• Journal of dental hygiene science
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• v.15 no.4
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• pp.465-471
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• 2015

The purpose of this study was to investigate the effects of educational training and psychosocial characteristics such as self-efficacy and social support on job involvement in dental hygienists. A total of 418 dental hygienists who were working in S, I and G area were recruited in this study. A self-administered questionnaire was used to evaluate individual and job characteristics, educational training, self-efficacy and social support of the study subjects. Hierarchical regression analysis was performed to examine the relationship of individual and job characteristics, educational training, self-efficacy and social support to job involvement. All statistical analyses were performed using the IBM SPSS Statistics ver. 20.0 for Windows, and p<0.05 was considered significant. The results show that learning experiences of liberal arts or social sciences as a part of college curriculum (t=-2.406), self-efficacy (t=3.728) and social support at work (t=4.391) were significantly associated with job involvement in dental hygienists. Dental hygienists who were having experiences of liberal arts or social sciences as a part of college curriculum, showing higher levels of self-efficacy, and receiving adequate social support from supervisors or coworkers at work were more likely to feel job involvement. They explained 17.4% of total variance of job involvement. This result suggests that experiences of liberal arts or social sciences as a part of college curriculum, higher levels of self-efficacy, and adequate social support from supervisors or coworkers at work might play an important role in increasing job involvement of dental hygienists. It is strongly required to develop individual and organizational program or training to promote a positive attitude to their job as a key professionals in the field of dental health, and to increase job involvement of dental hygienists.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.7
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• pp.4745-4757
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• 2015

This research has been conducted to understand relations in general hospital nurses health level (SF-36), sociodemographic characteristics, health related factors, job related factors, and job stress. The subjects of the research are 572 nurses who are working in six different general hospitals with 250 beds. Data which has been collected from self administered questionnaire during the period from May 1st, 2014 to may 31th. The result has described, the health level(SF-36) of nurses has strong relation to sociodemographic characteristics, health related factors, job related factors, and even job stress. Especially the health level (SF-36) of nurses has risen when the nurses have less job stress, lower job pressure and more support from supervisor and coworkers. Therefore, the primary things to create are system development and atmosphere which controls the nurses' job stresses. Moreover, it is also important to develop programs for nurses' career satisfaction.

• Korean Journal of Social Welfare
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• v.65 no.3
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• pp.107-130
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• 2013

This study conducted a meta-analysis on the studies related with job satisfaction of social workers. For data analysis, journals, theses, and dissertations published between 1990 and 2013 were reviewed systematically. Through this process, this study calculated average effect size of each variable and explored moderator variables. The study results were as follows. First, this study significantly identified 27 variables related with job satisfaction of social workers. Second, the results indicated that large effect size variables included empowerment, organizational climates, supervision, relationship with boss, leadership, social support, work environment, reward system factor, self-esteem, work autonomy. Third, moderator analyses were conducted utilizing characteristics of organization. Moderate effects were identified in the following variables including role conflict, specialization, recognition, promotion, relationship with peer, supervision. Finally, the implications of the study findings were discussed.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.5
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• pp.312-319
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• 2020

This study examined the factors that affect the turnover intention of newly graduated nurses. The basic data was utilized for developing a personnel resource maintenance program for newly graduated nurses. New nurses working at a general hospital in City D were surveyed from May 2016 to April 2018. The questionnaires completed by 232 volunteers were analyzed using the IBM SPSS 21.0 program, and the descriptive statistical analyses included t-tests, ANOVA, Scheffe test, Pearson's correlation coefficient, and multiple regression analysis. Among the general characteristics of new nurses, their workload displayed significant differences in proactive behavior, organizational commitment, social support, and the turnover intention. There was a negative correlation between organizational commitment, employer support, peer support, and the turnover intention. The influential factors were organizational commitment and workload, and the explanatory power for turnover intention was 36.1%. Higher organizational commitment, along with appropriate workload, led to a lower turnover intention. Therefore, appropriate work allocation through work analysis is necessary to lower the nurses' turnover intention. Developing a program that can increase proactive behavior and implementing various intervention strategies can increase the participation of newly graduated nurses when establishing and implementing appropriate hospital policies.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.11 no.6
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• pp.2169-2177
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• 2010

The effects of job related factors on psychosocial health status were examined by taking job stress into account. The self-administered questionnaires were performed, during the period between Oct. 1st, 2009 and Nov. 30th, 2009, to 805 individuals in the service of general administration located in Daejeon City. Causal relationships between job related factors, job stress, and, psychosocial health status were examined by structural equation model. The main finding as follows: For correlations of such indices of psychosocial health status as PWI and MFS with various studied items, all of these two indices were found to be in a negative correlation with the job position, job career, satisfaction in job life, autonomy of job, supervisors support and coworkers support, whereas in positive correlation with the experience of sick absence per year and job demand. With the analysis of structural equation model, the degree of job stress factors was more influential on the level of psychosocial health status than job related factors in such a manner as that the greater the job stress, while the lower the job related factors, the higher the psychosocial health status(PWI and MFS). Moreover, it was found to have the inter-relational effects that the greater the job related factors, the lower the job stress factors. Thus the effective strategy for stress and fatigue symptoms reduction among governmental employees requires additional programs focusing on innovated job specifications.

