• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.7
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• pp.233-243
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• 2020

This study determined the relationship between organizational conflicts and job satisfaction of administrative staff members employed in university hospitals. The sample consisted of 232 hospital administrators working at four different college hospitals located in D city. The survey was conducted using a self-administered questionnaire during the period from January 10th 2019 to February 15th 2019. As a result of the study, the job satisfaction levels were significantly different according to age, education, BMI, subjective sleep evaluation, subjective health status, job position, monthly income, physical burden of work, sense of satisfaction at work, fit to the job and consideration to quit the job. The job satisfaction levels according to the organizational conflicts were significantly lower with higher organizational conflicts. Further, the job satisfaction level showed a significant negative correlation with organizational conflicts. The risk ratio of lower job satisfaction significantly increased for the group with higher organizational conflict scores than that of the group with lower organizational conflict scores. The results suggest that job satisfaction of administrative staff at university hospitals is significantly related with organizational conflicts. It is necessary to present specific measures to resolve conflicts within an organization in order to enhance job satisfaction for administrative staff at university hospitals.

• Journal of Korean society of Dental Hygiene
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• v.14 no.2
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• pp.213-221
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• 2014

Objectives : The purpose of this study is to examine the role function and personality characteristics of mentors on the role stress and organization effectiveness of newly-appointed dental hygienists. Methods : The data were analyzed by the frequency analysis, reliability analysis, validity analysis, and structured equation model(SEM) using AMOS 18.0. The subjects were 214 newly appointed dental hygienists in the hospitals and clinics in Daegu and Gyeongsangbuk-do Province from January to May, 2013. Results : The hypothesis model proved to be appropriate for high validity. A significant results were observed in sociopsychological function and role ambiguity, personality characteristics and role ambiguity, role ambiguity and role conflict, role ambiguity and job satisfaction, role ambiguity and organization commitment, role ambiguity and turnover intention, and career function and organization commitment. Conclusions : It is important to help manage the job-related role stress of newly appointed dental hygienist and increase organizational effectiveness by developing and applying the 'standardized role functions of mentor' which can increase the adaptability of newly appointed dental hygienists.

• Annals of Occupational and Environmental Medicine
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• v.35
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• pp.7.1-7.14
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• 2023

Background: At present, no short standard questionnaire exists for assessing and comparing major work organization hazards in the workplaces of the United States. Methods: We conducted a series of psychometric tests (content validity, factor analysis, differential-item functioning analysis, reliability, and concurrent validity) to validate and identify core items and scales for major work organization hazards using the data from the 2002-2014 General Social Surveys (GSSs), including the Quality of Worklife (QWL) questionnaire. In addition, an extensive literature review was undertaken to find other major work organization hazards which were not addressed in the GSS. Results: Although the overall validity of the GSS-QWL questionnaire was satisfactory in the psychometric tests, some GSS-QWL items of work-family conflict, psychological job demands, job insecurity, use of skills on the job, and safety climate scales appeared to be weak. In the end, 33 questions (31 GSS-QWL and 2 GSS) were chosen as the least, but best validated core questions and included in a new short standard questionnaire (called the Healthy Work Survey [HWS]). And their national norms were established for comparisons. Furthermore, based on the literature review, fifteen more questions for assessing other significant work organization hazards (e.g., lack of scheduling control, emotional demands, electronic surveillance, wage theft) were included in the new questionnaire. Thus, the HWS includes 48 questions in total for assessing traditional and emerging work organization hazards, which covers seven theoretical domains: work schedule/arrangement, control, support, reward, demands, safety, and justice. Conclusions: The HWS is a short standard questionnaire for assessing work organization hazards which can be used as a first step toward the risk management of major work organization hazards in the workplaces of the US.

