• Journal of Practical Engineering Education
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• v.11 no.1
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• pp.105-115
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• 2019

This study focused on the importance of job position as a role model for female career adaptation. To do this, we used the KWMP data to conduct a Multinomial logit analysis to examine the influence factors of the tenure women managers. As a result, first, section chief position showed a low level of life satisfaction and showed difficulty of beginner's manager. Second, it is predicted that the position of the Deputy Head of Department will establish the identity of work as an intermediate manager. Third, head of department Director showed a high age, target status, possibility of achieving the target, and duration of the next job. Fourth, executive level has the least average experience of discrimination on monthly average wage. It was suggested that it is important to develop individual career by recognizing that the organizational atmosphere and personnel management are lower than those of the other positions. It was found that age, organizational atmosphere and personnel management, goal status, possibility of achieving goals, next job tenure period, monthly average wage, welfare, and life satisfaction factors were the most influential factors in women career adjustment. Finally, implications and limitations were discussed based on the results of this study.

• Research in Community and Public Health Nursing
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• v.29 no.4
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• pp.476-487
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• 2018

Purpose: The present study is focused on understanding weight perception related with individual- and school-level multifactorial origins, underestimated and overestimated respectively, in normal body weight adolescents. Methods: Using the 2017 Korea Youth Risk Behavior Web-based Survey data of 45,902 students from 799 secondary schools, a multilevel multinomial logistic regression analysis was performed where adolescents (level1) were nested within schools (level 2). Results: At the school level, the average school body mass index (BMI, $kg/m^2$) and physical education were associated with weight perception among both boys and girls. In boys, geographic areas were associated with weight underestimation. At the individual level, perceived economic status, weekly allowance, BMI ($kg/m^2$), smartphone usage time (hrs/day) and perceived stress were associated with weight perception among both boys and girls. Age, paternal education, academic achievement and alcohol use were associated with weight perception among girls, while part-time job and physical activity were associated with weight perception among boys. Conclusion: Our findings underscore the importance of individual- and school-level environments in developing correct weight perception and have implications for school health education to establish healthy lifestyle behaviors for all adolescents.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.19 no.40
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• pp.119-136
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• 1996

With new competitive environments, innovation is more necessary to survive severe competitions than ever. However, most Small and Medium(SM) businesses are used to be short of professional staffs, money and equipments for performing various innovations(ie., technological or administrative innovation, product development or Process development, and radical or incremental innovation). Many students have suggested that incremental innovation is more adequate than radical innovation in SM business. The purpose of this paper is to find antecedent factors In promote employees' Incremental Innovation Activities(IIA), In analyse moderating effects of ability and attitudes, and to test the difference of IIA-level by ability(or attitudes) and 11 independent factors. Each IIA-level by 5 variables of 11 independent variables-job variety, importance, identity, communication, performance dependency-is found to be significantly different in high-ability group affirmative-attitude group.

• Management & Information Systems Review
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• v.39 no.2
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• pp.77-94
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• 2020

While the importance of the service industry has increased at the national economy level, the service rate and job satisfaction of the flight attendants in the aviation service industry are not high. In this regard, this study aims to recognize what factors can reduce their job stress in the emotional work environment, and how job stress affects their attitude and job performance. More specifically, the current study tries to investigate how flight attendants' positive psychological status affect their job stress, organizational commitment, and knowledge sharing in the aspect of job performance. The main five constructs in these interrelationships include the flight attendants' positive psychological capital, leader-member exchange(LMX), job stress, organizational commitment, and knowledge sharing. This study conducted a quantitative research with 390 questionnaire for flight attendants, and analyzed the data using SPSS/PC version 20.0 and structural equation modeling program of AMOS 20.0. The findings show that the favorable leader-member exchange relationship between flight attendants plays a significant role in lowering job stress, while high job stress has a negative effect on organizational commitment and knowledge sharing. The result also shows that personal positive psychological capital acts as a trigger to influence other factors. Therefore, this study suggests that it is essential for airlines not only to promote an organizational system to support the flight attendants' emotional work but also to maintain a positive psychological state for securing competitive human resources.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.11
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• pp.7564-7574
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• 2015

