• The Korean Journal of Food And Nutrition
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• v.31 no.1
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• pp.70-79
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• 2018

The purpose of this study was to obtain data on the contribution of job characteristics (work, autonomy, reward, community, fairness, value) towards job burnout (emotional exhaustion, cynicism), job engagement (vigor, dedication, absorption) and turnover intention in school foodservice employees. Typically, 594 school foodservice employees in the Busan area participated in our survey. Workload (${\beta}=-0.512$, p<0.001) had the highest negative influence on emotional exhaustion, whereas reward (${\beta}=-0.216$, p<0.001) and community (${\beta}=-0.214$, p<0.001) had the highest negative influence on cynicism. Community (${\beta}=0.305$, p<0.001) and workload p<0.001) had the highest positive influence on vigor. Community (${\beta}=0.261$, p<0.001) and (${\beta}=0.238$, p<0.001) had the highest positive influence on dedication. (${\beta}=0.287$, p<0.001) and community (${\beta}=0.224$, p<0.001) had the highest positive influence on absorption. Workload (${\beta}=-0.195$, p<0.001) and community (${\beta}=-0.182$, p<0.001) had the highest negative influence on turnover intention. Overall, the results show that job characteristics are very important factors affecting foodservice employee's burnout, engagement, and turnover intention. So should try to reduce the employees' workload and increase the rewards for them along with activating communication among each other.

• Culinary science and hospitality research
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• v.23 no.4
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• pp.193-202
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• 2017

This study conducted a survey on 414 industrial organization food service workers in the Kyungnam area to find out the effect relationship of the job characteristics of organization food service workers and its effects on job commitment and job satisfaction by recognizing the need for job application through the job characteristic model, which was the beginning of the intrinsic motivation theory for the job of organization food service workers. To accomplish the purpose of this study, the method to analyze the survey was undertaken by using the SPSS 23.0 and Amos 21.0 statistic package program via a data coding process for collected data processing. We can confirm from the analysis results that there is a statistically significant causal relationship in all factors, except task identity, which is a sub factor of job characteristic. This result reaffirms the results of previous research by showing that the worker must be allowed to ensure completion of the entire job when performing the job as the job itself is not one part of the processes. Decision-making autonomy must be given in the work process when the worker performs their job in order to raise job satisfaction and furthermore to increase job commitment. The limitation of this study is that there are limits that making generalization as the study was conducted on industrial organization food service workers in the Kyungnam area as extracted samples.

• Korean Journal of Social Welfare
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• v.66 no.1
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• pp.277-306
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• 2014

The purpose of this study was to develop the first social work values scale in Korea. Its development would be expected to increase empirical studies on social work values. Based upon the literature review of social work values, the examination of codes of ethics as well as existing scales, and the comments from professionals in this field, 62 preliminary items were developed. Preliminary items were evaluated with a total of 521 social workers who were working in various fields of social work in Seoul and surrounding areas. A series of exploratory factor analyses were conducted to find out the optimal structure of the scale. After deleting 29 items with low factor loadings or being cross-loaded, the scale is composed of three factors with each factor having 11 items. Confirmatory factor analysis confirmed the factor structure of the scale obtained by exploratory factor analysis. The first factor was named autonomy, the second factor was named equality, and third factor was named paternalistic intervention. Each component of the social work values scale is found to be reliable and valid.

• Asia-Pacific Journal of Business
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• v.1 no.2
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• pp.65-81
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• 2010

This paper examines factors like career orientation, social & cultural perception and self-efficacy that influence on entrepreneurial intention of college students, and also comparison of determinant factors of the entrepreneurial intention among Korean and Chinese students. First, in terms of technical competence orientation, security orientation, autonomy orientation, Korean students showed higher than Chinese students, while Korean students showed lower entrepreneurial creativity orientation. In terms of corporate image and entrepreneurial intention, Korean students showed lower than Chinese students. Second, entrepreneurial creativity orientation out of career orientation among Korean and Chinese Students had significant positive effects on entrepreneurial intention, while security orientation had marginally negative effects on entrepreneurial intention. Entrepreneurial self-efficacy and corporate image had the positive effects on entrepreneurial intention together. The Chinese students, however, had the positive effects in network environment for analysis in this study only.

• Korean Journal of Human Ecology
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• v.5 no.1
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• pp.1-13
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• 2002

The purpose of this study was to verify the effectiveness of the parent education program through play to improve the relationships between mothers and children. The subject of this study consisted of 30 mothers with 4-7 aged child attending S-day-care center located in Ik-San. In order to examine the effectiveness of the parent education program through play, two groups were divided into 15 participants each. The experimental group participated in the parent education program for total 8 sessions(2 sessions per week over the 4 weeks) while the control group didn't. The instrument were 'Maternal Affection & Control Resources Scale developed by Cho, Bok Hee(1991) and 'Teacher-Child relationship Scale' by Pinata & Steinberg. Teacher-Child relationship Scale was modified to be appropriate for use with this program. Parental acceptance level was measured by modified Parental Acceptance Scale (P.P.A.S.) by porter(1954). The data were analyzed by SPSSWIN program. The statistical methods for data analysis were frequency, t-test. paired t-test. The main results of this study were as follows : First, the mothers who participated in the parent education program through play showed improvement in affectionate attitudes than before. Second, the mothers who participated in the parent education program through play have been improved in familiarity and have been decreased in conflict of relationships of mother-child than those who did not participated in. Third, the mothers who participated in parent education program through play improve the recognition on respect to children's emotion, emotional expression right, uniqueness of children's temperament and needs to children's independency and autonomy.