• The Journal of the Korea Contents Association
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• v.10 no.9
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• pp.375-386
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• 2010

The purpose of this study aimed to examine relations between conflict management method and organization of private security companies. 286 guards who worked at security compromies in Seoul in 2010 were selected by using the method of judgment sampling and 279 guards were used for analysis. Reliability of questionnaire used for this study was over .642 in value of Cronbach's $\alpha$. Collected data was analyzed by using factor analysis, reliability analysis, t-test, F-test, multiple regression analysis and SPSSWIN 17.0. The result is as follows. First, conflict management method for security guards is different depending on socio-demographic features. Second, organizational performance of security guards is different depending on socio-demographic features. Third, conflict management method of security guards has effect on organizational performance. The higher the method of managing conflict through integration, compromise, favor and governance, the higher cohesion, organizational immersion and job satisfaction.

• Korea Journal of Hospital Management
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• v.17 no.1
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• pp.1-22
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• 2012

This study tires to examine affects that job and socio-psychological stresses of female office workers influence job satisfaction, organization commitment, and leaving intentions. A complete data are collected by conducting a survey with 240 female office workers from 9 medical institutions regarded as almost general hospital in Seoul. It is analyzed that the relation between socio-psychological stress and job satisfaction, organization commitment, and leaving intentions by using t-test; analysis of variance; correlation analysis; principal component analysis; linear structural equation modeling; etc. The results of this study are summarized as following. First, as it was comprehended by specific characteristics of subjects that the female office workers' level of job and socio-psychological stress, job satisfaction, organizational commitment, and leaving intention, there were statistically significant distinctions from their age, marital status, presence of children, position in the organization, type of employment, and monthly average income. Second, this study regarded relationship between the female office workers' level of job and socio-psychological stresses, job satisfaction, organizational commitment, and leaving intention. Job and socio-psychological stresses were negatively correlated with job satisfaction and organizational commitment, but the stresses were positive with leaving intention. Third, after evaluating effect that 8 features related to the job stress could influence job stress, the most effective valuables were in order to unfairness in organizational structure, workplace culture, inadequate compensation, and relationship conflict. Fourth, when looking at the overall effects of the job and sociopsychological stresses on job satisfaction, organizational commitment, and leaving intention, work autonomy was the most influencing factor of work stress levels. The level of the job stress seemed to be a prevalent impact on the leaving intention and it showed the most negative relationship that path coefficient from leaving intention to organizational commitment and also from organizational commitment to job satisfaction. Based on these findings, it can be defined that the job and socio-psychological stresses strongly influence job satisfaction, organizational commitment, and leaving intention.

• Journal of the Korean Society of Clothing and Textiles
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• v.24 no.8
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• pp.1103-1114
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• 2000

The purpose of the study was to investigate the level and the major causes of job stress, and the causes of the high level of job turnover rate of fashion merchandisers and fashion designers. The study also examined the correlations among the major causes of job stress, job results and job turnover rate. A part of the questionnaire consisted of questions on major causes of job stress, job result, and intention and trial to leave a job. The subjects were to rate on 5 point Likert-type scales. The other part included the questions on demographic and individual characteristics of the subjects and their company characteristics. For the survey, the subjects were 99 fashion merchandisers and 128 fashion designers who are employed by mens or womens wear manufacturers. The SAS PC+ package was used to calculate frequency, Cronbach $\alpha$, multiple regressions. The results of the study were as follows: 1. The high degree of the job results were resulted from the high degree of specialties in their job characteristics, high contentment in human relations, career development and income, and low role conflict. 2. Stronger intentions and more trials to leave their job were correlated to better task performance in the workplace, lower commitment to their job, and lower job satisfaction. 3. Higher level of job stress caused by interpersonal relationship in the organization and contentment in career development and income affected stronger intentions and more trials to leave their job.

• Journal of the Korean Society of Physical Medicine
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• v.8 no.2
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• pp.183-192
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• 2013

PURPOSE: The purpose of this study was to research the effect of self-Stretching Exercise on musculoskeletal Symptom and job Stress for care helpers who work at geriatric hospital and come up to NIOSH standard. METHODS: The effect of self-Stretching Exercise was measured using 'musculoskeletal symptom survey table' and 'Job stress measurement scale for korean' from the Korea Occupational Safety and Health Agency(KOSHA) for 40 care helpers. The paired t-test and independent t-test was used for statistical analysis. RESULTS: The pracitce of Self-Stretching Exercise was showed significant effect reducing the stress for care helper's total job Stress and inappropriate compensation, job instability, job requirement, relationship conflict, physical environment(p<.05), and significant difference for their total score, relationship conflict, structure and organization, physical environment, inappropriate compensation improvement on variations on job stress in groups(p<.05). However, self-Stretching Exercis was showed no significant effect on physcial burden. CONCLUSION: The self-Stretching Exercise was the most effect way to reduce Musculoskeletal Symptom and job Stress for a care helpers through the guidance of physical therapist.

