• Journal of Families and Better Life
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• v.22 no.5
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• pp.29-45
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• 2004

This ethnographic case-study explores the interpretation and behavior in job considering among full-time housewives. The participants of this study are eleven middle class full-time housewives in their thirties and forties. In-depth interviews based on an unstructured Questionnaire were conducted for this study. Findings are as follows: Six full-time housewives tend to think their full-time housewife-lives more convenient, something unable to substitute and more profitable compared to the counter partner's lives. But they are classified into two groups according to the satisfaction for full-time housewife life. One group has found out more positive meaning in their life but the other group has not yet and they are doubtful about real life and other opportunity. In Contrast, other five full-time housewives tend to interpret employment as a more productive source to secure family resource for their children's education and repay the loan used to buy larger apartment. And the job is considered to confirm her own individuality and the feeling for the social entity as a competent social entity. But two of them who have never been employed do not try to get a job as a new identity alternative. And the various elements like household income, job experience, health, children's age and husband's attitude to his wife's employment etc. are defined to influence the interpretation and the job considering behavior among full-time housewives.

• Korean Journal of Occupational Health Nursing
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• v.9 no.1
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• pp.62-71
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• 2000

In order to investigate the social support and the job satisfaction of the public health nurse, questionnaire survey was carried out on 297 nurses who were working in 25 public health centers in Seoul. The results of the study were as follows; 1. Mean score of job satisfaction was the highest in interaction(3.55) followed by-professional position(3.46), relationship between nurses and doctors(3.23), autonomy(2.85), administration(2.60), requirements(2.43) and pay(2.30) in descending order, and total mean score was 2.92. 2. The level of the job satisfaction was significantly higher in group with longer than 20 years' career and 15 years' in Public Health Center, 5th job rank and income more than two million won a month. 3. The mean score of social support was 3.57 out of 5. The social support tended to be higher in direct social support(3.61) than in indirect social support(3.54). 4. Job satisfaction was significantly correlated with social support(r=0.407). 5. The primary factor which influenced the job satisfaction was the social support which had the 25.5% explaining efficacy. The total explaining efficacy which included pay(6.4%) was 31.0%. In conclusion, it was found out that there existed Pearson's correlation between the job satisfaction and the social support of nurses of Public Health Centers in Seoul. Therefore, what is needed to increase the job satisfaction of nurses of public Health Centers is the politic support for the systems of the social support such as nurse's family, the system of Public Health Center, and the working environment. Finally it is important to increase the job satisfaction of nurses of Public Health Centers through the politic support.

• Journal of Family Resource Management and Policy Review
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• v.3 no.2
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• pp.17-32
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• 1999

The purpose of this study is to investigate bases on the employed wives’family financial management types according to family financial management types according to family financial management project and performance. And it’s related variables will provide the basic information for the program which aids in the improvement of the employed wives’family financial management skills and family financial counseling. The major findings were as follows: 1) The total mean score of respondent’s family financial management was 3.54 out of 5. And the mean score of project and performance was respectively 3.42 and 3.62. 2) Among family financial management types, effective type, project-centered type, performance-centered type, ineffective type were respectively 38.7%, 16.4%, 13.2%, 31.7%. 3) The family financial management type of the employed wives was affected by information utilization the degree of communication, type of occupation, and job attitudes.

• Journal of the Korean Society for Aviation and Aeronautics
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• v.20 no.1
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• pp.1-12
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• 2012

Many pilots of the Korean Air Force(ROKAF) leave their jobs in order to move out to civilian airlines. Thanks to this considerable turnover phenomenon, the ROKAF faces a serious lack of air defense power. While the common understanding of this problem mainly talks about 'money' as the main cause of turnover, some pilots point out rather different issues. Many pilots say in a large-scale survey that they face serious job stresses not only from relative shortage of their income compared to civilian pilots, camp life, separated family conditions, overly loaded administrative works, but also from their professional flight trainings and low promotion rate to high ranks. The survey shows, however, at the same time, that the ROKAF pilots do not consider their job trainings and overall roles as the military pilots as the main factor causing the intention to turnover. A critical aspect of the pilots' job condition is many stress factors consistently affect overall job satisfaction level which stimulates the decision to turnover when they have to choose between the extension of military service as a pilot and moving-out to civilian airlines for new pilot's life. In other words, they accept the job difficulties as pilot in the military, but their long-term job satisfaction level is negatively affected by the job stresses.

