• Journal of the Korea Academia-Industrial cooperation Society
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• v.12 no.11
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• pp.4914-4923
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• 2011

This study aims to investigate the factors influencing job satisfaction to job stress of physician assistant(PA) nurses. This research design was a descriptive study. The subjects in this study were 104 PA nurses. Data were collected from September 1, 2010 to January 10, 2011, and analyzed by SPSS PASW statistics 18.0 program. The mean score of men on the job stress was 43.47(${\pm}13.77$), The mean score of women was 45.07(${\pm}9.78$). The mean score of job satisfaction was 2.72(${\pm}0.30$). There was no statistical difference between general characteristics and job satisfaction. There were statistical difference between unmarried subjects and organizing system(p<.05), inadequate compensation(p<.01). In the results of multivariate regression analysis, adjusted $R^2$ value was 0.567. The model fit was 56.7%. Job satisfaction was low in the insufficient job control and inadequate organizing system. It is hospital policies for the reduction of job stress(particularly, insufficient job control, and organizing system stress).

• Proceedings of the Korean DIstribution Association Conference
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• 2005.02a
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• pp.159-178
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• 2005

백화점 화장품 채널에서 중간 순위에 위치한 LG생활건강 오휘 브랜드는 자사의 약한 브랜드 파워를 고객관계전략을 통해 상쇄함으로써 고객충성도 및 매출 등의 시장성과를 제고시킬 수 있었다. 오휘는 자사의 CRM 활동에 대한 체계적인 리뷰를 통해 문제점을 파악하고, 이를 개선하기 위한 구체적인 전략들을 선정하였다. 선두 기업이 되기 위한 기반인 Critical Mass의 고객을 확보하고, 맞춤형 충성도 프로그램을 개발하여 고객 충성도를 증가시켰다. 또한 전략의 실행력을 높이기 위해서 현장의 직원들이 실제 고객들을 판별해서 편익 프로그램을 구현할 수 있도록 고객 등급을 단순화하였다. 마지막으로 CRM 활동이 전사적으로 자리 잡을 수 있도록 성공사례 공유를 통한 지식 확산과 더불어 성과보상 체계도 이에 연결시켰다. 이러한 일련의 활동을 통해 오휘 브랜드는 시장점유율의 상승 및 경쟁사보다 높은 매출 성장률, 고객만족도 제고를 이루었다.

• Proceedings of the Korean Institute of Navigation and Port Research Conference
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• 2018.05a
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• pp.141-143
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• 2018

이 연구는 선원의 연령과 결혼여부 및 국적 등의 개인적 특성과 총승선기간, 현회사 승선기간, 선내 근무부서와 직급 등의 승선경력과 승선근무에 대한 보상요인으로 선원 복지후생만족도 그리고 승선근무에 대한 내성으로 이가정성 및 이사회성 등의 승선근무 특성, 그리고 외국인 선원광의 혼승에 따른 이문화 수용 및 적응의 혼승 특성들에 따라 선원직업의식 수준에 어떠한 차이가 있는지를 분석하였다.

• Journal of Chest Surgery
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• v.32 no.2
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• pp.171-174
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• 1999

Background: Hyperhidrosis of the palms, axillae and face has a strong negative impact on social and professional life. The present existing non-operative therapeutic options seldom give sufficient relief and have a transient effect. A definitive cure can be obtained by upper thoracic sympathectomy. However, this is offset by the occurrence of a high rate of side effects, such as embarrassing compensatory sweating. Material and Method: From Sep. 1997 to Feb. 1998, 89 cases of the needle(2 mm) thoracoscopic thoracic sympathicotomy were performed. The second thoracic ganglion was resected by cutting with a endoscissors. Result: A bilateral procedure takes less than 25 min and requires just one night in hospital. There have been no mortality or life-threatening complications. One patient(<2%) required intercostal drainage because of pneumothorax. Primary failure occurred in one cases(<2%) and recurrent hyperhidrosis occurred in no cases. The patients with failure was successfully re-sympathicotomy. At the end of postoperative follow-up(median 3 months), 96.6% of the patients were satisfied. Compensatory sweating occurred in 57 cases(64.0%) with fourteen of those cases classified as either embarrassing in 10 cases(11.2%) or disabling in 4 cases(4.5%). Conclusion: Endoscopic transthoracic sympathicotomy is an efficient, safe and minimally invasive surgical method for the treatment of palmar and craniofacial hyperhidrosis.