This study confirmed by a meta-analysis of the effect of suppressing the size of the turnover variable based on the thesis concerning "turnover intention" of the past 15 years, and the trend over the year, according to published meta-regression analysis was verified. The overall effect size for the study was found to inhibit factors medium effect size. Effect size is a private property factor by lower variable salary levels, age and marital status, working period, turnover experience, educational level, showed a work order forms, job characteristics factor is job satisfaction, working conditions, job importance, firm relationships with colleagues, showed a net job autonomy. In addition, organizational characteristic factor effect sizes organizational commitment, organizational commitment, advancement opportunities, compensation satisfaction, organizational justice, participatory doctor had determined the net. Changes in accordance with the published year is closer to 2015 it showed that the effect of inhibiting factors reduced size.

• Journal of Practical Engineering Education
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• v.16 no.3_spc
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• pp.351-365
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• 2024

Although jobs in the employment service sector have been continuously expanding over the past 20 years, many in the labor market point out that the signaling and selection functions of job counselor qualifications are deteriorating because job counseling and psychology were developed mainly in the early 2000s. Therefore, in this study, a survey was conducted on current employment service workers on the establishment and improvement of employment service professional qualifications. According to the data analysis, employment service workers lack the current level of competence compared to their importance in all their jobs, and there is a limit to taking charge of all the expanded employment service jobs such as corporate support, administrative management, and labor market program planning and execution as a single job counselor. As for the direction of reorganization of employment service-related qualifications in the future, more than half agreed to establish new qualifications. Similarly, more than half of the respondents wanted to strengthen the qualifications of existing job counselors related to employment services.

• Fire Science and Engineering
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• v.33 no.3
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• pp.154-165
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• 2019

This study was conducted to investigate whether ego - resilience plays a mediating role in the relationship between adult attachment and job stress of fire officers, and to derive implications for job stress reduction of fire officers. A questionnaire survey was conducted for 480 fire officers working in Seoul and Gyeonggi - do, and correlation analysis and regression analysis were conducted using SPSS 21.0. The results showed that there was a negative correlation between instability attachment and job stress in adult attachment, negative correlation between instability attachment and ego - resilience in adult attachment, and negative correlation between ego - resilience and job stress. Adult attachment and ego - The results showed that there was a statistically significant effect on stress. Ego - resilience was found to full mediate the effect of anxiety of adult attachment on job stress and to partial mediate the effect of avoidance on job stress. This study suggests the need to develop a program that can improve ego - resilience considering the importance of ego - resilience and the occupational characteristics of fire officer. This means that the psychological and psychological factors of the individual should also be considered in order to reduce the level of job stress of the fire service personnel.

• Korean Journal of Child Studies
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• v.37 no.6
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• pp.83-94
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• 2016

Objective: The purpose of this study was to investigate differences in self-leadership and job involvement based on the education levels, majors, and teaching experiences of multicultural family home-visit instructors and the influence of self-leadership on job involvement. Methods: 668 home-visit instructors participated in the online survey from 140 multicultural family support centers in Seoul, 6 metropolitan cities, 9 provinces, and other cities and counties. Data were analyzed through frequency, percentages, Pearson's correlations, one-way ANOVA, $Scheff{\acute{e}}$ post-hoc test, and stepwise multi-regression using SPSS 21.0. Results: The main findings are as follows. First, instructors who were high school graduates had significantly higher scores in self-leadership than the other groups. There was only a significant difference in self-reward of self-leadership based on their majors. There were no significant differences in job involvement based on the education level and major. The greater their home-visit teaching experiences, the higher their scores in self-leadership and job involvement. Second, the stepwise multiple regression model showed that self-expectation, self-goal setting, constructive thinking, and rehearsal of self-leadership explained 49% of the total variance in job involvement. Conclusion: Even though the high school graduates had significantly higher scores in self-expectation, rehearsal, and constructive thinking of self-leadership than the other groups, over-generalization should be avoided because the sample size was relatively small. Based on the finding that greater home-visit teaching experiences was associated with higher self-leadership and job involvement, it would be necessary to improve working condition to prevent instructors from changing jobs. These findings stress the importance of providing opportunities for home-visit instructors to develop leadership, thus improving job involvement.

