• Journal of Korean Society of Occupational and Environmental Hygiene
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• v.27 no.1
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• pp.77-85
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• 2017

Objectives: We focused on investigating the effects between symptoms of depression and emotional labor among health professionals. Methods: A cross-sectional survey design was used. The participants were 365 health professionals. The survey was composed of questionnaires related to general characteristics and work-related characteristics. Korean emotional labor scale-24(K-ELS@24) and Patient Health Questionnaire(PHQ-9) data was collected from July 1, 2015 to August 31, 2015. Results: The prevalence for symptoms of depression among the survey participants was 79.2%. Organizational support(${\beta}=.387$, P<0.05), emotional disharmony(${\beta}=.238$, P<0.05), customer conflict(${\beta}=.125$, P<0.05) and emotional effort(${\beta}=.122$, P<0.05) showed a significant association with symptoms of depression. Conclusions: These results suggest that emotional disharmony, organizational support and organizational surveillance are related to symptoms of depression. Managing organizational support on the emotional labor scale is the most important factor in controlling symptoms of depression.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.11
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• pp.187-196
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• 2017

This study examined the effects of ego-resilience and emotional labor on work-family conflicts among middle-aged female workers. Data were collected through self-reported structured questionnaires of 148 middle-aged female workers from October 2, 2013 to April 10, 2014. The results suggest that the mean score of work-family conflict was 25.59 (SD=11.99) and there were significant differences in living arrangements (F=4.32, p=.015), monthly living expenses (r=.18, p=.028), and job satisfaction (F=6.33, p<.001) by work-family conflict. Work-family conflict was negatively related to ego-resilience (r=-.28 p=.001). Living arrangement (living with parents, children) (${\beta}=.29$, p=.045), monthly living expenses (${\beta}=.22$, p=.006), job satisfaction (${\beta}=-.20$, p=.015), and ego-resilience (${\beta}=-.28$, p<.001) were identified as significant predictors of work-family conflict. This model explained about 19.0% of work-family conflict in middle-aged female workers (F=6.61 p<.001). Therefore, as a strategy to reduce the level of work-family conflict in middle-aged female workers, it is necessary to consider socioeconomic factors such as living arrangements and living expenses that affect work-family conflicts. Moreover, applying psychological intervention to improve job satisfaction and ego-resilience of middle-aged women in the working environment will help reduce work-family conflicts.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.13 no.9
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• pp.4107-4118
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• 2012

This is a descriptive correlation study to identify health status and affecting factors related to job among Korean women employees. Data were obtained from women employees aged 20 to 64 using the Korean Working Conditions Survey 2006(KWCS). Stepwise multiple regression analysis using SAS version 9.1 was performed to identify affecting factors on physical and psychological health status related to job among Korean women employees. Musculoskeletal work-load was the most significant factor affecting on both physical and psychological health status. Modification of work environment to relieve musculoskeletal work-load, systemic health management and health education needs to be given to women employees who were exposed to high musculoskeletal work-load.

• Journal of the Korea Safety Management & Science
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• v.15 no.3
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• pp.83-91
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• 2013

The purpose of this study was to compare the exposure levels to emotional labor, occupational and socio-psychological stress, and fatigue for workers engaged in the fields of beauty business (make-up, skin, nail, and hair). For this purpose, a survey was carried out and a statistical analysis was performed for 813 persons As a result, emotional labor was found to be linked with 3 factors of emotional control, emotional dissonance, and positive emotional expression. The exposure level of emotional control was found to be high in the area of hair care and that of positive emotional expression was high in the area of nail care. Based on evaluation of Occupational Stress Scale(KOSS), the stress were found to be highest among workers engaged in the field of make-up and lowest among those in the field of nail. The exposure level of psychosocial stress was found to be the highest in the area of make-up and the lowest in the area of nail care. The exposure level of fatigue was found to be the highest in the area of make-up and the lowest in the area of nail care, showing a difference in the exposure level of stress by area of beauty business. The study confirmed that there is a difference in the exposure level related to emotional labor, job stress, psychosocial stress, and fatigue by area of beauty business.

• The Journal of the Korea Contents Association
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• v.16 no.4
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• pp.23-35
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• 2016

This study investigates the effects of authentic leadership and organizational supports on the organizational citizens behavior of public welfare facility employee. Structural equation model with four latent variables were constructed to test the hypothetical relationships between variables. Out of 230 people from welfare facilities in Yong-in City were sampled and 216 were answered the questionnaire. Results suggests that authentic leadership and organizational support perceptions were shown to have a positive(+) significant effects on the job engagement and organizational citizenship behavior. Authentic leadership and perceived organizational support are effected as a direct positive effect on job engagement, and the influence of perceived organizational support was recognized as greater fact than the authentic leadership. Variable 'job engagement' took a intermediating role between two independent variables and organizational citizenship behavior. Based on the hypothesis test results we might conclude that welfare facility employee whose task require emotional engagement need to be supported by systematic plan of material resources.

