• Journal of the Korean Society of Safety
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• v.29 no.5
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• pp.146-153
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• 2014

This study looks at the impact of psychological and physical factors of the working conditions on the health of workers depending on whether technology is used by such workers. The data used for the study is the third work environment survey. Out of 50,032 respondents, a total of 29,711 paid workers were used as analysis subjects. Although it was anticipated that the use of technology was a factor that hindered job autonomy and teamwork autonomy. However, the analysis results showed low levels of job autonomy and teamwork autonomy in the group that did not use technology. The study assumes a regression analysis model about work environment and work organizational practices of workspaces that have an impact on musculoskeletal complaints, stress symptoms and level of work satisfaction by controlling the social demographic variable that represents the level of individual sensitivity. As a result of the study, ergonomic risk had a significant effect on both groups that did or did not use technology with respect to stress symptoms, musculoskeletal complaints and level of work satisfaction. In particular, as workspace practices and work environment had an effect on the development of musculoskeletal complaints in the group that used machines, there is a need to improve such situation. The autonomous team work or level of job autonomy within the group that used technology may act as a risk factor to the health and welfare of workers. However, because it may also act as a buffer factor, there is a need for a change to reduce stress symptoms and increase the level of work satisfaction by improving autonomous team work and the level of job autonomy.

• Health Policy and Management
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• v.18 no.1
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• pp.63-84
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• 2008

The aim of this study was to analyze the correlation between professional autonomy and ideology among Korean physicians and to investigate how these factors affect job satisfaction like social status satisfaction and economic reward satisfaction. This study utilized a self-administered questionnaire survey and collected data nationwide between July and August, 2003. 211 responses were used for final analysis. SPSS 12.0 was used for a chi-square test, one-way ANOVA, Pearson correlation analysis, independent t-test and hierarchical multiple regression analysis. The results of this study were as follows. First, many variables of ideological factor were related to job satisfaction. Second, physicians expecting the change of political influence has patient-centered attitude. Third, there were many relationships between professional autonomy and ideology variables. Fourth, physicians expecting the change of political influence and customer-centered healthcare system showed more job satisfaction. In conclusion, professional autonomy is related to ideology, and in order to enhance job satisfaction, ideological factor needs more development. In addition, market-oriented healthcare system would contribute to enhance the job satisfaction of physicians expecting the change of political influence and customer-centered healthcare system.

• Journal of Digital Convergence
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• v.15 no.3
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• pp.99-106
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• 2017

The purpose of the study is to explore the relationship among learning motive, job creativity, major satisfaction and school satisfaction of enrolled students in 2 vocational schools in Seoul. Hypotheses based on the relevant literature are tested. Job creativity was found to be positively influenced by learning motives and autonomy. Intrinsic learning motive and autonomy affect student's major satisfaction, but extrinsic learning motive was found to have negative effects on major satisfaction as autonomy trait was irrelevant to school satisfaction. Vocational college programs offer mainly technical and on-the-job training unlike general colleges. Thus, students are psychologically sensitive to school programs and multidisciplinary approach is needed.

• Journal of Korean Critical Care Nursing
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• v.11 no.2
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• pp.63-74
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• 2018

Purpose : This study aimed to identify the factors influencing job satisfaction in intensive care unit (ICU) nurses. Method : Using a cross-sectional design, data collected from 145 ICU nurses working at two university hospitals with more than 1,200 beds located in B and Y city were analyzed. The instruments used for this study assessed autonomy, communication satisfaction, resilience, and job satisfaction. Data were analyzed using descriptive statistics, t-test, ANOVA, Pearson's correlation coefficient, and multiple linear regression analysis. Results : Job satisfaction was significantly correlated with communication satisfaction (r=.60, p < .001) and resilience (r=.34, p < .001). Further, job satisfaction was influenced by communication satisfaction (${\beta}=.48$, p < .001), working at a surgery ICU (${\beta}=.21$, p =.008), and dissatisfaction with nursing (${\beta}=-.24$, p =.005). The explanatory power of this model was 44.7%. Conclusion : These results suggest the need for programs to improve communication satisfaction and nursing satisfaction.

