• The Journal of the Korea Contents Association
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• v.15 no.4
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• pp.303-315
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• 2015

This study aimed to examine structural relationship among role stresses (i.e., role conflict, role ambiguity), burnout, depression, and turnover intention among non-commissioned officers. A total 299 non-commissioned officers were participated in this study. Correlation analysis through SPSS WIN 18.0 and SEM through Amos 20.0 were conducted. The results showed that role stresses were significantly positive correlated with burnout, depression, and turnover intention. In addition, it was found that burnout mediated partially between role conflict and turnover intention. It was also revealed that burnout mediated fully between role ambiguity and depression and between role ambiguity and turnover intention as well as between role conflict and depression. From above the results, the implications of this study was discussed in terms of the necessity for building strategy to decrease turnover intention and depression of non-commissioned officers. Finally, limitations and suggestions for further researches were discussed.

• The Journal of the Korea Contents Association
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• v.19 no.1
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• pp.60-73
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• 2019

This study is a descriptive research study to identify the role conflicts, positive psychological capital, organizational effectiveness, and factors affecting organizational effectiveness of nurses in small hospitals. The subjects of the study were nurses working in three small and medium-sized hospitals located in A city and 255 copies were used for final data analysis. The results showed that the roles of role conflict, isolation, role ambiguity, and resource shortage had a significant negative effect on organizational effectiveness. Role ambiguity and resource shortage of role conflict were significant (-) on positive psychological capital. Positive optimism, positive self efficacy, hope and optimism have a positive (+) effect on organizational effectiveness. Based on the results of this study, it is necessary to develop a variety of programs to reduce role conflict and demonstrate positive psychological capital in order to improve the organizational effectiveness of nurses in small and medium-sized hospitals.

• Journal of Digital Convergence
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• v.19 no.11
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• pp.499-509
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• 2021

The purpose of this study was to examine the mediating effect of flourishing on the relationship between role conflict and burnout as perceived by school counselors. A total of 242 school counselors participated in this study. The collected data were analyzed using the SPSS and PROCESS macro programs. The study results showed a significant positive correlation between role conflict and burnout and a significant negative correlation between flourishing and role conflict and burnout. In addition, depending on the three subtypes of role conflict (i.e., role-expectation conflict, individual-role conflict, and role ambiguity conflict), the effects on various sub-signs of burnout differed. It was found that flourishing mediated all of these variables of role conflict influencing burnout. These results suggest that flourishing can be considered an indicator for professionalism management of school counselors and a result showing that a positive psychological approach at the school level can be helpful in improving the effectiveness of school counseling by contributing positively not only to students but also to school counselors.

• Research in Community and Public Health Nursing
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• v.15 no.2
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• pp.289-297
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• 2004

Purpose: This study was conducted to determine factors affecting workers' physiological somatic complain using the Job Stress Model proposed by the National Institute for Occupational Safety and Health (NIOSH). Method: Data were collected from the 1st to the 30th of December 1999. The subjects were 2.123 workers employed at 155 work sites. Collected date were analyzed through SAS/PC program. Result: According to individual characteristics, younger and women groups showed significantly higher physiological somatic complaint than elder men groups. By work condition, groups with higher physiological somatic complaint included workers of irregular shift work. Dark lighting, improper temperature in winter, improper ventilation, inappropriate humidity, unpleasant work environment and crowded work place were significantly related with physiological somatic complaint. By work-related factor, physiological somatic complaint was high in those with higher variance in work load, quantitative work load, role conflict, job burden, role ambiguity and future ambiguity. On the other hand, physiological somatic complaint was low in those with little underutilization of ability. As for the relationships between physiological somatic complaint and non-work related factors, physiological somatic complaint was high in workers who had a side job, were bringing up infants alone, cleaned the house alone, cared for the elderly and disabled persons, were studying, were volunteering at another organization, and were spending 5-10 hours in religious activities per week. Physiological somatic complain was in significantly negative correlations with overall social support, supervisory support and family support, but in significantly positive correlations with co-worker support. Conclusion: The main predictors of physiological somatic complain were gender, shift work pattern, overtime work, ventilation, role ambiguity, role conflict, future ambiguity, job control, variance in work load, overall social support, worker with side job, worker who cleans the house alone, worker who is studying. These predictors explained 19.10% of the total variance of physiological somatic complain.

• Journal of Korean Academy of Nursing Administration
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• v.13 no.4
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• pp.421-430
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• 2007

Purpose: The objective of this research is to explore the degree of conflict of nurses, and the relationships among conflict, job satisfaction, and organizational commitment for providing effective management of nurses. Methods: The research was conducted from July 1 to 31, 2006, with a survey of 280 nurses at seven general hospitals in Seoul. The survey tools were used Rizzo et al(1970)' tool for role conflict and role ambiguity Park(1988)'s tool for vertical conflict, and horizontal conflict, Park-Yoon's tool for job satisfaction(1992) and Mowday et al(1979) for organizational commitment. The acquired data were analyzed with SPSS using descriptive methods, t-test, ANOVA, LSD, Pearson correlation coefficient. Results: Overall conflict of nurses showed 3.00 .Job satisfaction of nurses revealed 3.12, and organizational commitment showed 3.34. The relationships between conflict and job satisfaction showed -65.6%. The relationships between conflict and organizational commitment revealed -56.2%. Conclusion: Conflict management is important factor of management for increasing job satisfaction and organizational commitment. It is needed that orientation and education program of detailed job description for nurses.

