• 간호행정학회지
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• 제12권1호
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• pp.122-130
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• 2006

Purpose: This study was performed to examine the level of reward's importance and job satisfaction perceived by nurses, understand how nurses' demographics, reward and reward's subcategories affected their job satisfaction. Method: The data were collected at the six general hospitals in five cities, Korea from July 15th to August 26th, 2005. Two questionnaires were used. One was the important level of reward and the other was job satisfaction. The data were analyzed by SPSS/PC ver 12.0. Result: The average scores of reward and job satisfaction were $3.77({\pm}.34)$ and $2.80({\pm}.32)$ of 5.0 that was full mark. In differences of the important level of reward, marital status was the only different characteristics. In differences of job satisfaction, age, education level, working period, and position had differences significantly. Among the job satisfaction and the reward's subcategories, there was the only significant correlation between the job satisfaction and the job contentment reward. And nurses' job contentment reward and position explained 40.5% of their job satisfaction Conclusion: Nurses' job contentment reward and position should be first considered in order to improve their job satisfaction. Since nurses' job contentment reward is the most important factor to improve their job satisfaction, a special strategies that can develop their job contentment reward is needed to nursing managers.

• 대한영양사협회학술지
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• 제2권1호
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• pp.49-61
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• 1996

For the purpose of disclosing the relationship between job characteristics and satisfaction and organizational commitment for foodservice employees, questionnaire survey was carried out on 427 subjects of 14 general hospitals in Seoul, Korea. Questionnaire items consisted of general characteristics, organizational commitment, job satisfaction and characteristics. Data were analyzed by ANOVA, Duncan's multiple range test and Pearson correlation using SPSS PC package. The results were as follows 1. Mean score of value commitment and commitment to stay were 3.57 and 3.67. 2. There were significant differences between value commitment and age, marital status department, period and management, and between commitment to stay and experience and management. 3. Mean score of job satisfaction was the highest in co-workers(3.37) and work itself (3.37) and followed by in supervision(3.25), wage(2.43) and promotion(2.01). There were significant differences between job satisfaction for work itself and age, educational status and job department and management, between job satisfaction for wage and position, department, period and management, between job satisfaction for supervision and age, educational status and department, between job satisfaction for promotion and age, marital status, position, period, and management, between job satisfaction for co-workers and sex and educational status. 4. Mean score of job characteristics was the highest in dealing with others(4.13) and followed by in feedback(3.51), autonomy(3.29), task identify(3.07), variety(2.71) and friendship(2.47). 5. Job satisfaction for work itself, supervision and co-workers were significantly increased with increasing value commitment. Job satisfaction for work itself, supervision were significantly increased with increasing commitment to stay. Job satisfaction for promotion had negative correlation with organizational commitment in all job position. 6. Value commitment had significantly positive correlations with variety, autonomy, identity, feedback and dealing with others, and significantly negative correlation with friendship. Commitment to stay had significantly positive correlations with dealing with others, and significantly negative correlations with friendship. In all job position organizational commitment had significantly negative correlations with friendship.

• 대한치과기공학회지
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• 제38권2호
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• pp.87-98
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• 2016

Purpose: This study aims to offer fundamental data to develop a career program that helps the dental technology students find a proper and desired job position and to be satisfied with their job. To this goal, we analysed the differences found between the personality type, major satisfaction, job satisfaction, and preference in job position among the dental technology students. Method: We conducted a survey using Myers-Briggs Type Indicator among the subjects who are sophomores and juniors of the dental technology department of a university in Gangwon province. Our analysis was grounded on 130 valid questionnaires. Results: The results are summarized as follows: In personality type ESTJ turned out the highest as 20.0%, while ENTP was the lowest as 0.8%. The preference was revealed as Extraversion (66.9%), Sensing (74.6%), Feeling (50.8%), Judging (61.5%) respectively. Of the general characteristics, only the religious or non-religious state was statistically meaningful as (p<. 05) in emotional type (F). No statistical significance was found in the major satisfaction. The job satisfaction was statistically meaningful as p<. 05 in Judgemental type (J). GPA was statistically significant as p<. 05 in the sensory type of the personality type. Desired job position was statistically meaningful as p<. 05 in emotional and cognitive types. Conclusion: We found a meaningful difference in the job satisfaction and the desired job position with respect to the personality type of dental technology students. However clear explanation of the correlations among these factors requires a more comprehensive survey and various approaches from the personality and psychology tests, which is to follow.

• 한국의류학회지
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• 제27권3_4호
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• pp.373-383
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• 2003

The purpose of this study was to investigate the effects of personal characteristics on job stressors, job stress symptoms, and job performance of workers in fashion and textile industries. Personal characteristics includes gender, marital status, educational level, age, type of industry, type of occupation, job position and work period. The data were obtained from questionnaire completed by 529 workers who were employed by textile or clothing manufacturers located in Seoul, Daegu, or Gyeongsang-do province. The SPSS package was used for data analysis which includes frequency, factor analysis, t-test, ANOVA and Scheffe's test. The results indicated that all personal characteristics had significant effects on job stressors, job stress symptoms, and job performance. Age and job position among personal characteristics showed to be the most important variables which influenced job stressor, job stress symptoms, and job performance.

