• Journal of Agricultural Extension & Community Development
• /
• v.19 no.2
• /
• pp.381-408
• /
• 2012

The subjects of the research were 275 aged care nurses working in Gyeonggi regions. The analysis result showed: job satisfaction in overall situation was 2.87 on a 5 point scale, indicating the level of job satisfaction was lower than average: the quality of life was 2.97, as with job satisfaction, also low. On the other hand, the research outcomes to discern if it affects the lower level of the quality of life, it was found that variables affecting psychological health include job, pay, co-workers, organization, changing an occupation/job; Social environment include job, pay, and promotion (reward), The maintenance of social relations, pay, promotion(reward) and co-workers, changing an occupation/job; variables affecting physical health include job, pay, promotion(reward), changing an occupation/job; The research outcomes confirm that the job satisfaction of aged visit care workers is an important factor affecting their quality of life.

• Journal of Korean Academy of Nursing Administration
• /
• v.5 no.1
• /
• pp.137-148
• /
• 1999

The study was attempted to survey the pay and job satisfaction of clinical nurses in some hospitals. The period was Jan 6th through Jan 27th. 1997 and the subjects were 277 nurses working in 5 hospitals in Pusan city. This study was based on questionnaires which focused on the pay and job satis faction of the nurses. The following instruments were used for collecting the data: PSQ. JDI and MSQ on the scale of 1 being lowest to 5 being highest satisfaction. The analysis of collected data was executed by using SPSS/PC+. The results were as follows: 1. The main age level was 26-30 and the portion was 44.4%. The Mean of the monyhly pay was 930 ${\pm}$130 thousand won. 2. The average point of pay satisfaction was 2.17${\pm}$.61. 3. The average point of job satisfaction was 2.87 ${\pm}$.66. 4. The factors which affect the pay satisfaction were 'the size of hospital'. 'the joining of labor unions' and 'the amount of pay' . 5. The factors which affect the job satisfaction were 'the size of hospital'. 'the job rank' and 'the amount of In conclusion, nurses are not satisfied with their job and pay levels because of the size of the hospital and the amount of pay, In order to solve the problem of turnover. medium-sized hospitals need to standardize and modify the levels of pay, the structure and the system according to standards well established by large-sized hospitals.

• Journal of Korean Public Health Nursing
• /
• v.9 no.1
• /
• pp.1-16
• /
• 1995

The purpose of this study was to find out and analyze the satisfaction degree related to job by general characteristics, satisfaction factors. This survey was based on the questionnaire method. The sample consisted of 51 noncommissioned officers, 72 administrative officers and 160 nurse officers from army hospitals. The data were collected from March 14 to April 18, 1994 and statistically analysed by percentage, mean and $x^2$ test. Factors of job satisfaction consist of 6 categories; job pristige, interaction, autonomy, task requirements, pay, and organizational requirements. The overall job satisfaction degree was $62.8\%$ in NCOs, $54.2\%$ in administrative officers and $33.3\%$ in nurse officers. The job satisfaction of NCCs increased in factors of job prestige (p<0.01), autonomy (p<0.05), task requirement (p<0.05), and was higher as age. There were statistically significant in the factors of pay in school background, Job prestige in rank (p<0.05). 'I'm OK and You're OK' type was $76.5\%$ which was the highest rate and A major personal traits also showed the highest job satisfaction $(63.7\%)$. There were significant difference between major personal traits and interaction (p<0.01), autonomy (p<0.05), organizational requirement (p<0.01), pay (p<0.05) and task requirement. The job satisfaction of administrative Officers was represented significant differences in factors of pay (p<0.05), task requirements (p<0.05) by school background. Long term Workers showed the highest job satisfaction and significant difference in factors of job prestige and organizational requirement (p<0.01). Job satisfaction in 'I'm OK but you're not OK' type was slightly high, and CP major personal traits also showed the highest job satisfaction. The job satisfaction of nurse officers was represented significant difference in factors of autonomy (p<0.01), job prestige (p<0.05), organizational requirement (p<0.05), and pay by age. In CP major personal traits. job satisfaction showed the highest rate (75.0)

• Korean Journal of Community Nutrition
• /
• v.5 no.4
• /
• pp.672-682
• /
• 2000

