• 융합정보논문지
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• 제10권11호
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• pp.64-76
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• 2020

본 연구는 '직무요구-자원 모형'(Job Demands-Resources model, 이하 JD-R모형)에 기반을 두어 기혼여성근로자의 '일-가정 갈등'(Work-Family Conflict, 이하 WFC)과 '리더-구성원 교환관계'(Leader-Member Exchange, 이하 LMX)의 질이 직무만족 간에 관계에서 직무스트레스와 직무열의의 매개효과를 실증 분석하는 것을 목적으로 한다. 분석 자료는 여성가족패널데이터 7차 자료를 활용하여 총 945명을 대상으로 하고 spss 23.0과 AMOS 21.0을 사용하여 각 변수의 인과관계와 매개효과 검증을 위하여 구조방정식 모형을 활용하였다. 연구 결과로 기혼여성근로자의 WFC는 직무만족에 직접적인 영향을 미치지 않는 것으로 확인되었으며 WFC는 직무스트레스를 통해서 직무만족에 부정적인 영향을 미치는 것으로 나타났다. LMX의 질은 직무만족에 긍정적인 영향을 주고 직무스트레스를 줄어주어 직무만족에도 긍정적인 영향을 미치는 것으로 나타났다. 직무열의는 리더와 구성원의 교환관계의 질과 직무만족 간의 관계를 매개하는 것으로 확인되었다. 본 연구는 기혼여성 근로자의 직무요구와 직무자원이 직무성과를 이끌어 내는 다차원적인 심리적·맥락적 요인에 대한 탐색이 이루어진 점에서 의의가 있다.

• 한국산학기술학회논문지
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• 제18권12호
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• pp.372-383
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• 2017

본 논문은 Holland 6각형 모형에서 내 외재적 직업가치를 가늠하는 축이 탐구형 진취형(IE)임을 검증하기 위해 직업카드분류150 검사에 참여한 19명 연구대상자의 Holland 6각형 모형과 내 외재적 직업가치를 분석하여 검증하였다. 분석 결과 첫째, 탐구형 진취형(IE) 축을 중심으로 Holland 6각형 모형이 예술형(A), 사회형(S) 쪽으로 치우쳐 있는 연구 집단은 내재적 직업가치를 나타내어 가설을 지지하였다. 둘째, 탐구형 진취형(IE) 축을 중심으로 6각형 모형이 현실형(R), 관습형(C) 쪽으로 치우쳐 있는 집단은 외재적 직업가치를 추구할 것이라고 한 가설은 기각되었다. 이는 유교문화권에서 정신문화적 가치를 추구하는 한국 특유의 문화적 맥락이 작용한 결과이며, Holland 6각형 모형이 정확하게 탐구형 진취형(IE) 축의 왼쪽에 분포되지 않은 면도 있다. 셋째, 양가적 직업가치의 집단은 탐구형 진취형(IE)축을 기준으로 Holland 6각형이 예술형(A), 사회형(S), 현실형(R), 관습형(C) 등에 걸쳐 나타낸다는 일부 가설을 지지하였다. 본 논문은 일부 가설이 기각되었음에도 불구하고 Holland 6각형 모형 중 탐구형 진취형(IE) 축이 가치를 구별하는 잣대라는 것을 처음 제시한 연구로서 Holland 6각형 모형이 직업선택 뿐만 아니라 직업가치를 예언할 수 있음을 제시하여 Holland 이론의 저변 확대를 꾀하였고, 직업학의 기초자료를 제공하는데 그 의의가 있다.

