• Journal of Convergence for Information Technology
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• v.10 no.3
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• pp.22-30
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• 2020

The purpose of this study is to examine the effects of social support and job satisfaction on job embeddedness in the small and medium size hospital nurses. The subjects were small and medium hospital nurses in G city, and 197 data were analyzed. Data were analyzed descriptive statistics, t-test, ANOVA, Pearson correlation analysis, and hierarchical regression analysis. As a result, supervisor support, peer support of social support, job satisfaction were reported positively correlated with job embeddedness. The study model accounted for 28.0% of job embeddedness. The most powerful variable affecting job embeddedness was job satisfaction(β=.33 p<.001). In order to promote job embeddedness of small and medium hospital nurses, it is suggested that measures for improving job satisfaction and supervisors support of social support.

• Journal of the Korean Society of Safety
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• v.36 no.2
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• pp.39-48
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• 2021

This study was conducted to suggest a direction in which safety managers can concentrate on industrial accident prevention and safety management for the organization. The job resources of safety managers were divided into organizational and individual levels, and the magnitude of the impact on organizational commitment was compared. Furthermore, job demands were classified into environmental risk factors and personal psychological factors to confirm their effect on organizational commitment. The moderating effect of job resources and sub-factors of the variable in the relationship between job demands and organizational commitment was verified. In this study, a questionnaire survey was conducted on 193 safety managers in the domestic electric construction business, data were collected, and a questionnaire of 180 people was used for the final analysis. Based on the results, organization-level resources among the sub-factors of job resources and individual psychological factors among the sub-factors of job demand had a more significant influence on organizational commitment. In the relationship between job resources and organizational commitment, the moderating effect of job demand was verified, confirming that job demand had a negative moderating effect. Individual psychological factors had a modulating effect, whereas environmental factors did not. The significance, implications, and limitations of this study are discussed based on the research results.

• Journal of the Korea Convergence Society
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• v.13 no.3
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• pp.301-307
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• 2022

Excessive work intensity and stress from customers visiting nail salons due to the increase in the frequency of visits and treatments to nail salons of modern people are negatively affecting the job psychology of nail salons. Accordingly, according to the need to prepare realistic and specific measures to increase job efficacy and job satisfaction through nail treatment techniques of nail salons, the perceived job efficacy and job This study was conducted based on the research model and hypothesis for satisfaction. As a result of the study, it was found that the nail gradation technique induces the highest job efficacy of nail polishers, and it was found that the more gel manicure techniques were applied, the higher the job satisfaction of nail polishers was. Through this study, it is expected that the complex application between various nail techniques will be possible and the coordinates of the job psychology of nail beauticians will be presented, and at the same time, it will serve as basic data for improving the work environment and developing new nail treatment techniques.

• Industry Promotion Research
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• v.9 no.2
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• pp.1-12
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• 2024

This study examines the role of Environment, Social, and Governance (ESG) activity recognition on job satisfaction, prosocial activities, and job performance among customer representatives working in call center environments. After gathering data from 264 call center workers in major South Korean insurance companies, the analysis w as performed using SmartPLS 4.0. This study's findings reveal that employee recognition of ESG activities significantly enhanced job satisfaction. The impact of ESG activity recognition on prosocial behavior was positive but relatively weak. Job satisfaction influences both prosocial behavior and the job performance of employees. Finally, prosocial behavior positively influences job performance. The most significant finding is that employees' recognition of companies' ESG management practices serves as a job resource. This recognition enhances employees' attitudes, behavior, and performance, signaling the potential benefits of informing employees about corporations' ethical behaviors.

• KSCE Journal of Civil and Environmental Engineering Research
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• v.39 no.6
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• pp.923-932
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• 2019

VE is used as a powerful tool to add value to facilities by improving functionality and reducing costs. By identifying the client's requirements in the VE process and reflecting them in the quality model, the developed alternatives meet the client's requirements. However, there is no process to verify how the developed alternatives reflect the needs of the client through functional analysis, idea generation and evaluation. The purpose of this study was to develop, verify, and prove the effectiveness of a methodology for evaluating client satisfaction with alternatives developed during the VE Job Plan. The KANO model, which can identify the satisfaction and dissatisfaction of requirements in product planning, was set as a methodology for alternative verification procedures of VE, and was improved and applied to the purpose of this study. As a result, the alternative evaluation method developed in this study was found to be useful. It is expected that the KANO model will be used to evaluate the satisfaction of VE alternatives in the VE Job Plan analysis.

