• Korean Security Journal
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• no.7
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• pp.213-231
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• 2004

This paper is concerned with the influence in the job satisfaction by the organization, the job specialty and the self-devotion in the special duty of private security. Today's society is required more intensive security in the diversity, the complexity and the uncertainty, but the public security service could not supply enough for what the society requires. In this circumstance more specialized and special trained security services are demanded from private security industry. With the concerns, this study is based on actual survey. The study is telling us that there is much relationship in job satisfaction between each element. Which means that 1) there is some different from personality, 2) there is much influence in self-devotion by job specialty, 3) there some effectiveness in job satisfaction by job specialty, 4) there is some influence in job satisfaction by self-devotion, and 5) job satisfaction is affected by job specialty and self-devotion.

• Culinary science and hospitality research
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• v.6 no.2
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• pp.79-95
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• 2000

In the modern industrial society, the management of human resources is regarded as an area as much important as the management itself. The development of human capacity is required to accomplish upgrading human resources quality. The objective of this study aims to seek the way to solve the problem of the job satisfaction of diner out company employee. The collecting data is analyzed by sass which is one of the computer. programs. This empirical research result shows some facts as follows : First, Significant differences between male and female in regard to job satisfaction were found. Second, No significant differences between unmarried and married in regard to job satisfaction were found. Third, Significant differences were found in the accomplishment and communication factor of job satisfaction according to the age, Fourth, Significant differences were found in the hard work environment and accomplishment factor of job satisfaction according to the education Fifth, Significant differences were found in the hard work environment factor of job satisfaction according to the major. Sixth, Significant differences were found in the wages, accomplishment , communication factor of job satisfaction according to the position. Seventh, Significant differences were found in the accomplishment and affinity factor of job satisfaction according to the period of the job. Eighth, Significant differences were found in the duty trait factor of jobs satisfaction according to the level of the pay. Ninth, Significant differences were found in the duty trait factor of job satisfaction according to the kind of the job. Tenth, Significant differences were found in job satisfaction according to the kind of diner out company.

• Korean Journal of Occupational Health Nursing
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• v.17 no.2
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• pp.146-154
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• 2008

Purpose: The purpose of this study is to investigate the degree of job stress and job satisfaction and the relationship between job stress and job satisfaction of Medical Aid Client Managers. Method: Data were collected from 185 Medical Aid Client Managers in 234 areas between April 2-15, 2007. Collected data was analyzed for the frequency, t-test, ANOVA, Pearson's Correlation Coefficient etc. Results: The average score of job stress was 2.6. Job instability was highest as 2.9 and job autonomy was lowest as 2.2. in eight items. When the job stress of Medical Aid Client Managers was converted to 100 point, the average was 51.7 and ranked in upper 50% of Korean woman workers' job stress. Among the eight items, because the relationship satisfaction and the instability of duty regime ranked in upper 25% of Korean woman workers' job stress, those items were identified to have high stress. The average score of job satisfaction was 2.3 out 4.0 which could be interpreted as unsatisfactory. The correlation between the job stress and the job satisfaction demonstrated significant difference. Decrease of the job satisfaction was associated with increase of the job stress. In regard to the eight items, the inverse correlation was demonstrated to be significant in organization, inappropriate compensation, and workplace culture. Conclusion: Medical Aid Client Managers have high stress in carrying out their duties. They have experienced very severe instability in their duty regime. Also, they have felt alienated from their organization and experienced unfair rewards. They had low duty satisfaction but got a heavy workload and experienced overtime work. To relieve job overburden of Medical Aid Client Managers. it was necessary to improve business system and also was necessary to relieve a regional disparity of business charge.

• Journal of agricultural medicine and community health
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• v.31 no.2
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• pp.165-176
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• 2006

Objectives: This study aimed to evaluate job satisfaction and its related factors among radiological technologists. Methods: The subjects were 302 persons in various hospitals and the data were collected from 22 May to 17 July, 2005 using a structured questionnaire. It was composed of socio-demographic characteristics, job-related factors, and job satisfaction with the duty inner factors, the duty outside factors, and the organizational factors. Results: Men were more satisfied than women in their employment(p<0.05). Job satisfaction level of university hospital workers were higher than the general hospital, the hospital, and medical clinics. Job satisfaction level of the general radiological technologists showed lower than the chief radiological technologists (p<0.05). In monthly average grant, the more gained, the higher the satisfaction level(p<0.05). By multiple linear regression analysis, the related factors of job satisfaction level were medical field and duty position (p<0.05). Conclusions: The research shows that job satisfactions levels of the radiological technologists are determined by the health and safety of the work environment. Therefore more improvements must be made for radiological technologists to be more satisfied in their jobs.

• Journal of Korean Academy of Nursing Administration
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• v.9 no.4
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• pp.571-583
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• 2003

Purpose: This study was aimed by presenting basic data of nurses' manpower management on studying about estimative variables and provability assumption whether it is desire or no on the transfer of nurses' duty post. Method: The study was designed retrospective survey and the subjects of this study consisted of 508 nurses who have engages in the K-university hospital. Data were analyzed by SPSS windows for 11.0, by logistic regression. Result: The status on clinical specific variables were verified on estimative variable about whether it is desire or no on the transfer of nurses' post of duty that staff nurses was 3.95 times when set the standard over the charge nurses, and unsatisfied nurses than satisfied nurses on the place of duty at present was 1.4 times. On the low domains of duty's satisfied degree was verified on predictive variable about whether it is desire or no on the transfer of nurses' post of duty that nurses of low feeling of satisfaction about personal relationship was 1.19 times, unsatisfied nurses about hospital management was 2.01 times verified on desiring transfer to other places. Conclusion: The suitability of estimative model whether it is desire or no on the transfer of nurses' post of duty explainable by the variable of the status, the feeling of satisfaction on post of duty, the personal relationship the hospital management and estimative probability was 80.9%.

