• Korean Journal of Occupational Health Nursing
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• v.32 no.4
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• pp.205-214
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• 2023

Purpose: This study investigated the impact of nurse practice environment and organizational justice on nurses'job satisfaction. Methods: We identified the factors between nursing work environment and organizational justice to job satisfaction for 189 nurses working at a general hospital in city C. Data were collected from June 1st to 15th, 2023, and analyzed using descriptive statistics, t-test, ANOVA, Pearson's correlation coefficients, and multiple stepwise regression, using IBM/SPSS 27.0 for the Windows program. Results: The mean job satisfaction was 3.24±0.55 points on a 5-point scale. Multiple stepwise regression revealed that the factors affecting nurses'job satisfaction included nursing foundations for quality of care (β=.26, p=.005), staffing and resource adequacy (β=.40, p<.001), collegial nurse-physician relations (β=-.24, p=.007), and distributive justice(β =.27, p<.001).These variables explained 55.0% of job satisfaction. Conclusion: The research findings indicate that higher job satisfaction is associated with a better nurse practice environment and positive perceptions of organization justice. These findings indicate that it is necessary to enhance the nurse practice environment and improve organizational justice to enhance job satisfaction among nurses.

• Management & Information Systems Review
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• v.25
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• pp.223-242
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• 2008

Today, businesses are under rapidly changing environments that are characterized as stopless competition and uncertainty. Under this circumstance, workers are exposed to much stress that is induced by factors such as lots of job burden, responsibility, role conflicts, role ambiguity, interpersonal conflicts, pressure related to job performance and lots of job-related requests. Unlike workers of other industries, those of distribution business may be more exposed to stress because they serve in unique work conditions. Therefore, distribution workers have an accumulate fatigue of their own, suffering from health problems that are stress-induced. Distribution businesses should positively try to identify factors that fall their workers into stress, making those workers less stressful and preventing their negative job performance. Efforts to reduce workers' stress can not only improve their physical and mental health, but also raise business competitiveness. Thus the purpose of this study is to investigate how much distribution workers' job role, interpersonal relations and job environment are influential to their job stress and thereon determine relations between job stress and job performance.

• Fashion & Textile Research Journal
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• v.3 no.5
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• pp.415-422
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• 2001

Focusing on working with fashion show as fashion model in South Korea, this study was develop a fashion model typology based on specific model characteristics related demographics and body, job satisfaction/dissatisfaction factors. The survey was done through questionnaire and 194 fashion models were used in the data analysis. The statistical analysis used in this study were frequency, ${\chi}^2$-test, cluster Analysis, MANOVA. ANOVA and Duncan multiple range test. The results of this study were as follows: 1) The majority of sample were as follows: unmarried, college graduate and undergraduate, resident in the Seoul, 20 to 24 yrs old female with 175-177 cm, 52-54 kg, B-W-H (33-24-35 inch). 2) The types of fashion model were classified into 4 types: showing type, lack of professionalism type, matured professionalism type, dissatisfaction with job-environment type. The model segments were profiled on levels of various job related attitude factors, job satisfaction/dissatisfaction, model education, working condition, human relation, regulation discrimination, fashion show stage level, the job of model, body & clothing, and promising job. 3) There were significant differences found between their sex, academic background, guarantee, and in all factors in their job related attitude factors, job satisfaction/dissatisfaction, model education, working condition, human relation, regulation discrimination, fashion show stage level, the job of model, body & clothing, style promising job.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.5
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• pp.473-483
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• 2021

This study's fundamental purpose is to examine the personality factors of business school faculty members in job satisfaction and job performance. Results show the significant impact of multicultural faculty members' job performance in a diverse environment in the Business schools of Karachi. The data is collected through the multi questionnaires from the various teaching, non-teaching staff, and students of private business schools of Karachi in Pakistan. The data has been tested through the Jamovi-by-medmod, and the regression model is to scrutinize and find the effect dependent variables to mediation. Simultaneously, results are calculated by mediation estimates and path estimates through the medmod technic and regression test from data. It provides a comprehensive insight into various factors such as personality traits, self-efficiency, Psychological diversity climate, self-esteem, and human resource management practices. These are the primary evaluated factors that affect multicultural faculty members' job satisfaction and job performance. However, results show a positive relationship between diversity climate and job performance, which mediates by job satisfaction. Similarly, personality traits show a positive relationship with job performance that mediates by job satisfaction. Correspondingly, self-esteem spectacles are a positive inter-relationship with job performance which is mediated by job satisfaction.

• Journal of Engineering Education Research
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• v.20 no.6
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• pp.61-67
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• 2017

The purpose of this study is to find out the factors that have an effect on students, especially in the natural science track, would enter the college of Engineering. For this, the data of KEEP was used, and logistic regression was utilized for analyzing this data. The dependent variables are 'Entering the college of engineering' and 'No entering the college of engineering'. The probable independent variables are 'Sex', 'Interest in mathematics', 'mathematics study achievement', 'Interest in Science', 'Science study achievement', 'The area of book that is read', 'The area of club', 'Knowing about working environment and task of the job' and 'Knowing about prospect and wage of the job'. The results are as follows. These are 'Sex', 'Knowing about working environment and task of the job', 'Knowing about prospect and wage of the job' that affect statistically entering the college of engineering. In other words, the male student who know working environment, task, prospect and wage of the job well may enter the college of Engineering.

