• The Journal of the Korea Contents Association
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• v.6 no.2
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• pp.127-135
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• 2006

The object of this study is to improve the police administration service and the work performance of police officers, through the analytic ground to increase job satisfaction and to solve the role conflict by setting the role conflict as a main factor among many factors to influence the job satisfaction between the role conflict and the job satisfaction of police officers and explaining the factors of the role conflict.

• 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.

• The Journal of the Korea Contents Association
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• v.20 no.6
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• pp.197-210
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• 2020

Learning agility is the will and ability to flexibly change thoughts and behaviors by quickly learning in new environments and experiences, and is a core competency to overcome crisis and solve organizational problems. It is a concept that can be used in the same organization group. Based on the previous research, a study was conducted to investigate how the job characteristics and personal learning agility of the army deputy officers influence learning satisfaction. After receiving a questionnaire survey of 216 business and yarn companies, SPSS 24.0 was used to verify the reliability and validity of the measurement variables, and the hypothesis was verified by regression analysis. It was found that some of the sub-categories of personal learning agility (self-awareness, active change pursuit) had a positive effect on learning satisfaction. This means that in order to enhance the effectiveness of military cyber education, measures should be taken to avoid overload in the field, and in order to increase performance in military organizations, personal learning agility pursuing positive change based on self-awareness and feedback must be developed.

• Journal of dental hygiene science
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• v.14 no.2
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• pp.114-122
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• 2014

The purpose of this study was to analyze the effect of mediating variables on the relationship between job stress and stress response. A survey was conducted to 243 clinical dental hygienists from January 15, 2013 to March 20, 2013 and the data were analyzed using t-test, one-way ANOVA, Pearson's correlation analysis, and hierarchical multiple regression analysis. The subjects who worked in poor working environment, had high level of role conflict and overload and aggressive nature showed high stress responsivity (p<0.01). The variable that showed mediation effect on the relationship between job stress and physical discomfort, depression was shown to be personality type (p<0.05). Also, the variable that showed mediation effect on the relationship between job stress and turnover intention was social support (p<0.05). According to the results, personality type and social support were shown to be important parameters when it came to the relationship between job stress and stress response. Therefore, in order to reduce negative outcomes caused by stress, it is suggested to provide an educational opportunity on self-control management while increasing social support from the organizational and structural level. Especially, it is asked to expand the system that provides encouragement and recognition to feel the sense of achievement in the course of their duty execution.

• The Journal of the Convergence on Culture Technology
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• v.8 no.1
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• pp.385-393
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• 2022

This study conducted a survey of social welfare facility workers in Mokpo, Jeollanam-do from May 21 to May 24, 2019 to empirically analyze the effect of job rotation on work efficiency and job satisfaction. Individual development of job rotaion (independent variable), job satisfaction (dependent variable), work efficiency (mediating variable), and work overload (moderating variable) were set as variables of the research model. For the questions of all variables, the Likert 5-point scale was used, the SPSS version 24.0 was used as an empirical analysis tool to verify the hypothesis, descriptive statistics and reliability analysis were performed, and the mediating effect and moderating effect were analyzed using SPSS PROCESS macro 4.0. The results of this study are as follows. First, it was analyzed that the individual development of job rotation did not significantly affect job satisfaction. Second, it was found that work efficiency fully mediated the relationship between individual development of job rotation and job satisfaction. Finally, it was found that the interaction term between work efficiency and job overload had a negative effect on job satisfaction and had a moderated mediating effect.

• Fire Science and Engineering
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• v.33 no.5
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• pp.130-139
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• 2019

This study identified the level of task stress experienced by fire protection system management workers and analyzed the effects of task stress on job satisfaction and proposed future response. First, task stress according to background cause showed differences in relation to age, position, monthly salary, total career, license, and task, but there was no difference in relation to academic background. Second, of the sub-parameters of stress, physical environment, task demand, organizational system, lack of reward, and workplace culture have negative effects on job satisfaction as stress increases, while interpersonal relation conflict and job insecurity do not have any effect. In the future, it will be necessary to investigate the empirical causes of work overload and to study organization-level stress relief measures.

