• Korea Journal of Hospital Management
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• v.24 no.4
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• pp.57-69
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• 2019

Purpose: This study aimed to analyze the job performance efficiency of nurses in the Neonatal Intensive Care Unit (NICU) by using the Data Envelopment Analysis (DEA). Additionally, the study aimed to provide a detailed method to improve the currently inefficient way in which nurses perform their jobs by differentiating the reference group of more efficient nurses, and to compare the characteristics of the more efficient group of nurses to those of the less efficient group of nurses. Methodology: This study evaluated the relative job performance efficiency of nurses by applying DEA to 43 nurses in the NICU. The input variables for the efficiency analysis were working career (years), time spent in direct nursing care (hours), overtime (hours), and job-related training (hours); the output variables were the job performance scores of professional practice, research, leadership, and education. Data were analyzed using SPSS IBM 23.0 and Open Source DEA (OSDEA). Findings: The relative job performance efficiency of the 43 nurses was 0.933, and 20 nurses were evaluated as more efficient. In addition, the study confirmed the possibility of improving the overall job performance efficiency by improving leadership, while controlling the current input variables. Lastly, the more efficient nurses had significantly higher job performance scores for research (t=2.028, p=0.049), leadership (t=2.036, p=0.048), and education (t=2995, p=0.005) than those who were less efficient. Practical Implications: It is suggested that job performance be evaluated using DEA to improve the overall job performance efficiency of NICU nurses. The analysis results from DEA for nurses becomes evidence in support of establishing individualized goals for each nurse, thus resulting in a foundation for systematic human resource management of nurses, and ultimately contributing to increase in the job performance efficiency of nurses.

• Journal of the Korea Society of Computer and Information
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• v.24 no.11
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• pp.263-270
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• 2019

The propose of this study was to investigate the factors affecting job satisfaction in Speech-Language Pathologists and to identify the relationships among job satisfaction self-efficiency and job stress. The participant of this study were 145 Speech-Language Pathologists. The results of present study are as follows. The mean score for job satisfaction was 3.62. job satisfaction was found to have a positive correlation with self-efficiency, and a negative correlation with job stress. The influencing factors impacting on job satisfaction were self-efficiency and job stress. This factors explained that job satisfaction was 46.8% of the variance. Conclusion: This study is expected be useful to find ways to improve subjects' job satisfaction by increasing their self-efficiency, decreasing their job stress and developing intervention programs as basic data.

• Korea Journal of Hospital Management
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• v.7 no.1
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• pp.64-87
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• 2002

The purpose of this study is aimed to grasp the factors, which may influence the harmonized organizational efficiency of the objects of hospital structure as well as its structural constituents of each departments of administration, nursing, and para-medical personnels, in order to provide basic data enable to contribute in the development of hospital. The survey data involved in the study was derived from 385 personnels working in 5 medium and small sized hospitals in Seoul area. The main finding of the study can be summarized as follows; 1. The organizational efficiency in accordance with the general characteristics of subjects in order of male, over 30 years of age, university graduates, long-term tenure and high position is higher, whereas, in as much as wage and well trained personnels in administration departments are higher, its organizational efficiency is higher in comparison with those of nursing and para-medical departments. 2. The organizational efficiency in accordance with satisfaction and the motive contributional factors is higher as much as the high satisfactory level in every departments in general. 3. The organizational efficiency in accordance with the factors of job characteristics is higher in as much as difficulty of the jobs is lesser, however there was not statically significance between administration and para-medical departments. In as much as the job circulation is intact, job standard level is higher and the more job responsibility the higher organizational efficiency, while the more workload and the more work feud resulted lower organizational efficiency. It was obvious that the higher professional expertise as well as the training and application level are improving the organizational efficiency. 4. The organizational efficiency in accordance with the factors of structural characteristics was higher in as much as the intercommunication was smooth and the structural formalization level are higher, however there was not statically significance between the participation level of decision making and the organizational efficiency. 5. In as much as higher educational level of over university graduates, management of organization and the job level are satisfied, the psychological motive contributional level is higher, while the lesser job difficulty, the smooth job performance, the higher level of professional expertise, the higher structural formalization level, the smooth intercommunication, have affected as major influence factors of the structural characteristics of organizational efficiency. 6. As the management of hospital organization, the job level and personal relation are satisfied or psychological motive is provided, especially when there are no difficult jobs or smooth job circulation and no job feud are prevailing, it was apparent that the organizational efficiency is improving accordingly. The nursing departments has high educational standard and is satisfied in the management and job level of hospital organization as there are no difficult jobs while the level of hospital's organizational formality is high and the intercommunication is smooth, which are improving the organizational efficiency. The para-medical departments is also satisfied the management and job level of hospital organization and it was apparent that the organizational efficiency is higher in as much as the level of job standardization is high and the intercommunication is smooth. As a result of this study, in order for improving the organizational efficiency of the medium and small sized hospitals, the management and job level as well as personal relation are preferably satisfied, whereas the level of job circulation, job responsibility, the expertise and formalization of organization, intercommunication and etc. should be satisfied, and, therefore, it is advisable to buildup discriminated organizational management and environment for different division on the basis above factors. Since this study is carried on several hospitals in Seoul area, there is a certain limit to generalize its result to all domestic hospitals, nevertheless the gallop poll was made by developing the questionnaires with reasonability and reliability. Especially, as the study was carried by analyzing the comparison of influence factors' difference of organizational efficiency in accordance with the divisional characteristics of the medium and small sized hospitals.

