• Journal of Korean Academy of Nursing
• /
• v.27 no.1
• /
• pp.189-201
• /
• 1997

This study was designed to test the relationship between effectiveness of nursing organizations and structural and managerial variables of nursing organizations that are described in the Robbins Organizational theory model. The data were collected through self reported questionnaires from 605 nurses working in, and 782 patients hospitalized in, five tertiary hospitals in Seoul. Results showed that according to MANOVA there was a significant difference in nurses job satisfaction and patient satisfaction among the five hospitals. According to cluster analysis of the structural and managerial variables of nursing organizations, the five hospitals were divided into two clusters and there was no significant difference in nurses job satisfaction or patient satisfaction between the two clusters. According to canonical correlation analysis the formalization and centralization of structural variables were shown to be predicting variables for nurses job satisfaction, and the managing job design and managing Change of managerial variables were shown to be predicting variables for nurses job satisfaction.

• Journal of Technologic Dentistry
• /
• v.13 no.1
• /
• pp.99-122
• /
• 1991

This study was conducted to investigate the job satisfaction of the dental technicians and evalate the relationship between it’s scores and certain variables. One hundred eighty dental technicians were sampled from 300 among the 2552 dental technicians by wide distribution method, in September 1990. Data were collected by administering the instrument, the researcher developed for measuring the independent and dependent variables. The statistical methods utilized in this study were one-way analysis of variance, correlation and multiple regression analysis. The data were analyzed by SPSS(Statistical Package for Social Science), utilizing PC. The statistical significance was tested at 0.05 level. The major findings of the study were as follows : 1. The job satisfaction measuring instrument, the researcher developed, could measured the job satisfaction of dental technicians. The Maximum score of the instrument was 125, the highest score of dental technicians was 106, the lowest score was obtained 38, the mean score was 72.228 and standard deviation was 12.804. 2. The personal variables of dental technicians were related with the job satisfaction scores. The job satisfaction scores were positively correlated, at 0.01 level, with the scores of age(r=0.379), year(r=0.218), aptitude(r=0.415), marry(r=0.202), income(r=0.381), career(r=0.316). 3. The family variables scores of dental technicians were not correlated with the job satisfaction scores. 4. The personal characteristics of dental technicians were related with the job satisfaction. The job satisfaction score were positively correlated beyond the significant level, with the cheerfulness scores(r=0.398) and stability scores(r=0.224). 5. The job-related variables of the dental technicians were related with the job satisfaction scores. The correlation coefficient between job satisfaction scores and turnover scores was r=0.23, and quantity scores was r=0.300.

• Journal of Korean Academy of Nursing
• /
• v.39 no.3
• /
• pp.329-337
• /
• 2009

Purpose: The purpose of this study was to investigate the determinants of job satisfaction of hospital nurses. The focus was on work rewards. A causal model of job satisfaction of hospital nurses was constructed based on situational perspectives. Methods: The sample for this study consisted of 505 nurses from 2 general hospitals located in Seoul and Kyeonggi Province, Korea. Data were collected with self-administrated questionnaires and analyzed by hierarchical multiple regression. Results: All variables except workload were positively correlated with job satisfaction. It was found that three task reward variables(workload, meaning, and participation), two organizational reward variables(security and promotional chances) and one social reward variable(family support) had significant influence on nurses' job satisfaction. The explained variance for job satisfaction was 41.4%. The data further indicate that task rewards were the most significant determinants of nurse job satisfaction. Conclusion: Theses findings provide strong empirical evidence for importance of task, organizational and social reward variables in explaining job satisfaction of nurses. The model used for this study will be useful for predicting nurse job satisfaction.

• Journal of Digital Convergence
• /
• v.15 no.7
• /
• pp.435-444
• /
• 2017

This study investigated differences between job satisfaction and professionalism by job-related variable and analyzed the effects of job-related variables and job professionalism on job satisfaction among a total of 144 beauty salon workers in Busan and Ulsan. The main results are as follows. First, a difference between job satisfaction and professionalism was found by average monthly income and environmental satisfaction. Second, in terms of correlations with variable, job professionalism revealed static correlation with average monthly income, employment period and environmental satisfaction while job satisfaction showed static correlation with average monthly income, environmental satisfaction and job professionalism. In employment period, a significant difference was observed. Third, regarding the influence of variables on job satisfaction, job satisfaction became higher as average and job professionalism increased. In particular, job professionalism was the highest in terms of exploratory power. So a plan for allowing beauticians to improve confidence in professionalism and job satisfaction was presented.

• Journal of Korean Academy of Nursing
• /
• v.33 no.2
• /
• pp.265-274
• /
• 2003

Purpose: The purpose of this study is to investigate the role of social support in the experience of job stress among hospital nurses. Method: This study was carefully designed to overcome methodological shortcomings found in past research, and examined two organizational effectiveness variables(job satisfaction and organizational commitment) as outcome variables. The sample used in this study consisted of 602 nurses from 5 general hospitals. Data were collected with self-administered questionnaires and analyzed using hierarchical regression and LISREL technique. Result: It was found that: (a) three job stress variables(workload, role conflict and conflict with other medical staff) have negative effects on job satisfaction and organizational commitment; (b) social support have positive main effects on the two output variables; (c) the negative effects of job stress variables on job satisfaction and organizational commitment are not buffered by social support, and (d) social support mediates the effects of job stress on job satisfaction and organizational commitment, and the size of the mediating effects is small. Conclusion: Further research needs to be done to further refine this study.

