• Korea Journal of Hospital Management
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• v.4 no.2
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• pp.131-161
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• 1999

This study is to analyze the reason of Breakdown of collective bargaining caused by the difference of main issue about bargaining and other factors influencing collective bargaining from the viewpoint of both labor and capital in Korean medical system. Korean medical system is facing the huge change of medical policy, so it should pursue institutional change following the change of medical system, On the contrary, the activity of labor union in medical system is more organized, activated, so understanding and cooperating on the related policy between labor and management are necessary. As the method of administration participation is collective bargaining, main issues between labor and management may lead Brwakdown of bargaining, so the author will analyze it from three viewpoints. First, the difference of recognition between labor and management due to the characteristics of hospital Secondly, the difference of recognition between labor unions due to the characteristics of hospital Thirdly, the difference of recognition between the characteristics of hospital and labor union.

• Management & Information Systems Review
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• v.25
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• pp.407-428
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• 2008

The purpose of the study is to examine a new paradigm of Korea labor movement so that Korea labor union may adapt itself to change of labor environment and raise its organizing rate. Examining assignments to have to practice for a new paradigm of a labor union in the 21st century. First, common industrial relations should be constructed. To achieve it, it is necessary that labor and management have a strong partnership as a group sharing common destiny on the basis of mutual confidence. Second, unionism in the side of social reform should be settled down. Labor and capital should grope coexistence and co-prosperity through conversation and negotiation, escaping from opposition and fighting. Third, service function of a labor union should be strengthened. A labor union should offer service as pursuit of diversity, self-management and autonomy in work for laborers. Fourth, labor and management should try to stabilize industrial relations followed by industrial-level negotiations. Fifth, labor and management should try to develop human resources in cooperation between the two. Labor and management should participate in developing human resources on the basis of cooperation. If a labor union has a positive practice for a new paradigm of labor movement as above and recognition about a labor union is changed, industrial relations will realize more developmental relation.

• Journal of Distribution Science
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• v.20 no.9
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• pp.109-126
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• 2022

Purpose: The role of salespersons' emotions in effective selling behavior garners attention among scholars and practitioners. Previous studies have investigated the effects of emotional intelligence and emotional labor on sales success separately. However, to understand the whole process, the relationships among salespersons' cognition, emotions, and behaviors should be considered simultaneously. Accordingly, we uniquely examined how salespersons' emotional intelligence (emotional antecedent) and customer orientation (cognitive antecedent) influence their emotional labor (deep acting vs. surface acting), adaptive selling behavior, and the selling results in the retail environment. Research design, data, and methodology: To improve methodological rigor, we used the dyadic approach. We measured 182 salespersons' emotional intelligence, customer orientation, and emotional labor, and 364 customers assessed the salespersons' adaptive selling behavior and selling results in the insurance and duty-free department retailing sectors. Result: The findings suggest that salespersons' customer orientation and emotional intelligence relate to deep-acting of emotional labor, affecting their adaptive selling behavior and relationship quality with customers. Conclusions: As for managerial implications, sales managers may well consider emotional intelligence levels when selecting salespersons in the retail industry. Additionally, practical training programs are required to cultivate customer orientation, emotional intelligence, and deep acting while performing emotional labor.

• Journal of Korean Academy of Nursing Administration
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• v.21 no.3
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• pp.263-276
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• 2015

Purpose: The study was done to verify the effect size of the variables related to the emotional labor of nurses. Methods: A total of 47 article on variables related to the emotional labor of nurses and published from 2006 to 2014 were used for the meta-analysis. Results: Variables with the largest effect size related to emotional labor were identified as the variables of work task, organization and individual characteristics in descending order of effect size. The sub-factors with the greatest effect size in the work task variable were exhaustion and work commitment, while for organization variables, intention to change jobs had the largest effect size. For individual characteristics, physical symptoms had the largest effect size. Conclusion: The results of this study are meaningful as the first study to integrate research results on variables related to the emotional labor of Korean nurses, providing practical data for the management of emotional labor.

• Journal of Korean Academy of Nursing Administration
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• v.17 no.4
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• pp.423-431
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• 2011

Purpose: This study was conducted to investigate the relationship of burn out, emotional labor and self-efficacy in nurses, and to identify predictors of burnout. Method: The participants were 268 nurses working in C university hospital in G city. Data were collected from May 1 to May 31, 2010, and analyzed using SPSS/WIN 12.0. Results: The mean score per item for burnout was 3.13, the mean emotional labor score was 3.15, and the mean of self-efficacy score was 3.42. Burnout showed negative correlation with self-efficacy (r=-.339, p=.000), and showed positive correlation with emotional labor (r=.511, p=.000). Variables that predicted burnout were emotional labor, self-efficacy, gender, number of assigned patient per duty (37.8%). Conclusion: The findings of this study indicate a need to develop programs for nurses to increase self-efficacy and to control the emotion, and the need for further studies to examine causal relationship among burn out, emotional labor and self-efficacy.