• Journal of Technologic Dentistry
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• v.38 no.4
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• pp.365-380
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• 2016

Purpose: The purpose of this study was to ascertain the need to reform curriculums for digital experts in a way that include the practical and educational aspects of dental labs by determining why educational reforms are needed to comply with changes in dental technology business that are brought by the applications of digital scanning and what changes are being actually brought by the use of CAD/CAM. Methods: This study analyzed the need of education and practice in relation to CAD/CAM by using the independent sample t-test and One-way ANOVA. in accordance with the participants demographic characteristics and job-related variables and factors related to CAD/CAM, and provided only some of the analysis results that were found statistically significant. Concerning the need of education and practice in relation to CAD/CAM, the study also used the independent sample t-test to measure difference in the perception of that need within each of the three groups, or those of job performance, job efficiency and knowledge gain at the signficance level of ${\alpha}=.05$. Results: Dental technologists surveyed here were perceiving that the use of CAD/CAM would bring changes in their job performance, job efficiency and knowledge gain. They were expecting that the biggest changes would be made in work climate and product quality as sub-areas of job performance. However, they said that in terms of job efficiency, the use of CAD/CAM would change job contribution, job satisfaction and job efficiency, but not lead to staffing. These results suggest that more special programs for CAD/CAM education are needed to bring up CAD/CAM experts who are more specialized. Conclusion: Among 13 skills related to CAD/CAM, what is most needed to be educated to dental technologists was "molding the occlusal surface" (M=4.19), followed by "designing the 3-D work" (M=4.17), "final shape modification" (M=4.16), "molding the border" (M=4.15) and "checking the fit of prothesis" (M=4.14) in order.

• Journal of the Economic Geographical Society of Korea
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• v.15 no.4
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• pp.752-765
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• 2012

We analyze the relation empirically between regional labor market characteristics and job matching efficiency with the adaption of stochastic frontier production function. Our empirical results suggest that, as both the ratio of 50 years-old-job seekers and the level of spatial density increase, job matching efficiencies also rise. In contrast, an increase in the ratio of firms which offer permanent contracts lowers job matching efficiencies. And the job matching efficiency is relatively higher in metropolitan areas. Finally, We find a negative relation between total industrial production and job matching efficiency, which implies that job seekers tend to accept uncongenial jobs in the recessions.

• The Journal of the Korea Contents Association
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• v.12 no.2
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• pp.232-242
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• 2012

The purpose of this study was to analyze the multiple regression between the psychological well-being, Empathy ability Scale and Job Efficiency at relationship among on Teacher's job satisfaction among elementary, middle, high the whole country. It aims to find a method that can improve teacher's job satisfaction. The subjects for this study were 308 teacher's composed of 196 out of elementary school teachers, 62 out of middle school teachers and 50 out of high school nation wide. The result and discussion are as follows:First, if we take a look teacher's psychological well-being, Empathy ability Scale and Job Efficiency autonomy and school administration, compensation system, personal growth and school administration, compensation system, working environment, purpose of life and school administration, positive interpersonal relationships, self acceptance among subordinate variables of psychological well-being, empathy ability scale, job efficiency of teachers at are all relevant to of subordinate variables except compensation system. Second, as a result of the multiple regression analysis, the significant variables which affect teacher's job satisfaction are ranked in the order of human relationships, self acceptance, emotional factors. whole all variables are not significant.

