• Health Policy and Management
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• v.17 no.4
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• pp.82-98
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• 2007

This study aimed to analyze the factors that influence the job satisfaction of nurses involved in medical insurance reviews. The study involved a self-administered questionnaire survey which was conducted with to 297 nurses who were in charge of medical insurance reviews between April 10 and April 28, 2000. The average job satisfaction of the subjects was 3.04. The sub-items of job satisfaction were noted to be high for 'professional status'(3.79) and low for wage (2.46). The job satisfaction of subjects showed statistically significant differences with regard to education, career, and volume of service(p<0.05). The average job stress of subjects was 2.57. The sub-items of job stress included problems pertaining to human relationships problem(2.84), conflicts with doctors at work (2.79), and the burden of excessive workloads(2.79), in that order. Multiple regression analysis demonstrated that job satisfaction was significantly low when the job stress was higher. It also showed that the job satisfaction was significantly high as there was more frequency of judgements and higher education. These results suggest that the job stress of nurses involved in medical insurance reviews has a profound impact on their job satisfaction. Therefore, the efforts should be made to reduce their job stress. It may also be beneficial to reinforce the training with the doctors and nurses in order to improve their communication skills. Disseminating more information about insurance standards may also be considered.

• Health Policy and Management
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• v.5 no.2
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• pp.173-201
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• 1995

A causal model of organizational commitment on the basis of Western literature was tested with a sample of 1,164 employees from two university hospitals in Korea. The model contains three groups of determinants : environmental variables(job opportunity, spouse support, and parent support), psychological variables(met expectations, work involvement, positive affectivity, and negative affectivity), and structural variables(job autonomy, work unit control, routinization, supervisor support, coworker support, role ambiguity, role conflict, workload, resource inadequacy, distributive justice, promotional chances, job security, job hazarda, and pay). The data were colleted with questionnaires and analyzed with the LISREL maximum likelihood method. It is found that (1) the following variables, listed in order of size, have significant total effects on organizational commitment : job satisfaction, met expectations, supervisor support, job security, routinization, job opportunity, negative affectivity, work involvement, distributive justice, and promotional opportunity, (2) the model explains fifty-nine percent of the variance in organizational commitment, and (3) the link with expectancy theory is justified by the results for met expectations. Two conclusions can be drawn from these findings. First, the model of organizational commitment appears to be generalizable to Korean hospitals. Second, the model of organizational commitment should include such theoretical variables as environmental, psychological, and structural factors.

• Journal of the Korean Society of Safety
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• v.28 no.1
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• pp.102-108
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• 2013

This study aimed to examine the impact of workers' perceptions of the safety climate on job satisfaction and intention to turnover in the manufacturing industry. Data was collected from employees(n=143) working in the manufacturing industry. The perceived safety climate included perceptions of the safety commitment of the management, safety leadership of the immediate supervisor, and safety policy. Hierarchical regressions were conducted to identify the significance of the relation between the sub-variable of the perceived safety climate and job satisfaction, and intention to turnover. The results show that safety commitment and safety policy are significant predictors of job satisfaction. The immediate supervisor's safety leadership was significantly correlated with intention to turnover. These results indicated that the perceived safety climate of workers in the manufacturing industry might influence job satisfaction and intention to turnover. Therefore, organizations in the manufacturing industry should focus on improving safety climates to enhance job satisfaction and prevent employee turnover.

• Health Policy and Management
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• v.26 no.4
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• pp.325-332
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• 2016

Background: Workplace violence was recognized to be social problems that might impact the health status and the job satisfaction of employee in hospitals. This study investigated the current status of violence and job stress among hospital employees working at administration and discharging department. Methods: The study subjects were 213 administrative employees working at 20 general hospitals. Data were collected by self-administered questionnaire that included information such as demographics, job-related characteristics, experience of violence, and job stress. The violence was classified as verbal violence, physical threat, and physical violence occurred by patients and caregivers. Analysis of variance, t-tests, correlation analysis, and multiple linear regression analysis were performed to examine the associated factors with job stress. Results: The levels of verbal violence, physical threat, and physical violence were $1.64{\pm}1.08$, $0.54{\pm}0.67$, and $0.04{\pm}0.17$, respectively. The score of job stress was $2.74{\pm}0.50$ and it was associated with age, existence of spouse, drinking frequency, subjective health status, disease history, night-time treatment, and public health administration career in simple analysis. In multiple linear regression analysis, the level of verbal violence experience was significantly associated with job stress (B=0.09, p=0.001). Also physical threats (B=0.18, p<0.001) and physical violence (B=0.48, p=0.008) showed positive association with job stress. Conclusion: This study attempted to examine the association between experience of violence and job stress in administrative employees at medical institutions. Levels of violence showed positive correlation with the job stress. Environment improvement to protect employee from violence and management of employees who experienced workplace violence are needed to reduce the job stress.

