• 한국식품조리과학회지
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• 제25권5호
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• pp.575-585
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• 2009

This study was conducted to identify the job stress factors of school foodservice employees and to examine the relationship between job stress and turnover intention through path analysis. Data was collected using a survey of 432 school foodservice employees in elementary and secondary schools in Masan, Kyungsangnam-do. All of the participants were female, and 165(52.9%) were over the age of 45' Additionally, 310(99.4%) of the respondents were married, while 287(92.0%) had less than a high school level of education. Furthermore, 271(86.9%) of the respondents were cooks. Overall, 107(34.3%) of the respondents had worked in the food industry for less than $5{\sim}10$ years. In addition, 208 (66.7%) respondents answered that they had 'never' changed jobs. Among job characteristics that causes job stress, job posture was the primary stress factor, followed by heavy work load and job condition. Job stress was found to be significantly correlated with turnover intention. Additionally, job position was the only moderating variable that was found to be correlated with job characteristics and job stress. Finally, the moderating variables influencing the effects of job stress on turnover intention were identified as performance confidence, job career, and job position. The results of this study will be useful for future studies conducted to evaluate the development of job environments and performance to minimize turnover and job inefficiency as a result of job stress.

• 한국비블리아학회지
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• 제3권1호
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• pp.13-38
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• 1978

When the Professional Librarians can be satisfied with the needs in perfoming their jobs, they feel the job satisfaction. In other words, the job desire consists of the directly related factors such as fitness, dexterity and the value of the work and those opinions regarding the environments, pays, problems of the promotion, promise of the job. This thesis is a study of these factors that affect the Professional Librarans' job desire of the university libraries in Korea. The purpose of the study is to analyze the perceived degree of Professional Librarians' job desire. To meet this purpose, this study is based upon A.H. Maslow's motivation theory "Hierarchy of Needs" and analyzed by the method of "Cafeteria Question" the answers gathered from 226 Professional Librarians who are work ing in University Libraries. The analyzed results show that generally the job desires of Professional Librarians in university libraries are low and stands in a situation that doesn't meet even the low dimensional needs of Maslow's theory. So the top library managers should establish the long-term plan to promote the job desire and the factors which cause the frustration of the Professional Librarians should be removed as soon as possible.

• 동서간호학연구지
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• 제18권2호
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• pp.81-87
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• 2012

Purpose: The purpose of this study was to study the job satisfaction and influential factors of clinical nurses. Methods: Data were collected using questionaires from 323 nurses who were working at hospitals located in M city. For data analysis, t-test, ANOVA, Duncan test, Pearson correlation coefficient and multiple regression were used. Results: The means of self-esteem, organizational commitment, and job satisfaction were 3.01, 3.23, and 3.04, respectively. There were statistically significant correlations among self-esteem, organizational commitment, and job satisfaction. Significant predictors of job satisfaction were organizational commitment and education opportunity. These two factors accounted for 50.9% of variance in job satisfaction of the nurses. Organizational commitment was the most influential variable. Conclusion: In rapidly changing environments, hospital system has been transformed into a highly complex and specialized structure. To manage human resources and reduce turnover rates, it is necessary to develop a strategy for nurses to improve the levels of self-esteem, organizational commitment, and job satisfaction.

• 한국정보시스템학회지:정보시스템연구
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• 제32권2호
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• pp.153-176
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• 2023

Purpose As non-face-to-face work environments become common due to COVID-19, interest in online collaboration tools that can communicate smoothly without time and space limitations is continuously increasing. Most of the prior studies are about the introduction, use intention, and satisfaction of cloud computing-based collaboration tools, and studies on the effects of collaboration tools on work-life balance and quality of life are somewhat lacking. Therefore, in this study, the characteristics of cloud computing-based collaboration tools were derived, and the effect on job satisfaction during work and job stress outside of working hours was confirmed. Design/methodology/approach This study applied the S-O-R framework and conducted an online survey of office workers who used cloud computing-based collaboration tools for more than three months. Hypotheses were tested using structural equations. Findings As a result of the analysis, among the characteristics of collaboration tools, stability, usefulness, and interoperability had higher job satisfaction as more stimuli were applied. In addition, the higher the job satisfaction during work, the higher the job performance, work-life balance, and quality of life.

• Educational Technology International
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• 제6권2호
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• pp.43-58
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• 2005

The purpose of this study was to investigate the impact of organizational learning culture on job satisfaction and organizational commitment. Two streams of scholarly work have provided the theoretical foundations for this study. The first stream comes from the literature on learning organization. The second stream of the theoretical foundation comes from an extensive literature on attitude-intention-behavior relationships. In addition, this study was tested three alternative models. Alternative model 1 employed job satisfaction as the mediating commitments variable between learning culture and organizational commitment. Alternative model 2 used organizational commitment as the mediating variable between learning culture and job satisfaction. Finally, alternative model 3 specified a direct impact of learning culture on both job satisfaction and organizational commitment, and reciprocal linkages between these two variables. The results of this study support the hypothesized relations among an organization's learning culture, job satisfaction, and organizational commitment. The findings of this study are various congruent with a widely accepted hypothesis that job satisfaction serves as an appraisal function in evaluating various work environments and determining emotional responses such as organizational commitment. Organizational learning culture is one of the important factors that organizations cannot overlook. Therefore, the findings of this study provide a new direction for researchers seeking to explain the complex relations among these central organizational variables.

