• The Journal of Asian Finance, Economics and Business
• /
• v.8 no.7
• /
• pp.67-78
• /
• 2021

The COVID-19 pandemic sweeping the world has rendered a large proportion of the workforce unable to commute to work, to mitigate the spread of the virus. This has resulted in both employers and employees seeking alternative work arrangements. Due to the pandemic, most if not all workers experienced work from home Hence work from home has become a policy priority for most governments. Individuals have started to change their behavior to stick to the curfew and rapidly conform to the new way of life. This study is conducted to understand how organizations and people adjust to these developments and challenges. Numerous organizations are changing to the online method of working because of the COVID-19. Because of the continuous adoption of a specific behavior after the COVID-19 pandemic situation ended, employees were expected to continue working from home. To investigate deep into the behavioral consequences of such a pandemic situation, in-depth interviews were conducted in several companies in Saudi Arabia. This study was conducted by extending the Theory of Planned Behavior (TPB) and the theory of reasoned action (TRA) to explore and assess the various factors that determine the continuous adoption intention of work-from-home by the Saudis. The finding shows that the employees' positive attitude, subjective norms, and self-efficacy affect the employees' intention to adopt work from home. The continuous adoption of work from home has been affected by employees' relevant intention and controllability.

• Korean Journal of Occupational Health Nursing
• /
• v.31 no.4
• /
• pp.178-186
• /
• 2022

Purpose: The purpose of this study is to identify the relationship between professional self-concept and job satisfaction of nurses working in long-term care hospitals and to consider strategies to improve these factors. Methods: Data were collected using structured questionnaires given to 135 nurses working at six long-term care hospitals in C City. The data were analyzed with SPSS 23.0 by descriptive statistics, Cronbach's α, t-test, one-way ANOVA, a Scheffé test, and with Pearson's correlation coefficient. Results: The average score for professional self-concept was 2.78 points (out of 4 points), and the average score for job satisfaction was 3.11 points (out of 5 points). Significant differences were found for professional self-concept according to age, marriage status, total work experience, number of patients per nurse, and position, while job satisfaction showed significant differences depending on age and the number of patients in the ward. Professional self-concept and job satisfaction showed a significant positive correlation (r=.46, p<.001). Conclusion: In long-term care hospitals, it is necessary to provide education programs about nursing practice, communication, and leadership to enhance the professional self-concept of nurses. With regard to job satisfaction for nurses, it is imperative to improve the work environment of long-term care hospitals.

• Journal of Korean Academy of Nursing Administration
• /
• v.21 no.1
• /
• pp.10-19
• /
• 2015

Purpose: This study was designed to assess the degree of Positive psychological capital, Organizational commitment, Customer orientation of clinical nurses, and to identify correlations between these variables. Methods: Participants were 230 nurses working in three hospitals located in Seoul. Data were analyzed using descriptive statistics, t-test, ANOVA, Scheff$\acute{e}$ test, Pearson Correlation, and Multiple Regression. Results: Mean scores were 3.32 (5 point scale) for Positive psychological capital, 3.03 (5 point scale) for Organizational commitment, 3.71 (5 point scale) for Customer orientation. Positive psychological capital correlated positively with Organizational commitment (r=.29, p<.001) and Customer orientation (r=.58, p<.001). Organizational commitment correlated positively with Customer orientation (r=.28, p<.001). Positive psychological capital had a significant influence on Customer orientation. and these combinations explained 34.2% of the variance in Customer orientation (F=25.68, p<.001). Organizational commitment had a mediating effect between Positive psychological capital and Customer orientation. Conclusion: The results of this study suggest a need for strategies to improve Customer orientation by enhancing the Positive psychological capital of nurses. Furthermore, study to develop and apply a Positive psychological capital promotion program should be conducted.

• Journal of Korea Entertainment Industry Association
• /
• v.14 no.1
• /
• pp.27-39
• /
• 2020

To identify the influence of senior sports instructor's positive psychological capital on organizational performance, job engagement, and innovative behavior, this study conducted a research on 227 senior sports instructors at 5 sports centers and senior sports centers in Seoul, Gyeonggi-do, and Incheon regions. The research results were as follows. First, positive psychological capital of senior sports instructors had a significant influence on all sub-factors of organizational performance. Secondly, positive psychological capital of senior sports instructors had a significant influence on all sub-factors of job engagement. Third, positive psychological capital of senior sports instructors had a significant influence on innovative behavior. Thus, this study verified that positive psychological capital is an important variable for enhancing organization performance, job engagement, and innovative behavior of group members. In addition, this study holds a great significance in proving positive psychological capital's positive influence on working environment of senior sports instructors.

