• Journal of the Korean Home Economics Association
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• v.11 no.4
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• pp.388-398
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• 1973

The increase of female employees tends to change the traditional division of the roles of members in the family, and as a result it changes the idea of family relation and the extent of how housewives with job feel happy toward their marriage. Therefore, it may be very significant to study what attitude woman job holders as housewives have toward their family, especially parents-in-law. In this paper the writer has sampled as an exemplary group woman teachers who teach home economics in high schools in Seoul, and investigated what opinion they have toward the problem of living together under the same roof with their parents-in-laws and otherwise of financing them in an older age. This analysis is based upon 130 questionnaires collected as proper data out of 138. The conclusion made from the analysis is as follows : (1) as regards the living together under the same roof if necessary in the future, one-fifth of the group approves in affirmative terms ; (2) but when parents-in-law become older, about half of the teachers wish to live with them in the same home and except the indefinite few, one-third of them taken the negative position ; (3) finally, the great majority (84%) regard as their duty the financial support in any case when parents-in-law become older, and only five per cent answer in negative. This analysis leads to the further conclusion that the idea of family relations cherished by high school teachers of home economics is not yet far off the traditional relationship with the intention of gradual improvement, but on the other it still sticks to the traditional line without too much impairing it.

• Journal of the Korean Dietetic Association
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• v.13 no.3
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• pp.228-239
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• 2007

The purpose of this study was to identify the variables of foodservice employees's job satisfaction. The questionnaires to measure job satisfaction were completed by 323 employees in the Gyunggi province. Foodservice employees' job satisfaction was evaluated by the modified Smith method(1969). All statistical data analyses were conducted using the Statistical Package for the Social Science(SPSS version 12.0). The study results were as follows; 1. The demographic data showed that 65.3% of respondents aged in 40~49 years old, 96% were married, 68.8% were high school graduates, 10.2% were college graduates and 93.5% were contracted employees. 2. Factors that influenced job satisfaction among employees varied significantly. Older workers tended to be more satisfied in their job. In addition, those who had graduated college showed the highest job satisfaction score(3.03). Subjects who had graduated university showed the lowest job satisfaction score(2.05). Subjects who had worked for 2-3 years showed the highest satisfaction scores concerning their relationships with coworkers(3.33), whereas those who had worked less than 2 years showed the lowest (3.14). Regarding school type, employees working in high schools had the highest job satisfaction scores, whereas those working in middle schools had the lowest. Satisfaction of leaving school time, ‘after 4 pm group’ had the highest score(3.01). 3. The correlation between salary satisfaction and job satisfaction was significant(r=0.307, p<0.001). In addition, the correlation between job satisfaction and work satisfaction was also significant(r=0.444, p<0.001). The correlation between job satisfaction and satisfaction about relations with coworkers was significant(r=0.118, p<0.01). The correlation between salary satisfaction and work satisfaction was significant(r=0.308, p<0.001). The correlation between salary satisfaction and satisfaction about relation with coworkers not significant, but it was negative(r=0.307, p<0.001). The correlation between work satisfaction and satisfaction about relations with coworkers significant(r=0.210, p<0.001). According to this study, job satisfaction and salary were positively related. This study provides foodservice managers useful information for design positions that will increase productivity. Future study is needed to determine the factors that will improve job satisfaction and satisfy the employees' needs, which in turn will improve school food service quality.

• The Journal of the Korea Contents Association
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• v.21 no.5
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• pp.607-626
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• 2021

The purpose of this study is to verify the effect of leader's managerial coaching behavior on employees' innovative behavior and to confirm the mediating effect of entrepreneurship and the moderating effect of LMX(Leader-Member Exchange). Hypotheses were established based on prior research and variety of theories including broaden-build theory and self-efficacy theory. The survey was accessed via the online, 279 employees over 20's or older, who have worked in various domestic organizations were participated. SPSS 25.0 and AMOS 25.0 were used to verify the reliability and validity of the collected data, and the hypothesis was analyzed by SPSS process macro 3.0. The study found that leader's managerial coaching behavior has positive effects on both employees' entrepreneurship and innovative behavior and that entrepreneurship has mediating effect between leader's managerial coaching behavior and an employees' innovative behavior. The results of this study suggested leader's managerial coaching behavior is a prominent factor in facilitating innovative behavior among employees. Implications include an organizational requirement to develop systems for initiating effective managerial coaching behavior in leadership, and for improvement of both entrepreneurship and LMX among employees.

