• Journal of Korean Academy of Nursing
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• v.37 no.5
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• pp.810-821
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• 2007

Purpose: This study investigated job stress and coping of ICU Nurses. Method: Data was accumulated from 206 ICU nurses serving at least more than one year in 500 bed order hospitals during the period of three months from June1, to August 30, 2006. Results: The average job stress was $2.96{\pm}.95$ points, which was relatively high. The average coping was $2.55{\pm}.23$ points. Conclusion: The extent of the job stress of ICU nurses was relatively high, and they received the heaviest stress from job circumstances. For the prevention of job stress, every effort is required to analyze the causes of stress caused by job circumstances and to pose an appropriate solution. Meanwhile, job stress, needs to be controlled using a solution for the central problem, and search for social support.

• Journal of Fashion Business
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• v.6 no.6
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• pp.12-18
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• 2002

This study was conducted out of necessity for attempting to identify what degree of satisfaction contemporary beauticians having to accomplish this expanded role of theirs had and what factors had an effect on their job satisfaction. Based on the study results, the following conclusion was drawn: 1) It was found that beauticians‘ level of job satisfaction with its components was in the order of 'vocational pride'(3.66), 'human relations'(3.39), 'autonomy'(3.29), 'required job'(3.13), and 'vocational duty'(3.01). 2) It was found that as to the level of job satisfaction according to religions beauticians with Buddhism had the highest level of job satisfaction with each of its components, followed by 'Others'(3.37), 'Christianity'(3.26), 'Catholicity'(3.25) and 'No Religion'(3.24). 3) It was found that as to the level of job satisfaction according to the future plan beauticians saying 'I will stop working at the same time that I marry'(3.68), 'I will continue working'(3.33), 'I will work for several more years'(3.30) and I will stop working at any time depending on circumstances'(3.29).

• Proceedings of the Korean Operations and Management Science Society Conference
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• 2004.05a
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• pp.64-66
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• 2004

In general, the algorithms for production scheduling are developed with special objective under the special restrictions. Therefore, there is no common algorithm for APS system applied to various kind of production circumstances. The scheduling algorithm for APS system has to solve any problem that comes from any conditions of product kind, process, resource, machine, special rule for scheduling, and so forth. In addition, the algorithm finds solutions quickly because the need for real time based reschedule comes out often. In this paper, I am going to develop a scheduling algorithm using heuristic and genetic algorithm for APS system applied to various kind of production circumstances quickly and flexibly. The developed APS system with the algorithm will be introduced in this paper, also.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.12 no.19
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• pp.25-30
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• 1989

This study is concerned with a job sequencing method using the concept of sampling technique. This sampling technique has never been applied to develop the scheduling algorithms. The most job sequencing algorithms have been developed to determine the best or good solution under the special conditions. Thus, it is not only very difficult, but also taken too much time to develop the appropriate job schedules that satisfy the complex work conditions. The application areas of these algorithms are also very narrow. Under these circumstances it is very desirable to develop a simple job sequencing method which can produce the good solution with the short tine period under any complex work conditions. It is called a sampling job sequencing method in this study. This study is to examine the selection of the good job sequence of 1%-5% upper group by the sampling method. The result shows that there is the set of 0.5%-5% job sequence group which has to same amount of performance measure with the optimal job sequence in the case of experiment of 2/n/F/F max. This indicates that the sampling job sequencing method is a useful job sequencing method to find the optimal or good job sequence with a little effort and time consuming. The results of ANOVA show that the two factors, number of jobs and the range of processing time are the significant factors for determining the job sequence at $\alpha$=0.01. This study is extended to 3 machines to machines job shop problems further.

• The Korean Journal of Health Service Management
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• v.9 no.3
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• pp.31-42
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• 2015

Objectives : The purpose of this study was to examine the factors that affect employee satisfaction according to hospital size, job group and career at hospitals. Methods : Data were collected from 4,307 employees working at 5 university hospitals. Statistics were done with the SPSS program version 21.0. Results : There were significant differences in employee satisfaction according to hospital size, job group and career. Additionally, there were positive correlations between each of the factors for employee satisfaction and overall employee satisfaction. Multiple regression analysis showed that overall employee satisfaction was affected by factors such as job, communication, personnel and leadership according to hospital size, job group and career. Conclusions : The results of this study suggest that by identifying the differences in satisfaction of employees who are working in different circumstances and providing resources to satisfy employee needs, hospital employers can promote the growth of the hospital by reducing employee turnover.

• The Journal of Information Technology
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• v.2 no.1
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• pp.115-129
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• 1999

The effective development and utilization of human resources is needed to heighten the effectiveness of organization in correspondence to the rapidly changing circumstances as the industrialized society gets higher, So, the importance of the job satisfaction of organizational members which is the basis of human resources management is increasing, but the studies on organization have dealt with the unitary relations about job satisfaction with much limited methods. Therefore, this study tries to organization & personality and concept & importance and theory of job satisfaction.

