• Health Policy and Management
• /
• v.22 no.1
• /
• pp.129-144
• /
• 2012

Purpose : The purpose of this study was to investigate the level of emotional labor and to identify affecting factors on emotional labor among one university hospital employees. Material and Method : This study was based on cross-sectional, self-administered, and Internet-based survey. The survey was conducted from Mar. 2 to Mar. 28. 2011. Total subjects were 812 employees working in one university hospital. Total response rate was 61.5%. Modified evaluation tool was used, which was originally developed by Morris and Feldman, to measure the level of emotional labor among hospital personnel. In order to identify the affecting factors on high level of emotional labor, we conducted logistic regression. The SPSS statistical software package was used to perform the statistical analysis. All statistical tests were 2-sided and a p-value<0.05 was considered statistically significant. Results : Average score of emotional labor was 3.06. Employees(3.39) who are working at the emergency department and hemodialysis room indicated the highest level of emotional labor, followed by wards(3.14), department of administration(3.14), department of ambulatory cares(3.06). The factors affecting on the high level of emotional labor were the highest level of schooling, types of department, and types of personality(p<0.05). Conclusion : The survey results showed that there was significant level of emotional labors among hospital employees. Therefore, the efforts to reduce the level of emotional labors are needed.

• Journal of the Korea Society of Computer and Information
• /
• v.27 no.11
• /
• pp.231-239
• /
• 2022

The labor director system to be introduced into the company law, the labor director must be explained in the Korean company law and the inevitability of its introduction must be persuaded. Conflicts with shareholders' right to appoint institutions are also a task that must be resolved. Management has absolute meaning for shareholders who receive dividends from operating profit. On the other hand, for workers who are guaranteed the right to collective action and are paid for their labor according to the contract law and the labor law, the management must be considered as a partner in labor-management cooperation, so the labor director system may cause confusion. There are growing calls to create a system that can form a 'relationship of understanding, participation, and cooperation', away from the existing 'control and command'-centered manpower management that causes labor-management confrontation and the system can also serve as an opportunity to reduce harmful effects of high-handed personnel administration in public institutions.

• Asia-Pacific Journal of Business
• /
• v.9 no.1
• /
• pp.19-38
• /
• 2018

This study is to examine the transition of employment relations depending on labor reform by U Thein Sein Government(2011~2015) in company level and implemented literature review and interview. The results of this study are as follow. According to contents of the legislative amendment pursued by U Thein Sein government, there were some changes in employment relations as the use of standard labor contract, the application of paid holidays, easy use of vacations/sick leave and the establishment of trade unions. But, after the adoption of the minimum wage system, there was not change in the employment relations to such an extent as to have a significant impact on the live of the laborers. So it is expected that development of the trade union representing laborers in the future is able to take mutually beneficial employment relations.

• Health Policy and Management
• /
• v.29 no.1
• /
• pp.27-39
• /
• 2019

Background: This study is designed to estimate the factors that affect the level of three different performance (publicity, efficiency, profitability) among regional public hospitals. Methods: The units of analysis are the regional 30 hospitals, which have the operating data during 22 years (from 1933 to 2014). The research method is used by fixed panel analysis. The publicity is measured by medicaid outpatient proportion and medicaid inpatient proportion. The efficiency is measured by two types of efficient score by DEA (data envelopment analysis). The profitability is measured by medical income to medical revenue and ROA (return on total asset). Results: At first, the increase of bed gives negative affect to the publicity but give positive effect to the efficiency and profitability. Because it means the increase of the region population, it gives more profitability compare to hospital with small number of beds. The more the operating period is the higher effect to the publicity and efficiency because of it's refutation. The debt ratio gives negative effect to publicity, but positive effect to profitability. It is the normal belief that there is inverse relationship between publicity and profitability. The turnover rate of bed gives the negative affect to the publicity, but positive affect to the efficiency and profitability. That give us the implication that type of the inpatient make different effect the hospital performance. The ratio of labor cost give negative effect to all kind of performance. That means that the higher labor cost don't mean the higher publicity and labor cost control is very important factors to hospital performance. So the region hospital have to focus the labor factors more to make higher performance. Conclusion: As the conclusion, the independent variables give similar effect to the efficiency and the profitability, but give inverse effect to the publicity. That means that if an region hospital want to make the more publicity, it loss the higher efficiency and profitability. Specially publicity is higher negative relation with the profitability.

• The Korean Journal of Health Service Management
• /
• v.2 no.1
• /
• pp.56-83
• /
• 2008

