• East Asian Journal of Business Economics (EAJBE)
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• v.10 no.1
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• pp.59-69
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• 2022

Purpose - Burnouts cause the workers to quit their jobs because with the heavy workloads that the employees get subjected to, they feel that they have little control over what they have to accomplish in the workplace. The purpose of this research is to provide adequate solutions using brief consultation process, reducing negative psychological factors. Research design, Data, and methodology - The current research conducted the 'Qualitative Content Analysis' (QCA), which is one of the most employed analytical tools; it has been used widely all over the globe in various research applications in library science and information. Primarily, this analysis is often used as a method in the quantitative tool until the recent decade. Result - Based on ultimate systematic literature analysis, excessive workloads can get addressed by finding proper solutions to the issues of depression, anxiety, irritability, and discouragement. The solutions are (1) Combating Excessive Workloads using Effective Employee Selection, (2) Employee Effective training, and (3) Job redesigning. Conclusion - Selecting or recruiting employees that have skills for the given job also makes it possible for the organization to run its employees effectively and with minimal cases of workload as an organization understands the capabilities and capacities of workload an employee can complete.

• Korean Journal of Human Ecology
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• v.6 no.2
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• pp.41-48
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• 2003

The purpose of this research was to analyze the sexual discrimination level of woman employee in hotel industry. This research was based on a survey. The survey was conducted on 130 individuals who were working in hotels in Seoul. With collected data, regression analysts, T-Test and analysis of variances were utilized using SAS program. The results showed that there were no evidences of sexual discrimination among tile individuals' educational levels and the departments. Whereas, there were evidences of sexual discrimination, sexual harassment. discrimination against employment, and workload among the position levels within a corporation. Finally. the analysis showed that there were sexual discrimination in a promotion policy. retirement policy. workload. and employment during employment period. However, there were no evidences of sexual discrimination in ether areas.

• The Korean Journal of Food And Nutrition
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• v.31 no.1
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• pp.70-79
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• 2018

The purpose of this study was to obtain data on the contribution of job characteristics (work, autonomy, reward, community, fairness, value) towards job burnout (emotional exhaustion, cynicism), job engagement (vigor, dedication, absorption) and turnover intention in school foodservice employees. Typically, 594 school foodservice employees in the Busan area participated in our survey. Workload (${\beta}=-0.512$, p<0.001) had the highest negative influence on emotional exhaustion, whereas reward (${\beta}=-0.216$, p<0.001) and community (${\beta}=-0.214$, p<0.001) had the highest negative influence on cynicism. Community (${\beta}=0.305$, p<0.001) and workload p<0.001) had the highest positive influence on vigor. Community (${\beta}=0.261$, p<0.001) and (${\beta}=0.238$, p<0.001) had the highest positive influence on dedication. (${\beta}=0.287$, p<0.001) and community (${\beta}=0.224$, p<0.001) had the highest positive influence on absorption. Workload (${\beta}=-0.195$, p<0.001) and community (${\beta}=-0.182$, p<0.001) had the highest negative influence on turnover intention. Overall, the results show that job characteristics are very important factors affecting foodservice employee's burnout, engagement, and turnover intention. So should try to reduce the employees' workload and increase the rewards for them along with activating communication among each other.

• Journal of the Korean Society of Safety
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• v.20 no.4 s.72
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• pp.148-153
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• 2005

Computer dominated jobs and industrial automation have rapidly created work-related musculoskeletal disorders(WMSDs) and WMSDS are expanding to employee of other general industry. Specific risk factors associated with WMSDs include repetitive motion, heavy lifting, forceful exertion, contact stress, vibration awkward posture and rapid hand and wrist movement. The purpose of this paper is to analyze the effects of the neck muscle workload according to posture(joint angle) and load weight. Seven male students participated in this study. To analyze neck muscle workload was studied on electromyographic(EMG) activity for sternocleidomastoid and trapezius, was subjectively rated using a Borg's CR-10 scale. ANOVA showed that the CR-10 ratings and most EMG root-mean-square (RMS) value were statistically significant improvement according to posture(joint angle) and load weight. The results of this study indicate the joint angle and weight of neck muscle workload to provide safe working conditions. To reduce the large number and severity of WMSDs employees have been experiencing, we need to redesign the job in workplace to identify and control hazards that are reasonably likely to be causing or contributing to the WMSDs.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.8
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• pp.495-507
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• 2020

The paper examines the determinants of employee engagement in the not-for-profit organization (NFPO) sector. A structured questionnaire survey of 205 NFPO employees in Vietnam was employed, preceded by in-depth interviews with NFPO associates and managers. After a multiple regression analysis to study the impact of five independent variables on one dependent variable, the study reveals that Work design and Work-life balance are positively and significantly associated with employee engagement. Of which, Work design is measured by the level of job fit, job autonomy, job challenge, and job meaningfulness. On the other hand, Work-life balance involves measurement aspects consisting of how reasonable the workload is and organizational support. Meanwhile, different from the business world, Leadership, Learning and Development, and Recognition do not show statistically positive impacts on employee engagement in NFPOs. Still, they are crucial back-supporting factors to ensure employee experience at work. Further, the study finds that personal growth contributes a great part to keep employees in the sector motivated. This paper brings the area of study to the forefront in an effort to benefit the practice of human resources management in NFPOs as well as support employees in the sector with a higher quality working experience.

