• Journal of the Korea Convergence Society
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• v.11 no.8
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• pp.77-87
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• 2020

The purpose of this study was to investigate and compare job satisfaction, job stress, and nursing task performance for nursing and nursing integrated service wards and general ward nurses to provide basic data for efficient nursing manpower management in nursing and nursing integrated service wards. For comparative research. The subjects were 136 nurses in the nursing and nursing integrated service ward and general ward nurses at a general hospital in D metropolitan area. There was no significant difference between the groups in the job satisfaction, job stress, and nursing task performance of the nursing and nursing integrated service ward nurses and general ward nurses. The performance was high. Factors influencing the performance of nursing tasks were job satisfaction and job stress, with 20.6% of nurses in nursing and nursing integrated service wards and 47.5% of nurses in general wards. Therefore, there is a need for support to improve the ability to perform nursing tasks that can increase job satisfaction and maintain job stress.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.9
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• pp.111-120
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• 2019

This study examined the mediating effects of perceived organizational support (POS) on the relationship between the person-job fit and job satisfaction of service workers. POS is divided into socioemotional POS and instrumental POS. To achieve the research purpose, a questionnaire survey was conducted on workers in charge of service jobs in domestic companies through an on-line survey system and finally, the results of 281 respondents were analyzed to verify the hypothesized research model with an 80.3% effective recovery rate. The findings are as follows. First, the person-job fit has positive effects on job satisfaction and POS. Second, among the sub-constructs of POS, socioemotional support has mediating effects, but instrumental support has no mediating effects on the relationship between person-job fit and job satisfaction. Based on the results of this study, this study suggests theoretical and practical implications for the human resource development and management of service workers. Overall, changes in the recruitment system, which can judge the person-job fit of employees who perform emotional labor facing customers, organizational culture and personnel system for establishing socioemotional support system, and compensation and workforce development system, are needed to enhance the job satisfaction of service workers.

• Journal of Korean Public Health Nursing
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• v.10 no.2
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• pp.37-50
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• 1996

To analyze the roles by abilities between manpower through the analysis of industrial health service agency personnel, 115 industrial health service agency personnel in 19 Industrial Health Service Agency personnel scattered in Seoul and Kyungki areas have been investigated according to the questionnaires formulated in line with the Likert 5-point scale from September 1 through October 30, 1995 and the following significant result has been obtained: 1. The job abilities by fields. 1) In the field of health care, the level of medical personnel's job ability was 3.30 on average and that of industrial hygienists' was 2.54 on average, which showed that the level of medical personnel's job ability was higher. 2) In the field of health management, there was a difference between the level of medical personnel's job ability and that of industrial hygienists' only in the health education but there was not so much difference between manpower' which showed that it was 3.00 on average. 3) In the field of working environment management. the level of industrial hygienists' job ability was 4.03 on average and that of medical personnel's was 2.62, which showed that the level of industrial hygienists' job ability was higher than that of medical personnel's. 2. The job abilities by manpower. As for the job ability by manpower. on the health care the medical personnel's ability was more excellent than the industrial hygienists' and on the working environment management the latter's{industrial hygienists') ability was more excellent than the former's(the medical personnel's). However. the field that a difference between both manpower as mentioned above was not recognized was the health management. 3. As for the difference of potential factors between manpower. in Factor '1' the industrial hygienists' 80.7 points by percentage was higher than the medical personnel's 52.5 points and in Factor '2' the latter's(medical personnels's) 72.6 points by percentage was higher than the former's{industrial hygienists') 50.6 points in the level of job abilities. The above result shows that the industrial health service agency personnel can be classified into the job with a difference between manpower and that without any difference manpower. Therefore, the following issues: First: The field of health care shall be defined as the medical personnel's exclusive job. Second: The field of working environment management shall be defined as the industrial hygienists' exclusive job. Third: The field of health management shall be defined as a common job to lead the limits of time and space in the collective group occupational health management to be controlled effectively.

• Journal of the Korean Dietetic Association
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• v.30 no.2
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• pp.95-111
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• 2024

The Smart Hazard Analysis Critical Control Point (HACCP) management system, which integrates information technology (IT) to automate and analyze big data, has been introduced into school food services. This study investigated the job performance, job satisfaction, and job stress of employees in school food services using Smart HACCP. Data were collected via questionnaires from 350 employees in school food services who utilized Smart HACCP and worked in Gyeonggi-do or Incheon. The questionnaire included general information, workplace characteristics, HACCP education status, job performance, and job satisfaction according to the use of Smart HACCP, and general job stress. The responses showed that 92.3% of the participants had received HACCP education in the workplace, and 66.6% understood the content of the education. Among the HACCP process stages, CCP2 (Food Handling and Cooking) and CCP3 (Cooking Completion and Distribution) were the stages at which all participants were using Smart HACCP. CCP3 had the highest percentage (61.4%) of participants who experienced feeling the maximum reduction in their tasks by using Smart HACCP. The Smart HACCP job performance at CCP1 (Inspection) and Smart HACCP job satisfaction were higher in workplaces with 6~10 employees, compared to those with 10≤ employees (both P<0.05). The Smart HACCP job performances at of CP1 (Refrigeration and Freezer Temperature Management) and CP2 (Cleaning and Disinfection of Food Contact Surfaces) were significantly affected by the work area. General job stress was significantly higher in cooks than in cook practitioners, higher in employees with cook certification than in those without it, and higher in employees with work experience (<1 year), compared to those with 5~10 years or 10~15 years' experience. In conclusion, employees' job performance and satisfaction with Smart HACCP need to be enhanced to improve hygiene in school food service. This requires the effective management of their job stress.

