• Journal of the Korea Academia-Industrial cooperation Society
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• v.14 no.10
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• pp.5012-5019
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• 2013

The purpose of this study was to suggest a better education programs for general hospitals. To do so, we conduct an empirical analysis of factors associated with employee satisfaction on training and education programs in general hospitals. The subjects were 490 respondents from 4 general hospitals, and the major findings of the study were as follows: First, employee satisfaction on training and education programs were shown statistically significant difference according to their demographic characteristics. Second, hospital employees whose organizational commitment and job performance was better expressed had more satisfaction with the education and training they received. Finally, it was found that self-efficacy had a moderation effect on between expectations for education and satisfaction with education and training. The study finally discusses practical implications for developing effective education program.

• The Korean Journal of Franchise Management
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• v.4 no.1
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• pp.55-71
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• 2013

The purpose of this study is to analyze the effects of satisfaction or dissatisfaction of a franchise organization training program on its achievements. For the training program variables, it takes a motivation, a role perception, and a customer directivity as independent variables, and satisfaction or dissatistaction as a parameter. Also, it regards operation capability improvements, satisfaction of the job, and a will for a long-time employment as a dependent variable, then it presents the results by using SPSS/PC+ statistics methods. The results shows that satisfaction of training programs affect the long-time employment a lot. Therefore, for a long-run growth of the franchise organization, it is important to carry out proper training programs. The introduction(part I) contains the subject proposal and the purpose of the study, and theological background(part II) shows the definition and quality of a franchise organization, and some expectations from training programs such as motivations, role perceptions, and customer directivity. Also, part III presents the study model, hypothesis, and analyzing methods. For the last, part IV shows the verification of statistic results, then part V presents the conclusion.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.4
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• pp.346-355
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• 2020

The purpose of this study was to suggest measures to improve safety and health training by analyzing trainees who participated in the training programs. A survey was administered to 226 trainees who participated in and completed the safety and health training programs provided by the Korea Occupational Safety and Health Agency. The study results showed that the level of satisfaction of employers for the training programs was the lowest compared to the middle managers and employees. Moreover, the middle managers' job competencies were increased, and they applied newly acquired knowledge and skills to their jobs. However, there were significant differences between industries. Finally, although all levels of trainee agreed on the effectiveness of safety and health training, the perceptions of employers were lower than those of employees. Based on these study results, several implications to improve the safety and health training were suggested.

• The Journal of the Korea Contents Association
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• v.20 no.12
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• pp.58-73
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• 2020

The purpose of this study is to empirically analyze the relationship between organizational commitment, job satisfaction, education and training, human resource development, and communication in Korea's financial industry. In particular, the mediating relationships between organizational commitment and job satisfaction, education and training, human resource development, and communication were examined in order to provide a better understanding of organizational commitment. A structural equation model was used for the empirical analysis of this study. As a result of the study, it was confirmed that education and training, human resource development, communication, organizational commitment, and job satisfaction are correlated within the Korean financial industry. Furthermore, organizational commitment was found to have mediating effects on education and training, human resource development, communication, and job satisfaction. Based on these results, this study emphasizes the importance of education and training for organizational commitment in the Korean financial industry. In particular, this study establishes the importance of a culture of trust within organizations through human resource development programs, communication for job satisfaction, and organizational performance to face changes in the post-COVID era. In the future, more in-depth qualitative studies are required to derive factors related to the employees of financial companies and to conduct comparison analyses with companies in other industries.

• Journal of muscle and joint health
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• v.26 no.3
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• pp.251-260
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• 2019

Purpose: The purpose of this study was to investigate the relationships between resilience, job satisfaction, and job stress among nurses working at general hospitals. Methods: This study was a descriptive study using a questionnaire. The resilience scale, satisfaction scale and job stress scale were used. The data from 194 infection control nurses, who work for below 3 years at general hospitals, were collected from March 2 to September 30, 2017. Data were analyzed using SPSS 22.0 Win program. Results: In this study, job stress showed significant negative correlations with resilience (r=-.14, p=.043) and job satisfaction (r=-.50, p<.001). However, there was a significant positive correlation with infection control experience (r=.32, p<.001). Also, the level of job requirement stress and job autonomy stress scored higher than other sub-dimension of job stress. Job satisfaction was the most significant predictor (β=-.43, p<.001) in job stress. Conclusion: The findings of this study suggest that systematic training courses and education programs for new infection control nurses should be developed to decrease nurses' job stress and increase their resilience. Holding this program can help reduce nursing job stress and help to adapt individuals to existing changes.

