• 가족자원경영과 정책
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• 제12권2호
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• pp.73-93
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• 2008

The purpose of this study was to analyze the effects of workers' human resource development and their recognition of human resource on-the-job satisfaction. A sample of 4,727 workers that was selected from Korea Labor Panel Data was analyzed by t-test and multiple regression, and was tested by causal effects among related variables. The major findings were as follows: First, the workers' recognition of their job performance level vs. educational attainment was affected by their annual income, job status, educational attainment, gender, and experiences of human resource development. Second, the workers' job satisfaction was affected by gender, age, educational attainment, health status, job status, annual income, experiences of human resource development, recognition of their job performance level vs. educational attainment, and recognition for their job availability. Third, the factors that had a causal effect on workers' job satisfaction were educational attainment, gender, age, health status, annual income, and experiences of human resource development. Above all, workers' educational attainment had a strong direct effect on job satisfaction, and annual income had a strong indirect effect on it. From these findings, it can be concluded that workers' effort and trial for development and investment of human resource played an important role in increasing job satisfaction.

• 대한가정학회지
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• 제50권4호
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• pp.63-71
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• 2012

This study aimed to investigate the job satisfaction of child care helpers who are service providers in a child care support project. For this study, 302 child care helpers in ten districts within Seoul participated in the present study. A survey was conducted to collect data concerning their job satisfaction. Data were analyzed with descriptive statistics and regression using the SPSSWin 16.0 version. The results of this study were as follows. Generally, child care helpers had a high degree of job satisfaction. In addition, they exhibited the highest degree of satisfaction in relationships and the lowest satisfaction in wages. Furthermore, they demonstrated varying degrees of job satisfaction depending on their individual characteristics, activity characteristics, and activity recognition. The results of the present study can provide useful implications in regards to successful child care support projects.

• 대한가정학회지
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• 제44권6호
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• pp.47-58
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• 2006

This research focused on the family stress and family strengths in double-income couples. The subjects of this study were 171 double-income couples, in the Kyeongnam Area, Korea. The major findings from the study are as follows. 1) The degree of family stress of the husband and wife in double-income couples was 2.90 and 2.97, respectively, on a scale of 0-5.0. The significant variables were economic level, self-esteem and marital satisfaction in double-income couples' husband, and having a housework-helper, job satisfaction, self-esteem and marital satisfaction in double-income couples' wife. 2) The degree of family strengths of the husband and wife in double-income couples was 3.84 and 3.82, respectively, on a scale of 0-5.0. The significant variables were job satisfaction, self-esteem and marital satisfaction in double-income couples' husband, and the educational level, job type, self-esteem and marital satisfaction in double-income couples' wife. 3) There was a close inverse correlation between the lamely stress and family strengths in the husband and wife of double-income couples.

• 대한가정학회지
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• 제38권7호
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• pp.27-37
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• 2000

According to recent statistics, the number of family-owned small business have increased. And these growing numbers have created an urgent need for researchers and government to analyse and plan for this population. The purposes of this study were to identify the determining factors of the location of family owned small business and to analyze the factors related to their job satisfaction, and life satisfaction. The data used for this study, were 713 self-employed men and women which were elected from the panel data of 1998 MIPS of Daewoo Economic Research Institute. Statistics performed for the analysis were frequencies, percentiles, t-test, $\varkappa$$^2$, OLS and Logistic analysis. It was found that the person who work at home-base small office were the residents of smaller city, and are older than the office-going attendants. The variable which effects the job satisfaction of the home-based workers was the educational background. And sex was the only factor which affects the job satisfaction of the office-going attendants. It was also found that job satisfaction affects the life satisfaction significantly in both group.

• 한국식품조리과학회지
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• 제22권3호통권93호
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• pp.259-269
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• 2006

The purposes of this study were to measure the correlation between leadership style and job satisfaction in family restaurants, and to compare the effectiveness of two different styles of leadership: transformational and transactional. The questionnaire used in this study was designed to measure all variables in the research model, and was made two kinds for employees and for managers. It was distributed to 550 employees and 12 managers in 16 stores of 4 family restaurants, from September 10 to October 7, 2004. A total of 303 usable employees' questionnaires were received, giving a 55.0% response rate, and all of managers responded. Statistical data analysis was completed using SPSS Win(11.0) for the following analyses: descriptive, reliability, factor, ANOVA, correlation and cluster. The results were as follows. First, the most influential leader was the senior staff in most of the hierarchies that were studied. Second, transformational leadership had a positive correlation with job satisfaction for family restaurant employees, while transactional leadership had a negative correlation. Third, using cluster analysis, four leadership groups were identified: transformational(44%), transactional(29%), a combination of both styles(4%), and unidentifiable style(23%). Fourth the transformational leadership group produced e highest rates job satisfaction for family restaurant employees. The transactional leadership group produced the lowest job satisfaction. According to the results, the most reasonable leadership style in family restaurants is transformational leadership.

