• Journal of the Korean Institute of Intelligent Systems
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• v.17 no.4
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• pp.526-533
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• 2007

In this paper, we study to the pattern of job satisfaction using four theories of transactional analysis-egogram, life positions, strokes, time structuring-for organizational members. The tool of pattern analysis is used fuzzy TAM network which Is especially effective for pattern analysis. The input data of fuzzy TAM network ate values of four theories in transactional analysis, the output data is the classes which is divided by two groups from score of job satisfaction. From the result of this study, the correct rates of training data and checking data are 85-100% and 60%, respectively.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.5
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• pp.1031-1038
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• 2021

The purpose of this study is to evaluate the impact of organizational culture on job satisfaction and organizational commitment among employees in small and medium-sized enterprises in Ho Chi Minh City, Vietnam. The study hypothesized that organizational culture has a significant influence on employees' satisfaction and that satisfaction also significantly impactsorganizational commitment among employees. The data are collected from a sample of 240 office employees. Structural Equation Modeling is used to determine the influence of organizational culture dimensions,including open working environment, salary, and rewards, empowerment, management style, corporate values, on employees' satisfaction and organizational commitment. The findings showed that the five dimensions of organizational culture positively impact employees' satisfaction and that job satisfaction significantly influences organizational commitment. Thus, job satisfaction serves as the bridge between organizational culture and commitment. The current study contributes to providing a practical insight into the relationships between organizational culture, employees' job satisfaction, and organizational commitment. Based on that, managers can develop suitable personnel policies for their organizations to simultaneously enhance employees' performance and satisfaction, which makes them stay with the company.

• Journal of Distribution Science
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• v.20 no.4
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• pp.111-119
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• 2022

Purpose: This study seeks to address the omission through examining the manner in which demographic similarity affects the responses of employees in the retail sector towards horizontal pay dispersion. Through doing so the study will be effective in bolstering the recent efforts of more careful exploration of conditions. Research design, data, and methodology: Scant past studies are available to guide for practitioners in retail sector which compensation strategy might lead adequate job performance for retail sales workers. To suggest possible solution, the present authors used variables of pay dispersion and obtained 317 US retail sale workers in distribution channels to measure the association between pay dispersion and employee job performance. Results: The statistical findings indicated both first and second hypothesis could be acceptable with favorable Beta and T values, resulting high degree of pay dispersion leads a low level of job performance, while a low degree of pay dispersion can motivate retail sales workers to improve their performance. Conclusions: The findings of this study raises an argument that processes of social comparison work in a more vigorous manner. This is thus a representation of the propensity of a retail sales worker to voluntarily resign from an organization when dispersion rates are higher.

• Journal of Preventive Medicine and Public Health
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• v.30 no.1 s.56
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• pp.209-228
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• 1997

In ordo to investigate the professional job perception and job satisfaction of interns and residents and its related factors, the author conducted survey using self administered questionnaire for 2 months(August and September, 1996). The study subjects were 562 interns and residents who worked at one university hospital(tertiary hospital) and two general hospitals(secondary hospital) in Taegu, Korea. Among them, 297 (52.8%) responded completely. The results were as follows ; Respondents thought that people component was most important, science and status components were next among professional value scales which meant the desirable attitudes required to conduct professional works. But, the score of professional value scales was generally high and not affected by other variables in multiple linear regression analysis. They seemed to have very normative and ideal perceptions about professional values. The score of professionalism scales, which were attitudinal and behavioral traits about professional job, of high grade residents was significantly higher than that of interns and lower grade residents. The score of reference to professional organization and autonomy factor were increasing significantly as the grade increased. Working conditions and perception for socioeconomic status of doctors influenced the score of professionalism scale significantly. It seemed that professional socialization was made during the training periods of interns and residents. Most of respondents answered that current socioeconomic status of doctors were middle and high strata but they responded that the socioeconomic status of doctors would fall in the future. They seemed to have a pessimistic thought about doctor's status. Generally the respondents thought that they were satisfied with doctor job and fit to the job, but 51.9% answered that if possible they would get other jobs. It seemed to reflect their critical thinking on doctors' status. Perceptions about socioeconomic status of doctors, professional value and professionalism influenced job satisfaction significantly. The interns and residents had high sense of calling to doctors and thought that doctors were socially important job. Generally they were satisfied with their job. Interns and residents had normative thoughts about the trait which compentent doctors must have. During the training period, they seemed to have attitude and perception as a professional and to make professional socializations.

