• The Journal of Korean Academic Society of Nursing Education
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• v.22 no.2
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• pp.125-136
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• 2016

Purpose: This study aimed to identify the relationship between positive affectivity, self-leadership, and satisfaction of clinical practice among nursing students. Methods: This study was a descriptive correlational study. A total of 205 participants were obtained by convenience sampling from third- and fourth-year nursing students in three nursing schools. The data were collected by using a self-reporting questionnaire. Collected data were analyzed with SPSS Win 18.0. Results: Mean scores were 3.40 (5-point scale) for positive affectivity, 3.68 (5-point scale) for self-leadership, and 3.30 (5-point scale) for satisfaction of nursing clinical practice. There was a significant positive correlation of nursing students among positive affectivity (r=.43, p<.001), self-leadership (r=.41, p<.001), and satisfaction of clinical practice. The predictors were levels of satisfaction about nursing major, grade, positive affectivity, and rehearsal, which accounted for 34% of the variance in satisfaction with clinical practice nursing students. Conclusion: It is necessary to enhance the levels of satisfaction about nursing major, the level of positive affectivity, and self-leadership in nursing students. The results of this study delineate the need for the development and application of diverse educational programs that can increase positive affectivity and self-leadership for clinical practice.

• Journal of the Korea Convergence Society
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• v.9 no.6
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• pp.225-234
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• 2018

The purpose of this study empirically examined relationship among affectivity(positive affectivity vs. negative affectivity) and organizational commitment on job satisfaction and work performance of information security professionals. To this end, we conducted a questionnaire survey on 174 information security professionals and analyzed the collected data using structural equation modeling (SEM). It was found that positive affectivity had a positive influences on organizational committment. But negative affectivity was not significantly related to organizational committment. In addition, organizational committment had a positive relationship with job satisfaction and work performance. The results of the empirical study are meaningful to understand the effects of the positive affective aspect of information security professionals on job satisfaction and work performance.

• Asia-pacific Journal of Multimedia Services Convergent with Art, Humanities, and Sociology
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• v.8 no.2
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• pp.911-922
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• 2018

The purpose of this study was to investigate the relationship between value types and life satisfaction of Korean university students. 275 students' scores for value types, positive·negative affectivity, and subjective well-being were obtained using questionnaires. Data was analysed by correlation analysis and path analysis. The results can be summarized as followings. First, the correlation between all negative affectivity and all value was not significant. Second, conformity, benevolence, self-direction·stimulation, hedonism, achievement and security value types were positively correlated with positive affectivity, whereas, conformity, benevolence, universalism and security value types were positively correlated with life satisfaction. Third, the student's higher scores of conformity, benevolence and hedonism value types induced higher level of positive affectivity, which, in turn, increased life satisfaction. The results suggested that value types can indirectly influence life satisfaction through positive affectivity.

• The Journal of the Korea Contents Association
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• v.20 no.11
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• pp.615-623
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• 2020

The purpose of this study was to verify the effectiveness of the positive psychological group program for psychological and Affectivity well-being of self-support program participants. To this end, 30 participants in the self-support program were recruited from the B-Self-Sufficiency Center in Gyeonggi Province and divided into an experimental group and a control group, and the experimental group conducted a positive psychology program once a week for a total of 8 sessions. As a result of the study, first, the positive psychology program showed a significant difference in the psychological well-being of self-support program participants. Second, the positive psychology program improved positive emotions and reduced negative emotions, resulting in significant differences in Affectivity well-being. Third, the positive psychology program helped to reduce mental pain. Fourth, in the comparison between groups, there were significant differences in psychological and Affectivity well-being. Therefore, it was proved that the positive psychology program is effective in psychological and Affectivity well-being for self-support program participants.

• Health Policy and Management
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• v.11 no.1
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• pp.62-86
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• 2001

This study purports to Investigate the determinant of job satisfaction and the organizational commitment of medical insurance review nurses working at Korean hospitals. The independent variables contain three groups of determinants: organizational characteristics variables(job autonomy, work unit control, role variety, role ambiguity, role conflict, workload, resource inadequacy, coworker support, supervisor support, distributive justice, promotional chances, job security, and job hazard), environmental variables(job opportunity, spouse support, and parent support), and psychological variables (met expectation, work involvement, positive affectivity, and negative affectivity). The sample used in this study consisted of 445 medical insurance review nurses from 89 hospitals nationwide. Data were collected with self-administered questionnaires and analyzed using multiple regression analysis. The results of the study are as follows : 1) the following variables, listed in order of size, have significant effects on job satisfaction : role ambiguity(－), distributive justice(＋), work involvement(＋), role variety(＋), met expectation(＋), negative affectivity(－), job autonomy(＋), and positive affectivity(＋). 2) the following variables, listed in order of size, have significant effects on organizational commitment: met expectation(＋), work involvement(.＋), distributive justice(＋), job security(＋), role variety(＋), positive affectivity(＋), negative affectivity(－), resource inadequacy(＋), and tenure(－). 3) the variance of job satisfaction and organizational commitment explained by the variables used in the study are 30.0% and 39.1% respectively. 4) In comparison to the results of other studies on the determinants of job satisfaction and organizational commitment of clinical nursing staff working at hospitals, the results of this study indicate that three variables of distributive justice, work involvement, and role variety are especially important for improving the level of job satisfaction and organizational commitment of medical insurance review nurses.