• Health Policy and Management
• /
• v.9 no.1
• /
• pp.201-233
• /
• 1999

This study was carried out to find out the factors affecting on organizational commitment of hospital employees. For the purpose, the questionnaire-based research was done with 1280 hospital employees who were working in 2 university hospitals and 4 general hospitals located in Taegu City and Kyungpook Province from November 20, 1997 to December 22, 1997. The results of the study were summarized as follows. There were significant correlations among environmental variables, psychological variables, structural variables, vertical conflict, horizontal conflict, job satisfaction, and organizational commitment. By path analysis, variables such as pay, work involvement, work definiteness, met expectations, positive affectivity, distributive justice, job security, expectations before entering a hospital had significant positive effect on job satisfaction in order of size, while, vertical conflict, job opportunity, and horizontal conflict had significant positive effect on job satisfaction in order of size, while, vertical conflict, job opportunity, and horizontal conflict had signifecant negative effect in order of size. Variables such as job satisfaction, job security, work involvement, pay, vertical conflict, met expectations, distributive justice, positive affectivity, work unit control, job autonomy, and job routinization had significant positive direct effect on organizational commitment in order of size, while, job opportunity, job hazards and resource inadequacy had significant negative direct effects in order of size. It was found that the following variables, listed in order of size, had significant total effects on organizational commitment : job satisfaction, job security, job opportunity, work involvement, pay, met expectations, distributive justice, positive affectivity, job hazards, and work unit control. In considering abovc findings, it is recommended that programs for job satisfaction promotion, job security, decrease of intent to leave, work involvement promotion, adequate pay, met expectations, distributive justice, positive affectivity promotion, job hazards decrease, and work unit control grant should be implemented to increase organizational commitment.

• Culinary science and hospitality research
• /
• v.14 no.2
• /
• pp.262-272
• /
• 2008

This study examines whether job satisfaction of cooks working in the luxury hotels in Seoul significantly differs from those in Busan. The data for this study was collected from randomly chosen luxury hotels located in both areas. Out of 264 cooks who participated in the study, 130 and 134 turned out to be from Seoul and from Busan, respectively. SPSS 14.0 version was used for factor analysis to combine job satisfaction variables, identifying five factors; competence development, work environment, salary and employee benefits, co-worker relations, superior relations. While this study used t-test for identifying whether there is a significant difference between the two cities and between the part of demographic variables, ANOVA was applied in other demographic variables such as education, age, job position, and income.

• Journal of Korean society of Dental Hygiene
• /
• v.12 no.1
• /
• pp.213-223
• /
• 2012

Objectives : The purpose of this study is to identify relationships between turnover intention and variable factors among dental hygienists. Methods : Each factor of validity and reliability were investigated using factor analysis and Cronbach's ${\alpha}$. The hypothesis of the data was proven and analyzed using the pearson correlation, regression analysis, and analysis of variance (ANOVA). Results : The independent variables were based on self-efficacy, the dependent variables were based on job satisfaction. The results of the regression analysis were that self-efficacy is as high as job satisfaction. Independent variables based on self-efficacy and job satisfaction. The dependent variable is organizational commitment multiple regression analysis was used. The results showed that self-efficacy and job satisfaction are as high as organizational commitment. Independent variables based on organizational commitment. The dependent variable is the turnover-intention. Simple regression analysis showed that organizational commitment is as low as turnover-intention. Self-efficacy, job satisfaction and organizational commitment are different depending on individual traits and personal characteristics. Self-efficacy has been shown to have a positive relationship with job experiences, public work and turnover intention. Organizational commitment is also related with job experiences. However, there was no significant difference between job satisfaction, turnover intention and personal characteristics. Conclusions : According to the factor analysis of turnover intention, self-efficacy, job satisfaction, organizational commitment and turnover intention were correlated to each other. Self-efficacy, job satisfaction, and organizational commitment has a negative association with turnover intention.

• Korean Journal of Human Ecology
• /
• v.16 no.3
• /
• pp.547-562
• /
• 2007

The purpose of this study was to investigate the relationships of middle-aged men's family and work related variables and satisfaction. Based on the results of the study, the following was concluded ; First, there were significant differences in men's satisfaction across education level, economic variables, and occupation. Second, family related variables, work related variables, and work-family conflict were significantly correlated with satisfaction. In reference to family related variable, satisfaction was higher when marital satisfaction is good, parental stress, adult caring burden, and work-family conflict are lower. In reference to work related variables, satisfaction is higher when job stress is lower, job security is lower, and colleague relationship is good. Third, family related variables, work related variables, and work-family conflict were significantly correlated with mutually one another. Specifically, parental stress is correlated with work related variables. A higher correction was reported between work-family conflict and job stress. Finally, results of multiple regression analysis showed that these variable influenced middle-aged men's satisfaction. Moreover, the degree of explanation for satisfaction increased more, when family and work related variables, and work-family conflict add in individual character variables.

• Journal of Korean Academy of Nursing Administration
• /
• v.8 no.4
• /
• pp.605-614
• /
• 2002

Purpose : The purposes of this study is twofold: (a) to investigate the effect of job stress and organizational climate on the organizational effectiveness of hospital nurses, and (2) to examine the moderating effect of organizational climate on job stress. Method : Three organizational effectiveness variables(e .g., job satisfaction, organizational committment and group productivity) as outcomes variables were examined. The sample consisted of 602 nurses from 5 general hospitals affiliated university. Data were collected with self-administrated questionnaires and analyzed using hierarchical regression. Results : It was found that: (a) seven job stress variables(e. g., workload, role conflict, schedule, lack of knowledge, conflict with superior, conflict with other personnel and conflict with patients) have negative effect on job satisfaction and organizational committment; (b) organizational climate have positive main effects on job satisfaction and organizational committment; (c) the negative effects of job stress variables on job satisfaction and organizational committment are not moderated by organizational climate. Conclusion : Organizational climate mediates the effects of job stress on group productivity, but the size of the mediating effects was small. Various outcome variables need to be discussed further research.