• The Journal of the Korea Contents Association
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• v.22 no.5
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• pp.446-455
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• 2022

This study investigated work experience of firefighters and risk factors for their depression during COVID-19 pandemic. We analyzed data of 53,557 firefighters who participated in the online mental health status survey. Data included experiences of COVID-19 infection, experience of COVID-19 response work, fear of social stigma, and anxiety and depression symptoms. Results showed that 45.76% of participants had experience of COVID-19 response work. Emergency job group had the highest percentage of COVID-19 related work and the greater intensity of the work and fear of social stigma than those of other job groups. Hierarchical multiple regression showed that co-workers' infection, COVID-19 related work intensity and fear of social stigma were significantly associated to the severity of depression. The findings in this study demonstrated COVID-19 related work experience can link to the development of depression in firefighters. Effort to reduce COVID-19 related work intensity and fear of social stigma could help prevent depression among firefighters.

• Management & Information Systems Review
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• v.29 no.4
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• pp.245-266
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• 2010

So far the study on college graduates has been concentrated on employment and wages. But if college graduates get a job, this study want expanding to the study of the suitability of their level to the job or the job satisfaction. For this study, structural equation model was built up to verify the influencing factors on the job suitability and job satisfaction of college graduates by using data of '2007 Graduates Occupational Mobility Survey(GOMS)'. To put it concretely, job suitability and job satisfaction were analysed based on the leading factors such as vocational value of graduates and the participation of employment supporting program in university. Analyses showed that the vocational value has a positive influence on the job suitability and the job satisfaction as well as the participation of employment support program. And the participation of employment supporting program influenced positively on the job satisfaction and the job suitability while in work. Besides we found that the job suitability has a positive impact on the job satisfaction. These confirmed that the vocational value while in school is very important and plays an important role in the job suitability and the job satisfaction with their jobs while in work. Also those who have a higher vocational value take part in the various employment supporting programs and experience the job satisfaction and the job suitability while in work. Therefore we found that the various employment supporting programs play an important role for the graduates. Accordingly, the school authorities and job centers have to strengthen the value education for the enrolled student to plant a vocational value and improve and reinforce the employment supporting program in university.

• Journal of the Korean Society of Marine Environment & Safety
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• v.22 no.4
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• pp.328-334
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• 2016

The everyday life of police officers requires them to face a number of criminal acts and enter compromising crime scenes. In this case, officers may be compelled to make a personal expression of negative emotions. Negative emotions of members confidence for effective job processing and contributions duties and achievement of the job within the marine police force. Therefore, to control the emotive dissonance of organization members is a great help to the development of the organization. This study focuses on emotional dissonance among marine police officers to verify the impact of this dissonance on job burnout and consider the mediating effect of emotional intelligence. Research results are as follows: First, the relationship between emotional dissonance sub-factors and job burnout among marine police officers was studied. It was found that marine police did not feel emotionally jarred because they consciously tried to abstain from emotional engagement, but this was found to reduce emotional intelligence as related to desired emotions as well. Second, Emotional intelligence of the Marine Police was found on a significant impact on job burnout. Third, the impact of emotions in relation to emotional dissonance that job burnout of marine police intelligence officials confirmed that there is a statistically significant mediating effect. Finally, in a comparison of direct effects versus mediated effects, marine police were seen to be prone to emotional dissonance and experienced job burnout as a direct result of applying greater emotional intelligence.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.17 no.12
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• pp.659-669
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• 2016

