• Health Policy and Management
• /
• v.31 no.1
• /
• pp.24-34
• /
• 2021

Background: The purpose of this study is to identify factors that affect work dissatisfaction and turnover intention for dedicated nurses working in emergency departments of vulnerable areas of health care. The purpose of this study is to identify risk factors related to the working environment that influence job dissatisfaction and intention to turnover among dedicated nurses working in emergency rooms in areas of medical vulnerability. Methods: We conducted a survey of nurses working in emergency rooms in vulnerable areas of medical care, and the survey was conducted for two consecutive years. A logistic regression analysis was performed with the working environment variable as the independent variable and the work environment dissatisfaction and turnover intention as dependent variables, respectively. Results: The variables that significantly affected both dissatisfactions with the working environment and turnover intention at the current institution were age, overlapping work in other departments, and the total work experience of nurses. Annual salary, the average number of double-duty (continuous work) per month, type of work, and work experience of nurses at the current institution had a significant effect only on dissatisfaction with the working environment. Conclusion: The results of this study are thought to be of great help if the government takes reference when establishing medical policies in vulnerable areas in the future.

• Korean journal of food and cookery science
• /
• v.31 no.5
• /
• pp.635-641
• /
• 2015

This study considers the influence of the job satisfaction of employees at deluxe hotels and family restaurants on turnover intent, and seeks to analyze the moderating effects of company type (deluxe hotel and family restaurant) on the relationship between job dissatisfaction and turnover intent. Based on a total of 408 employees, this study reviewed the reliability and validity of the results obtained from empirical research using the Amos program. The hypothesized relationships in the model were tested simultaneously using structural equation modeling (SEM). The major findings are as follows. Job dissatisfaction was separated into five factors: the work itself, promotion, pay and benefits, supervision, and co-workers. The empirical results indicate that job dissatisfaction positively influences the turnover intent of employees. More specifically, the work itself (${\beta}=0.346$, p<0.001), and supervision (${\beta}=0.281$, p<0.001) significantly affects employees' turnover intent, whereas promotion, pay and benefits, and co-workers did not. Therefore, the turnover intent of employees at hotels and family restaurants decreased when they were motivated by strategies related to job dissatisfaction. In addition, the findings demonstrated that the company type moderated the effect of job dissatisfaction (e.g., co-worker) on turnover intent. Limitations and future research directions are also discussed.

• Journal of the Korean Applied Science and Technology
• /
• v.37 no.3
• /
• pp.526-542
• /
• 2020

The purpose of this study was to examine contents through inductive analytic method and make systematic improvement method on satisfaction & dissatisfaction of university students participating in stipulated PGA pro-golf competitions as volunteers. The objects of this study were university students participating in 2019 The CJ Cup@Nine Bridges as volunteers. Excluding 76 copies judged to be disloyal out of 300 collected copies, the researcher analyzed the contents of 224 copies. To begin with, the contents were categorized in 10 detailed areas & 5 general areas by implementing the 2nd inductive categoric analysis mainly on the basis of 408 raw materials, the overall detailed areas of satisfaction on participation. Checking specifically, first, "satisfaction on experience in golf competition" was divided into golf competition, golf information, golf course. Second, "satisfaction on player" was divided into direct watching and famous player. Third, "satisfaction on environment" was divided into satisfaction on place & satisfaction on facilities. Fourth, "satisfaction on participation" was divided into satisfaction on service & satisfaction on competence. Finally, "satisfaction on interpersonal relation" was divided with application same to that of detailed area. In the case of dissatisfaction on participation, the contents were categorized in 10 detailed areas & 3 general areas by implementing the 2nd inductive categoric analysis mainly on the basis of 369 raw materials, the overall detailed areas. Checking specifically, first, dissatisfaction on competition operating system was detailedly divided into dissatisfaction on job system, dissatisfaction on operating system, dissatisfaction on delivery system. Second, dissatisfaction on treatment for volunteers was divided into dissatisfaction on treatment for volunteers & dissatisfaction on work hours. Third, dissatisfaction on welfare for volunteers was divided into dissatisfaction on food & beverage, dissatisfaction on costumes and dissatisfaction on incidental facilities.

• The Korean Journal of Applied Statistics
• /
• v.21 no.3
• /
• pp.469-484
• /
• 2008

This study was intended to examine various work and environmental variables explaining newcomers' turnover intentions. Data were collected from 901 newcomers using online survey. Results of multiple regression analyses showed that individual-job fit, reward dissatisfaction, fringe benefit dissatisfaction, vision in organization, participation in decision making, realistic job preview, leader dissatisfaction, co-worker relationship and work environment explained significant variances of turnover intentions. Data were classified into full-time and part time employees based on employment type and into a large and a small-medium company based on company size. There were small differences in significant variables explaining turnover intentions based on company size as well as employment type. Finally implications and future research were discussed.

