• Korean Journal of Child Education & Care
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• v.19 no.1
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• pp.15-26
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• 2019

Objective: The purpose of the study was, first, to look for the correlation among child care teacher's job burnout, their empowerment, and their flourishing. The second aim was to find out the relative effects of job burnout and empowerment on the flourishing of child care teachers. Methods: The participants were 296 child care teachers from Seoul, Gyeonggi and Jeon-nam districts among whom questionnaires were distributed. Correlation and hierarchical regression analyses were used for the analysis with SPSS 21.0 program. Results: The results revealed that, first, while there was significant correlation in child care teacher's job burnout, their empowerment, and their flourishing. Child care teacher's job burnout showed a significant negative correlation with their empowerment and their flourishing, and child care teacher's empowerment had a significant positive correlation with their flourishing. Second, the relative influence on the flourish of child care teachers was in the order of empowerment and job burnout. In terms of sub-factors, the relative influence on the flourish of child care teachers was in the order of professionalism, autonomy, self-efficacy and job dissatisfaction. This study is meaningful in that it provided the basic data for improving the quality level of the child care. Conclusion/Implications: This study suggests that basic data for improving the quality of the child care. In order to improve the flourishing of child care teacher, it is necessary to find effective ways to eliminate the job burnout and increase the empowerment.

• Journal of the Korean Society of Radiology
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• v.11 no.4
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• pp.263-271
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• 2017

The purpose of this study was to investigate the relationship between general characteristics, job stress and job satisfaction of 150 sonographer working in Busan and Ulsan area and to identify the predictors of job satisfaction. As a result, the higher the age, experienced job change, the more job satisfaction increased. The sub-factors of job stress and job satisfaction are significantly negative correlated with organizational system, lack of reward, occupational climate, job insecurity, insufficient job control, job demand. The most influential variables in job satisfaction were organizational system and lack of reward. Therefore in order to increase the job satisfaction of the sonographer, it is important to establish and institutional device related to effective organization, manpower management and compensation to reduce job stress.

• Health Policy and Management
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• v.5 no.1
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• pp.161-191
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• 1995

본 논문은 서구의 이론을 바탕으로 개발된 직무만족도에 관한 인과모형을 한국의 병원근무자들을 대상으로 실증적으로 검증하고 직무만족도를 결정하는 인과적 요인들을 파악하는데 목적이 있다. 본 모형의 종속변수는 직무만족도이고 독립변수로는 3개집단의 변수들로 크게 분류하여 선정되었는데 첫째, 사회적 변수들로써 직무의 자율성, 직무의 모호성, 직무 갈등, 직무의 양, 상사 및 동료와의 관계, 발전가능성, 직무의 단순성, 분배정의, 승진기회, 물리적 근무환경, 임금 등이며, 둘째, 심리적 변수들로써 기대 충족도, 근무의욕, 적극적 심성, 부정적 심성 등이고, 셋째, 환경적 변수들로써 외부 취업기회와 가족에 대한 책임 등이 사용되었다. 또한 독립변수들이 종속변수에 영향을 미치는데 있어 개인의 가치관이 어떻게 작용하는지도 검증하였다. 자료수집을 위해 대구에 위치한 750병상 규모의 한 대학병원에 근무하는 전직원을 대상으로 자기가 입식 설문조사를 실시하였으며 879매가 회수되어 74.7%의 응답율을 기록하였다. 수집된 자료중 사용 가능한 836명의 응답을 바탕으로 선형구조관계분석(LISREL)과 다중회구분석기법을 이용하여 인과 모형을 검증하였다. 분석결과 직무만족도에 유의한 영향력을 가지는 변수들은 직무의 모호성, 직무의 모호성, 동료관계, 직무의 단순성, 분배정의(이상 시회적 변수), 기대의 총족도, 근무의욕, 적극적 심성, 부정적 심성(이상 심리적 변수), 외부 취업기회(환경적 변수) 등인 것으로 나타났으며 개인의 가치관과 인구학적인 변수들은 직무만족도에 큰 영향을 미치지 못하는 것으로 나타났다. 또한 본 연구에서 사용된 인과모형은 직무만족도의 변이를 75.4% 설명함으로서 기존의 다른 모형들 보다 높은 설명력을 나타내었다. 결론적으로 본 연구에서 사용된 직무만족도의 인과모형은 한국의 조직에서도 적용이 가능한 것으로 보이며, 또한 직무만족도의 일반적 모형은 구조적 변수, 심리적 변수, 그리고 환경적 변수들을 모두 포함하는 포괄적인 모형이 타당하다는 결론을 얻을 수 있었다.