• Journal of Korean Academy of Nursing Administration
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• v.15 no.4
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• pp.506-514
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• 2009

Purpose: Nowadays nursing is facing a constantly increasing shortage of employees. While there are many causes for the present nursing shortage, a major contributing factor is the revolution in fundamental values what we expect in life. An understanding of the change can assist in identifying interventions that can be used to address this crisis in healthcare. The purpose of this study is to identify the features they look for in work and the underlying factors of the work values domain. Methods: Using Q methodology, 37 nurses rated 34 selected Q-statements on a scale of 1-9. The collected data were analyzed using pc-QUNAL software. Results: The results showed that work values, which nurses indicate as most important through working, were perceived as 4 factors; 'compensation oriented', 'security oriented', 'professional role oriented' and 'freedom oriented' work value. Conclusion: Providing for these findings will result in greater job satisfaction among nurses, better nurse retention and enhanced patient care within a supportive and harmonious organization.

• Korean Journal of Social Welfare Studies
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• v.49 no.1
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• pp.191-219
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• 2018

Although several measurements of happiness at work have been developed as interest in it has grown, most of them only deal with hedonia, emotional pleasure, and there exists no measurement of eudaimonia, ultimate happiness through meaning and worthiness in Korea. This study aims to examine the validity of the Korean version of Global Hedonic and Eudaimonic Job Satisfaction (K-GHEJS) scale which covers both hedonia and eudaimonia at work. Considering the job characteristics of social work which emphasizes the values and meaning of the helping profession, online survey was performed among a total of 376 social workers. Exploratory factor analysis confirmed the goodness-of-fit of 10 items, and confirmatory factor analysis confirmed that classification as two factors of hedonic and eudaimonic job satisfaction is appropriate. The reliability was found to be high as reliability coefficient Chronbach's ${\alpha}$ was .936. This K-GHEJS scale which measures eudaimonic happiness for the first time in Korea, is expected to be useful for measuring job satisfaction of the helping professions such as social work that pursues the values and meanings of work.

• Journal of the Korea Society of Computer and Information
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• v.29 no.3
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• pp.217-225
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• 2024

To foster the core talents of the future, the development of diverse and substantial SW·AI education programs is required, and a systematic system that can assist public education in SW and AI must be established. In this study, we develop and combine SW·AI education modules to construct a SW and AI education program applicable to public education. We also establish a systematic education system and provide sustainable SW·AI education to elementary, middle, and high school students through 'Job's Garage Camp' based on various sharing platforms. By creating a sustainable follow-up educational environment, students are encouraged to continue their self-directed learning of SW and AI. As a result of conducting a pre-post survey of students participating in the 'Job's Garage Camp', the post-survey values improved compared to the pre-survey values in all areas of 'interest', 'understanding and confidence', and 'career aspirations'. Based on these results, it can be confirmed that students had a universal positive perception and influence on SW and AI. Therefore, if the operation case of 'Job's Garage Camp' is improved and expanded, it can be presented as a standard model applicable to other SW and AI education programs in the future.