• 한국노년학
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• v.31 no.2
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• pp.381-400
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• 2011

The purpose of this study is to develop the scale on Selection, Optimization, Compensation(SOC) model as successful aging strategies of Korean Elderly. In first phase of the study, 64 pilot items were collected from researcher's indepth interviews with a purposive sample group of 24 elderly people(16 items) and original SOC scale(48 items). To analyze the factor structure and to verify the validity of the scale, 592 questionnaires collected from survey were divided randomly into 300 developmental samples and 292 validity samples. The items were examined exploratory with developmental samples and confirmatory factor analysis with developmental samples. Two factor analysis supported four factor structure of the SOC consisted of 20 items. Four factors are as follows: 'Elective Selection', 'Loss-Based Selection', 'Opimization', 'Compensation'. The cronbach's alpha estimate of the scale was .930. This scale of four factor model exhibited good fit, assessed by overall fit measure criteria(TLI=.939, CFI=.947, RMSEA=.058). The result of analysis by item response theory for SOC scale is satisfatory. Also, SOC scale was significantly related to the two successful aging scales for Korean elderly and life satisfation scale(SWLS). These results proved the validity of the scale.

• Journal of Chest Surgery
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• v.32 no.8
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• pp.739-744
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• 1999

Background: This study was designed to evaluate the effectiveness of T3 sympathicotomy in treatment of palmar hyperhidrosis. Material and Method: During the period of June to December 1998, 50 patients (24 females and 26 males) suffering from palmar hyperhidrosis either in isolation (n=37) or in combination with axillary hyperhidrosis (n=13) were operated. The mean age of the patients was 20 years. The bilateral sympathetic trunks were severed on the 3rd rib (2nd and 3rd ganglia) for the isolated palmar hyperhidrosis and on the 3rd and 4th ribs for the combined type using electrocoagulation scissors. A linear analogue scale was used to assess the degree of sweating on the palms, face, trunk, and feet (ranged 0 to 10:0 = anhidrosis: 10 = excessive sweating) as well as the patient's satisfaction with the surgery (ranged 0 to 10:0 = regret; 10 = completely satisfied). Result: All of the patients were relieved from palmar hyperhidrosis. A mean palmar sweat production score after T3 sympathicotomy was $1.5\pm$0.8. Some degree of compensatory sweating had occurred in 39 patients (78%) with a mean score of 3.4$\pm$1.6. Gustatory sweating occurred in 2 patients (4%). The mean score of the patient's satisfaction after the surgery was 8.5$\pm$1.2. Conclusion: Palmar hyperhidrosis can be successfully relieved by the T3 sympathicotomy. When considering the advantages of T3 sympathicotomy with respects to a better preservation of facial sympathetic function, less occurrence of severe compensatory sweating, and lower incidence of gustatory sweating. We recommend T3 sympathicotomy as a treatment of choice for palmar hyperhidrosis.

• Journal of Chest Surgery
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• v.31 no.3
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• pp.226-232
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• 1998

With recent advancements in the instrumentation and technique of VATS, it has become the method of choice to cure facial hyperhidrosis. From July 1996 to April 1997, we performed 43 thoracic lower stellate ganglionectomy with VATS for facial hyperhidrosis. There were 33 men and 10 women whose ages ranged from 17 to 63 years(mean age, 37 years). Of those patients, 23 complained only of facial hyperhidrosis, and 20 complained of facial hyperhidrosis along with excessive sweating of the palm or foot. Thoracoscopic sympathetic ganglionectomy procedures included lower stellate ganglionectomy in 12 patients; lower stellate ganglionectomy and T2-sympathetic ganglionectomy in 28 patients; and lower stellate, T2 and T3 sympathetic ganglionectomy in 3 patients. Common complications were compensatory hyperhidrosis(36 patients) and causalgia(8 patients). At the end of the follow-up period(minimum, 3 months) ninety-five percent of the patients reported satisfactory results. Thoracic lower stellate ganglionectomy with VATS is an efficient, safe and minimally invasive surgical procedure for facial hyperhidrosis.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.13 no.3
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• pp.1220-1228
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• 2012