The purpose of this study was to identify the effect of job characteristics, job performance and organizational commitment on job satisfaction of hospital dietitians. The first survey was carried out on 74 hospital dietitians to determine their demographic characteristics, job characteristics, organizational commitment, and job satisfaction. The second survey was carried out on 47 hospital foodservice dietitians to determine their job performance. Thirty-two percent of the subjects were aged between 26 and 30, and 62.2% had Bachelor's degrees. The dietitians felt most satisfied by their co-workers, followed by the work-itself, supervision, pay, and promotion possibilities. Dietitians who had a higher education were satisfied with pay and supervision. The longer the length of employment, the more the satisfaction with the work-itself and pay, plus the higher the monthly wage the more the satisfaction with the work-itself, pay, supervision, and co-workers. lob satisfaction was high in the group that scored high on autonomy, feedback, task identity, and friendship of in the job characteristic inventory. The job performances of nutrition counseling(r= 0.469, p < 0.01), nutrition education(r= 0.446, p < 0.01) and management of therapeutic diet(r= 0.394, p < 0.01) were positively correlated with job satisfaction. The $R^2$for the multiple regression model was 0.677, indicating that 67.7% of the variance in job satisfaction could be accounted for by feedback, organizational commitment, nutrition counseling performance, and nutrition education performance. In conclusion, the level of job satisfaction for hospital dietitians would appear to improve with increased feedback, organizational commitment, and opportunity for nutrition counseling and nutrition education.

• Journal of Korean society of Dental Hygiene
• /
• v.9 no.4
• /
• pp.699-714
• /
• 2009

Objectives : This study was to examine factors affecting the job satisfaction of dental hygienists. Methods : The subjects in this study were dental hygienists who worked at dental hospitals, dental clinics and general hospitals in the city of Gwangju. A survey was conducted by mail from January 2 to March 2, 2007. Out of the collected data, 208 answer sheets were analyzed. Results : 1. The dental hygienists investigated got a mean of 3.20 on job satisfaction. Among the job satisfaction factors, relationship with patients ranked highest(3.79), followed by relationship with colleagues(3.62), working environments(3.39), future prospects(3.30), professional status (2.89), pay(2.82) and required workload(2.58). 2. Regarding links between general characteristics and job satisfaction, the older dental hygienists were more satisfied with professional status, pay, required workload and relationship with patients. By marital status, the married dental hygienists expressed better satisfaction at professional status than the unmarried ones. By education, those who were receiving college education or received the same or higher education were more gratified than the junior college graduates. By the total length of career, the dental hygienists whose length of career was longer were more gratified with professional status, future prospects and relationship with patients. By workplace, the dental hospital workers were more satisfied with working environments, and the general hospital employees were more gratified with pay. The dental hospital employees were better satisfied with future prospects as well. As to the impact of the length of career at the current workplace, there was a tendency that those who worked at their current workplaces for a longer time expressed better satisfaction with professional status, pay and relationship with patients. By monthly mean income, the larger income earners had a tendency to be better gratified with professional status, pay and relationship with patients. 3. The general characteristics that were selected as independent variables were identified as the factors that exercised an influence on the job satisfaction of the dental hygienists and made an about 14.0% prediction of it. Out of those factors, the total length of career and monthly mean income had a statistically significant impact on that. Conclusions : The above-mentioned findings suggested that out of the seven job satisfaction components, they gave the lowest marks to satisfaction level with pay. As a result of making a multiple regression analysis, it's found that job satisfaction was under the influence of the total length of career and monthly mean income. Therefore there should be an improvement in the pay system in order to boost the job satisfaction of dental hygienists, and they should be paid properly in accordance with total length of career.

• Health Policy and Management
• /
• v.9 no.1
• /
• pp.201-233
• /
• 1999

This study was carried out to find out the factors affecting on organizational commitment of hospital employees. For the purpose, the questionnaire-based research was done with 1280 hospital employees who were working in 2 university hospitals and 4 general hospitals located in Taegu City and Kyungpook Province from November 20, 1997 to December 22, 1997. The results of the study were summarized as follows. There were significant correlations among environmental variables, psychological variables, structural variables, vertical conflict, horizontal conflict, job satisfaction, and organizational commitment. By path analysis, variables such as pay, work involvement, work definiteness, met expectations, positive affectivity, distributive justice, job security, expectations before entering a hospital had significant positive effect on job satisfaction in order of size, while, vertical conflict, job opportunity, and horizontal conflict had significant positive effect on job satisfaction in order of size, while, vertical conflict, job opportunity, and horizontal conflict had signifecant negative effect in order of size. Variables such as job satisfaction, job security, work involvement, pay, vertical conflict, met expectations, distributive justice, positive affectivity, work unit control, job autonomy, and job routinization had significant positive direct effect on organizational commitment in order of size, while, job opportunity, job hazards and resource inadequacy had significant negative direct effects in order of size. It was found that the following variables, listed in order of size, had significant total effects on organizational commitment : job satisfaction, job security, job opportunity, work involvement, pay, met expectations, distributive justice, positive affectivity, job hazards, and work unit control. In considering abovc findings, it is recommended that programs for job satisfaction promotion, job security, decrease of intent to leave, work involvement promotion, adequate pay, met expectations, distributive justice, positive affectivity promotion, job hazards decrease, and work unit control grant should be implemented to increase organizational commitment.

