• Women's Health Nursing
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• v.26 no.1
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• pp.10-18
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• 2020

Purpose: The purpose of this study was to investigate work performance and calling as determinants of job satisfaction among nurse midwives. Methods: The participants of this study were registered nurse midwives who had worked in the delivery room for more than 6 months. Data were collected by face-to-face interviews, postal mail, and mobile devices. Subjects completed self-report questionnaires from July to August 2017. The dataset was analyzed using descriptive statistics, the independent t-test, analysis of variance, the Pearson correlation coefficient, and multiple regression. Results: The mean score for job satisfaction was 3.42±0.45. Among the sub-factors, income had the lowest score (2.67±0.72) and management of delivery had the highest score (3.81±0.66). Job satisfaction was significantly different according to marital status (t=2.25, p=.028), residential area (t=2.43, p=.016), and cause of job satisfaction (F=4.54, p=.012). Job satisfaction showed a significant positive correlation with work performance (r=.29, p<.001) and calling (r=.57, p<.001). The correlation between work performance and calling was also positive and statistically significant (r=.32, p<.001). Purpose and meaning (β=.48, p<.001) and marital status (β=-.15, p=.025) significantly influenced job satisfaction. The model developed in this study explained 45% of variation in job satisfaction. Conclusion: Nurse midwives' job satisfaction may be enhanced by entrusting them with professional roles and tasks. Above all, it is necessary to develop and provide programs that help nurse midwives connect their jobs with the meaning and purpose of their lives.

• Journal of the Korea Convergence Society
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• v.11 no.3
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• pp.263-269
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• 2020

The purpose of this study was to determine the factors for professional consciousness of caregivers and provide basic data that could help develop a intervention to promote their professional consciousness. For this descriptive research, a survey was conducted to collect data from 110 caregivers in G City for six weeks in September 2019. Descriptive statistics, t-test, ANOVA, Pearson's correlation coefficient, and multiple regression were used. They scored 3.41 for calling and 3.23 for Communication Competence and 4.12 for job satisfaction. Professional consciousness was positively correlated with job satisfaction (r=.636, p<.001) and calling (r=.356, p<.001) and Communication Competence (r=.378 p<.001). job satisfaction (B=.329, p<.001), followed by Communication Competence (B=.216, p<.001) and calling(B=.165, p=.002), had the strongest impact on professional consciousness, accounting for 57.5% in general. It is necessary to give job satisfaction reinforcement training constantly in long-term care givers. It is also necessary to conduct education and research that can promote professional consciousness.

• Journal of the Korea Convergence Society
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• v.9 no.7
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• pp.105-115
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• 2018

This study examined convergence factors influencing the job embeddedness of nurses in general hospitals. Data were collected using a structured questionnaire. Data were analyzed using t-test, ANOVA, Pearson's correlation coefficient, and multiple regression. The job embeddedness in participants showed a significant correlation between job stress (r=-.50, p<.001), meaning of work (r=.70, p<.001), and calling (r=.58, p<.001). The significant factors influencing the job embeddedness were meaning of work (${\beta}=.57$, p<.001) and job stress (${\beta}=-.19$, p=.008); these factors explained 51.2% of the variance. Based on these findings, nursing college need to develop a curriculum to foster meaning of work and calling in clinical practice courses and to remain nurses.

• The Korean Journal of Health Service Management
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• v.10 no.3
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• pp.27-37
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• 2016

Objectives : This study was conducted to test the influence of job stress and calling on the organizational commitment of clinical nurses. Methods : 220 clinical nurses at two university hospitals in Busan were recruited. They were asked to complete a questionnaire, and 192 data sets were included in the statistical analysis. Results : The mean score of the clinical nurses' organizational commitment was 4.0. All subdomains of job stress and calling were found to have correlations with organizational commitment. The organizational system (t=-6.099, p<.001), lack of reward (t=-3.990, p<.001), purpose/meaningfulness (t=3.624, p<.001), and occupational climate (t=-3.581, p<.001) were revealed to have influences on the organizational commitment. The model was statistically significant, explaining 52.2% of the variance (F=47.808, p<.001). Conclusions : To help clinical nurses become committed to their organizations, administrators need to build fair and rational organizational systems, strengthen various types of rewards, and help nurses reconcile nursing and the meaning of their lives. In addition, every nurse should endeavor to change the nursing organizational climate which is based on vertical collectivism, to a rational climate.

• The Journal of the Convergence on Culture Technology
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• v.9 no.2
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• pp.151-157
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• 2023

This study investigated the effect of calling on job burnout among nursing care workers, and a total of 230 copies were distributed to analyze 198 copies, excluding 32 copies of questionnaires with poor or missing answers. The correlation between factors on job burnout was found to have a positive correlation coefficient in the values of personal environment meaning and work meaning, and as a result of examining the effect of sub-factors of calling consciousness on job burnout, it was found that personal environment suitability had a significant effect. In order to reduce the job exhaustion of nursing care workers comprehensively, it is necessary to provide an environment for working at an institution. In addition, it will be necessary to activate the relevant institution in preparation for problems occurring in the workplace.

