• Title, Summary, Keyword: Job Satisfaction

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The mediating effect of job satisfaction on the relationship between job quality and occupational injuries (직무의 질과 업무적 상해의 관계에서 직무만족의 매개효과에 관한 연구)

  • Ahn, Kwan-Young
    • Journal of the Korea Safety Management & Science
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    • v.13 no.4
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    • pp.35-41
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    • 2011
  • This paper reviewed the relationship between job quality, job satisfaction and occupational injuries, and the mediating effect of job satisfaction. Based on the responses from 278 employees in manufacturing sector, the results of multiple regression analysis showed that all job quality factors(job variety, autonomy, job importance, feedback) have positive relationship with job satisfaction and job satisfaction has negative relationship with number of injuries. Also, job satisfaction was found to mediates the relationship between all job quality factors and occupational injuries.

The Moderating Effect of Perceived Alternative Job Opportunities between Organizational Justice and Job Satisfaction: Evidence from Developing Countries

  • Mushtaq, Arslan;Amjad, Muhammad Shajeel;Bilal, Bilal;Saeed, Muhammad Mohtsham
    • Asian Journal of Business Environment
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    • v.4 no.1
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    • pp.5-13
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    • 2014
  • Purpose - This study examines the relationship between organizational justice and employee job satisfaction and the extent of its moderation by perceived alternative job opportunities. Research design, data, and methodology - This is a cross-sectional study utilizing survey questionnaire data from 220 bank employees, which included scales measuring organizational justice, job satisfaction, and perceived alternative job opportunities. Results - The data is analyzed using correlation and hierarchical regression. Results demonstrated that organizational justice has a direct positive impact on employee job satisfaction further, distributive justice explains more variance in job satisfaction, followed by procedural justice and interactive justice. Perceived alternative job opportunities moderate the relationship between organizational justice and job satisfaction. Conclusions - Generally, organizational justice increases bank employees' job satisfaction; however, when they perceived more job opportunities, their job dissatisfaction increased notwithstanding fairness. Therefore, perceived job opportunities moderate the relationship between organizational justice and job satisfaction. Retaining skilled employees has become difficult, especially when there is market demand for skilled workers. Human resource (HR) managers should consider market situations before formulating policies; otherwise, they may lose the competitive advantage of skilled employees and workers.

A Study of Nurses' Job Satisfaction (간호사의 직무만족 관련 요인)

  • Lee, Hyang-Nyeon;Lee, So-Young;Lee, Mi-Aie
    • Journal of East-West Nursing Research
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    • v.15 no.2
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    • pp.91-101
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    • 2009
  • Purpose: This study was performed to measure nurses' perception of job stress and job satisfaction, and to clarify the factors influential to their job satisfaction. Methods: Participants were 169 nurses working at a general hospital. Data were collected with self-administrated questionnaires and analyzed by SPSS/PC WIN 15.0. Results: Subjects perceived that job stress was higher than 'middle (3)', job satisfaction was lower than 'middle (3)', and job-related stress detrimental to job satisfaction. Influential factors for job satisfaction in a 2008 survey were duty-related stress, working conditions, and knowledge/skill-related stress. Duty-related stress and working conditions were cited as influential in a 2009 survey. The explained power for job satisfaction job was 32.5% in 2008 and 21.1% in 2009. Conclusions: Higher job-related stress detracts from job satisfaction. Hospital/nursing managers need to develop strategies that could improve the personal relationship between nurses and doctors, and provide administrative support to nurses. Provision of a financial personnel management plan could alleviate future nursing shortage triggered by job dissatisfaction.

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The Effect of Power Sources of Department Store and Fashion Company, and Salesperson's Job Consciousness on Job Satisfaction in the Middle Management System of Department Store (백화점 중간관리 형태에서 백화점 및 패션업체의 권력원천과 판매원의 직업의식이 직무만족에 미치는 영향)

  • Lee, Hyun-Jin;Choo, Tae-Gue
    • Fashion & Textile Research Journal
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    • v.14 no.2
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    • pp.230-241
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    • 2012
  • The purpose of this study was to examine the effect of power sources of department store and fashion company, and salesperson's job consciousness on job satisfaction in the middle management system of department store. Questionnaire data from 193 salespeople in the middle management of department store were analyzed by reliability analysis, factor analysis, correlation analysis, multiple regression analysis, hierarchical regression analysis. The results of this study were as follows: First, coercive power, informational and expert power, and referent power of department store had significant effects on job satisfaction. The coercive power of department store had a negative influence on job satisfaction, while informational and expert power, and referent power of department store had a positive influence on job satisfaction. Second, referent power, expert power, reward power, coercive power of fashion company had a positive influence on job satisfaction. Third, referent power of department store had a greater influence on job satisfaction than other power sources. Fourth, job commitment and pride, prospect awareness had a positive influence on job satisfaction, while professional self-awareness had no effect on job satisfaction.

