• Journal of the Korea Convergence Society
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• v.9 no.10
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• pp.393-406
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• 2018

The depression and anxiety are the most popular mental disorders and not easy to distinguish because of their lots of similarities in the diagnostic criteria, related theories, and clinical symptoms. In this article, we developed the affect scale for distinguishable diagnosis, utilized the relationships between the Positive and Negative affect, and the depression and anxiety. We made up the seed scale of the items which selected by partial correlation, and set the scoring up by multiple regression method. The Multi-dimentional affect scale is reliable and working similarly as the scales used before, but less correlated to each other. We conclude that the affect scale achieved the diagnosis for distinguish between depression and anxiety. Our suggestions for the further study are to redeem the cultural differences, modify by the elaborate methods, and validate by the actual clinical data.

• The Journal of Industrial Distribution & Business
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• v.9 no.7
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• pp.71-82
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• 2018

Purpose - This study examined the effects of intrinsic and extrinsic motivation on employee creativity. Past research has consistently shown that intrinsic motivation is positively related to creativity. Yet conflicting results have been reported about the relationship between extrinsic motivation and creativity. To explore the reason why extrinsic motivation can either help or hurt creativity, we examined the role of contingent rewards as a moderator and tested whether either tangible or intangible rewards contingent upon creative performance significantly impact the relationship between extrinsic motivation and creativity. Research design, data, and methodology - Survey data was collected from employees working for diverse organizations in Korea through online research firm. Only employees who reported their job or organization provided opportunities to use their creativity were allowed to continue the survey. Out of 305 initial responses collected, those with too much missing data were deleted, which finally left 278 responses for statistical analyses. To examine the validity of the measurements, confirmatory factor analysis was first conducted. Next, to test the hypothesized relationships, multiple hierarchical regression analyses were conducted. Results - As hypothesized, both intrinsic and extrinsic motivation had positive effects on creativity. It was shown that contingent rewards did not influence the positive relationship between intrinsic motivation and creativity, but did significantly moderate the relationship between extrinsic motivation and creativity in a way that tangible rewards strengthened the relationship while intangible rewards mitigated the same relationship. Conclusions - This research enhances our understanding on the relationship between motivation type, rewards, and creativity. Intrinsically motivated employees showed a high level of creativity regardless of whether rewards were expected or not. In contrast, extrinsically motivated employees showed more or less creative behavior depending on whether they were expected to have tangible or intangible rewards. As extrinsic motivation is typically associated with tangible rewards such as pay, promotion, etc., tangible rewards were seen to be more effective in promoting creative performance from extrinsically motivated employees than intangible rewards. Our findings make a significant theoretical contribution to reconcile prior inconsistent findings. Furthermore, they provide useful insights for managers and organizations into developing effective strategies for facilitating employee creativity.

• The Journal of the Korea Contents Association
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• v.16 no.1
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• pp.632-641
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• 2016

The purpose of this study is to analyze the influence relationship on the cultural tourism commentators' job satisfaction and willingness to continue by the needs of cultural tourism commentators when insufficient compared to workers in other industries. For this, I used a questionnaire organized based on Maslow's hierarchy of needs to conduct a survey of guides who participated in cultural tour guides training program in Chungcheongbuk-do and Jeollanam-do from Aug. 10 through Sep. 7, 2015. 198 of total 200 copies of the questionnaire were collected. Except 30 copies in which missing values or insincerely filled out, 168 copies were used as data for the analysis in this study. And I used SPSS 18.0 to conduct exploratory factor analysis, reliability analysis, correlation analysis, and regression analysis. The analysis showed that cultural tour guides' needs were identified as the four factors of self-actualization, social need, safety and esteem, and physiological needs. Also, self-actualization and social need exercised positive influence on job satisfaction, and regard to the job satisfaction exerted significant positive influence on willingness to continue working. Based on these findings, this paper suggests implications and limitation of the research as well as future directions for the study.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.14 no.4
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• pp.1612-1619
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• 2013

This study is to investigate on the influence of mental health and job satisfaction on perceived job stress of financial companies. The subjects of research were total 132 working at the financial company in T and J city Gangwon Province from September 20 to October 15, 2012. The survey instrument used was 43-item scale for evaluating financial worker KOSS and 18-item scale for mental health, 12-item scale for job satisfaction. Data was analyzed by using SPSS Win17.0 program, ANOVA, t-test, pearson's correlation coefficient, Multiple regression analysis. In a comparison of factors of Job stress and mental health demonstrated positive correlation and showed significantly. Job satisfaction demonstrated negative correlation and showed significantly. Also, for the financial workers solve the Job stress and support positive significant in there's job satisfaction, it need to nursing intercession to supply more better service and financial environment.

