• Journal of The Korean Society of Integrative Medicine
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• v.12 no.1
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• pp.11-26
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• 2024

Purpose : This study investigated the empowerment, burnout, and job satisfaction levels among occupational therapists, and to ascertained the effects of empowerment and burnout on job satisfaction. The study aimed to provide foundational data to help increase job satisfaction among occupational therapists. Methods : We surveyed 180 occupational therapists working in the Jeollabuk-do. The survey included 49 questions covering general characteristics, empowerment, burnout, and job satisfaction. Differences in empowerment, burnout, and job satisfaction levels based on general characteristics were analyzed using independent sample t-tests and one-way ANOVA. We performed multiple regression analyses to ascertain the effects of empowerment and burnout on job satisfaction. Results : The average scores for job satisfaction, burnout, and empowerment were 40.32, 58.40, 41.82, respectively. Job satisfaction according to general characteristics showed statistically significant differences based on the annual income and the most difficult treatment. We found that empowerment factors such as perceived importance of the job confidence in one's abilities, and independence and autonomy in job performance, significantly affected job satisfaction. However, the most significant factor influencing job satisfaction was daily fatigue and stress. Conclusion : Job empowerment and burnout of significantly affected job satisfaction among occupational therapists. Occupational therapists have a effect on the daily lives of their clients through interventions, playing a crucial role for each individual client. Thus, increasing the empowerment and job satisfaction levels of occupational therapists and reducing their burnout levels can help improve the quality of life of the clients and enable occupational therapists to provide high-quality services.

• Journal of East Asia Management
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• v.4 no.2
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• pp.63-92
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• 2023

This study analyzes the effect of job crafting behavior on career satisfaction and job satisfaction that allows active participants to perform their jobs in a work environment where autonomy and delegation are emphasized, and how the degree of person-job fit plays a role in the relationship between the three variables. The results of an empirical analysis of 360 employees of domestic companies are as follows. First, job crafting was found to have a positive (+) effect on career satisfaction and job satisfaction, respectively, confirming the importance of job crafting in a situation where the work environment changes rapidly. Second, job crafting was found to have a positive (+) effect on desire-supply fit and ability-demand fit, respectively, which are components of person-job fit. This means that person-job fit can be improved through task, cognitive, and relationship crafting. Third, it was found that desire-supply fit and ability-demand fit had a positive (+) effect on career satisfaction and job satisfaction. This means that the higher the person-job fit the more satisfied the career and job. Finally, desire-supply fit has a partial mediating effect in the relationship between job crafting, career satisfaction, and job satisfaction and ability-demand fit has a partial mediating effect in the relationship between job crafting, job satisfaction. In summarizing the above research results, this study suggested in a changing organizational environment that it is necessary to provide individual active work performance (job crafting) opportunities for career satisfaction and job satisfaction, and that it is important to create an organization's support environment to enhance person-job fit.

• Journal of Digital Convergence
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• v.14 no.5
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• pp.207-215
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• 2016

The objective of this study is to examine the relevance between Job Characteristic and Organizational Effectiveness by Job Stress. The proxy variable of the Job Characteristic are skill variety, task identity, task significance, task autonomy, and task feedback. The proxy variable of Job Stress are role conflict, role ambiguity, and role overload. And the proxy variable of Organizational Effectiveness are job satisfaction, organizational commitment, and turnover intention. The sample consists of 379 data belonging to manufacturing and service industry located on Busan, Ulsan, and Gyungnam in 2015. The result of this study shows that there is difference on the relevance between Job Characteristic and Organizational Effectiveness according to the Job Stress. Therefore, it is more important to reduce the job stress to enhance the Organizational Effectiveness.

• Journal of The Korean Association of Information Education
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• v.18 no.1
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• pp.133-142
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• 2014

South korea's education system recently expands discretion activity classes for raising self-leading learning ability based on autonomy and creativity, and also recommends students to perform diverse field trips in order to learn the contents which can be obtained only from field learning. However most schools come hard to go on a field trip because they face many difficulties such as lack of time, expense, weather, and safety. In this paper, in order to get over these difficulties we design a teaching model for field based learning activities using a virtual reality tool. And using the developed virtual reality tool, we taught 4th grade students of an elementary school located in Seoul. As a result, most of students were engaged and interested in the class and improved their academic achievement during one semester.

• Journal of The Korean Association of Information Education
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• v.15 no.1
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• pp.93-100
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• 2011

Previous studies on educational programming language reported that programming education can help students develop their abilities in cognitive, logical and reflecting thinking for problem solving. In this study, we examined the effects of Scratch programming language education on self-directed learning ability through six-grade elementary school students. The study results are that the treatment group shows more improvement with statistical significance on the subscales of self-directed learning such as openness, internal motivation, and autonomy, than the control group. These effects are especially larger with the students with high ICT literacy, whose degree is higher than that as a result of using digital textbook, UCC, and cyber home education reported in previous studies.

• Journal of The Korean Association of Information Education
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• v.18 no.3
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• pp.381-390
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• 2014

It is a general tendency that a traditional class management system is operated by teachers' arbitrary decision. However, at the present day, it is needed that both students and teachers make an autonomy standard manual and manage the class by themselves in order to cultivate the qualified democratic citizen. Therefore existing class management systems do not meet present classes with diversity. In this paper, we design a new web application framework using REDIS(Remote Dictionary System) for class management. REDIS is a kind of data repository to store various key values and also generally provides a solution of developing web applications with shared memories. We designed a web application framework to maximize both convenience of use and accessibility. The scalability of the class management system can be effectively enhanced using diverse template functions which are basically provided by the framework.

