• The Journal of the Convergence on Culture Technology
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• v.5 no.2
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• pp.23-30
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• 2019

The purpose of this study was to examine job stress, job satisfaction, and turnover intention of the nurses who work at the comprehensive nursing service units in two academic medical institutions that provide healthcare service at the tertiary care level in Korea. A descriptive study was conducted with the nurses by using self-reported questionnaires. We used descriptive statistics to summarize the data and Mann-Whitney U test for group comparison. The mean scores of job stress, job satisfaction, and turnover intention were $89.17{\pm}12.56$, $107.25{\pm}6.85$, $37.19{\pm}4.86$, respectively. Nurses with religion showed more job stress than those without. Nurses with their age below 30 years old had significantly less job satisfaction than those older than 30 years old. Monthly income was significantly associated with turnover intention in our data. The top three sub-category of the job stress were conflict with physicians, patients and their caregivers, and conflicts with others; and those of the job satisfaction were pay and promotion and task requirement. Job stress, job satisfaction, and turnover intention were significantly correlated. In order to reduce turnover intention of nursing professionals in the comprehensive nursing service, job stress related to issues on relationships with patients, their family, health care providers need to be taken into consideration. Policy and administrative support are needed to improve their work environment.

• Journal of the Korean Home Economics Association
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• v.37 no.2
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• pp.41-54
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• 1999

This study focused on the coping behavior and perceived economic well-being of the housing-subsidized single-mother family. The major findings were as follows: 1. Single mothers who had higher level of income, education, and self-esteem tended to have better coping behaviors. 2. Internally oriented single mothers had better coping behaviors. 3. Single mothers who had high level of income, job satisfaction, and social support perceived their income more adequately. 4. Single mothers who were satisfied with job, social support and child relationship reported a high level of economic satisfaction. 5. Single mothers who had high score in coping behavior tended to have a high level of perceived economic well-being.

• Korean Journal of Human Ecology
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• v.4 no.1
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• pp.11-25
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• 2001

The purpose of this study was to examine which of the variables were associated with generative fathering. The subject of the study is consist of 229 fathers who have 4∼6 years old in chonju. The data was gathered through questionnaires. The statistical analysis for this study were frequency. T-test. correlation. Anallysis of Variance(ANOVA), Multiple Regression. Cronbach's Alpha was used to test the reliability of the scales. The major results were as follows : First, there were no significant child's sex and birth in generative fathering. Second. there were significant father's job, income of home and type of family but there were no significant paternal education, father's age and where or not the mother works outside the home in generative fathering. Third. generative fathering was positively correlated with paternal childhood experience. paternal marital satisfaction and father's job satisfaction. Fourth, generative fathering was negatively correlated with parenting stress. Fifth, there were significant differences according to sex-role identity of father in generative fathering that is, generative fathering had more participation and responsibility when father had androgynous or feminine identity than when they had masculine or undifferentiated. Sixth, in multiple regression analysis, generative fathering was predicted significantly by paternal childhood experience, father's sex-role identity. paternal job satisfaction and parenting stress.

• Industry Promotion Research
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• v.6 no.1
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• pp.43-53
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• 2021

This thesis is a study to verify whether the attitude toward retirement perceived by middle-aged workers has a significant effect on retirement preparation and job satisfaction for middle-aged workers in their 40s to 50s working in Seoul and the metropolitan area. As a result, it was found that the forced frustration during the retirement attitude of middle-aged workers had a significant negative (-) effect only on the finances and family of retirement preparation. A new start was found to have a significant positive (+) effect on all sub-variables of retirement preparation. In the second hypothesis, the influence of job satisfaction, it was found that old-age breaks and new start of retirement attitude had a significant positive (+) effect on job satisfaction. As a result, it can be seen that the attitude toward retirement of middle-aged workers who are about to retire has a significant influence on retirement preparation and job satisfaction.

• Korean Journal of Social Welfare
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• v.67 no.3
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• pp.31-55
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• 2015

The purpose of this study is to identify the effect of verbal violence experience by employees on turnover intention and the mediating effect of customer-member exchange(CMX) and job satisfaction in local healthy family support center(HFSC). Additionally, the multi-group analysis and latent mean analysis showed varying results across working for general service and child-care service. For the purpose, study conducted a survey among all the employees at 56 local HFSC in Seoul and Gyeonggi-do Province. Of a total of questionnaires distributed, 319 were returned and analysed. The result of this study were as follows First, verbal violence experience by employees effected on CMX, CMX effected on job satisfaction, job satisfaction effected on turnover intention. Second, CMX and job satisfaction acceptance have statistically significant mediating effects between verbal violence experience and turnover intention. Third, as result of multi-group analysis, the structural relationship were no significant differences found in job position. In the latent means analysis, working for child-care service showed significantly higher latent mean values in verbal violence experience and CMX than general service. Based on the results, policy and practice implications of this study were discussed intervention with considerations given to the difference of the job position.

