• The Journal of the Korea Contents Association
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• v.19 no.3
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• pp.313-327
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• 2019

The purpose of this study was to identify the effect of new graduate nurses' empathy and their perceived preceptors' empathy on job satisfaction, job stress and turnover intention. For this purpose, a survey was conducted on new graduate nurses who were under 12 months old while working at three medical institutions that operated the preceptorship. In the preceptorship according to adult learning theory, the preceptors need to create a psychological environment for the new graduate nurses, and their empathy should be perceived by new graduate nurses. The study revealed that the new graduate nurses group with high level of empathy had high levels of job satisfaction, low job stress, and low degree of turnover intention, and the level of empathy affects job satisfaction of new graduate nurses. The new graduate nurses group with low level of perceived preceptor's empathy had low job satisfaction, high job stress, and high degree of turnover intention, and their perceived preceptor's empathy affected job stress and turnover intention. Based on these results, we suggest the introduction of a program to enhance empathy for new graduate nurses and preceptors.

• Proceedings of the Korean Society for Quality Management Conference
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• 2010.04a
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• pp.447-447
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• 2010

조직이나 기업에서 높은 수준의 직무 성과는 뛰어난 지적 능력과 더불어 다른 요소들의 영향에 의해 결정된다고 광범위하게 인식되고 있다. 따라서 인사선발시 인지적인 능력뿐만이 아니라 성격과 같은 비인지적 능력을 평가하는 시도가 활발히 이루어지고 있다. 본 연구는 이를 실증적으로 검증하고자 수행되었다. 즉, 본 연구에서는 서울지역에서 재학 중인 대학생 (n=260) 을 대상으로 하여 인지적 능력은 입학성적으로, 비인적 능력은 Big Five 성격 특성으로, 직무성과는 학업성과(예, 학업평점, 대학 및 학과에 대한 만족도, 동아리 활동, 등) 로 각각 측정하여 이들의 관계성을 살펴보았다. 연구 결과, 인지적 능력과 더불어 Big Five 성격 특성 중 성실성과 개방성이 다양한 학업성과와 상관관계를 보여주었다. 본 연구는 추가적으로, 학업성과 중 동아리 활동이 대학생활의 만족도와 상관관계가 있음을 보여주고 있다. 이러한 결과는 인사선발 과정에서 지원자의 잠재적 직무성과를 예측할 때 지적 능력 같은 인지적 측면뿐만이 아니라 성격과 같은 비인지적 측면을 동시에 고려해야 한다는 실무적 시사점을 제시하고 있다.

• Journal of Family Resource Management and Policy Review
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• v.12 no.2
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• pp.73-93
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• 2008

The purpose of this study was to analyze the effects of workers' human resource development and their recognition of human resource on-the-job satisfaction. A sample of 4,727 workers that was selected from Korea Labor Panel Data was analyzed by t-test and multiple regression, and was tested by causal effects among related variables. The major findings were as follows: First, the workers' recognition of their job performance level vs. educational attainment was affected by their annual income, job status, educational attainment, gender, and experiences of human resource development. Second, the workers' job satisfaction was affected by gender, age, educational attainment, health status, job status, annual income, experiences of human resource development, recognition of their job performance level vs. educational attainment, and recognition for their job availability. Third, the factors that had a causal effect on workers' job satisfaction were educational attainment, gender, age, health status, annual income, and experiences of human resource development. Above all, workers' educational attainment had a strong direct effect on job satisfaction, and annual income had a strong indirect effect on it. From these findings, it can be concluded that workers' effort and trial for development and investment of human resource played an important role in increasing job satisfaction.

• The Journal of the Korea Contents Association
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• v.17 no.10
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• pp.360-375
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• 2017

As the level of people's demand for service quality provided by public institutions increases, interest in improving organizational effectiveness of internal members is increasing. In this context, this study aims to identify the predisposing factors affecting the job satisfaction and perceived job performance of public institution members. In this study, public service motivation, work autonomy, and person-system fit were presented as antecedents to verify the organizational effectiveness, and the results were tested by regression analysis. As a result, all three antecedents have significant effects on job satisfaction and perceived job performance. Public service motivation, work autonomy has a relatively higher impact on job satisfaction. On the other hand, person-system fit has a relatively higher influence on perceived job performance. In particular, the results of this study confirmed that PSM theory is consistent with the main trends and is significant in organizations created through artificial integration. This result suggests the need to maintain the effectiveness of the public organization in the future due to the change of integration of public organizations.

• Journal of the Korean Society for Library and Information Science
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• v.32 no.2
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• pp.77-96
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• 1998

Attitude of librarian's Job satisfaction was shown differently by individual characteristic, personality, and cognitive structure in the same circumstance. This means that it is related to the personal psychological difference and subjective thinking. The purpose of this study is to analyze the psychological difference of libraians, especially their Cognitive style and to know what acts the difference and effect in Job satisfaction. The methodology of the study is a suvey of 160 librarians in 11 academic libraries at Pusan. The results are as fellows. In General, they were satisfied with ph than the normal level ane the most dissatisfied with promotion. They had no difference of Cognitive style with a demographic characteristics, had a similar difference with job satisfation, and the older and the higher position peoples were satisfied with thou ph. Cognitive style firly effect at the ph satisfation. Field dependence librarians are more satisfied with their job than field independence librarians. Field independence librarians are oppropriate to technical Services and field dependence librarians are more oppropriate for public services. In conclusion, they demonstrated that it Is very important to consider each psychological difference with cognitive style.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.10
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• pp.382-392
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• 2017