• Journal of Family Resource Management and Policy Review
• /
• v.24 no.2
• /
• pp.1-21
• /
• 2020

The purpose of this research was, first, to classify work-life satisfaction among married wage workers aged 20-59 years into several distinct types based on two dimensions of work and life, using data from the 20th(2017) wave of the Korean Labor & Income Panel Study. Second, the study aimed to assess the differences in socio-demographic characteristics (sex, age, educational level, average monthly income), and workplace-related variables (weekly working hours, full-time employment, job stability, business type, family-friendly leave policies) by work-life satisfaction type. Accordingly, four types of work-life satisfaction were identified: work-life satisfaction, work-life dissatisfaction, work satisfaction, and life satisfaction. There was a significant difference in the type of work-life satisfaction among married waged workers based on sex, age, educational level, and average monthly income. Additionally, there was a significant difference in the type of work-life satisfaction for all workplace-related variables, namely, weekly working hours, full-time employment, job stability, business type, and family-friendly leave policies. In particular, proportionally higher values of work-life satisfaction were evident among the workers in companies with family-friendly leave policies such as paid leave, menstrual leave, maternity leave, childcare leave, and family events leave, whereas there was a high rate of work-life dissatisfaction among the workers in companies without family-friendly leave policies.

• Journal of Korean Academy of Nursing
• /
• v.18 no.1
• /
• pp.5-18
• /
• 1988

Herzberg and his associates concluded from their findings that job satisfaction consisted on two independent dimension ; the first dimension was related to job satisfaction, the second to job dissatisfaction. According to the Herzberg theory, the satisfiers are related to the nature of the work itself and the rewards that flow directly from the performance of that work. The dissatisfaction factors are associated with the individual's relation to the context or environment in which he works. The purpose of this study was to investigate selected factors which result in job satisfaction / dissatisfaction of nurses employed in general hospital. In a study of this nature, it is important that the population be as homogenous as possible in order to reduce the effects of the different environments and backgrounds on job satisfaction. A job satisfaction questionnaire developed by Slabitt et als. was used for this study. It contains 45 statements and utilizes a Likert type scale of 5. Participants were asked to select response which were congruent with their perceptions of the item. It was decided to conduct the study in one general hospital in Seoul. A sample of 505 clinical nurses were selected to participate in this study. The results of this study were as follows ; 1. The overall mean score for the 45 five-point scales of job satisfaction items was 2.945, showing that the subjects of this study were neither satisfied nor dissatisfied. 2. To identify the specific job related factors that result in Job satisfaction / dissatisfaction, the 45 items of job satisfaction were divided into 6 areas and the mean scores and % of agreement were compared. The specific job related factor that resulted in job satisfaction was the job status and those that resulted in job dissatisfaction were salaries, task requirements and organization requirements. But the areas of autonomy and interaction did not belong to either side of the specific job related factors. 3. To identify the relationship between the job satisfaction and the subject's general characteristic, data was analyzed using the t-test and the Pearson correlation coefficient. It was found that the relationship between the job satisfaction and the request for rotation and intention to remain on the job were statistically significant at .05 level, but the relationship between the job satisfaction and age, work experience, and educational background were nor statistically significant at the .05 level.

• Korean Journal of Health Education and Promotion
• /
• v.21 no.3
• /
• pp.195-211
• /
• 2004

Stress is a primary health promotion issue in worksite research because psychological distress is closely related not only to workers' health status but also to their job performance. This study identified the significant health behaviors affecting workers' job-related stress in Korean manufacturing industry with the national survey data conducted by the Korean Occupational Safety and Health Agency in 2003. A total of 7,818 factory workers in 1,562 manufacturing companies participated in the Korean nation-wide occupational health survey and 3,390 workers answered that they had any stressors in their workplace among the 7,818 workers finally participated in the analysis. Participants were selected by the stratified proportional sampling process by manufacturing industry classification, company size, and company locations (8 metropolitan and 8 non-metropolitan regions) in Korea. Trained interviewers visited the target companies and interviewed the factory workers randomly selected in each company. Smoking, drinking, weight control, exercise, sleeping, break time at work, and perceived fatigue were included in the health behavior construct. Stress symptoms was consisted of physical and psychological stress with 8 items. All survey responses were anonymously coded into the SPSS statistical program and testified using stepwise multiple regression analysis. Male workers were 73.5% and the 30s were 40.0% among the age groups. The married and the high school graduate were majority with 52.1% and 61.8% each. Current smokers were 44.7% and More than 50% of the participants drank alcohol sometimes. No exercise group was 59.3% and the participants who dissatisfied with their daily sleeping hours were 43.5%. In t-test and analysis of variance, the significant general characteristics associated with physical and psychological job stress were young age (p<0.001), single marital status (p<0.001), and short working period at the present company (p<0.001). The health behaviors related to physical job stress were current smoking, weight change during the past one year (p<0.001), weight control effort (p<0.001), exercise (p<0.001), daily sleeping dissatisfaction (p<0.001), break time, and perceived fatigue (p<0.001). All 10 health behavior factors were significantly associated with psychological job stress (p<0.05). Weight change, weight control effort, exercise, daily sleeping dissatisfaction, little break at work, and high perceived fatigue were significant factors affecting job stress. Daily sleeping dissatisfaction, little break at work, little exercise, weight change for the past one year and young age were selected as the significant health behavior and general factors affecting physical job stress symptoms in stepwise multiple regression analysis. The five factors explained 18.9% of the physical stress score variance. Six factors were selected as the significant health behaviors affecting psychological job stress: daily sleeping dissatisfaction, little exercise, frequent drinking alcohol, high perceived fatigue, little break at work, and little weight control effort. The six factors explained 10.6% of the psychological stress score variance.

