• Journal of Digital Convergence
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• v.18 no.11
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• pp.365-375
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• 2020

This study aims to develop and apply Person-Centered Nursing educational program for clinical nurses. This study followed the ADDIE instructional design model to develop the Person-Centered Nursing educational program for clinical nurses. To investigate the effect of application, a non-equivalent control group posttest-pretest design was used to evaluate the clinical nurse's self-awareness, interpersonal relationship competency, self-esteem, co-worker support, and nursing job satisfaction. The results of the study showed that the self-awareness, interpersonal relationship competency, co-worker support and nursing job satisfaction scores of the control and experimental groups were significantly different between the groups based on time of measurement. Person-Centered Nursing competency was identified as a crucial element in addition to the knowledge, skills, and attitude essential to a clinical nurses.

• Journal of agricultural medicine and community health
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• v.33 no.1
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• pp.11-26
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• 2008

Objectives: We evaluated the level of psychosocial stresses and fatigue symptoms among clerical public officers and its related factors.Methods: The self-administered questionaires were performed, during the period between Dec. 5th, 2005 Metropolitan City. The survey items included subjects' socio-demographic and job-related characteristics, health-related behavior, degree of job demand, job autonomy, social support in work, type A behavior pattern, locus of control, sense of self-esteem, psychosocial distress and degree of fatigue.

• Culinary science and hospitality research
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• v.18 no.4
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• pp.100-117
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• 2012

The purpose of this study is to investigate the structural relationships among frontline hotel employees' core-self evaluations (self-esteem, generalized self-evaluations, locus of control, and emotional stability) as personal resources, customer verbal aggression as a job stressor, and turnover intention as a job outcome. Data were gathered from a sample of frontline employees of 10 five-star hotels in Busan via self-administered questionnaires. A total number of 405 questionnaires were utilized. This study used structural equation modeling to verify the research model and hypotheses. As hypothesized, the results demonstrated that core-self evaluations reduced customer verbal aggression and turnover intention, and customer verbal aggression amplified turnover intention. Finally, practical implications were discussed in detail and limitations of the study and future research directions were also suggested.

• KSII Transactions on Internet and Information Systems (TIIS)
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• v.15 no.4
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• pp.1502-1520
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• 2021

This paper attempts to investigate Korean youth Not in Education, Employment and Training (NEET) and how daily activities and community participation may influence their positive emotions and job search desire. First, we conducted a focus group interview with 16 NEETs who participated in the Kakao NEET Company project. The project allowed participants to experience employment by founding a virtual company in which each participant selected a daily activity to perform as part of the company's operations. Second, the interview responses were categorized and assigned emotional values using the card sorting technique and multi-dimensional analysis (MDS). A total of 11 emotional values were derived through this process. Finally, a social network analysis was conducted in order to measure the density of relations among the emotional values. Results suggest that immersion, confidence, belongingness were the three highest values evaluated by participants. Furthermore, network diagrams imply that the stronger participants perceived social support and belongingness with others, the stronger their responsibility grew, further leading them to establish steady goals. In particular, the high eigenvector score for "desire for job" suggests that emotional values are sequentially connected to the immersion-social support-responsibility-goal-job desire. This sequence suggests that digital services that are developed with the aim to enhance social values such as the Kakao NEET Project may engender motivation and confidence in youth NEETs. The overall results suggest that a systematic approach to policymaking should be considered in order to provide fundamental solutions and expand opportunities for social participation and emotional comfort, as social isolation due to low self-esteem has been reported as one of the reasons for NEETs' failure in the labor market.

• Culinary science and hospitality research
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• v.22 no.4
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• pp.222-239
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• 2016

This study is composed of both a research of research literature and empirical analysis. With regard to literature based, consideration was given to present conditions of domestic coffee shops, thhe definition of barista, the duty characteristics baristas, and intention to change job. Empirical analysis established hypotheses and verified the effect of duty characteristics on job satisfaction and turnover intention. A survey to verifying the hypothesis of study was performed for 400 baristas who were working at their coffee shops with selecting coffee shops randomly in Seoul and Kyeonggi-do. 2012.08.15~2012.08.30, for 15 days, I performed survey, without faithless answers and questionnaires which weren't written, I used total 331 papers for actual analysis. Collected basic data were analyzed through SPSS 18.0 program by frequency analysis, correlation analysis, factorial analysis, reliability analysis, regression analysis, and so on. I suggested like this for managing effective human resources. For increasing satisfaction of duty of barista, manager should give opportunity for attending important duty to barista, and because of this, barista can feel sense of responsibility and self-esteem.