• Korean Journal of Childcare and Education
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• v.11 no.1
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• pp.63-82
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• 2015

The purpose of this study is to analyze the influence of the working-environment and job-satisfaction on the turnover intention of infant-care teachers. For this study, a survey was conducted on 200 infant-care teachers, who work in facilities of Northern Gyeonggi-do. The main results of this study are as follows: First, the turnover intention of infant-care teachers has no statistically significant differences by socio-demographic factors. Second, turnover intentions relate negatively to working-environment and job-satisfaction. More job-autonomy reduces the turnover intention and more job-conflict and job-burden increases the turnover intention. Third, the working-environment and job-satisfaction have influences on the turnover intention of infant-care teachers in the regression model. In conclusion, we need to improve the working-environment and to enhance job-satisfaction in order to reduce the turnover rate of infant-care teachers.

• Fire Science and Engineering
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• v.29 no.6
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• pp.139-146
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• 2015

This study surveyed 230 firefighters working in Dae Gu City and Kyung Sang Buk Do in order to analyze the influence of social support and empowerment on occupational stress and its sub-categories. The study results show that occupational stress is reduced for firefighters when there is more social support and empowerment. For subcategory variables of occupational stress, occupational autonomy stress was influenced only by empowerment. Stress related to lack of compensation and stress from the organization's culture were influenced the most greatly by social support. The weekly fre quency of emergency mobilization and years of working were also found to influence occupational stress and its subcategory variables. The group difference analysis revealed that the fire department had a significantly higher occupational stress than the first-aid department, and 4 to 7 weekly emergency mobilizations corresponded to significantly higher occupational stress than 8 or more weekly emergency mobilizations. Based on the study results, stress management programs focused on increasing social support and empowerment for firefighters are suggested.

• Journal of the Korea Convergence Society
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• v.11 no.3
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• pp.351-360
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• 2020

This study was conducted to compare and analyze occupational stress and satisfaction levels of the nurses in two different units to provide data for effective nursing resource management. Survey was conducted in four hospitals in June 2019 and data was obtained from 62 nurses in comprehensive nursing service units (CNSU) and 62 nurses in general units (GU). CNSU nurses had higher level of job satisfaction than GU nurses. Contributing factors included pay, professional status, administration, autonomy, task requirements, and interaction. Job stress level was not significantly different between groups. GU nurses had higher stress levels from nursing practice, conflict with doctors, and patients and caregivers, while CNSU nurses had higher stress levels in working condition. Negative correlation was found between job satisfaction and stress in GU nurses, whereas not in CNSU nurses. Clear definition of task, smaller work load, appropriate reward, and educational support is suggested to enhance job satisfaction.

• Korean Business Review
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• v.12
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• pp.161-187
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• 1999

