• The Journal of Asian Finance, Economics and Business
• /
• v.8 no.12
• /
• pp.485-496
• /
• 2021

This study explores the direct relationship between challenge and hindrance demands affecting autonomous extrinsic motivation and sales performance. In addition, we examine the mediating role of autonomous extrinsic motivation in the relationship between challenge demands, hindrance demands, and sales performance. This study explores the direct relationship between challenge and hindrance demands affecting autonomous extrinsic motivation and sales performance. In addition, we examine the mediating role of autonomous extrinsic motivation in the relationship between challenge demands, hindrance demands, and sales performance. This study proceeded in two phases comprising preliminary and prime research. First, preliminary quantitative research was conducted through face-to-face interviews with 125 observations to analyze the reliability of the scale and exploratory factor analysis to evaluate the measurements. The data collected from 431 real estate market employees shows that both challenge and hindrance demands positively and negatively affect sales performance through autonomous extrinsic motivation. Furthermore, challenge demands and hindrance demands affect positive and negative sales performance through autonomous extrinsic motivation, respectively. This study suggests that business organizations should design job demands to ensure that challenging work is suitable for employees' job positions. Thus, they will contribute to motivation and help employees achieve job performance.

• Structural Engineering and Mechanics
• /
• v.60 no.6
• /
• pp.953-977
• /
• 2016

Modern performance-based design methods require ways to determine the factual behavior of structures subjected to earthquakes. Drift ratio demands are important measures of structural and/or nonstructural damage of the structures in performance-based design. In this study, global drift ratio and interstory drift ratio demands, obtained by nonlinear time history analysis of three generic RC frames using code-compatible ground motion record sets, are statistically evaluated. Several ground motion record sets compatible with elastic design spectra defined for the local soil classes in Turkish Earthquake Code are used for the analyses. Variation of the drift ratio demands obtained from ground motion records in the sets and difference between the mean of drift ratio demands calculated for ground motion sets are evaluated. The results of the study indicate that i) variation of maximum drift ratio demands in the sets were high; ii) different drift ratio demands are calculated using different ground motion record sets although they are compatible with the same design spectra; iii) the effect of variability due to random causes on the total variability of drift ratio demands is much larger than the effect of variability due to differences between the mean of ground motion record sets; iv) global and interstory drift ratio demands obtained for different ground motion record sets can be accepted as simply random samples of the same population at %95 confidence level. The results are valid for all the generic frames and local soil classes considered in this study.

• Safety and Health at Work
• /
• v.7 no.4
• /
• pp.354-362
• /
• 2016

Background: The present study aims at investigating whether and how (1) job demands and job resources are associated with work-to-private-life interference (WLI) and (2) job resources moderate the relationship between job demands and WLI. Methods: Data were collected by a self-report questionnaire from three hospitals in Italy. The sample consisted of 889 health-care workers. Results: All job demands (i.e., quantitative demands, disproportionate patient expectations, and verbal aggression) and job resources (i.e., job autonomy, support from superiors and colleagues, fairness, and organizational support), with the exception of skill discretion, were related to WLI. The effects of quantitative demands on WLI were moderated by support from superiors; fairness and organizational support moderate the effects of all job demands considered. Support from colleagues moderated only verbal aggression. Job autonomy did not buffer any job demands. Conclusion: The present study suggests that the work context has a central importance in relation to the experience of WLI among health-care workers. The results indicated that intervention in the work context may help to contain WLI. Such interventions would especially be aimed at improving the social climate within the unit and quality of the organizational process.

• Safety and Health at Work
• /
• v.13 no.2
• /
• pp.220-226
• /
• 2022

Background: Research on the impact of psychosocial risks on well-being at work remains scarce in low- and middle-income countries, especially in the banking sector. This study sought to examine the relationships between job demands, job resources, well-being, job satisfaction, and work engagement in the Zimbabwean banking sector. Methods: An online survey was administered to 259 employees from five banks. Hierarchical multiple regression tested the relationships between job demands (quantitative demands, emotional demands, work pace, and work-family conflict), job resources (possibilities for development, social support from colleagues and supervisors, quality of leadership, and influence at work), well-being, work engagement, and job satisfaction. Interactions between all variables were tested. Results: Job demands were negatively related to well-being, work engagement, and job satisfaction. Job resources had positive relationships with the same. Work pace had positive relationships with well-being and work engagement. Influence at work moderated the relationship between emotional demands and work pace with well-being. Possibilities for development moderated the relationship between work-family conflict and well-being. Work-family conflict moderated the relationship between social support from colleagues and job satisfaction. Emotional demands, work pace, and quantitative demands moderated the relationship between influence at work with job satisfaction and work engagement. Conclusion: Job demands should be reduced where possible in order to enhance employee well-being, work engagement, and job satisfaction. The job resources that should be availed to facilitate a positive psychosocial work environment in the banking sector include social support from supervisors, influence at work, and possibilities for development.

