• Journal of Korean Critical Care Nursing
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• v.9 no.2
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• pp.36-47
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• 2016

Purpose: The study examined core job characteristics and job preference to explain work performance among critical care nurses. The theoretical model was constructed based on the job characteristics model with core job characteristics as exogenous variables, and work performance and job preference as endogenous variables. Methods: A total of 228 hospital nurses participated in the study from May to September, 2015. Data were collected through structured questionnaires and analyzed using structural equation modeling. Results: The model showed a good fit to the data with $x^2/df=2.90$, goodness of fit index = .91, root mean square residual = .20, comparative fit index = .93, and incremental fit index = .93. The core job characteristics explained 64% of the variance in job preference. The core job characteristics and job preference explained 52% of the variance in work performance. Conclusions: The core job characteristics can explain the work performance among critical care nurses through job preference. Effective strategies to improve the work performance among critical care nurses should focus on the application of the core job characteristic into a productive work environment. Further studies are warranted to explore the role of job preference of critical care nurses in promoting their work performance.

• 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.

• Journal of the Korean Home Economics Association
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• v.31 no.1
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• pp.193-210
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• 1993

The purpose of this study was to investigate the effect of age, physical type and job on preference for color and fabric motifs in men's clothing design. Color preference measures consisted of clothing styles painted in CAD. Preference for fabric motifs was assesed by stripe fabrics in size, width and strength. All of the preference measures were devised specifically for this study. Furthermore, items on Hight and Weight for physical type, age and job of subjects were included I the questionnaire. Data were obtained by self-administered questionnaires form 243 men (25-54 years old) in Seoul. Analysis was by chi-square (X2), frequency, and percentage. The results obtained in this study were as follows : 1. Color preference was not affected by age and physical type, Job was related to coordinate color of men's clothing. 2. Preference for width of striped motifs was affected by age and job. 3. Preference for strength of fabric motifs in men's jacket was affected by physical type.

• Korean journal of food and cookery science
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• v.23 no.1 s.97
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• pp.9-18
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• 2007

This study was designed to evaluate the effects of hotel brand image on the job preference of students majoring in culinary art through the relationship between hotel brand image and internship satisfaction and internship expectation. The effects were also examined on the personal job preference and job potential as career to the internship. To analyze the proposed hypotheses, a survey questionnaire comprising 61 statements was administered to students majoring in culinary art in colleges located in Seoul and Gyunggi-do. Out of 450 respondents, 420 questionnaires were collected (93.3%) and 411 (91.3%) were analyzed using the statistical package SPSS 12.0. The following results were obtained. First, the regression analysis results for the correlation between hotel brand image and internship confirmed a significant effect of hotel brand image on the satisfaction of internship for students majoring culinary art. Second, according to the correlation results for the internship and job preference, both satisfaction and expectation on internship greatly affected the student's job preference. On the relationship between hotel brand image and internship expectation, the social image of the hotels provided a major contribution to the internship expectation. As well as the internship expectations, the hotel brand image was strongly related with the job preference.

• Culinary science and hospitality research
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• v.13 no.4
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• pp.67-79
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• 2007

This study verified the relationship between the personality traits and the job preference in the foodservice industry. Questionnaire was held with targeting to the persons who engage in the foodservice industry, especially restaurants located in Seoul and Gyeonggi Province. Factor analysis, regression analysis, t-analysis and dispersion analysis were carried out as the methodology of this study to analyze the relation with the Big Five Theory of Personality, which includes agreeableness, conscientiousness, extraversion, openness to experience, and neuroticism and job preference. As a result, conscientiousness, openness to experience and neuroticism were founded as the meaningful factors of effect on the job preference. In order to promote the job preference in the foodservice industry, engagement of employees who have suitable personality traits should be considered as an important issue in result of this study.

• Management & Information Systems Review
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• v.17
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• pp.161-189
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• 2005

As the importance of intellectual assets has been brought into relief, this study aims at positively verifying where the intellectual workers' overall level of their knowledge conversion preference and their job character has reached, and how much the knowledge conversion preference, the job character and the fitness of both factors affects the job effectiveness respectively. For this purpose 3 types of research hypotheses were set up and the result of the verification of the hypotheses is summarized as follows: First, the verification of the relation between the knowledge conversion preference and the job effectiveness revealed that the workers who have the higher synthetic ability in knowledge conversion preference show the higher job satisfaction and job product. Secondly, the verification of the relation between the MPS representing the job character by measured index and the job satisfaction revealed that the absolute value of relative coefficient between the 4 factors excluding the public welfare factor and the MPS is 4, interpreted as medium correlation. Thirdly, the analysis on the degree of relation between the job product measured by the quality of job result and the input effort and the MPS showed that the absolute value of person relative coefficient is 5, interpreted not only as medium correlation but also very meaningful. Accordingly, the main purpose of this study was to give a guideline which can be utilized as an indicator for educating, training and placing the workers. As results, the main effect that the variable of knowledge conversion preference and job character chosen as the independent variable influences on the dependent variable of job satisfaction and job product is very meaningful except the public welfare factor.

