• Journal of Korean society of Dental Hygiene
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• v.19 no.4
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• pp.615-624
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• 2019

Objectives: This study explored job satisfaction experience and meaning of work in dental hygienists. Methods: In-depth interviews were conducted with 13 clinical dental hygienists who had been working in dental clinics for more than 10 years. The analysis method used was developed by Giorgi, including all four steps. Results: The results of the interview were categorized into five central meanings: recognition and trust (including patient's trust, trust in the boss, recognition in the hospital, and intimacy), growth (growth of the hospital, growth in jobs, and problem-solving skills), professional pride (self-esteem, extension of work and changes of awareness, and being able to help others), reward (financial compensation and psychological rewards), and meaning of life given by work (the process of maturing, self-representation, and vitality of life). Conclusions: Based on this study, we need to develop tools to measure dental hygienists' level of job satisfaction as well as follow-up research on ways to improve it.

• Journal of the Korean Society of Radiology
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• v.11 no.4
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• pp.263-271
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• 2017

The purpose of this study was to investigate the relationship between general characteristics, job stress and job satisfaction of 150 sonographer working in Busan and Ulsan area and to identify the predictors of job satisfaction. As a result, the higher the age, experienced job change, the more job satisfaction increased. The sub-factors of job stress and job satisfaction are significantly negative correlated with organizational system, lack of reward, occupational climate, job insecurity, insufficient job control, job demand. The most influential variables in job satisfaction were organizational system and lack of reward. Therefore in order to increase the job satisfaction of the sonographer, it is important to establish and institutional device related to effective organization, manpower management and compensation to reduce job stress.

• Journal of radiological science and technology
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• v.40 no.3
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• pp.485-491
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• 2017

The purpose of this study was to develop a method to improve the job satisfaction of sonograpers by analyzing the factors affecting professional self-concept and job satisfaction. For data collection, total 141 sonographers working in Busan took part in the structured questionnaire survey. The collected data were analyzed by SPSS. For verification of the professional self-concept and job satisfaction, independent t-test and one way ANOVA were executed. When the statistical significance was verified, Sheffe was used for post hoc test. As a result, professional self-concept and job satisfaction were higher when got married, and also when a proper salary was paid according to work experience and professional qualification was acquired. In addition, the factors that have the greatest effect on the job satisfaction were analyzed as professional self concept. In conclusion, in order to improve the job satisfaction of sonographers, it is necessary not only to establish a professional qualification system for the job skill development but also to provide an appropriate compensation system according to work experience.

• Management & Information Systems Review
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• v.30 no.4
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• pp.1-22
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• 2011

The role of call center as public organizations introduce call center in has become very important in public services. Especially the leadership of the middle management at the call center in public organizations has become very essential in accordance with the increase of role of teamleader or managers. For this reason, in this research we want to know not only the impact relation teamleader's leadership have on the quality of services and job satisfaction as call center counsellors feel but also the impact relation the quality of callcenter counsellor's services at callcenter have on job satisfaction, and the mediating effect of services quality is examined in the relationship between leadership and job satisfaction Analyses showed that teamleader's leadership have influence on callcenter counsellors' job satisfaction and the quality of services and the quality of employees' services have a positive influence on job satisfaction, the mediating effect of services quality is certified in the relationship between leadership and job satisfaction. Therefore, to encourage the teamleaders' leadership at callcenter, the empowerment and an appropriate compensation need to be provided. Also to improve the quality of employee's services teamleaders ought to run the reinforcing cooperation program or various incentive program and job education need to be encourage and aligned.

• Journal of the Korea Convergence Society
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• v.8 no.6
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• pp.171-180
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• 2017

This study was executed to verify the effects of individual and environmental characteristics of secondary-school teachers on teacher efficacy and job satisfaction. To do so, a survey of teacher efficacy and job satisfaction was conducted to 696 man and woman teachers from 55 secondary schools in Gwangju and Jeonnam province, and then the results of the survey were analyzed. In this study, teacher efficacy was composed as four factors: sense of calling, teaching-learning, colleague relation and school organization. And job satisfaction was categorized as three factors: job relation, compensation system and working environment. The Multivariate analysis results showed a significant difference in teacher efficacy and job satisfaction according to teachers' individual characteristics and working environment. Conclusively, teacher efficacy and job satisfaction are complicated factors formed by teachers' individual and environmental characteristics. To improve secondary-school teachers' teacher efficacy and job satisfaction, it is necessary to develop training and education programs reflecting individual and environmental characteristics.