• Journal of Korean Academy of Nursing Administration
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• v.16 no.3
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• pp.276-285
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• 2010

Purpose: The purpose of this study was to investigate the effects of organizational justice and dispositional affectivity on job satisfaction and intent to leave among nurses. Methods: The sample of this study consisted of 274 nurses from 2 general hospitals located in Incheon. Data were collected with self-administered questionnaires and were analyzed by hierarchical multiple regression. Results: Distributive and interactional justices had positive impacts on nurses' job satisfaction. Distributive, procedural and interactional justices had negative impacts on nurses' intent to leave. It was found out that positive affectivity significantly moderated the effect of interactional justice on job satisfaction while dispositional affectivity did not significantly moderate the effect of organizational justice on the intent to leave. Conclusion: The results imply that hospital administrators should pay attention to the dispositional affectivity of nurses to increase their job satisfaction. Further, hospital needs to maintain organizational justice to reduce nurses' turnover.

• Journal of Korean Academy of Nursing
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• v.49 no.3
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• pp.307-316
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• 2019

Purpose: This study was conducted to investigate the influence of emotional expressivity, emotional intelligence, affectivity, job autonomy, social support, and emotional labor on clinical nurses' individual well-being and to provide guidelines for interventions and strategies for its improvement. Methods: The sample consisted of 207 nurses recruited from a general hospital in Korea. The participants completed a structured self-report questionnaire comprising measures of emotional expressivity, emotional intelligence, positive affectivity, negative affectivity, job autonomy, supervisor support, coworker support, deep acting, surface acting, emotional exhaustion, and job satisfaction. Data were analyzed using SPSS statistics 22.0 and AMOS 22.0. Results: The final model was a good fit for the data based on the model fit indices. In the path analysis, surface acting, negative affectivity, supervisor support, and coworker support had statistically significant effects on emotional exhaustion, explaining 29.0% of the variance. Deep acting, emotional exhaustion, positive affectivity, and emotional intelligence had statistically significant effects on job satisfaction, explaining 43.0% of the variance. Conclusion: Effective strategies to improve clinical nurses' individual well-being should focus on surface acting, deep acting, affectivity, social support, and emotional intelligence. The results of this study can be utilized as base data to manage emotional labor and improve clinical nurses' individual well-being.

• Journal of the Korean Society of Clothing and Textiles
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• v.34 no.3
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• pp.411-423
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• 2010

Retail stores with a primary competitive advantage in satisfying customers with high quality differentiated services depend heavily on a sales force to produce and deliver services in a consistent manner. Salespersons in a high service retail context are required to act to express certain types of emotion in compliance with the emotional rules of the organization that is conceptualized as "emotional labor" in the literature. This study adopts the dyadic model of emotional labor originally proposed by Hochschild. A survey method is implemented to collect data to test the hypotheses among the variables such as positive and negative affectivity, performance stressor, emotional labor, burnout, and job satisfaction. One hundred and twelve responses were analyzed by factor analysis and path analysis with SPSS12.0 and Amos 6.0. The factor analysis confirms that emotional labor is composed of deep acting and surface acting. Eleven hypotheses were tested by path analysis and seven were accepted. The major findings are that deep acting was affected by positive affectivity, negative affectivity, and a performance stressor. The surface acting was affected only by negative affectivity. Surface acting had an indirect negative effect on job satisfaction via emotional burnout while deep directly acting influenced job satisfaction. Furthermore, the interaction effect between positive affectivity and a performance stressor on surface acting was significant. The implications for retail firms are discussed based on the findings with suggestions for future studies.

• Journal of Korean Academy of Nursing Administration
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• v.13 no.1
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• pp.65-73
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• 2007

Purpose: This study was carried out to find out the factors affecting on organizational commitment of hospital nurses. Method: The questionnaire-based research was done with 989 hospital nurses between January and March, 2004. Results: Variables such as job satisfaction, met expectations, compensation and welfare status of hospital, work involvement, positive affectivity had significant positive direct effect on organizational commitment in order of size, however, vertical conflict and job opportunity had negative direct effect in order of size. It was found that the following variables, listed in order of size, had significant total effects on organizational commitment: job satisfaction, met expectations, vertical conflict, compensation and welfare status of hospital, positive affectivity, work involvement, job opportunity, job autonomy, work definiteness, division justice, stability of employment, expectations before entering a hospital. Conclusion: It is recommended that programs for job satisfaction promotion, met expectations promotion, adequate compensation and welfare of hospital, work definiteness and work autonomy, solving conflict, positive affectivity promotion should be implemented to increase organizational commitment of hospital nurses.

• Korea Journal of Hospital Management
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• v.13 no.2
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• pp.64-85
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• 2008

This study purports to investigate the determinant of job satisfaction among workers working at Long-term care hospitals. The independent variables contain three groups of determinants: organizational characteristics variables(job autonomy, job variety, distributive justice, role conflict, supervisor support, job suitability, job significance, job security, organizational support, job growth, promotional opportunity), environmental variables(job opportunity), and psychological variables (met expectation, job efficacy, positive affectivity, and negative affectivity). The sample used in this study consisted of 250 workers from 4 Long-term care hospitals nationwide. Data were collected with self-administered questionnaires and analyzed using multiple regression analysis. The results of the study are as follows: 1) the following variables, listed in order of size, have significant effects on job satisfaction: negative affectivity(-), job significance(+), job growth(+), age(+), positive affectivity(+), organizational support(+), job opportunity(-). 2) the variance of job satisfaction explained by the variables used in the study are 53.8%. When demographic variables added to Model I, job satisfaction explained by variables are 55.4%. 3) the results of this study indicate that three variables of negative affectivity, job significance, job growth are especially important for improving the level of job satisfaction among workers at Long-term care hospitals.