomics satisfaction. The level of satisfaction experienced with one's work is a complete function of the degree to which different values connected with work and with its concomitant results are attained, the opportunities perceived for the attainment of these values, the relative advantages and disadvantages of the work situation compared with that of other people, and personality and cultural determinants. As for ergonomics, the ergonomist's comprehension will need in future to encompass more of the emotional, attitudinal and motivational facts of working people. Ergonomically - designed work will not produce high degrees of satisfaction, but absence of ergonomics in design will be connected with some dissatisfaction. So this paper suggest s that ergonomics has some significance for work satisfaction and that social Psychological efforts to enhance work satisfaction cannot easily succeed without taking into account human-factors principles.

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Effects of Work Intensity and Physical Discomfort on Job Satisfaction in Clinical Nurses (병원간호사의 업무강도와 신체적 불편감이 직무만족에 미치는 영향)

  • Kim, Hyojin;Park, Soonjoo
    • Journal of Korean Academy of Nursing Administration
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    • v.22 no.4
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    • pp.362-372
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    • 2016
  • Purpose: The aim of this study was to investigate whether job satisfaction in clinical nurses was dependent on work intensity and whether physical discomfort mediated the relationships between these variables. Methods: Structural equation modeling was used with a sample of 253 clinical nurses from four general hospitals. In the model, absolute work intensity, relative work intensity, and flexibility were considered as exogenous variables and physical discomfort as a mediating variable. Data were collected using self-report measures such as the Labor Intensity Questionnaire, the Rating of Perceived Exertion, and the Index of Job Satisfaction. Results: The results of the structural equation modeling found that the higher scores on absolute and relative work intensity were positively associated with physical discomfort but only relative work intensity was significantly related to job satisfaction. Physical discomfort mediated the relationships between absolute work intensity and job satisfaction and between relative work intensity and job satisfaction. Among three kinds of work intensity, only relative work intensity had direct and indirect effects on job satisfaction. Conclusion: The findings suggest that increase in relative work intensity might play an important role in decreasing job satisfaction in clinical nurses and a reasonable reward system considering relative work intensity could be necessary.

The effects of consumer counselor's work training in firm work performance and satisfaction (고객상담 부서 직원의 상담업무교육이 업무수행 및 업무 만족도에 미치는 영향)

  • Huh, Kyung-Ok
    • Korean Journal of Human Ecology
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    • v.13 no.6
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    • pp.917-926
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    • 2004
  • This study examines the effects of consumer counseling education on the work performance and work satisfaction of consumer counselors, controlling the effects of other variables. The results of this study is as below: First, approximately 70% of consumer counselors have not had any education pertinent to their work. The level of work performance was highest in listening to customers' complaints, and then consistence of counseling work and explanation for counseling were next. Professionality was the last in order. Second, consumer counseling education did not affect the work performance. Instead, the number of counselors and work experience, along with whether the counselor majored in consumer studies, were more likely to increase the performance. Finally, educating counseling skills did not affect the level of work satisfaction. Instead, the work performance affected the level of work satisfaction. The number of workers and income were positively related with the level of work satisfaction.

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Job Satisfaction, Work Performance, Work Satisfaction, Perceived Needs and Self-Evaluation of Knowledge and Skills of Nutrition Teachers in Gyeonggi Area (경기 일부지역 영양교사의 직무만족도, 업무수행도와 만족도, 업무수행을 위한 지식.기술의 요구도 및 자기평가)

  • Lim, Jae Yeon;Kim, Kyung Won
    • Korean Journal of Community Nutrition
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    • v.19 no.1
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    • pp.60-70
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    • 2014
  • The purpose of the study was to examine job satisfaction, work performance, work satisfaction, perceived needs and self-evaluation of knowledge and skills of nutrition teachers. Survey questionnaire was administered to 106 nutrition teachers in schools of Gyeonggi area. Subjects were categorized into high- or low-job satisfaction group, and study variables were examined by job satisfaction group. Overall job satisfaction was high, with a mean score of 14.9 out of 20. High-job satisfaction group had more favorable perception regarding human relations and workplace atmosphere compared to the counterparts (p < 0.001). Work performance, examined by 12 items, was not significantly different between the two groups. However, satisfaction regarding specific work of nutrition teachers was significantly different by job satisfaction (p < 0.001). High-job satisfaction group responded that they had more knowledge and skills in areas such as food purchase management, food sanitation and safety management, equipment and facility management, nutrition education, nutrition counseling (p < 0.01), and general management & marketing (p < 0.05). High-job satisfaction group also indicated that nutrition teachers need to have more knowledge and skills than the counterparts, regarding food purchase management (p < 0.001), nutrition education (p < 0.01), nutrition counseling, general management and marketing, and teaching practices (p < 0.05). In addition, study results showed significant positive correlations among study variables. This study suggested that job satisfaction of nutrition teachers might be increased by having favorable human relations and workplace atmosphere, increasing satisfaction with specific work of nutrition teachers, and by increasing the knowledge and skills required for the work of nutrition teachers.