• Journal of Korean Public Health Nursing
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• v.13 no.2
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• pp.26-44
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• 1999

The study was done to improve the job training course for Community Health Practioners (CHPs) by evaluating the level of help that the training provided to the CHPs in carrying out their work and to analyze the management activities of the CHPs in order to develop a more effective CHP training program. The methodologies used in the study were a questionnaire survey. The survey results were analyzed using SPSS Windows. The study results are as follows. 1. The total average level of help from the job training(Theory. Practice and Field Practice) for carrying out the CHP work was found to be $3.04\pm.53$ (of a possible 4), which indicates a high level of help. The average for clinical practices was $3.16\pm.60$. for theory. $3.11\pm.40$ and for field practice. $2.84\pm.60$. 2. For the theory content of the job training courses. the help level was low in the area of mother and child health management/family planning with an average of $2.65\pm.62$ and in the area of health information system development with an average of $2.62\pm.83$. The reason for these deficiencies were. in order of frequency. few opportunities to apply learning. training content that was inadequate. training methodologies which were incongruent with content. improper training items and insufficient class hours. For the practice. the clinical work in rehabilitation/orthopedics departments and in ENT/Opthalmology departments had averages of $2.96\pm.86$ and $2.97\pm.80$ respectively. This low level resulted from the lack of direct experience. lack of sincerity during the practice time. lack of practice guidance. insufficient time and lack of practice equipment. in that order. For the field practice. the delivery management averaged $2.06\pm.90$ as the lowest help level. In this case 68% of respondents replied that there were no relevant reasons for this deficiency. 21% responsed that there was a lack of direct experience, 7%, a lack of practice guidance and 4.8%, insufficient time. 3. There were significant differences for several demographic variables when comparing the help level of the clinical courses (practice and Field Practice). A higher help level was reported by older nurses as compared to younger ones, experienced nurses as compared to scholarship nurses, and married over single. Also for nurses who had finished more other programs and were qualified or licensed in several areas the level was high. Although it was not statistically significant the level was higher if the work area was in a rural county, not a city, and if one had more recently completed the job training(P<,05). 4. Of the respondents 58.6% replies stated the period of job training for the CHP was adequate, but 51.7% reported that the period for theory courses was too short while an other 48.3% responded that it was sufficient. For practice locations, 50% responsed that it was good to practice in medical institutions(primary, secondary and tertiary) at the same time. While 48.3% agreed that doing theory and practice simultaneously was good, and 56.9% agreed that field practice should be done after completing theory and practice training. Hence, the development of new field practice guidelines suitable for changing environments of health management are required in place of the existing ones which were considered low in help level to the practical work of the CHPs.

• The Research Journal of the Costume Culture
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• v.22 no.1
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• pp.28-41
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• 2014

The study focuses on verifying the effects of service education and empowerment on job satisfaction, job performance, and customer orientation. 290 salespeople working for fashion companies participated by completing a survey. The collected data was then analyzed with SPSS 16.0 and AMOS 7.0. Structural equation modeling was used to examine the goodness of fit. Looking at the results of this study, the service education of salespersons in fashion companies was shown to affect their level of satisfaction with their compensation, whereas empowerment affected their psychological satisfaction. These findings indicate that the service training and empowerment as experienced by salespersons working for fashion companies affect their customer orientation and job performance. Specifically, psychological satisfaction as part of the overall level of job satisfaction was found directly to affect their customer orientation, whereas their satisfaction with their compensation did not affect their customer orientation. Customer-orientation as influenced by service education and empowerment was revealed to have direct effect on job performance. The results of this study indicate that the service education of salesperson working for fashion companies and their level of empowerment create job satisfaction and customer orientation in these individuals. This study will be a valuable source of information for those who create salesperson empowerment programs and salesperson management strategies for fashion companies. Such programs and management strategies can facilitate efficient job performance by salespersons working for fashion companies and increase their level of job satisfaction.