• The Journal of Information Systems
• /
• v.31 no.3
• /
• pp.89-108
• /
• 2022

Purpose The purpose of this study is to clarify the conceptualizations of mandatory and reward that have come into focus in the definition of digital shadow work. And explore how users in a shared services environment view cost and coercion from the perspective of digital shadow work. Design/methodology/approach We conducted one-on-one interviews with 4 participants, with each interview being an average of 25 minutes. Based on literature review, stakeholder observation, and interviews on digital shadow work so far, very objective results can be derived through triangulation based on the basis of multiple sources. Findings According to the results of the preliminary study, there are some rewards for each type of digital shadow work, but time saving and service convenience are considered more than financial rewards. Unfair demands in determining whether to implement them in consideration of the difficulty and expected benefits of the demanding digital work can cause dissatisfaction with the service. Academic implications and future research directions are also discussed.

• Journal of the Korean Society of Costume
• /
• v.58 no.1
• /
• pp.90-103
• /
• 2008

This study aims to examine the current state of wearing working clothes for the workers who work in Electric Technology Division, Korea Railroad Corporation, to identify inconveniences and problems in relation to the working clothes, and based on the examination, to find a way to improve them, creating a design of summer working clothes that will have more advanced functionalities including activity adaptability and comfort. Survey was conducted through direct observation and interview for Electric Railway Power Team. A total of 352 copies were collected and analyzed. Based on the results of questionnaire, an experimental clothes, the functionality of which has improved in terms of design, material, and patterns, was created. The followings are the results of the study. Easy activity, design, and comfort are required as functions of working clothes. In design related questions, the survey shows high dissatisfaction in the color of existing working clothes, and preferred colors are dark blue and gray. With regard to the method of zipping up the front side, zippers are preferred. Although many pockets on the existing working clothes have high satisfaction, dissatisfaction to pocket format is high. In material related questions, lower dissatisfaction is indicated for the sense of touch, ventilation and sweat absorption. It is shown that the areas frequently polluted include the lower part of pocket, the edges of sleeves and elbow areas on the jacket. The frequently polluted area of the trousers include knee areas, the edges of pants and buttocks. With regard to the areas where the workers felt discomfort when motion, discomfort is highly indicated with armpits and back on the jacket. Also discomfort is highly indicated with crotch, buttocks and knee areas on the trousers. In material related questions, lower dissatisfaction is indicated for the sense of touch, ventilation, sweat absorption.

• KSII Transactions on Internet and Information Systems (TIIS)
• /
• v.16 no.10
• /
• pp.3313-3332
• /
• 2022

This study is an investigation into the factors affecting patient dissatisfaction among Saudi hospitals. The selected factors considered for analysis are security of information sharing, operational practices, disruptive technologies, and the ease of use of EHR patient information management systems. From the literature review section, it was clear that hardly any other studies have embraced these concepts in one as was intended by this study. The theories that the study heavily draws from are the service dominant logic and the feature integration theory. The study surveyed 350 respondents from three large major hospitals in three different metropolitan cities in the Kingdom of Saudi Arabia. This sample came from members of the three hospitals that were willing to participate in the study. The number 350 represents those that successfully completed the online questionnaire or the limited physical questionnaires in time. The study employed the structural equation modelling technique to analyze the associations. Findings suggested that security of information sharing had a significant direct effect on patient satisfaction. Operational practice positively mediated the effect of security of information sharing on patient dissatisfaction. However, ease of use failed to significant impact this association. The study concluded that to improve patient satisfaction, Saudi hospitals must work on their systems to reinforce them against the active threats on the privacy of patients' data by leveraging disruptive technology. They should also improve their operational practices by embracing quality management techniques relevant to the healthcare sector.