• 한국응급구조학회지
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• 제22권3호
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• pp.131-148
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• 2018

Purpose: This study examined the associations of job stress and burnout with the quality of life (QOL) among 119 emergency medical technicians (EMTs). Methods: Using a descriptive correlational design, 260 EMTs working in D City or S City completed the questionnaires. Hierarchical multiple regression analysis was conducted to determine the predictors of QOL among 119 EMTs. Results: Overall, there was relatively low job stress among 119 EMTs. There were significant differences in job stress and burnout by general characteristics, especially regarding those of gender, service career, job rank, and self-reported health. In a hierarchical multiple regression, general characteristics explained 29% of QOL (Model I, F=16.369, p<.001). The explanatory power for QOL increased to 49% upon adding job stress (Model II, F=18.737, p<.001), and 59% upon adding burnout (Model III, F=22.621, p<.001). In the last model, self-reported health (${\beta}=.316$, p<.001), job demand (${\beta}=-.130$, p=.009), job insecurity (${\beta}=-.136$, p=.010), lack of reward (${\beta}=-.189$, p=.001), emotional exhaustion (${\beta}=-.196$, p=.004) and lack of personal accomplishment (${\beta}=-.334$, p<.001) were significant predictors of QOL among 119 EMTs. Conclusion: Based on the results, it is necessary to assess and manage job stress and burnout systematically among EMTs, and to develop health improvement programs for better QOL.

• 한국IT서비스학회지
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• 제19권1호
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• pp.103-112
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• 2020

Job seekers are making various efforts to find a good company and companies attempt to recruit good people. Job search activities through self-introduction essay are nowadays one of the most active processes. Companies spend time and cost to reviewing all of the numerous self-introduction essays of job seekers. Job seekers are also worried about the possibility of acceptance of their self-introduction essays by companies. This research builds a classification model and conducted an experiments to classify self-introduction essays into pass or fail using deep learning and decision tree techniques. Real world data were classified using stratified sampling to alleviate the data imbalance problem between passed self-introduction essays and failed essays. Documents were embedded using Doc2Vec method developed from existing Word2Vec, and they were classified using logistic regression analysis. The decision tree model was chosen as a benchmark model, and K-fold cross-validation was conducted for the performance evaluation. As a result of several experiments, the area under curve (AUC) value of PV-DM results better than that of other models of Doc2Vec, i.e., PV-DBOW and Concatenate. Furthmore PV-DM classifies passed essays as well as failed essays, while PV_DBOW can not classify passed essays even though it classifies well failed essays. In addition, the classification performance of the logistic regression model embedded using the PV-DM model is better than the decision tree-based classification model. The implication of the experimental results is that company can reduce the cost of recruiting good d job seekers. In addition, our suggested model can help job candidates for pre-evaluating their self-introduction essays.

• 대한안전경영과학회지
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• 제20권1호
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• pp.23-31
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• 2018

Industrial disasters cause lots of damages from individuals to companies and country. Especially, damages caused by constructional disasters take very large portion in the whole industry and are accompanied by huge personal physical damages. For the prevention of disasters, roles of safety manager are very important and especially, effects of disaster prevention can be changed by occupational ability of construction safety manager. To improve job abilities of safety manager, job education is very important. This research suggested a model for job education management of construction safety manager and proposed improvements as a study on improvement of curriculum for vitalization of job education of construction safety manager so as to improve occupational ability of safety manager. To achieve them, this research examined standard and operation status of current job education of safety manager and the problems and suggested a model materializing job educational contents as a measure to vitalize job education system of safety manager.

• 응용통계연구
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• 제25권6호
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• pp.959-975
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• 2012

Each year research institutions such as the Korea Employment Information Service(KEIS), a government institution established for the advancement of employment support services, and Job Korea, a popular Korean job website, announce first job waiting times after college graduation. This provides useful information understand and resolve youth unemployment problems. However, previous reports deal with the time as a completely observed one and are not appropriate. This paper proposes a new study on first job waiting times after college graduation set to 4 months prior to graduation. In Korea, most college students hunt for jobs before college graduation in addition, the full-fledged job markets also open before graduation. In this case the exact waiting time of college graduates can be right-censored. We apply a Cox proportional hazards model to evaluate the associations between first job waiting times and risk factors. A real example is based on the 2008 Graduates Occupational Mobility Survey(GOMS).

