• Title, Summary, Keyword: job satisfaction

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The Effects of Role Conflict and Self Efficacy on Job Satisfaction for Hospital Coordinators (병원코디네이터의 역할갈등 및 자기효능감이 직무만족에 미치는 영향에 관한 연구)

  • Kim, Mee;Hong, Nam-Hee
    • Korea Journal of Hospital Management
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    • v.14 no.3
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    • pp.104-131
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    • 2009
  • This study analysed what effects conscious role conflict and conscious self-efficacy have on job satisfaction for hospital coordinators working in medical institutions. In order to study this issue, questionnaires were distributed to 154 hospital coordinators. The results from analysing the effects of role conflict and self-efficacy on job satisfaction are as follows: 1) Role conflict and job satisfaction are negatively correlated. The mean score for hospital coordinators' role conflict was 2.82, which was lower than average. Among subfactors for role conflict, personal role conflict had a significant effect on job satisfaction, while role ambiguity had no effect on job satisfaction. 2) The mean score for hospital coordinators' self-efficacy was 3.42, which was slightly higher than average. Other mean scores were as follows: job attitude 3.83, interpersonal skills 3.54, administrative knowledge 3.30, and medical treatment knowledge 3.02. Among subfactors for self-efficacy, job attitude and adminstrative knowledge had significant effects on job satisfaction, while interpersonal skills and medical treatment knowledge had no effect on job satisfaction (p < 0.01). In conclusion various hospital administration techniques, related job training and education needs to be given when introducing a hospital coordinator in order to strengthen the competitiveness of medical institutions. The hospital coordinators need to clearly understand their role so that they can settle into the system at the hospital and develop their job environment.

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A Study on the Relationship between Job Stress, Self-Efficacy and Job Satisfaction in Nurses (간호사의 업무스트레스, 자기효능감과 직무만족에 관한 연구)

  • Bong, Young-Suk;So, Hyang-Sook;You, Hye-Sook
    • Journal of Korean Academy of Nursing Administration
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    • v.15 no.3
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    • pp.425-433
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    • 2009
  • Purpose: This study was conducted to examine relationships among job satisfaction, job stress, and self-efficacy and to identify predicting factors on the job satisfaction among a general hospital nurses. Method: The subjects were 266 nurses working at C university hospital in G city. Data were collected using a self-reported questionnaires. The data were analyzed using t-test, one-way ANOVA, Scheffe test, Pearson's correlation coefficients, & multiple stepwise regression by SPSS 12.0 program. Result: The job satisfaction indicated a significant relationship to self-efficacy (r=.310, p<.001) and work stress (r=-.273, p<.001) respectively. The powerful predictors of job satisfaction were general self-efficacy (22.6%), over ₩2,500,000 at monthly income (7.3%), job stress (4.9%), work period at present unit (2.6%), which explained 41.3% of total variance of job satisfaction. It has been confirmed that the regression equation model of this research may serve as a predictor of clinical nurses' job satisfaction. Conclusions: We need to develop self-efficacy promoting and stress relief program for clinical nurses in order to improve job satisfaction.

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A Study on Relationship Between Job Stress, Burnout Experience and Job Satisfaction of Nurses (간호사의 직무스트레스, 소진경험 및 직무만족도에 관한 연구)

  • Sung, Mi-Hae;Yoon, Hyun Ok;Lee, Hyun Jung
    • Korean Journal of Occupational Health Nursing
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    • v.16 no.2
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    • pp.147-157
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    • 2007
  • Purpose: The purpose of this study was to identify job stress, burnout experience and job satisfaction in nurses and to identify their relationships. Method: The data were collected from 280 nurses employed in one general hospital, using the structured questionnaire. The data analyzed using SPSS Win program for descriptive statistics, t-test, ANOVA, and Pearson correlation coefficient. Result: There were significant differences in job stress, burnout experience and job satisfaction by current working unit, working period, scheduled to work as a nurse, cause to satisfaction, periods in night shift, level of adaptation, and health status. There was a significant positive correlation between job stress and burnout experience, and a inverse correlation between job stress and job satisfaction. Conclusion: The study findings show that job stress, burnout experience, and job satisfaction of nurses are correlated each other. Therefore, it is need to maintain a proper level of nurses' job stress and burnout experience through various ways to improve the situation. As a result, job satisfaction will be promoted and human resources will be managed appropriately.