• The Korean Journal of Vision Science
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• v.20 no.4
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• pp.403-411
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• 2018

Purpose : The purpose of this study is to analyze how the certain efforts of the optical shops affect on opticians' job satisfaction and organizational commitment, and to analyze how opticians' job satisfaction and organizational commitment affect on the customer orientation and to suggest the method of maintaining competitiveness. Methods : Two hundred opticians took participations on the surveys via the Internet survey method and social network system (SNS), and SPSS 18.0 statistics program was used for data analysis; frequency analysis, T-test, factor analysis, reliability analysis, and multiple linear regression analysis were conducted. Results : It is analyzed the differences on the job satisfaction and organizational commitment in accordance with type of optical shops, conducting 5 working days/week and flexible time. As a result, higher job satisfaction is presented with 5 working days/week. Relationships with co-workers statistically affect on job satisfaction positively and emotional labor and work overload statistically affect on job satisfaction negatively. In addition, relationships with co-workers and reward statistically affect on organizational commitment positively and emotional labor and work overload statistically affect on organizational commitment negatively. And opticians' job satisfaction and organizational commitment statistically affect on customer satisfaction positively. Conclusion : It is necessary for the optical shops to make an effort for their opticians to improve the job satisfaction and organizational commitment. And to do so, it is needed to form trusting and respecting relationships with co-workers or superiors. In addition, it is necessary to have continuous communication and education for opticians' self-management. Also, it is needed to establish an effective reward system.

• Journal of the Korean Society of Clothing and Textiles
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• v.35 no.10
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• pp.1150-1160
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• 2011

This study investigates i) the effect of salesperson's self efficacy and work overload on emotional labor and ii) the mediating role of emotion. A survey questionnaire is developed and implemented on salespersons working in the fashion retail stores of department stores. The measurement scales are composed of emotional labor, self efficacy, work overload and emotion. A total of 112 responses are analyzed by confirmatory factor analysis and a structural equation model with AMOS18.0. The results are as follows. Firstly, self efficacy has direct effect on both deep acting and surface acting of emotional labor without the mediating effect of emotion. Self efficacy has a positive effect on deep acting. Secondly, work overload has a negative effect on emotion. Job emotion has positive effect on deep acting and it has a negative effect on surface acting. Thirdly, emotion has a significant mediating effect between work overload and emotional labor. Finally, implications for personal management and job design in the fashion retail organizations are suggested.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.11
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• pp.8096-8105
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• 2015

The purpose of this research is to understand influence of personal turnover factors and work turnover factors on job satisfaction in career decision-making and to analyze the moderating effects of supervisor support in their relations. Meaningful difference between one group with high supervisor support and other group with low supervisor support is demonstrated in regard with a course; job burnout ${\rightarrow}$ job satisfaction, and work overload ${\rightarrow}$ job satisfaction. Hence from a perspective of the course of job burnout ${\rightarrow}$ job satisfaction and work overload ${\rightarrow}$ job satisfaction, it can be argued that a group with low supervisor support yields more influence. Also it is shown that conflicts on balancing between job and family do not have influence on job satisfaction for either group with high supervisor support or with low supervisor support. As the result of the research shows, it bears a quite significant meaning that career development/lack of opportunity out of personal turnover intentions disclose difference between these two groups with different levels of supervisor support. Especially, a group of flight attendants which females are consisted of a majority of employees would require that their supervisors have more emotional interactions with each employee, so as that better opportunity would be given to the employees. To this end, utmost efforts are needed that deep and genuine relations with a supervisor can be built up.

• Journal of the Korea Safety Management & Science
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• v.24 no.1
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• pp.81-89
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• 2022

Since the competitive environment, work overload among employees has been increasing. The purpose of this paper is to investigate the impact of work overload on safety behavior and its intermediating mechanisms. In specific, this paper delves into the mediating effect of job stress, as well as the moderating effect of job crafting in the association between work overload and job stress. To empirically test the hypotheses, this study utilized survey data from 168 Korean employees by conducting structural equation modeling(SEM) analysis. The results demonstrated that work overload has a positive (+) influence on job stress, which has a negative (-) influence on safety behavior. Moreover, job stress mediated the association between work overload and safety behavior. Furthermore, job crafting moderated the work overload-safety behavior link.