• Information Systems Review
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• v.25 no.2
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• pp.181-203
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• 2023

With the fierce competition of companies for the attraction of outstanding individuals, job satisfaction of employees has been of importance. In this circumstance, many companies try to invest in job satisfaction improvement by finding employees' everyday experiences and difficulties. However, due to a lack of understanding of the employee experience, their investments are not paying off. This study examined the relationship between employee experience and job satisfaction using employee reviews and company ratings from Glassdoor, one of the largest employee communities worldwide. We use text mining techniques such as K-means clustering and LDA topic-based sentiment analysis to extract key experience factors by job level, and DistilBERT sentiment analysis to measure the sentiment score of each employee experience factor. The drawn employee experience factors and each sentiment score were analyzed quantitatively, and thereby relations between each employee experience factor and job satisfaction were analyzed. As a result, this study found that there is a significant difference between the workplace experiences of managers and general employees. In addition, employee experiences that affect job satisfaction also differed between positions, such as customer relationship and autonomy, which did not affect the satisfaction of managers. This study used text mining and quantitative modeling method based on theory of work adjustment so as to find and verify main factors of employee experience, and thus expanded research literature. In addition, the results of this study are applicable to the personnel management strategy for improving employees' job satisfaction, and are expected to improve corporate productivity ultimately.

• The Korean Journal of Archival Studies
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• no.47
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• pp.95-130
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• 2016

The job satisfaction of records managers is of importance because it affects their work performance and retention. The purpose of this study is to investigate records managers' job satisfaction and to identify factors affecting records manager's job satisfaction to find the way to improve their job satisfaction. Specific questions of the study are as follows: 1) What is the job satisfaction of records managers? 2) Are factors affecting job satisfaction different depending on record managers' personal characteristics? 3) What are the most influential factors on job satisfaction? To do that, questionnaires were used to gather data from 60 domestic records managers working in different types of records centers. Data analyses included descriptive statistics, one-way ANOVA, independent t-test, and multiple-regression analysis. Additionally, interviews with 2 record managers were conducted to collect opinions on factors affecting job dissatisfaction and recommendations for improving their job satisfaction. Important findings of the study are as follows: First, the respondents are moderately satisfied with their jobs (3.2 out of 5 points). The level of job satisfaction is different depending on years of career, years of employment, number of personnel the respondent is working with in the records center, and etc. The number of personnel the respondent is working with was found to be the most influential factor. Second, multiple-regression analysis result shows that motivation factors(satisfaction factors) are more influential than hygiene factors (dissatisfaction factors) on the respondents' job satisfaction, which confirms Herzberg's two factor theory. More specifically, 'work ethic,' one of motivator factors, has the greatest influence, followed by 'procedural impartiality', 'communication', 'job characteristic', 'distributive justice', and 'working conditions.' Based on the results, this study suggests several ways to improve record managers' job satisfaction level. First, the awareness of records management should be increased. The respondents indicated that their job dissatisfaction is usually derived from a lack of the awareness of records management. Therefore, every chief of organizations, National Archives of Korea, and records managers themselves should try to raise the awareness of records management. Especially, records managers should make stronger efforts to attract the office's attention. Second, records managers ought to establish their identity as records management profession. Also, they should participate in various activities of the archival community to overcome the limitation of individuals.