• Journal of the Korean Home Economics Association
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• v.41 no.2
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• pp.93-106
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• 2003

The purpose of this study was to investigate job stressors, job stress symptoms, and job performance of workers in fashion industry. The data were obtained from questionnaire completed by 529 workers who were employed in textile or clothing manufactures located in Seoul, Daegu, Busan, and Masan area. The SPSS package was used for data analysis which included frequency, mean, correlation, and factor analysis. Job stressors consisted of environmental related stressors, job related stressors(task characteristics and role characteristics) and organization related stressors(organization climate and career development). Most of job stressors were significantly correlated with job stress symptoms but their correlation coefficients were low. Among job stressors, quantitative work overload was found to be a major stressor. Workers in fashion industry appeared to evaluate their job performance relatively good. Also, it was found that behavioral and psychological symptoms were negatively correlated with job performance.

• Journal of Preventive Medicine and Public Health
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• v.35 no.2
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• pp.160-168
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• 2002

Objectives : This study was intended to investigate the differences of job stressors between managers and low level employees among white-collar workers. Another objective of this study was to examine whether the effects of job stressors on mental health differ between the two groups. Methods : Data was obtained from 204 managers and 258 low level employees who were employed in white-collar jobs. Fourteen job stressors and seven job stress variables were measured. Results : Among the 14 job stressors, role overload, job insecurity, and work-family conflict were higher job stressors for the manager group whereas role conflict, work-aptitude incongruity, participation in decision making, and promotion problems were higher job stressors for the low level of employees. There were no differences in job stress scores between the two groups. However, differences in the effects of job stressors on job stress were found between the two groups. For the manager group, job insecurity, work-aptitude incongruity, and work-family conflict significantly affected in explanation of job stress whereas for the low level employees, role underload, peer satisfaction, and environmental problems significantly explaining the job stress variables. Conclusions : There were significant differences in job stressors between managers and low level employees among white-collar workers. Additionally there were differences in the effects of job stressors on job stress between the two groups.

• Fashion & Textile Research Journal
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• v.10 no.2
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• pp.209-219
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• 2008

The purpose of this study was to investigate job stressors of information planning process and the relevant affairs of Fashion Information Providers, using the qualitative research method. This study was performed by interview with 14 fashion information planning providers from April to May in 2007. In the information planning process, there were five steps on fashion information providers' recognitions of stressors: information gathering, analysing, planning, presenting and evaluating. In the relevant affairs of fashion information activities, job stressors consisted of task related stressors, role related stressors, organization related stressors, personal characteristics, and outsides of organization related stressors.

• Journal of Distribution Science
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• v.17 no.5
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• pp.73-83
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• 2019

Purpose - The purpose of this research is twofold; first, it attempts to categories customer demands into challenging and hindrance stressors, second, it investigates the effect of customer challenging stressors, hindrance stressors and customer resources on job satisfaction, emotional exhaustion and turnover intention of frontline employees. Research design, data, and methodology - A quantitative research method with an online survey was adopted to test the proposed hypotheses. Sample was collected from 186 frontline employees. And, structural equation model was conducted through AMOS 20.0 to verify the proposed hypotheses. Results - First, customer challenging stressors and customer resources positively affect job satisfaction. Second, customer hindrance stressors negatively affect job satisfaction and positively affect emotional exhaustion. Finally, job satisfaction negatively affects turnover intention whereas emotional exhaustion positively affects turnover intention of frontline employees. Contributions - In term of theoretical contributions, the current study categorized the customer demands into challenging and hindrance stressors and empirically tested the effect of challenging and hindrance stressors on emotional exhaustion, job satisfaction and turnover intention of frontline employees. Managerially, this study provides insights to the firm by highlighting the presence of challenging stressors and customer resources which have positive effect on the attitudes and behaviors of the frontline employees.