• Korean Journal of Health Education and Promotion
• /
• v.33 no.5
• /
• pp.13-21
• /
• 2016

Objectives: The present study aims to examine associations between job demands and problem drinking, smoking, and practice of regular exercise among middle-aged and older male employees. Methods: Analyses were based on 239 employees aged 50+ and participated the 1st(2006) and the 4th(2012) waves of the Korean Longitudinal Study of Ageing(KLoSA). Panel logit regression analyses were performed to explore longitudinal associations between physical and cognitive job demands and the health behaviors when effects of demographic characteristics and objective job conditions were controlled. Results: Results suggested that first, workers who reported greater cognitive job demands were less likely to engage in problem drinking over the 6-year-period. Second, increased physical demands of the job were associated with greater odds of smoking, while physical demands predicted a reduced likelihood of practicing regular exercise. Conclusions: Results from the present analyses emphasize job demands could lead workers to problem health behaviors and suggest areas for health promotion efforts at the workplace that are sensitive to the needs of aging workers.

• Proceedings of the Korean Operations and Management Science Society Conference
• /
• 2002.05a
• /
• pp.845-850
• /
• 2002

In this study we consider a flow-line CONWIP System with Compound Poisson Demands. The processing times of each workstation follow a Coxian-2 distribution. The demands that are not satisfied instantaneously are either backordered or lost according to the number of backordered demands that exist at their arrival instants. For this system we develop an approxi­mation method to obtain the performance measures such as steady state probabilities of the number of parts at each station, the average number of backordered demands and the proportion of the lost demands. Comparisons with simulation have shown that the approximate method provides fairly good results.

• Journal of Applied Reliability
• /
• v.6 no.4
• /
• pp.255-274
• /
• 2006

Recently firms become largely changed because of rapid technological innovation and serious global competition. It induces job stress of workers and finally leads to job burnout. This study aims to find the effects of job demands and job resources on job burnout. Job demands contains role ambiguity, role conflict, role overload and job characteristics. Job resources contains job control and feedback, involvement in decision making, learning opportunity and social support. The result reveals that job demands raises job burnout and job resources decreases job burnout. And it reveals that the effects of job demands and job resources on job burnout differs slightly according to job categories.

• Korean System Dynamics Review
• /
• v.3 no.1
• /
• pp.79-104
• /
• 2002

A system dynamics project is going on for forecasting automobile market in Korea. The project is made up of three stages, and the first stage has been wrapped up. As the first attempt, most efforts have been focused on the sound foundation rather than the exact forecast. The model consists of three sectors; the supply sector, the demand sector, and the population sector. The supply sector is a simple stock and flow diagrams representing the supply capacities of all automobile types. The major effort is made on the demand sector and the population sector. The demands are divided into three categories; replacement demands, new demands, and additional demands. The model applies “one car per person" concept, and assumes there will be no additional demands for a while. The replacement demands are calculated based on a simple stock and flow diagram. The new demands are calculated via Bass models; each bass model represents a diffusion for each age group. The population is divided into 101 age groups (age 0 to age 100). The model has been calibrated with past 10 year data (1990 - 1999), and tested for the next two years (2000-2001). The results ware acceptable, although a fine tuning is required. Now the second stage is going on, and most of efforts are made how to incorporate the economic and cultural factors.

• 전기의세계
• /
• v.29 no.5
• /
• pp.329-335
• /
• 1980

This paper presents the reliability calculation method in power supply for a part of the power system reliability control. This method involves assuming several systems that can meet the demands, accidents on the transmission facilities and power source and performing the load flow calculation which will lead to the demands which are not served, frequency of the not-served demands and mean value of the not-served demands. In this study the simplified method for reliability calculation by using the maximal flow problem was developed. The results demonstrate the remarkable advantages and more useful than any other methods for the practical applications.

• The Korean Nurse
• /
• v.37 no.1
• /
• pp.107-115
• /
• 1998

There is an important concern regarding the First-line nurse manager's leadership because of the recognition that effectiveness of Leadership in this position results in benefits for the whole health care organization. So knowledge and practice of effective leadership behavior are now more essential to nursing than ever before. First-line Nurse Managers must be effective leaders to meet today's challenge because staff nurse, patient are affected by them. So the purpose of this study was to identify and to analyse the need for Leadership program of First-Line nurse managers in university hospitals. There were three major purposes of this study. First, identify First-line nurse managers general characteristic, second, identify their experience of leadership training, third, identify and analysis their demands for leadership training program. The subjects for this study was 167 First-line nurse manager randomly from 18 university hospitals in Korea. The data were collected through questionnaires from Oct. 13th to Nov. 20th, 1997, data was analysed using frequencies and percentages. Especially the steps of analysis of descriptions were as follows: Initial analysis centered on the identification of the demands of first-line nurse managers. Later analysis collapsed the demands into broad categories. From the collect data, 283 demands of first-line nurse managers were identified. These demands were then sorted into 3 broad categories that included : Self development as first-line nurse managers, relationship with others, and practice. The result of the study were as follows ; 1) Most of nurse managers(79.6%) had leadership training course and had good experience to improve self leadership. 2) Their demands of leadership training course are as follows First, for self as first-line nurse managers, they want to learn leadership theory, identify their leadership style and then develop their leadership skill. Second, for others as first-line nurse managers, they want to improve their communication skill, empowering others, relationship with others. Third, for patients as first-line nurse managers, improve their knowledge of practice. From the above finding, this study can be suggested the following; 1. Develope a leadership training course to improve first- line nurse manager's leadership skill according to their demands, so they will be better able to lead staff nurses for organization purposes. 2. When develope leadership training program, it must be contained the factors which first-line nurse managers want to learn.