• The Journal of the Korea Contents Association
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• v.16 no.10
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• pp.693-700
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• 2016

The current study examined the relationship between satisfaction with pay and performance. The purpose of this study is not only to analyse the effect of pay satisfaction on job satisfaction and turnover intention, but to verify the moderating effect of LMX in order to provide a useful theoretical and managerial implication. The empirical results reveal that satisfaction of pay positively affects job satisfaction, but has a negative impact on turnover intention. It is also found a moderation effect of LMX between pay satisfaction and performance. The empirical results imply that an effective compensation management should be applied and an enhanced LMX effort has to be made to motivate employee.

• Korea Journal of Hospital Management
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• v.21 no.3
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• pp.22-36
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• 2016

This study aims to analyze the effects of job satisfaction on turnover intention among the nurses in geriatric hospitals. In terms of study methods, this study developed structured questionnaires, and distributed them to nurses working in 11 geriatric hospitals in metropolitan area. A total of 418 questionnaires (response rate: 87.0%) were used for final analysis. We conducted multiple regression analyses to analyze the influence of job satisfaction on turnover intention, adjusting for the characteristics of the research subjects. The results of this study are as follows. First, both job satisfaction and turnover intention were statistically significantly related to individual and hospital characteristics. Second, turnover intention was lower in older age group, and higher in smaller hospitals. As job satisfaction increases, turnover intention decreases. Third, the results of the regression analysis adjusting for subject's characteristics and job satisfaction's sub-categories show that the turnover intention is lower in nurses who are older, day worker, and work in bigger hospitals. Fourth, the result of subgroup analysis by hospital volume show that both of two groups are influenced by hospital ownership and satisfaction about compensation. In addition, professionalism had a significant effect on decreasing turnover intention in smaller hospitals. However, there was no statistically significant relationship between job satisfaction's sub-categories and turnover intention in larger hospitals. The results of this study confirms that job satisfaction lowers turnover intention among nurses in geriatric hospitals. It is suggested that the administrators of those hospitals continue to monitor critical factors associated with job satisfaction, and thus, reduce turnover intention, which helps improve quality of services.

• Journal of Technology Innovation
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• v.18 no.1
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• pp.219-245
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• 2010

The purpose of this study is to design the compensation model by analyzing the compensation level for advanced science and technology manpower. The result of this study can be summarized as follows. First, advanced S&T manpower has preferred not only economic rewards, but also non-economic rewards which comprises both social reputation, self-satisfaction for job and other aspects of life. Second, the way of what high grade human resources in S&T have preferred to be rewarded differs among agencies. While professors in universities prefer research environment, researchers working for GRIs(Government-funded research institutes) want to have job stabilization and researchers in companies want to have higher monetary reward. Third, two main factors to change their occupation have been turned out to be monetary reward and social reputation. It means that the compensation system should satisfy what advanced S&T manpower at GRIs and companies need upgrading their social reputation.

• Safety and Health at Work
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• v.12 no.3
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• pp.370-376
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• 2021

Backround: Working condition surveys are widely recognized as useful tools for monitoring the quality of working life and the improvements introduced by health and safety policy frameworks at the European and national level. The Italian Workers' Compensation Authority carried out a national survey (Insula) to investigate the employer's perceptions related to working conditions and their impact on health. Methods: The present study is based on the data collected from the Italian survey on health and safety at work (INSULA) conducted on a representative sample of the Italian workforce (n = 8,000). This focuses on the relationship between psychosocial risk factors and self-reported health using a set of logistic and linear regression models. Results: Working conditions such as managerial support, job satisfaction, and role act as protective factors on mental and physical health. On the contrary, workers' risk perceptions related to personal exposure to occupational safety and health risks, concern about health conditions, and work-related stress risk exposure determine a poorer state of health. Conclusions: This study highlights the link between working conditions and self-report health, and this aims to provide a contribution in the field of health at work. Findings show that working conditions must be object of specific preventive measures to improve the workers' health and well-being.