The purpose of this study was to examine, among quality improvement (QI) department employees, the effects of perception of the healthcare accreditation on job stress and to identify factors affecting turnover intention. Research data was collected between 1 June and 15 June 2016. The sample included QI department employees who had participated in a healthcare accreditation survey. The collected data were analyzed to obtain frequency, percentage, mean and standard deviation results, which were assessed by using Student's t-test, ANOVA, and multiple regression analysis. The scores for QI employees' perceptions of the healthcare accreditation, job stress, and turnover intention were 3.35, 3.66, and 3.32 of the perception by general characteristics. There were significant differences between scores according to gender, age, QI department section, position, and job satisfaction. In addition, job stress and turnover intention scores showed significant differences according to position, age, QI department section, and job satisfaction. A positive correlation was observed between healthcare perception and job stress, while turnover intention was negatively correlated with healthcare perception. The results indicate that the perception of healthcare accreditation positively affects job stress; in contrast, it decreases the number of people intending to change departments. Among the sample of lower level workers, the younger age workers who were employed for more than 10 years expressed lower satisfaction with their job, which indicates that they are affected by their notion of healthcare accreditation more than by other factors. Thus, in order to lessen work stress and employees' thoughts of leaving the department, the QI department should be encouraged to lessen job stress and provide various supports to the employees.

• The Journal of the Korea Contents Association
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• v.15 no.10
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• pp.267-279
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• 2015

Previous studies related to drinking problems among Korean employees has focused on not 'drinking on the job' but 'drinking off the job'. Thus, little is known about the relationships between 'drinking on the job' and work performance among employees in Korea. The purpose of this study is to examine the relationships between alcohol use including 'drinking on the job' and 'drinking off the job' and work performance among 577 employees working at the health or welfare related agencies in N-gu of Seoul. Analyses were conducted using univariate analyses and multiple regression to examine which alcohol use factors were associated with work performance among employees. As for alcohol use, 49.3% of participants reported 'drinking on the job' in the past 30 days and 48.2% of participants reported 'drinking in a company dinner' in the past 30 days. Univariate analyses on the relationships between alcohol use including 'drinking on the job' and 'drinking off the job' and 'work performance' showed' drinking on the job' was associated with all work performance items except 'being absent' and 'being hurted' were not associated with work performance. Meanwhile, 'drinking off the job' was related to only 'did not do the job well'. Multiple regression analyses demonstrated that gender, subjective health status, service period, and 'drinking on the job'. These findings suggested that there is a need to more concerns about 'drinking on the job', especially 'drinking in a company dinner' among employees in Korea.

• Korean Journal of Social Welfare Studies
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• v.49 no.1
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• pp.109-132
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• 2018

This study investigated the impact of the secondary trauma stress experienced by workers who support sexual violence victims on occupational stress level, and verified the moderating effect of the job education from support facilities in this relationship. The data analyzed in this study were sampled from "The Primary Study on The Development of Training Program to Cultivate Professional Workers of Support Organizations for Sexual Violence Survivors" as a secondary data and 482 nationwide workers were selected. By applying SPSS PROCESS macro, the moderation model was analyzed. The analysis results are as follows. First, sexual violence victim support workers' secondary trauma stress has a significantly influence on occupational stress level of workers. Second, the job education from support agencies themselves moderates the relationship between the secondary trauma stress and occupational stress level of support agents. It also showed that the higher level of job education participates, the less the experience of being stressed on the job. Thus, on the basis of the result, the theoretical discussion on the secondary trauma stress and occupational stress level of sexual violence victim support worker was drawn out and the empirical implication on the direction of the education for job related was suggested.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.8
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• pp.560-569
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• 2019

This study examined the factors influencing the burnout of correctional workers via a survey conducted in February 2018 for the employees working at the Korea Rehabilitation Agency. The final analysis used data from 290 survey responses. In order to investigate the factors affecting burnout, personal and job-related characteristics, job stress, and interpersonal stress factors were analysed. For the analysis, Baslach burnout scale, Korean occupational stress scale (KOSS), Korean interpersonal relationship stress (KIRS), descriptive analysis, correlation analysis, and hierarchical regression analysis were all used. The correlation analysis showed statistically significant relationships between the factors(p<.01). From the regression analysis results, the influences of job stress (job demand ${\beta}=.308$, p<.001, degree of autonomy ${\beta}=.124$, p<.001, relationship conflict ${\beta}=.169$, p<.001) and interpersonal stress (relationships with supervisors ${\beta}=.402$, p<.001, relationships with clients ${\beta}=.155$, p<.01) were stronger than job-related characteristics (employment type, working hours, working years) and personal characteristics (gender ${\beta}=.173$, p<.01). Although personal and job-related characteristics influence the workers' burnout, levels of job stress and interpersonal stress affect burnout levels more strongly. Based on the study results, further study and suggestions for reducing the burnout of the correctional workers were discussed.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.18 no.4
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• pp.37-50
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• 2023

