• The Journal of the Korea Contents Association
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• v.6 no.9
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• pp.185-191
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• 2006

The purpose of this study is to examine the effects of the perception of compensation equity on the organizational commitment, and the potential mediating roles of trust in that process. The results were as follows; First, the perception of compensation equity(pay and promotion equity) has a positive influence on organizational commitment. Second, hierarchical regression showed that promotion equity added to pay equity in expanding the variance of the organizational commitment. Third, according to results of regression analysis was found for mediating role of trust in their leaders in the relationships between compensation equity and organizational commitment. The result of the study implies that trust is a crucial factor in the explanation of organizational commitment and hotel managers are able to motivate organizational commitment by paying more attentions to trust in their leaders.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.13 no.7
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• pp.3112-3122
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• 2012

This study was performed to determine the job satisfaction and its association with sociodemographic and health related characteristics, job-related factors and job stress among nursing officers. The survey was administered to 350 nursing officers working at military hospitals of the ROK Armed Forces, from May 30 to June 15. The structured self-administered questionnaires were delivered and they were collected without respondents' personal information. As a results, The job satisfaction of respondents turned out to be significantly higher in the group of elder, current drunker, higher positional status, a longer job career, department of general wards, satisfied with their work, fit to the job, haven't considered quitting the job, lower job demand, higher decision latitude and higher support from supervisor. Especially, job stress is highly correlated with job satisfaction. Therefore, to initiate inner motives leading to higher job satisfaction to provide a better working environment for nursing officers, serious effort is necessary to improve the factors related with job stress.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.12
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• pp.128-137
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• 2018

Drawing on costly signaling theory and self-enhancement motive, this study examines the relationships among proactive personality, knowledge sharing behavior, and organizational recognition. In addition to the individual characteristic, this study considers job characteristics as conditional factors, and especially proposes the moderated mediation model in which job complexity and variety moderate the relationships among proactive personality, knowledge sharing behavior, and organizational recognition. To prove these hypotheses, empirical analyses are conducted with 166 dyad samples collected from various industries. As predicted, individuals with high proactive personality are more likely to become involved in knowledge sharing behavior, and this behavior increases organizational recognition rated by their supervisors. Moreover, job complexity and variety moderate the positive relationship between proactive personality and organizational recognition is mediated by knowledge sharing behavior. These results reveal the motive in knowledge sharing and the boundary condition that is necessary to increase such behavior. The study findings will ultimately contribute theoretical and empirical implications to the knowledge management literature.

• The Journal of the Korea Contents Association
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• v.12 no.6
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• pp.497-507
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• 2012

This study aims to verify how the characteristics of organizational supporting unit affect the effectiveness of company-wide HRD Education & Training program. To achieve this objective, we performed an empirical analysis, with the characteristics of organizational supporting unit comprising supervisor's support, job support, and company support as independent variables, and with the level of reaction stage, learning stage, transfer stage, and result stage as dependent variables. Empirical data was collected during the period from August 16, 2011 to September 9, 2011 by sending out questionnaires to employees of 5 securities firms listed on KOSDAQ where online and offline education & training program is running year-round with headquarter in Seoul. A total of 340 questionnaires were sent out three times for the survey, and total of 164 questionnaires were sampled for the final analysis. According to the outcome of the analysis, regarding the first hypothesis that tries to reveal how the characteristics affect the level of reaction stage, it is verified that all of supervisor's support, job support and company support have positive impact on the level of reaction stage with p value less than 0.01. In regard to the second hypothesis that tries to see how the characteristics affect the level of learning stage, it is confirmed that supervisor's support, job support and company support have significant impact on the level of learning stage with p value less than 0.05 or 0.01, respectively. Concerning the third hypothesis that aims to investigate how the characteristics affect the level of transfer stage, it is appeared that all of supervisor's support, job support and company support have positive impact on the level of transfer stage. And lastly, as for the fourth hypothesis that tries to see how the characteristics affect the level of result stage, it is analyzed that supervisor's support, job support and company support have positive impact on the level of result stage with p value less than 0.01. This study reconfirm the outcomes of previous research, which is that the effectiveness of company-wide education & training program depends not only on the contents and quality of education & training program, but also more importantly on the role of organizational supporting unit, and the working environment where what is learned in classroom can be applied to real business. Companies or experts that run education & training program in real world should recognize that the performance of training is dependent more significantly on the characteristics of organizational supporting unit rather than the design or features of education & training program.

• 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.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.

• 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.

• Proceedings of the Korea Water Resources Association Conference
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• 2011.05a
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• pp.172-176
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• 2011

최근 들어 생활수준의 향상과 친수 환경에 대한 인식이 높아지면서 하천환경의 보전과 개선에 대한 필요성이 증대되고 과거 이수 또는 치수 목저으로 정비되었던 하천을 자연형 하천으로 탈바꿈 시키려는 움직임이 많이 일어 나고 있다. 자연형 하천 공법의 연구는 1990년대부터 점차 이루어 지고 있으나, 호안의 식생 공법 연구 및 수리 실험을 이루어 지지 않는 실정이다. 이제 본 연구에서는 자연형 하천 정비의 대표적인 방법인 호안 사면 처리 공법 중 지오셀 식생 매트에 대한 수리모형 실험을 실시하였다. 고정상 실험을 통하여 활착된 지오셀 식생 매트가 허용할 수 있는 유속과 수위를 정하는데 목적을 두었고, 상사법칙 이론을 도입하여 수행된 실험결과를 정리 분석하였다. 분석된 실험치를 왜곡모형에 적용하여 실제 규모로 환산한 결과 현재 설계시 허용되는 유속에도 지오셀 식생 매트의 안정성이 확보되는 것을 확인할 수 있었다. 따라서 호안의 지오셀 식생매트의 적용이 가능 할 것으로 보이나, 제한적인 실험결과에 의해 왜곡모형을 이용하여 현장조건을 추정한 것이므로 적용 및 해석에 있어서는 실제 설치되는 하천의 복잡한 수리 수문학적인 변수가 충분히 고려되어야 할 것이다.

• 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.