• The Journal of the Korea Contents Association
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• v.19 no.7
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• pp.67-81
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• 2019

The aim of this research was to examine that the essence of university administrative staff's job stress and relevant characteristics that could influence their stress at work. For this research, we collected 250 samples of university administrative staffs in Seoul from March to April, 2017 and used 227 ones for final analyses. The results indicated that organizational characteristics (organizational commitment, organizational culture, perceived organizational support) and job characteristics (job satisfaction, job control, emotional labor) tended to be significantly associated to Job stress. These findings suggested that Employee Assistant Program (EAP) should be launched in order to provide integrated services for university staff. Second, diverse psycho-social services, such as consultation, leisure activities, and empowerment, should be provided by utilizing the resources of university. Lastly, the Korean Ministry of Education needs to support for enhancing the staff's work environments.

• Journal of Korean Academy of Nursing
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• v.49 no.2
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• pp.181-190
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• 2019

Purpose: This study aimed to confirm the mediating effect of job involvement in the relationship between grit and turnover intention among nurses working at university hospitals. Methods: Participants included 437 nurses from university hospitals located in C city, Gyeongnam. Data were collected from January 8 to 19, 2018, using self-report questionnaires. Data were analyzed using the t-test, analysis of variance, Scheffe's test, Pearson's correlation coefficient, and multiple regression, with the SPSS/22.0 program. A mediation analysis was performed according to the Baron and Kenny, and bootstrapping methods. Results: There were significant relationships between grit and job involvement (r=.40, p<.001), grit and turnover intention (r=-.29, p<.001), and turnover intention and job involvement (r=-.52, p<.001). Job involvement showed partial mediating effects in the relationship between grit and turnover intention. Conclusion: Grit increased job involvement and lowered turnover intention. Therefore, to reduce nurses' turnover intention, it is necessary to develop a program and strategies to increase their grit.

• The Journal of Korean Academic Society of Nursing Education
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• v.28 no.2
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• pp.137-146
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• 2022

Purpose: This study aimed to identify the associations between job stress, social support, and nursing professionalism among nurses taking postgraduate courses, and to explore the factors influencing their nursing professionalism. Methods: The participants were 121 nurses who were enrolled in graduate school master's or doctoral programs in Korea. Data were collected from June 30 to August 31, 2021, using an internet-based self-report questionnaire. The data were analyzed by descriptive statistics, independent t-test, one-way ANOVA, Pearson's correlation coefficient, and multiple regression analysis using the IBM SPSS 23.0 program. Results: The mean scores of job stress, social support, and nursing professionalism among the participants were 2.47 out of 4, 4.06 out of 5, and 3.47 out of 5, respectively. There were statistically significant differences in nursing professionalism among the participants according to the degree program (F=-2.76, p=.007) and the length of nursing career (F=4.35, p=.015). Their nursing professionalism showed a positive correlation with social support (r=.45, p<.001) and a negative correlation with job stress (r=-.43, p<.001). As a result of the multiple regression analysis, factors influencing nursing professionalism of the participants were found to be job stress (β=-.28, p=.003), social support (β=.23, p=.015), and the length of nursing career (β=.19, p=.018). The explanatory power of the model was 28.0% (F=12.62, p<.001). Conclusion: The present study suggests that organized efforts are needed to alleviate job stress and to increase social support for nurses in postgraduate courses in order to ultimately improve their nursing professionalism.

• Culinary science and hospitality research
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• v.23 no.4
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• pp.193-202
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• 2017

This study conducted a survey on 414 industrial organization food service workers in the Kyungnam area to find out the effect relationship of the job characteristics of organization food service workers and its effects on job commitment and job satisfaction by recognizing the need for job application through the job characteristic model, which was the beginning of the intrinsic motivation theory for the job of organization food service workers. To accomplish the purpose of this study, the method to analyze the survey was undertaken by using the SPSS 23.0 and Amos 21.0 statistic package program via a data coding process for collected data processing. We can confirm from the analysis results that there is a statistically significant causal relationship in all factors, except task identity, which is a sub factor of job characteristic. This result reaffirms the results of previous research by showing that the worker must be allowed to ensure completion of the entire job when performing the job as the job itself is not one part of the processes. Decision-making autonomy must be given in the work process when the worker performs their job in order to raise job satisfaction and furthermore to increase job commitment. The limitation of this study is that there are limits that making generalization as the study was conducted on industrial organization food service workers in the Kyungnam area as extracted samples.