• The Korean Journal of Health Service Management
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• v.9 no.3
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• pp.107-114
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• 2015

Objectives : The purpose of this study was to understand how work environment and conflict level of dental hygienists affect turnover for the efficive manpower management of dental hygienists. Methods : Dental hygienists in dental (hospital)clinics near Daegu were randomly selected as the subjects of this study, and the followings analysis results are from 249 questionnaires: which were collected from March 2 to March 31 2011. Results : Among the 249 dental hygienists surveyed, 33.7% experienced turnover and 59.0% had turnover intention. From the analysis of the demographic, working environment and levels of conflict, dental hygienists had significantly higher turnover experiences based on following factors: older age, employment at a dental clinic rather than a dental hospital, longer working hours, longer total career as a dental hygienist, and longer of length of time at their current job. Furthermore, dental hygienists had significantly higher turnover intentions based on the following factors: younger age, more ignorant and higher level of discomfort due to conflict levels. Conclusions : Therefore, the working environment of dental hygienists has to be improved to inspire motivation, and conflict management has to be taughht within an organization to allow free communication and active participation in decision-making.

• Research in Community and Public Health Nursing
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• v.15 no.2
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• pp.289-297
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• 2004

Purpose: This study was conducted to determine factors affecting workers' physiological somatic complain using the Job Stress Model proposed by the National Institute for Occupational Safety and Health (NIOSH). Method: Data were collected from the 1st to the 30th of December 1999. The subjects were 2.123 workers employed at 155 work sites. Collected date were analyzed through SAS/PC program. Result: According to individual characteristics, younger and women groups showed significantly higher physiological somatic complaint than elder men groups. By work condition, groups with higher physiological somatic complaint included workers of irregular shift work. Dark lighting, improper temperature in winter, improper ventilation, inappropriate humidity, unpleasant work environment and crowded work place were significantly related with physiological somatic complaint. By work-related factor, physiological somatic complaint was high in those with higher variance in work load, quantitative work load, role conflict, job burden, role ambiguity and future ambiguity. On the other hand, physiological somatic complaint was low in those with little underutilization of ability. As for the relationships between physiological somatic complaint and non-work related factors, physiological somatic complaint was high in workers who had a side job, were bringing up infants alone, cleaned the house alone, cared for the elderly and disabled persons, were studying, were volunteering at another organization, and were spending 5-10 hours in religious activities per week. Physiological somatic complain was in significantly negative correlations with overall social support, supervisory support and family support, but in significantly positive correlations with co-worker support. Conclusion: The main predictors of physiological somatic complain were gender, shift work pattern, overtime work, ventilation, role ambiguity, role conflict, future ambiguity, job control, variance in work load, overall social support, worker with side job, worker who cleans the house alone, worker who is studying. These predictors explained 19.10% of the total variance of physiological somatic complain.

• Proceedings of the Korean Society for Quality Management Conference
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• 2007.04a
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• pp.70-75
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• 2007

The university organization is getting more and more complicated both in function and size these days, and the particularity of university organization inherently has quite a few element of internal conflict. To cope with the rapidly changing university society, together with the all-out effort of university CEO, it is necessary to pay attention to the administrative employees who can really contribute to the organizational competitiveness a lot. The Service Quality Management provides the action guidelines to every individual members of organization and alternatives to the problems the organization is facing. According only Service Quality Management can improve the efficiency of the organizational management and the job efficiency of individual members. Thus, in actual proof researching, we conduct and analyze how the university industries do Service Quality Management such as 6 sigma through survey researching.