• Korean Journal of Occupational Health Nursing
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• v.14 no.2
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• pp.108-117
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• 2005

Purpose: This paper was attempted to focused on the analysis of job stress and job satisfaction according to the moderating effects of social support. Method: Data collected from 302 staff nurses in 2 general hospitals, with self-reporting questionnaires(Wolfgang's HPSI, modified Hagihara's social support, and MSQ). Descriptive statistics, Cronbach's alpha, Pearson correlation, ANOVA, and moderated regression analysis were used. Result: The subjects exhibited significantly highest level of 'the work and patients' conditions'. The perceived job stress was negatively correlated with supervisor and co-workers' support, and job satisfactions. Also supervisor and coworkers' support were positively correlated with job satisfactions. The main factor that affected the job satisfactions was 'work and patient conditions' and it was explained 35.5% out of the total variance of the job satisfactions with 'the work load and disturbing factor', 'supervisor support' and 'co-workers' support'. Supervisor support moderated the relationships between 'the patient care responsibilities and career development factor' and satisfaction. Conclusion: For developing the stress management program for hospital nurses, 'the work and patients' conditions', and the strategies of strengthening 'supervisor and co-workers' support' should be considered. In addition to, it may be considered to examine the effects of social support on the other criterion variables.

• International Journal of Knowledge Content Development & Technology
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• v.8 no.3
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• pp.29-40
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• 2018

This paper discussed motivation, some theories of motivation and motivation of library personnel. The most important aspect of any organization is its workforce. Motivation arouses, energizes, influences and sustains behaviour and performance of employees. Motivating factors include extrinsic factors which pertain to the conditions under which a job is performed and intrinsic motivators which contribute to job satisfaction and subsequently increase productivity. Two levels of motivation were identified in the library: the need-factor motivation and the profession-related motivation. Need-factor motivation is well-pronounced in the lower cadre of library staff such as library assistants, clerical staff, and porters who set their priority on economic needs. The profession-related motivation occurs among professionally trained librarians whose motivation hinges self-fulfillment derived from professional growth and development. Other motivating factor in the library is job design which includes job rotation, job enlargement, and job enrichment. Job design specifies the contents or methods of any job in such a way that various requirements of a job can be effectively satisfied. Adequate motivation of library employees lies with the managers because they generally control work distribution, freedom and autonomy, work challenge Remove, staff development and training, and advancement opportunities. The managers are urged to create enabling environment to ensure improved commitment, satisfaction, and productivity of employees in the library.

• Journal of Korean Library and Information Science Society
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• v.37 no.4
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• pp.419-442
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• 2006

The purpose of this study is to closely examine the level of effect the job factor has on the organizational commitment of public librarians. To do this, I have divided the job factors in to four categories, Job specification, Job satisfaction, Job Involvement, Job performance, and classified the level of organizational commitment into three categories affective, continuance, normative and examined the level of organizational commitment of public librarians for each classification, and also analyzed the relationship for each factors and their importance.

• Journal of the Korean Society of Food Culture
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• v.27 no.4
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• pp.354-366
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• 2012

The objective of this study was analyze the relationship among emotional intelligence, job attitude (job satisfaction, organizational commitment, turnover intention), and organizational performance in kitchen staff. A survey collected data from foodservice employees (N=611). Statistical analyses were completed using SPSS Win (17.0) for descriptive analysis, reliability analysis, factor analysis, t-test, correlation analysis, and AMOS (7.0) for confirmatory factor analysis and structural equation modeling. The main results of this study were as follows. The four EI (Emotional Intelligence) dimensions significantly correlated with age. The mean of the job satisfaction score was 3.24. The organizational commitment score was 3.54. The organizational commitment score was higher for 'loyalty' factor than for 'sense of belongs' factor. The mean of organizational performance score was 3.61. The four EI(Emotional Intelligence) factors were significantly correlated with job satisfaction (organizational commitment, organizational performance, and turnover intension). Structural equation modeling found that emotional intelligence had positive effects on job satisfaction, organizational commitment, and organizational performance, whereas job satisfaction and organizational performance had positive effects on organizational performance. Therefore, this study found that emotional intelligence had direct and indirect effects on organizational performance.

• Safety and Health at Work
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• v.14 no.1
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• pp.31-42
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• 2023

Background: This study analyzes the linear and non-linear effects of the hard and soft dimensions of job quality on the overall health of wage workers. It also examines the congruence or fit between the hard and soft job quality on the overall health of wage workers. Methods: This study measured thirty indicators that constitute job quality and reduced the indicators into twelve sub-dimensions of job quality using reflective factor analysis. In addition, this study derived two dimensions of job quality from the twelve subdimensions, namely the hard and soft job quality using formative factor analysis. This paper applied the response surface analysis to analyze the congruence effect between the two dimensions of job quality. Results: A logarithmic relationship was found between the dimension of hard job quality and the worker's overall health. This study also verified that the congruence effect between the two dimensions of job quality does not exist, and the combined effect of job quality is lower when the two dimensions of job quality are at the same level than the effect when either level of job quality is high or low. Conclusions: Although hard and soft job quality has independent positive effects on the overall health of wage workers, the two dimensions of job quality are not congruent or not in harmony with each other. This incongruence between hard and soft job quality, together with a higher impact of hard job quality, suggests that the role of soft job quality on overall health is relatively limited.