• Korean Journal of Community Nutrition
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• v.12 no.5
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• pp.606-616
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• 2007

The study was conducted to investigate the influences of food service employees' job burnout, job engagement, and workplace safety perception on their job satisfaction. A survey was administered on 589 school food service employees in Gyeongbuk from December 5, 2005 to February 18, 2006. The final response rate was 71% (N= 416); the data were analyzed using SPSS Windows (ver. 12.0). A majority of the respondents were females (99.0%) and 40 years old or older (75.3%); 84% were temporary contact-based or irregular workers. Among the job burnout dimensions, exhaustion ($2.98{\pm}0.59$) was rated higher than cynicism ($2.33{\pm}0.54$), while professional efficacy level ($3.61{\pm}0.47$) was relatively high. In terms of job engagement, the means of absorption ($3.67{\pm}0.49$) and dedication ($3.65{\pm}0.52$) were higher than that of vigor ($3.22{\pm}0.46$). A systematic environmental level ($3.15{\pm}0.58$) was lower than safety knowledge level ($3.63{\pm}0.49$) among the workplace safety statistics, whereas the anxiety level ($3.25{\pm}0.74$) was relatively high. The food service staff were more satisfied with 'supervisors' and 'co-workers' than with 'pay' and 'promotion'. A hierarchial regression analysis revealed that dedication, absorption, systematic environment, and safety knowledge were significant factors to increase job satisfaction and exhaustion which significantly decreased their job satisfaction.

• Korean Journal of Social Welfare Studies
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• v.42 no.4
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• pp.295-327
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• 2011

Although there are many studies on the retirement recently, very few studies have empirically addressed on mandatory retirement. In Korea, several scholars suggest that the seniority systems may be the main reason that employers have been reluctant to hire older workers. Therefore, the seniority system that Lazear(1979) proposed has significant implication on explaining mandatory retirement in Korea. Thus, this study aims to examine the seniority system that Lazear proposed can explain the retired employees' mandatory retirement. The empirical study is based on Korean Longitudinal Study of Ageing. wave I-II. The main result from this analysis is that interaction between wage and job tenure on mandatory retirement is statistically significant. For employees with high wage growth rates, the probability of mandatory retirement rate is higher as their job tenure is longer. On the other hand those employees with wage growth rates, that is lower although their job tenure is longer. This study supports the assertion of Lazear(1979).

• 한국노년학
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• v.39 no.4
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• pp.959-976
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• 2019

The purpose of this study was to understand socio-demographic factors related to older adults' participation patterns in lifelong education. For the purpose, this study used the raw data of 2017 Survey of the Living Conditions of the Elderly (SLCE) conducted by The Korea Institute for Health and Social Affairs. From the data of 10,073 older adults, their lifelong education participation, participating program types, participating organizations, and participating frequency were analyzed by their sex, age, educational level, household income, the longest job status, and health status. This study found that female, age of 70-74 and 75-79, educational levels of high school and higher, the longest job status of regular employees and unpaid family workers, and decent health status of older adults more participated in lifelong education. According to lifelong education program types, significant differences were found between education groups of middle school/lower and groups of high school/higher and between 1, 2 quintile income groups and 3, 4, 5 quintile income groups. In relation to the participating organizations, groups of 70 years and older, middle school and higher education level, under 3 quintile income, and poor health tended to participate in lifelong education at the elderly welfare center, senior citizens, and elderly classrooms. In terms of participation frequency, high school and college/higher than 0 year of school education, and regular workers than unpaid family workers were more frequently participated in lifelong education. This study showed the inequality in lifelong education participation according to older adults' demographic characteristics; finally, this study suggested necessary policies and academic discussions for future older adults' lifelong education.