• Culinary science and hospitality research
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• v.19 no.3
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• pp.1-17
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• 2013

This research was to examine the effects of downsizing kitchen employees in a hotel on their job efficiency and to verify differences in the individuals' behavior characteristics according to DISC behavior types in this causal relationship. Through SPSS 17.0 program, factor analysis, reliability analysis, correlation analysis, and multiple regression analysis were conducted on 200 samples secured for an empirical research. Two factors for the downsizing items and two factors for the items related to job attitude were extracted. Hypothesis 1 was that the downsizing within a hotel has significant negative (-) effects on job attitude. As a result of the verification, it was found that downsizing had significantly negative effects on the job attitude of cooking employees as factors for organizational commitment in employment circumstances (${\beta}$=-.256), and employment anxiety (${\beta}$=-.258), and as factors for job satisfaction in employment circumstances (${\beta}$=-.319), and employment anxiety (${\beta}$=-.174). Hypothesis 2 was that the downsizing according to DISC behavior types has significant negative (-) effects on job attitude. As a result of the verification, it was found that in the organizational commitment factors, the dominance type (D) was more influenced by employment anxiety (${\beta}$=-.435) than by any other types, and the conscientiousness type (C) was not influenced by organizational commitment. In the job satisfaction factors, the steadiness type (S) was more influenced by the changes in employment circumstances (${\beta}$=-.414) than by other types, and the dominance type (D) was not influenced. Based on the results of this research, it can be said that hotel's downsizing strategies influence job attitude such as organizational commitment and job satisfaction of cooking employees, and that there are differences in the influences according to the individuals' behavior types of kitchen employees.

• The Korean Journal of Rehabilitation Nursing
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• v.10 no.2
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• pp.81-89
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• 2007

Purpose: The purpose of this study was to identify the degree of Job stress and Coping of the nurses in ICU and Cancer ward, and to compare the Job stress and Coping between two groups, and finally to get the basic information about the adequate method to promote Coping about Job stress of the nurses in ICU and Cancer ward. Method: The subjects of this study were 131; 62 nurses in ICU and 69 nurses in Cancer ward. Data were collected from 27th August to 14th September in 2007. The instruments for this study were Job stress scale(55 items) developed by Kim(1989), and Coping scale(32 items) developed by Lazarus and Folkman(1984) and revised by Han and Oh(1990). For the data analysis, SPSS PC/win 12.0 program was utilized for descriptive statistics, $X^2$-test, t-test, Pearson correlation. Result: The results of this study were the followings; The mean score of Job stress(range 1-5) was 2.93 in ICU nurse and 2.58 in Cancer ward nurse. There was a significant difference (t=4.453, p<.01)between them. There were significant differences in subscale of Job stress between the two groups, such as Nursing job(t=3.717, p<.01), Job circumstances(t=4.558, p<.01), Personal relations(t=3.425, p<.01), Hospital administration and ward management(t=2.94, p<.01). The mean score of Coping(range 1-4) was 2.55 in ICU nurse, and 2.54 in Cancer ward nurse; there was no significant difference. But one subscale of the Coping(Search of social support) showed significant difference(t=-2.865, p<.01). There was no significant correlation between Job stress and Coping of ICU nurse vs Cancer ward nurse except one subscale in cancer ward(correlation between Nursing Job and Coping). Conclusion: The ICU nurse is higher than the Cancer ward nurse in the Job stress score significantly and lower than the Cancer unit nurse in the Coping. Based on the study results, it is needed the program development using the Coping methods in accordance with ward speciality to relieve Job stress.

• Korean Journal of Occupational Health Nursing
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• v.21 no.2
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• pp.164-173
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• 2012

Purpose: This study aims to investigate the degree of burnout of 119 rescuers, to determine factors influencing their burnout, and to provide basic data for development of intervention programs to prevent the burnout. Methods: Subjects of this study were all 119 rescuers working at fire stations located in Busan and Gyeongnam. The data were collected from May 1, 2010 to June 30, 2010. The collected data were analyzed with SPSS/WIN 17.0. Results: When the difference in the degree of burnout by general characteristics was investigated, the means of burnout were significantly different depending on age, period of service, position, license, annual salary, desire to work continuously and types of working hours. Job stress, job satisfaction, social support, self efficacy and self esteem showed a statistically significant correlation with burnout. The degree of burnout became higher with more job stress and lower job satisfaction, social support, self efficacy and self esteem. As a significant factor affecting the degree of burnout of 119 rescuers, job stress showed 47.3% of explanatory power. The explanatory power of all of job stress, job satisfaction, self efficacy, types of working hours, annual salary and license was 62% and the power of job stress was the highest. Conclusion: From these results, job stress, job satisfaction and self-efficacy were found to be factors affecting the burnout of 119 rescuers. Therefore, intervention programs to reduce job stress and to improve job satisfaction, social support, self efficacy and self esteem should be developed to lower the degree of burnout of 119 rescuers. In addition, further researches to analyze works of 119 rescuers and legal and institutional strategies to improve their treatment are necessary and supplementary training in various practices by different circumstances based on standardized protocols should be conducted.

• Journal of Practical Engineering Education
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• v.7 no.2
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• pp.135-146
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• 2015

This study aimed for testing the effects of the empowerment in the circumstances of remote management that managers and employees were in separate countries. For this purpose, researchers collected survey data from 79 local teachers in multinational enterprises on English education and performed Structural Equation Modeling. The hypotheses below are revealed as significant. Firstly, empowerment had a positive effect on job satisfaction, but had a negative effect on job stress. Secondly, empowerment had a positive effect on organizational commitment. Thirdly, job satisfaction had a positive effect on organizational commitment. Fourthly, job stress had a negative effect on organizational commitment and job satisfaction mediated the relationship between empowerment and organizational commitment. Finally, job stress mediated the relationship between empowerment and organizational commitment. And the results of this study suggest that the employees' job satisfaction and organizational commitment can be enhanced using empowerment in the remote management system.