• Journal of Korean Academy of Nursing Administration
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• v.7 no.3
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• pp.387-401
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• 2001

The purpose of this study was to identify the effect of job characteristics, career commitment, and the fitness relationship between the two variables on the nurses' job attitude(job involvement and job satisfaction). Data were collected using self-reporting questionnaire taken by 594 nurses working at eight university hospitals in Seoul and Chungbuk area. Data were analyzed using t-test, ANOVA, factor analysis, Cronbach's alpha coefficients, multiple regression through SAS program. The results of the study were as follows : 1. Three dimensions(task significance, skill variety, autonomy) of five core job characteristics have positive influence on job involvement and only one dimension(autonomy) of five core job characteristics has positive influence on job satisfaction of nurses. 2. The level of career commitment have positive influence on both job involvement and job satisfaction of nurses. 3. There were significant differences between ${\lceil}$high job characteristics-high career commitment${\rfloor}$ groups and ${\lceil}$high job characteristics-low career commitment${\rfloor}$ groups for job involvement and job satisfaction in nursing organization.

• Safety and Health at Work
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• v.9 no.1
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• pp.109-114
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• 2018

Background: Although work absenteeism is in the focus of occupational health, longitudinal studies on organizational absenteeism records in hospital work are lacking. This longitudinal study tests time pressure and lack of time autonomy to be related to higher sickness absenteeism. Methods: Data was collected for 180 employees (45% nurses) of a Swiss hospital at baseline and at follow-up after 1 year. Absent times (hours per month) were received from the human resources department of the hospital. One-year follow-up of organizational absenteeism records were regressed on self-reported job satisfaction, time pressure, and time autonomy (i.e., control) at baseline. Results: A multivariate regression showed significant prediction of absenteeism by time pressure at baseline and time autonomy, indicating that a stress process is involved in some sickness absenteeism behavior. Job satisfaction and the interaction of time pressure and time autonomy did not predict sickness absenteeism. Conclusion: Results confirmed time pressure and time autonomy as limiting factors in healthcare and a key target in work redesign.

• Journal of Korean Academy of Nursing Administration
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• v.13 no.1
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• pp.65-73
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• 2007

Purpose: This study was carried out to find out the factors affecting on organizational commitment of hospital nurses. Method: The questionnaire-based research was done with 989 hospital nurses between January and March, 2004. Results: Variables such as job satisfaction, met expectations, compensation and welfare status of hospital, work involvement, positive affectivity had significant positive direct effect on organizational commitment in order of size, however, vertical conflict and job opportunity had negative direct effect in order of size. It was found that the following variables, listed in order of size, had significant total effects on organizational commitment: job satisfaction, met expectations, vertical conflict, compensation and welfare status of hospital, positive affectivity, work involvement, job opportunity, job autonomy, work definiteness, division justice, stability of employment, expectations before entering a hospital. Conclusion: It is recommended that programs for job satisfaction promotion, met expectations promotion, adequate compensation and welfare of hospital, work definiteness and work autonomy, solving conflict, positive affectivity promotion should be implemented to increase organizational commitment of hospital nurses.

• Korean Journal of Occupational Health Nursing
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• v.25 no.1
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• pp.55-64
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• 2016