• Journal of East-West Nursing Research
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• v.20 no.1
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• pp.29-36
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• 2014

Purpose: The purpose of this study is to identify relationships among work environment, job satisfaction and turnover intention of emergency department (ED) nurses. Methods: The survey was given to 220 ED nurses which are located in G metropolitan from May 1st to July 31st of 2012. The results were analyzed by descriptive statistics, t-test, ANOVA, pearson correlation coefficients and stepwise multiple regression using SPSS WIN 19.0 program. Results: The turnover intension according to the general characteristics of the subjects has significant difference between emergency room experience, current duty satisfaction, and turnover plan in 1 year. In the correlation between work environment, job satisfaction and turnover intention of the subjects, work environment and job satisfaction have positive correlation, job satisfaction and turnover intention either job satisfaction and turnover intention have a negative correlation. Factors influencing turnover intention are job satisfaction, career and current duty satisfaction, also the full explanatory power of the model was 24.4%. Conclusion: The results indicate factors that influence turnover intention are job satisfaction, career, and current job satisfaction. We hope these result help to provide effective intervention strategies for reducing ED nurses' turnover.

• Journal of Korean Physical Therapy Science
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• v.9 no.4
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• pp.73-81
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• 2002

The purpose of this study was to investigate factors affecting physical therapist's job satisfaction at public health center. The data were collected from May 10 to 12, 2002 and 117 valid questionnaires were obtained and analyzed. They were analyzed by the percent, frequency, t-test, one-way ANOVA and Pearson correlation coefficiency. The results of the study were as follows: 1. The average marks by their job satisfaction factors indicated 3.56 for identity guarantee, 3.20 for administration, 2.78 for duty volume, 2.53 for relation with colleague. 2. There was statistically a difference of the education degree in relation with colleague. 3. There were statistically a difference of the age, total career, grade in rank, the number of colleague in identity guarantee. 4. No statistical significance were observed with the factors of incumbent satisfaction, duty volume, flexibility at work, administration.

• Culinary science and hospitality research
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• v.13 no.2
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• pp.69-80
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• 2007

The purpose of this study is that problems caused by labor environment of cuisiniers in hotels need to be considered and studies regarding a part-time cuisinier in a special-grade hotel need to be conducted. This study analyzes the influence of labor conditions and organizational commitment of a part-time hotel cuisinier on duty satisfaction. It consists of two parts: a research based on the review of the literature and empirical study methods. The method of human resource management in hotels such as treatment of a part-time cuisinier in a special-grade hotel and the way of management as a result of an empirical study are proposed. First, as a result of conducting research on duty satisfaction to part-time cuisinier, most of them are highly satisfied with their duty regardless of their age and academic backgrounds. Second, men hold a majority; woman staffs tent to have a had time working overtime considering the situation that hotels run for 24 hours. That is the main reason why less woman staffs work in hotels than man staffs do. Part-time staffs would like to work consistently after they get upgraded to a regular worker. Forth, it is considered to break down into detailed sectors and speciality is highly demanded.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.12 no.11
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• pp.4764-4769
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• 2011

This study intends to investigate the organizational commitment and Its related factors among medium hospital of nurses. The collected data were analyzed descriptive statistics, t-test, ANOVA, Scheffe's test, Pearson correlation coefficient and stepwise multiple regression using SPSS 19.0 Program. The score of level of organizational commitment was statistically significant difference according to working period, marital state, monthly income, personality, night-duty. The score of organizational commitment level correlated positively with job satisfaction and burnout. Stepwise multiple regression analysis for organizational commitment level revealed that the most powerful predictor was burnout, job satisfaction and night-duty explained 49.5% of the variance. Therefore, It suggested that goal of increasing nurses' organizational commitment in hospital should be helped them raise job satisfaction and decrease nurses' burnout and night duty.

• Journal of the Korean Society for Aviation and Aeronautics
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• v.19 no.1
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• pp.74-87
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• 2011

This paper tried to research the relationship among the passenger's satisfaction and expectation of in-flight service quality, overall satisfaction and passenger's Loyalty by emphasizing on two groups of passengers and cabin crews from K-airline to find out which service quality area should be focused on for pursuing premium in-flight service. Such six service quality areas as in-flight equipment, food&beverage, duty-free sales, service ability, service image and specialized service were conceived and survey questions were made based on relevant previous researches. The analysis has used the data of 281 passengers and 336 cabin crews from K-airline. According to the analysis, in physical service factors, passengers perceive satisfaction from duty-free sales contributes to overall service satisfaction. However, cabin crews believed in-flight equipment and food&beverage are important to overall service satisfaction. In human service factors, both groups seemed to agree service ability and service image have a positive impact on overall service satisfaction. Among service satisfaction factors, the customer's satisfaction from cabin crew's service ability(service response, professional knowledge and foreign language skill) is also proven to be directly connected to customer loyalty.