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The Influence of Job Stress Factors of Dental Technicians on Job Satisfaction (치과기공사의 직무스트레스 요인이 직무만족도에 미치는 영향)

  • Kwon, Eun-Ja;Han, Min-Soo;Choi, Esther
    • Journal of Technologic Dentistry
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    • v.41 no.4
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    • pp.347-358
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    • 2019
  • Purpose: The purpose of this study was to analyze dental technicians' job stress and Job satisfaction level and to examine its correlation. Methods: A self-administered survey was conducted from September 2 to October 2, 2019, on 230 selected dental technicians. The collected data were statistical data on frequency and percentage were obtained, and t-test, one-way ANOVA, correlation analysis and regression analysis were carried out. Results: When the job stress was analyzed, there were significant differences according to their field of work, working hours(p<.05). Their average score in the items about a job stress was 3.57. As a result of analyzing the job satisfaction of the dental technicians, there were significant differences according to their working hours, plan for task continuity in dental technician(p<.05). The average score in job satisfaction items was 3.11. Conclusion: As a result of research, that as for the correlation between a job stress and job satisfaction, a higher the job stress led to lower the job satisfaction, as every variable had a significant reverse correlation with each other. In addition, physical environment, heavy workload, conflict during the work performance, personal matters were identified as the factor that exerted the influence on both of job satisfaction.

A study on the relationships among emotional labor, job satisfaction and turnover intention of beauty industry professionals (미용서비스업 종사자의 감정노동과 직무만족 및 이직의도의 관계분석)

  • Kang, Joo-A;Rhee, Young Ju
    • The Research Journal of the Costume Culture
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    • v.20 no.5
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    • pp.664-678
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    • 2012
  • The purpose of this study is to define the relationships among the emotional labor, job satisfaction, and turnover intention of beauty industry workers. The data for this study were collected through a survey, and a total of 197 questionnaires were used in the statistical analysis. The survey items were classified into 4 domains: demographic characteristics, emotional labor, job satisfaction, and turnover intention. This study extracted factors that compose each measurement domain to define the impact of emotional labor on job satisfaction or turnover intention. According to the research results, 3 factors - positive norm, sincere behavior, and emotional incongruity - were extracted for emotional labor. Individual aptitude satisfaction and work environment satisfaction were extracted as the factors for job satisfaction, whereas a single factor was extracted for turnover intention. By analyzing the effect of factors related to the emotional labor of beauty in dustry workers on factors related to job satisfaction, results showed that positive norm positively influenced individual aptitude satisfaction, sincere behavior positively influenced individual aptitude satisfaction and work environment satisfaction, and emotional incongruity negatively influenced individual aptitude satisfaction. Among factors related to emotional labor, positive norm and sincere behavior negatively affected turnover intention, whereas emotional incongruity positively influenced turnover intention. With regard to the effect of job satisfaction on the turnover intention of beauty industry workers, results showed that individual aptitude satisfaction and job environment satisfaction negatively (-) affected turnover intention. The results of this study show that people presenting a high level of individual aptitude satisfaction displayed positive job satisfaction, whereas people showing serious emotional incongruity for work presented high turnover intention. This implies that in order to increase the work efficiency of beauty businesses, it is essential to examine and manage the emotional labor of workers as a measure for increasing job satisfaction and lowering turnover.

Job Stress Factor and Job Satisfaction in Clinical Nurse thorough of the NIOSH Job Stress Model (NOISH 직무스트레스 모형을 적용한 임상간호사의 직무스트레스 원인과 직무만족도 분석)

  • Lee, Jun Young;Jung, Hye Sun
    • Korean Journal of Occupational Health Nursing
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    • v.13 no.1
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    • pp.30-39
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    • 2004
  • Purpose: This study was performed to identify the factors of the job stress and to analysis affecting job satisfaction in clinical nurses, using the Job Stress Model by the National Institute for Occupational Safety and Health (NIOSH). Method: Data collection was done from July 21 to July 30, 2003. The study was involved in 203 nurses who work at the hospital. It was examined the self-recording questionnaire about general characteristics, work-related factors, non-work factors, instrument revised by NIOSH Job Stress questionnaire translated by the Korea Occupational Safety & Health Research Institute(1999). Instrument about shift work was the tool developed by Kim and Gu(1984). Result: Job satisfaction of subjects at an average level with $1.96{\pm}0.37$ score on the basis of 3 points. According to general characteristics, job satisfaction was high in those with older age and married group. According to work related general factors, job satisfaction was high with working career, an officer to higher grade. According to work characteristics factors, job satisfaction was low with much role conflict at work and much workload and much interpersonal conflict. As for the relationship between job satisfaction and non-work factor, job satisfaction was did not show statistically significant differences. As a result of Stepwise multiple regression analysis, job satisfaction was influenced by shift work, conflicts of between group and grade of office. Conclusion: Therefore, it suggests that the nurses need stress management related shift work for improvement of job satisfaction.