• 한국콘텐츠학회논문지
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• 제20권8호
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• pp.262-273
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• 2020

본 연구는 일·가정 균형이 직무만족에 미치는 영향과 그 관계 사이에서 가족친화문화의 매개효과를 분석하는데 목적이 있다. 이를 위해 여성가족패널 제6차 자료를 활용하여 19세-64세에 해당하는 응답자 중 현재 직장에 다니고 있는 기혼여성 근로자 2,016명을 대상으로 분석하였다. 분석결과, 첫째, 일·가정 균형은 직무만족에 긍정적인 영향을 미치는 것으로 나타났으며 둘째, 일·가정 균형과 직무만족 사이에서 가족친화문화의 매개효과를 확인하였다. 이러한 결과는 일과 가정영역 사이에서의 정서적 연결성을 재확인하였다는 점에서 의미가 있으며, 일·가정 균형을 위한 제도적 접근뿐만 아니라 가족친화문화와 같은 문화적 접근에 대한 고려가 필요하다는 것을 시사한다.

• 대한지역사회영양학회지
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• 제14권6호
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• pp.807-816
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• 2009

This day's research analyzed the difference between brand personality, self - image congruity, job satisfaction and their influences towards employees of family restaurants in order to suggest a plan which would induce researcher's interest as well as influencing diversification of management strategies toward dining-out business. The purpose of this research is to analyse the difference between brand personality, self - image congruity, job satisfaction and their influences towards employees of family restaurants. The survey questionnaires were distributed to 300 employees of family restaurants in Seoul from August 1th until August 30th 2009, and 257 of them were used for analysis. The top seven company's were chosen by base on data from 2009 Annual Dinner of the Korea. Statistics handling of this research used SPSS WIN 17.0 statistics package program, which performed frequency analysis, factor analysis, regrssion anlysis. The research result shows, first of all, the relationship between company's brand personality and personal self - image congruity, it shows that the company's brand personality has higher on 'ability/capability, loyalty/fidelity, and strong' the personal self - image congruity appeared higher. The relationship between company's brand personality and social self-image congruity, it shows that the company's brand personality has higher on 'ability/capability and loyalty/fidelity' the social self-image congruity appeared higher. Second of all, in a relation between the self-image congruity and job satisfaction, the personal self-image congruity has shown positive impact on job satisfaction. Third of all, in a relationship between the company's brand personality and job satisfaction, if 'interest or loyalty/fidelity' shows higher on brand personality, than job satisfaction has shown higher.

• 가족자원경영과 정책
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• 제14권3호
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• pp.165-181
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• 2010

The purpose of this study was to examine the mediating effects of role ambiguity on the relationship between self-efficacy and job satisfaction of visiting supervisors for multicultural families. The subjects were 243 visiting supervisors for multicultural families. The data were analyzed with SPSS Win 15.0 using Cronbach's ${\alpha}$, hierarchical multiple regression and path analysis. The findings showed that both self-efficacy and role ambiguity exerted a significant effect on the job satisfaction of visiting supervisors for multicultural families. Further, it is important to note that the effect of self-efficacy on job satisfaction was mediated by role ambiguity. The study discussed implications in terms of job satisfaction of visiting supervisors for multicultural families.

• Safety and Health at Work
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• 제13권2호
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• pp.220-226
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• 2022

Background: Research on the impact of psychosocial risks on well-being at work remains scarce in low- and middle-income countries, especially in the banking sector. This study sought to examine the relationships between job demands, job resources, well-being, job satisfaction, and work engagement in the Zimbabwean banking sector. Methods: An online survey was administered to 259 employees from five banks. Hierarchical multiple regression tested the relationships between job demands (quantitative demands, emotional demands, work pace, and work-family conflict), job resources (possibilities for development, social support from colleagues and supervisors, quality of leadership, and influence at work), well-being, work engagement, and job satisfaction. Interactions between all variables were tested. Results: Job demands were negatively related to well-being, work engagement, and job satisfaction. Job resources had positive relationships with the same. Work pace had positive relationships with well-being and work engagement. Influence at work moderated the relationship between emotional demands and work pace with well-being. Possibilities for development moderated the relationship between work-family conflict and well-being. Work-family conflict moderated the relationship between social support from colleagues and job satisfaction. Emotional demands, work pace, and quantitative demands moderated the relationship between influence at work with job satisfaction and work engagement. Conclusion: Job demands should be reduced where possible in order to enhance employee well-being, work engagement, and job satisfaction. The job resources that should be availed to facilitate a positive psychosocial work environment in the banking sector include social support from supervisors, influence at work, and possibilities for development.

• Safety and Health at Work
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• 제11권3호
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• pp.353-360
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• 2020

Background: Urban bus drivers work under conditions that are among the most demanding, stressful, and unhealthy with higher rates of mortality and morbidity as well as absenteeism and turnover. Methods: Drawing on the job demand-resource model, this study investigates the impacts of job characteristics on emotional exhaustion and the effects of emotional exhaustion on job outcomes (including job satisfaction, life satisfaction, organizational commitment, and turnover intention) in the context of bus drivers. Results: Using self-reported survey data collected from a sample of 320 Taiwanese urban bus drivers, results reveal that role overload and work-family conflict (as job demand factors) positively relate to emotional exhaustion, and organizational support (as a job resource factor) is negatively associated with emotional exhaustion. Emotional exhaustion has negative effects on both job satisfaction and organizational commitment. Job satisfaction positively leads to life satisfaction, whereas organizational commitment negatively relates to turnover intention. Conclusion: This study concludes that role overload and work-family conflict as two stressors related to job demands and organizational support as the job resource factor to affect emotional exhaustion which further influence well-being in bus driver context. The moderating effects of both extraversion and neuroticism on the relationship between job demands and emotional exhaustion are evident.