• Journal of Information Technology Services
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• v.14 no.1
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• pp.41-51
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• 2015

The purpose of this research is to investigate the relationship between job creation and ICT usage in service industries. This research is particularly important because job creation is one of the most critical issues for the country. With technology innovation and system integration, manufacturing industries do not create enough employment, therefore, the society relies on service industries for creating job opportunities. Until now, due to limitations, analysis of job creation in service industries through ICT usage has not been investigated in depth. Thus, development of an effective ICT support policy was impossible. In this research, we used seven methods to investigate overall relationship between ICT usage level and job creation. A rule of large numbers has been applied to reach conclusion. Through this research, the government can focus its investment on service industries where job creation rate is the highest. We can expect both reinforcement in competitiveness of our service industry and continuous creation in employment, eventually leading to a virtuous cycle.

• Journal of the Korea Convergence Society
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• v.12 no.7
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• pp.181-191
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• 2021

Unlike in the past, successful global companies are striving to create a horizontal organizational structure and autonomous corporate culture by empowering their members with autonomy and responsibility. The purpose of this study is to conduct an empirical analysis on the effect of job stress and managerial coaching behavior on the effect of psychological empowerment on organizational commitment and turnover intention. Negative situational factors (job stress) and positive situational factors (managerial coaching behavior) were considered and presented at the same time, and their effectiveness was verified. As a result of the analysis, it was found that psychological empowerment had a positive effect on organizational commitment, but did not to affect turnover intention. Also, it was found that job stress and managerial coaching behavior had a mediating effect. The results of this study can be used as a effective guideline on creating an autonomous organizational climate and creating a successful corporate culture through this.

• The Journal of Asian Finance, Economics and Business
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• v.9 no.5
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• pp.531-539
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• 2022

The goal of the research is to identify the relationship between organizational justice, job satisfaction, and work attitudes in the context of job rotation. The competence and loyalty of the employees of an organization are critical to the organization's success. Therefore, organization should invest in developing their employees, including creating effective procedures and human resource management policies. A job rotation program is one of the critical policies in developing employees, as through this program employees can develop and actualize their abilities. However, there are some challenges in practice regarding implementing the procedures of job rotation. One of the challenges is related to the concept of organizational justice, which then impacts on employees' job satisfaction and work attitudes. This study was conducted in focused group discussions. The sample is 272 of a state-owned organization. In this study, the concept of organizational justice, with the dimensions of distributive justice, procedural justice, and interactional justice, were used along with the discussion of job satisfaction and other work attitudes. The results were issues of fairness in perceiving organizational justice in the job rotation context, and the most significant response lies in procedural justice.

• Journal of Digital Convergence
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• v.12 no.9
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• pp.9-20
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• 2014

As studies on welfare systems for military families were only focused and limited on improvements of welfare facilities and military apartments, or psycho-therapies for families living apart, the supporting policies and efforts on creating jobs for military families(spouses) were insufficient till now. The best welfare for military spouses is the active well-being through the provision of employment opportunities, rather than providing certain rewards. Especially, South Korea should boost national competitiveness through increasing the engagement rate of women's economic activities. To expand these kinds of employment chances, actual plans to overcome the factors that restrict job opportunities for the families living apart, moving frequently, or living in rural areas should be urged. Accordingly, there should be a change of recognition toward military welfare service, enactment of applying discharged soldier's expanded employment programs for military spouses, cooperation with municipal governments and relevant institutions for creating jobs, and provision of promising job openings in association with a military reform. To achieve these, the cooperation of the government agencies, municipal governments, and military units are being emphasized.

• The Journal of Economics, Marketing and Management
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• v.10 no.2
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• pp.15-22
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• 2022

Purpose: This study explores the effect of employee's growth needs strength on counterproductive work behaviors. Perceived job insecurity was also examined as a moderating variable on the relationship between the two variables. Research Design, data and methodology: This study collected 108 data samples from working individuals from South Korea. The Exploratory Factor Analysis (EFA) and the hierarchical regression analysis were used to analyze the data. Hierarchical regression analysis was performed using SPSS 24.0. Results: Our research results indicated that employee's growth needs strength has a negative effect on counterproductive work behaviors. Perceived job insecurity moderates the relationship between the two variables. Conclusions: Organizations should focus on creating growth opportunities for employees, since facilitating employee's growth need strength will counteract the desire to engage in behaviors that can be detrimental to the organization. and its members.

• The Journal of the Korea institute of electronic communication sciences
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• v.8 no.3
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• pp.499-503
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• 2013

In the real estate industry, job creation is dominated by SOC financial investment expansion. Financial investment like SOC can induce employment only if is executed as cost of equipment by setting the budget as a long-term project. In this study, a hypothesis was set regarding how the real estate industry affects job creation, and makes suggestions based on analysis of relational structure among variables through the research model.