• Journal of dental hygiene science
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• v.16 no.6
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• pp.449-457
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• 2016

This study was aimed at exploring the meaning and essence of the conflict experiences of clinical dental hygienists. In-depth interviews with 13 dental hygienists working in a dental clinic were conducted. Giorgi's method was used for qualitative analysis of the data. Conflict experiences of clinical dental hygienists were categorized into four central meaning as task conflicts, interpersonal conflicts, organizational environment conflicts, and conflict management style. Participants felt more sensitive towards the attitudes of people than treatment itself. Further studies on the multifaceted approach to conflict experiences of dental hygienists should be made. Additional research is necessary to develop effective measures and program to prevent and reduce conflict and stress in the work environment of dental hygienists.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.2
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• pp.1318-1327
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• 2015

In this study, customer service representatives in call centers, the relevance of occupational stress, and turnover intention as well as the investigation of the relevance to that of demographic characteristics, health behaviors, and job-related characteristics is carried out. In particular, the relevance of occupational stress and turnover intention was attempted to be identified. From the response to the surveys of nine hospitals and five companies, there was a total of 158 people during the investigation. The collection of data was conducted by self-administered questionnaire in the period of February 1, 2013 to June 30, 2013. As the result of study, factors related to turnover intention involved age, sleep, job demands and job autonomy as significant variables. In particular, in the relevance of occupational stress and turnover intention, it was revealed that turnover intention decreases as job autonomy increases while turnover intention increases as job demands become higher. The ratio of danger of occupational stress on turnover intention eminently increased in the group of high job demands, low job autonomy, low support of supervisor and co-worker. Therefore, it is considered that efforts for improvement of occupational stress factors are required to decrease turnover intention.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.14 no.4
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• pp.1781-1791
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• 2013

The present study was intended to measure the level of psychosocial stress and fatigue symptom according to the various characteristics such as sociodemographic, health-related, job-related, job stress factors, and psychosocial factors among nurses working at ward and operating room in university hospitals, and to reveal the relation between these factors and psychosocial stress and fatigue symptom. The self-administered questionnaires were given to 220 nurses working at ward, and 147 nurses working at operating room in 4 participating hospitals located in Daejeon City during the period from July 1st to Aug 31st, 2012. As a results, the factors related to the psychosocial stress of nurses working at ward were age, subjective health status, job career, satisfaction of work, fit to the job, job demand, job control, coworker support, self-esteem, locus of control, type A behavior pattern. In operating room, there were age, sleep hours, subjective health status, job career, physical burden of work, satisfaction of work, fit to the job, consider quitting the job, job demand, job control, type A behavior pattern. The factors related to the fatigue symptoms of nurses working at ward were age, leisure time, subjective health status, satisfaction of work, consider quitting the job, job demand, locus of control, type A behavior pattern. In operating room, there were age, subjective health status, physical burden of work, supervisor support, coworker support, locus of control. Based on the study results, we suggest that the factors related to psychosocial stress and fatigue symptom of nurses were different from working station. We need development and application of programs to keep under management psychosocial stress and fatigue symptom.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.17 no.3
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• pp.201-214
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• 2022

This study theoretically and empirically examined whether organizational communication mediates the effect of organizational learning culture perceived by members in the organization on task performance and contextual performance. Organizational learning culture is defined as a culture that is good at creating, acquiring, transferring, and modifying behavior to reflect new knowledge and insights. The hypothesis of this study is that the perceived organizational learning culture can increase performance through organizational communication between members. In particular, we measured communication within the organization into three types: upward, horizontal, and downward. These communications were set as mediating variables. In empirical studies, independent variables were perceived organizational learning culture, mediation variables were upward, horizontal and downward communication, and dependent variables were task performance and contextual performance. Hypothesis 1 is that the organizational learning culture will have a positive effect on employees' tasks and contextual performance. Hypothesis 2 is about the mediating effect of communication on the relationship between Hypothesis 1. In the empirical study, after verifying the validity and reliability of the research variables, correlation analysis and hypothesis verification were conducted. Hypothesis 1 was verified through regression analysis, and all detailed hypotheses were supported. To verify Hypothesis 2, we conducted a bootstrap test using process macro to separate the total, direct, and indirect effects and examine the significance of the indirect effects. As a result, Hypothesis 2 was partially supported. Downward communication mediated organizational learning culture and task and contextual performance, and horizontal communication mediated organizational learning culture and contextual performance. The mediating effect of upward communication was not significant. The results of this study contributed to the suggestion of implications, research limitations, and research directions. Organizational learning culture is the direction and intention of the organization to achieve its goals through the learning and growth of its members. By strengthening internal motivation, organizational members can take voluntary desirable actions that help groups and organizations as well as essential tasks given. since this relationship appears as a medium of downward communication, organizations can strengthen the relationship between organizational learning culture and performance through leadership education.