• The Journal of the Korea Contents Association
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• v.7 no.12
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• pp.199-208
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• 2007

The Employment instability of current employees should be related to uncertainty of switching job for experienced ones. Therefore, the researcher would like to look into the influence which is taken by Job Insecurity after verifying Job Instability Recognition through employees and identification of the level into Trust in organization, In particular, for the employee who is working in a catering department and expected to be ranked highly among tourist companies concerning Job Instability Recognition. According to the result of a tentative theory that Job Insecurity will effect negatively to Trust, conversely, it does not give any considerable effects both Trust in colleague and company. It just turned out that the risky factor of their dismissal could come to a substantial consequence to Trust in Superior. In this regard, a study shows that there isn't any relation to Trust in colleague even though there Is the cause of being fired. In this sense, employees can assume that a work evaluation or relationship with their superior, who work together in the field, is related to the risky factor regarding their dismissal. In other words, it turned out that there was no difference between regular employee and non-regular employee in the matter of Job-Instability-Recognition.

• The Journal of the Korea Contents Association
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• v.12 no.1
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• pp.447-459
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• 2012

The present research is aimed to observe the effects on the spirituality improvement group counseling program which can overcome the burnout restoration and increase the psychological well-being of office workers. In order to do the present research, I have taken 32 office workers, who want to join to this research, within S area. I have separated those workers into two groups: an experienced group of 16 workers and a controlled group of 16 workers. Mann-Whitney U and Wilcoxon Signed Ranks Test were adopted to analyze collected data from the spirituality improvement group counseling program. The results of this research indicated that the level of burnout restoration have been decreased after spirituality improvement group counseling intervention program of the experienced group, and the level of psychological well-being have been increased after spirituality improvement group counseling intervention program of the experienced group. This result showed that, the spirituality improvement group counseling program could decrease the burnout restoration and increase the psychological well-being of experienced group significantly comparing with the result of the controlled group. From the result I have confirmed that, the spirituality improvement group counseling program have positive effects to overcome the office workers' burnout restoration and increase the office workers' psychological well-being.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.6
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• pp.299-323
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• 2018

This study confirmed the life career branching points, and studied qualitatively the career strategy and career identity at that time. The participants in this study were three students from third graders of middle school, three ones from third graders of high school, and three before and after college graduation, which correspond to the vertical transition stage of school education. Three participants were selected before and after 30 years of age, three before and after 40 years of age, and three before and after 60 years of age. Subject analysis of the contents of the 18 interviews, showed that the life career branching point appeared in middle school grade 3, high school grade 3, until employment after graduation, within 3 years after entering their first job, early 40 years, 60 years old, and 80 years old. Second, external situations were due to the influence of important others, or external stimuli, environment, and career events. Third, negative emotions were repeated for each life career branching point. Fourth, as a result of the interview, the career identity confusion was repeated in every life career branching point. Fifth, the career strategy at the life career branching point was categorized as an approach strategy and avoidance strategy.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.17 no.2
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• pp.601-609
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• 2016

This study evaluated the dynamic balance and pain after 12 weeks aquatic exercise in old osteoarthritis patients. The dynamic balances were assessed using 2 different experimental conditions (Open Eye Condition; OEC, Closed Eye Condition; CEC). Twenty-two subjects were assigned one of the two experimental groups: arthritis group (ART, age=$65.25{\pm}5.9$, n=11), control group(CON, age=$64.50{\pm}7$, n=11). All subjects participated in the aquatic exercise program three times a week for 12 weeks. The dynamic balances (OEC (p<.001), CEC (p<.05)) capability were improved significantly in the ART group after 12 week aquatic exercise. Visual Analogue Scale (VAS) was decreased significantly [Factor 10(Soft chair, p<0.01), 11 (Lying down, p<0.05), 12(Handicap, p<0.05), 13 (Work interference, p<0.01)] in the ART group. In conclusion, aquatic exercise was effective in improving the overall health status and the capacity of dynamic balances and reducing the degree of pain in osteoarthritis patients.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.12
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• pp.708-714
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• 2019

This study investigated the effect of emotional leadership on the job satisfaction of dental hygienists. Therefore, we tried to determine a way to improve job satisfaction through emotional leadership, which is one of the skills that dental hygienists should have. The study subjects were 237 dental hygienists working in dental clinics in Jeollabuk-do from April 16, 2018 to April 28, 2018. The data was analyzed using the SPSS 12.0 program. The following results were obtained. The emotional leadership of the subjects was lowest for leadership ability (3.15), and the average job satisfaction was 3.43. Salary levels were low, ranging from 2.49 to 2.98. The final academic achievement and dental career had significant influences on emotional leadership (p<0.05). Marital status, self-cognition ability, self-management ability, and relationship management ability influenced the subjects' job satisfaction. The explanatory power of the multiple regression model was 26.5% and the validity of the model was statistically significant (p<0.05). Based on the above results, it was determined that self-recognition ability, self-management ability and relationship management ability of emotional leadership are all highly related to the job satisfaction of dental hygienists. Thus, emotional leadership of dental hygienists can be strengthened to enhance empathy, understanding and management of others' feelings. Therefore, institutional support should be provided for developing an emotional leadership program based on education and training.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.4
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• pp.145-155
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• 2020