• Korean Journal of Occupational Health Nursing
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• v.26 no.1
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• pp.55-64
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• 2017

Purpose: This study was performed for the effective management of nursing organization as surveyed choice motives and job satisfaction about nurses who changed to public hospitals. Methods: This study is a descriptive study. This study surveyed 214 nurses who changed jobs to public hospital in six Gyeonggi-do hospitals from October 23 to November 20, 2015. The collected data were analyzed for descriptive statistics, t-test, one-way ANOVA, sheffe test, multiple linear regression analysis using the SPSS/WIN 21.0 program. Results: Most of the nurses chose public hospitals due to benefits correspond to public officials. They had worked in general hospitals located on provinces and changed jobs due to a heavy workload and low benefits. Of the participants 84.1% were satisfied with changing jobs to public hospitals and the advantages of public hospitals of their choice were job stability and good employee benefits(guaranteed maternity and paternity leave, etc). On the other hand there were complaints about low salaries compared to the workload after changing jobs to public hospitals. Conclusion: Hospitals need to enhance job stability and provide nurses with good employee benefits to reduce turnover rate.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.5
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• pp.485-494
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• 2021

With increased competition in various industries comes increased organizational pressure to develop. Human resources are the most important assets in an organization because it is a source capable of directing, maintaining, and developing organizations to meet various demands of society and times. This study aims to analyze the effect of workload on turnover intention mediated by work stress and work engagement at four-star hotels in Surabaya Indonesia. In this study, data collection was obtained using questionnaires and saturated sample methods. The sample in this study is all employees at four-star hotels in Surabaya Indonesia, totaling 60 respondents. Partial Least Square approach was used for model analysis. The results showed that workload has a significant effect on turnover intention. Workload also has a significant effect on work stress and work engagement, and work stress and work engagement have a significant effect on turnover intention. The findings of this study suggest that four-star hotels in Surabaya Indonesia need to pay more attention to the tasks that are allocated to employees according to their abilities so that employees do not feel overwhelmed and can complete these tasks optimally, on time, and they need to create a strategy to relieve employee stress during work.

• International journal of advanced smart convergence
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• v.4 no.2
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• pp.54-60
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• 2015

In modern business organization, the most important strategic factor in maintaining competitive advantage in business is to manage and utilize human resources effectively, which has eventually increased workload and psychological pressure in organizations. And research show that increased workload and psychological pressure has produced various tensions in business organizations, and it appears that those tensions have increased the workplace aggressive behavior among employees. In various types of aggressive behavior, this study focuses on verbal aggression. The study also attempts to find out the relationships among verbal aggression, job involvement, and turnover intention among administrative workers in colleges from May 20 to May 26, 2015. Summary of the research result is as follows. First of all, the study shows that verbal aggression directly increases the employee turnover intention.

• Korean System Dynamics Review
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• v.15 no.2
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• pp.5-25
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• 2014

The purpose of this study is to analyze the effects of nuclear power plant workers and organizational characteristics on accidents, and seek the combination of policies for reducing accidents. For this purpose, it grasped, by using System Dynamics and Causal Loop Diagram, how various factors that cause accidents in nuclear plants are interrelated, and performed simulations after building simulation models. As a result of the analysis, first, the fundamental cause of safety accidents in nuclear power plants turned out to be the time constraint on the workload. Second, it turned out that as the workload of workers increases, physical and mental stresses increase, thereby increasing accidents due to errors and violations. Third, it turned out that as the levels of educational training and compliance with regulations and procedures are enhanced, accidents are reduced. Lastly, it turned out that as the combination of policies (reliance level + working environment + educational training + compliance with regulations and procedures) is increased, accidents are reduced. Especially, it turned out that if the combination of policies is increased by 30%, more than 10 cases of accidents are reduced.

• Asian Journal of Business Environment
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• v.5 no.4
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• pp.19-28
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• 2015

Purpose - Research shows that increased workload and psychological pressure produces tensions in organizations. Such tensions can increase employee aggressive workplace behavior. This study attempted to discover the relationship among verbal aggression, job involvement, and turnover intention. Research design, data, and methodology - A survey of administrative workers in colleges was done between May 20 and May 26, 2015. Result - The findings were as follows. First, verbal aggression directly increased employee turnover intention. Second, stress recognition also created turnover intention among employees, which was detected in the interviews conducted after the survey. Third, both the survey and the interviews showed that stress recognition did not have a significant effect on job involvement. Fourth, both the findings and the interviews after the survey showed that stress increased turnover intention. Last, the finding on the role of self-esteem showed that self-esteem had a positive moderating effect on the relationship between the influence of verbal aggression and stress recognition. Conclusion - Having strong talent at work should lower turnover intention and turnover rates and develop the organization continuously.