• Culinary science and hospitality research
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• v.16 no.5
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• pp.37-49
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• 2010

The purpose of this study is to examine how the workplace bullying recognition level of an employee in Korean foodservice industry, which more strongly depends on human services than other industries, influences on job satisfaction and turnover intention. To this end, we collected 250 samples of employees working in the kitchen of family restaurants. Among the collected 250 sample, 241 samples were usable for the analysis excluding 9. The result is as follows. Firstly, there is a difference in average of satisfaction in work according to each group of causes to recognize workplace bullying. That is, the group which vaguely recognizes bullying as for threat to professional status and isolation, and psychological harassment shows higher satisfaction in work than the group which recognizes the bullying well, which is statistically significant. The latter demonstrates more turnover intention than the former. Secondly, the research examining the effects of the causes of workplace bullying over the employees' satisfaction in work and turnover intention shows the following result. The causes to recognize workplace bullying of the employees have a negative effect(-) on job satisfaction on the whole. The causes to recognize workplace bullying of the employees have a positive influence(+) on turnover intention. In conclusion, manager in foodservice industry will need to provide employees with the environment which can help staff improve cooperation, unity and solidarity within the organization.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.11
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• pp.187-196
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• 2017

This study examined the effects of ego-resilience and emotional labor on work-family conflicts among middle-aged female workers. Data were collected through self-reported structured questionnaires of 148 middle-aged female workers from October 2, 2013 to April 10, 2014. The results suggest that the mean score of work-family conflict was 25.59 (SD=11.99) and there were significant differences in living arrangements (F=4.32, p=.015), monthly living expenses (r=.18, p=.028), and job satisfaction (F=6.33, p<.001) by work-family conflict. Work-family conflict was negatively related to ego-resilience (r=-.28 p=.001). Living arrangement (living with parents, children) (${\beta}=.29$, p=.045), monthly living expenses (${\beta}=.22$, p=.006), job satisfaction (${\beta}=-.20$, p=.015), and ego-resilience (${\beta}=-.28$, p<.001) were identified as significant predictors of work-family conflict. This model explained about 19.0% of work-family conflict in middle-aged female workers (F=6.61 p<.001). Therefore, as a strategy to reduce the level of work-family conflict in middle-aged female workers, it is necessary to consider socioeconomic factors such as living arrangements and living expenses that affect work-family conflicts. Moreover, applying psychological intervention to improve job satisfaction and ego-resilience of middle-aged women in the working environment will help reduce work-family conflicts.

• Journal of Korea Society of Industrial Information Systems
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• v.23 no.2
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• pp.75-92
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• 2018

This study investigates the effects of family-friendly corporate policies on employees' job satisfaction, quality of life, organizational commitment, and turnover intention. Data was collected using a self-administered questionnaire from medium sized manufacturing company during the summer of 2017 and received 295 useful responses. The data was analyzed using the multiple and simple regressions. The results showed that the effects of family-friendly corporate policies were significantly positive from the employee's perspective. The employees' awareness of the family-friendly policy was positively correlated with their job satisfaction, quality of life, and organizational commitment, but it was negatively associated with turnover intention. It should be noted that the boss' support at work showed the insignificant effect on the family friendly policy awareness and this result was very different from the previous study. The study concludes that companies as well as employees benefit from family-friendly policies. The study that in order to create a family-friendly corporate culture, the company should not only introduce the policy to employees but also provide the support and atmosphere for the employees to utilize the family-friendly policy easily, and to establish a companywide support policy, organizational practitioners should find the way family-friendly policies to be rooted in the organization.

• Journal of Family Resource Management and Policy Review
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• v.7 no.1
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• pp.153-167
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• 2003

The purposes of this study were to examine the pattern of housewives’social activity participation and investigate the characteristics of this pattern. The data of this study were collected from 340 housewives living in Seoul area. Statistical methods used were frequency, percentage, oneway ANOVA, DMR-test, and cluster analysis. The results of this study were as follows; 1) 52.6% of respondents participated in social education, only 20.8％ in volunteer work. And a large number of housewives(77.6% of respondents) wanted to get a job. 2) Housewives were classified into job-demand group, job-apathy group and social activity oriented group by the pattern of social activity participation. And these groups were differed by Age, income, degree of satisfaction as a housewife, time constraints, and money constraints.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.10
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• pp.171-182
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• 2020

This research focuses on the importance of corporate social responsibility in building the company's reputation. Experts have studied CSR as an antecedent of a company's reputation, but the mechanisms underlying this process are rarely explored. Therefore, to fill this research gap, we demonstrate CSR's implementation combined with organizational justice based on discrepancy and equity theory. This study involved 210 employees in a family company. The study's analysis method uses Structural Equation Model (SEM), SmartPLS, with a five-step measurement and analysis procedure. The variables in this study are CSR implementation, organizational justice, employee trust, firm reputation, organizational objectiveness, organizational commitment, job satisfaction, and job performance. The results found that some of the direct relationships stated were not significant, but all demonstrations of indirect links were substantial. Besides, optimal CSR and organizational justice provide a reliable and positive domino effect in increasing the role and consequences of employee trust and firm reputation. The findings in this study confirm that upstream-downstream job performance causality can be successfully achieved if job satisfaction has been realized, job satisfaction can be achieved if organizational commitment can also be recognized, and organizational commitment can be developed. Reflection and influence, rather than organizational attractiveness becomes essential.