• The Korean Journal of Health Service Management
• /
• v.12 no.1
• /
• pp.57-67
• /
• 2018

Objectives : The purpose of this study was to examine the effect of nurses' resilience, job satisfaction, and social support on organizational commitment. Methods : The data were collected from August 25, 2017 to September 5, 2017 by distributing a questionnaire to 195 nurses. The measures in this study included resilience, job satisfaction, social support, and organizational commitment. The data were analyzed using descriptive statistics, t-tests, ANOVAs, Pearson's correlation coefficients, and a hierarchical multiple linear regression using the SPSS/WIN 21.0 program. Results : There were significant correlations among resilience, job satisfaction, social support, and organizational commitment. The factors that significantly influenced nurses' organizational commitment were job satisfaction (${\beta}=0.599$, p<.001), type of work (${\beta}=0.190$, p=.007), and pay satisfaction (${\beta}=0.170$, p=.002). Conclusions : In order to increase organizational commitment, it is necessary to create a systematic program that enhances nurses' job satisfaction with their type of work and pay satisfaction.

• Journal of Korean society of Dental Hygiene
• /
• v.9 no.4
• /
• pp.644-658
• /
• 2009

Objectives : This study was to find out the status of job satisfaction and intent to leave the job for dental hygienists, and those factors affecting their intent to leave, so as to prevent dental hygienists from leaving their jobs in advance, and to strive for extending the life span of the job, contributing to improve dental care services provided by dental hygienists. Methods : The data were collected from 280 dental hygienists working in dental clinics or hospitals in Busan and Gyeongnam area by using a structured and self-administered questionnaire through mail, from February 1 to March 15, 2009, and were analyzed by using SPSS WIN 14.0 program. Results : First, It was the most prevalent for the dental hygienists surveyed to be between 100 to 149 thousand won in the level of monthly as 42.3%, and to be the assistance of dental examination and treatment for main duty as 62.5%. Leaving job was experience by 51.6% of the subjects, with work condition as the most common reason for 32.2%. Second, the degree of job satisfaction was 3.4 points overall in the score of 5 point Likert's scale on the average, showing affirmative level above the average, and significantly different according to certain characteristics such as age, education level, total years of work career, years of work career in the current job, monthly salary level, whether to provide monthly paid leave, and the number of patients treated per day. It also was significantly correlated with some structural factors and variables consisting attitude and value, including equity in pay(r=0.612), job perception as dental hygienist(r=0.573), work environment(r=0.552), self growth(r=0.531), affirmative attitude(r=0.421), and so on. Third, the mean score of intent to leave was 2.73 overall and lower than the average, showing significant relationship with some characteristics, such as age, marital status, education level, total years of work career, years of work career in the current job, monthly salary level, whether to provide monthly paid leave, and the number of patients treated per day. Intent to leave also showed the highest correlation with job satisfaction(r=-0.708), followed by equity in pay(r=-0.482), self growth (r=-0.453), job perception as dental hygienist(r=-0.392), work environment(r=-0.362), etc. Forth, job satisfaction was significantly influenced by some factors including equity in pay, followed by job perception as dental hygienist, relationship with fellow colleagues, affirmative attitude and work environment, and so on. Fifth, the intent to leave was significantly affected not only by job satisfaction but also by some structural factors including equity in pay, self growth and job perception as dental hygienist. Conclusions : The above results showed that the equity in pay was the most important factor for the intent to leave the job as well as job satisfaction among dental hygienists, thus suggesting that systematic measures should be provided to improve the job satisfaction to prevent economic loss due to leaving job frequently, and to provide pertinent reward system as a profession to enhance the motivation for accomplishment on job for dental hygienists.

• The Journal of the Korea Contents Association
• /
• v.16 no.10
• /
• pp.693-700
• /
• 2016

The current study examined the relationship between satisfaction with pay and performance. The purpose of this study is not only to analyse the effect of pay satisfaction on job satisfaction and turnover intention, but to verify the moderating effect of LMX in order to provide a useful theoretical and managerial implication. The empirical results reveal that satisfaction of pay positively affects job satisfaction, but has a negative impact on turnover intention. It is also found a moderation effect of LMX between pay satisfaction and performance. The empirical results imply that an effective compensation management should be applied and an enhanced LMX effort has to be made to motivate employee.

• Korean journal of food and cookery science
• /
• v.15 no.4
• /
• pp.358-362
• /
• 1999

The purpose of this study was to measure the levels of job satisfaction of foodservice employees in the welfare facilities for the elderly. The levels of job satisfaction of foodservice employees were as follows: 1 Mean job satisfaction scores for five job factor were ordered co-workers, supervision, work itself, pay and promotion. 2. Demographic factors of the job satisfaction scores were studied. Employees who work with the dietition were satified with the supervisor and promotion. And temporory employees were more satisfied with pay than regular employees.