• Journal of the Korea Safety Management & Science
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• v.14 no.4
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• pp.1-12
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• 2012

This study investigated the comprehension of the occupational safety policy direction by job characteristics of the safety managers at 211 workplace selected under the Occupational Safety and Health Act. As for the characteristics of the subjects' firms, there was difference in their perception on the occupational safety policy direction by their region, type, scale, and the existence of labor union. Regarding the job characteristics of the subjects, there was difference in the comprehension of the occupational safety policy direction by their age, experience and department. This study suggests that the government policy as well as the awareness about safety by management and safety managers need to be changed by analyzing the comprehension of occupational safety policy direction by the job characteristics of corporate occupational safety managers.

• Journal of Korean society of Dental Hygiene
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• v.10 no.4
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• pp.645-654
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• 2010

Objectives : This study provides dental care organization that is responsible for services of dental hygienists to measure levels of empowerment and organizational commitment to. The impact of empowerment on organizational commitment is a variable that has to validate the improvement of organizational commitment of dental hygienists to have been studied for the suggestions. The study period 2009 July 1 to August 30 at Jeonju Jeollabuk dental material and dental hygienists are working in medical institutions to target a total of 336 copies (88.4%) and for analysis of the data was studied. Methods : For data analysis SPSS (Statistial Package for the Social Science) WIN 12.0 program using frequency analysis, T-test and One-way ANOVA test, Pearson's correlation coefficient, linear regression analysis was conducted through the following. Results : 1. Demographic characteristics (education, salary, age, workplace), the empowerment and organizational commitment as the decisive factor affecting the level was a significant difference. 2. Education, salary, age and demographic characteristics of the working period of the empowerment uimiseong, yeokryangseong, self-determination, but no significant differences in impacts factors, work factors, not only was a significant difference uimiseong. 3. Demographic characteristics (education, salary, age, duration of employment, workplace), the affective commitment, normative commitment, ever, ever commitment and showed significant differences remain. 4. The higher the level of empowerment of the subjects that were higher organizational commitment, was a significant difference. 5. Empowerment and Organizational Commitment of subjects related factors were analyzed in all the variables showed a significant correlation between. Conclusions : Dental health agencies that provide services of dental hygienists to improve empowerment and organizational commitment to develop a structured management program, a dental hygienist job dental hygienist program and professional standards for the continuous and systematic research. That will be needed.

• The Journal of the Korea Contents Association
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• v.18 no.6
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• pp.643-651
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• 2018

The purpose of this study is to explore which factor influences on the happiness of full-time contingent worker at workplace. The study used the data of 12th Korean Education Employment Panel(KEEP), and occupied hierarchical multiple regression analysis to examine which factor affected their happiness in particular focused on job satisfaction and work characteristics of them. The results of the study showed firstly, work satisfaction and communication in workplace impacted on employees' happiness. Secondly non-regular worker's own education and skill affected on happiness, and also clearly communication and work satisfaction impact on their happiness as well as regular workers. Finally the research recommended that organization should analyze job related knowledge and skill their contingent employees hold before allocating them and help their happiness in order to organization's productivity and value creation.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.31 no.4
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• pp.41-48
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• 2008

The purpose of this study was to investigate the job stress factors that were related to the general characteristics, work characteristics, and health characteristics of the workers at distribution industry. The survey of job stress measurement scale for Korean employee which was developed by KOSHA and OSHRI in 2003 was used for this study. Three hundred and fifty workers at distribution industry participated in this study, and among them 326 responses were analyzed for this study due to the unreliability and insincerity of responses. Eight job stress factors like physical environment, self-control for the job, job unsecure, organization system, workplace culture, compensation for the job, relationship to the superior, and job requirement were analyzed. The results showed that the stress because of self control for the job was relatively higher than that of other industry workers. However, the stress because of physical environment, job requirement, job unsecure, organization system and compensation for the job was relatively lower than that of other industry workers. The female workers felt more stress than male workers in compensation for the job and workplace culture factors at distribution industry. The delivery and carrying job workers were more stressful than those of other jobs at distribution industry because of physical environments and self-control for the job. The non-regular job workers were more stressful than regular job workers in many stress factors like self-control for the job, job unsecure, organization system and compensation for the job.

• Research in Community and Public Health Nursing
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• v.16 no.3
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• pp.341-350
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• 2005

Purpose: The purpose of this research was to find out factors affecting job stress and job satisfaction of nurses working at the welfare centers. Methods: This study was performed with 140 nurses who were working at or had retired within 1 year from general welfare centers in Seoul during the period from March 29 to February 29 2004. We used a questionnaire asking about general characteristics. work characteristics. stress factors and job satisfaction. We analysed 103 subjects who replied to the questionnaires. Results: The mean job stress level was 2.84 out of 5 and. as for the sub-factors of job stress. income was 4.19, career development 3.69, service environment 3.26 and support system 1.90. The mean job satisfaction level was 3.32 out of 5 and. as for the sub-factors of job satisfaction, job control was 3.58, efficiency of organization 3.27, job burden and responsibility 2.92 and role ambiguity 2.25. When the nurses' job stress was compared according to their general and work characteristics. stress level was significantly high in nurses who had a short experience. were working at the department of senior welfare center. or were the only staff at their workplace (p <0.05). In addition. satisfaction level was significantly high in nurses who were working at the department of senior welfare center and medical welfare team. were the only staff at their workplace or had a heavy work load (p<0.05). According to the results of multiple regression analysis. job stress level was influenced by age ($R^2$=0.212. p<0.01). and job satisfaction level by the number of staffs and work' load ($R^2$=0.272. p<0.1). Conclusions: The results of the study suggest that good atmosphere should be made up to communicate between the departments at the workplace in order to lessen job stress and enhance job satisfaction of nurses working at welfare centers. In addition. role division and job duties among special staffs should be reviewed in order to achieve high efficiency in performing job duties.