• Asian Journal of Business Environment
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• 제4권4호
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• pp.19-26
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• 2014

Purpose - The study is primarily aimed at framing "Position Descriptions" for some key positions in the executive cadre of the testing department of CESC Limited. Research design, data, and methodology - The questionnaire, interview, and observation methods have been used for the purpose of data collection. The position descriptions are validated by superiors belonging to the respective departments. Results - It has been found that there is overlapping of job duties and job responsibilities in the department. This overlapping is quite alarming for the organization and may even become a hurdle in the path of its progress. It can be seen as a classic case of de-layering. Conclusions - The study concludes that good communication along with interpersonal and negotiation skills are absolutely essential to facilitate the performance of the day-to-day duties of a job, including handling the union, solving IR related issues, development of the subordinates, job setting, distribution and allocation, etc. Position descriptions will help in the alignment of the employee direction, and can be a useful tool to aid the communication between management and employees.

• 한국치위생학회지
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• 제11권3호
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• pp.343-351
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• 2011

Objectives : The aim of this study was to investigate factors associated with turnover intention on public health dental hygienists. Methods : A total 235 public health dental hygienist completed a questionnaire on attitudes related to their job position and sociodemographic status. Results : In total 82.5% of the respondents have experienced a job transfer. Their children and job stress strongly affect turnover intention. Turnover intention was correlated with empowerment, organizational commitment, job satisfaction, burnout and job stress. Using multiple regression analysis, the effects of job stress, children, organizational commitment, job satisfaction, career were satistically significant. Conclusions : The study showed strong relationship between turnover intention and job stress and their children. They had positive attitude for their job position and satisfied with their job. They experienced the stress on their job but had little turnover intention.

• 디지털산업정보학회논문지
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• 제14권4호
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• pp.109-116
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• 2018

This research proposed management plan of internal lecturer who is in charge of job training of researchers working in administrative, researching and developing institutes or public institutions related to information security. The education and training department of the government or public institutions selects and manages lecturers in member of the staff. We applied to the management plan of internal lecturers who are in charge of information security job training by analyzing the way in which internal lecturers are operated by public organizations or corporations. We propose the management plan of internal lecturer according to the position, because the institute of information security is applying the researcher 's position(rank) system. By the proposed circulation management plan by the position, the internal lecturer position is determined according to the position of the employees to be trained and the internal lecturer is selected and operated only at the same position. The proposed management plan includes internal lecturer selection, responsibilities and duties, education, evaluation, and training support.

• 치위생과학회지
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• 제21권3호
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• pp.168-177
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• 2021

Background: This study is to identify the factors that affect job satisfaction, psychological ownership, and job engagement of dental hygienists on job performance and use them as basic data for manpower management of dental hygienists. Methods: The survey was conducted by 344 clinical dental hygienists working in dental medical institutions. The collected data is PASW Statistics ver. 20.0 was used to analyze. Results: The job satisfaction level of the dental hygienist was 3.38±0.52, and the question that 'I feel that my ability to solve problems has improved compared to the past.' was 3.92±0.80. There were significant differences in job satisfaction, psychological ownership, and job engagement according to general characteristics in age, marriage, education, career, current work experience, and position. There were significant differences in job performance according to general characteristics in age, marriage, education, career, current work experience, position, and number of dental hygienists. Factors influencing job performance were practical activities, income, patient relations, absorption, vigor, dedication, and the number of dental hygienists. Conclusion: Finding different ways to use psychological ownership and job engagement through the job satisfaction of a dental hygienist, and to and to utilize it as basic data for efficient manpower management through job performance.

• 한국산학기술학회논문지
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• 제19권6호
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• pp.559-566
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• 2018

전 세계적으로 고학력화는 만연한 현상이며 점점 더 심해지고 있는 추세이다. 고학력의 효과성에 대한 많은 연구들이 발표되고 있지만, 주로 2000년대 이전의 연구가 많고 진행된 연구도 서구권 국가를 대상으로 진행되었다. 또한 제조업 및 일부 공공영역(예; 경찰)을 주된 표본으로 사용하였고, 다양한 조절변수를 다루지 못한 한계점이 있다. 이러한 상황에서 학력과 조직행동 연구의 중요 변수인 직무만족과의 관계 및 그 관계에서의 조절효과를 살펴보는 것은 의미가 있을 것으로 생각된다. 이에 본 연구에서는 조직 내 인력이 기업의 성과에 크게 영향을 미칠 수 있다고 생각되는 병원 근로자들을 대상으로 최종 학력이 직무 만족에 어떠한 영향을 미치는지 그리고 상황변수인 직급이 이들 간의 관계를 어떠한 방향으로 조절하는지에 대해 분석하였다. 연구문제를 검증하기 위해 경기북부의 1개 병원에서 근무하고 있는 377명의 간호사, 의료기사, 행정직의 자료를 실증분석 하였다. 회귀분석 결과 최종 학력은 직무만족과 정의 관계를 가지는 것으로 확인되었으며, 개인의 직급이 높아질수록 최종학력이 직무만족에 주는 긍정적 관계는 완화되는 것으로 나타났다.

• 한국생활과학회지
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• 제15권5호
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• pp.719-727
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• 2006

The purpose of this study is to examine the job satisfaction and the job stress of British child care teachers. Respondents, including childminders, were 137 British child care teachers who worked in nursery school, day nursery, creche, and playgroup. In the survey on the job satisfaction of British child care teachers, they were asked to answer two items. In the survey on their job stress level, they were required to rate their job-related stress levels on a 5 point scale of 'Job Stress scale' by Davis et al(2003). The results indicated: firstly, the British child care teachers are much satisfied with their job and have the low level of job stress. Secondly, their job satisfaction depends on who runs the child care facilities, what position they have in the centers, how long they work for child care, what qualifications they have. The levels of their job stress depend significantly on their present position in the centers. Thirdly, the job satisfaction of British child care teachers is explained about 27%, is related to their performing of daily routine, their age, the management of child care centers and qualifications of the teachers.