• 한국간호교육학회지
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• 제5권2호
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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.

• 한국직업건강간호학회지
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• 제10권2호
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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.

• 한국보건간호학회지
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• 제9권1호
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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)

• 대한가정학회지
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• 제37권2호
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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.

• 대한영양사협회학술지
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• 제23권3호
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• pp.300-315
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• 2017

The purpose of this study was to examine nutrition teachers' workload, job tension, and job satisfaction. Specifically, this study investigated the influence of nutrition teachers' workload and job tension on job satisfaction. A self-administered survey was distributed via online to 240 school nutrition teachers, in Korea, from July 16 to September 5, 2016. A total of 132 respondents completed the survey. The survey asked respondents for the time required for each task, job tension, job satisfaction, and demographic information. The findings of the study indicated that nutrition teachers spent most of their time on foodservice operation/management. Among factors affecting job satisfaction, amount of work showed the lowest score. Job tension (P<0.001) of school nutrition teachers and amount of work (P<0.01) negatively affected their job satisfaction. Moreover 'kind of work' (P<0.001), 'future of career' (0.01), and 'amount of work' (0.05) were the factors significantly affecting job satisfaction. The study offers implications for governmental policies which can improve school nutrition teachers' satisfaction with their job duties.

• 대한가정학회지
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• 제39권6호
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• pp.61-78
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• 2001

The objectives of this study were to examine the propensity of job related variables, self-esteem, overall job satisfaction, satisfaction about six categories in the job(task, boss, payment, co-workers, promotion, job environment) of life insurance planners, to investigate the effects of self-esteem, demographic variables, job characteristics variables on the overall job satisfaction and the satisfaction of six categories in the job. The survey of this study was conducted by means of self-administered questionnaire with 275 life insurance planners located in Taegu. Major findings were as follows:(1) The propensity of self-esteem and overall job satisfaction of life insurance planners averages 3.75 and 3.35 points(5 Likert scale). The propensity of satisfaction about task, boss, payment, co-workers, promotion, job environment of life insurance planners averages 4.22, 2.67, 1.68, 2.09, 1.71, 2.65 points separately(5 Likert scale). (2) According to the results for examining the relative influences of variables affecting overall satisfaction of life insurance planners, the relative importance of related variables are in the order of , self-esteem in the job, social dignity of the job, the prospect about the dignity of life insurance planner, the motive of having job. Explanatory power of these variables totaled 43.5%.

• 보건의료산업학회지
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• 제5권2호
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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.

• 한국의류학회지
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• 제34권6호
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• pp.928-936
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• 2010

This study explores the variables that predict the job satisfaction of clothing salespeople. A total of 270 questionnaires obtained from clothing salespeople were submitted for analysis. The results show that job stress was a negative influence whereas customer-orientation and self-efficacy were positive influences on the job satisfaction of clothing salespeople. The relationships were repeatedly investigated by the groups divided by personal and store characteristics. Job stress was not different by job experience, job position, and the price level of the products for sale; however, customer orientation, self-efficacy, and job satisfaction were different by those factors. In the case of more experienced salespeople with high positions, job stress would not be a predictor of job satisfaction. The study findings confirmed variables predicting job satisfaction, as well as revealed some personal and store characteristics that can affect the relationships of the variables.

• 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.

• 한국의상디자인학회지
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• 제22권4호
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• pp.105-113
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• 2020

This study examines the effects of job stress on employees in the beauty service industry and the consequences on job satisfaction and organizational commitment. Based on the analysis of the job stress of beauty employees, the purpose of the study is to identify the beauty service industry's problems and present marketing implications. First, it was found that employees' job stress in the beauty service industry harmed job satisfaction. Beauty workers with a high job satisfaction increase the quality of service for customers, which can increase the customer's store loyalty, helping the beauty service industry's work performance, thereby further increasing job satisfaction by reducing job stress. Second, it was found that employees' job stress in the beauty service industry harmed organizational commitment. The higher the organizational commitment is, the more sense of belonging is created, which in turn can improve the work performance of the beauty industry workers and reduce the turnover rate. Therefore, it is necessary to find a way to increase organizational commitment by reducing beauty workers' job stress. Third, it was found that employees' job satisfaction in the beauty service industry had a positive effect on organizational commitment. These results show that the higher the job satisfaction related to the beauty worker's current job satisfaction, current salary satisfaction, satisfaction with the boss, satisfaction with the work environment, and passion for the job, the higher the organizational commitment.