• Journal of Technologic Dentistry
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• v.42 no.4
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• pp.388-393
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• 2020

Purpose: This study aims to understand the relationship between university major satisfaction and job preference according to DISC behavior patterns. Methods: To conduct our evaluation, we surveyed a group of 118 students from the Department of Dental Laboratory Technology at the college of Jinju city from August 31 to September 11, 2020. The collected data was evaluated through frequency analysis, descriptive statistics analysis, one-way ANOVA, and regression analysis. Results: The analysis revealed that the steadiness type had the highest and the dominance type had the lowest major satisfaction level by DISC behavior type. The job preference was different for each DISC behavior type, and higher the preference for stability and development, the higher the degree of satisfaction with the major. Conclusion: These results suggest that DISC behavior type, major satisfaction, and job preference are all related. Therefore, these factors should be considered when implementing career guidance and educational programs for college students.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.15 no.1
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• pp.209-224
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• 2020

This study started from the question of whether the preference of corporate recruitment can be achieved without any difference between the start-up experiencer and the general job seekers. Therefore, the purpose of the study is to identify the factors related to start-ups that affect the preference of job seekers for companies, and to analyze the differences in the factors related to start-ups between general job seekers and job seekers with start-up experience. Third, it is to see the difference in the preference for employment between job seekers with start-up experiences and general job seekers. The independent variables of the research model were entrepreneurship, motivation for start-up (job search), and characteristics of the job seekers (founder). The dependent variables were job preference, and the moderating variables were presented as job seekers' classification (job seekers with start-up experience vs. general job seekers). The subjects of the study were personnel managers of 100 companies with more than 5 years of establishment and 100 new companies with less than 5 years of establishment. The questionnaire was distributed in two types, and 189 respondents, including 101 job seekers with start-up experiences and 88 general job seekers, were finally used for analysis. The results of the study were as follows. First, as a result of multiple regression analysis on both experienced start-up experiencers and general job seekers, only entrepreneurship had an effect on preference for recruitment. Second, the moderating effect of job seekers' classification was found only in the relationship between motivation for start-up and preference for employment. Third, the result of multiple regression analysis based on the start-up experiencers showed that the relationship between the motivation for start-up, the preference for recruitment, the characteristics of founders and the preference for recruitment was statistically significant. On the other hand, the characteristics of the founder and the preference for employment were rejected. Fourth, the results of the study based on general job seekers showed that the motivation for job search decreased the preference for employment. The study did not provide the results of differences in recognition between different industries, traditional enterprises and venture businesses due to the limitation of small examples. There is no clear definition of start-up experiencers either. However, it is meaningful to suggest the implications of what preparations should be made when the start-up experiencers close their start-ups and turn their career into employment and to help them to accurately recognize the importance of entrepreneurship. It also provides the preference of the general job seekers for the company, the preparation for successful employment, and the implications for the direction of the future start-up revitalization.

• Journal of Information Technology Services
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• v.20 no.3
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• pp.57-73
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• 2021

Recently, online job websites have been activated as unemployment problems have emerged as social problems and demand for job openings has increased. However, while the online job platform market is growing, users have difficulty choosing their jobs. When users apply for a job on online job websites, they check various information such as job contents and recruitment conditions to understand the details of the job. When users choose a job, they focus on various details related to the job rather than simply viewing and supporting the job title. However, existing online job websites usually recommend jobs using only quantitative preference information such as ratings. However, if recommendation services are provided using only quantitative information, the recommendation performance is constantly deteriorating. Therefore, job recommendation services should provide personalized services using various information about the job. This study proposes a recommended methodology that improves recommendation performance by elaborating on qualitative preference information, such as details about the job. To this end, this study performs a topic modeling analysis on the job content of the user profile. Also, we apply LDA techniques to explore topics from job content and extract qualitative preferences. Experiments show that the proposed recommendation methodology has better recommendation performance compared to the traditional recommendation methodology.

• The Journal of Information Systems
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• v.32 no.4
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• pp.229-245
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• 2023

Purpose This study aims to understand the inclinations of young job seekers towards "hidden champions" - small but competitive companies that are emerging as potential solutions to the growing disparity between youth-targeted job vacancies and job seekers. We utilize machine learning techniques to discern the appeal of these hidden champions. Design/methodology/approach We examined the characteristics of small and medium-sized enterprises using data sourced from the Ministry of Employment and Labor and Youth Worknet. By comparing the efficacy of five machine learning classification models (i.e., Logistic Regression, Random Forest Classifier, Gradient Boosting Classifier, LGBM Classifier, and XGB Classifier), we discovered that the predictive model utilizing the LGBM Classifier yielded the most consistent performance. Findings Our analysis of the relative significance of preference determinants revealed that industry type, geographical location, and employee count are pivotal factors influencing preference. Drawing from these insights, we propose targeted strategic interventions for policymakers, hidden champions, and young job seekers.