• Strategy21
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• s.44
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• pp.377-416
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• 2018

The purpose of this study is to investigate the effects of the job stresses perceived by R.O.K. naval crews on turnover intentions and job satisfactions. Especially, this study aims to derive the policy implication for the trait characteristics by comparing the job attitude between the surface naval ship and submarine crew. For this purpose, we surveyed 1,000 naval crews. Then, multiple regression analysis was performed. Next, a T-test was conducted to test statistical significance of group differences. First, the job stresses perceived by naval crews were higher in the order of physical environments, overworks, compensation incompetence, lacks of autonomy, and conflicts with people. Second, the job stresses perceived by submarine crews were higher than that of surface naval ship crews. It was also proved statistically significant by the T-test. Third, the physical environments, lacks of autonomy, conflicts of relativity, and inadequate compensation stress have a positive statistically significant effect on turnover intentions of naval crews. Fourth, lacks of autonomy, conflicts of relativity, and inadequate compensation factors have a statistically significant negative effect on the job satisfactions of naval crews. Finally, multiple regression analysis was performed between the independent and dependent variables of the naval crews, and the policy implications were derived.

• Asian Journal of Business Environment
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• v.13 no.4
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• pp.7-17
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• 2023

Purpose: The objective of this study is to evaluate the fringe benefits provided by the entrepreneurs in BSCIC (Bangladesh Small and Cottage Industries Corporation) industrial estates in light of the relevant labor laws of Bangladesh. Research question: Fringe benefits are one of the major factors in compensation that play a vital role in employee satisfaction. However, the issue has yet to be taken into consideration in the industrial units. So, the question arises: what is the present condition of employee fringe benefits in industrial estates? Research design, data, and methods: To conduct this mixed-methods research, a total of 222 respondents were selected randomly from employees and entrepreneurs. Two sets of self-administered questionnaires and KIIs were used to collect primary data, while SPSS was used to analyze the data. Major findings and conclusions: The study shows that the conditions of leave and holidays do not comply with labor laws. Further, aspects of maternity leaves, disability/death benefits, retirement benefits, and other financial and non-financial benefits are found not to be at a satisfactory level and do not comply with the existing labor laws. However, the benefits relating to environmental issues are found to be satisfactory. It is expected that the study findings will contribute to the existing literature related to fringe benefits and will help stakeholders and policymakers in formulating and monitoring compensation packages.

• Korean Security Journal
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• no.10
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• pp.53-77
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• 2005

This thesis analyzes the effectiveness of master's transformational and transactional leadership on organizational commitment as well as job satisfaction of private security, scrutinizes the difference in master's leadership according to social-demographic group. The sum of this thesis is as follows. To begin with, analyzed the difference of leadership style according to social-demographic characteristics of private security, it showed that monthly income is over 2.5 million won as well as people over 30 years old have higher transformational leadership than the others. That is, the older people's age is and the more someone gains his living, the higher he esteems and trusts his master who has charisma, personal concern and shows intellectual stimulus. And examined thoroughly the difference of organizational commitment as well as job satisfaction in accordance with social-demographic characteristics of private security, people who are 20-25 years old, are college graduates and employees who have worked for 2-3 years do well calculational commitment. It means that the younger he is and the lower academic background is, the higher calculational commitment is by the profit and loss which affects them. Secondly, inquired into consequence of leadership style on job satisfaction. Leadership of intellectual stimulus has negative effect on job satisfaction, whereas it has positive effect on conditional compensation. Exactly, if the master exhibits leadership that stimulate to improve an initiative, it reduces the job satisfaction. On the contrary, for the reason that his master indicates leadership that accompanies conditional compensation, job satisfaction tends to increase. Finally, judged from the effects of leadership style on organizational commitment, the charisma, the lower factor of transformational leadership affects to emotional commitment positively and then, it shows that employees tend to become attached to the organization and have a sense of oneness with it, if their master is able to show charismatic leadership. In conclusion, the private security companies pursue employees whose school career and payment is lower because of incidence in labor expense related with the profit and loss. Owing to it, employees are not satisfied with their job much. And also there is the change in increasing rate of job satisfaction according to business performance of the conditional compensation, i.e. a consideration, a promotion, etc., and the calculational commitment. Therefore, the university should try to focus on the researches for cultivate more professional manpower for business, the companies must try to make better deal, offer welfare for their employees to develop of the private security industry, to rise the job satisfaction of private security. And then, investigation to find private security's own level ought to be done by organic industry-academic cooperation of university and industries.