The purpose of this study was to provide basic materials needed to enhance quality of organizational life by identifying the improvements of labor union management in the perspective of general hospital organization management. The subject of this study were 686 employees in 12 General Hospitals in Metro Capital including Seoul. Materials were collected from administrators, nurses and medical technicians in target hospitals from March 20 to May 10, 2005 through survey questionnaires. The main results of this study were as follows: 1. the commitment level of the subjects according to their characteristics was higher in older employees than the younger ones, large family to support than small family to support and those who had higher positions in labor union. 2. The commitment level of the subjects according to the job and role related variables were higher those who had higher satisfaction level to their job and manager, role conflict in all hospitals. 3. The commitment level of the subjects according to union related variables, variables jointly controlled by union and employer was satistically significant positive correlation. In other words, the commitment level of the subjects according to the subjects' labor union involvement was higher in those who had higher satisfaction in labor union and perceived their colleagues' attitudes more positively in all hospitals. Regarding the atmosphere of the relationship between union and employer and the level of commitment in labor union, the better the atmosphere of the relationship between union and employer was, the higher the level of commitment in labor union was in all hospitals. 4. The results of multiple regression analysis shows that formal and informal socialization, union participation to the union management cooperation program, job satisfaction, satisfaction with the labor union's were all found as important antecedents of labor union commitment. 5. Job and role-related variables, union-related variables, variables jointly controlled by union and employer, and labor union commitment level were all found significantly different in accordance with the characteristics of unions concerned. To summarize study results, the level of commitment in labor union depends on job satisfaction, manager's attitudes, satisfaction to their jobs, union satisfaction, their colleagues attitudes toward union and the atmosphere of employer-employee relationship. Therefore hospital managers should have democratic and flexible attitudes toward labor union. Additionally, as formal and informal socialization, union participation to the union-management cooperation program is important determinant in union commitment, hospital managers should have countermeasures to enhance the colleague attitude and job satisfaction level of hospital employees. Since this study deals with psychological nature of workers not a few drawbacks and shortcomings may be detected in the finding. Nevertheless, the finding of this study, to become a momentum that will stimulate further research to detect all the cues of labor union commitment and to provide valuable reference in forming logical union commitment and labor union-management cooperation.

• Journal of dental hygiene science
• /
• v.14 no.3
• /
• pp.295-301
• /
• 2014

This research purports to find out the factors that affect the level of emotional labor in dental hygienists. Data were collected from 204 dental hygienists working at 5 university hospitals and 55 dental clinics through self-administered questionnaire, and analyzed by statistical analysis using t-test, ANOVA, and regression analysis. The main findings of the study are as follows: First, the higher the educational level of dental hygienists, and the bigger the size of dental institutions they work, the higher the level of emotional labor of dental hygienists. Second, patient and environmental factors were found to have significant effects on the level of emotional labor. The above results imply that managers should try to make the workplace better environment which can secure appropriate workload and rewards, and support for work related education programs etc. It is also needed to educate the patients in order to prevent unnecessary conflicts between the patients and dental hygienists.

• Journal of Bio-Environment Control
• /
• v.18 no.4
• /
• pp.492-501
• /
• 2009

This study was carried out to investigate influence of tree height on vegetable growth, productivity, and labor input in 5 year old slender spindle 'Fuji'/M.9 apple trees planted with the tree space of $3.2{\times}1.2m$ and trained to the tree height of 2.5m in the apple orchard of Apple Research Station, NIHHS, RDA in Gunwi County, Korea. Tree height was extended to the tree height of 4.0m for two years. And then, the tree height was restricted to 2.5 (control), 3.0, 3.5, and 4.0m in 8th year. Yield per 10a was 46, 25, and 4% higher at the tree height of 4.0, 3.5, and 3.0m than at the tree height of 2.5m respectively in first year and 17, 12, and 10% higher respectively, indicating the taller tree, the higher yield. Soluble solid contents was highest in the height of 2.5m than in any other treatments for 2 years, but fruit skin color was not clear. Labor input was increased parallel with the increase of tree height, but yield per labor input was decreased. Gross income and net income per 10a were increased parallel with the increase of tree height in first year, but not increased in second year. In considering production, labor input, and economic efficiency, the optimum tree height of slender spindle 'Fuji'/M.9 apple planted with the tree space of $3.2{\times}1.2m$ was presumed to be 3.0~3.5m.

• Journal of the Korea Safety Management & Science
• /
• v.16 no.2
• /
• pp.193-201
• /
• 2014

This paper reviewed the effects of job characteristics(role conflicts, emotional labor, job importance and job autonomy) on satisfaction and stress, and the moderating effect of social support. Based on 2,982 questionnaires among raw data of Korea Safety and Health Agency's national survey, the results of multiple regression analysis appeared as follow; 1) role conflict effect negatively on job satisfaction, and emotional labor, job importance and job autonomy effect positively on job satisfaction. 2) role conflict effect positively on stress, and emotional labor, job importance and job autonomy effect negatively on stress. 3) social support moderates positively 2 relationships-between role conflict and job satisfaction, between job autonomy and job satisfaction, but moderates negatively between job autonomy and stress.

• Journal of the Korea Safety Management & Science
• /
• v.17 no.4
• /
• pp.67-75
• /
• 2015

This paper reviewed the relationship between emotional labor and service quality, and the moderating effect of superior and coworker support. Based on the responses from 520 hotel employees, the results of multiple regression analysis appeared as follow; 1) deep acting affected positively on all service quality factors(responsiveness, empathy, reliability). 2) surface acting didn't affect significantly on all service quality factors(responsiveness, empathy, reliability). 3) coworker support affected positively on the relationship between deep acting and responsiveness. 4) superior support affected positively on the relationship between deep acting and responsiveness, and on the relationship between surface acting and responsiveness.

• Journal of Digital Convergence
• /
• v.18 no.5
• /
• pp.497-504
• /
• 2020

This study aims to examine the effects of emotional labor on burnout and to verify the mediative effect of job stress between emotional labor and burnout for educational welfare workers. To achieve these purpose, a survey was conducted on all 117 educational welfare workers working at elementary, middle and high schools in Gyoenggido. And then the results were analyzed by hierarchical regression and sobel test using SPSS 21.0 version. The results of study were as follow. First, emotional labor positively effects on burnout and job stress. Second, there is a mediative effect of job stress between emotional labor and burnout. Based on these results, practical implications were proposed to prevent and relieve burnout of educational welfare workers in terms of emotional labor and job stress.