This study analyzed the effect of an employee's psychological capacity(positive psychological capital), on perceived work overload, and explored how trust in supervisor moderated this relationship. In addition, we examined how positive psychological capital and perceived work overload influenced turnover intention. In doing so, we identified the antecedents of perceived work overload, and suggested ways to nurture positive psychological capital in organizations. Using survey data from 214 employees in the manufacturing industry in Korea, we found that positive psychological capital was negatively related to perceived work overload, and that the relationship was moderated by trust in supervisors. In addition, positive psychological capital was negatively associated while perceived work overload was positively associated with turnover intention. Results suggest the importance of understanding positive psychological capital given its crucial relationship with perceived work overload and turnover intention. The result also emphasizes the role that trust in supervisor plays, and the need to nurture employees' positive psychological capital in organizations.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.5
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• pp.141-150
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• 2017

This paper reviewed the awareness of the military personnel as to job training executed in the Korean army and to figure out how this job training affects the military morale and organizational performance. For this study, 220 volunteers were surveyed and analyzed using the SPSS statistical package program. As a result of the analysis, the following conclusion could be drawn. First, in the result of analysis on the status of-the-job education, the educational time marked 49.5% for 2-4 hours, the education of job capability development marked 77.7% for the content of education, and the charged instructor of job training marked 56.8% for the education department. Second, in the result of an analysis of job training on military morale, the recognition level of behavioral dimension increased with increasing participants' independence, and the satisfaction with the cognitive dimension increased with increasing participants' independence, continuous learning culture, and educational level. Moreover, the emotional score increased with increasing learning culture and educational level. Third, an analysis of the influences of job training on the organizational performance showed thatthe degree of job satisfaction increased with increasing learning motive and learning culture, and the organizational commitment increased with increasing instructor's quality. Fourth, regarding the influences of military morale upon the organizational performance, the higher job satisfaction and organizational commitment increased with increasing behavioral, cognitive, and emotional dimension. Therefore, military morale improves organizational performance and is an important factor in inducing individual development.

• The Journal of the Korea Contents Association
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• v.9 no.10
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• pp.328-338
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• 2009

The Purpose of this study is to examine on the influence of organizational climates for social worker's job satisfaction in social welfare centers. Results were as follows that (1) the man's perception about organizational climates was more affirmative than woman's perception and under age 25 was more affirmative than over age 40 about organizational climates. (2) under age 29 was more affirmative than over age 40 about job satisfaction and over being in a graduate school was more affirmative than the college graduates about job satisfaction. (3) over a senior social worker was more affirmative than general social worker about job satisfaction. (4) The more social worker has affirmative perception about organizational climates, the more upgraded social worker's job satisfaction becomes. (5) The largest influence of social worker's job satisfaction was organizational climates.

• Industry Promotion Research
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• v.4 no.2
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• pp.19-28
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• 2019

This study analyzed the effect of the improvement of the work environment of the worker on the performance of the individual. A total of 50 questionnaires were analyzed for SME workers. First, the correlation between the work environment of the worker and the work performance of the individual is -388, the correlation coefficient between the salary level and the contribution is .566, the salary level and the job satisfaction .586, The results of this study were as follows. First, it was confirmed that there was a significant relationship between the contribution and the peer relationship -.331, p <.05, and the job satisfaction and peer relationship .373, the working environment and working time were .442, And it was found to be significant at p>.01 level. Second, job performance had a significant effect on job performance (p <.05, ${\beta}=.340$) and peer relationship (p <.05, ${\beta}=.320$) (P <.001, ${\beta}=.465$) were found to have a significant effect on the level of achievement and contribution, but not statistically significant. Third, it was confirmed that there was no difference between the groups in terms of work performance. The results of this study are as follows. First, we analyzed the effect of improvement of work environment on individual work performance by analyzing the work environment and work performance perceived by SME workers.

• Journal of the Korea Society of Computer and Information
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• v.29 no.6
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• pp.121-130
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• 2024

In this paper, we propose and design an NCS-based job matching system for individuals with disabilities. This system allows users with disabilities to access it, input basic information (personal and disability-related details), and take a simple test related to job performance. The system then provides NCS job-related information appropriate to their type and degree of disability. To effectively link various NCS-based jobs, it is essential to consider the degree of disability for each type of disability. However, most evaluation tools target specific types of disabilities or assess the vocational abilities of individuals with disabilities in a limited manner, focusing only on cognitive levels or certain physical functions. This makes it challenging to apply these tools to an NCS-based job matching system for individuals with disabilities. Therefore, in this paper, we utilize the ICF coresets for VR to assess the cognitive levels or physical functions required for performing specific jobs. Additionally, we use the NCS vocational competency evaluation tools to determine the levels of vocational competencies required for performing specific jobs. By doing so, we match NCS-based jobs according to the type and degree of disability. The proposed NCS-based job matching system relies on the user's interaction with the system, which may pose challenges for visually impaired individuals or those with intellectual and autism spectrum disabilities who have low literacy levels. Enhancing the accessibility of this system could enable individuals with disabilities to receive recommendations for NCS-based jobs that suit their vocational abilities.