• Korean Journal of Culture and Social Issue
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• v.21 no.3
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• pp.395-417
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• 2015

The first aim of this study was to explore the roles of personality variables on work motivation and job satisfaction. The second purpose was to setup a path model, in which the personality variables would impact on work motivation and job satisfaction. The third purpose of the current study was to examine medation effects of work motivation between personality variables and job satisfaction. In total, 280 older employees who worked in the various fields participated at this study. The reuslts of hierachial regression analysis found that agreeableness, conscientiousness, and interanl locus of control positively predicted on work motivation. The results indicated that openness to experience and neuroticism negatively influenced on work motivation. Also, we found that agreeableness, conscientiousness, and self-esteem positively predicted on job satisfaction. The resutls of path analysis showed that work motvation mediated the relationship between agreeableness, conscientiousness, and interanl locus of control and job satisfaction, respectively. Finally, implicaions of the results, limitations of this study, and directions of future research were discussed.

• Journal of the Korea Fashion and Costume Design Association
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• v.18 no.2
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• pp.65-78
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• 2016

The purpose of the study was to investigate differences in job satisfaction, organizational commitment and intent to leave the job according to the characteristics of employees of korean fashion companies. For the study, the questionnaire was developed by the authors and distributed to 350 employees of Korean fashion companies. A total of 315 questionnaires was collected and used for the final analysis. Data were analyzed by frequency analysis, reliability analysis, factor analysis, independent sample T-test, ANOVA and Tukey's test, using the SPSS 18.0 Package Program. First, men showed higher scores in job satisfaction and organizational commitment, and lower score in intent to leave their jobs than women. Second, those who were in their fifties or older had higher job satisfaction and organizational commitment and lower intent to leave their job than those who were in their twenties. Third, those who work in the sales department or merchandising department had higher job satisfaction and organizational commitment and lower intent to leave their job than designers. Fourth, managers and executives had higher job satisfaction and organizational commitment and lower intent to leave their job than lower position employees. Fifth, those with 15 years or longer job experience had higher job satisfaction and organizational commitment and lower intent to leave their job than those with less than three years. Finally, those who had a monthly income of three million won or more had higher job satisfaction and organizational commitment and lower intent to leave their job than those who had a monthly income of less than one million won.

• Journal of Korean Academy of Nursing
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• v.20 no.3
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• pp.300-306
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• 1990

Colorectal cancer is second only to lung cancer as a cause of death due to cancer in the united States. Studies have shown that fecal occult blood(FOB) tests are effective in detecting colorectal cancer in its early stages. To motivate worksite FOB testing, a randomized controlled trial was conducted. Employees 40 years or older from three federal agencies in Washington State were randomized to a control group(n＝139) which received a letter stating the availability of the FOB test at the worksite clinic or to an intervention group(n＝139) which received the letter about facts on colorectal cancer and a Colorectal Cancer Risk Appraisal. The Colorectal Cancer Risk Appraisal included a feedback on an individual's risk of developing colorectal cancer compared to his / her peers in terms of ‘normal’, ‘moderate’, or ‘high’ risk status. After 3 months, a follow-up questionnaire was sent to all participants to measure the effectiveness of the intervention. In the analysis of the three major outcomes, two possible confounding factors(dietary fat and family history of colorectal cancer) were controlled by logistic regression. Based on a review of the worksite clinic records, the Intervention group had 4.3% higher compliance rate with the FOB test during the follow-up period compared to the control group(p＝.10). The largest effect of the intervention was on the employees' intention to get a FOB test within the next year(62.6% in the intervention group vs. 36.2% in the control group, OR＝3.18, p＜.001). In the final Multivariate logistic model, the employees who were more likely to intend to get a FOB test within the next year were in the intervention group ; were at ‘moderate’ or ‘high’ risk of colorectal cancer ; knew more about the availability of the FOB test at the worksite clinic ; and had a FOB test during the last three years.

• Journal of the Korean Applied Science and Technology
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• v.34 no.4
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• pp.1004-1015
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• 2017

This study attempted to determine the effects of organizational communication on job satisfaction as organizational performance for beauty salon employees as related to their personal characteristics. For empirical analysis, a questionnaire survey was conducted among beauty salon employees in Gyeongsangnam-do, and the collected data were analyzed. The results found the following: First, organizational communication had an effect on job satisfaction. In fact, compared to other factors, communication ability revealed the greatest influence on job satisfaction. In particular, the effect of organizational communication on job satisfaction was high in the following groups: 'age 40 or older', 'high school graduates or younger' and 'married'. The study results show that human resource management that comprehensively considers personal characteristics as well as organizational communication is essential in improving business performances by increasing employees' job satisfaction in the hairdressing industry.

• Korean Journal of Human Ecology
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• v.19 no.6
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• pp.1031-1044
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• 2010

Corresponding to the rapid growth of the aging population without an adequate social safety net for the elderly, older people face great disadvantages due to sudden illness or poor health and a lack of support from the younger generation. Furthermore, older women are suffering from a drastic deterioration of their economic status because of insufficient retirement savings. Examining the impact of labor force participation and living arrangement on health status and life satisfaction in later life, it is important to consider gender differences in context of social policies for the elderly. Using data based on a stratified national sample of the elderly by the Korean Longitudinal Study of Aging (KLoSA), multiple regression model were used to estimate the relationships between labor force participation and health status and subjective life satisfaction concerning the quality of their later life. The result indicates that good health status and high level of life satisfaction are associated with the type of paid work status for the elderly men, but those are associated with the type of non paid work, such as family businesses employees for the elderly women. Significant differences in chronic health condition and subjective life satisfaction by employment characteristics are found among the elderly. In addition, older women's high level of life satisfaction was associated with the participation of the social activity. The major conclusion from these results should help us understand gender differences in the elderly and acknowledge further exploration of gender variations in these people's later life.