Since Campbell (1990) proposed multidimensionality of job performance, unlike the single structure of traditional job performance, it has been largely classified as task performance, contextual performance, and counterproductive work behavior. The objective of this study is to validate the threecriteria currently considered major aspects of job performance, to identify different types of performance based on three dimensions, and to compare the power of personality factors among performance types. A total of 681 employees working at various organizations participated in an on-line survey. The survey included boththe exploratory and confirmatory factor analyses. A 3-factor job performance model consisting of three dimensions was also included. The relationships between performance dimensions and personality factors differedby dimensions of performance, supporting the validity of the 3-factor structure of performance.The results of the Latent Profile Analysis identified four types of performance: exemplary, moderately conscientious moderate, and conscientious, butlow.. The Multinomial logistic regression analysis showed each type differed significantly according to the predictors of personality variables. In conclusion, implications and limitations of the study were noted.

• The Journal of the Korea Contents Association
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• v.19 no.11
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• pp.314-324
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• 2019

This study inspected 203 employees with disabilities who are working in social enterprises based in Seoul and Gyeonggi-do from March to June 2019 in order to find out the factors of self-efficacy, social support, wages and welfare, relationship with upper management and co-worker relationships which influence job Performance and job satisfaction of disabled workers. The implications of this research are as follows. First, the factors that positively affect work performance are self-efficacy and co-worker relationships. It was shown that trust and respect that disabled workers working in domestic social corporations perceive while diligently performing the work without any bias and getting from coworkers led to good work performance. Second, when the current wage was determined by the employee's perceived ability, skill and current workloads that fit to their ability, the workers expressed job satisfaction. Moreover, job satisfaction by the employees was followed by the perception of the possibility of living a more stable life with the current monthly income. Third, upper managements' care on personal issues, acknowledgment of autonomy and support through communication have led to job satisfaction among the employees. Lastly, considering the research result in which the social support that the disabled workers perceive does not show any positive effect on work performance or work satisfaction, it can be concluded that there is a need for a change in the social perception of disabled workers.

• Fire Science and Engineering
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• v.30 no.1
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• pp.138-148
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• 2016

A firefighting simulation was developed in order to assess the physical work capacity of firefighters. The simulation consisted of eight common firefighting tasks, including walking with radiant heat for 3 min while wearing full personal protective equipment (PPE). Nine professional firefighters performed the test a total of three times with a 5 min rest interval between each session. The entire series of tests took approximately 30 min to complete ($381{\pm}30s$). Rectal temperatures were found to increase from $37.4{\pm}0.3^{\circ}C$ to $38.5{\pm}0.4^{\circ}C$, while heart rates were found to increase from $92{\pm}18bpm$ to $185{\pm}13bpm$ during testing. Time to completion of the test drills and non-modified physical fitness values showed a significantly negative correlation (r = -0.728, p < 0.05). Firefighters who had longer periods of firefighting service had longer duration time and also recorded higher scores using an integrated scoring system of time to completion (TTC) and physiological strain index (PhSI). The results indicated that the determination of TTC alone can be a misrepresentation of capability, as it neglects to account for accumulated heat strain. The simulated firefighting test provided a useful insight into physical fitness level, but also the comprehensive work capacity of the firefighters when assessed based on TTC and PhSI.

• Informatization Policy
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• v.26 no.4
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• pp.36-61
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• 2019

While smart devices can have a positive impact on work efficiency and productivity by reducing time-space constraints and enabling rapid processing of tasks, side effects can arise from the imbalances between work and personal life. In recent years, as smart devices are increasingly used in work environments, it is more necessary than ever to understand the related phenomenon, find the cause of negative effects, and search for appropriate solutions. This study has developed and verified a theoretical model that shows how the technical characteristics known as the utility of smart devices are converted into negative results such as work-life conflict. As a result of analyzing the collected data from the employees, our study provides significant implications for the researchers, as well as the practitioners and policy makers, regarding various relationships among IT-enabled work flexibility, after-hours work connectivity and work-life conflict, and the new knowledge about the important role of segmentation supplies from the organization.

• Journal of dental hygiene science
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• v.15 no.6
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• pp.786-793
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• 2015

The purpose of this study to find out factors that affect intention of career discontinuity among dental hygienists. The data was collected from 300 dental hygienists working at dental clinics. The total of 281 copies were used for analysis. Statistical analysis was performed using PASW Statistics 18.0 at the 5% significance level. T-test, ANOVA, factor analysis, reliability analysis, correlation analysis, hierarchical regression analyses were applied in this analysis. The results were as follows: 1. As for intention of career discontinuity by general characteristics, there were statistically significant difference according to age, duration of employment, children, children age and monthly income (p<0.05). 2. As for intention of career discontinuity by job awareness, there were statistically significant difference according to turnover, work-life, retirement age of dental hygienist, duration of job maintenance and re-employment of dental hygienist (p<0.05). 3. As for hierarchical regression analysis of the factors affecting the intention of career discontinuity, the support from employer had most significant influence on intention of career discontinuity (p<0.05). In order to decrease the career discontinuity among dental hygienists, plans that can increase the work-environment should be implemented by improving support from employer.