Venture capital invests the necessary capital and supports management and technology in promising small and medium-sized venture companies in the early stages of start-up with promising technology and excellent manpower. It plays a role as a key player in the venture ecosystem that realizes profits by collecting the investment through various means after growth. Venture capital's job is to recruit various investors(LPs) to invest in small and medium-sized venture companies with growth potential through the formation of venture investment funds, and to collect investment as companies grow, distribute and reinvest. The main tasks of venture capitalists, which play the most important role in venture investment, are finding promising companies, corporate analysis and evaluation, investment screening, follow-up management, and investment recovery. Venture capital's success indicators are fund formation and return on investment, and venture capitalists are rewarded with annual salary, performance-based incentive, and promotion with work performance such as investment, exit, and fund formation. Compared to the recent rapidly growing venture investment market, investment manpower is insufficient, and venture capital is making great efforts to foster manpower and establish infrastructure and systems for long-term service, but research has been conducted mainly from a quantitative perspective. Accordingly, this study aims to empirically analyzed the impact of investment experience, delegation of authority, job fit, and peer relationships on fund formation and return on investment according to the characteristics of the venture capital industry. The results of these empirical studies suggested that future venture capital needs a job environment and manpower operation strategy so that venture capitalists with high job fit and investment experience can work for a long time.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.2
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• pp.484-492
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• 2017

This study assessed female occupational therapist job stress and musculoskeletal pain, and examines the problems caused by sexual harassment, family, and marriage policy. The results provide information to improve work environments, reduce job stress, yield data needed for sexual harassment prevention education, examine women occupational therapists' economic activities, and broadly improve the quality of life through participation. The study subjects were currently employed female occupational therapists. Initially 200 subjects were recruited, of whom 185 returned the study questionnaire. Questions addressing job stress included, 'There are times when one feels that the salary is worth less than the job effort', 'Feel tired due to work.', 'That it is time to pay attention to other therapy.', answered positively in that order. Musculoskeletal pain in the wrist and hand (90%), shoulder (86%), neck (69.7%) and waist (68.6%) were the order of the wrist and hand (63%), shoulder (62.2%) and waist (51.9%) pain resulted in interference with daily life. Verbal harassment was reported by 71.4% and 48.6% reported physical and visual harassment. The most common topics in workplace relations were 'Must choose whether to focus on the individual or work (61.1%).', 'Need for understanding and someone who can share their feelings (54.6%).', and 'Colleagues are willing to listen to my story (73%)'.

• The Journal of the Korea Contents Association
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• v.19 no.5
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• pp.484-496
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• 2019

The purpose of this study is to identify the factors influencing conflict transition through the conflict transition process experienced by college graduates with early careers. The participants of this study were in-depth interviews with a total of 8 young people aged 25-34 who graduated from college and found their common subjects in all cases. As a result, the topics such as 'lack of recognition and compensation', 'unfairness of supervisor', 'characteristics of job (interdependence, autonomy)' were derived. 'Lack of recognition and compensation' brought about a sense of skepticism about the idea that even though they worked hard, they could not be recognized. And it caused a conflict transition. When the participants felt the 'unfairness of the supervisor', the task conflicts were further amplified and it transfer to relationship conflict. Among the characteristics of 'job characteristics', when highly interdependent occupations were carried out, conflict transition was shown and conflict levels were high. On the other hand, the work environment with job autonomy showed job satisfaction and did not show conflict transition. This study has an academic significance in that it revealed the types of conflicts and conflict transfer factors experienced in early career status of college graduates. In addition, this research have the practical implications to improves the participants' understanding of the conflict transfer through actual scene in the workplace.