The Influence of Job Stress, DiSC Behavioral Type and Organizational Social Capital on Job Satisfaction among Some Nurses (간호사의 직무스트레스와 DiSC 행동유형 및 조직사회자본이 직무만족에 미치는 영향)

  • Roh, Eun-Kyung;Shin, Seung-Ok
    • Korea Journal of Hospital Management
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    • v.20 no.4
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    • pp.14-30
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    • 2015
  • Purpose: This study was conducted to investigate the independent role of sub-dimensions of job stress, DiSC(R) type of personal behavior, and organizational social capital on job satisfaction and to identify the structural relation among them. Method: Study subjects were 317 registrated nurses employed in 4 general hospitals in a metropolitan city. Results: As the results of multiple regression analysis, the factors influenced independently on overall job satisfaction were as follows; job stress were significantly decreased job satisfaction. Regarding DiSC, job satisfaction of influence type was significantly higher than that of conscientiousness type. Of sub-dimension of OCS, the higher common value and reciprocity were, the high over all job satisfaction, but in a sub-dimension(trust), the relationship was reversed. Major findings of structural equation model analysis were as follows. Regarding DiSC, there were founded only direct effect on job satisfaction(D, i, S>C in relations with peer and others, job performance, retrospectively). Regarding common value of OCS, there were founded significant positive direct effect and indirect effect via job stress on all sub-dimensions of job satisfaction. Regarding trust of OCS, there were founded negative direct effect alone on 2 sub-dimensions of job satisfaction(work itself, job performance). Regarding trust of OCS, there were founded positive direct and indirect effect on satisfaction towards work itself, and indirect effect alone on 2 sub-dimensions(relations with peer and others, job performance). Conclusion: Summing up above finding, to manage job satisfaction of nurses, it is suggested for nursing staffs to provide behavioral training programs according to type of DiSC(R) and to introduce strategic programs fostering organizational social capital such as common vision and reciprocity.

Job Satisfaction Comparison Between Gender and The Influencing Factors on Job Satisfaction (성별 근로자의 직업만족도와 관련요인)

  • Park, Eun-Ok
    • Korean Journal of Occupational Health Nursing
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    • v.10 no.2
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    • pp.131-141
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    • 2001
  • Purpose: This study were carried out to investigate the difference employment characteristics and job satisfactions by gender and to explore the influences of demographic status and employment characteristics on job satisfaction. Method: Social statistics survey data collected by Ministry of Statistics in 1998 were used for the secondary analysis in the study. Job satisfaction was measured by questionnaire which were consisted in 12 items such as task, promotion, placement, wage, benefits, future in the work, working environment, human relationship, working hours. Result: The results show that more than 50% of women were working as a part-time employees. Their education level were lower than men. Women workers were unmarried at higher percents than men. Men were showed more satisfaction significantly in their job than women. Men also had higher job satisfaction with work task, promotion, placement, and human relation. Women had shown higher job satisfaction with wage, working environment, and employer-employee relationship. Employment status had the most important factor on the job satisfaction. And, living status satisfaction, education, age, occupation, marital status, employment status and sex were significant for the job satisfaction. 33.34% of the variance in the job satisfaction were accounted for by these variables. Conclusion: The results of this study showed that there were difference of job satisfaction between gender and employment status was the most predictive factors on the job satisfaction. Women had more unstable employment status such as part-time, employment on probation, or family employer without wage than men. Stability of employment could be considered as a strategy for enhancing job satisfaction for women.

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Comparing Job Satisfaction with Professional Self-Concept of RN-BSN Students (간호학사 특별과정생의 직업만족도와 전문직 자아개념)

  • Kim Chun-Gil;Noh Choon-Hee
    • The Journal of Korean Academic Society of Nursing Education
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    • v.5 no.2
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    • pp.250-266
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    • 1999
  • This study was conducted to compare the level of RN-BSN students' job satisfaction and professional self-concept (PSCNI) prior to RN-BSN course and upon graduation The study was designed to investigate the degree of job satisfaction and PSCNI, and to test the correlation between job satisfaction and professional self-concept. The subjects were 68 students in Chunchon, who entered to H University (RN-BSN course) in March 1997. The data was gathered by self-reported questionnaire job satisfaction(48 items) and professional self-concept nurses instrument (PSCNI: 27 items) The instruments used for this study were the nurse Job satisfaction scale developed by Stamps et al., and Arthur's PSCNI. The reliability of two questionnaires were relatively high (Job satisfaction Cronbach's $\alpha$=0.88, 0.89, PSCNI Cronbach's $\alpha$=0.80, 0.96) The data was analyzed frequency, mean, t-test, ANOVA, Duncan's multiple range test, Pearson's corelation, and multiple regression analysis through SAS program. Research findings were as follows : 1. The average item score of job satisfaction was 119.50(prior to RN-BSN course) 124.16 (upon graduation). PSCNI' average item score was 75.37/77.21 at each. 2. The job satisfaction scores were significantly higher at the graduation than at the entrance(t=2,10, P=.040). But PSCNI's scores had no significant difference. 3. The relationship between job satisfaction and PSCNI of entering time was high R=.60, P=.000) The relationship of the two at graduation time was not high(R=.29, P=.018). 4. The factors contributing to the job satisfaction & PSCNI as follow: job satisfaction(prior to RB-BSN course), PSCNI(prior to RB-BSN course), The factors contributing to the job satisfaction & PSCNI were as follow: PSCNI(prior to RN-BSN course) In conclusion, we recognized that RN-BSN course influenced job satisfaction of students. Also this study Eave a information for necessity to develop curricula promoting PSCNI. Nurse-educator should explore further research to enlighten the nursing profession.