• Journal of the East Asian Society of Dietary Life
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• v.25 no.2
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• pp.340-351
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• 2015

To investigate male office workers' dietary habits and their perception and intake of health functional foods, 234 male employees were surveyed by questionnaire. The results were categorized into three age groups: under 35 years, 35 and 45 years, and over 45 years. The over 45 years group had significantly better dietary habits than the others (p<0.05). The most common reason for skipping breakfast was lack of time. Frequency of drinking alcohol was higher in the older group, where tiredness after drinking was lower in the younger group. The perception score of health functional foods was highest in the over 45 years group. Perception of health functional foods was more positive as the age of the groups increased (p<0.01). The number of health functional foods consumed, duration of intake, and beneficial health effects were higher in older groups. Although older people are more concerned about health than relatively younger people, they did not necessarily have reduced the amounts of smoking and drinking. Instead, they simply showed higher intakes of health functional foods to prevent and cure disease and improve their health. Therefore, older people need to receive education about their dietary and living habits instead of simply eating health functional foods. It is necessary to provide correct information about health functional foods by nutritional education.

• The Journal of Asian Finance, Economics and Business
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• v.4 no.4
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• pp.17-26
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• 2017

Many workers today encounter the problem of overemployment which occurs when actual working hours exceed preferred or desired working hours. Overemployed workers desire to work fewer hours although this may entail a concomitant decline in earnings. This research is conducted to examine the likelihood of overemployment among employees in a particular state in Malaysia, that is, Penang. This study uses primary data that was collected in a survey encompassing a total of 525 employees in the state. A logit model is used to analyse the relationship between the likelihood of overemployment and various socio-demographic, household and work-related variables. The factors that are significantly related to overemployment are ethnicity, age, education, number of children in the household, occupation, hours of work and control over work schedule. Based on the findings of this paper, it is suggested that policies such as offering part-time jobs or job-sharing options to older workers, implementing family-friendly policies, adopting decent working time measures and strategies that give workers more control over their work schedule are some possible ways to deal with the issue of overemployment.

• Safety and Health at Work
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• v.2 no.4
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• pp.313-320
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• 2011

Objectives: To analyze the association between changes in perceived physical and psychosocial working conditions and change of sickness absence days in younger and older (< 50 and ${\geq}50$ years) food industry employees. Methods: This was a follow up study of 679 employees, who completed working conditions survey questionnaires in 2005 and 2009 and for whom the requisite sickness absence data were available for the years 2004 and 2008. Results: Sickness absence increased and working conditions improved during follow-up. However, the change of increased sickness absence days were associated with the change of increased poor working postures and the change of deteriorated team spirit and reactivity (especially among < 50 years). No other changes in working conditions were associated with the changes in sickness absence. Conclusion: Sickness absence is affected by many factors other than working conditions. Nevertheless, according to this study improving team spirit and reactivity and preventing poor working postures are important in decreasing sickness absence.

• Korea Journal of Hospital Management
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• v.9 no.4
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• pp.87-100
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• 2004

The main objective of this paper is to investigate the burnout state, coping types, and their relationship with organizational citizenship behavior, and based on the investigation, to provide some reference materials for effective management of burnout and appropriate methods of coping. For this purpose, employees of Korean Red Cross Blood Center were selected as the subject of the research. Data for empirical analysis were obtained through mail survey using structured and self-administered questionnaire for 282 employees of five Red Cross Blood Centers across the nation. Following is the summary of the results: 1) Degree of organizational citizenship behavior was higher among the married, the forties in age, and the employees whose major reason for choosing to work at the Center was 'to help other people.' On the other hand, degree of burnout was higher among the single but lower among the forties in age and the employees who chose to work at the Center because of suitable abilities and interests. As for the types of coping, problem-oriented coping method was more frequently used by the married, older, relatively more-educated and higher-grade employees. 2) Among the three kinds of burnout, 'achievement burnout' was found to have the greatest influence on the organizational citizenship behavior, negatively affecting organizational citizenship behavior as a whole and all of its components except for 'sportsmanship.' Next was 'impersonality burnout,' which also had negative effect on organizational citizenship behavior as a whole, and altruism, conscientiousness and sportsmanship among the components. Finally, 'emotion burnout' appeared to have positive effect on altruism and courtesy but negative effect on sportsmanship. 3) Among the various types of coping, 'problem-oriented' and 'positive perspective' coping methods were found to positively influence overall organizational citizenship behavior, whereas 'stress dissolution' had negative effect. These results imply that special management, counselling and education are needed for sociodemographic groups with high burnout to utilize problem-oriented and positive perspective coping methods which are considered to have desirable effects in coping with burnout problems. In addition, some methods should be devised to prevent and manage the 'achievement burnout' that was found to have great negative influence on organizational citizenship behavior.