• Journal of the Ergonomics Society of Korea
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• v.31 no.1
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• pp.197-202
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• 2012

Objective: The aim of this study is to introduce activities for job stress management in shipbuilding industry. Background: Recently, workers are exposed many job stress like workload, interpersonal conflict while management condition of company changes day by day. Particularly, shipbuilding industry has poor environment which aggravating the stress to the workers. So managing job stress may be more important. Method: The method of this study is to investigate preventive actions of job stress in "S" shipbuilding company. Results: This study through case of "S" shipbuilding company introduce activities of prevention of job stress including identification of level of job stress, managing of psychological clinic, training of worker and manager. Conclusion: In order to manage the job stress in the workplace, 1) The total management system based on the concern of the management in the workplace has to be constructed. 2) Computerized system for operation of total management system has to be constructed. 3) New employees need training for Job Stress. Application: Through this case study, I hope to help prevention activities of job stress in the workplace.

• Journal of the Korean Society of Safety
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• v.35 no.5
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• pp.95-105
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• 2020

As one of the useful approaches to enhance safety managers' competencies, this study aims to suggest improvement plans in terms of education in school and on the job for safety managers. Educational needs at schools and job training institutes were surveyed with 321 safety managers in Daejon & Chongju Area. Correspondence with university professors at safety engineering departments via email was also conducted. Collected data were put into the R stochastic program in codified form and quantitatively analyzed through two-dimensional cross-tabulations and a chi-square test. With respect to school education, three academic subjects were examined. Job training was suggested to be conducted as 'training for trainers', which should be more flexible in terms of contents, method, and fees. Periodical investigation of educational needs for safety personnel who are consumers of safety education and training was also proposed.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.2
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• pp.315-321
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• 2020

The purposes of this study were to examine the relationships between education and training, job satisfaction, and life satisfaction for female managers and to analyze the mediating effect of job satisfaction on the relationship between education and training and life satisfaction. Statistical analysis was conducted on a total of 1,381 female managers using the data from the 6th Korean Women Manager Panel Survey. The results of the study were as follows. First, education and training had a significant positive impact on job satisfaction. Second, education and training had a significant positive impact on life satisfaction. Third, job satisfaction had a significant positive impact on life satisfaction. Fourth, job satisfaction had a partial mediating effect on the relationship between education and training and life satisfaction. Additional research on education, job satisfaction, and life relations of female workers is needed. In order to establish a virtuous cycle of education and training, work, and life for female managers, related government policies and systems need to be improved.

• The Journal of the Korea Contents Association
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• v.17 no.1
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• pp.611-633
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• 2017

This research was designed to verify the causal relationships between organization managers' unmet expectations and job burnout and the mediating effects of overcommitment based on the effort-rewards imbalance theory. It was also intended to evaluate the moderating effect of LMXSC on the relationship between overcommitment and job burnout. 172 branch managers working at commercial bank were selected as the target research group. This study was validated by The SPSS 24.0, the reliability was justified through the factor analysis, and the casual relationship was confirmed through the three-step regression. As a result, unmet expectations had a strong positive correlation with job burnout and overcommitment. Overcommitment had a strong positive correlation with the mediating effect between unmet expectations and job burnout. Moderating effects of LMXSC were not significant. This study showed the practical implication between unmet expectations, overcommitment, and job burnout. Additionally it exhibited the job design and management practice in manager groups where the importance of their role has been expanded. Lastly, we found the interdisciplinary implication from making an effort to elaborate the antecedent of variables.

• Culinary science and hospitality research
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• v.6 no.1
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• pp.225-252
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• 2000

This study aims to examine theoretical frame work of franchise restaurant, the characteristics of store manager's job and the level of their job satisfaction through an empirical investigation. Job satisfaction survey study shows that store managers consider important all work to be attended to as part of their duty with service management on top. It is also found that the majority of store managers consider their aptitude as most important job satisfaction factor and those, who are satisfied with their job content, advancement and the prospect, are more proactive in delivering qualify service and more than willing to commit themselves to their duties. Regrading demographical variables, store managers with scholarly competence and higher pay level are more likely to be satisfied with their job but married men are not satisfied with the work environment in general. Ergo, Businesses should correspond by capitalizing on those store managers content with their duty thus collecting additional information and providing opportunities to further contribute to the business. For those dissatisfied individuals, however, businesses should determine their demands and by educational training supply a motive therefore making possible the conversion of such individuals to satisfied store managers and their active participation in business management. But, as with any study, this one has a number of limitation which constraints the generalizability of the empirical findings. It has not been for long since franchise restaurants established in domestic market and has been few studies regarding this topic there. Furthermore, managers are not willing to release operation related data. Therefore, further study are urged to overcome this limitation and should examine other dimensions of job satisfaction such as relations between revenue and profit with the level of store manager's job satisfaction remain to be investigated.

