• Journal of Convergence for Information Technology
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• v.10 no.11
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• pp.288-295
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• 2020

This study analyzes the impacts of undergraduate-work-experiences for beauty-major's graduates. 168 samples were selected from Graduates Occupational Mobility Survey data 2012 ~ 2017. As a result of a Multiple logistic regression analysis, a job experience, job period, and number of experienced job type mattered. In case of having non-major job experience while studying, the opportunities of finding a job of one who has no experience was higher than that of one had over a year work experience. While in case of having major job experience in the field of studying, one who has experience over 6 months and less than a year had higher chance in finding a job than that of one who had over a year work experience. I hope this promotes reviewing a systematic educational policy and helps to get a fundamental information on job-seeking behavior of beauty major graduate.

• The Korean Journal of Health Service Management
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• v.5 no.1
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• pp.15-29
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• 2011

Whether organizational members are satisfied with their job or not is most important in the organization that they belong to. Those who are more satisfied with their job have a less intention to get another occupation, and they are better motivated to improve their own job performance. Boosting job satisfaction is one of the sure ways to reduce invisible loss triggered by turnover or nonattendance and to enhance the quality of life of organizational members. Therefore the job satisfaction of organizational members should be raised to cut down on their turnover rate. The purpose of this study was to examine the relationship of the general characteristics of nurses to their job satisfaction and turnover intention in a bid to identify factors affecting their job satisfaction and turnover intention. The major findings of the study were as follows: First, as for job satisfaction and turnover intention, the nurses investigated got a mean of 2.92 and 3.13 respectively on overall job satisfaction and turnover intention out of five points. Their job satisfaction was slightly above the average (2.5), which indicated that they weren't gratified with their job. Their turnover intention was a little above the average as well, which implied Their turnover intention was a little above the average as well, which implied that there was a tendency for them to seek another job.

• Journal of Society of Preventive Korean Medicine
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• v.17 no.3
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• pp.63-73
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• 2013

Objectives : The aim of the study was to investigate major satisfaction, career choices and perceived career barriers in college students majoring in alternative medicine. Methods : A total of 315 college students majoring in alternative medicine in 5 universities in K city and J province completed survey questionnaires. Results : The highest proportions of students (38.4%) chose alternative medicine major because of their aptitude and interest. Students (59.0%) were satisfied in general with their majors. Regarding career direction after graduation, the highest proportions 1st of and 2nd year students answered that they haven't decided yet (33.7%). In addition, they wanted to get a job in hospitals (24.6%) and have more education (21.9%). The highest proportions of 3rd and 4th year students wanted to get a job in hospitals (31.3%) and 27.3% of them wanted to have more education. The most important criterion for choosing a career was a career aptitude (38.7%) followed by professionalism, vision, pay, and social status in both groups. Regarding perceived career barriers, the highest proportions of 1st and 2nd year students (31.6%) answered the lack of social recognition about alternative medicine while the highest proportions of 3rd and 4th year students (55.5%) answered the lack of national certifications (P<0.001). Conclusions : In general, students majoring in alternative medicine were satisfied with their majors. They wanted to get a job at a hospital and have more education. They thought that the lack of social recognition and national certification of alternative medicine would be career barriers.

• Korean Institute of Interior Design Journal
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• no.3
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• pp.58-63
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• 1994

As following four steps, we can make a development about Model-Curriculum of Interior Architecture by an approach of occupational cluster in a College. Step. 1.Selecting of an occupational cluster in which students want to get a job. Step 2. Abstracting and analyzing about occupation , job and task of occupational cluster. Step.3. Selecting of courses by the systematization of occupation, job and task. Step.4. Selecting the goals of instruction in Interior Architecture. Through the above steps, the change of occupation has been promoted among occupational cluster by the development of curriculum based on the planning of Interior Architecture which has the widest range of job and task.

• 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.

• Journal of Korean Academy of Nursing
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• v.37 no.4
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• pp.501-509
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• 2007

Purpose: The purpose of this study was to identify job stress experienced by head nurses of general hospitals. Methods: Data was collected from 10 head nurses with in-depth interviews about their actual experiences. The main questions were when, why, and from whom they get stress in the work field; how they are affected by the stressful situation; and how they cope with this stress. All the interviews were recorded and transcribed. The collected data was analyzed using a consistent comparative data analysis method. Results: Job stress of head nurse was formed by 3 axis; causes, reactions, and coping strategies in complicated situational context such as human relationship, culture of hospital, individual characteristics, social support. Conclusion: The results of this study yields very useful information for nursing mangers to identify, by stages, the demands of the head nurses in their role adaptation process. The findings of this study contributes to developing programs and supportive policies that palliates the head nurses' job stress.