• Journal of the Korea Safety Management & Science
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• v.17 no.2
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• pp.55-66
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• 2015

In the perspective of industrial health management, it is important for the employee to decrease their job stress, to improve their productivity and quality of labor. In this study, the job stress, and it's influence on PWI(Psychosocial Wellbeing Index) were investigated by the questionnaire survey of 138 industrial workers who had studied assistive technology in college. The contents of questionnaire consist of the demographic characteristics, job-related characteristics, job stress and psycho-social stress. We evaluated job stress by KOSS-SF(Korean Occupational Stress Scale-Sort Form) and psychosocial stress by PWI-SF(Psychosocial Well-being Index-Short Form). To analyze the results, we evaluated the exposure level of KOSS and PWI by demographic characteristics and job-related characteristics using significance tests. Also, we estimated the relationship among demographic characteristics, job-related characteristics, job stress and psychosocial stress, using correlation analysis. As a results, all workers were found to be in a group under the high risky stress. It showed that the scale index of female's job non-autonomy and pwi were much larger than those of male's. Therefore, to guarantee job autonomy of female workers should be more emphasized, to improve their working environment. Job type had significant relationships with many job stress category; physical environment, job demand, job instability and organization culture. Regarding pwi, the scale index of the workers who is in charge of the civil service such as contacting the disabled and the aged in person, were much larger than that of the other workers. Accordingly, the job stress management program including physical environment, job demand, job instability and organization culture, should be suggested, to decrease the stress of the workers in charge of the disabled and the elders service. The strongest predictors of pwi was organization system through maximum positive relations between organization system and pwi. Therefore, it indicates that improvement of organization system such as a fair merit rating, a manpower supply, demand plan and department cooperation is urgently needed to reduce pwi.

• Health Policy and Management
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• v.13 no.2
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• pp.67-84
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• 2003

Immunization has been one of the most effective measures preventing from infectious diseases. However, children routine vaccination rate of Korea was 68.2% and it was not higher than expected. Korean government revised the School Health Law for every primary school children to submit the vaccination certificate record from 2005. It is quite important national Infectious disease prevention policy to keep the immunizations rate high and monitor the immunizations rate continuously. To do this, National Institute of Health introduced the National Immunization Registry(NIR) Program at 2000. Objective : The aims of this study was to evaluate the Immunization Registry program which has been implementing since 2000 at the Public Health Centers(PHC). Methods : The mail survey was done from November 2001 to January 2002. 169 (69%) Public Health Centers among 244 PHC were responded. Results : The respondents of PHC sud the Immunization Registry(IR) program had reduced the workload (18.5%). 69.2% said they inputted the immunization data into the IR program after the shots were given. 86.5% said they hadn´t checked or retrieved the children lists who had missed the scheduled immunization. Only 17.2% said the speed of internet for the R program was good. It showed that 20% of respondents hadn´t written down documents, records on immunization any more. Even there were a lot of negative results, the respondents of PHC thought that the IR program was effective. They especially agreed that the IR program could make the job accurate (81.5%), convenient (71.3%), and reduced the chances of making mistakes (71.3%), increase the service quality (78.5%). And they were well adapting the job process of the IR (79.63%). Bivariate analysis showed that the software program was the important determinants of IR success. The only Bit Computer software program has been evaluated to be less satisfactory than the Integrated (Posdata operating system + Bit software) program. Other variables, such as age, duration of present job, and location of PHC (metropolitan, small city, rural area) were not significantly related. Conclusion : It seemed that the success of NIR might depend on the software program. Because Integrated program, which has been developed from 1994, include not only the general operating and management program for PHC but also IR program. It was natural to prefer Integrated program to Bit software program. So we can suggest that it is essential for the NIR to be successful that not only the immunization software program but also hardware equipments and public health information system should be further improved.

