• Journal of Family Resource Management and Policy Review
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• v.2 no.1
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• pp.167-180
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• 1998

This study examines health and life satisfaction of the married female production workers(Mfpw). The data of 370 Mfpw in manufacturing sector in Taegu are collected by using questionares in August, 1995. Health scale measured by Todai Health Index is composed physical health and mental health. There are three satifsfaction areas-individual life satisfaction, family life satisfaction, and job satisfaction-in the overall life satisfaction scale. The findings of this study are as follows: 1) Mfpw’s total health conditions are poor. Especially physical health is worse than mental health. Physical health is influenced by age and purpose of attaining job, while mental health is influenced by purpose of attaining job. Mfpw who get the job for family financial needs have poor physical and mental health. 2) The overall life satisfaction level of Mfpw is lower than middle point : their family life satisfaction level is the heigest and their individual life satisfaction level is the lowest. Family income, purpose of attaining job and work place environment have effect on the level of overall life satisfaction. Mfpw who have the higher family income, get the job by non-economic motivations and work in good work place environment show the higher life satisfaction level.

• The Journal of Asian Finance, Economics and Business
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• v.9 no.4
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• pp.163-172
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• 2022

The purpose of the study is to determine the impact of several factors on employees' job commitment in ten FDI manufacturing businesses in Vietnam's Nghi Son Economic Zone during the COVID-19 Pandemic. The researchers used reliability tests, exploratory factor analysis, confirmatory factor analysis, and structural equation modeling to confirm the relationships between factors when analyzing the effect of variables on job commitment in FDI enterprises. Based on a poll of 481 respondents, the test findings showed that 07 parameters have positive effects on job satisfaction. Professional assurance, compensation, fringe benefits, supervisor, promotion, coworkers, and working conditions all have varying levels of impact. Job satisfaction, in particular, has a significant and positive impact on employees' commitment to their jobs. According to research findings, the COVID-19 pandemic has been and continues to be a unique burden for Vietnamese firms in general and FDI manufacturing enterprises in Nghi Son EZ in particular. As a result, businesses must have appropriate HRM strategies to incentivize employees to recover, stabilize, and develop in the new normal, ensuring employee loyalty to the company.

• Economic Analysis
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• v.27 no.2
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• pp.41-70
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• 2021

Using the 2017 and 2019 Survey on Immigrants' Living Conditions and Labour Force, we examine how the job training programs in Korea affect immigrants' labor market outcomes by applying the propensity score matching method. The results show that job training programs increase the probability of being employed by 6.4 percentage points and positively affect monthly wages. There is significant heterogeneity in the effects of job training effects across visa categories. For immigrants with work visas, the effect on the employment rate is relatively small, while the wage effect is considerably large. On the other hand, we do not find a positive wage effect for marriage migrants. Both the employment rate and the monthly wage increased through job training for permanent residents.

• Journal of Korean Academy of Nursing
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• v.53 no.6
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• pp.622-634
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• 2023

Purpose: This study aimed to identify the mediating effects of career motivation and job-esteem and the effect of the nursing work environment on intention to stay among hospital nurses. Methods: Data were collected from 289 nurses working at an advanced general hospital. The research model design was based on the PROCESS macro proposed by Hayes and analyzed using SPSS 24.0 program. Results: The results showed a positive correlation between intention to stay and nursing work environment (r = .19, p = .001), career motivation (r = .34, p < .001), and job-esteem (r = .37, p < .001). Nursing work environment (B = 0.34 [.09~.59]) and job-esteem (B = 0.27 [.04~.49]) had a direct effect on intention to stay. There was a two-mediator sereal mediation effect of career motivation and job-esteem. The nursing work environment showed a significant effect on the intention to stay among hospital nurses through career motivation and job-esteem. Conclusion: In order to increase the retention rate of hospital nurses, it is suggested that government and medical institutions provide multifaceted support that can increase nurses' motivation for career development and recognition of the nursing profession through improvement of the nursing work environment.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.11 no.6
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• pp.2046-2053
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• 2010

This study reviewed the previous research materials and made a positive investigation to identify the structural interrelation of caddies' emotional labor, job stress and turnover intention. Some analytical findings are as follows: First, the job stress increases in proportion as the emotional labor. Second, the turnover intention is not in proportion as the frequency of emotional display or the subordinate element of the emotional labor but the degree of the emotional expression and dissonance. Third, the turnover intention is in proportion as the job stress. In other words, the higher the emotional labor, the more the job stress and turnover intention. Consequently, the caddies should be highly qualified to express themselves according to their job conditions. Also, the stronger the caddies' job stress, the more their turnover intention. It is necessary to use the leadership to relieve the job stress and motivate the caddies to have the pride. My solution will have a positive effect on lessening the job stress and turnover intention.

• Journal of dental hygiene science
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• v.20 no.3
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• pp.163-170
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• 2020

Background: Job satisfaction of dental hygienists has been discussed continuously in dental hygiene research. It has been the most representative performance variable in dental and human resource management. However, in quantitative research, most of the studies have analyzed the causal relationship with variables related to dental hygienists' job satisfaction. The existing qualitative research contains only the studies that targeted dental hygienists with an experience of more than 10 years. The present study aimed to understand and to characterize the job satisfaction of dental hygienists with an experience of 2 to 10 years and to compare it with the qualitative research on dental hygienists with an experience of 10 or more years. Methods: An in-depth interview of dental hygienists with 2 to 10 years of experience working in 10 dental clinics was conducted. For data analysis, Giorgi's analysis method was used. Results: After analyzing the meaning of job satisfaction of dental hygienists, 180 semantic words and 19 subcategories were derived. The results of the interview were categorized into for central meanings: recognition and rewards, work experience and ability improvement, occupational characteristics, and work characteristics. Recognition and rewards included workplace recognition, patient recognition, self-effort and recognition, and the feeling of being rewarded. Work experience and ability improvement included various work experiences and factors relates to improving the work ability. Occupational characteristics included professional job, interest and persistence, job extensibility, and no burden of employment. Work characteristics included working conditions and separation of work and private life. Conclusion: The development of tools to measure the level of dental hygienists' job satisfaction after long-term service and to conduct follow-up research regarding ways and effects to improve job satisfaction is needed.