• 한국노년학
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• v.31 no.4
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• pp.1209-1228
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• 2011

The study is set out to examine the degree of on the life satisfaction and policy effects of the job creation project for the participating elderly The Subject of the study were 950 elderly people patrici parted In the job·creation project for the elderly in the aged welfare agency in the Seoul. For data analysis, SPSS15.0 for window program was utilized. The primary findings from the research can be summarized as follows. It was found that as for the participating reasons for the creation project most have responded to coding the living expenses; followed by the a sense of fulfillment by work, maintain health, not wanting to burden their children, society participating. After examining the difference in the personal effects felt by the elderly after participating in the job creation project by participation type, it revealed that the elderly who has participated in the job creation project has responded to the improved mental health, followed by the mental steadily and the alleviation of Ioneliness, in the order given for the personal effects. but the analysis on the social effects of the job creation project for the elderly by the participation type showed that the most elderly participating in the thought the promotion of social participating as the social effects of the job crenation project. The analysis on the degree of on the life satisfaction for the job creation project were effects policy. It is safe to say in order to raise the degree of satisfaction and vitalize the job creation project for the elderly, more realistic job creation project which reflects the characteristics of each type and various demands of the elderly would be essential.

• Journal of the Korean BIBLIA Society for library and Information Science
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• v.34 no.2
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• pp.159-182
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• 2023

The National Library of Korea (Sejong), which was launched in December 2013, has been in the spotlight as a specialized library for Korean policy information and as a Sejong city complex cultural facility. Nevertheless, the essential identity, organizational status, division of affairs and core competencies, policy information collection, and services of the NLK (Sejong) are weak and inadequate. Therefore, this study developed a job model for establishing an essential identity and providing high-quality policy information services nationwide and suggested a strategic organizational reorganization plan. The job model was proposed as a total of 110 by adding 38 to the existing 72. Based on this job model, the short-term reorganization model (2023-2024) changed the grade of the library director from the current grade 4 (administrative officer) to Senior Executive, and the grade of the director by division from grade 5 (secretary) to grade 4. The sub-organization has expanded the current 3 divisions (planning management, policy information, and service use) to 4 divisions (planning administration, library collection and development, policy information service, and public service and culture, with a total of 51 personnel. In the mid-to-long-term model (2025-2032), the sub-organization was expanded to 4 divisions and 1 office (planning administration, library collection and development, policy information service, public service and culture, and policy information research), and presented a total of 61 personnel. To this end, it is necessary to persuade stakeholders with the argument of advocating the Korean policy information center, which is a macro-strategic goal, and focus all capabilities on strategic reorganization and revision of 「Decree on the Organization of the Ministry of Culture, Sports and Tourism」.

• Health Policy and Management
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• v.15 no.1
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• pp.1-29
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• 2005

This study examined the antecedents of psychological empowerment at hospital organizations, and also examined their differential effects among occupational groups within hospitals: doctors, nurses, engineers, and administrative workers. Various variables for multi-level factors were examined as antecedents: tenure, income, work centrality, and career goal as personal factors, job variety, job clarity, job significance, and job fitness as job factors, and security, reward justice, and organizational support as organizational factors. Data were collected from 8 national university hospitals, and 1,289 data were used for final analysis. For the whole groups, all antecedents except reward justice had significant effects on, and explained large amount of variance of empowerment. Results from the analysis for each occupational group showed that income, career goal, and job significance had significant effects on empowerment at all occupational groups, while reward justice had not at any groups. The effects of other variables depended on occupational groups. 1bis study found some important antecedents of empowerment which have been less considered in previous research: career goal, work centrality, security, and organizational support. The finding that differential effects of antecedents on empowerment by occupational groups suggests that group characteristics should be considered for studying empowerment. In this study, for example, personal factors rather than both job factors and organizational factors were more effective for empowerment in the engineering group whose job is relatively simple and clear, while job factors were most effective in other groups. The differential effects of antecedents on empowerment by occupational groups also have practical implications for improvement of empowerment at hospitals. For empowerment, personnel management efforts would be more required for administrative workers than other occupational groups, because they perceived least job clarity, job significance, job fitness among the groups, all of which were found to be important determinants of empowerment for them.

• 한국디지털정책학회:학술대회논문집
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• 2006.12a
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• pp.311-322
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• 2006

Job is a basic factor which ties individual employee and organization, and it affects employee satisfaction and organizational effectiveness. It is usually found that the relationship between individual and organizational interests does not coincide each other in short-term. When job is being performed, it is important to have a job which satisfies individual interest and maximizes organizational goals in order to have an organizational effectiveness. The purposes of the study were designed to investigate the variations of the job characteristics and job attitude across technological classification, to examine the relationship of job attitude to the job characteristics employed by both socio-technological and job design approaches to organizational change, to find the job characteristics which characterized technological classification, and to test the moderating effects of demographic characteristics in korea organizations.

• Proceedings of the Korean Society of Health Policy and Administration Conference
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• 2005.12a
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• pp.358-359
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• 2005

• Journal of KIISE:Computer Systems and Theory
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• v.33 no.6
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• pp.337-343
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• 2006

The Stack Resource Policy (SRP) is a real-time synchronization protocol with some distinct properties. One of such properties is early blocking; the execution of a job is delayed instead of being blocked when requesting shared resources. If SRP is used with dynamic priority scheduling such as Earliest Deadline First (EDF), the early blocking requires that a scheduler should select the highest-priority job among the jobs that will not be blocked, incurring runtime overhead. In this paper, we analyze the runtime overhead of EDF scheduling when SRP is used. We find out that the overhead of job search using the conventional implementations of ready queue and job search algorithms becomes serious as the number of jobs increases. To solve this problem, we propose an alternative data structure for the ready queue and an efficient job-search algorithm with O([log$_2n$]) time complexity.