• Journal of Korean Academy of Nursing Administration
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• v.15 no.4
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• pp.550-562
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• 2009

Purpose: The purpose of this study was to construct and test a structural equation model of nurses' turnover intention. Method: The participants were 716 nurses at 4 university hospitals. Data were collected by a self-report questionnaire in 2008 and analyzed using SPSS 12.0 and AMOS 4.0 Win program. Results: The fit indices of modified model were $x^2=285.928$(p<.001), $x^2/df=1.958$, GFI=0.964, RMSEA=0.037, AGFI=0.944, NFI=0.947, NNFI=0.961, CFI=0.973, PNFI=0.658 and showed high compatibility with the empirical data. In the final model, job stress and satisfaction were found to have significant direct effects on nurses' turnover intention, while organizational culture and emotional labor were very important factors to have indirect effects on turnover intention via job stress and satisfaction. Nurses' turnover intention was accounted for 41.2% of covariance by these factors. Conclusions: Comprehensive nursing interventions for decreasing nurses' turnover intention should be focused on reducing job stress and increasing job satisfaction. Also, Nursing strategy for enhancing positive organizational culture and decreasing emotional labor would be helpful for decreasing nurses' turnover intention, too. Further studies are needed to prospectively conduct to verify these causal relationships with larger sample.

• (The)Korea Educational Review
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• v.24 no.3
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• pp.1-26
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• 2018

The purpose of the present study is to examine the effects of academic demands and resources into academic burnout and engagement among Korean highschool students, applying Job Demands-Resources Model(JD-R) into academic settings. A structural equational modeling was performed on data that collected from 934 seniors in 8 different highschool on the regular curriculum and investigated the relationships among academic demands, resources, burnout, and engagement. The results suggested that academic demands composed of effort, over-commitment, and teacher pressure had a positive effect both on academic burnout and engagement. On the other hand, academic resources consisted of rewards, peer support, teacher autonomy support, and parental academic support had a negative effect on academic burnout and a positive effect on academic engagement. The current study has its significance on applying JD-R model to academic setting and the further study as well as the limitations were suggested.

• Knowledge Management Research
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• v.22 no.1
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• pp.121-138
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• 2021

In the rapidly changing business environment, the intention to start a new business is strengthening. In this study, in order to confirm the effect on the entrepreneurial intention, the relationship and the effect among technical capability, and job satisfaction, and entrepreneurship, which are the second order factor consisting of risk taking, desire for achievement, and innovativeness, on entrepreneurial intention were analyzed to identify the effect of business intentions from the perspective of knowledge management.. To this end, the proposed research model was statistically verified using the Partial Least Square Structural Equation Model. Under analysis, survey data were collected online for 280 employees currently in the workplace, and the research model was empirically analyzed through the structural equation model. As a result of the analysis, it was confirmed that all the suggested variables had a significant effect on the entrepreneurial intention, and that job satisfaction had a negative moderating effect on entrepreneurial intention by interacting with entrepreneurship. The results of this study are expected to provide practical and theoretical implications from a knowledge management perspective.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.17 no.7
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• pp.389-399
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• 2016

The purpose of this study was to provide the evidence necessary to establish job stress management strategies to improve office workers conditions by looking at the impact on job stress factors depending on the nature of the organization. The stress related variables (job stress and psychological well-being) and organizational effectiveness variables (job satisfaction, job engagement, intention to leave, and presentieesm) was included. A total of 154 questionnaires were distributed from 26th June to 1 August 2014 and 150 people were analyzed. The results indicated that a lack of reward was negatively correlated with job satisfaction and job engagement, and positively correlated with the intention to leave (p<0.05) in a large-sized company model. Moreover, in a medium-sized company model, organizational injustice was statistically significant with job satisfaction and job engagement. Organizational injustice, lack of reward, and occupational climate was positively correlated with the intention to leave (p<0.05). This study has its significance in that it looked at the job stress as a predictive variable to explain the organizational effectiveness and highlights the need to establish a stress management strategy depending on the nature of the company.

• Journal of Korean Institute of Industrial Engineers
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• v.15 no.2
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• pp.11-22
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• 1989

The problem of scheduling n-jobs on m-uniform parallel machines is considered, in which each job has a release time, a deadline, and a processing requirement. The job processing requirements are allocated to the machines so that the maximum of the load differences between time periods is minimized. Based on Federgruen's maximum flow network model to find a feasible schedule, a polynomially bounded algorithm is developed. An example to show the effectiveness of our algorithm is presented.