• 동아시아경상학회지
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• 제10권3호
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• pp.27-40
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• 2022

Purpose - The purpose of this study is to test the impact of job crafting on in/extra-role performance in Chinese context. In addition, it intends to verify the mediating effect of work engagement on the relationship between job crafting and in/extra-role performance. Research design, data, and methodology - Survey data were collected from employees of the companies in Hebei, China, for about two months, from early January 2022 to early March 2022. A total of 300 copies were distributed, and 240 copies were collected (80%), of which 222 copies were used for the final analysis. Data were analyzed for statistical tests of the measurement model and hypotheses using IBM SPSS Statistics 25 and Amos 25. Result - The analysis results are as follows. First, job crafting has a direct effect on work engagement. Second, work engagement increased employees' in/extra-role performance. Third, the mediating effect of work engagement was verified in the relationship between job crafting and employees' in/extra-role performance. Conclusion - This study expands the job demand-resource model by revealing the effect of job crafting, which changes the job given to oneself, on in/extra-role performance. In addition, this study investigated the impact of work engagement on the relationship between job crafting and in/extra-role performance.

• 대한통합의학회지
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• 제5권3호
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• pp.39-47
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• 2017

Purpose : This study was conducted to analyze the job stress factors affecting the job satisfaction and job involvement of physical therapists and to provide basic information for the prevention of job stress among physical therapists. Method : One hundred and eighty-four physical therapists working in hospitals participated in the study by completing the Korean Occupational Stress Scale and surveys about job satisfaction and job involvement. The results were collected and analyzed. Result : The job stress factors the significantly influenced job satisfaction are the following, in order of importance: the organizational climate (p<.05), inter-personal conflict (p<.01), insufficient job control (p<.001), lack of reward (p<.001), and the occupational system (p<.001). The following factors significantly influenced job involvement, again in order of importance: job demand (p<.001), the organizational climate (p<.05), lack of reward (p<.05), the occupational system (p<.01), and insufficient job control (p<.001). Conclusion : The purpose of this study was to analyze the job stress factors affecting the job satisfaction and job involvement of physical therapists and to provide basic information to prevent job stress among physical therapists. The results indicate the need for more studies that analyze the job stress factors of physical therapists and additional studies that specifically analyze the tasks of physical therapists. Studies on how to reduce job stress among physical therapists must also be conducted in the future.

• Journal of Audiology & Otology
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• 제25권4호
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• pp.189-198
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• 2021

Background and Objectives: This study aimed to investigate the occupational performance of Korean workers with and without hearing loss and analyze the hearing-related difficulties in the working environment. Subjects and Methods: The Amsterdam checklist for hearing and work was used for the analyses and the occupational environments of the Korean workers were investigated. Out of 129 total participants, 86 workers experienced severe to profound hearing loss and 43 had the normal hearing ability. The hearing-impaired workers were recruited from two leading vocational centers and normal-hearing workers were their colleagues. Results: The hearing-impaired workers were found to take fewer sick leaves and exhibited higher rates of permanent job statuses compared to the normal-hearing workers. Workers with hearing loss rarely detected background sound; however, they could perceive reverberation more frequently. They felt more satisfied with their careers than the normal hearing workers as they received social support and needed to put their effort into hearing for most hearing activities. Furthermore, the effort in hearing increased with the increase in job demand, job control, social support, and career satisfaction. The working hours per week increased with the increase in age, education level, job demand, job control, and social support. Different trends were observed in 9 out of 12 variables while comparing the data from the present study with that obtained from the hearing-impaired workers of the Netherlands, indicating a large difference between countries. Conclusions: Although the hearing-impaired Korean workers operate diligently with good job positions, it is necessary to enhance their acoustic environment and provide them social support. Considering the cultural background of the hearing-impaired workers, the development of suitable vocational rehabilitation programs and specific questionnaires is strongly recommended worldwide.

• 대한청각학회지
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• 제25권4호
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• pp.189-199
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• 2021

Background and Objectives: This study aimed to investigate the occupational performance of Korean workers with and without hearing loss and analyze the hearing-related difficulties in the working environment. Subjects and Methods: The Amsterdam checklist for hearing and work was used for the analyses and the occupational environments of the Korean workers were investigated. Out of 129 total participants, 86 workers experienced severe to profound hearing loss and 43 had the normal hearing ability. The hearing-impaired workers were recruited from two leading vocational centers and normal-hearing workers were their colleagues. Results: The hearing-impaired workers were found to take fewer sick leaves and exhibited higher rates of permanent job statuses compared to the normal-hearing workers. Workers with hearing loss rarely detected background sound; however, they could perceive reverberation more frequently. They felt more satisfied with their careers than the normal hearing workers as they received social support and needed to put their effort into hearing for most hearing activities. Furthermore, the effort in hearing increased with the increase in job demand, job control, social support, and career satisfaction. The working hours per week increased with the increase in age, education level, job demand, job control, and social support. Different trends were observed in 9 out of 12 variables while comparing the data from the present study with that obtained from the hearing-impaired workers of the Netherlands, indicating a large difference between countries. Conclusions: Although the hearing-impaired Korean workers operate diligently with good job positions, it is necessary to enhance their acoustic environment and provide them social support. Considering the cultural background of the hearing-impaired workers, the development of suitable vocational rehabilitation programs and specific questionnaires is strongly recommended worldwide.