• Journal of Korea Society of Industrial Information Systems
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• v.24 no.1
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• pp.95-108
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• 2019

Urban railway engineers' job stress cause fatal evils to both individuals and entire society and brings a significant loss in competitiveness. Thus, this research aimed to examine the factors affecting engineers' job stress and their negative results and seek ways to reduce job stress. This study analyzed the effects of job characteristics(job insecurity, job demand) and organization characteristics(irrational workplace culture) on job stress as well as the effects of job stress on psychological depression and human errors. Also, this study analyzed the moderating effects of organizational support in the relationships between job stress and psychological depression as well as job stress and human errors. A survey was conducted on urban railway engineers and the results were as follows. First, the high level of job insecurity and job demand had a positively effect on job stress while an irrational workplace culture had a positively effect on job stress. Second, job stress had a positively effect on psychological depression and human errors. Third, while job stress and perceived organizational support had a significant interaction effect on psychological depression, there was no significant interaction effect on human errors.

• Korean Institute of Interior Design Journal
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• no.29
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• pp.163-172
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• 2001

An office is understood as a system consisted of three subsystem : office work, technology and organization. In the age of information, an office is a complicated device in an organization to create, process, modify and deliver various information for organizational goals. The purpose of this study is to provide design guidelines on office workstations based on the analysis of employees' preference and work-style responding to current changes of an organization and work process. Through a literature survey, the study briefly reviewed characteristics of interior design to find changing factors and directions of office interior. Work characteristics in an office are analyzed based on information, activity and communication characteristics while office environment is analyzed based on physical and technological factors. Finally, questionnaire items are derived from a critical comparison between work characteristics and workstation organization(furniture etc) factor. workplace strategies by preference are suggested to increase office productivity, employee satisfaction and to reduce space costs.

• Journal of Korean Academy of Nursing
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• v.39 no.6
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• pp.878-887
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• 2009

Purpose: The study was done to identify turnover intention in new nurses according to characteristics of the nurses and other factors affecting turnover and to provide data to set up a strategy to reduce the turnover. Methods: Data were collected from 1,077 new nurses who had less than 12 months employment experience and worked in one of 188 hospitals. Eight research instruments were used. Data analysis was done using SPSS WIN 15.0 program. Results: Several factors influence new nurse turnover intention. The average score for turnover intention was 2.12. The scores for subscales were self efficacy, 3.76, nursing performance, 3.90, job satisfaction, 2.09, organization commitment, 1.28, stress, 1.32, burnout, 2.82 and nursing organizational culture, 3.29. Turnover intention was related to self efficacy, nursing performance, job satisfaction, organization commitment, stress, burnout, nursing organizational culture, duration of in-class training, duration of on the job training, number of hospital beds, length of employment and duration of employment in current workplace. The predicting factors for turnover intention were burnout, stress, duration of employment in the current workplace, self efficacy and nursing performance. Those factors explained 51.6% of turnover intention. Conclusion: New nurse turnover intention can be reduced by mitigating the factors affecting this intention.

• The Journal of Industrial Distribution & Business
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• v.8 no.7
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• pp.21-29
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• 2017

Purpose - The purpose of this study is to investigate the impact of organizational politics on employees' social network service addiction and how it influences their job satisfaction and organizational citizenship behavior. And this study explores if leader-member exchange can moderate the relationship between organizational politics and social network service addiction. Research, design, data, and methodology - For this, this study collected data from 305 employees in Korean companies through a survey method and uses SPSS 18.0 for hierarchical regression analysis in the hypothesis test. Results - First, organizational politics increases immersion, compulsion and association among the sub-factors of social network service addiction. Second, each phenomena of social network service addiction such as salience, compulsion and association decrease each relevant factors of job satisfaction and organizational citizen behavior. Third, compulsion and association among the sub-factors of social network service addiction play the mediating roles between organizational politics and each relevant factors of job satisfaction/organizational citizen behavior. Finally, some of sub-factors of leader-member exchange decrease the effect of each characteristics of organizational politics on immersion, compulsion and association among the sub-factors of social network service addiction. Conclusions - This study provides some of managerial implications to corporate executives who try to manage organizational attitude.

• Journal of the Korean Society of Clothing and Textiles
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• v.40 no.2
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• pp.342-352
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• 2016

This study examined the fashion culture of 20-30s working women through clothing norm relationships in the workplace. A literature research was conducted along with qualitative research, in-depth interviews in order to understand the domestic working environment and fashion culture such as lifestyle and consumer culture characteristics of 20-30s working women. The results were: First, it showed that the increased number of members having various inclinations caused subcultures through an increase of women's economic activities and transition to a knowledge-information society in domestic work places that changed into a business casual that recognized employees' autonomy and diversity. Second, in the working place, clothing norms coexist as stipulated by statutes, company rules, and official documents as well as others implied by experiences of sanction against members. Workplace closing norms are classified into norms of exposure that draw attention to clothes and casual clothes. Third, it showed that factors pressuring clothing norms are classified as external pressures and by spontaneous self-censorship that cause conflict and confusion with working women's fashion according to the degree of pressure. Two kinds of pressure by others (or types of departments and members) were observed.