• Journal of Preventive Medicine and Public Health
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• v.37 no.1
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• pp.44-50
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• 2004

Objectives : This study was conducted in order to investigate the professionalism, job stress and job satisfaction in western and oriental doctors in Korea. Methods : The authors conducted a survey using a self-administered questionnaire, conducted between August and September, 2001. The study subjects were 457 western doctors and 161 oriental doctors practicing at local clinics in Daegu City. Results : For the professionalism scale, the score for belief in service to the public of western doctors was significantly higher than that of oriental doctors (p<0.05) whereas the scores for sense of calling to the field and feeling of autonomy were higher in oriental doctors (p<0.01). For the job stress scale, the scores for work factor, and clinical responsibility/decision factor of western doctors were significantly higher than those of oriental doctors (p<0.01). Of the western doctors, 59.7% expressed satisfaction with their job as a doctor, 69.5% responded that the role of a doctor was appropriate to their aptitude, and 61.8% answered that they wouldn't consider other kinds of job even if offered. In case of oriental doctors, these responses were 83.1%, 82.5%, and 82.3%, respectively. Conclusions : The job stress scores of western doctors were higher than those of oriental doctors, but the job satisfaction was lower. The reasons for the above results are not clear. Further studies are required to understand the characteristics of job stress and job satisfaction in doctors.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.10 no.12
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• pp.3824-3832
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• 2009

Would it be true that cutting off using BLOG in business hour prevents that job performance decreases? Even though it is right, would the worker have different reason of using BLOG according to job characteristic? This is the purpose of this study to search the answers for the questions above. Under the first hypothesis, (factors having the people use BLOG can influence the job satisfaction), independent variable was set to three factors and define as 'Interoperability', 'Informative', 'Amusement' respectively and dependent variable was set to job satisfaction in this study. The result of analyzing this hypothesis was that two factors('Interoperability', 'Informative') haveinfluence on job satisfaction but 'Amusement' factor hadn't any influence on job satisfaction. For another hypothesis, (the factor having the worker use BLOG would have different influence on job satisfaction according to job characteristic), Job characteristic was set to 3 group (fixed/unfixed, individual/co-operational, static/active) in this study and these variables were converted to dummy variable for validating the moderating effect on both variables(independent/dependent). The result of analyzing this hypothesis was that all dummy variables set to 3 groupshadn't any moderating effect on both variables. Because a dummy variable couldn't be contained the job characteristic exactly.

• Convergence Security Journal
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• v.14 no.6_2
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• pp.63-72
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• 2014

The purpose of this study is to investigate the relationship between organizational culture, job characteristics and job continuance will among police officers. This study targets the police officers dispatched in the Seoul metropolitan area in 2012, and it uses judgment sampling method to analyze 187 samples. This study conducted the statistical analysis, including frequency analysis, factor analysis, reliability analysis and multiple regression analysis, by using SPSS WIN 18.0. The result is as follows. First, the organizational culture among police officers has effects on job characteristics. That is, the feedback increases as the organizational culture becomes more mutual development- or agreement-oriented, or as it becomes more hierarchical; on the other hand, the job importance increases as more hierarchical and rational a culture becomes. Also, self-determination increases as an organization becomes more mutual development- or agreement-oriented. Second, the organizational culture among police officers has effects on the job continuance will. That is, the expected satisfaction increases but intentional insincerity decreases as the organizational culture becomes more mutual development- or agreement-oriented. Also, risk-perceiving behavior increases as an organizational culture becomes more hierarchical. Third, police officers' job characteristics have effects on the job continuance will. That is, the feedback and job importance increases the expected satisfaction while reducing functional diversity. The feedback also reduces the contraction factor. The job importance increases intentional insincerity while reducing functional diversity. The functional diversity not only increase alternative expectation but also increases risk-perceiving factors.