• Journal of Agricultural Extension & Community Development
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• v.29 no.3
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• pp.131-142
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• 2022

This study aims to develop a curriculum for nurturing experts who perform agricultural safety and health management tasks. This study was conducted in three stages. First, job definitions and job models of agricultural safety and health managers were derived through job analysis using the DACUM technique. Second, job demand analysis was conducted by conducting a survey on the difficulty, importance, and frequency of each task. Third, IPA analysis was performed as the first priority tasks of job demand analysis to present the courses and subjects of the training course for safety and health managers in agricultural work. The job of the agricultural safety and health manager was defined as "to conduct guidance and advice on safety and health education, risk factors, and evaluation and management of harmful factors to protect farmers' professional health and safety." The job model consisted of 4 tasks, 31 core tasks, and 67 detailed tasks. As a result of job demand analysis, there were 39 tasks in the 1st priority, 22 in the 2nd priority, and 6 in the 3rd priority. As a result of the IPA analysis, there were 13 'capacity development focused areas', 4 'capacity development effort areas', 11 'low priority areas', and 3 'continuous maintenance areas'.

• 한국노년학
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• v.30 no.1
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• pp.195-220
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• 2010

This study is to examine the job satisfaction of the social workers who manage the elderly care service in country, in order to find political alternatives and practical strategies for improving job satisfaction. The Factors to effect on job satisfaction are categorized as three groups ; personal factors, working environment factors and service related factors. The survey was conducted by 231 social workers who participated in a national seminar among 244 elderly care facilities in country, and 220 effective data were collected. Which factors effected on the job satisfaction of social workers and how much effected on it by them were mainly analyzed. The mean of job satisfaction status was 3.01, which was slightly higher than average(2.5). Men had higher job satisfaction than women. The unmarried than the married, permanent workers than contract workers, and workers who didn't execute other jobs had higher job satisfaction also. And The main factors which effected on job satisfaction were sex among personal factors, the manager willingness and not executing other jobs among working environment factors, and service attitude among service related factors. Particularly, the manager willingness was shown to effect on job satisfaction the most, and then service attitude, not executing other jobs and sex effected on it in order. The result showed that the elderly care facilities which had stronger manager willingness and better service attitude provided higher job satisfaction, and men who didn't execute other jobs than women had higher job satisfaction. The job satisfactions of payment and benefits, employment stability, appropriateness of working amount and working time, working environment and welfare conditions were lower than average. Therefore, the strategies to improve the lower job conditions are promptly required. Above all, the low payment strategy that has not been increased at all for 3 years has to be changed. In addition, it is important for the social workers not to execute other jobs as much as possible in order to reduce working amount and working time appropriately. In conclusion, it is required to try to improve the job satisfaction of the social workers who are the core of human service continually, which will make the elderly care service successful and effectiveness improved.

• Journal of the Korea Safety Management & Science
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• v.5 no.4
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• pp.195-208
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• 2003

All managers should consider both of job performance and job satisfaction as influential key results to be achieved by people at work. One without the other is simply insufficient to meet the high standards of today's workplace. Some workers achieve a sense of personal satisfaction from their jobs while others do not. the others achieve high levels of task performance while others do not. The test of a manager's skill in building value added jobs is to discover what work means to other people, and then to create work environments that help them achieve high levels of both performance and satisfaction. this study set out to investigate the job satisfaction of the employees at work station along with the needs resulting from exploding population of salary citizens. This paper aims to survey and analyze the job satisfaction of the workers and a potent influence factors of Job stress for organization management.

• Journal of the Korean Society of Hazard Mitigation
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• v.9 no.6
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• pp.69-75
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• 2009

This paper examines the evolving role of ijang(village representative) and his job stress during Pyeongchang floods in 2006. Results based on telephone survey and interviews reveal that ijang played a crucial role in evacuating residents, allocating resources and commanding the recovery, although official job description considered him as only a mediator between local officers and villagers. Moreover, unexpected enormous burden created severe job stress to many ijangs; while 60 percent felt like quitting the job, about three fourth felt fretful whenever the telephone rang and lost some weights. Chi-square analysis also indicated that previous job training, villagers' abuse, and disaster damages were significantly related with job stress. These results suggest that the emergent human resources model rather than the command and control model can be an effective approach for a disaster management plan in rural Korea.

• The Korean Journal of Health Service Management
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• v.6 no.4
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• pp.121-130
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• 2012

This study had collected 171 dental hygienists working in Busan and Ulsan, in order to investigate coaching behavior, job satisfaction and job performance of dental hygienists and find relationship between these. A survey was conducted from July 10 through August 20, 2012, by using structured, self-administered questionnaires. The collected data were analyzed with SPSS 12.0 program. The obtained results were as follows; 1. The mean of dental manager's coaching behavior was 3.35 out of 5. In terms of sub-domain, accountability(3.36) is the highest, followed by relationship(3.32), and development(3.20). 2. In multiple regression analysis, development factor is most influential factor of job satisfaction, followed by relationship, accountability. 3. The job performance was under the greatest influence of the patient relationship, followed by freedom factor.