Purpose: The aim of this study was to investigate the association between job stress and metabolic syndrome among male workers. Methods: A total of 396 male workers employed in an electronic company, located in 'P' city, Gyeonggi Province, who had taken medical examination at the 'D' hospital, volunteered in this study. All the data used in this study were obtained from 'D' hospital after getting consent and permission from the workers. General and occupational characteristics, medical history, and health-related behaviors of the subjects were obtained by self-administered questionnaire. Results: The highest occupational stress by sub-sector was reported in the order of insufficient job control, organizational system, lack of reward, job demand, job insecurity, physical environment, job culture, and relationship conflict. The prevalence rate of metabolic syndrome of the participants was 19.9%. The results of the multiple logistic regression analysis on metabolic syndrome of the subjects indicated that the syndrome was significantly higher among those with family history, smoking habit and ex-smoking, working duration of 3 years and over, and with higher total score of occupational stress. It was significantly more prevalent, when the degree of stress was high in the sub-sectors of occupational stress; job autonomy, job insecurity, lack of reward, and job culture. Conclusion: In conclusion, it is necessary to implement a plan to efficiently manage the job stress of these male workers, as the probability of metabolic syndrome increased with the increase of occupational stress. Furthermore, considering the highest occupational stress was found to be job autonomy among its sub-sectors, it is necessary to prepare various measures to enhance the autonomy of such employees.

• Journal of Korean Academy of Fundamentals of Nursing
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• v.5 no.2
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• pp.324-340
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• 1998

Nurses experience role conflict between nursing theory that they learned in school and clinical nursing practice. This conflict lead to lower self-image, self-esteem, job dissatisfaction. Also, the professionalism of nurses is estimatable by the grade of autonomy. The professional autonomy requires individual and professional obligation about her decision and performance. A lack of professional autonomy results in the Job dissatisfaction. Job dissatisfaction leads to absenteeism, increased proneness to mental and physical illness and higher turnover rates. The purpose of this study was to investigate professional autonomy and self-concept of clinical nurses. Data were collected from 262 clinical nurses in P city from June 1 to June 30, 1996. The instruments used for this study were made by Arthur(1990) and Schutzenhofer(1983). The data were analyzed for frequency and percetage, mean, SD, t-test, ANOVA, Pearson's correlation coefficient, stepwise mutiple regression, using SAS $PC^+$ Program. The findings were as it follows : 1. The mean of professional autonomy and self-concept were $152{\pm}18.48,\;70.65{\pm}8.20$(2.62), respectively. These showed mid level of professional autonomy and self-concept. 2. Professional autonomy of clinical nurses was found to vary significantly according to total years of clinical experience(F=4.49 p<0.01), position(F=3.49 p<0.05), and state under study for the degree(F=3.83 p<0.05). Professional self-concept was found to vary significantly according to age(F=3.52 p<0.05), marital status(F=7.39 p<0.001), total years of clinical experience(F=3.59 p<0.05), position(F= 5.22 p<0.01), the expectant period being on the duty as clinical nurse(F=8.34 p<0.001), and motivation of choosing nursing(F=5.17 p<0.001). 3. The statistical relationship between clinical nurses' professional autonomy and self-concept was found as positive correlation(r=0.42246 p<0.001). 4. Professional autonomy was the highest factor predicting professional self-concept(17.85%). Professional autonomy and marital status accounted for 20.60% in professional self-concept of clinical nurses. In conclusion, Professional autonomy and self-concept of clinical nurses showed significantly positive relationship. Therefore, nursing education needs to develop programs and policies to increase professional autonomy and self-concept of clinical nurses.

• Journal of Cadastre & Land InformatiX
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• v.44 no.2
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• pp.45-58
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• 2014

The purpose of this study is to find out the influence on Organizational Performance of Autonomy in Cadastral Employees. The survey was conducted around the branch Korea Cadastral Survey Corporation. Using SPSS 20.0 and Amos 19.0, Structural Equating model was verified. The results of the analysis and the proposal is as follows. First, autonomy not directly but indirectly affected job satisfaction and organizational commitment. This had a positive impact on job satisfaction and organizational commitment, autonomy existing research. But it was not the organization's performance by increasing the autonomy to higher study. Perhaps it is analyzed the results of the public sector. Second, the relationship between autonomy and organizational performance in leadership had a mediating effect. And increase organizational performance factors, leadership has a very important meaning. Public good is not guaranteed autonomy. Therefore, it is possible to compensate through leadership. Third, cadastral field manager leadership competencies, it is necessary to develop a training program to enhance the organizational commitment and job satisfaction.