• Journal of Digital Convergence
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• v.12 no.1
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• pp.325-331
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• 2014

Many saeteomins to settle in South Korea, are materially affluent capitalist countries entered South Korea, but they have not been able to adapt so easily the consumer market and economic activity. In particular, development and support training programs for female saeteomins, 69% of total saeteomins are needed. Therefore, we need to support job programs that they settle in Korea normally and can be a reasonable economic activity. But, we need to operate be the group program because only proceed to the general education program is not enough to settle into a stable. In this paper, we would like to propose a group program for job training and a budget for operating the program to easily settle female saeteomins in South Korea.

• Journal of Navigation and Port Research
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• v.36 no.3
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• pp.149-155
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• 2012

This study primarily analyzed the use of shipping companies' welfare program by the characteristics of crew's demography and working condition on board, and next examined the effect of the satisfaction to the program on the organizational commitment and job satisfaction to the companies, in order to survey the shipping companies' welfare reality which has performed an influential role to meet the various welfare needs of personal crew. According to the findings in the recent survey of 459 seamen on board, there are differences among the use of the program by crew's the tolerance to work on board and personal characteristics, for example, age, marriage, position, period on board, and years of service. Moreover, the study verified the fact that the higher satisfaction to the use of those program, the higher organizational commitment and job satisfaction of crew.

• Korean Journal of Community Nutrition
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• v.4 no.3
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• pp.441-453
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• 1999

This study aims to investigate the effects of job characteristics and work on both organizational commitment and job satisfaction of the school foodservice dietitian for the purpose of providing information for quality improvement in productivity of school foodservice. The subjects were 401 school foodservice dietitians in Taegu and the Kyungpook area. The survey questionnaires consisted of five parts including demographic characteristics, job characteristics(JCI), work values, organizational commitment(OCQ) and job satisfaction(JDI). More than half of the subjects(65.3%) were between the age of 26 to 30 years. Seventy-one percent of the participants had bachelor’s degrees and monthly wages of 83.2% ranged from 700,000 to 1,200,000 won. The education of thedietitians was found to have a significant relatinship with job satisfaction in all fields. Job characteristics such as feedback, job characcteristics such as job autonomy, feedback and friendship were positively correlated with job satisfaction. The group of dietitians with high work value scores for work as a central life interest had significantly high scores in organizational commitment(p<0.01) and overall job satisfaction(p<0.05). Job satisfaction such as work-itself, pay, supervision, promotion and co-workers were positively correlated with organizational commitment. According to the Lisrel program, organizational commitment was affected by educational level(-0.23). Job satisfaction was also affected by educational level(-0.18), autonomy(0.24), friendship(0.12), feedback(0.08), individualism(-0.07) and organizational commitment(0.44) directly. In conclusion, school foodservice dietitians may increase the level of their commitment to organization and job satisfaction by increasing autonomy, feedback adn friendship of job characteristics and work values.

• Journal of Korean society of Dental Hygiene
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• v.9 no.3
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• pp.329-343
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• 2009

Purpose : This study was to figure out the factors affecting the job satisfaction of dental hygienists working in dental clinics. To gain the data to establish the systems for enhancing the job satisfaction of the dental hygienists. This research has been conducted dental hygienists working in dental clinics institutes located in Jeonju and Iksan city, Jeollabuk-do, korea. Methods : The collected data were analyzed by using an SPSS statistical program, obtaining the following results. Result : The average satisfactory level of the dental hygienists was 3.45 out of 5 points. The most important factor affecting of the job satisfaction was the relationship with patients as 3.83 points and the least influencing factor was the compensation as 3.09 points. The management system and the satisfactory level were also correlated. For each of details, communication structure and working environment showed the highest correlation with Pearson's correlation coefficient of 0.610. Among the management system the general job satisfaction according to the communicational structure was higher when they had better communication with dentists. Among the management system, the job satisfaction according to structural factors was higher when they have manuals for the job, when their job is taken partial charge of the responsibility As for job satisfaction by the welfare support factor in the clinic management system, the better an informal social gathering, the higher general job satisfaction. As for job satisfaction by the job autonomy factor in the clinic management system, the more evenly distributed job opportunities and chances of reeducation for professional development led to higher general job satisfaction. Conclusion : The compensation-related grade was the lowest among the 6 constituent factors of the job satisfaction, it seems that improvement of wages and incentives is required to enhance the satisfaction of the dental hygienists. Also, improving factors affecting the management system of the dental service institute can increase the job satisfaction since the job satisfaction was higher when the institutes have the better management system.