• Journal of Advanced Navigation Technology
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• v.28 no.3
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• pp.323-330
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• 2024

The purpose of this study is to analyze the effect of self-esteem on the safety culture and safety behavior of airline pilots and to confirm whether job satisfaction has a mediating effect in these relationships. It was examined whether self-esteem directly affects safety culture and safety behavior, and indirectly through job satisfaction. As a result of the study, self-esteem did not have a direct significant effect on safety culture, but indirectly had a positive effect through job satisfaction. In addition, self-esteem had a direct significant positive effect on safety behavior, and job satisfaction partially mediated this relationship. This suggests that pilots with higher self-esteem practice safety behavior more actively, and job satisfaction can promote such behavior. These results show the importance of organizational support such as programs and support for enhancing pilots' self-esteem, fair compensation for improving job satisfaction, improving working environment, and providing career development opportunities in airlines, and are intended to be used as basic data for this.

• The Journal of Society for e-Business Studies
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• v.15 no.2
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• pp.107-135
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• 2010

Nowadays many telecommunication service companies try to enhance the quality of their service by providing customers with more specialized service for greater customer satisfaction. As this trend continues, the role that frontline employees play is getting more and more important because they are the ones who have direct influence on customers. For this reason, more than ever, the role of call center has become of paramount importance. Noting that a call center employee's job satisfaction critically affects the quality of service that a customer gets, this study was carried out in order to provide an insight on effective personnel and performance management which can boost up the job satisfaction of a call center employee, thereby enhancing the productivity of Call Center. Conclusively, it verifies that among job satisfaction influence factors, superior's support and compensation fairness indeed have a tremendous influence on job satisfaction of a call center employee. Furthermore, it verifies that if a call center employee is satisfied with his or her job, he or she tends to work more efficiently and hence increase productivity.

• Culinary science and hospitality research
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• v.22 no.4
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• pp.265-276
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• 2016

In this study, what is motivation factors through academic study about whether to choose a career for chef and analysis career choice motives and IPA between importance and satisfaction and motivation was to analyze the impact of factors affecting satisfaction. The impact on job satisfaction according to the chef choose the real motivation, self-centered, values, etc., but having a significant impact on satisfaction stable did not have any effect on satisfaction. Therefore, the management runs the company makes employees motivate to engage in promoting stability through increased opportunities to employees, the ability to demonstrate opportunities, compensation, career development, work environment improvement. In addition, unlike the restaurant operated by individually casinos and luxury hotels apply overtime, laundry service, employee cafeteria, night shift allowances, operated by the Labor Standards Act such work 40 hours, but the non-corporate individual restaurant or newly opened hotels that still don't have it showed the low importance for welfare benefits, and expected to have a high turnover rate.

• The Journal of the Korea Contents Association
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• v.15 no.8
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• pp.408-415
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• 2015

This study investigated the job-satisfaction of the Radiographer's job-characteristics and job-stress. A total of 213 Radiographer were surveyed using a self-administered questionnaire. The 105 questionnaires consist of general characteristics, job characteristics, occupational stress, and job satisfaction. The job satisfaction was categorized into 3 sub-scales; psychological variables, environmental variables, and structural variables. The occupational stress was categorized into 8 sub-scales; physical environment, job demand, insufficient job control, interpersonal conflict, job insecurity, organizational system, lack of reward, and occupational climate. 30 years old than 30 years later, people are highly rewarding than a low person, this person is lower than people with high sense of duty, place the larger the size of Seoul, hospital than fat, than people who do not have turnover intention this, job insecurity, organizational structure, inadequate compensation, workplace culture, physical environment, people with low job satisfaction is higher than men were. As such there is a need to identify the cause because otherwise indicated differences in job satisfaction.

• Journal of Korean Academy of Nursing Administration
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• v.17 no.4
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• pp.391-401
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• 2011

Purpose: The purpose of this study was to explore the effect of empowerment on nursing performance, job satisfaction, organizational commitment and turnover intention in hospital nurses. Method: The subjects were 345 nurses at a general hospital in D city. Data were collected by structured questionnaire from January 10 to February 15, 2009. Data were analyzed by using descriptive statistics, ANOVA, Scheffe's test, and Pearson correlation coefficient, multiple regression by SPSS win 17.0 program. Results: The mean scores were 3.60(${\pm}.43$) of empowerment, 3.80(${\pm}.38$) of nursing performance, 3.49(${\pm}.55$) of job satisfaction, 4.70(${\pm}.74$) of organizational commitment, and 2.34(${\pm}.84$) of turnover intention. Empowerment was correlated with nursing performance, job satisfaction, and organizational commitment positively, but correlated with turnover intention negatively. As a result of multiple regression, empowerment has 34.3% of the explanatory power on nursing performance, 24.0% on job satisfaction, 30.7% on organizational commitment, and 15.6% on turnover intention. Conclusion: Empowerment was a critical variable affecting nursing job performance, job satisfaction, organizational commitment, and turnover. Also, if various variable - active and adequate child-care support system, provided conditions continue to study, and adequate and appropriate compensation for nursing performance - affecting empowerment are managed, nurses' empowerment level will rise at the same time.