• Journal of Industrial Convergence
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• v.22 no.3
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• pp.67-78
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• 2024

The purpose of this study is to identify the factors affecting job satisfaction by examining the positive psychological capital, job crafting, and nursing work environment of clinical nurses, and to provide foundational data necessary to devise strategies for enhancing job satisfaction. Data were collected online from 208 clinical nurses working in three comprehensive hospitals located in J city from March 15 to March 30, 2023. Data were analyzed using the SPSS/WIN 26.0 program. The influencing factors on subjects' job satisfaction were marital status, education level, salary satisfaction, workload, clinical experience, positive psychological capital, job crafting, and nursing work environment. A hierarchical regression analysis following the order of general characteristics, positive psychological capital, nursing work environment, and job crafting identified nursing work environment (𝛽=.37, p<.001), job crafting (𝛽=.35, p<.001), positive psychological capital (𝛽=.33, p<.001), education level (𝛽=.09, p=.014) and salary satisfaction (𝛽=.09, p=.015) as the influencing factors of job satisfaction, in which the explanatory power for the final model was 78%. Based on the results of this study, it is suggested to develop and verify the effectiveness of programs to improve the positive psychological capital and job crafting of clinical nurses.

• The Journal of Asian Finance, Economics and Business
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• v.9 no.1
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• pp.399-408
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• 2022

This paper aims to evaluate the effects of Critical work factors on Work Motivation and Job Satisfaction of young Vietnamese employees. The four most essential work aspects were consisting of the Work environment, Employee empowerment, Salary, and Promotion opportunities. To empirically evaluate the proposed research model, the authors assemble data through conducting questionnaire interviews with young employees working in Vietnamese firms. A sample of 216 respondents was constructed using the PLS-SEM program to highlight the testing of thirteen hypotheses. The testing results indicate that four Critical work factors positively impact the job motivation of young employees, especially two factors as Salary and Promotion opportunities. Surprisingly, the hypothesis regarding the positive direct relationship between Promotion opportunities and Job satisfaction is not supported. Meanwhile, the rest influence factors have a significant connection with the Vietnamese worker's job satisfaction. The mediation role of Work motivation was also tested by examining the indirect positive relationship between four Critical work factors and Job satisfaction. This paper is the first study that focuses on young employees; hence, these research findings provide Vietnamese human resource managers some suggestions for reference, which can be considered the dynamic factors on the young Vietnamese employees.

• Korean Journal of Occupational Health Nursing
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• v.25 no.3
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• pp.156-167
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• 2016

Purpose: This study was a descriptive research to investigate the factors influencing nurses' turnover intention of Senior Convalescence hospitals in the metropolitan area. Methods: A cross-sectional survey design was used. A questionnaire was distributed to the nurses in Senior Convalescence hospitals. The data of 210 nurses were analyzed using the descriptive statistics, t-test, ANOVA, Pearson correlation coefficient and multiple regression. Results: Turnover intention was significantly correlated with professionalism, job involvement, organizational commitment, job stress, practice environment. Organizational commitment, job stress, age, and practice environment were identified as factors influencing turnover intention. These factors explained 53.3% of variance of turnover intention. Conclusion: The results suggest that strategies to decrease turnover intention should be discussed and continued to develop ways to establish organizational commitment, to lower job stress levels and to improve practice environment of nursing work. And further study is needed to identify the key mechanism in nurses' turnover intention of Senior Convalescence hospitals.

• Korean Journal of Occupational Health Nursing
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• v.17 no.2
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• pp.191-201
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• 2008

Purpose: The purpose of this study were to investigate the health status and to identify the influencing factors on health status by gender among service workers. Method: Data were collected from the self-reported survey of 781 service workers in sales, food & lodging industry. The data were analyzed by descriptive statistics and multiple linear regression analysis using SPSS Win 10.0. Result: The influencing factors of male workers' health status were job satisfaction, standing hour during work time, physical work environment, job demand and family support. The influencing factors of female workers' health status were job satisfaction, emotional labor, physical work environment, regular exercise, standing hour during work time, social support and age. Conclusion: Gender specific occupational Health program for service workers should be developed in consideration of these influencing factors.

• Journal of Korean Academy of Nursing
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• v.28 no.2
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• pp.431-440
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• 1998

The purposes of this study were to determine the factors that influence job satisfaction for ICU nurses and to analyze group differences in job satisfaction based on the nurses' preference and perception of the work environment with an enhanced professional role. A total of 231 nurses who had been working in Intensive Care Units at least for 6 months at selected university hospitals participated in the study while head nurses or those with administrative positions were excluded. The study participants had an average of 33 months of clinical experience with an age range of 23 to 40 years. The data were analyzed by utilizing SPSSWIN and the results are as follows. 1) Hierarchical multiple regression analysis showed that work characteristics defined by Job characteristics theory and nurses' preference / perception of ideal work environment together explained 33% of variance in job satisfaction. Skill variety, task identity and autonomy as well as individual perception of work environment were significant variables for explaining job satisfaction. Job satisfaction was not significantly related to age, marital status, education, and clinical experience. 2) The groups classified by nurses' preference and perception of work environment were significantly different in their job satisfaction. Nurses with high preference and high perception showed significantly higher general and specific job satisfaction than other nurses. The nurses who showed high preference but perceived their work environment as not reflecting ideal job characteristics reported the lowest job satisfaction among the groups. In conclusion, the role of individual preference and perception of the work environment in explaining the relationship between the redesign of work environment and job satisfaction was supported by the study, The preferences of nurses to the innovative work characteristics should be considered in the process of enhancing job characteristics to lead job satisfaction and low turnover and ultimately to improve quality of care.