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Study on Elements influencing on Job Satisfaction of Employees in Hospice and Palliative Care Organization (호스피스.완화의료기관 종사자의 직무만족도에 영향을 미치는 요인에 관한 연구)

  • Lee, Myoung-Hee;Choe, Wha-Sook
    • Korean Journal of Hospice Care
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    • v.7 no.1
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    • pp.15-28
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    • 2007
  • This study was focused on figure out what kinds of elements are influencing on job satisfaction with approach of the educational system. It was also to figure out how work characteristics and role conflicts of employees influence on job satisfaction. Objects of study were employeeswho had been working in Hospice and Palliative medical center at least for 6 months, and they were doctors, nurses, ministers, and welfare workers. Collected materials were analyzed by Frequency Analysis, One-way ANOVA, Correlation Analysis, and SimpleRegression Analysis. Results from study can be summarized like below. The first, job satisfaction of workers in Hospice and Palliative medical center were 3.36, and this numerical value is pretty high over all. For saying from the higher to the lower satisfaction level, there were satisfaction with job itself, satisfaction with co-workers, satisfaction with seniors (superiors), and satisfaction with organizations, on the other hands, satisfaction with salaries was turned out as the lowest level among those. The second, role conflict was 2.63, and it is considered as the medium level. after inquiring into it by elements of role conflict, they felt many environmental difficulties compared to other workers in different fields such as environmental difficulty, role ambiguity, insufficient ability, process obscurity, etc. The third, work environment influencing on job satisfaction are as follows. Professional environment among characteristics of work environment was significant statistically. Job satisfaction of ministers was the highest; others were in the order of doctors, welfare workers, and nurses. For employment history, job satisfaction was higher as they have more and longer job experience including whole professional experience both in hospice and palliative medical center. In addition, participating in hospice and palliative programs, intensive training regularly was significantly. Job Motivation was also significant statistically. Especially, job satisfaction was higher when people decided to work in hospice and palliative medical center because of individual desire (self-realization). Lastly, influence of role conflict on job satisfaction is as follows. Environmental difficulty, role ambiguity, insufficient ability, process obscurity, etc showed the significant meaning statistically, and the lower role conflict was related with the higher job satisfaction. Suggestions for next study based on such results are as follows in order to improve or increase job satisfaction of employees in hospice/palliative medical centers. The first, to expand education opportunity of employees is needed to increase job satisfactionof hospice/palliatives medical centers. Participating in intensive programs and seminars by types of occupation and acquiring professional knowledge are very important since employees are motivated by those activities. For that, developing and activating intensive education/programs by professional occupations are suggested. The second, dividing roles of employees and determining each job's limit clearly in hospice/palliative medical centers are required. For that, study developing standard job regulations is suggested for each professional job. Lastly, developing and providing reasonable salaries is needed because low salaries of hospice/palliative medical centers are the absolute reason lowering job satisfaction. Therefore, this paper suggests improving the salary level of employees of hospice/palliative medical centers and developing practical plan for it.

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A Study on the Factors of Job Satisfaction of the Dietitians Working in Hospitals (병원영양사의 직무만족요인에 대한 조사연구)

