• Journal of Korean society of Dental Hygiene
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• v.12 no.2
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• pp.327-334
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• 2012

Objectives : The purpose of this study was to examine the self-esteem and job-seeking efficacy of dental hygiene students in an attempt to provide some information on career guidance, counseling and the development of employment programs by colleges, as self-esteem seemed to be one of integral variables to affect job-seeking efficacy. Methods : The subjects in this study were the dental hygiene students in three different colleges in South and North Jeolla Provinces. After a self-administered survey was conducted, the answer sheets from 562 respondents were analyzed by the SPSS(Statistical Package for the Social Science) WIN 12.0. Results : 1. The students investigated got a mean of 2.43 in self-esteem, which was not a high score. The sophomores had a better self-esteem than the freshmen and juniors, and the gaps among the respondents in each subfactor of self-esteem were significant($p^*$ <0.01, $p^{**}$ <0.05). 2. The students got a mean of 3.12 in overall job-seeking efficacy, and there were significant differences among them in each subfactor of job-seeking efficacy($p^*$ <0.01). 3. The freshmen were ahead of the sophomores and juniors in job-seeking efficacy, and the gaps between the former and the latter were significant($p^*$ <0.01). 4. There was a significant relationship between the self-perceived self-esteem and job-seeking efficacy of the students. A higher self-esteem led to a better job-seeking efficacy(p<0.01). Conclusions : The above-mentioned findings illustrated that a higher self-esteem had a more positive effect on job-seeking efficacy. Therefore the development of programs geared toward boosting the self-esteem of dental hygiene students is required, and educational institutions should provide quality self-esteem programs for students to plan and prepare for their future, to make the right career choice, to improve their vocational adjustment, to keep pursuing self-development and to build the right values.

• Culinary science and hospitality research
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• v.23 no.4
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• pp.203-215
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• 2017

The purpose of this study is to investigate the effect of educational service quality on educational satisfaction and job usability. The results of the analysis are as follows. First, based on the theoretical background, factor analysis and reliability analysis were conducted. Five factors of tangibility, responsibility, reactivity, assurance, and empathy were found in the educational service quality. In addition, it was confirmed that there was no problem as a single factor in educational satisfaction and job availability, and these factors showed high reliability and validity. Second, in the relationship between educational service quality and educational satisfaction, all five factors which education service quality factors were found to affect educational satisfaction. The higher the factor of educational service quality, the students will be able to increase their satisfaction with education, which was a degree of satisfaction with the education of contract department. Third, in the effects of educational service quality factors on job availability, tangibility, responsibility, reactivity, and assurance have no effect and empathy affects job availability. In this study, although the factors of education service quality is high except empathy, it is not possible to increase the job availability that leads to successful business results. Fourth, job availability affects educational satisfaction. Therefore, the higher the level of job availability, educational satisfaction will also increase. The following are implications of this study. First, high-quality lectures, hands-on training, and educational programs are needed and values that students pursue must continuously increase. Second, there is a need for measures to improve job availability such as the formation of curriculum related to jobs and the demand for the training courses of restaurants.

• Korean journal of food and cookery science
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• v.12 no.2
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• pp.138-145
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• 1996

This study is. aimed to investigate the realities and the job satisfaction of hotel cuisine employees to be occupied with the special grade of tourist hotel in Daegu. As the factors of job satisfaction for the cooks, the 5 items such as social reputation, job itself, human relationship with co-workers, the chance of promotion, and the stability of company and benefits were selected. And 21 subitems of them were also chosen. The 154 persons of all were examined in this study. For the establishment of the factors in the area of job satisfaction, the methods of Cronbach's ${\alpha}$ analysis and factor analysis were carried out. The propensities of employees and the differences of job satisfaction were examined by using x$^2$-test method and one-way ANOVA respectively. 1. In the area of males professional cooks were 89% with respect to age, 51.9% were found to be under 25 years of age which constituted the largest age group. 96％ of the cooks had graduated a high school or had a higher education Those who had four or more years of cooking experience were 46.8％ which constituted the largest group, while about 30% had less than one year experience. Approximately 50% of the cooks earned an average of less than W700,000 per month. Among these cooks most worked for western type food establishments. Even with their higher education, we found that their work term is short and their income, low.2. In the research on job satisfaction, the survey result found was in the order of: social security, the work itself, human relationships with their fellow cooks, the chances of promotion, and job security and benefits with index-values of 4.59, 3.98, 3.18, 2.94 and 2.52 respectively.

