• The Journal of Asian Finance, Economics and Business
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• v.6 no.2
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• pp.161-171
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• 2019

Personality factors and ethical values are considered as vital element in social and professional life. This present research aims to explore the relationship between Personality and Job Satisfaction. Further, we tried to test the moderating effect of Islamic work ethics (IWE) in the relationship of Personality traits with Job satisfaction. Convenience sampling was used in defining sample as in Pakistan there is no data base which provides information regarding number of employees. Due to moderating variable the data has been collected from respondents who identify themselves as Muslim. To collect data from respondents Self-administered, close-ended questionnaires and e-questionnaire were used in this study and respondents were targeted in the normal working environment. Correlation and regression analysis was used to analyze the data statistically. The results of study indicated that neuroticism exhibits significant negative effect on job s atisfaction. Also, openness to experience, agreeableness and conscientiousness showed positive effect on job satisfaction. Whereas, extraversion exhibits no effect on job satisfaction and IWE has a negative effect on job satisfaction. However, the output indicates that IWE do not act as moderator in the relation of agreeableness and conscientiousness with job satisfaction moderation effect of IWE is observed between the relationship of neuroticism, extraversion and openness to experience with job satisfaction.

• International journal of advanced smart convergence
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• v.10 no.4
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• pp.141-148
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• 2021

This study was tried to explore the mediating effect of workplace learning and self-efficacy on the relationship between technostress and job satisfaction in convalescent hospital nurses. Data were collected from 149 nurses working at one of 10 convalescent hospitals located in Korea's D region and between July 20 and August 12, 2019 and analyzed using SPSS 24.0. The mediating effects of workplace learning and self-efficacy in the relationship between technostress and job satisfaction were investigated by conducting hierarchical regression analysis and testing for significance based on bootstrapping p values. We found that workplace learning had a complete mediating effect, and self-efficacy a partial mediating effect, in the relationship between technostress and job satisfaction in convalescent hospital nurses. Exploring diverse factors and environmental features affecting job satisfaction in convalescent hospital nurses is highly relevant to clinicians, especially given the gradually increasing number of convalescent hospitals, changes during the era of technology fusion, and the strategic demands arising from an aging society.

• KSII Transactions on Internet and Information Systems (TIIS)
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• v.15 no.4
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• pp.1502-1520
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• 2021

This paper attempts to investigate Korean youth Not in Education, Employment and Training (NEET) and how daily activities and community participation may influence their positive emotions and job search desire. First, we conducted a focus group interview with 16 NEETs who participated in the Kakao NEET Company project. The project allowed participants to experience employment by founding a virtual company in which each participant selected a daily activity to perform as part of the company's operations. Second, the interview responses were categorized and assigned emotional values using the card sorting technique and multi-dimensional analysis (MDS). A total of 11 emotional values were derived through this process. Finally, a social network analysis was conducted in order to measure the density of relations among the emotional values. Results suggest that immersion, confidence, belongingness were the three highest values evaluated by participants. Furthermore, network diagrams imply that the stronger participants perceived social support and belongingness with others, the stronger their responsibility grew, further leading them to establish steady goals. In particular, the high eigenvector score for "desire for job" suggests that emotional values are sequentially connected to the immersion-social support-responsibility-goal-job desire. This sequence suggests that digital services that are developed with the aim to enhance social values such as the Kakao NEET Project may engender motivation and confidence in youth NEETs. The overall results suggest that a systematic approach to policymaking should be considered in order to provide fundamental solutions and expand opportunities for social participation and emotional comfort, as social isolation due to low self-esteem has been reported as one of the reasons for NEETs' failure in the labor market.

• The Journal of the Korea Contents Association
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• v.10 no.3
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• pp.355-363
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• 2010

The purpose of this study is to investigate work value of employees working at hotel, and how these work value effect the job commitment by hypothesis with research on documents and pre-examinations. The results of the study were as follows. First, intrinsic work value had a effect on job attachment, job responsibility, job importance. Second, extrinsic work value had a effect on job attachment, job responsibility, job importance. This research can heighten action administration's effect of organization supports for objective of organization achievement through individual's attitude and comprehension about work value influencing on conduct and test, practical use. Also, this research will utilize directly to solve problem of organization employee having different work value organization through analysis about work value.

• Human Ecology Research
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• v.60 no.1
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• pp.131-145
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• 2022

The purpose of this study was to reveal the effects of sales services and organizational member relationships of fashion brand salespersons on job performance and job satisfaction, as well as how job performance, job satisfaction, salesperson services, and organizational member relationships differ according to the sales career and job position. The data were collected by administering a questionnaire to fashion brand salespeople in Gwangju from September to October 2020. Using 235 responses, the data were analyzed with SPSS 27.0 for frequency analysis, reliability analysis, t-test, factor analysis, and regression analysis. The research results were as follows. First, the basic services of the salesperson comprised factors such as 'consideration and convenience', 'appearance and dress', and 'kindness and greeting', which are considered better variables to explain job performance than job satisfaction. Second, the salesperson's professional service consisted of 'fashion product knowledge', 'professional self-management', and 'store display technology' factors, which are good variables to predict job performance. Third, the relationship between the members of a salesperson's organization consists of factors such as 'headquarters relations', 'colleague relations', and 'emotional labor', which was better for explaining job satisfaction than job performance. Fourth, depending on the position, professional salespeople exhibited significantly higher values in job performance, basic and professional services of salespersons, and 'headquarters relations' factors, whereas there were no significant differences in job satisfaction, 'colleague relations' and 'emotional labor'. Lastly, the more sales career, the higher the job performance, and the basic services, professional services, and 'headquarters relations' factors of salespeople were also good.