Organ(1988) has suggested that OCB should be considered an important component of job performance because citizenship behaviors are part of the spontaneous and innovative behaviors. Also it has been suggested that organizational characteristics may potentially explain many organizational behavior outcome variables(Hackman & Oldham, 1980). In recent years there has been a resurgence of interest in the validity of personality measures as a moderator between many variables and organizational outcome variables. This is largely due to the facts that first personality is difficult to control for promoting many organizational outcomes and next many researchers have found the moderating effects of personality(Brief & Aldag, 1975; Wanous, 1974). The purpose of this research is to test the moderating effects of tenure and growth needs on the relationships between organizational characteristics and OCB. To assess the moderating effects, the hierarchical regression procedures outlined by Cohen and Cohen(1983) were followed. On the basis of data from 698 teachers in Wonju province, results indicated that job variety has more impacts than any other independent variable on OCB like other studies. It is found that job variety and job identity have more impacts on courtesy and altruism in lower growth needs group than in higher growth needs group. Also it is resulted that job importance and autonomy have more impacts on sportsmanship in higher growth needs group than in lower growth needs group.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.22 no.2
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• pp.496-506
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• 2021

This study examined the relationship between job stress and fatigue symptom of fire-fighting officials. The study subjects were 330 fire-fighting officials working at five fire stations in the D metropolitan city. The study survey was a structured self-administered questionnaire from September 1 to October 31, 2019. The level of fatigue symptoms and job stress were significantly higher (p<.0.001). By the sub-region, the level of fatigue symptoms and job demand were significantly higher (p=0.046), but the decision latitude, the supervisor support, and co-worker support were lower (p=0.006, p<0.001, and p<0.001, respectively). The level of fatigue symptom showed a significant positive correlation with the total score of job stress (r=0.348, p<0.05) and the job demand (r=0.301, p<0.05). In contrast, it showed a significant negative correlation with the decision latitude (r=-0.306, p<0.05), supervisor support (r=-0.340, p<0.05), and co-worker support (r=-0.355, p<0.05). Multivariate logistic regression showed that the odds ratio of the high-risk fatigue group was significantly higher in the high-risk group of job stress than in the low group of job stress (ORs=3.03, 95% CI=1.13~8.12). These findings suggest that the level of fatigue symptoms of fire-fighting officials is related significantly to job stress.

• The Journal of the Korea Contents Association
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• v.11 no.7
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• pp.225-233
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• 2011

The purpose of this study was to investigate the reliability and the validity of the Korean Occupational Stress Scale(KOSS) in occupational therapists. The data were collected from 214 occupational therapists by using the Korean Occupational Stress Scale. The gathered data were conducted the factor analyses and validation process to ascertain the validity. The results of this study suggested that to estimate occupational stress of occupational therapist, modified version of the KOSS which was consist of eight subscales might be more an appropriate measurement scale than the original version of the KOSS which was composed of seven subscales. Eight subscales of the scale were occupational climate, organizational system, insufficient job control, lack of reward, job demand, interpersonal conflict, job ability and job insecurity, and out of these, job ability was newly added for occupational therapist. Also the results indicated that Cronbach's alpha score of this measurement tool was 0.84, and it means that internal consistency of this scale has good reliability, and the number of questions are also valid. This study has significance to suggest necessary psychometric characteristics of the occupational stress scale for job stress study in occupational therapist.

• The Journal of the Korea Contents Association
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• v.14 no.11
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• pp.849-857
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• 2014

Occupational Stress is defined the stress which occurs in the workplace or organization. In Korean workers, the rate of occupational stress was 87.8% which was the highest level among OECD countries(average 80.0%). The purpose of this study was to examine the empirical verification of the Korean Occupational Stress Scale(KOSS) in physical therapists. For this purpose, the subject of this study was set up physical therapists who were working at Gyeonggi province and collected from 388 persons by using purposive sampling. The collected data was conducted explanatory factor analysis and confirmatory factor analysis in order to ascertain factor structure and practical verification of KOSS. Major results were as following: first, the reliability of KOSS was 0.83, and it means that a measure of internal consistency is high. Second, the KOSS result of physical therapists was composed 7 subscales(job demand, insufficient job control, job insecurity, interpersonal conflict, occupational system and lack of reward, organizational climate) and that is more appropriate measurement scale than the original one by using explanatory/confirmatory factor analysis. This study could be contributed as a tool for evaluation and outcome of the basic information of related occupational stress in physical therapists.