• Communications for Statistical Applications and Methods
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• v.18 no.6
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• pp.675-685
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• 2011

This paper proposes a job matching function that calculates the job matching probability of a job-seeker to an employer taking the working conditions of a job-seeker and an employer into account. In addition, this study analysis the degree of centrality that means interactions of a job-seeker and an employer utilizing social network analysis. The results are follows. First, a degree of centrality is found to be severely concentrated in certain job-seekers or certain employers; in addition, there are many job-seekers and employers who have no matching results. Second, according to decision tree analysis, characteristics of a job-seeker that influences the degree of centrality are gender, age and degree of education in order of importance. The characteristics of a employer that influences the degree of centrality are proposed salary, industry classification and firm size in order of importance.

• Journal of the Korea Convergence Society
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• v.10 no.11
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• pp.557-564
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• 2019

The purpose of this study was to examine the influencing factors of job engagement among Korean police officers. This was the secondary analysis of data from the 5th Korean Working Conditions Survey (KWCS). The study subjects included 185 Korean police officers. Collected data were analyzed using descriptive statistics, t-test, ANOVA, Pearson's correlation and multiple regression with IBM SPSS Statistics 24.0 program. Job insecurity (${\beta}=-.34$, p<.001), job reward (${\beta}=.39$, p<.001), subjective health status (${\beta}=.22$, p<.001), and organizational justice (${\beta}=.20$, p=.002) were significant influencing factors on job engagement, explaining 59.3% of the variance (F=34.26, p<.001). Effective and systematic strategies to improve Korean police officers' job engagement should focus on job reward, job insecurity, subjective health status, and organizational justice. The results of this study can be utilized as base data to improve Korean police officers' job engagement.

• Journal of Nutrition and Health
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• v.29 no.6
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• pp.651-660
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• 1996

The purpose of this study was to examine and analyze the degrees and the influence factors of job satisfaction of dietitians working in hospitals in relation to performance of duty in their works and to provide effective management of hospital dietitians for high quality health and food service in hospital. The questionaire was prepared with reference to the previous studies on job satisfaction of dietitians working in hospitals throughout the nation. 201 dietitians in the country were surveyed. The period of research was from January 20 to February 28, 1995. The results are as follows. 1) In regard to the degree of job satisfaction of hospital dietitians, they showed the highest degree of job satisfaction in the relationships with fellow dietitians followed by worth and self-confidence, aptitude and interests, relationships with cooks, job stability, degree of recognition of the dietitians competence, supervision of the superiors, degree of application of professional knowledge, work load, wage level, degree of recognition of the importance of duty, cooperative relationships with load, wage level, degree of recognition of the importance of duty, cooperative relationships with doctors, degree of performance of clinical work, the number of dietitians, the prromotion system, and welfare system in that order. On the other hand, they showed the highest dissatisfaction with food service facilities. 2) The influence factors on job satisfaction are as follows. (1) Wage factor : Shorter weekday working hours and higher bonuses make greaster job satisfaction (R2=0.3115). (2) Working condition factor : Larger number of monthly holidays(R2=0.5142), shorter weekday working hours(R2=0.1077), longer previous food service experience and computer utilization (R2=0.1432) make greater job satisfaction. (3) Welfare factor : Welfare system (R2=0.4132) and promotion system (R2=0.1624) have to do with computer utilization. Job stability has to do with marital status and computer utilization (R2=0.1165). consequently, those married dietitians who use computers show higher job satisfaction. (4) Human relationship factor : Smaller mumber of patients receiving food makes greater job satisfaction (R2=0.1334). (5) Superivision factor : Shorter weekday working hours and larger number of monthly holidays make greater job satisfaction (R2=0.1709). (6) Achievement factor : Marriage, larger number of dietitians(R2=9.2293), age, larger number of monthly holiday, higher monthly wages and computer utiliazation (R2=0.1088) make greater job satisfaction. (7) Speciality factor : Marriage, longer current hospital tenure, higher position and working in seoul(R2=0.1142) make higher job satisfaction. (8) Job inclination factor : working in general hospitals rather than in oriental hispitals, working in seoul(R2=0.1776) and better bonuses(R2=0.1078)make greater job satisfaction. As a result, the following is suggested for the job satisfaction of hospital dietitions on the basis of this study : hospital dietitians can achieve miximum job satisfaction through smooth relationships with coworkers, and the responsible managers should improve welfare and working conditions for the job satisfaction of hospital dietitians.

• Journal of the Korean Dietetic Association
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• v.8 no.2
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• pp.121-131
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• 2002

The purpose of this study was to verify the dietitian’s job description(2000) for dietitians working at business and industry foodservice. The survey was carried out for the frequency, criticality and difficulty of each job description with 4 point. The number of subject was 39 dietitians, who have been working over 3 years at their position. The results are following ; 1. Duties with high frequency and criticality were menu managements, purchasing, storage and inventory controls, food productions, meal services, waste managements and sanitation managements. 2. Duties with middle frequency and high criticality were managing equipments and facility, human resources managements, financial managements, self promotions. 3. Duties with low frequency and high criticality were nutrition assessment (life cycles, certain diseases, specific conditions), medical nutritional theraphy, nutrition education and public health nutrition. 4. For difficulty, duties related food service had lower points than that of nutrition service.