• Korean Journal of Occupational Health Nursing
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• v.18 no.2
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• pp.232-241
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• 2009

Purpose: This study was conducted to estimate the job stress and depression of female and male service workers and to determine the predictors influencing depression. Method: In this cross-sectional study, the data were collected from hotel, wholesale, and insurance companies. A total of 244 workers were recruited. Among them, 118 were female workers. A self-administered questionnaire was consisted of personal characteristics, job stress, daily life stress, social support, and depression. Depression was measured using a CES-D Korean version. Result: The average job stress of female workers was higher than that of male workers (P<.05). The average depression scores of female workers were higher than those of male workers, but the difference was not statistically significant. Multiple regression analysis showed that role conflict and low social support were significant predictors of depression in female workers. In male workers, role conflict, low social support, and under-utilization of abilities were significant predictors of depression. Conclusion: The results of this study suggest that depression of service workers may be prevented by creating a workplace environment that focuses on role conflict and social support. Also, health providers should consider the vulnerability of working women to job stress.

• Journal of Korean society of Dental Hygiene
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• v.18 no.6
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• pp.1025-1035
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• 2018

Objectives: This study examined dental hygiene students' frequency of participation in community volunteer activities, job consciousness, depression, and self-esteem, and then identified the correlation among them. We also analyzed the moderating effect of depression and self-esteem on the correlation between participation in community volunteer activities and job consciousness. Methods: We surveyed 312 dental hygiene students attending four universities in South Chungcheong Province, Korea, from May 2 to June 15, 2016, through direct visits. They were given structured questionnaires containing four items on community volunteer activities, three on job consciousness, ten on self-esteem, and 13 on depression. To examine the moderating effect of depression and self-esteem, we performed analysis of variance, correlation analysis, and structural equation modeling analysis (based on the path analysis model and by inserting interaction terms) using SPSS and AMOS. Results: We observed a negative correlation between self-esteem and depression (r=-0.062) but a positive correlation between self-esteem and job consciousness (r=0.125). Depression and job consciousness had a negative correlation (r=-0.176). Depression had a statistically significant impact on job consciousness (r=-0.519, p<0.01). The interaction term between depression and frequency of community volunteer activities also had a statistically significant influence on job consciousness (r=0.090, p<0.05). These findings indicate that depression moderates the correlation between frequency of community volunteer activities and job consciousness at a statistically significant level. Conclusions: More frequent participation in volunteer activities enhances dental hygiene students' self-esteem, reduces depression, and raises job consciousness. The positive impact of volunteering on self-esteem, depression, and job consciousness warrants encouraging students' participation in community volunteer activities, creating supportive structures, and developing various volunteer programs relevant to the students' area of study.

• Journal of Korean Society of Transportation
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• v.25 no.1 s.94
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• pp.93-105
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• 2007

To raise transit ridership, it is necessary to expand transit facilities in long term Plans and to raise passengers' satisfaction by improving bus service qualify in short term Plans. In this study, the relationship between bus driver job satisfaction and Passenger service Performance is analyzed. The results of the study indicate that a driver s job satisfaction has an influence on accident rates. However, even when job satisfaction is not very high, if food resting facilities and Policies ave Provided then the Probability of an accident tends to decrease. To improve job satisfaction, several things should be done, such as stabilizing employment, creating fair company policies, improving overall employee welfare, and enhancing driver achievement from working. The satisfaction from salary is also an important factor and drivers are satisfied when they earn more money relative to other companies' drivers and when they aye satisfied with their salary increases. Therefore, creating appropriate monetary incentives would be a food policy for improving bus driver job satisfaction. This study serves as pilot research to make a foundation for further research about job satisfaction in the public transit field.

• The Journal of Industrial Distribution & Business
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• v.14 no.12
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• pp.33-41
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• 2023

Purpose: This study's primary goal is to investigate and evaluate the critical contributions made by industrial-organizational psychologists to raising worker job satisfaction. The study aims to offer insights that can enhance workplace environments, improve organizational processes, and increase employees' general well-being by looking at the particular contributions made by this field. Research design, data and methodology: The study design, data collection strategies using the literature content analysis allow for a thorough analysis and synthesis of the body of knowledge about industrial-organizational psychologists' contributions to improving worker job satisfaction. This method entails a sequential procedure that includes formulating research questions and locating pertinent studies. Results: Numerous previous works have indicated that industrial-organizational psychologists are essential in determining how an organization is run and how satisfied its workforce is with their jobs. The four major roles (Job Design, Leadership, Workplace Culture, and Employee Development) that were found after a thorough analysis of the body of current literature are presented in this section. Conclusions: In sum, the roles found in this study provide organizations with a framework for creating work environments that prioritize the well-being and overall growth of the people who make up the organization while also helping them negotiate the complexity of the modern workplace.