• The Journal of Industrial Distribution & Business
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• v.8 no.5
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• pp.65-75
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• 2017

Purpose - The purpose of this study is to verify a role of organizational culture as antecedents to influence psychological empowerment of organizational members, focusing on service workers of casino companies. Therefore, this study sought to examine the question of each clan, adhocracy, market, and hierarchy culture that the workers perceive to influence their psychological empowerment. Thus, the current study examined the relationship between organizational culture and the psychological empowerment by empirical analysis. Research design, data, and methodology - This study chose four domestic casino companies that are run only for foreigners. Using an offline survey, it analyzed the questionnaire data of the 249 surveys collected from employees working in the sales and service sectors. Independent variables were four types of organizational culture: clan, adhocracy, market, and hierarchy. Dependent variables were four subcategories of psychological empowerment: meaning, competence, self-determination, and impact. As research methods, the study applied descriptive statistics, factor analysis, reliability analysis, correlation analysis, and multiple regression analysis, using SPSS 21.0 statistical program. Results - Among the organizational culture types, the clan and adhocracy cultures, which emphasize flexibility and autonomy, were relatively more important for the psychological empowerment of workers than the hierarchy and market cultures. Clan culture was the most important factor in terms of meaning and competence, and adhocracy culture was the most important factor in self-determination and impact. However, the hierarchy and market cultures that pursue control and stability were also cultural types that positively affected psychological empowerment of the workers. Hierarchy culture showed positive effects on meaning, competence, and impact except self-determination, and market culture had positive effect only on competency. Conclusions - The study found that organizational culture is an important predictor of psychological empowerment of the employees in casino companies and that important organizational culture types may be different for each sub-factor of psychological empowerment. It suggests that casino companies have to try to recognize and secure diverse organizational culture in order to activate psychological empowerment of their employees because they can provide quality service for customers. Therefore, it is necessary to create a harmonious and balanced culture between promoting flexible and autonomous organizational atmosphere, and stably controlling and operating the organization.

• Journal of the Korea Convergence Society
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• v.6 no.5
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• pp.257-274
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• 2015

The purpose of the current study was to validate Fetzer Institute & National Institute on Aging Working Group[NIA](1999)'s Brief-Multidimensional Measure of Religiousness/Spirituality Scale (BMMRS) in Korean adults. The Korean version of BMMRS, Spiritual Well-Being Scale(SWS), Korean Sprituality Scale(KSS), Penn State Worry Questionnaire(PSWQ), and Intolerance of uncertainty Scale(IUS) were administered to the 286 students and community samples. A principle axis factoring analysis with direct oblimin rotation and Kaiser normalization identified a six-factor solution accounting for 66.24% of the variance in scores, labeled as: positive spiritual experience, negative spiritual experience, forgiveness, religious practices, negative congregational support, and positive congregational support. Confirmatory factor analysis results showed that 6 factor model of BMMRS have a good fitness. Also, the internal consistency(.64~.97) and the test-retest reliablity was adequate.(.72~.88) Korean version of BMMRS has adequate psychometric characteristics so it can be used to verify the effects of various compassion-related psychotherapeutic approaches.