• Korean Journal of Culture and Social Issue
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• v.22 no.3
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• pp.431-453
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• 2016

The current study explored relationships of learned helplessness, depression, organizational commitment and job engagement. We investigated the mediating effects of depression between learned helplessness and organizational commitment and between learned helplessness and job engagement. Also, this study examined the moderating effects of calling between depression and organizational commitment and between depression and job engagement. we collected data from 310 military officers working at ROK Air Force air wing located at Gyeonggi-do. The results showed that depression mediated between learned helplessness and organizational commitment and between learned helplessness and job engagement, respectively. The results showed that calling moderated organizational commitment, job engagement. In the discussion section, we discussed about theoretical and practical implications of this study.

• Journal of East-West Nursing Research
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• v.16 no.2
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• pp.179-189
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• 2010

Purpose: The purpose of this study was to investigate the relations among professionalism, organizational commitment and job satisfaction, and to the investigate the influencing factors of organizational commitment and job satisfaction among clinical nurses. Methods: The participants were 386 nurses sampled from Seoul and Gyeonggi provinces. A structured questionnaire was used to collect data, and the data were analyzed by applying t-test, ANOVA, Pearson correlation coefficient, and stepwise multiple regression with SAS 8.12. Results: A positive correlation existed among professionalism, organizational commitment and job satisfaction. Major factors that influenced organizational commitment were job satisfaction, religion, educational status, and a sense of calling (one of the subcategories of professionalism), which explained 54.1%. Major factors that affected job satisfaction were organizational commitment, educational status, and the subcategories of professionalism including a sense of calling, a service to the public, self-regulation and professional autonomy, which explained 60.8%. Conclusion: Based on the findings of this study, the professionalism is one of the critical factors linked to organizational commitment and job satisfaction among clinical nurses. In order to promote organizational commitment and job satisfaction among nurses, an appropriate practical support system, which is applicable to diverse conditions, should be developed and applied in nursing.

• The Korean Journal of Emergency Medical Services
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• v.25 no.1
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• pp.37-48
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• 2021

Purpose: The purpose of this study was to identify the degree of resilience, traumatic events, secondary traumatic stress, and calling reported by firefighters and to identify the factors affecting the resilience of firefighters. Methods: Data were collected using structured questionnaires and 200 fire officials working in D city were enrolled as the subjects. Data were analyzed using SPSS 24.0, and the analyses included descriptive statistics, independent t-test, ANOVA, Scheffé test, Pearson correlation coefficient, and multiple linear regression. Results: The difference in resilience according to general characteristics showed significant differences in health status (F=4.33, p=.014) and job satisfaction (F=6.13, p=.003). The factors affecting resilience were identified as calling (β=.25, p<.001), and the explanatory power for resilience was 19.2%. Conclusion: It is necessary to increase calling in order to increase resilience. Therefore, we suggest that professional education and programs that consider personal characteristics are needed to strengthen the calling.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.14 no.7
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• pp.3263-3274
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• 2013

This study purposed to examine the relationship between personal goals and perceptions of calling. For the purpose, this study conducted a questionnaire survey of 371 workers(finance, educational service, IT service sector) in Metropolitan area. Data were analyzed by t-test, Pearson's correlation, correlation analysis. The results were as follows. The individuality of personal goals and presence-transcendent summons and purpose & meaning, prosocial orientation of perceptions of calling were significantly different according to school career and the social responsibility, resource provision of personal goals and all sub-factors concerning perceptions of calling according to religion existence. Also, the individuality of personal goals and all sub-factors concerning perceptions of calling were significantly different according to organization type and according to their job, the presence-transcendent summons and purpose & meaning, prosocial orientation of perceptions of calling were significantly different. According to groups which have high or low integrative social relationship goals, perceptions of calling were significantly different. There was a correlation between the integrative social relationship goals and the perceptions of calling. Therefore, in order to encourage workers' perceptions of calling, the importance of integrative social relationship goals were verified. And it is necessary to have supporting systems to let workers design their life goals through their job in their organization.

• Journal of Practical Engineering Education
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• v.8 no.1
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• pp.49-56
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• 2016

This study was conducted on the counselors who work in university job centers and visiting students to analyze the relationship among counselors' calling, visitors' perception of counselors and work alliance perceived by the visitors and counselors. The data were collected from 110 counselors who are in charge of career counseling in university job centers and 208 visitors to the center, on which multiple regression analysis was performed. The results of this study are as follows. First, counselors' calling had positive effect on work alliance perceived by counselors (${\beta}=.48$, p < .01) with explanatory power of 25%. Counselors' calling had positive effect on work alliance perceived by visitors (${\beta}=.21$, p < .01) with explanatory power of 7%. Second, counselors' calling had positive effect on visitors' perception of counselors (${\beta}=.21$, p < .01) with explanatory power of 8%. Through these results, this study found out that counselors with high level of calling tend to form great work alliance while visitors tend to perceive that counselors with high level of calling are professional, trustworthy and likable.