• Perspectives in Nursing Science
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• v.3 no.1
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• pp.17-34
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• 2006

This study was done to suggest directions for research and interventions of health promoting behaviors in Korean older adults in the future. Thirty seven articles for health promoting behaviors in Korean older adults were reviewed and analyzed. Findings are summarized as follows: 1) The total scores of the HPLP in Korean older adults were 2.30-2.44 out of 4 points. In the subscale, the highest degree of performance is nutrition, following interpersonal support, self actualization, stress management, health responsibility and the lowest degree of performance was exercise. 2) The total scores of the Health Behavior Assessment Tool of the Korean Elders were 2.87-3.2 out of 4 points. 3) Among the characteristics of older adults, monthly pocket money, previous job had consistently significant relationships with health promoting behaviors. Sex, job and presence of disease were consistently insignificant relationships with health promoting behaviors. 4) Perceived health status, self efficacy, self esteem, family support and social support had consistently significant correlations with health promoting behaviors. 5) In regression analysis, self efficacy, family support, depression, self esteem were the most powerful predictors of health promoting behavior in more than two articles. Predictors accounted for 14.2-65.2 % of the variance in health promoting behaviors of Korean older adults. On the basis of above findings, It is necessary to develop the interventions for more regular practice of the health promoting behaviors in Korean older adults. The interventions are recommended to focus increasing the exercise & health responsibility and to use the strategies to increase self esteem, self efficacy, social support including family support.

• Journal of Family Resource Management and Policy Review
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• v.18 no.4
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• pp.135-151
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• 2014

This study focused on issues of relative importance to the work and family life of married men. The work was carried out to determine, when men are in any category, how to increase their satisfaction with their work and family life. Data from 896 married men with their youngest children under 18 years of age was collected and analyzed. Cluster analysis was performed to classify the categories depending on the relative importance of work as compared to family life. I obtained four types relating to the relative importance of work compared to family life. The results are as follows. First, the score of subjective balance which was perceived by the men was slightly higher than the normal range, at 3.27 points. Second, work-family negative spillover is bigger than family-work negative spillover. On the other hand, family-work positive spillover is bigger than work-family positive spillover. Third, in the category in which the difference is largest between the relative importance of work and family life, the men crave the value of nonwork. It seems that in order to bring a particular gravity to work, there is a possibility that the areas outside of work will be suppressed. Also, in this category, both the satisfaction of family life and job satisfaction were low; this will be a point to consider when discussing the problem of the balance of work and family.

• Journal of Family Resource Management and Policy Review
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• v.14 no.2
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• pp.201-218
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• 2010

This research was carried out to investigate the determinants of job performance and turnover intention of female advisors in mobile communication contact centers located in Daegu. The independent variables are individual characteristics, work duty related variables, working environments and the leadership of the middle managers. The factor analysis and the hierarchical regression analysis were implemented to the subjects of 282 advisors which gathered from 7/14/2008 to 7/23/2008. The results are as follow. First, the older advisors were, the higher job performance was. The higher educational background presented more turnover intention, and married advisors had higher job performance than unmarried ones. Second, the longer employment period showed higher job performance. Third, As advisors were more satisfied with promotion and welfare policy, and with coworkers, higher job performance was presented. As advisors had lower satisfaction with policy and authority, they showed higher turnover intention. Fourth, the leadership of middle managers positively had a influence on job performance and turnover intention. As the middle managers motivated and encouraged advisors well, the advisors showed higher job performance. If the middle managers showed lower charisma leadership, the advisors was intended to turnover more. Fifth, the most influential factor of advisors' job performance and turnover intention was working environments.