• Korean Journal of Human Ecology
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• v.21 no.3
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• pp.453-468
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• 2012

The number of Healthy Family Support Centers has dramatically increased during the past eight years since the Framework Act on Healthy Families was enacted. This phenomenal growth is largely credited to Certified Healthy Family Specialists (CHFSs). Despite their contributions, the job and working conditions of the CHFSs have rarely been explored from the insiders' perspective. In this study, we aim to delineate CHFSs' job and working conditions from their own narratives in order to improve an understanding of CHFSs' profession and work environment. We conducted in-depth interviews with nine CHFSs and a focus-group interview with five CHFSs. Our findings revealed that CHFSs took pride in their professions, internalized their professional mission of enhancing family strengths, and highlighted CHFSs' unique professional role in comparison to other human services professionals. In conclusion, CHFSs showed a strong professional identity consisting of rich professional knowledge, solid career goals, and integrated socio-political values. Contrary to the positive perception of the CHFSs' job, CHFSs expressed challenges in their working conditions in terms of small-scale organizations at local Healthy Family Support Centers, a heavy workload, hierarchical relationships with local government officers, and the unsatisfactory payroll and promotion system. This study contributes to a better understanding of CHFSs' job and their working conditions and provides insights on how to enhance professionalism among CHFSs and their work environment. As for policy implications, we suggest advancing qualifications for CHFSs, improving professional training programs for current CHFSs, and expanding small-scale organizations.

• Korean Journal of Clinical Laboratory Science
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• v.49 no.1
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• pp.48-54
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• 2017

The purpose of this study was to provide fundamental data for the plans to reduce occupational stress by analyzing occupational stress of medical technologist. The experimental group comprised of 193 medical technologists working in Gyeonggi province. Occupational stress was 49.74 out of 100. In detail, job insecurity showed a high value of 64.42, followed by organizational system, lack of reward, physical environment, job demand, insufficient job control, interpersonal conflict, and occupational climate with respective values of 52.46, 52.30, 51.18, 49.57, 48.43, 39.78 and 39.77. It is recommended that those in high-stress job group increase physical activity and reduce job insecurity to improve health. The development of programs to reduce occupational stress are necessary, and this study can provide objective information using biological indicators.

• Health Policy and Management
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• v.8 no.1
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• pp.52-96
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• 1998

To find causal factors and improvement plans of organizational commitment of public servants in urban health centers, a hypothetical causal model, which included 2 endogenous variables(organizational commitment & organizational satisfaction) and 15 exogenous variables, was constructed. Exogenous variables consisted of individual factors (sex, age, education, job-grade, and annual salary), psychological variables(pride for organization, extrinsic motivation, intrinsic motivation and support of supervisor) ad structural variables(formalization, centralization, communication, job-conflict, job-decision, and workload). In the hypothetical causal model, organizational commitment was supposed to be effect variable, and organizational satisfaction was presumed to be intervening variable to mediate between organizational commitment and exogenous variables. For data collection, cross-sectional self-administered questionnaire survey was conducted to 1,295 public servants from 32 urban health centers nationwide. The survey responses were from 934, 72.1% of subjects. But 756 responses(58.4%) were analyzed because of excluding ones with missing values. The hypothetical causal model was fitted by covariance structural analysis with maximum likelihood method. Main results were as follows: (1) The fitted causal model accounted for 33 and 55 percent of total variance of organizational commitment and organizational satisfaction of public servants, respectively. (2) In order of effect size, pride for organization, supervisor support, communication, extrinsic motivation and centralization had an indirect effect effect on organizational commitment through organizational satisfaction. However, the effect of centralization was negative. (3) Pride for organiztion, intrinsic motivation, organizational satisfaction, job-conflict, supervisor support, communication, age, centralization, annual salar and extrinsic motivation had indirect or direct effects on organizational commitment in order of effect size. Among them, effects of job-conflict and centraldization were negative. In conclusion, these results suggested that organizational commitment of public servants in urban health centers could be enhanced by pride for organization, intrinsic and extrinsic motivations, prevention of job-conflict and excess centralization, supervisor support and active communication. Especially, pride for organization and intrinsic motivation were expected to play the most important role.