• The Journal of the Convergence on Culture Technology
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• v.8 no.1
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• pp.385-393
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• 2022

This study conducted a survey of social welfare facility workers in Mokpo, Jeollanam-do from May 21 to May 24, 2019 to empirically analyze the effect of job rotation on work efficiency and job satisfaction. Individual development of job rotaion (independent variable), job satisfaction (dependent variable), work efficiency (mediating variable), and work overload (moderating variable) were set as variables of the research model. For the questions of all variables, the Likert 5-point scale was used, the SPSS version 24.0 was used as an empirical analysis tool to verify the hypothesis, descriptive statistics and reliability analysis were performed, and the mediating effect and moderating effect were analyzed using SPSS PROCESS macro 4.0. The results of this study are as follows. First, it was analyzed that the individual development of job rotation did not significantly affect job satisfaction. Second, it was found that work efficiency fully mediated the relationship between individual development of job rotation and job satisfaction. Finally, it was found that the interaction term between work efficiency and job overload had a negative effect on job satisfaction and had a moderated mediating effect.

• Culinary science and hospitality research
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• v.13 no.1 s.32
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• pp.235-243
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• 2007

The results of hotel management have revealed a lot of problems in regard to the suitable placement of kitchen facilities, equipment and utensils, appropriate positioning of kitchen workers, and management of kitchen supplies. To solve these problems, this study examined the relationships among kitchen equipment, layouts, job satisfaction, a sense of self-competence, and production efficiency, proposing the efficient management measures of a reasonable kitchen system. The following are the results. Kitchen facilities had a significant effect on job satisfaction, not on a sense of self-competence. Hotel cooks' awareness of kitchen utensils as well as kitchen layouts had significant influence on both job satisfaction and a sense of self-competence whereas hotel cooks' job satisfaction and their sense of self-competence had great influence on production efficiency.

• Journal of Korean Academy of Nursing Administration
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• v.17 no.4
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• pp.474-483
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• 2011

Purpose: This study was conducted to identify factors affecting nurses' burnout in secondary general hospitals. Methods: Data were collected through structured questionnaires from 241 nurses working at the secondary general hospitals with below 400 beds in the P, C, and S city between April and May, 2009. Data analysis was done with independent t test, ANOVA, Pearson correlation coefficient, and multiple stepwise multiple regression with SPSS WIN v 17.0. Results: Burnout was significantly different according to religion, age, clinical experiences, and shift work. Burnout score of the subjects was 58/100. Burnout of the subjects were positively correlated with job stress and negatively correlated with hardness, self efficiency, self esteem, spiritual wellbeing, social support, and job satisfaction. The explained variances for burnout was 51.8% and factors affecting nurses' burnout in secondary general hospitals were job stress, hardness, self efficiency, job satisfaction and shift work. Conclusion: These results showed the significant factors fo nurses' burnout in secondary general hospitals. These findings can be utilized to development of strategies for reducing job stress and enhancing hardness, self efficiency and job satisfaction.

• Korean Journal of Occupational Health Nursing
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• v.21 no.2
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• pp.116-124
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• 2012

Purpose: This study was conducted to examine the influencing factors of social support, self efficiency and depression among the hearing-impaired and physically disabled on their job stress. Methods: The data were collected from Jan.1 to Aug. 30, 2010 from 151 disabled workers. The instruments for this study were the Korean Occupational Stress Scale (KOSS), Social Support Scale, General Self-Efficacy Scale and Beck Depression Inventory-Korean Version (K-BDI). The data were analyzed using t-test, Pearson correlation coefficient and multiple regression with the SPSS/WIN 18.0. Results: The physically disabled show higher social support (t=0.284, p= .001) and self efficacy (t=0.165, p= .024) but lower in depression (t=0.789, p<.001) than the hearing-impaired. There are negative correlation between job stress and social support, job stress and self efficacy but a positive correlation between job stress and depression. These three factors explained 42.9% of the variance in job stress. Conclusion: Social support and self efficacy have positive impacts on job stress but depression has negative impact.