• Health Policy and Management
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• v.22 no.1
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• pp.129-144
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• 2012

Purpose : The purpose of this study was to investigate the level of emotional labor and to identify affecting factors on emotional labor among one university hospital employees. Material and Method : This study was based on cross-sectional, self-administered, and Internet-based survey. The survey was conducted from Mar. 2 to Mar. 28. 2011. Total subjects were 812 employees working in one university hospital. Total response rate was 61.5%. Modified evaluation tool was used, which was originally developed by Morris and Feldman, to measure the level of emotional labor among hospital personnel. In order to identify the affecting factors on high level of emotional labor, we conducted logistic regression. The SPSS statistical software package was used to perform the statistical analysis. All statistical tests were 2-sided and a p-value<0.05 was considered statistically significant. Results : Average score of emotional labor was 3.06. Employees(3.39) who are working at the emergency department and hemodialysis room indicated the highest level of emotional labor, followed by wards(3.14), department of administration(3.14), department of ambulatory cares(3.06). The factors affecting on the high level of emotional labor were the highest level of schooling, types of department, and types of personality(p<0.05). Conclusion : The survey results showed that there was significant level of emotional labors among hospital employees. Therefore, the efforts to reduce the level of emotional labors are needed.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.12
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• pp.416-431
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• 2018

The purpose of this study was to analyze in-depth the nurses' experience of hospital work and the factors affecting career interruption of nurses. For this purpose, 20 inactive nurses aged 26-55 participated in interviews about their experience as nurses, characteristics of nursing work, and reasons for retirement, and applied the analysis method of Colaizzi among phenomenological research methods. The analysis resulted in 104 significant statements, 17 formulated meanings, 6 clusters of theme, and 2 categories. The two categories are nursing work characteristics and work environment characteristics. In the characteristics of nursing work, there are four clusters of theme of 'time pressure', 'lack of autonomy', 'physical and emotional labor', 'low wage increase', and in the characteristics of nursing work environment, there are two clusters of theme of 'physical environment' and 'human environment'. Therefore, in order to improve the nurse career interruption, efforts should be made to alleviate excessive work intensity, raise the appropriate level of pay and provide a safe working environment.

• Journal of the Korea Convergence Society
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• v.12 no.11
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• pp.371-376
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• 2021

This study analyzed the mediating effect of turnover intention between the empowerment and the job satisfaction of professionals in the welfare centers for the handicapped. A survey of professionals working in Deajeon and Chungnam areas was conducted and the 352 data were analyzed. The analysis results are as follows : 1) professionals' empowerment had a positive effect on the job satisfaction. 2) the mediating effect of the turnover intention was proved between the both variables. Based on the research findings, it is necessary to provide proper authority for professionals and to raise the wage level for improving their empowerment quality. For reducing professionals' turnover intention, we need to ease the burden of work and to offer the mentor program, the club activities and the rest support service for the sake of managing emotional labor.

• The Journal of Society for e-Business Studies
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• v.20 no.2
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• pp.37-71
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• 2015

At present, the importance of organizational effectiveness is highlighted even more as business environment enters into a new type of work setting, the smartwork environment. This new type of work environment could be significantly influential in promoting organizational effectiveness of office administrators who carry out atypical types of tasks in general and are exposed to emotional labor excessively. Organizational effectiveness of office administrators could also be controlled by their concerns at work, their personal values and the increasing demand for work-life balance. The main purpose of this research is to investigate how smartwork environment perceived by office administrators is related with organizational effectiveness. In addition, this research places the focus on how concerns and work-life balance moderate the relationship between smartwork environment and organizational effectiveness. The survey was conducted among 102 office administrators, and data were analyzed by moderated multiple regression analysis method. Job autonomy of smartwork environment showed positive effect on job satisfaction, organizational commitment, and innovative behavior. IT dependence of smartwork environment showed negative effect on job satisfaction and organizational commitment and positive effect innovative behavior. It was found that concerns with impact positively moderate the effects of job autonomy on job satisfaction and innovative behavior; concerns with self negatively moderate the effects of job autonomy on organizational commitment and innovative behavior. Also, it was found that work-life balance moderates the effects of job autonomy on organizational commitment and the effects of IT dependence on innovative behavior. The result of this research can be taken into consideration when a strategic human resource development plan is prepared for office administrators in smartwork environment.

• The Journal of the Korea Contents Association
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• v.18 no.7
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• pp.536-550
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• 2018

This paper examine how acceptance of AI robots can be achieved according to occupational groups when the discourse on human labor and occupation changes due to the new industrial revolution is spreading steadily. Previous research on the acceptance of new technologies and products has predicted use behavior through subjective beliefs and values that do not change well over the short term. Therefore, this study compares the beliefs, values, and use intention of AI robots according to occupation. As a result, the subjective belief factor for AI robots was classified into belief in rationality(reason) and belief in benevolence(emotion). The value factors were divided into acceptance value(role performance, communication, social comparison) and avoidance value(risk, complexity). There was a significant difference in the effect of these on the use intention of AI robot by occupation and employment types. This result suggests that there are gaps in the occupation group at the rate of technology acceptance, as opposed to the existing prediction that AI robots will be rapidly expanded by professionals.