• Journal of Korean Academy of Nursing Administration
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• v.9 no.2
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• pp.233-241
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• 2003

Purpose : This comparative study was designed to compare job characteristics and job satisfaction in correctional nurses and hospital nurses. Methods : The participants for this study were 96 nurses (46 correctional nurses, 50 hospital nurses). The survey instruments included Job Diagnostic Survey(JDS) developed by Hackman & Oldman (1980) and amended by Lee(1997) and Index of Work Satisfaction(IWS) developed by Stamps and Piedmonte (1978) and amended Park & Yun (1992). Data were analyzed using of means, percentages, $x^2$ - test, t-test, Pearson correlation coefficient with SPSS program. Results : 1) Differences in job characteristics between correctional nurses and hospital nurses were not significant, but the mean score for correctional nurses' skill variety was significantly higher (t=-1.99, p<0.05) than hospital nurses 2) Differences in job satisfaction between two group were not significant, but the mean score for correctional nurses' pay satisfaction was significantly lower (t=-3.67, p<0.01.) than hospital nurses 3) There were significant negative correlations(r=-.544, p<.01) between correctional nurses' job characteristics and job satisfaction related to pay, but significant positive correlations (r=.331, p<.05) between job characteristics and professional status of job 4) There were significant positive correlations (r=.283, p<.05) between hospital nurses' job characteristics and job satisfaction, job characteristics and professional status of job (r=.530, p<.O1), and positive correlations between autonomy of job characteristics and job satisfaction (r=.522, p<.01). Conclusion : The results suggest a redesign of correctional nurses' job and improvement of outcomes. it is also recommended that job be done toward expanding and improving the reward system

• Research in Community and Public Health Nursing
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• v.9 no.2
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• pp.518-532
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• 1998

The purpose of this study is to investigate the professional self-concept and job satisfaction of clinical nurses. The subjects consisted of 569 nurses who work at a university hospital and 6 general hospitals in Daegu, Kyungpook and Kyungnam. The findings are as follows : The average item score of professional self concept was 2.68. The mean item scores of professional self-concept in each dimension were as follows: 2.77 for professional practice: 2.33 for satisfaction: 2.91 for communication. The average item score of job satisfaction was 2.79. The mean item scores of job satisfaction in each dimension were as follows: 3.39 for interaction : 3.27 for professional status; 3.19 for autonomy : 2.90 for doctor-nurse relationship: 2.57 for administration: 2.41 for task requirements: 2.16 for pay. The stronger a subject's professional self-concept, the stronger the job satisfaction. The relationship between general characteristics and professional self-concept shows a significant difference with regard to age, religion, marital status, period of nursing career, and position. The relationship between general characteristics and job satisfaction shows a significant difference with regard to age, religion, educational level, work setting, period of nursing career, position, and region. In conclusion, this study suggests that we need to develop a program for improving professional self-concept of clinical nurses through nursing education.

• Journal of the Korean Society of Costume
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• v.66 no.3
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• pp.32-50
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• 2016

The purpose of this study is to reveal the process of enactment and revision, the contents of the police uniform system by the Government-General of Joseon, and to examine the relationship between the uniform system and the ruling policies of Imperialist Japan. The research methodology involved document research of official gazettes that published legislation on the police uniform system. Political background was referenced from various preceding studies. The research results are as follows. The Japanese invasion of Korea, in regards to the police, appeared as infiltrations through the three routes of consular police, temporary military police, and inside the Korean police. Each organization had different uniform systems, and after the installation of the Japanese police in 1907, the uniform system of high level officers of the Korea police was changed to the Japanese-style. After the installation of the Government-General of Joseon in 1910, a police uniform system was not enacted until 1918, with the exception being made for police officers due to the military police system. The 'Police Officer Uniform System of the Government-General of Joseon' enacted in 1918 stood out for its golden insignia on solidly colored fabric, which effectively indicated rank, as well as the Japanese flag pattern and the cherry blossom pattern, which symbolized imperialist Japan, on the cap badge and insignia. The 1918 uniform system had many differences from the Japanese system of the time in terms of design, perhaps due to the political autonomy of the governor-general. The 1918 uniform system was completely revised in 1932. This uniform system was modified in various ways. The system was almost identical to the Japanese system at that time. This is the result of Japan's intent to dominate Korea, which involved assimilating Korea into Japan with the purpose of conducting a full-fledged invasion of the continent after the Manchurian Incident.

• Journal of Korean Public Health Nursing
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• v.30 no.2
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• pp.274-287
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• 2016

Purpose: The purpose of this study was to examine the effects of Motivational Interviewing(MI) training program on communication skill and self-efficacy of home visiting nurses(HVNs). Methods: This study has a mixed-methods design that includes a one-group pre-post test study and focus group interviews(N=23). From April 16th to June 11th in 2014, total six two-hour sessions of MI training program were provided to the participants. The quantitative outcomes were collected using Global Interpersonal Communication Competence Scale(GICC-15) and Self-efficacy Scale, and the qualitative data were obtained by 5 focus group interviews. Group pre-post changes were evaluated by paired t-tests and the qualitative data were analyzed by content analysis method. Results: MI training program led to significant enhancement in communication skills(Z=-3.62, p<.001) and self-efficacy(Z=-3.67, p<.001). The qualitative study revealed that the participants had positive experiences to express empathy, support self-efficacy, and respect autonomy for their clients applying reflective-listening and affirmation skill. Conclusion: The HVNs who participated in the MI training program showed improved communication skills and self-efficacy in the quantitative and qualitative studies. A randomized clinical trial is needed to confirm the value of MI training program for HVNs.