• Korean Journal of Occupational Health Nursing
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• v.20 no.3
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• pp.240-249
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• 2011

Purpose: The purpose of this study was to identify the factors influencing the nursing students' job-esteem. Methods: The data were collected from March 1 to 30, 2011 using questionnaires. The subjects were recruited from the department of nursing at a college in Kyungnam. The collected data were analyzed using SPSS descriptive statistics, mean and standard deviation, t-test and ANOVA, Pearson's Correlation Coefficient, and Stepwise Multiple Regression Analysis. Results: The significantly factor which is a variable predicting best job-esteem of college nursing students by ability and opportunity to getting accounting for 13.4% (${\beta}$=.277) of the prediction, followed by work conditions, lifestyles, and sense of honor that accounted for 27.6%. Conclusion: Based on the results of this study, nursing educational program and curriculum development should give nursing students a variety of experience for their career.

• Journal of Distribution Science
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• v.20 no.5
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• pp.129-135
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• 2022

Purpose: This study aims to establish the effects of psychological empowerment on retail sales employees. It further investigates how psychological empowerment can be used to mitigate the factors that affect sales workers in addition to meeting the feelings and emotional wellbeing of sales workers to improve their productivity and the success of their organizations. Research design, data, and methodology: The current author conducted SPSS statistical analysis program to gauge the statistical association between two main constructs (Psychological Empowerment and Job performance) using 217 respondents. The main statistical tool was selected by a multiple regression methodology. Results: The statistical test from the analysis is presented in the finding section and shows that β values and P-values are greater than 0 and less than 0.05 respectively and thus, this research could reject null hypotheses which mention that psychological empowerment cannot be associated with job performance. Conclusions: All in all, this research could conclude that it will improve the attitudes of retail sales workers towards their job, making them self-committed to the tasks assigned through significant psychological empowerment factors. The retention of these workers would be enhanced because they would attain job satisfaction through a positive perception of the tasks assigned to them.

• Human Ecology Research
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• v.59 no.2
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• pp.185-197
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• 2021

This study examined the impact of job demand and organizational culture on new task difficulties, burnout, and job satisfaction using a survey data of 145 family specialists in Healthy Family and Multicultural Family Support during the COVID-19 pandemic. We used the job demand-resources model and the competing values model to categorize the four dimensions of organizational culture as a conceptual framework for this study. We found that the mean of work overload was higher than the means of job conflict and job ambiguity. Our latent profile analysis proposed four profiles of organizational culture: cultural absence type, authoritative culture type, middle cultural balance type, and high cultural balance type. The results of multiple regression analyses showed that work overload was positively associated with difficulties in new task performance and burnout, job ambiguity was positively related to burnout, and job conflict and ambiguity were negatively related to job satisfaction. These findings imply that the higher the job demands reported by family specialists, the higher the level of burnout and the lower the job satisfaction. In addition, organizational culture was a unique predictor of burnout and lower level of job satisfaction. Family specialists in the groups with a high cultural balance were Family specialists in the groups with a high cultural balance were more likely to have lower levels of burnout than those in the culture absence and in the middle culture balance, and higher job satisfaction than the other groups. The results suggest that management strategies to build a creative workplace culture can prevent burnout and improve job satisfaction.

• Korean Journal of Occupational Health Nursing
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• v.6 no.2
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• pp.79-95
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• 1997

The purposes of this study were to develop a job stress measurement tool and to identify the job stress according to the characteristics of worker and work condition at the small and medium-sized plants. Data were collected through face-to-face survey for April-May, 1997. Subjects were 180 workers at 36 small and medium-sized plants located near Seoul. Data were analyzed by item analysis, factor analysis, and ANOVA. The results were as follow : 1, Number of items of job stress measurement were 33 and Cronbach's $\alpha$ was .9262 except 13 items with low values of Cronbach's coefficient. Factor analysis was done in order for construct validity and 8 factors were extracted and cumulative percent of variance was 65.6%. 2. The job stress scores of male, the younger, 2-shift workers, and over-time workers were significantly higher than those of female, the older, 1-shift workers, and 48 hour workers per week. 3. There were no significant difference between job stress scores and the groups by number of worker, and the types of manufacturing. The stress measurement tool is valid and very reliable to measure worker's stress. Furthermore, the job stress managent program for health promotion of the workers at the vulnerable work condition is needed more and more.

• Korea Journal of Hospital Management
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• v.21 no.3
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• pp.37-52
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• 2016

The purpose of this study was to analyze the job of Head hospital coordinators based on the DACUM(Developing A Curriculum) method. The contents of this study were to extract the duties, tasks and performance standards consisting of the job of a Head hospital coordinator and to investigate levels of importance, difficulties, frequency and entry level on each task, and to make out a job model of Head hospital coordinators. A DACUM committee(seven members) was composed to analyze the job of Head hospital coordinators and the committee members were totally nine : a facilitator, seven Head hospital coordinators and a recorder. This study was conducted in Seoul and Gyeonggi Province from August to December, 2015. The major findings of this study were as follows; first, a Head hospital coordinator is defined to be an expert to create values and culture of a hospital, plan and manage hospital's efficient management methods to maximize customer satisfaction and improve the management of a hospital. Second, the job of Head hospital coordinators was categorized into total nine duties and sixty eight tasks. Third, duties in the job of Head hospital coordinators were classified into organization of medical management planning, medical management analysis, medical service quality management, hospital marketing, hospital customer management, hospital human resource management, hospital organization management, hospital financial management and self development.