• Safety and Health at Work
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• v.10 no.1
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• pp.75-79
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• 2019

Background: Since the presence of a co-driver can be considered as a companion, partner, or friend for a driver through eliminating driver's loneliness, it plays a significant role in health and safety of drivers. The objective of this study was to investigate the effect of co-drivers on depression and occupational stress on male truck drivers. Methods: This study was an interventional case-control study. Seventy truck drivers were selected and divided into two groups: case (33 truck drivers with co-drivers) and control (37 truck drivers without codrivers). Two Goldberg depression inventories (for evaluating driver's depression) and the Karasek job content questionnaire (for evaluating driver's job stress) were used to collect data which were completed by interview. Results: The results showed that job content values for the case group were higher in all dimensions except job nature. The comparison of the percentages showed significant difference between two groups. Depression rate in drivers with co-driver is truly less than depression rate in drivers without co-driver. There was significant positive relationship between dimensions of job content and depression rate. Conclusion: According to the results of this study, it can be claimed that a co-driver decreases stress and loneliness of drivers, as well as increases work performance and job satisfaction, and, in turn, leads to a decrease in job-related depression.

• Journal of Korean Academy of Nursing Administration
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• v.9 no.2
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• pp.159-170
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• 2003

Purpose : This study is to confirm the relation of the value orientation of the nursing unit manager and the job satisfaction and organizational commitment of the nursing unit nurse. Method : We used the systematic questionnaires as a study tool. The contents were composed of 46 questions in total such as 4 questions of general feature, 23 value-oriented questions, 10 job satisfaction questions, and 9 organizational commitment questions. The period of data collection was from August to September 2000. Result : 1) The value of flexibility was 3.82 points (${\pm}.3788$), which is above average. The values of equalitarianism was 3.37 points (${\pm}.4422$), which is above average. 2) The leadership pattern according to the value orientation perceived by the head nurses in 6 clusters has been divided into 3 patterns of change-oriented leader, task-oriented and stability-oriented leader. 3) The nurses who worked with the change-oriented leader showed higher values of job satisfaction (F=5.941, p=O.003), and affective commitment (F=5.793, p=O.003) than those who worked with the stability-oriented leader. Conclusion : As revealed in this study, we think that we have to consider that the change-oriented leader can produce higher performance of an organization than the stability-oriented leader, and write the basic data for the educational courses of leadership development or workshops etc. in order for the nursing unit managers to play their roles for the effective ward-unit management.

• Journal of The Korean Society of Grassland and Forage Science
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• v.12 no.2
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• pp.123-126
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• 1992

To determine optimal sowing time of Job's Tears in southern areas of Korea, Job's Tear cv. Seungju local cultivar was grown under three different sowing times. The results obtained are summariz cd as follows:I . Yield components such as plant length, stem diameter and number of leaves etc. were the highest at the sowing time of Apr. 15. 2. Plants sown at Apr. 15 showed the highest fresh and dry matter yield. 3. As plants were grown under later sowing time. they showed higher values in content of crude protein and lower values in contents of crude fiber such as NDF. ADF and cellulose.

• Journal of Korean Society of Transportation
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• v.21 no.3
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• pp.23-35
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• 2003

This paper investigates the effectiveness of flight operation between airplane maintenance engineers and pilots who work together. The developed model is to identify the relationship between the attitudes of airplane maintenance engineers and pilots and the effectiveness of flight operation. The results indicate that the shared values and balanced power between airplane maintenance engineers and pilots are positively related with trust and job satisfaction, but conflict is negatively related. Further, trust and job satisfaction positively affect the effectiveness of flight operation. These findings suggest that the improvements of the relationships between airplane maintenance engineers and pilots need more efforts to ensure the aviation safety and efficient flights.