• Journal of Korean Society of Forest Science
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• v.105 no.4
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• pp.496-504
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• 2016

As people's interest in forest trail increases, it has reached a critical time to extend forest trail program. This study clarifies correlation between two variables, organizational commitment and job motivation and identifies the variations in organizational commitment level for job motivation so that the forest trail programs attain its object and meet users' satisfaction. As a result, first, job motivation can be divided into 'personal satisfaction', 'work value', and 'external reward and recognition'; the biggest motivation is 'personal satisfaction', followed by 'work value' and 'external reward and recognition'. Second, job motivation has a positive correlation with organizational commitment. Especially 'personal satisfaction' and 'external reward and recognition' have a positive impact on the organizational commitment. To sum up, the personal satisfaction has a greater impact on organizational commitment than other factors. Therefore, it is needed to draw up measures to increase their personal satisfaction like making them have self esteem from forest trail guide.

• Korean Security Journal
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• no.32
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• pp.123-150
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• 2012

The purpose of this study was to seek practical intelligences for certain persons who wish to be a guard by studying for what practical public guards' recognition of organization and vocation is. The results of this study were as follows. First, Six study participants presented 'Respect within members', 'Atmosphere like family', 'Premium members', and 'Economic compensation & wealth of budget' as essential requirements for the best guard organization. Second, they also presented 'Systematic daily task & training', 'Exact selection system', and 'Strong cohesion & teamwork' as strong points of their organization. Third, they mentioned 'Internal evaluation system', 'Lack of education contents', and 'Limited position circulation' as weak points of their organization. Fourth, they mentioned that they feel encouraged itself as they work in the best guard organization, while they were skeptical when the citizens did not cooperate with them and they were not fully rewarded for their injury. Fifth, they expressed 'Difficulty of business cooperation', 'Unstable living patterns', 'Inconsistent assessment', and 'Continuing tension' as difficulties for performing the duties and stress causes. Lastly, they recognized of job security and self-esteem as they work in the best guard organization as advantages of a job, while they recognized of controlled life, low salaries and welfare level compared to duty importance and risks as disadvantages of a job. Consequently, students who wish to be a guard should consider job and organization attributes and set their career goals refer to these results.

• Journal of Digital Convergence
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• v.14 no.3
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• pp.269-278
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• 2016

This study investigates convergent influence on depression and its association with positive emotion, negative emotion and job seeking stress among some college women of health affiliated educations. The survey was administered to 419 college women in Honam area from March 9th to April 30th, 2015. The structured self-administered questionaries were used. The depression was negatively correlated with positive emotion and it was positively correlated with negative emotion and job seeking stress. The results of hierarchical multiple regression analysis show the following. The depression of respondents turned out to be significantly higher in following groups: a group in which self esteem is lower, a group in which subjective happiness is lower, a group in which hopelessness is higher, a group in which type A behavior pattern is higher, a group in which personality stress is higher. Their explanatory power was 47.1%. With the analysis of covariance structure, we could confirm relationship among the four factors such as positive emotion, negative emotion, job seeking stress and depression. In conclusion, the results of the study indicate that the efforts, to increase positive emotion, and to decrease negative emotion and job seeking stress, are required to reduce the depression level of the college women of health affiliated educations.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.12
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• pp.401-410
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• 2020

The purpose of this study is to reveal the magnitude of the correlation effect between variables related to empowerment of social workers. To this end, 30 studies published in Korea were analyzed through meta-analysis. The results are as follows. First, the overall effect size of the variable group was the median effect size; the job-related positive variables showed the largest effect size among the variable groups, and then came the organization-related variables, the personal psychology-related variables, the job-related negative variables, and the personal background variables in that order. Second, among the factors related to personal background variables, all factors except position were found to have a small effect size, or close to a small effect size. Self-esteem, which is an individual psychologically related variable, showed a medium effect size close to a large effect size. Among the organizationally related variables, organizational commitment and transformational leadership showed a large effect size, and organization culture showed a medium effect size. In addition, job satisfaction, which is a positive job-related variable, showed a large effect size, while burnout from job-related negative variables showed a large effect size, and turnover intention showed a medium effect size.

• Journal of Digital Policy
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• v.1 no.2
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• pp.71-77
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• 2022

The purpose of this study is to analyze the job satisfaction of hospital workers according to the type of hospital and to provide basic data for successful hospital management. For data analysis, frequency analysis and chi-square analysis are performed for general characteristics, and Kendall's tau correlation analysis is performed to see the correlation between statistically significant factors among job environment, value realization, organizational characteristics, and individual ability factors. did A total of 241 people working at primary, secondary, and tertiary medical institutions were surveyed. Among the value realization factors in the research results, self-esteem and rewarding (p<0.05), autonomy and creativity (p<0.05), and among personal competencies factors, workload (p<0.05) were statistically A significant difference was seen. Value realization and personal competence factors were found to influence job satisfaction (p<0.001). In conclusion, the most basic for the qualitative and quantitative growth of the hospital should be the job satisfaction of the internal members, on the basis of which positive medical services should be provided to the patients.