• The Journal of the Korea Contents Association
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• v.17 no.6
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• pp.351-361
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• 2017

In Korea, as the elderly population increases, elderly medical facilities and nursing care workers are increasing in labor force, but nursing care workers are avoiding nursing care workers due to poor working conditions and many physical and mental exhaustion of nursing care workers. Therefore, in this study, 284 nursing care workers were surveyed to search resources and to find alternatives to enhance the quality of life of caregivers. The result of research, The first, effected positively on the quality of life in environmental and social on a married women. The more a religion, effected positively on the quality of life in environmental and social, psychological. The higher the salary, effected positively on the quality of life in environmental and social, physical. The second, the support of a Superior effected positively on the quality of life in environmental and physical and the support of a colleague effected positively on the quality of life in social and physical. The third, the support of a Superior moderated by self-efficacy of the quality of life in the social and psychological. This results suggest that can be influential variables the support of social and the self-efficacy as an alternative to burnout of the care workers.

• Journal of the Korea Convergence Society
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• v.10 no.8
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• pp.237-243
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• 2019

This study used latent profile analysis to identify heterogeneous subgroups with respect to the perception of work environment among workers in residential facilities for people with disabilities. The final model yielded five latent profiles of the perception of work environment: 'low workload group' who scored low in time pressure and job responsibility, 'discrimination perception group' who scored low in supervisor support and high in sex and academic/regional discriminations, 'positive perception group' who scored high in work autonomy and peer and supervisor supports, 'high workload group' who scored high in workload, time pressure, and job responsibility, and 'average group' who scored average in most areas. In the case of job satisfaction, positive perception group was the highest, followed by average group, low and high workload groups, and discrimination perception group.

• Korean Journal of Culture and Social Issue
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• v.27 no.1
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• pp.113-138
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• 2021

In this study, a meta-analysis was conducted on a total of 34 studies (14 academic papers, 20 dissertations in academic journals) conducted in Korea from 2000 to 2020 in order to understand the relationship between work-family conflict, work-family enhancement and social support. (N=17,530). Work-family conflict and work-family enhancement were used for analysis by dividing the direction into the case where the direction was not distinguished, the direction from work to home, and from home to work. The social support was divided into family, spouse, organization, supervisor, coworker, and not classified according to support resource, and a subgroup analysis was conducted. Depending on the type of support, a subgroup analysis was conducted by dividing into emotional, instrumental, informational, and appraisal support. As a result of the analysis, both support resources and types showed a significant relationship with work-family conflict and work-family enhancement. It was confirmed that the most significant relationship was changed according to each sub-factor and the direction of conflict and enhancement. Based on the above research results, the implications and limitations of this study were presented and directions for future research were suggested.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.17 no.4
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• pp.622-631
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• 2016

This study examined 316 soldiers in the South Korean Army and the mediation effects of social support on bullying and frustration. Bullying, social support, and frustration showed average scores of 2.23, 3.60, and 2.75 points, respectively. There was a positive correlation between bullying, social support, and frustration. All of the subordinate variables of bullying showed significant impacts on frustration (p<.05), with psychological harassment showing the greatest impact (${\beta}=.340$), followed by bullying in interpersonal relationships (${\beta}=.149$) and bullying at work (${\beta}=.130$). In all the interaction items of the subordinate variable bullying ${\times}$ social support, bullying had a significant impact on frustration at p<.01, while the highest impact was shown in the interaction item of bullying ${\times}$ member support (${\beta}=.456$). The results imply that intangible combat power and solidarity among soldiers can be guaranteed only when superiors and peers provide full support for soldiers who are victims of bullying.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.12 no.6
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• pp.2598-2606
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• 2011

This study investigated the relationship between job stress and psychosocial stress among clerical public officers in Daejeon City. The self-administered questionnaire survey was administered to 386, during the period between June 1, 2010 and July 31, 2010. As a results, In terms of various levels of psychosocial stresses, 8.8% of the subjects were healthy group, 64.5% were potential stress group, and 26.7% were high risk stress group. On job specifications, the high risk stress group were significantly higher those with higher level of job demand, lower job autonomy and lower colleagues support than their respective counterparts. The level of psychosocial stress was positively correlated with job demand and negatively correlated with job autonomy and social support. Multiple regression analysis revealed that the factors of influence on psychosocial stresses included subjective status of health, satisfaction in work, smoking, leisure activities, past history of visits to medical clinics, social support from colleagues.