• Journal of Industrial Convergence
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• v.21 no.10
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• pp.141-150
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• 2023

The purpose of this study is to empirically analyze the impact of role stress (role conflict, role ambiguity, and role overload) on career commitment and turnover intention in small and medium-sized hospital workers in Busan. The subjects of the study were 418 nursing and administrative workers engaged in hospitals and general hospitals in Busan. Frequency analysis, correlation analysis, and regression analysis were conducted for empirical analysis. The results of the study are as follows. First, significant differences in some research variables were identified according to gender, age, educational background, marital status, and working years. Depending on the job type, there were significant differences in all variables such as role conflict, role ambiguity, role overload, career commitment, and turnover intention. Second, role stress was found to have a significant negative effect on career commitment and a significant positive effect on turnover intention. Among the role stress, it was confirmed that the role overload had the strongest influence on career commitment and turnover intention. This study is meaningful in that it analyzed the influence of role stress, including workers in all occupations, including nursing jobs, and empirically revealed the meaning of role stress as an explanatory variable of career commitment and turnover intention.

• Journal of Korean Academy of Nursing
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• v.31 no.4
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• pp.571-583
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• 2001

Purpose: The purpose of this study was to examine the levels of burnout experienced by Korean hospital nurses (N=198), and to identify predictors of their nursing outcomes such as job performance, work satisfaction, and productivity. Method: Hierarchical multiple regression was used to identify predictors of each nursing outcomes. Included predictors were nurses' general characteristics, work- related characteristics (role stress and perceived control), and burnout. Results: Korean nurses experienced higher levels of burnout compared to the cutoffs suggested by Maslach and Jackson (1986) and to those in the USA. For each nursing outcome, predictor variables explained 39% of the variance in role performance, 30% of the variance in work satisfaction, and 38% of variance in productivity. Higher personal accomplishment, lower role ambiguity, being staff nurses, and lower emotional exhaustion were related to higher job performance, and higher productivity. Lower role conflict and role ambiguity were also related to higher work satisfaction. Conclusion: Based on the findings of this study, managemental interventions for nurses to reduce their burnout experience are needed. Further study in this area is warranted.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.13 no.11
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• pp.5114-5123
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• 2012

This paper tried to identify the impacts of job stress on burnout and organizational commitment in the casino industry. Prepared questionnaires were distributed to 300 sample employees working in domestic casino, then used for data analysis 283. The results of this study are as follows: Firstly, dissimilarity have a positive effect on emotional exhaustion. Secondly, role conflict and dissimilarity have a positive effect on lack of accomplishment. And role ambiguity have a negative effect on lack of accomplishment. Also role conflict and dissimilarity have a positive effect on depersonalization. And role ambiguity have a negative effect on depersonalization. Thirdly, role ambiguity have a positive effect on affective commitment. But, job stress have not effect on continuance commitment. This study will be able to contribute raising competitiveness of casino corporate and efficiency of human resource management.

• Journal of the Korea Safety Management & Science
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• v.17 no.1
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• pp.67-74
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• 2015

This paper reviewed the relationship between job demands and safety motivation, and the moderating effect of A-type trait in Korean Air Force. Based on the responses from 722 responses, the results of multiple regression analysis appeared as follow; 1) role overload effects positively and role ambiguity effects negatively on intrinsic safety motivation. 2) role conflict effects negatively on extrinsic safety motivation. 3) role ambiguity effects negatively on intrinsic safety motivation in B-type than in A-type trait.

• Journal of Korean Academy of Nursing
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• v.26 no.2
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• pp.467-482
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• 1996

This study was carried out to measure the degree of organizational commitment, job involvement, and role stress of clinical nurses, and to identify the relationships among personal characteristics, role stress, organizational commitment and job involvement in clinical nurses. The subjects were consisted of 412 nurses who were working at three General Hospitals in Chonbuk. The data were collected by self-reporting questionnaire from Sept. 20 to Sept. 31, 1995. The instruments used in this study were Organizational Commitment Scale developed by Mowday et al. and Job Involvement Scale developed by Kanungo. The role stress was measured by the scale developed by Rizzo( : role conflict, role ambiguity) and Beehr( : role overload). T-test, one-way ANOVA, Scheffe test and pearson's correlation coefficient were used for data ana1isis. Major findings were as follows : 1. Mean scores for organizational commitment were 3.008, job involvement 3.074, and role stress 2. 815( :role conflict 2.802, role ambiguity 2.253, role overload 3.294) on a 5 point scale. 2. All of personal characteristics were significantly related to the level of organizational commitment : age（r＝.481, p＝.000）, clinical experience（r＝ .479, p＝.000）, educational level（t＝4.11, p＝ .000）, position（F＝30.867, p＝.000）, marital status（t＝-5.63, p＝.000） and hospital agency （F＝21.374, p＝.000）. 3. All of personal characteristics were significantly related to the level of job involvement : age（r＝ .381, p＝.000）, clinical experience（r＝.393, p＝ .000）, educational level（t＝3.72, p＝.000）, position（F=18.004, p＝.000）, marital status（t＝-4. 91, p＝.000） and hospital agency（F=39.441, p＝ .000）. 4. There was a negative relationship between role stress and organizational commitment（r＝-.519, p＝.000）. 5. There was a negative relationship between role stress and job involvement（r＝-.256, p＝.000）. 6. There was a positive relationship between organizational commitment and job involvement （r＝.591, p＝.000）.