• 경영정보학연구
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• 제22권3호
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• pp.157-172
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• 2020

정보보호 인증을 통합한 ISMS-P의 등장, 유럽의 개인정보보호법(GDPR)의 시행 그리고 각종 보안사고 등 이슈로 정보보호 컨설턴트에 대한 수요가 증가할 것으로 전망된다. 본 논문에서는 기업의 수요를 명시적으로 확인할 수 있는 구인광고 사이트의 광고를 수집하여 정보보호 컨설턴트의 역할을 분석하였다. 한국과 미국의 대표적인 구인광고 사이트를 선정하여 2014년과 2019년에 정보보호 컨설턴트의 구인광고 명세를 수집하였다. 수집된 데이터를 텍스트마이닝을 이용한 시각화, 비모수적 방법을 이용한 분석 등을 사용하여 정보보호 컨설턴트의 역할에 변화가 있었는지를 확인하였다. 연구결과로 정보보호 컨설턴트에게 요구하는 조건들의 변화는 미미한 것으로 밝혀졌다. 이는 5년의 시간차이를 두고 역할의 변화가 크지 않다는 것을 의미한다. 연구 결과는 관련 정책 수립자, 정보보호 컨설턴트 구직희망자 그리고 정보보호 컨설턴트 채용자에게 도움이 될 것으로 기대된다.

• 대한영양사협회학술지
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• 제12권4호
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• pp.313-328
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• 2006

This study was objectively performed to identify dietitians' job in the elderly health-care facilities, to assess facilities and dietitian's demographic characteristics, and to determine performance and importance of dietitian's job including the demand of therapeutic diet development. Survey was conducted by mail and samples were the dietitians working in 376 facilities which capacity is over 50 members from nationwide 583 the elderly health-care facilities. Returned questionnaire was 102 and used for statistic analysis. The distributions of the elderly health-care facilities showed 39 the elderly nursing facilities(38.2%), 32 skilled nursing facilities (32.4%), 13 geriatrics hospital facilities(12.7%) and 9 the elderly cost nursing facilities(8.8%). 60.0 percent of the samples showed its menu price as 1,000 to 1,500 won. A cycle-menu program was in-use at the 79.0% facilities, but only 7.1% facilities have been introduced a selected menu system. 92.9% facilities employed only one dietitian. In the demographic characteristics of dietitian only 14.7% dietitian had a clinical dietitian license and 51.5% of respondents answered at least 1 to 3 months internship program is needed. Job activities of the dietitian in the elderly health-care foodservice were identified as 45 activities with 9 dimensions. Job performance score evaluated dietitian oneself was 4.71 of 7 points. The average importance score that the dietitian evaluated their own job was 5.66 points of 7. The job activities shown higher importance but lower performance were therapeutic diet development for in-patients, menu development suitable for taste of the elderly, and leadership. Job performance score by characteristics of dietitian and their elderly health-care facilities was significantly associated with experience of dietitian in elderly health-care (F=4.480, p<0.05), education of dietitian(F=2.659, p<0.01), number of dietitian(F=2.245, p<0.05), and number of employee in foodservice(F=2.607, p<0.05). Most common diseases of the aged was proved as hypertension(81.7%), diabetes mellitus(71.4%), and dementia(65.0%). The therapeutic diets frequently provided were diabetes mellitus diet, dysphagia diet, low sodium diet, high fiber diet, and high protein diet, in order. For those reasons, dietitian in the elderly health care emphasized that the information about therapeutic diet development such as diabetes mellitus diet, dysphagia diet, low sodium diet and hypertension diet must be continuously developed and provided. The result from this study can be applicable to enlarge and enrich job activities of dietitian in elderly health-care foodservice.