• Journal of Engineering Education Research
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• v.20 no.5
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• pp.59-73
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• 2017

This study aims to examine whether a gender works to make the difference on the university experiences of natural sciences and engineering major students; and the income and quality gap between the graduates. In this study, university experiences means job market and job searching related experiences such as job fair attending, The main research questions are as follows; fist, what are the significant university experiences related job preparation and application, and is there a gender gap on those experiences? Second, how is the job market performance of the national sciences and engineering graduates for their income level and quality job, and is there a gender gap on the job market performance of the sample? Third, which variables among the university experiences for job searching and application impacts the job quality and income level of the natural sciences and engineering graduates? To find out the research results, this study conducts a panel data analysis with GOMS (Graduates Occupational Mobility Survey) throughout survey year of 2006 to 2015, towards 568,264 as weighted value number. As analysis methods, this study carries out a descriptive analysis, ANOVA, discriminant analysis, linear regression and T-test. Therefore, here are the brief outputs of the study; first, for natural sciences and engineering students, the off-campus experiences such as job fair, job recruit festival and internship programs are more favored; second, female students are more likely to attend personal and self-driven job preparation programs; third, on job market performance, the graduates' income level and company scale rate are higher in the male but job stability is higher in the female; fourth, as a result of the linear regression, gender factor decides the income level in considerable degree; additionally, gender factor shows the difference of the job satisfaction and self-effectiveness on one's job as a qualitative variables. For obtaining strictness, university program factors are controlled through model fitness process. As above, this study finds out the main factors of university life of natural sciences and engineering graduates which are related their job searching and preparation experiences and figures out stronger factors in job market; and examines the statistically significance of the gender in this casual-effect relationship between job preparation and job quality of the graduates.

• Journal of Korean society of Dental Hygiene
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• v.19 no.2
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• pp.231-239
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• 2019

Objectives: This study was conducted to understand the influencing factors of job satisfaction of clinical dental hygienists in schoolwork, and use the basic data to enhance their job satisfaction. Methods: A self-reported questionnaire was filled out by 210 dental clinic hygienists from June 10 to August 30 of 2018. Data were analyzed using SPSS 22.0. Independent t-test, one-way ANOVA, Scheffe's post-hoc test, and Pearson correlation coefficient were reviewed, and a multiple regression analysis was conducted. Results: The scores of subjects' professional self-concept, self-esteem, job stress, and job satisfaction were 3.37, 3.80, 2.79, and 3.37, respectively. The influencing factors of job satisfaction of clinical dental hygienists in schoolwork included marital status, support in workplace, professional self-concept, and job stress, with 41.6% of the explanatory power. Conclusions: The stronger the professional self-concept, the lower the job-stress and higher the job satisfaction. The job satisfaction was also higher in the group in which the subjects were married and getting support in the workplace compared to the other group with no support in the workplace. Therefore, support systems and institutional support are required for clinical dental hygienists to be continuously educated in the workplace.

• The Journal of the Convergence on Culture Technology
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• v.6 no.4
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• pp.391-400
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• 2020

This research examined organizational climate, multicultural practice competence, and job embeddedness of multicultural family service center and studied on the structural relationship among these variables. The study samples are 175 multicultural practitioners at 7 multicultural family service centers located at Seoul and Gyunggi-Do. The study data was analyzed with descriptive analysis, conformatiory factor analysis and structural analysis by SPSS Statistics 20.0 and Amos 21.0. The study results are as follows. First, organizational climate, multicultural practice competence, and job embededness of multicultural family service centers appeared to be posive by the mean value of 3.5 out of 5. Specifically, work reward and incentives(M=3.33) are relatively low, multicultural practice skills(3.27) are lowest among multicultural practice competence sub-factors and fitness is the highest(Mean=3.79) among job embededness sub-factors. Second, multicultural practice competence have a positive effect on job embededness(Ɓ=0.426, C.R.=5.293, p<.001), and has a mediating effect between organizational climate and job embededness. Third, organizational climate has a positive effect on multicultural practice competence(Ɓ=.206, C.R.=2.499, p<.05) and has a positive effect on job embedednes(Ɓ=0.488, C.R.=6.131, p<.001). Based on the study results, it was suggested to improve job embededness of multicultural practitioners by changing organizational climate and improving multicultural practice competence.