• Journal of Labour Economics
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• v.41 no.1
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• pp.39-81
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• 2018

This study focuses on whether non-standard workers are matched by voluntary contract with employers in the labor market and analyzes the factors of involuntary choice of non-standard employees that are diverse by firm size. For the analysis I consider non-standard employees as either voluntary or involuntary according to the push/pull theory based on labor mobility. The Economic Activity Census Added Survey data 2016 show that the proportion of involuntary non-standard employees is greater than voluntary ones as the firm size is smaller. As a result of the analysis, involuntary non-standard employees are not significantly discriminated from voluntary non-standard employees in large firms. However, in small and medium-sized firms and micro small-sized firms, workers are more likely to be involuntarily non-standard if they are older or less educated. In addition, they are more likely to be employed involuntarily in micro small-sized firms than in small and medium-sized firms. Therefore, we should take into account the mismatching problems of compensation, specialty, and career in order to establish policies on non-standard workers. In addition to the financial support for small and medium-sized and micro small-sized firms, it is necessary to provide workers with job information that matches their job skills and career experiences.

• Journal of Korean society of Dental Hygiene
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• v.10 no.2
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• pp.297-310
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• 2010

Objectives : The purpose of this study was to verify the impact of the empowerment of dental personnels as one of variables affecting the performance of dental institutions and to seek ways of boosting their organizational productivity. Methods : The subjects in this study were dental personnels who worked in dental institutions. After three investigators were trained, a pilot survey was conducted from October 20 to November 20, 2009, and the questionnaire used in the pilot survey was finalized. The collected data were analyzed with a SPSS(Statistical Package for the Social Science) WIN 12.0 program. The findings of the study were as follows: Results: 1. The dental personnels investigated got 3.98 in meaningfulness, one of the empowerment factors. They found a meaning in their job when they performed it. 2. The dental personnels who were older were more excellent in self- determination and influence, and age made a significant difference to their empowerment. 3. The dental personnels who were better educated were more superior in terms of empowerment, and academic credential made a significant difference to their empowerment factors was statistically. 4. The dental personnels whose yearly salary was larger were more which were the factors of empowerment of each factor was statistically significant. 5. Dental health agency workers less than three years accounted for most of 152 people were working longer duration of empowerment as a whole was that each of the factor scores. Empowerment of each factor was statistically significant. 6. The dental hygienists made up the largest group among the dental institution employees, and the kind of occupation made a significant difference to meaningfulness, competency and influence, which were the factors of empowerment. 7. The greatest group of the dental personnels worked in dental clinics, and the dental hospital employees surpassed the dental clinic employees in competency, self-determination and influence. There was a significant difference in the influence factor according to the type of dental institutions. Conclusions : Thus, the dental personnels were more aware of the meaningfulness factor when their perception of the job-related empowerment was checked, and it indicated that most of them attached importance to meaningfulness during their job performance. But just employees who worked in dental institutions located in particular regions were examined, the findings might not be generalizable. In the future, more extensive research should be implemented, and the sorts of programs that could stir up empowerment among dental institution employees or bolster organizational empowerment should be developed.

• Korean Journal of Social Welfare
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• v.65 no.1
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• pp.147-174
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• 2013

Until recently, self-employment workers are often excluded from labor market studies. Most relevant studies has focused on the determinants of entry into self-employment. However, the self-employment is highly exposed to poverty risk although they are working. Despite that, relatively little is known about the economic severity of the self-employed. This study uses data from the Korea Welfare Panel Study to examine the situation of the self-employed's in-work poverty and the determinants of in-work poverty among them. Major findings are as follows. First, self-employed people experience 3.5 times higher in-work poverty risk than employees. Especially, the ratio of own-account self-employed people living below the poverty line is similar with that of even precarious employees. Second, the extent of poverty of self-employment is more serious. Third, the proportion of self-employed among working poor is about 53% although self-employed workers are composed of only about 24% among working people. Fourth, temporary employees and self-employed people are more likely to be poor than full time employees according to logistic regression. It is statistically significant. It implies that it is desirable to regard the self-employed as the policy target group along with temporary employees. Fifth, the ratio of in-work poverty of self-employed aged 40-64 whose education level is low and the self-employed aged 40-64 who work in low-skilled service sector are higher than that of the other group. It implies that measures to alleviate their economic difficulties are urgently needed.

• Journal of the Korean Society of Safety
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• v.20 no.2 s.70
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• pp.133-139
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• 2005

TWe investigated whether work ability index(WAI) was highly correlated with work environment(physical work environment, working condition and work form) correlated high. The study population consisted of technicians from one manufacturing company in South Korea(n=104). WAI and work environment were analyzed by correlation and multiple regression. Therefore, we conclude that the correlation of WAI and work environment in this population was high. So if there are the older employees having a poor score on the items related to work environment, we can elevate the work ability by dealing with work environment. Moreover, we can make the best program to maintain and raise WAI in short term.

• Journal of the Korea Safety Management & Science
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• v.16 no.3
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• pp.471-481
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• 2014

This paper reviewed the relationship between safety climate(superior attitude, education, precaution, communication, and job load) and safety performance(safety compliance and safety participation), and the moderating effects of gender and age. Based on the responses from 288 employees, the results of multiple regression analysis appeared as follow; 1) superior attitude effects positively on safety compliance and safety participation, but, job load effects negatively on safety compliance and safety participation. 2) precaution effects positively on safety participation. 3) education and precaution are more positively related with safety compliance and safety participation in female employee than in male employee. 4) education is more positively related with safety compliance and safety participation in older employee than in younger employee.