• Korean Journal of Occupational Health Nursing
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• v.21 no.2
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• pp.164-173
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• 2012

Purpose: This study aims to investigate the degree of burnout of 119 rescuers, to determine factors influencing their burnout, and to provide basic data for development of intervention programs to prevent the burnout. Methods: Subjects of this study were all 119 rescuers working at fire stations located in Busan and Gyeongnam. The data were collected from May 1, 2010 to June 30, 2010. The collected data were analyzed with SPSS/WIN 17.0. Results: When the difference in the degree of burnout by general characteristics was investigated, the means of burnout were significantly different depending on age, period of service, position, license, annual salary, desire to work continuously and types of working hours. Job stress, job satisfaction, social support, self efficacy and self esteem showed a statistically significant correlation with burnout. The degree of burnout became higher with more job stress and lower job satisfaction, social support, self efficacy and self esteem. As a significant factor affecting the degree of burnout of 119 rescuers, job stress showed 47.3% of explanatory power. The explanatory power of all of job stress, job satisfaction, self efficacy, types of working hours, annual salary and license was 62% and the power of job stress was the highest. Conclusion: From these results, job stress, job satisfaction and self-efficacy were found to be factors affecting the burnout of 119 rescuers. Therefore, intervention programs to reduce job stress and to improve job satisfaction, social support, self efficacy and self esteem should be developed to lower the degree of burnout of 119 rescuers. In addition, further researches to analyze works of 119 rescuers and legal and institutional strategies to improve their treatment are necessary and supplementary training in various practices by different circumstances based on standardized protocols should be conducted.

• Fashion & Textile Research Journal
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• v.20 no.5
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• pp.520-532
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• 2018

This study examines whether any correlation exists amongst participative motivation in an educational fashion training program, participants' program satisfaction and performance. In addition, this study investigates the moderating effect of participants' self-efficacy and job engagement in the influence of participative motivation on program satisfaction. Questionnaire data from 212 employed learners who participated in one or more educational fashion training programs were analyzed. For the data analysis, SPSS 24.0 statistical package was used. The study results were as follows. First, the participative motives of the educational fashion training program were grouped into the following three factors: goal-oriented, learning-oriented, and organizational support. Second, learning-oriented participative motivation positively affected their program satisfaction. Third, higher program satisfaction led better program performance. Fourth, there was a significant difference in the magnitude of the effect of learning-oriented participative motivation on satisfaction according to self-efficacy. Fifth, there was a significant difference in the magnitude of the effect of goal-oriented participative motivation on satisfaction according to vigor. Even if the participative motivation in an educational fashion training program predicts the program satisfaction, the strength is changed by interacting with the self-efficacy and vigor. The results of the study provide various implications for educators or policy makers who are interested in educational fashion training program development.

• Journal of Technologic Dentistry
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• v.34 no.3
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• pp.303-314
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• 2012

Purpose: This study aimed to find overseas workplace and improve global competence through the preference survey on overseas employment by dental technology students. Methods: The survey sample consisted of 250 randomly selected dental technology students. Survey was conducted from March 1 to May 1 in 2012. Total of 245(98.0%) replies and analyzed 236 questionnaires excluding 9 incomplete questionnaires. The questionnaires used in this study consisted of 7 items for general information, overseas employment characteristics of 10 items, 7 items for overseas employment activation plane and job competency development of 7 items. Collected data were analyzed using SPSS(Statistical Package for Social Sciences) Win 19.0 statistics program. Results: Regarding general characteristics of the subjects, there were 131 third graders(55.5%), 63 first graders(26.7%) and 42 second graders(17.8%) among 130 males(55.1%) and 106 females(44.9%). 221(93.6%) of the subjects had no experience in language training. Students who had clinical training for 1-5 months were 123(52.1%), and 24(10.2%) students had more than six months. 89(37.7%) of the subjects had no clinical training. 155(65.7%) of the subjects hope to work with korean owner, and 81(34.3%) chose foreign owner. Favored working countries were Australia(41.5%), the United States(29.2%), Canada(18.2%) and other(11.0%). The field of dental ceramic was indicated to be the highest proportion of 104(44.1%). Period of training were 3 hours(40.3%) and 6 hours(35.2%). The most important training were language-centered education(54.2%), Job-oriented education(24.2%), local culture education(16.1%), other(3.0%) and Leadership Training(2.5%). The subjects chose overseas worker(44.9%), working-level practitioner (28.8%), successfully employed dental technology graduate(19.5%a) and professor(3.4%) as an instructor. The subjects get education and training information from professor(40.3%), other(28.0%), senior(14.4%), job site(8.9%) and acquaintance(8.5%). A credit exchange(2.46 points), a joint degree program(2.46 points), and a foreign professor(2.33 points) were needed to activate the overseas employment. A kind of dental prosthesis(3.58 points), carving tooth morphology(3.38 points), and majors of dental technology(3.30 points) were indicated to develop job competency for overseas employment. Age, year, clinical training experience and company owner were statistically meaningful data among the general characteristics affecting job competency development. Conclusion: The college needs to offer variety programs such as foreign language-centered education and a local job competency development program to graduates to be connected with international workplace and employment.