• Journal of radiological science and technology
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• v.20 no.1
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• pp.77-84
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• 1997

Job satisfaction is very important for adequate manpower management in the medical field. To study job satisfaction among the radiologic technologists, 344 cases were reviewed in five university hospitals and one general hospital. Self-administered questionnaire was used to study their socioeconomic characteristics, working conditions, job satisfaction, and the factors affecting there Job satisfaction. The results were as follows : 1. There was statistically significant difference in job satisfaction according to the their department of employment, position, and hospital characteristics. 2. The group that was satisfied with their salary had a higher job satisfaction score, whereas others who were not satisfied ranked lower. 3. The positive answering group on the ability and job recognition ranked higher score on the job satisfaction than the negative answering group. 4. The group that was in good relationship with their superiors and co-workers scored higher on job satisfaction From the above results, the job satisfaction was high for the group with positive thinking and reply, but the intentin to change their job was low. Considering the fact that these results represent only 6 hospitals from limited arease, therefore, necessary to include more medical facilities nationwide, especially small-medium sized clinics or hospitals where the difficulty with high turnover rate of employment is expected, to study further various factors involving job satisfaction in the future.

• Journal of Biosystems Engineering
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• v.39 no.1
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• pp.11-20
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• 2014

Purpose: Walking type cultivator used for weeding generated excessive handle vibration as well as bouncing motion depending on the weeding speed. This research was conducted to define a design factor of the rotary weeding blades for reducing soil reaction forces as well as hand vibration. Methods: The motion and forces acting on the rotary blades were reviewed to find out the most influencing parameter on hand vibration. The installation angle (IA) of the blade was selected and analyzed to determine the condition of no reaction force less. For removing the unnecessary upward soil reaction, the design factor theory of weeding blade was suggested based on geometrics and dynamics. For evaluation of design factor theory, the experiment in situ was performed base on ISO 5349:1. The vibration $a_{hv}$ and theoretical value $X_{MF}$ were compared with two groups that one was positive group ($X_{MF}$ > 0) and the other was negative group ($X_{MF}$ < 0). Results: $X_{MF}$ was derived from rotational velocity, forward velocity, disk diameter, weeding depth, blade's width and IA of blade. Two groups had significant difference (p < 0.05). In aspect of the group mean total exposure duration, positive group was 17.53% bigger than negative group. When disk radius 100, 150 and 200 mm, minimum IAs were $4{\sim}27^{\circ}$, $3{\sim}15^{\circ}$ and $2{\sim}10^{\circ}$, respectively. A spread sheet program which calculated XMF was developed by Excel 2013. Conclusions: According to this result, minimum IA of weeding blade for soil reaction reduction could be obtained. For reduction hand-arm vibration and power consumption, minimum IA is needed.

• Journal of Digital Convergence
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• v.14 no.2
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• pp.83-98
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• 2016

This study attempted to test not only the influence of transformational leadership(TFL) on employees' unethical pro-organizational behavior(UPB), but also the mediating effect of organizational identification(OID) between TFL and employees' UPB. This study employed two research methods: literature review and empirical testing of the developed hypotheses. Data were collected through online questionnaire instruments from 229 employees working at companies in Korea. To test the hypotheses, structural equation modeling was employed. The model is shown as adequately fitting to the data. The results showed that there was not a positive and statistically significant relationship between TFL and employees' UPB, and OID played as a mediator in the relationship between TFL and employees' UPB. These findings provide a meaningful implication that the positive impact of TFL is linked to employees' UPB through OID.

• Research in Community and Public Health Nursing
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• v.17 no.4
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• pp.563-572
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• 2006

Purpose: This study was conducted to investigate community health practitioners' knowledge of, use patterns of, and attitudes toward CAM. Method: The subjects of this study were 817 community health practitioners (CHPs) from 9 Provinces in Korea selected through convenient sampling. They completed and submitted self-report questionnaires at the annual meeting of CHPs or sent completed questionnaires to us by mail. Result: Of the CHPs, 8.1% had a certificate of CAM-related education program, and 39.9% worried about the efficacy of CAM. They knew about massage (74.0%), finger pressure (68.1%), hand acupuncture (67.8%), diet (65.5%) and herb (64.7%). They had used herb (43.3%), massage (36.8%), hand acupuncture (32.7%) and vacuum (31.2%) with positive effects and recommended residents to use them. Attitude toward CAM tended to be positive in those with certificates of CAM, those with high academic qualification, those aged 40 or below, and those working in Chungcheong-do. Conclusion: This study showed that CHPs were interested in CAM while they worried about the therapeutic effects of it. Further studies to draw cross-sectional and national data on the use patterns of CAM from the various population and standardized instruments to investigate the types of CAM were suggested.