• The Journal of the Korea Contents Association
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• v.11 no.12
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• pp.190-205
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• 2011

The purpose of this study was to investigate the effects of the MICE industrial employee's job stressors on intent to leave and test of the mediating role of job satisfaction and job commitment. For the study, job stressors were defined 3 groups with 7 sub-factors, such as role stressors of role ambiguity, role conflict and role overload, task stressors of job routineness and job heteronomy, organizational stressors of job insecurity and distributive injustice. Data were collected from 303 MICE industrial employees in metropolitan area by structured questionnaires. Collected data were analyzed by AMOS 18.0 and findings are as follows. Firstly, on aspect of total effectiveness, the seven job stressors had harmful effect on intent to leave, especially organizational stressors had more serious effect on intent to leave than role stressors. Secondly, not only job satisfaction and job commitment had meditators role but also influenced on intent to leave directly. Thirdly, role ambiguity had effect on intent to leave indirectly through the job satisfaction, while role conflict and role overload had effect on intent to leave directly, and also indirect effectiveness on it through the job commitment. Fourthly, job routineness and job heteronomy had effected on intent to leave only through the meditators. Not only job insecurity and distributive injustice had influenced on intent to leave directly but also effectiveness on it indirectly through the meditators.

• Fire Science and Engineering
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• v.28 no.6
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• pp.99-107
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• 2014

Author analyzed the relationship among job stressors, job satisfaction, and organizational commitment of police officials. And the Author analyzed the moderating effect of social support on the relationship between job stressors, job satisfaction, and organizational commitment. First, I found that job stressors associated with characteristics of the job or the organization affect job satisfaction and organizational commitment. Job stressors significantly affecting job satisfaction were found to be perceived uncontrol and role ambiguity. Second, the job satisfaction's impact on organizational commitment in the impact relationship was significantly very large. Third, despite the role overload, the group with a high social support had a high job satisfaction. In addition, if there is high level of social support, job satisfaction could significantly increase organizational commitment.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.26 no.1
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• pp.40-46
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• 2003

The employees in information system organization are highly exposed to stress. However, there is little theoretical or empirical study on the effects of job stress on IS organizations. A major reason is because few researchers consider consequences of job stress. The major purpose of this study is to verify negative effects of job stress for IS organization. This study have three purposes : to investigate the relationship between job stressors and perceived job stress; to understand the effect of perceived job stress and job attitude - job satisfaction, job involvement; to examine the role of moderators such as social support and personality in the relationship between job stressors and perceived job stress in information system organizations. The results of this study suggest that job stressors such as role overload and role ambiguity are significantly related to perceived job stress, the higher the perceived job stress is the lower the job attitudes such as job satisfaction and job involvement, and the employees' personality has moderating effects between the job stressor and perceived job stress.

• Safety and Health at Work
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• v.6 no.4
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• pp.338-344
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• 2015

Background: The present study aims to investigate job stressors and stress relievers for Korean emotional laborers, specifically focusing on the effects of work conditions and emotional labor properties. Emotional laborers are asked to hide or distort their real emotions in their interaction with clients. They are exposed to high levels of stress in the emotional labor process, which leads to serious mental health risks including burnout, depression, and even suicide impulse. Exploring job stressors and relieving factors would be the first step in seeking alternatives to protect emotional laborers from those mental health risks. Methods: Using the third wave data of Korean Working Conditions Survey, logistic regression analysis was conducted for two purposes: to examine the relations of emotional labor and stress, and to find out job stressors and relievers for emotional laborers. Results: The chances of stress arousal are 3.5 times higher for emotional laborers; emotional laborers experience double risk-burden for stress arousal. In addition to general job stressors, emotional laborers need to bear burdens related to emotional labor properties. The effect of social support at the workplace is not significant for stress relief, unlike common assumptions, whereas subjective satisfaction (wage satisfaction and work-life balance) is proven to have relieving effects on emotional laborers' job stress. Conclusion: From the results, the importance of a balanced understanding of emotional labor for establishing effective policies for emotional laborer protection is stressed.

• Fashion & Textile Research Journal
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• v.7 no.1
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• pp.33-40
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• 2005

This study is to develope the job stress model for workers in fashion and textile industries and to investigate the effect of job stressors on stress symptom and its effect on job performance. The structural equation model analysis was performed for examining the relationship among job stressors, stress symptom and job performance. Environmental factors, task factors, role factors and organizational climate factors were identified as job stressors. Task characteristics and role characteristics were positively related to job stress symptom. Environmental factors and organizational climate factors were negatively related to job stress symptom. Also, job stress symptom was negatively related to job performance. The findings suggest some implications on how to improve job performance or to reduce job stress.

• Journal of the Korean Society of Clothing and Textiles
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• v.27 no.3_4
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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.