• Journal of Korean society of Dental Hygiene
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• v.10 no.4
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• pp.595-605
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• 2010

Objectives : A precedent research has documented that occupational stress is closely associated with increased the risk of fatigue and decreased in job satisfaction. This study was conducted in an effort to assess the relationship of occupational stress to self-perceived fatigue and job satisfaction by using job strain model. Methods : The number of respondents was 122 dental hygienist who work in dental clinic and period of the investigation was July 2009 through september 2009. A structured questionnaire was employed to evaluate the participants' sociodemographics, job-related factors, health-related behaviors, occupational stress, job satisfaction and self-perceived fatigue. Occupational stress and self-perceived fatigue were assessed using the Korean Occupational Stress Scale-Short form (KOSS-SF) and the Multidimensional Fatigue Scale (MFS), respectively. Results : In job strain model, the ratio of Q2(High Strain Job) group that more susceptible to disease by stress than other group was 16% and the proportion of high fatigue group(Q3, Q4 group) and low job satisfaction group(Q3, Q4 group) was 48%, 45% respectively. In logistic regression analyses, a High Strain Job group was associated with higher odds of react factor(fatigue, job satisfaction) and the odds was down by 3.3%~7.5% after adjustment for age, smoking, alcohol drinking, regular exercise. So the effective strategy for fatigue, job satisfaction reduction for dental hygienist requires additional program focusing on innovated work environment that provide a enough leisure time and exercise program considering the personality traits. Conclusions : The results of this study suggest that occupational stress is a determinant predictor of self perceived fatigue and job satisfaction. Thus, a stress management program for the reduction of occupational stress, and the promotion of dental hygienist impact assessment health and quality of life is strongly recommended.

• Journal of the Korea Fashion and Costume Design Association
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• v.18 no.2
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• pp.65-78
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• 2016

The purpose of the study was to investigate differences in job satisfaction, organizational commitment and intent to leave the job according to the characteristics of employees of korean fashion companies. For the study, the questionnaire was developed by the authors and distributed to 350 employees of Korean fashion companies. A total of 315 questionnaires was collected and used for the final analysis. Data were analyzed by frequency analysis, reliability analysis, factor analysis, independent sample T-test, ANOVA and Tukey's test, using the SPSS 18.0 Package Program. First, men showed higher scores in job satisfaction and organizational commitment, and lower score in intent to leave their jobs than women. Second, those who were in their fifties or older had higher job satisfaction and organizational commitment and lower intent to leave their job than those who were in their twenties. Third, those who work in the sales department or merchandising department had higher job satisfaction and organizational commitment and lower intent to leave their job than designers. Fourth, managers and executives had higher job satisfaction and organizational commitment and lower intent to leave their job than lower position employees. Fifth, those with 15 years or longer job experience had higher job satisfaction and organizational commitment and lower intent to leave their job than those with less than three years. Finally, those who had a monthly income of three million won or more had higher job satisfaction and organizational commitment and lower intent to leave their job than those who had a monthly income of less than one million won.

• Human Ecology Research
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• v.60 no.1
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• pp.131-145
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• 2022

The purpose of this study was to reveal the effects of sales services and organizational member relationships of fashion brand salespersons on job performance and job satisfaction, as well as how job performance, job satisfaction, salesperson services, and organizational member relationships differ according to the sales career and job position. The data were collected by administering a questionnaire to fashion brand salespeople in Gwangju from September to October 2020. Using 235 responses, the data were analyzed with SPSS 27.0 for frequency analysis, reliability analysis, t-test, factor analysis, and regression analysis. The research results were as follows. First, the basic services of the salesperson comprised factors such as 'consideration and convenience', 'appearance and dress', and 'kindness and greeting', which are considered better variables to explain job performance than job satisfaction. Second, the salesperson's professional service consisted of 'fashion product knowledge', 'professional self-management', and 'store display technology' factors, which are good variables to predict job performance. Third, the relationship between the members of a salesperson's organization consists of factors such as 'headquarters relations', 'colleague relations', and 'emotional labor', which was better for explaining job satisfaction than job performance. Fourth, depending on the position, professional salespeople exhibited significantly higher values in job performance, basic and professional services of salespersons, and 'headquarters relations' factors, whereas there were no significant differences in job satisfaction, 'colleague relations' and 'emotional labor'. Lastly, the more sales career, the higher the job performance, and the basic services, professional services, and 'headquarters relations' factors of salespeople were also good.