• Journal of the Korean Dietetic Association
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• v.21 no.3
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• pp.241-252
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• 2015

The research was conducted by center for children's foodservice management in Hanam-si. In order to improve job satisfaction, a survey was carried out by working conditions and job satisfaction in children foodservice employees working at child daycare centers registered from January to April. Ninety-five surveys out of 120 were collected, and 76 surveys were analyzed. Job satisfaction consisted of four elements, working environment, welfare, human relationships, and job-itself, analyzed by general characteristics. Pearson's correlation was carried out between job satisfaction and intention to change job by Likert 5 scales using SPSS statistic program. The percentages of child daycare centers owned by civilians was 52.6%, high school education level was 65.8%, permanent workers was 68.4%, and less than 1 year of foodservice was 34.2%. Average scores of job satisfaction were as follows: working environment scored 20.6 out of 25 points, welfare scored 10.3 out of 15 points, human relationships scored 17.5 out of 20 points, and job-itself scored 13.2 out of 15 points. The lowest job satisfaction average was 'I get paid fairly regarding the working hours and the amount of work' with a score of 3.6 points. Job satisfaction based on facility type, age, education level, and working period did not show significant differences, whereas hired status, numbers of foodservice children, and intention to change jobs showed significant differences. Hired status showed significant differences with welfare satisfaction (P<0.05). Numbers of children showed a significant difference with welfare and human relationship satisfaction (P<0.01, P<0.05). Intention to change job showed a significant difference with four elements of job satisfaction (P<0.05, P<0.01, P<0.01). In conclusion, to improve job satisfaction of children foodservice employees, working conditions and welfare satisfaction should be increased.

• Korean journal of food and cookery science
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• v.23 no.1 s.97
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• pp.62-69
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• 2007

Competitions among domestic foodservice businesses get more intense as the presence of new competitors has rapidly increased. For the past decade, our domestic foodservice industry has shown outstanding growth and overcome poor industrial environments. The poor work conditions employees suffer from will cause negative effects on organization values and effectiveness. Although facing severe problems, most of foodservice businesses do not take aggressive counteraction to eliminate these issues. With this in mind, the study has been implemented to empirically investigate the effects of the foodservice business on organization values and organization effectiveness and then to utilize the findings of the study to develop various marketing strategies for the foodservice industry. The findings of the study were as follows: first, with respect to the effects among organization values, job satisfaction, and organization loyalty, the organization value was found to have positive effects both on job satisfaction, and organization loyalty. The findings demonstrated that the levels of job satisfaction and organization loyalty of employees may be increased by promoting organization values, as positive relationships were found between organization values, job satisfaction, and organization loyalty of employees. second, organization values were found to have a positive effect on organization loyalty. Therefore, job satisfaction should be considered as a key factor for achieving overall organizational loyalty of employees in the foodservice industry.

• Korean journal of food and cookery science
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• v.32 no.6
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• pp.745-753
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• 2016

Purpose: This study was conducted to provide basic data for human resources management of hospital foodservice employees by determining their job characteristics, job satisfaction, and organizational commitment according to recent hospital environment changes. Methods: Our survey was administered to 248 hospital foodservice employees in Busan area from September 1 to September 25, 2014. A total of 158 questionnaires were used for final analysis. Results: The mean score of job characteristics showed significantly difference by work experience (p<0.001), annual salary (p<0.01), and cooking certification (p<0.05). Job satisfaction had significantly difference by the age (p<0.05), annual salary (p<0.001), and turnover intention (p<0.001). Organizational commitment showed significantly (p<0.001) difference by age, work experience, and annual salary. There was positive correlation (p<0.001) between organizational commitment and job characteristics, job satisfaction. Organizational commitment had significantly positive correlation with skill variety (p<0.001), feedback (p<0.01), and task significance (p<0.001) of job characteristics, with work (p<0.001), pay (p<0.001), and co-workers (p<0.001) of job satisfaction. Job characteristics (${\beta}=0.249$, p<0.001) and job satisfaction (${\beta}=0.380$, p<0.001) had positive influences on the organizational commitment(p<0.001). In sub factors of job satisfaction, work (${\beta}=0.291$, p<0.001) and pay (${\beta}=0.252$, p<0.01) had positive influences on organizational commitment. Conclusion: To develop the organizational commitment, hospital managers need to reinforce responsibility and fulfillment by job enrichment and to consider increasing salaries to get a higher satisfaction from foodservice employees.

• Culinary science and hospitality research
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• v.13 no.3
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• pp.263-277
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• 2007

In order for a cook to cook, there should be a space called a kitchen; moreover, to prepare good food, there should be good kitchen facilities in the kitchen. With good facilities, the cook can save time and have higher productivity. On the other hand, with poor facilities, equipment and utensils, the cook can get demotivated, have poor capability, suffer from high stress and possibly can cause some diseases. Therefore, better facilities are essential for cooking environment. The purpose of this study is to find out how significant the job stress is according to the demographic characteristics. Also, how kitchen facilities and moving line influence the job stress. In order to answer above questions, 278 copies of questionnaire were made and given to cooks at hotels with five star or similar ranks. Using SPSS Win 12.0 the statistics package, frequency, factor and reliability analysis were conducted. Then, regression analysis was carried out. As a result of the test, difference analysis on statistic characteristics was partly found. In addition, facilities and moving line affected job stress. Also, working area in the kitchen inversely influenced the job stress.