  • 이현숙
    • Journal of Nutrition and Health
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    • v.29 no.6
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    • pp.651-660
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    • 1996
  • The purpose of this study was to examine and analyze the degrees and the influence factors of job satisfaction of dietitians working in hospitals in relation to performance of duty in their works and to provide effective management of hospital dietitians for high quality health and food service in hospital. The questionaire was prepared with reference to the previous studies on job satisfaction of dietitians working in hospitals throughout the nation. 201 dietitians in the country were surveyed. The period of research was from January 20 to February 28, 1995. The results are as follows. 1) In regard to the degree of job satisfaction of hospital dietitians, they showed the highest degree of job satisfaction in the relationships with fellow dietitians followed by worth and self-confidence, aptitude and interests, relationships with cooks, job stability, degree of recognition of the dietitians competence, supervision of the superiors, degree of application of professional knowledge, work load, wage level, degree of recognition of the importance of duty, cooperative relationships with load, wage level, degree of recognition of the importance of duty, cooperative relationships with doctors, degree of performance of clinical work, the number of dietitians, the prromotion system, and welfare system in that order. On the other hand, they showed the highest dissatisfaction with food service facilities. 2) The influence factors on job satisfaction are as follows. (1) Wage factor : Shorter weekday working hours and higher bonuses make greaster job satisfaction (R2=0.3115). (2) Working condition factor : Larger number of monthly holidays(R2=0.5142), shorter weekday working hours(R2=0.1077), longer previous food service experience and computer utilization (R2=0.1432) make greater job satisfaction. (3) Welfare factor : Welfare system (R2=0.4132) and promotion system (R2=0.1624) have to do with computer utilization. Job stability has to do with marital status and computer utilization (R2=0.1165). consequently, those married dietitians who use computers show higher job satisfaction. (4) Human relationship factor : Smaller mumber of patients receiving food makes greater job satisfaction (R2=0.1334). (5) Superivision factor : Shorter weekday working hours and larger number of monthly holidays make greater job satisfaction (R2=0.1709). (6) Achievement factor : Marriage, larger number of dietitians(R2=9.2293), age, larger number of monthly holiday, higher monthly wages and computer utiliazation (R2=0.1088) make greater job satisfaction. (7) Speciality factor : Marriage, longer current hospital tenure, higher position and working in seoul(R2=0.1142) make higher job satisfaction. (8) Job inclination factor : working in general hospitals rather than in oriental hispitals, working in seoul(R2=0.1776) and better bonuses(R2=0.1078)make greater job satisfaction. As a result, the following is suggested for the job satisfaction of hospital dietitions on the basis of this study : hospital dietitians can achieve miximum job satisfaction through smooth relationships with coworkers, and the responsible managers should improve welfare and working conditions for the job satisfaction of hospital dietitians.

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Relationship between working environment and quality of life of fashion industry workers - Focusing on fashion vendor company - (패션산업 종사자의 직무환경과 삶의 질의 관계에 관한 연구 - 패션 벤더회사를 중심으로 -)

  • Rhee, YoungJu
    • The Research Journal of the Costume Culture
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    • v.23 no.2
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    • pp.270-283
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    • 2015
  • The purpose of this study was to investigate the relationship between working environment and quality of life of fashion vendor company workers by using working environment variables such as job stress, job burnout, job satisfaction, and turnover intention. Preliminary test was conducted by interviewing fashion vendor company workers in order to find out factors that were more suitable for their working environment. Main survey was conducted to 200 fashion vendor company workers and 194 responses were analyzed. The results of correlation analysis showed that job stress, job burnout, job satisfaction, turnover intention, and factors of quality of life had significant relationships. Boss stress, role stress, achivement decrease, and personal condition satisfaction showed a significant relationship with turnover intention. The results of path analysis showed that job stress had a positive relationship with job burnout and job burnout had a negative relationship with job satisfaction. Both job stress and job burnout had a positive relationship with turnover intention, whereas job satisfaction had a negative relationship with turnover intention. Also, the results showed that job burnout and turnover intention had a negative relationship with quality of life of fashion vendor company workers, whereas job satisfaction had a positive relationship with quality of life of fashion vendor company workers.

A Study on the Job Satisfaction of the Physician Assistant (PA) Male Nurses: A Mixed-method Design (남자 전담간호사(Physician Assistant)의 직무만족: 혼합적 연구방법 적용)

  • Lim, Young Sook;Kang, Kyung Ah
    • Korean Journal of Occupational Health Nursing
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    • v.26 no.2
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    • pp.93-104
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    • 2017
  • Purpose: This is a mixed method study to understand the experience regarding the job satisfaction of Physician Assistant (PA) male nurses. Methods: First, factors influencing job satisfaction were analyzed using quantitative approach and job adaptation processes by qualitative research was done through interviews. Finally both of the collected data were comprehensively compared. Results: The factors which had the greatest influence on job satisfaction in the regression analysis were job stress (${\beta}=-.49$, p<.001) and job identity (${\beta}=.46$, p<.001) and the explanatory power explaining these variables was 58% (Adj. $R^2=.58$). The results of qualitative research were categorized using the same four variables with qualitative research variables. Five themes in job satisfaction, three themes in job identity, five themes in job stress and six themes in job value were identified by content analysis. Conclusion: This finding identified that the job stress and job identity were important variables related to job satisfaction. Therefore, the factors influencing job identity have to be strengthened, and a systematic management and interest to develop them are necessary.