• Journal of Digital Convergence
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• v.14 no.8
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• pp.479-485
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• 2016

In 2007, London Thames Gateway delivery plan was started, and it was in progress to solve climate change, population density, housing problems, green space, regional imbalances, and transportation issues from east London and Kent to Essex. The plan was carried out faithfully local autonomy enlargement of local governments. This case is evaluated as a successful case of waterfront regeneration with well balanced on development and conservation. This study concludes as follows by comparing with this case and a new Han River management foundation plan. First, Seoul's new plan needs to change to diffuse thinking on comprehensively understanding. Second, local and central government, which are adjacent to Han River, need management scheme in cooperation. Third, the countermeasures for solving traffic problems in Seoul are required through the provision of transportation method to take advantage of the waterfront.

• Journal of the Korea Society of Computer and Information
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• v.17 no.9
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• pp.171-179
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• 2012

The purpose of this study is to investigate what affect social welfare workers' want of career change. The structural equation modeling(AMOS 16.0) was used to examine if job characteristics and organizational characteristics have direct affect on turnover intention or the indirect affect of organizational commitment. A survey was conducted on the social welfare workers of private social agencies in the capital area and 256 of 297 questionnaires that showed clear intentions on turnover were scrutinized. According to the analysis, job autonomy(job characteristics) and fairness in promotion (organization characteristics) influences organizational commitment. Job demand, job instability, wage level, and organizational commitment have and effect on turnover intention. The results of this study suggest that in order to reduce the turnover intention among social welfare workers, empowerment, systematic organization of tasks and active communication should be reinforced.

• Quality Improvement in Health Care
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• v.9 no.2
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• pp.148-163
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• 2002

Background : The personnel of emergency department have been under tremendous pressure to manage unexpected emergency situations and excited patients. And interpersonal conflict has existed always, because emergency department was consisted of various personnel of their own specialty. The patient's satisfaction has to come from the personnel's satisfaction. The purpose of this study was to evaluate emergency department personnel's job satisfaction and its related factors and to improve quality of emergency medical service Methods : A self-administered questionnaire survey to the emergency department personnel was conducted between September 1 and October 31, 2001. The response rate was 90.2%. Using SAS program (Version 6.12), the collected data was analyzed by frequency, ANOVA, multiple comparison, Pearson correlation procedure, and stepwise multiple regression analysis. Result : The analysis of related factors of job satisfaction showed high score of interpersonal interaction (3.246), professional prestige (3.095), autonomy (2.916), task requirements (2.701), organizational requirements (2.444), and pay (1.953) in order of item mean. Professional prestige (0.498), task requirements (0.464), and organizational requirements (0.408) were highly positive correlated with overall level of job satisfaction. The factors influencing the job satisfaction were professional prestige and task requirements which explaining efficacy were 37.6% and 32.2% respectively. The total explaining efficacy was 33.6%. Conclusion : It was found out that emergency department personnel's job satisfaction can be raised by promoting professional prestige and task requirements. The personnel of emergency department have to be satisfied through their job, and the administration of the hospital has to pay more attention to their employees' job satisfaction and it related factors.

• The Journal of the Korea Contents Association
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• v.16 no.12
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• pp.480-491
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• 2016

This study aims to determine the factors associated with preparation for turnover in youth employees, using a data from the Youth Panel 2007-2013. Study population were composed by 17,037 employees and a generalized estimating equations (GEE) using panel logit model was performed. It was identified that socioeconomic(age, sex, level of education, monthly income and type of employment) and work-related factors(perception of difficulties in performing tasks compared to level of education, perception on the Job-Major match, stabilization of employment, autonomy and empowerment of jobs, peer relationship in workplace) were statistically significant variables. Based on the analysis, dissatisfaction on working environment or condition might lead to employees prepare to turnover and it is a series of activities that to improve welfare and find a suitable job for oneself.

• Journal of Digital Convergence
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• v.18 no.9
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• pp.199-210
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• 2020

The objective of this study was to identify generational difference of work value and job engagement. Total 256 nurses participated in Korea. Analysis of variance(ANOVA) was conducted to investigate the generational differences of work value and job engagement and factors of work values influencing to job engagement was identified by multiple regression analysis. Nurses considered financial benefits, job security, and work environment as the most important thing and autonomy, possibilities of promotion, and contribution to society were considered less important in their work life. Y and Z-generation nurses respected more to interests at work and time availability for private life than X-generation in work life.