The Impacts of Gender Role Attitudes on Marriage Life Satisfaction and Work Satisfaction among Women of Double Income Households: With a Focus on the Mediating Effects of Work-family Conflict and Work-family Enhancement (맞벌이 여성의 성역할 태도가 결혼생활 만족과 일 만족에 미치는 영향 - 일-가정 갈등과 일-가정 강화의 매개효과를 중심으로 -)

  • Kim, Ju-Hyun;Moon, Young-Joo
    • Korean Family Resource Management Association
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    • v.14 no.2
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    • pp.109-126
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    • 2010
  • This study set out to investigate if work-family conflict and work-family enhancement would have mediating effects on the impact of gender role attitudes of women from double income households on their satisfaction of work and marriage. A structural modelof gender role attitudes was set as the independent variable, work-family conflict and work-family enhancement as the mediating variables, and work satisfaction and marriage satisfaction as the dependent variables. The subjects consisted of 2,713 married women from double income households and information was obtained from the first year data of the Korean Longitudinal Survey of Women and Families (KLoWF) collected by the Korean Women's Development Institute (KWDI). Using SPSS 15.0 software, descriptive statistics were gathered, and frequency and factor analyses were conducted. AMOS 7.0 software was used to analyze both the measurement model and the structural model. The results indicate that work-family conflict and work-family enhancement had partial mediating effects on the impacts of gender role attitudes on work and marriage satisfaction among women from double income households. Notably, work-family enhancement had a greater effect than work-family conflict, which suggests that the elements of work-family enhancement, which are the positive aspects of work on family and family on work, should be promoted. It is, however, also important to make efforts to resolve work-family conflict by increasing the satisfaction level of work and marriage among women from double income households.

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Factors Influencing Job Satisfaction of Dietitians(Nutrition Teachers) of School Foodservice in Daejeon/Chungnam Province (대전.충남지역 학교급식 영양(교)사의 직무만족도에 영향을 미치는 요인)

  • Shin, Wang-Mi;Han, Jang-Il;Kim, Seong-Ai
    • Korean Journal of Community Nutrition
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    • v.14 no.6
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    • pp.798-806
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    • 2009
  • The objective of this study was to investigate how to improve job satisfaction for dietitians and nutrition teachers by identifying influencing factors in Daejeon and Chungnam Province, South Korea. A survey was conducted among school foodservice dietitians and nutrition teachers from selected primary, middle and high school in the area. This survey consisted of general characteristics, status of their job, job satisfaction, work satisfaction and work performance. In this study we found current state of general characteristics and status of their job according to frequency analysis and the level of work satisfaction, work performance and job satisfaction using descriptive statistics. The t-test, ANOVA and Duncan-test were also conducted in order to searching for tendency of job satisfaction according to the general characteristics and the status of their job. Pearson's correlation was carried out in order to find correlation with job satisfaction. Also, factors, which influenced job satisfaction according to regression analysis, were drawn. We describe the difference of job satisfaction between irregular dietitians and nutrition teachers as well. Besides we discussed the improvement of dietitians' (nutrition teachers') work environment to raise their job satisfaction through this study.

Effects of Work Motivation and Leadership toward Work Satisfaction and Employee Performance: Evidence from Indonesia

  • PANCASILA, Irwan;HARYONO, Siswoyo;SULISTYO, Beni Agus
    • The Journal of Asian Finance, Economics, and Business
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    • v.7 no.6
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    • pp.387-397
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    • 2020
  • The purpose of this study is to determine the effect of work motivation and leadership on job satisfaction and its implications on employee performance. A total of 355 samples of Bukit Asam Coal Mining Company Ltd. in Indonesia were selected proportionally with random sampling. Data were obtained through questionnaires. Data analysis technique employed structural equation modeling (SEM) with AMOS 22. The results of the study show that leadership and work motivation have a positive and significant effect on job satisfaction. Leadership has a more considerable influence (0.263) than work motivation (0.171) toward employee job satisfaction. The influence of leadership towards job performance is 0.175. The influence of work motivation towards job performance is 0.166. Job satisfaction has the most dominant influence (0.363) towards employee performance. The direct effect of leadership on employee performance is 0.175 greater than the indirect influence of leadership on employee performance through employee job satisfaction, which is only 0.096. Likewise, the direct effect of work motivation towards employee performance is 0.166 greater than the indirect effect of work motivation towards employee performance through employee job satisfaction, which is only 0.062. Thus, job satisfaction does not mediate the effects of leadership and work motivation toward employee performance.