This study was carried out in order to offer medical service in good quality by enhancing dental hygienists' job satisfaction and to arrange basic data necessary for individual development and health promotion in dental hygienists through grasping the job stress level and job satisfaction of being experienced by dental hygienists, and the correlation. The self-administered questionnaire was surveyed and collected from August 1-12 of 2011 targeting 210 dental hygienists of general hospitals, dental hospitals, and dental clinics nationwide(Seoul, Gyeonggi, Daegu, Pohang).The analysis was made on 205 people. The collected data was analyzed by using SPSS WIN 15.0 program. As a result, out of job stress, the average was indicated to be the highest with 2.71 in 'job demand.' As a result of examining about sphere-based relationship between health perception level and job stress related to building in dental hygienists, the central nervous system manifestation showed statistically significant positive correlation with physical environment(r=.281, p<.001), job demand(r=.281, p<.001), relational conflict(r=.163, p<.05), organizational system(r=.166, p<.05), compensation inappropriateness(r=.267, p<.001), and job stress(r=.311, p<.001). Overall, the building-related health perception level showed statistically significant correlation with physical environment(r=.259, p<.001), job demand(r=.311, p<.001), relational conflict(r=.172, p<.05), organizational system(r=.158, p<.05), compensation inappropriateness(r=.197, p<.01), and job stress(r=.275, p<.001). They need to improve their quality of life and life and mental health by developing proper air conditioning system and using one in their work place. if so, they could contribute to better quality of oral cavity service for everyone.

• The Korean Journal of Vision Science
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• v.20 no.4
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• pp.403-411
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• 2018

Purpose : The purpose of this study is to analyze how the certain efforts of the optical shops affect on opticians' job satisfaction and organizational commitment, and to analyze how opticians' job satisfaction and organizational commitment affect on the customer orientation and to suggest the method of maintaining competitiveness. Methods : Two hundred opticians took participations on the surveys via the Internet survey method and social network system (SNS), and SPSS 18.0 statistics program was used for data analysis; frequency analysis, T-test, factor analysis, reliability analysis, and multiple linear regression analysis were conducted. Results : It is analyzed the differences on the job satisfaction and organizational commitment in accordance with type of optical shops, conducting 5 working days/week and flexible time. As a result, higher job satisfaction is presented with 5 working days/week. Relationships with co-workers statistically affect on job satisfaction positively and emotional labor and work overload statistically affect on job satisfaction negatively. In addition, relationships with co-workers and reward statistically affect on organizational commitment positively and emotional labor and work overload statistically affect on organizational commitment negatively. And opticians' job satisfaction and organizational commitment statistically affect on customer satisfaction positively. Conclusion : It is necessary for the optical shops to make an effort for their opticians to improve the job satisfaction and organizational commitment. And to do so, it is needed to form trusting and respecting relationships with co-workers or superiors. In addition, it is necessary to have continuous communication and education for opticians' self-management. Also, it is needed to establish an effective reward system.

• The Journal of Society for e-Business Studies
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• v.15 no.2
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• pp.107-135
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• 2010

Nowadays many telecommunication service companies try to enhance the quality of their service by providing customers with more specialized service for greater customer satisfaction. As this trend continues, the role that frontline employees play is getting more and more important because they are the ones who have direct influence on customers. For this reason, more than ever, the role of call center has become of paramount importance. Noting that a call center employee's job satisfaction critically affects the quality of service that a customer gets, this study was carried out in order to provide an insight on effective personnel and performance management which can boost up the job satisfaction of a call center employee, thereby enhancing the productivity of Call Center. Conclusively, it verifies that among job satisfaction influence factors, superior's support and compensation fairness indeed have a tremendous influence on job satisfaction of a call center employee. Furthermore, it verifies that if a call center employee is satisfied with his or her job, he or she tends to work more efficiently and hence increase productivity.