• 간호행정학회지
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• 제14권2호
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• pp.107-117
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• 2008

Purpose: The aim of this study was to testify effectiveness and adaptability of the job characteristics model in nursing organization. Methods: The subjects of this study were 250 nurses who were working in the 2 general hospitals located in Metropolitan city area. The data were collected by self-reporting questionnaires. The data were analyzed using descriptive statistics and path analysis. Results: The modified path model revealed a highly fitness of the data in the overall fitness indexes. The prediction power of modified model was from 44% to 58%, which was very high. The highest predict factors of organizational commitment were identified meaning of empowerment and feedback of job characteristics. The highest predict factors of job satisfaction were identified impact of empowerment and autonomy of job characteristics. Conclusion: With these findings, it was suggested that the nursing job-redesign plan focused on nursing feedback and autonomy among the job characteristics was needed to increase the nurse’ empowerment as well as nursing organizational effectiveness.

• International Journal of Advanced Culture Technology
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• 제10권4호
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• pp.181-189
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• 2022

The purpose of this study is to verify study models and examine a causal relationship among authenticity, job satisfaction, organizational commitment, quality of life and job achievement for amateur business team player. In order to achieve the purpose, this study conducted structural equation model analysis for study models consisting of extraneous variables after examining the authenticity(organization, leader) that amateur business players perceive and endogenous variables including job satisfaction, organizational commitment, quality of life, and job performance. The object of questionnaires in this study selected sports business team players nationwide as a population and 348 players were chosen as final effective samples by applying a convenient sampling method for offline and online questionnaires. The research tool for this study is a questionnaire. The two dimensions of authenticity were used by developing a scale. For all endogenous variables, the scales used in previous studies were modified and used according to the purpose of the study. This study analyzed the collected data, applying SPSS Win ver. 23.0 and AMOS 20.0 programs in order to analyze the characteristics of the study objects, describe questionnaires, and verify selected study hypothesis, individual hypothesis was verified after identifying the reliability and validity of measurement model, and the fitness verification of study models. In the results, all of the 8 hypothesis were adopted and the reciprocal relationship among each factors in the study model were observed.

• Educational Technology International
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• 제6권2호
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• pp.43-58
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• 2005

The purpose of this study was to investigate the impact of organizational learning culture on job satisfaction and organizational commitment. Two streams of scholarly work have provided the theoretical foundations for this study. The first stream comes from the literature on learning organization. The second stream of the theoretical foundation comes from an extensive literature on attitude-intention-behavior relationships. In addition, this study was tested three alternative models. Alternative model 1 employed job satisfaction as the mediating commitments variable between learning culture and organizational commitment. Alternative model 2 used organizational commitment as the mediating variable between learning culture and job satisfaction. Finally, alternative model 3 specified a direct impact of learning culture on both job satisfaction and organizational commitment, and reciprocal linkages between these two variables. The results of this study support the hypothesized relations among an organization's learning culture, job satisfaction, and organizational commitment. The findings of this study are various congruent with a widely accepted hypothesis that job satisfaction serves as an appraisal function in evaluating various work environments and determining emotional responses such as organizational commitment. Organizational learning culture is one of the important factors that organizations cannot overlook. Therefore, the findings of this study provide a new direction for researchers seeking to explain the complex relations among these central organizational variables.

• Safety and Health at Work
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• 제11권3호
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• pp.353-360
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• 2020

Background: Urban bus drivers work under conditions that are among the most demanding, stressful, and unhealthy with higher rates of mortality and morbidity as well as absenteeism and turnover. Methods: Drawing on the job demand-resource model, this study investigates the impacts of job characteristics on emotional exhaustion and the effects of emotional exhaustion on job outcomes (including job satisfaction, life satisfaction, organizational commitment, and turnover intention) in the context of bus drivers. Results: Using self-reported survey data collected from a sample of 320 Taiwanese urban bus drivers, results reveal that role overload and work-family conflict (as job demand factors) positively relate to emotional exhaustion, and organizational support (as a job resource factor) is negatively associated with emotional exhaustion. Emotional exhaustion has negative effects on both job satisfaction and organizational commitment. Job satisfaction positively leads to life satisfaction, whereas organizational commitment negatively relates to turnover intention. Conclusion: This study concludes that role overload and work-family conflict as two stressors related to job demands and organizational support as the job resource factor to affect emotional exhaustion which further influence well-being in bus driver context. The moderating effects of both extraversion and neuroticism on the relationship between job demands and emotional exhaustion are evident.