• The Journal of Fisheries Business Administration
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• v.27 no.1
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• pp.15-45
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• 1996

The sustained economic growth cannot be expected without the balanced development in all the realms of industries. Korea has recorded the continuous high growth rate of economy, but it is now facing some difficulties in keeping the normal economic growth, because industrial workers do not like to work in some fields, the typical one of which is the fishery works. This thesis aims at studying the determinants of fishermen's job satisfaction(FJS) and the determinants of affecting the fishermen's trunover intention(FTI) to obtain and maintain the man power for fishing boats. This study assumes that the determinants which affact FJS are fishermen's work values, job characteristics, the attitude of accepting their fishery work, and that the determinants which affect FTI are FJS and their perceptions of labor market. This study concerns two kinds of Job satisfaction : one is an intrinsic satisfaction which comes directly from the work itself, and the other is an extrinsic satisfaction comes from the compensation for the work, but in this study “Pollnac's work satisfaction factor” is added as an additional determinant of FJS. There is a difference in job satisfactions between the individuals who have different work values. Some feel more satisfacttion than the others, which can be explained by the internal work values which assume the work is only a means for another objective of life. This study applies Hackman and 014ham's studies to the job characteristics that a worker's job satisfaction is positively related to the core job characteristis of the job. In addition, this study transformed their studies into variables. A job enrichment to reduce the simplicity of a work and make it more valueable can increase a job satisfaction, but an existing organization has limitation in redesigning the job for its enrichment. A reasonable answer about this matter can be obtained from the workers' subjective perceptins to highly regard the objective job characteristics. Worker's previews of fishery work also affect their job satisfaction because they are already informed of the details and charcteristics of the job that they have to carry out. A Job dissatisfaction causes their intention to leave jobs owing to general perceptions prevailing in labor markets.

• Quality Improvement in Health Care
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• v.5 no.2
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• pp.278-294
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• 1998

This study was planned to provide basic data for activating quality improvement by genera hospital with more than 400 beds across the country, of which 65 coordinators answered. Main results of the study are as follows.. 1. Job satisfaction and organizational commitment by individual characteristics were compared. It was revealed that the sense of self-efficacy was related to job satisfaction positively. But job satisfaction and organizational commitment by locus of control showed no significant difference. 2. In terms of the characteristics of QI activities, the active participation of QI coordinators in QI planning process and smooth communication among hospital staffs were showed positive relationship to job satisfaction significantly. 3. Also support system was proposed as most significant variable related to the job satisfaction and the organizational commitment of QI coordinators. Especially support to QI activities by CEO's, seniors, and other hospital staff was a factor to enhance the job satisfaction and organizational commitment of QI coordinators. 4. In the aspect of organizational culture, culture which were tendency to be recognized high autonomy in their work and organizational identity strongly and to operate reasonable compensation system were related to job satisfaction and organizational commitment positively. The more formalized climate, supportive communication, cooperative teamwork and promoting creative/risk take behavior, it showed the higher organizational commitment. 5. For the aspect of QI job characteristics, QI coordinators' job satisfaction was high when QI office was arranged for independent department which was exclusively in charge of QI activities and their role is exclusively in charge of QI. It can be concluded that organizational support in the aspect of relation and finance and efforts of encouraging their motivation and providing on the job training program are need.

• Korean Journal of Occupational Health Nursing
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• v.17 no.2
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• pp.146-154
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• 2008

Purpose: The purpose of this study is to investigate the degree of job stress and job satisfaction and the relationship between job stress and job satisfaction of Medical Aid Client Managers. Method: Data were collected from 185 Medical Aid Client Managers in 234 areas between April 2-15, 2007. Collected data was analyzed for the frequency, t-test, ANOVA, Pearson's Correlation Coefficient etc. Results: The average score of job stress was 2.6. Job instability was highest as 2.9 and job autonomy was lowest as 2.2. in eight items. When the job stress of Medical Aid Client Managers was converted to 100 point, the average was 51.7 and ranked in upper 50% of Korean woman workers' job stress. Among the eight items, because the relationship satisfaction and the instability of duty regime ranked in upper 25% of Korean woman workers' job stress, those items were identified to have high stress. The average score of job satisfaction was 2.3 out 4.0 which could be interpreted as unsatisfactory. The correlation between the job stress and the job satisfaction demonstrated significant difference. Decrease of the job satisfaction was associated with increase of the job stress. In regard to the eight items, the inverse correlation was demonstrated to be significant in organization, inappropriate compensation, and workplace culture. Conclusion: Medical Aid Client Managers have high stress in carrying out their duties. They have experienced very severe instability in their duty regime. Also, they have felt alienated from their organization and experienced unfair rewards. They had low duty satisfaction but got a heavy workload and experienced overtime work. To relieve job overburden of Medical Aid Client Managers. it was necessary to improve business system and also was necessary to relieve a regional disparity of business charge.