• Journal of Korean society of Dental Hygiene
• /
• v.23 no.6
• /
• pp.441-449
• /
• 2023

Objectives: This study was conducted to analyze the factors influencing the positive psychological capital, growth mindset, and self-leadership of dental hygienists in the Seoul and Gyeonggi regions with regard to their retention intention. The findings would serve as basic data for improving the retention intention. Methods: The methods espoused for analysis comprised independent sample t-test and ANOVA for group comparisons, Pearson's correlation analysis for examining the correlation between variables, and multiple regression analysis for identifying factors affecting retention intention. Results: Positive psychological capital was higher among those under the age of 27 and employed in dental clinics. Growth mindset was higher among those with less than three years of work experience and those working in clinics. Self-leadership was higher among those aged 28-31, and retention intention was higher among those under the age of 27 and with less than three years of work experience (p<0.05). A correlation was observed between positive psychological capital and self-leadership (r=0.760), self-leadership and retention intention (r=0.514), positive psychological capital and retention intention (r=0.505), positive psychological capital and growth mindset (r=0.337), and growth mindset and self-leadership (r=0.245) (p<0.001). Factors influencing the intention to stay at work were self-leadership (β=0.309) and positive psychological capital (β=0.242) (p<0.05). Conclusions: In order to improve dental hygienists' retention intention, it is necessary to devise strategies for improving positive psychological capital and self-leadership.

• The Korean Journal of Health Service Management
• /
• v.9 no.3
• /
• pp.31-42
• /
• 2015

Objectives : The purpose of this study was to examine the factors that affect employee satisfaction according to hospital size, job group and career at hospitals. Methods : Data were collected from 4,307 employees working at 5 university hospitals. Statistics were done with the SPSS program version 21.0. Results : There were significant differences in employee satisfaction according to hospital size, job group and career. Additionally, there were positive correlations between each of the factors for employee satisfaction and overall employee satisfaction. Multiple regression analysis showed that overall employee satisfaction was affected by factors such as job, communication, personnel and leadership according to hospital size, job group and career. Conclusions : The results of this study suggest that by identifying the differences in satisfaction of employees who are working in different circumstances and providing resources to satisfy employee needs, hospital employers can promote the growth of the hospital by reducing employee turnover.

• Korean Journal of Occupational Health Nursing
• /
• v.19 no.2
• /
• pp.268-277
• /
• 2010

Purpose: To examine the relations among occupational satisfaction, stress, and customer orientation of upper-scale general hospital nurses. Method: We studied with structured questionnaires with total 66 questions for 218 nurses working at university hospitals in Gangwon-do from February 2 to 22, 2010. Result: Occupational satisfaction and customer-oriented character increased when nurses' ages and career experiences were higher, married, working in daytime without shift and in higher positions. Occupational stress increased when nurses were younger, not married, with three shifts, and when they were general nurses. However, there was no statistical difference. Customer-oriented character had positive correlation with occupational satisfaction and stress while occupational satisfaction had negative correlation(r=-0.358) with occupational stress. Conclusion: As occupational stress and satisfaction of nurses in university hospitals showed significant relations with customer-oriented character, t is necessary to reduce occupational stress of nurses, and strengthen occupational satisfaction of them.

• The Korean Journal of Health Service Management
• /
• v.4 no.1
• /
• pp.135-149
• /
• 2010

The objective of this study is to investigate the influence of role conflict, childcare stress, and stress coping type on organizational commitment among female workers at hospital settings, and thus, to suggest implications for improving their productivity and quality of working life. Data were collected from 195 female employees working at a general hospital in Busan Metropolitan Area by using structured self-administered questionnaire. Among study variables, role conflict(-) and direct-positive stress coping type(+) had statistically significant effect on organizational commitment. This study results imply that role conflict, and stress coping type are crucial for managing desirable job attitude of female employees. Therefore, education and training, and consultation programme for diminishing role conflict and adopting appropriate stress coping type should be developed and utilized.

• Journal of Labour Economics
• /
• v.32 no.1
• /
• pp.57-75
• /
• 2009

This paper provides empirical evidence on the impact of SCHIP (The State Children's Health Insurance Program) on single mothers' working decisions using recent CPS (Current Population Survey) data during 1999-2005. SCHIP are found to have a significant positive impact on hours-worked decision.

• Journal of Technologic Dentistry
• /
• v.25 no.1
• /
• pp.187-201
• /
• 2003

The purpose of this study was to investigate the relationship of empowerment, self-efficacy and turnover intention of dental technicians. The subjects of this study were selected by haphazard sampling and the size was 142 of the dental technician. The results were analyzed with spss/pc+ and the conclusion is as follows ; 1. The mean of dental technicians empowerment was 3.24, Self-efficacy was 3.51, and their turnover intention was 2.72. 2. In characteristics of subjects, turnover experience and position are significantly different in empowerment. 3. In characteristics of subjects, a working experience, income, position, marriage and turnover experience are significantly different in self-efficacy. 4. In characteristics of subjects, a position and a working experience are significantly different in turnover intention. 5. Empowerment showed a positive correlation with self-efficacy and a negative correlation with turnover intention. The above results is different from other empowerment studys which empowerment is related with self-efficacy and turnover intention. The study on empowerment is important in the aspect of stratege for increasement of work performance.