• 재활복지
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• v.15 no.2
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• pp.249-274
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• 2011

The purpose of the present study was to provide fundamental information to improve job satisfaction of rehabilitation-counselors and the service in sheltered workshop. The researcher conducted the nationwide survey of rehabilitation-counselors in sheltered workshop. The results of this study were summarized as follows. First, job stress of rehabilitationcounselors in sheltered workshop was in low level, but job satisfaction was relatively in high level. The factor of conflict in their role and over-roaded role reached serious level. And the promotion and salary of a job made their job satisfaction lower. Second, there was significant correlation between job stress and their career. Third, job satisfaction according to general characteristics of rehabilitation-counselors differed from their age. Fourth, there was significant correlation between job stress and job satisfaction. It showed that the higher job stress, the lower job satisfaction. Therefore, policy improvement was needed to enhance job satisfaction. In addition, continuous research and individual efforts were needed to lower the level of job stress for rehabilitation counselors in sheltered workshop.

• Journal of The Korean Society of Integrative Medicine
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• v.12 no.1
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• pp.11-26
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• 2024

Purpose : This study investigated the empowerment, burnout, and job satisfaction levels among occupational therapists, and to ascertained the effects of empowerment and burnout on job satisfaction. The study aimed to provide foundational data to help increase job satisfaction among occupational therapists. Methods : We surveyed 180 occupational therapists working in the Jeollabuk-do. The survey included 49 questions covering general characteristics, empowerment, burnout, and job satisfaction. Differences in empowerment, burnout, and job satisfaction levels based on general characteristics were analyzed using independent sample t-tests and one-way ANOVA. We performed multiple regression analyses to ascertain the effects of empowerment and burnout on job satisfaction. Results : The average scores for job satisfaction, burnout, and empowerment were 40.32, 58.40, 41.82, respectively. Job satisfaction according to general characteristics showed statistically significant differences based on the annual income and the most difficult treatment. We found that empowerment factors such as perceived importance of the job confidence in one's abilities, and independence and autonomy in job performance, significantly affected job satisfaction. However, the most significant factor influencing job satisfaction was daily fatigue and stress. Conclusion : Job empowerment and burnout of significantly affected job satisfaction among occupational therapists. Occupational therapists have a effect on the daily lives of their clients through interventions, playing a crucial role for each individual client. Thus, increasing the empowerment and job satisfaction levels of occupational therapists and reducing their burnout levels can help improve the quality of life of the clients and enable occupational therapists to provide high-quality services.

• Journal of the Ergonomics Society of Korea
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• v.36 no.5
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• pp.559-568
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• 2017

Objective: The aim of this study is to investigate the effective managerial factors influencing dose reduction of the nozzle dam installation and removal tasks ranking within top 3 in viewpoint of average collective dose of nuclear power plant maintenance job. Background: International Commission on Radiation Protection (ICRP) recommended to reduce unnecessary dose and to minimize the necessary dose on the participants of maintenance job in radiation fields. Method: Seven sessions of nozzle dam installation and removal task logs yielded a multiple regression model with collective dose as a dependent variable and work time, number of participants, space doses before and after shield as independent variables. From the sessions in which a significant reduction in collective dose occurred, the effective managerial factors were elicited. Results: Work time was the most important factor contributing to collective dose reduction of nozzle dam installation and removal task. Introduction of new technology in nozzle dam design or maintenance job is the most important factor for work time reduction. Conclusion: With extended task logs and big data processing technique, the more accurate prediction model illustrating the relationship between collective dose reduction and effective managerial factors would be developed. Application: The effective managerial factors will be useful to reduce collective dose of decommissioning tasks as well as regular preventive maintenance tasks for a nuclear power plant.

• Korean Journal of Construction Engineering and Management
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• v.7 no.4 s.32
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• pp.164-176
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• 2006

Conflict may occur during teamwork activities. Conflict is the incompatibility of interest of participants; hence, it is more common in a wide varied activities involved construction field. Goals and values involve positive or negative features and are therefore common sources of conflict in construction field. Excessive conflict is a major hindrance to the effective operation of a team. If the conflict is not managed timely and properly, it could be transformed into a big dispute, thus to avoid these situation, it is necessary to augment working together culture. This paper aims to identify project team working factors and to uncover underlying relationships between these factors. A questionnaire survey was used to collect data from professionals. Factor analysis was employed to categorize twenty-one teamwork items evaluated by 169 respondents working in three major construction parties namely, owners, consultants and contractors. Factor analysis uncover that these team work factors can be grouped under three categories titled as: integrative working culture, relationship building and trust building. Multiple regression analysis however, showed that relationship building factor does not influence job satisfaction of project participants. Results of this study can be used as a tool to strengthening relationship between project participants in the construction industry.