• 대한영양사협회학술지
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• 제24권3호
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• pp.212-230
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• 2018

The purpose of this study was to investigate the effects of job stress on job satisfaction according to interpersonal relationship type among school dieticians and nutrition teachers. The online survey was conducted from Oct. 26th to Nov. 7th, 2017 in 2,000 randomly selected dieticians and nutrition teachers in the capital area. A total of 453 collected questionnaires were used for analysis. SPSS v.21.0 Statistical Package Program was used for the statistical process. For the results regarding interpersonal relationship type of dieticians, open-type (73.3%) was the highest, followed by self-assertive-type (23.0%), isolated-type (2.6%), and careful-type (1.1%). Regarding overall job satisfaction, 'human relation' was the highest, followed by 'job itself', 'working environment', and 'personal rating & welfare system', in that order. According to interpersonal relationship type, in the case of 'open-type' or 'careful-type', job satisfaction was relatively high. Regarding overall job stress, 'job demand' was the highest, followed by 'lack of reward', 'organizational system', 'interpersonal conflict', 'occupational climate', 'job insecurity', and 'insufficient job control', in that order. In accordance with interpersonal relationship type, overall job stress index was high in terms of 'self-assertive-type' or 'careful-type'. For the results of analyzing the correlation between job satisfaction and job stress index, all areas showed statistically significant negative correlations. Multiple regression analysis was performed to study the effects of job stress on job satisfaction mediating interpersonal relationship type. Job stress had different effects on job satisfaction in terms of 'open-type' and 'self-assertive type'. In conclusion, different strategies are needed for dieticians with different interpersonal relationship types to improve job satisfaction and to reduce job stress.

• 농촌계획
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• 제15권2호
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• pp.97-110
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• 2009

The objective of this research was to develop a rural settlement demand model to analyze the determinants of settlement demand of urban residents. The point aimed at from model development was deriving stated preference of potential consumers towards rural settlement through setting a hypothetical market, and using settlement subsidy as a surrogate variable for price in the demand model. The adequate demand model deducted from hypothetical market data was derived from the basis of Hanemann's utility difference theory. In the rural settlement demand model, willingness to accept was expressed by a function of settlement subsidy. Data utilized in the analysis was collected from surveys of households nationwide. According to inferred results of the demand model, settlement subsidy had a significant influence on increasing demand for rural settlement. A significant common element was found among variables affecting demand increase through demand curve shift. The majority group of those with high rural settlement demand sought agricultural activity as their main motive, due to harsh urban environments aggravated by unstable job market conditions. Subsequently, restriction of income opportunities in rural areas does not produce an entrance barrier for potential rural settlers. Moreover, this argument could be supported by the common trend of those with high rural settlement demand generally tending to have low incomes. Due to such characteristics of concerned groups of rural settlement demand, they tended to react susceptibly to the subsidy provided by the government and local autonomous entities.

• 대한지역사회영양학회지
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• 제23권1호
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• pp.28-37
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• 2018

Objectives: This study was conducted to identify differences in job stress, satisfaction and commitment of cooking employees working in hotel kitchens with and without HACCP systems. Methods: Culinary employees of 12 five-star hotels were surveyed and 504 valid data were used for SPSS analysis. Sub factors of working environment factors (job stress, job satisfaction, and job commitment) were examined for analysis. Results: The results showed that hotels that implemented the HACCP system had significantly higher values for the five sub factors of employee job stress (job demand, relationship conflict, organizational system, lack of job autonomy, and job instability; p<0.001). For the sub factors of job satisfaction (internal and external satisfaction) statistic showed a statistically significant value in hotels that did not implement the HACCP system (p<0.001). Job attachment and job importance, which are sub factors of job commitment, showed no difference in relation to the implementation of HACCP system, and job responsibility showed a higher p-value in hotels that did not implement HACCP (p<0.05). Conclusions: The results of the study indicate that culinary employees working at venues with HACCP systems have more job related stress, lower job satisfaction and partially less job commitment. Based on this outcome, venues that have already implemented or are planning to implement HACCP systems should consider the implications regarding their management of employees. Managerial policies that enhance autonomy, job stability, achievement, self-development, promotion, and compensation should also be implemented. Finally, meticulous attention and high investments into the work environment and human resources are necessary.

• 한국컴퓨터정보학회논문지
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• 제21권4호
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• pp.89-96
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• 2016

In this paper, we study the relationship between vacancy duration and information items of a job posting by using generalized linear models and a decision tree analysis w.r.t. the three factors such as company characteristics, employment conditions, and constraints. The results indicate that the employment conditions rather than company characteristics are more influential to the vacancy duration. These effects are presumed to be based on the complex relations between the decisions of the employers and the job seekers. And in this paper we suggest the need to provide personalized and profiled labor market information tailored for a quick decision to job seekers and employers. Policy implication is that since employer's decision affects the vacation duration, employers may had better to provide a comprehensive labour market information including supply and demand of the required skills in order to reduce the time for judgment on the cost-effectiveness.