• Stress
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• v.26 no.4
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• pp.340-349
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• 2018

Background: The purpose of this study was to examine the moderating effect of resilience and social support to analyze that call center consultants' emotional labor impacts on the burnout. Methods: A survey questionnaire was conducted to people who work at call center in Gwangju and Deagu. The data from 444 were analyzed. Results: The result from the hierarchical multiple regression is as follows. First, deep acting decreased burnout, but surface acting of emotional labor increased burnout. Also, frequency of emotion display, variety of emotion required to be expressed and attentiveness to required display rules increased burnout. Second, Resilience had moderating effect between deep acting and burnout. Third, the moderate effect of interaction of social support from leader with surface action was found at burnout. Also, moderating effect of social support from leader were shown in frequency of emotion display with burnout and attentiveness to required display rules with burnout. Fourth, social support from colleague did not have buffering effect on emotional labor and burnout. Conclusions: It is expected that the moderator variables identified in this study can be used for prevention and treatment of burnout caused by emotional labor.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.12 no.9
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• pp.3887-3896
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• 2011

This study was intended to measure the level of psychosocial stress among nurses working for a university hospital and to reveal its related factors. The self-administered questionnaires were given to 450 nurses during the period from October 1st to 31st, 2010. As a results, the level of psychosocial stress was 10.2% in normal group, 64.0% in potential stresses group, and 25.8% in high risk stress group. In correlation, psychosocial stress was positively correlated with job demand, but it was negatively correlated with job autonomy, supervisor and colleague support. For the results of hierarchial multiple regression analysis, the level of psychosocial stress was influenced by the variables of regular exercise, quality of sleep, subjective status of health, shift work, fit to the job, job demand, job autonomy and supervisor support. Especially, the psychosocial stress was higher related with the contents of job stress increased with explanatory powers of 18.1% on the psychosocial stress.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.17 no.8
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• pp.569-581
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• 2016

The purpose of this study was to define the quality of nursing services in relation to a nurse's psychosocial factors (type A behavior pattern, self-esteem, locus of control, and anxiety), job stress, and fatigue. This study targeted 503 nurses currently working at one of six general hospitals in Daejeon city, the data were collected by a self-administered questionnaire, which was surveyed from April 1 to June 30, 2014. According to multivariate logistic regression analysis, the high self-esteem, locus of control, and strong support by supervisor and co-workers decrease the risk of a low career quality. In contrast, high situational fatigue and overall fatigue increase the risk of a low career quality. According to the results of hierarchical multiple regression analysis, the quality of nursing services increased with age, the subjective health condition was satisfying, aptitude corresponded to the jobs, self-esteem was high, anxiety was low, support by co-workers was strong, and the overall fatigue was low. Above results suggest that the quality of nursing services of nurses who work at a general hospital has a strong correlation with the psychosocial factors, job stress, and fatigue.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.3
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• pp.89-95
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• 2020

This study is a descriptive research to investigate the effects of nurses' internal orientation, social support and job orientation on turnover intention. The subjects were two university hospital nurses in D metropolitan city who agreed to participate in the study. Data collection was conducted from October 2, 2018 to March 20, 2019. The data were analyzed using SPSS 22.0 program, frequency and percentage, mean and standard deviation, correlation analysis, t-test, ANOVA, Pearson's correlation, and multiple regression. The study results were 3.04 ± .62 points for internal orientation policy, 3.08 ± .55 points for social support, 3.81 ± .59 points for peers, 3.67 ± .60 points for family members, and 2.98 ± 0.43 points for job placement and intention to turnover. The degree of turnover decreased with higher internal orientation, social support and job orientation. An examination of the general characteristics of the factors affecting turnover intention showed significant results with clinical experience and working department. The higher the clinical experience, the higher the turnover intention, and the department of work showed the higher turnover intention in the order of surgical ward, medical ward, ICU, and OR. These results show the need to actively develop and educate programs to improve nurses' intention to turnover, as well as internal hospital-oriented policies, social support, and job placement.

• Korean Security Journal
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• no.13
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• pp.91-112
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• 2007

The purpose of this study is to identify effect of superior leadership style in private security service on job satisfaction. The survey research tool was a questionnaire. The subjects of this study were selected from the population of private security service employee's and sampled by using convenience sampling. Data obtained from 448 athletes were used. Questionnaire was used as a tool to attain the purpose of this study, SPSS 12.0 program was used to analyze the data, and statistical tests including correlation analysis and multiple regression analysis were conducted at significance level of p<.05. The results of this study were as follows. First, the democratic behavior, affirmative feedback, training and direction and social support in leadership style have a significant effect on a satisfaction of relation with supervisor. Second, the democratic behavior, affirmative feedback and training and direction in leadership style have a significant effect on a satisfaction of relation with coworkers. Third, the democratic behavior, affirmative feedback and training and direction in leadership style have a significant effect on a satisfaction of work. Fourth, the democratic behavior and authoritative behavior in leadership style have a significant effect on a satisfaction of pay. Finally, the democratic behavior, affirmative feedback and training and direction in leadership style have a significant effect on a satisfaction of promotion opportunity.