• Journal of Korea Society of Industrial Information Systems
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• v.21 no.3
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• pp.57-71
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• 2016

Even though the Korean military continued to develop military logistics support systems, sufficient research on logistics service has not been conducted. The main purpose of the research is to examine employees' job satisfaction of logistics units by logistics functions (the ordnance, the supply, the food), and further the relationship between the job satisfaction of logistics units and service quality of the user(combat) units. Some results are as follows. First, the job satisfaction among logistics units was significantly different by functions. Second, the tangible among service quality factors of user units was been significantly different among functional units. Finally, through the post hoc analyses, some meaningful results on service quality were also identified.

• Journal of the Korean BIBLIA Society for library and Information Science
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• v.26 no.3
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• pp.241-266
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• 2015

When library performance is regarded as service quality, competency in human resources should be considered as an influential factor. This study aims to identify relationships between job satisfaction of librarians and the service quality that users recognize in public libraries. Librarians and users in 10 public libraries in Seoul, Incheon, Gyeonggi province were sampled to measure job satisfaction and service quality with $LibQUAL+^{TM}$ model. As a result, the higher the satisfaction of the duty itself and organizational factor show a high service quality. Consequently, to improve library customer satisfaction, the librarian's job satisfaction should be considered. Additionally, some practical implications are discussed.

• Research in Community and Public Health Nursing
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• v.32 no.3
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• pp.233-242
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• 2021

Purpose: The purpose of this study was to verify influencing factors affecting service quality provided by caregivers working for the elderly with dementia. Methods: Data were collected using a self-reported questionnaire from 214 caregivers in a long-term care facility in D city. The data were analyzed with service quality, dementia knowledge, work value, and job performance confidence. For data analysis, the descriptive statistics, t-test, one-way ANOVA, Pearson correlation coefficients, and multiple regression were performed using SPSS/WIN 21.0 program. Results: There were significant differences in service quality depending on the health status. Factors influencing service quality were work value, and job performance confidence with R² value of 38%. The highly influencing factors were work value, and job performance confidence. Conclusion: The results of this study indicate that the effort to improve the service quality of caregivers should focus on work value and job performance confidence.

• Culinary science and hospitality research
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• v.22 no.6
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• pp.87-97
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• 2016

The purpose of this study was to explore the effects of job attitudes from the professional restaurant service organization on customer orientation. Using a self-administered questionnaire, data was collected from service employees of professional restaurants. Survey was conducted 20 days from October 11, 2015 to October 30, 2015. Total of 200 questionnaire were distributed and 185 samples were collected and used in the data analysis after excluding 15 unfaithfulness answers. SPSS 18.0 statistical program were used to analyze samples. The result indicated significant and positive impacts between job attitude and its sub-factors(i.e., job satisfaction, organizational commitment) on customer orientation.

• The Journal of Korean Society for School & Community Health Education
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• v.19 no.1
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• pp.99-109
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• 2018

Objectives: The study was conducted to understand job stress and fatigue conditions by dividing nurses in a polyclinic-level public medical institution, Seoul with more than 600 beds into ward nurses and non-ward nurses and to comprehend sub-areas of job stress that affect fatigue. Methods: A survey was conducted from August 18 2014 to September 12 2014, so 216 cases were analyzed by using PASW statistics 18.0. Results: Job stress of ward nurses is significantly high in the psychological burden of nursing service area and medical limit. Fatigue of ward nurses is also higher. As a result of multiple Linear regression, nursing service area affects fatigue of ward nurses and there is no significant influence factors in non-ward nurses. Conclusion: Therefore, mental health education and interest of hospital in nursing service area are more needed for ward nurses with high job stress and fatigue among nurses.

• Korean journal of food and cookery science
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• v.10 no.3
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• pp.296-300
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• 1994

Recently hospital food service systems are often burdened with labour problems including employee job dissatisfaction, high labour costs and turn over. It is essential that these factors should be considered in developing for assuring palatable, nutritious, and safe feeding. A survey of 14 hospital conventional food service systems was undertaken and detailed information was collected from 390 catering staff. Foodservice employee satisfaction was evaluated by measuring employee job attitudes towards five aspects of their job using the Job Description Index(JDI). The food serive workers surveyed in this research were less satisfied with their jobs than are other types of workers in other industries. The demographic variables including age, length of employment and kinds of work were significantly related to job satisfaction. It was also found that catering staff in 14 hospitals surveyed were more satisfied with their interpersonal relations with supervisions and co-workers than with work content, pay and promotional opportunities.