• Asia pacific journal of information systems
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• 제33권4호
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• pp.1043-1057
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• 2023

The objective of this study is to explore the perceptions of justice regarding the implementation of flexible work arrangements, as well as to analyze the effects of such arrangements on job satisfaction and organizational effectiveness. The present study posits three key aspects, namely distributive justice, procedural justice, and interactional justice, which are hypothesized to influence individuals' impression of justice in relation to flexible work systems. To investigate the influence of job types on an R&D organization, specifically comparing R&D employees and office management employees, a dataset of 190 R&D employees and 50 office management employees was collected. The findings of the investigation provide empirical evidence that distributive justice has a significant impact on the level of job satisfaction among employees in both research and development (R&D) and office administration roles. Moreover, the influence of work satisfaction on organizational performance is noteworthy, particularly with regard to factors such as job dedication, organizational citizenship behavior, and knowledge sharing. The aforementioned findings offer significant insights for research and development (R&D) firms that have incorporated flexible work arrangements. These insights underscore the significance of emphasizing specific justice perceptions in order to augment job satisfaction and overall performance within the organization.

• 한국시뮬레이션학회논문지
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• 제15권3호
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• pp.31-37
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• 2006

모바일 그리드 네트워크의 단점인 연결의 불안정성과 이기종의 비전용 이동장비의 사용을 고려한 환경에서, 모바일 그리드 시스템의 효율적인 성능을 제공하기 위해서 본 논문에서는 작업할당 스케줄링 알고리즘을 제시하였다. 제시한 스케줄링 알고리즘은 두 개의 중요기능이 있으며, 이는 작업처리 시간을 예측하는 것과 작업을 수행시키기 위해 필요한 최적의 이동단말기의 개수를 정하는 것이다. 이러한 성능을 제공하기 위해서 제시한 알고리즘에서는 무선 네트워크 환경에서 이기종의 비전용장비의 영향을 고려한 네트워크의 지연시간을 계산하는 수학적인 수식을 제시하였다. 또한 구현된 모바일 그리드 환경에서 분산 어플리케이션을 수행하여 제시한 스케줄링 알고리즘에 대해 성능평가를 수행하였다.

• 농업과학연구
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• 제24권1호
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• pp.108-120
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• 1997

Since domestic and international environments has changed rapidly, Korean primary agricultural coopratives are expected to face many difficulties in business management, especially marketing and banking business. Therefore, it is necessary to reframe the exitsting structure of primary agricultural cooperatives so as to enhance the competitiveness in terms of management efficiency. However, There are many problems to be solved such as overnumbered staffs compared with decreasing number of farming population, unbalanced ratio between executive officials and lower-level officials, complexity of position-ranking system resulting from unclearness of official title and office regulations, and management right excessively concentrated on cooperative leader. The suggested measures for such problems are as follows; 1) attaining the economy size of agricultural cooperaitves in line with decreasing rural community, 2) fostering the on-the job training programs and the personnel administration according to job competency, 3) merging the small primary cooperatives into larger units with efficiency, 4) specializing the cooperative business based on their regional comparative advantage, 5) maintaining the rational adjustment between elected cooperative leader's management right and responsibility.

• 한국정밀공학회지
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• 제29권4호
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• pp.386-394
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• 2012

Recent trends in the flexible manufacturing systems are morphing cell control for the shop-wide production operation system and providing the integrated operation and execution system together with vendor-specific FMC/FMS platform. In these requirements, the shop-floor level operation system plays a role of coordinating the control activity of each cell, and has to provide flexibility for the complexity of mixed operations of various cells. This paper suggests a system architecture for the mixed environments of multi-cells and job shop, its corresponding enabling technologies based on comparative studies with other related studies and commercialized systems. This approach includes a process definition model considering the integration with upper BOM-BOP and external service modules, and reconfigurable device-level interface which provides dynamic interconnections with machine tools and cell controllers. The function modules and their implementation results are also described to provide the feasibility of the proposed approaches as the flexible shop-floor operation system for the multi-cell environments.

• 한국치위생학회지
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• 제9권4호
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• pp.699-714
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• 2009

Objectives : This study was to examine factors affecting the job satisfaction of dental hygienists. Methods : The subjects in this study were dental hygienists who worked at dental hospitals, dental clinics and general hospitals in the city of Gwangju. A survey was conducted by mail from January 2 to March 2, 2007. Out of the collected data, 208 answer sheets were analyzed. Results : 1. The dental hygienists investigated got a mean of 3.20 on job satisfaction. Among the job satisfaction factors, relationship with patients ranked highest(3.79), followed by relationship with colleagues(3.62), working environments(3.39), future prospects(3.30), professional status (2.89), pay(2.82) and required workload(2.58). 2. Regarding links between general characteristics and job satisfaction, the older dental hygienists were more satisfied with professional status, pay, required workload and relationship with patients. By marital status, the married dental hygienists expressed better satisfaction at professional status than the unmarried ones. By education, those who were receiving college education or received the same or higher education were more gratified than the junior college graduates. By the total length of career, the dental hygienists whose length of career was longer were more gratified with professional status, future prospects and relationship with patients. By workplace, the dental hospital workers were more satisfied with working environments, and the general hospital employees were more gratified with pay. The dental hospital employees were better satisfied with future prospects as well. As to the impact of the length of career at the current workplace, there was a tendency that those who worked at their current workplaces for a longer time expressed better satisfaction with professional status, pay and relationship with patients. By monthly mean income, the larger income earners had a tendency to be better gratified with professional status, pay and relationship with patients. 3. The general characteristics that were selected as independent variables were identified as the factors that exercised an influence on the job satisfaction of the dental hygienists and made an about 14.0% prediction of it. Out of those factors, the total length of career and monthly mean income had a statistically significant impact on that. Conclusions : The above-mentioned findings suggested that out of the seven job satisfaction components, they gave the lowest marks to satisfaction level with pay. As a result of making a multiple regression analysis, it's found that job satisfaction was under the influence of the total length of career and monthly mean income. Therefore there should be an improvement in the pay system in order to boost the job satisfaction of dental hygienists, and they should be paid properly in accordance with total length of career.