• Journal of Korean Academy of Nursing Administration
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• v.18 no.4
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• pp.374-382
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• 2012

Purpose: This study was done to investigate the effects of university hospital nurses' organizational conflict between organizational commitment and labor union commitment, so as to provide data on prevention of conflict with the hospital and to improve work achievement with commitment of two different groups: hospital and labor union commitment. Methods: Data collection was conducted from May 15 to 31, 2011 for nurses registered in the labor union of a university hospital. The collected data were analyzed using t-test, ANOVA, Scheffe test and multiple regression. Results: Organizational commitment of the nurses showed significant differences according to age, position and work experience, and degree of labor union commitment according to academic achievement. The factors affecting labor union commitment were organizational conflict and recognition of need for labor union, which accounted for 19% of the variance. Factors affecting organizational commitment were organizational conflict, recognition of need for labor union, participation in organizational events, and renewal of membership in the union, which accounted for 33% of the variance. Conclusion: The results of this study indicate that there is a need to improve work achievement by minimizing conflict and preventing labor disputes for better organizational commitment and labor union commitment of nurses.

• Journal of Korean Society of Occupational and Environmental Hygiene
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• v.28 no.4
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• pp.346-351
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• 2018

Objective: This study aims to provide information needed to determine the wages paid for replacement labor for work lost following accidents in agricultural operations. Methods: Visits and interviews were conducted with 171 farmers who experienced a loss of at least one day of work due to an agricultural workplace accident. Results: It was found that only 35.1% of the study participants hired replacement labor, and more replacement labor was hired in greenhouse and fruit workplaces than in open field work. The mean number of days of hiring replacement labor was 14.6 days, and no significant differences were found between the national average wage and the surveyed value, while female workers were paid less than their male counterparts. Conclusions: The results from this study would be of help in determining a reasonable level of compensation for lost work.

• Journal of Korean Academy of Nursing Administration
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• v.22 no.1
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• pp.22-32
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• 2016

Purpose: The purpose of this study was to identify the effects of emotional labor on burnout in nurses focusing the moderating effects of social intelligence and emotional intelligence. Methods: Data were collected in March 2015 by self administered questionnaires among 392 nurses in eight hospitals located in Busan, Gyeongsangnam-do. Data were analyzed by stepwise multiple regression, hierarchical multiple regression. Results: Study results shown (a) emotional labor showed a positive correlation on burnout, while social intelligence and emotional intelligence showed a negative correlation on burnout, (b) emotional labor was the most influential variable on burnout, (c) social intelligence had a negative moderating effect the relationship between emotional labor and burnout, (d) emotional intelligence had a positive moderating effect the relationship between emotional labor and burnout. Conclusion: The result of the study indicate that emotional labor of nurses is positively correlated with burnout and emotional labor is to give the greatest effect on burnout, social intelligence and emotional intelligence had a moderating effects the relationship between emotional labor and burnout.

• Journal of Korean Academy of Nursing Administration
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• v.15 no.4
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• pp.515-526
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• 2009

Purpose: The purpose of this study was to investigate the role of Self-efficacy and Social Support in the emotional labor among hospital nurses. Method: Data was collected from 389 nurses in 3 general hospitals by means of structured questionnaires. Data was analyzed with descriptive statistics, Pearson's correlation coefficient and hierarchial multiple regression using the SPSS 14.0 program. Result: (a) self-efficacy of hospital nurses had no significant moderating and mediating effects between emotional labor and burn out, turn over intention. (b) Social support of hospital nurses had significant mediating effects between emotional labor and burn out, turn over intention. However, social support did not show moderating effects. Conclusion: Social support was a more important predictor of emotional labor than self-efficacy of hospital nurses. This finding suggests the importance of social support to increase hospital nurses psychological well-being and development of organization.

• Journal of Korean Academy of Nursing Administration
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• v.18 no.3
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• pp.310-319
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• 2012

Purpose: The purpose of this study was to analyze emotional labor factors influencing job satisfaction, intent to leave, and nursing performance of clinical nurses. Method: The participants were 384 clinical nurses working in a hospital. Study design was cross sectional survey. Subcategories of emotional labor (frequency of emotional labor, attentiveness of emotional display, mismatch of emotions) of emotional labor were dependent variables. Job satisfaction, intent to leave, and nursing performance were independent variables. Data were analyzed by hierarchial multiple regression. Results: The strength of emotional labor of nurses was similar for all participants in spite of differences in age, position, and clinical career. Total score for emotional labor was 3.21, frequency of emotional labor 3.34, attentiveness of emotional display 3.41, and mismatch of emotions 2.87. Mismatch of emotions influenced job satisfaction (F=12.53, p<.001) $R^2$ 27%, intent to leave (F=8.51, p<.001) $R^2$ 19%, and nursing performance (F=5.80, p<.001) $R^2$ 15%, Conclusion: These findings indicate that the factor (mismatch of emotion) is an important variable for clinical nurses in human resource management. Therefore, nurse managers should consider this factor for the improvement of organizational effectiveness.