• Journal of Technologic Dentistry
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• v.25 no.1
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• pp.173-185
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• 2003

This study mainly intends to determine the factors for which dental technicians are satisfied with their jobs and how much the resulting job transfer rate is and thus to identify the correlation between them. For these purpose, 200 subjects were sampled out of dental technicians in Seoul and Incheon, and the survey was performed from July 19, 2002 to August 15 (for 25 days) with self-administered questionnaire. Out of all collected questionnaires, 131 pieces(65.5%) were addressed for this study. As for the tools for this study, the structured questionnaire was used with its proven reliability and feasibility, and the contents of questionnaire consisted of 32 questions on the basis of related references. The contents of questionnaire were categorized into 3 sections: General attribute of subjects; Factors for which dental technicians are satisfied with their jobs; and their intention of job transfer. The questionnaire consisted of total 32 questions which included general attribute of subjects(10 questions), factors of their satisfaction with jobs(17 questions) and intention of job transfer(5 questions). The data analysis was processed by computerized system with SPSS(Statistical Package for Social Sciences). Statistical analysis techniques included frequency, percentage, T-test, F-test analysis and regression analysis. As a result of those analyses, the conclusion can be summarized as follows: 1. As a result of analyzing the factors for which the subjects were satisfied with their jobs, it was found that there were significant differences in career and job title out of question items(P<0.001). It was also shown that the factors of subjects' satisfaction averaged 3.43, which was considerably higher value than I expected. It was found that job and management factors were major job satisfaction factors. 2. As a result of analyzing the intention of subjects to decide their job transfer, it was found that there were significant differences in job title and marital status out of question items(P<0.001). It was shown that the total average of the intention of their job transfer amounted to 3.06. It was shown that dental technicians have relatively higher intention of job transfer from their current work place. 3. It was found that there was inverse correlation between the factors of subjects' satisfaction with their jobs and their intention of job transfer(r=-0.490, P<0.05). Likewise, it was also found that there was inverse correlation mostly between the evaluation value for each independent variable region in term of each factor of job satisfaction and the value for the intention of job transfer. In view of these correlations, it was concluded that higher job satisfaction likely led to lower job transfer. 4. As a result of regression analysis so as to determine the influences of job satisfaction factors on the intention of job transfer, it was found that the highest influential factor was management factor. And it was shown that the test values of model were statistically significant and its explanatory power amounted to 54.6%.

• The Journal of the Korea Contents Association
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• v.22 no.8
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• pp.557-569
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• 2022

The purpose of this study is intended to identify the mediated moderating effect including the mediating effect of job satisfaction and moderating effect of job expectations in the relation between work value, job satisfaction, In this study, the mediating effect of job satisfaction and job preference on the relationship between job value and quality of life were investigated. In this study, questions to measure job value, job satisfaction, and job preference were examined using GOMS data, and data analysis was performed using SPSS 23.0 and SPSS Macro. Since the mediated moderation model is an integrated model that includes mediating and moderating effects, the mediating effect, the moderating effect, and the mediated moderation effect were sequentially verified. As a result of the study, first, it was confirmed that the mediating effect model through job satisfaction was statistically significant. Next, it was confirmed that job value had a statistically significant effect on life satisfaction through the direct path and the indirect path through job satisfaction as a mediating variable. Third, it was confirmed that the moderated mediating effect model of job preference through job satisfaction was statistically significant. In detail, job value as an independent variables and job satisfaction as a mediating variable were found to have a statistically significant positive (+) effect on the dependent variable, quality of life.

• Asia-Pacific Journal of Business
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• v.14 no.4
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• pp.217-231
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• 2023

Purpose - The purpose of this study is to determine the impact of workaholism according to personality on the job satisfaction of organizational members. Design/methodology/approach - Workaholism was defined as excessive working and compulsive work, suggesting a negative impact on job satisfaction, while predicting that conscientiousness would alleviate this effect and presented as a hypothesis. The unbalanced panel data constructed based on 19,283 samples of 6,863 people from the Korea Labor Institute's Korea Labor Panel Survey was used. Findings - Both excessive working and compulsive working were found to have a direct negative effect on job satisfaction. Additionally, as a result of verifying the interaction effect of conscientiousness, it was found that the negative impact of excessive work on job satisfaction was moderated and alleviated by conscientiousness. In other words, for employees with high conscientiousness, the negative impact of excessive work on job satisfaction is alleviated and the negative impact of overworking is offset, whereas for employees with low conscientiousness, the negative impact of overworking on job satisfaction is strengthened. Research implications or Originality - This study shows that the impact of workaholism on job satisfaction varies depending on personality. While existing research has treated personality only as a determinant of workaholism, this study contributes to previous research in that it expands the role of personality. In addition, in practical terms, it is suggested that differential treatment based on individual values or personality is necessary.