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Job Satisfaction Influenced Personal Traits among Officers and Noncommissioned Officers Working in Army Hospital (군병원 간부들의 개인적 성향에 따른 직무 만족도)

  • OH Jung Yi;Jung Moon Sook
    • Journal of Korean Public Health Nursing
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    • v.9 no.1
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    • pp.1-16
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    • 1995
  • The purpose of this study was to find out and analyze the satisfaction degree related to job by general characteristics, satisfaction factors. This survey was based on the questionnaire method. The sample consisted of 51 noncommissioned officers, 72 administrative officers and 160 nurse officers from army hospitals. The data were collected from March 14 to April 18, 1994 and statistically analysed by percentage, mean and $x^2$ test. Factors of job satisfaction consist of 6 categories; job pristige, interaction, autonomy, task requirements, pay, and organizational requirements. The overall job satisfaction degree was $62.8\%$ in NCOs, $54.2\%$ in administrative officers and $33.3\%$ in nurse officers. The job satisfaction of NCCs increased in factors of job prestige (p<0.01), autonomy (p<0.05), task requirement (p<0.05), and was higher as age. There were statistically significant in the factors of pay in school background, Job prestige in rank (p<0.05). 'I'm OK and You're OK' type was $76.5\%$ which was the highest rate and A major personal traits also showed the highest job satisfaction $(63.7\%)$. There were significant difference between major personal traits and interaction (p<0.01), autonomy (p<0.05), organizational requirement (p<0.01), pay (p<0.05) and task requirement. The job satisfaction of administrative Officers was represented significant differences in factors of pay (p<0.05), task requirements (p<0.05) by school background. Long term Workers showed the highest job satisfaction and significant difference in factors of job prestige and organizational requirement (p<0.01). Job satisfaction in 'I'm OK but you're not OK' type was slightly high, and CP major personal traits also showed the highest job satisfaction. The job satisfaction of nurse officers was represented significant difference in factors of autonomy (p<0.01), job prestige (p<0.05), organizational requirement (p<0.05), and pay by age. In CP major personal traits. job satisfaction showed the highest rate (75.0)

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The Relationship between Work-Family Conflict and Job-Life Satisfaction of Married Female Workers - Focused on Clerical and Production Workers - (취업기혼여성의 일-가정갈등과 직업 및 생활만족도 - 생산직과 사무직 기혼여성을 중심으로 -)

  • 조희금
    • Journal of the Korean Home Economics Association
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    • v.37 no.2
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    • pp.145-158
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    • 1999
  • The purpose of this study is to investigate the relationship between work-family conflict and job-life satisfaction of married female workers. Two data sets were used in this study. Both data sets were gathered from structured questionnaires and time dairies. The first data set was collected from 370 married female production workers in 1995 and the second set was collected from 143 married female clerical workers in 1996. Job and life satisfaction were measured on 5-point Likert scale where 5= very unsatisfied and 5= very satisfied. The overact means for both groups were 2.97, 3.09 for job and life satisfaction respectively The findings of this study are; 1) Clerical workers have significantely higher job and life satisfaction than production workers. 2) Multivariate analysis reveal that work-family conflict is negatively related to job satisfaction while income is positively related to job satisfaction. 3) In the path analysis model, work-family conflict has a negative direct effect and indirect negative effect mediated through job satisfaction on life satisfaction. Job satisfaction and husband's division of housework have a positive direct effect on life satisfaction. However, total labor time has a negative indirect effect mediated through work-family conflict on life satisfaction and income huts a positive indirect effect mediated through job satisfaction on life satisfaction.

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Impact of Self-Esteem and Job Stress on Job Satisfaction of the Emergency Medical Technicians (응급구조사의 자아존중감, 직무스트레스가 직무만족도에 미치는 영향)

  • Kim, Mi-Sook;Kim, Nam-Hee
    • The Korean Journal of Health Service Management
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    • v.5 no.2
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    • pp.147-155
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    • 2011
  • The purpose of this study was to investigate self-esteem and job stress which might influence job satisfaction of the emergency medical technicians. The partcipants were 135 emergency medical technicians in hospital. Data were collected from August 15 to September 10, 2009. The collected data was analyzed with the SPSS win 15.0 version. The average self-esteem score was 3.47, job stress 3.16, job satisfaction 3.14. The score for job satisfaction. showed significant difference motivation of desire(F=3.169, p=.016) and region(F=3.414, p=.011). Self-esteem had significant positive correlation to job satisfaction(r=.296, p=.000). Job stress had significant negative correlation to job satisfaction(r=-.327, p=.000). Self-esteem and job stress were significant predictor and accounted for 16% of the variance in job satisfaction of the emergency medical technicians. Future job satisfaction management program for the emergency medical technicians should be considered their self-esteem and job stress.