• The Journal of the Korea Contents Association
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• v.21 no.6
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• pp.336-349
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• 2021

The purpose of the research is to analyze the factors affecting the job satisfaction of workers of Independent Living support centers for the disabled focusing on demographic factors, organizational factor, job factor, and psycho-emotional factors. A survey was conducted on 236 workers at 108 centers, and a logistic regression was conducted to analyze to factors affecting the job satisfaction of the center workers. health status, job suitability and self-efficacy are found to have a significant effect on job satisfaction among workers of centers. Based on these findings, specific measures and suggestions are proposed to improve job satisfaction among workers of Independent Living support centers for the disabled.

• Journal of Korean Public Health Nursing
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• v.5 no.2
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• pp.53-66
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• 1991

The Purpose of this study is to provide the basic data necessary for the high level of nursing service and the efficiency plan of nurse's man power by analyzing job satisfaction level of public health services. The study population included all public health services(118) in health care center within Jeon Buk province. A Survey was conducted to collect data by a self-administered questionnaire from September I to December B, 1990. A Forty item questionnaire was designed to elicit data concerning how nurses feel about the factors of job satisfaction. All the data were analyzed by means of percentage, mean, anova, T-test, Pearsen's correlation coefficient. The Results of this study were summerized as follows. 1. General characteristics of PHN : age: $33.9\%\;20\~29$ years old education level: $52.6\%$ professional nursing college marital status: $75.5\%$ married religion: $50.5\%$ protestant clinical experience: $40.7\%$ no clinical experience public health nursing career: $47.9\%$ low 5years 2. Influencing factor of Job satisfaction desired duration of employment: $65\%$ needed duration, $18.3\%$ lifetime duration motives of employment: $40.8\%$ no special motive of employment desired organ of leave: $19.3\%$ public health clinic 3. Level of job satisfaction with job satisfaction components. The level of job satisfaction showed an average score 3.39 out of 5.0. Job prestige 4.09 was the highest among the components of Job satisfaction and was presented organizational requirement 3.69, Human relationship 3.66, task requirement 3.36, Autonomy 3.10, pay 2.46. 4. Level of job satisfaction with general characteristics. General characteristics(age, educational level, manital status, clinical experience, public health nursing carrier, duties, lincense and qualification) and job satisfaction was no relationship. 5. Level of job satisfaction with Influencing factor. Duration of desired employment (p<0.01) and motives of employment(p<0.001) was presented. 6. Relationship composing factor of job satisfaction and level of job satisfaction 6 components of job satisfaction was related all of job satisfaction. organizational requirement (r=0.93). Autonomy (r=0.93), Human relationship(r=0.92), task requirement (r=0.90), job prestige (r=0.83), pay (r=0.81)

• The Journal of Asian Finance, Economics and Business
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• v.5 no.3
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• pp.133-142
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• 2018

The purpose of this study was to examine the effect of two-dimensional factor of motivators and hygiene on civil servants' job satisfaction using the partial least square structural equation modeling (PLS-SEM) as a technique employed to analyze the measurement and structural models. Exploratory study was deployed to evaluate the relationship among variables. By using multistage stratified sampling, statistical data was collected from a survey of 441 public municipal civil servants who have employed in various levels (municipal government, districts and communes) in Vietnam. The findings provided evidence that hygiene factors (relationship with leader, salary, relationship with coworker and working environment) directly impact on civil servants' job satisfaction. Meanwhile, only career development factor from motivators significantly influenced on public employee's job satisfaction. Based on the empirical results, the hygiene factors of job satisfaction are more dominated that the motivators one. This finding suggests that municipal governments should focus policies on improving the hygiene factors which lead to higher job satisfaction on civil servants. Gaining a thorough understanding of the determinants of job satisfaction toward municipal public servants will enable policy makers to grasp the factors that results in retaining employees. Finally, the policy makers can use this knowledge to promote civil servants' job satisfaction.

• The Journal of Industrial Distribution & Business
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• v.13 no.7
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• pp.1-6
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• 2022

Purpose: This study verified the influence of teachers' job characteristics on empowerment and job performance, and the mediating effect of empowerment in the relationship between job characteristics factors and job performance. Research design, data, and methodology: As a factor influencing human resources that influence organizational success or failure, job characteristics induce an important psychological state in organizational members, which affects individual motivation and job satisfaction, thereby achieving the goal of securing stable management and job security. In this study, a questionnaire survey of private academy instructors was conducted and reliability and factor analysis, and multiple regression analysis were used. Results: The purpose of this study was to understand the effect of the job characteristics of academy instructors on empowerment and job performance, and to verify whether empowerment plays a mediating role in the relationship between job characteristics and job performance. Conclusions: As a result of verifying Hypothesis 1, the educational environment, expertise, and social support of academy instructors all had a significant positive (+) effect on job performance. As a result of the verification of Hypothesis 2, empowerment greatly mediated the relationship between the educational environment, expertise, and job performance. However, empowerment did not mediate the relationship between social support for academy instructors and job performance.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.7
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• pp.647-655
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• 2021

Job crafting refers to changes that individuals make in their work to achieve their preferences and needs. Contingent on the social exchange theory, the aim of this study is to explore the relationship between job crafting and job performance. In addition, the study examines the mediating effect of social capital in the relationship between job crafting and job performance. The data was collected from 387 employees in Vietnamese industrial enterprises through a questionnaire survey using both qualitative and quantitative methods. The information was then analyzed by explanatory factor analysis (EFA) confirmatory factor analysis (CFA) as well as structural equation modeling (SEM). The results show that all three dimensions of job crating positively affect job performance and that social capital plays a mediating role in that relationship. This study contributes to the field of human resources management, particularly job crafting, by examining different dimensions of job crafting that impacts job performance. Moreover, this is the first study to test the mediating role of social capital on the relationship between job crafting and job performance. These insights may help the organizational managers to encourage beneficial job crafting.