• The Journal of Korean Society for School & Community Health Education
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• 제2권1호
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• pp.67-84
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• 2001

This study was conducted to examine beauty shop workers' views of job. Data were collected from the workers in Seoul, Daegu, Pohang, Junjoo, and Kimhae from June 1, 2000 to August 31, 2000. The results of this study are summarized as follows. 1. According to general characteristics of the subjects, 28,7% of them was female; 94.2% 'specialized in hair'; 46.4% 'below twenty nine years old'; 47.1% 'married'; 59.7% 'highschool graduate'; 33.9% 'worked for below three years'; 28.5% 'monthly income of five hundred thousand to nine hundred ninety thousand won'; 62.3% 'working for above twelve hours a day' ; 41.0% 'above five workers' ; 40.6% 'working in city'. 2. 54.8% of the respondents thought that they were in good health. 76.3% of them smoked and 54.8% drank. 62.8% of them did not exercise and 78.7% was under stress. 61.5% responded that they chose the job because of its possibility of professional vocation. 91.0% of them obtained the beauty skill from beauty schools. 3. Among the factors which influenced job satisfaction, 'stable job and life security' was highest(43.9%), while 'interest in the job and amount of pay' was lowest(3.2%). 'Personal ability and use of originality' was 19.4% and 'harmonious relationship with fellow workers' was 18.1%. 'Job environment' was 7.1% and 'harmonious relationship with higher workers' was 4.5%. 4. The level workers' view of job was $113.8{\pm}17.3$ points on the basis of 150 points. On the basis of 75 points, each item showed it points in order of self-development($22.3{\pm}3.8$), service for customers($20.1{\pm}3.1$), vocational mission($15.6{\pm}3.1$), harmony with the others($18.9{\pm}3.5$), working environment($18.6{\pm}3.6$), and working condition($14.3{\pm}5.1$). 5. Among the reasons why they considered leaving the job, 24.0% of them considered it because they could not free time, while 15.4% considered it because undesirable living environment or long distance from home. 15.0% thought it because they could not receive proper treatment as much as they worked and 12.8% thought they overworked. 6. When they move into new working places, they consider such factors as good working environment(24.1%), good place to open their own beauty shops(16.7%), good beauty shop to learn beauty skill(15.6%), chance to have job training(9.5%), and close place from home(9.0%). 7. 40.6% of the respondents wanted to leave the job, while 32.3% of them did not want to leave the job. The intention of leaving the displayed significant difference in the variables of age, working period, monthly income, marital status, the number of workers, location of the shop, rank, and reason of selecting the job. 8. According to the results of a regression analysis of factors which influenced job satisfaction, it was affected significantly by intention of leaving job, the number of workers, health condition, level of stress, and monthly income. The beauty shop workers showed low satisfaction level with working environment, working condition, and working mission, They considered leaving the job because of lack of free time, overwork, poor working environment, improper treatment, etc. Therefore, related professionals and organizations must device adequate measures in order to make them work with pride as creators of beauty.

• Korean Journal of Child Studies
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• 제31권1호
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• pp.249-265
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• 2010

The purpose of this study was to investigate pre-service early childhood teachers' procedures for entering college, their perception of major areas of satisfaction and career progression. The subjects of this study were 522 students majoring in early childhood education in Busan. The findings of this study were as follows. First, the major motivation of entering into college for these students majoring in early childhood education was 'to become an early childhood teacher'. Second, the majority of students majoring in early childhood education were satisfied with their majors for their aptitude for studying in this area. Third, the most commonly expressed employment preference for such students was that of a public kindergarten teacher due primarily to job security and appropriate rates of pay.

• Korean journal of food and cookery science
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• 제11권4호
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• pp.370-378
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• 1995

This study is to seek methods for optimum management of foodservice system for elementary schools in Korea through surveying and analyzing the current status of the "common-management foodservice system" and certain important factors relating to its operations. For the survey of the current status of the "common-management foodservice system", questionnaires are prepared as against schools adopting "common-management system"("Common Schools") as well as schools adopting "conventional management system" ("Conventional Schools") in Kyungsangbookdo ("Kyungbook") area. The survey items are composed of general items, items concerning tasks of dietitians, items concerning purchasing activities and items concerning level of recognition and job-satisfaction of the dietitians. Total 46 dietitians from Common Schools and 65 dietitians from Conventional Schools in Kyungbook region responded the questionnaires. The results of this study are as follows: 1. Information Concerning Dietitians Average age of the dietitians: 26.6 yrs Ratio of two years or less of experiences as school dietitian: Dietitians from Common Schools: 59.1％ Dietitians from Conventional Schools: 50.8％ 2. Types of the Foodservice In both schools, rural type are prevalent; however, between urban types and islands types, the ratio of urban types are larger than the ratio of islands types in Conventional Schools, and the opposite is true in Common Schools. 3. Decision of Suppliers The ratio of dietitian＇s participaion in the decision making reaches only 38.3％, indicating the possibility of problems in quality control and hygienic aspects of the food supply. 4. Factor Analysis of the Foodservice Duties Food supply and general affairs administration work was carried out very well (4.2), while personnel management and operational improvement work (2.8), nutritional education work (2.3), and information related work were poorly carried out. No significant differences were found between the two types of the foodservice management systems. 5. Job Satisfaction scores of Dietitians Dietitians were more satisfied with the works (50.0), supervision (50.5) and co-workers (46.9) than pay (18.0) and promotion (22.3).

• Korea Journal of Hospital Management
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• 제20권4호
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• pp.31-49
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• 2015

The purpose of this study is to propose an effective leadership in the hospital management by analyzing the relationship of the effect of the specialty hospital CEO's leadership on the employees' organizational effectiveness as well as the customer orientation, and the mediation effects of the organizational effectiveness on the relation between hospital CEO's leadership and the customer orientation. The questionnaires of the survey targeting the 99 specialty hospitals were collected that 786 copies of them were utilized in analysis. The major outcomes of the research can be summarized as follows. Firstly, transformational leadership of specialty hospital CEO generally has the greater impact on the employees' job satisfaction, organizational commitment and turnover intention than his transactional leadership. Secondly, the most important sub-variable of specialty hospital CEO leadership affecting the organizational effectiveness of the employees are charisma of transformational leadership and contingent reward of transactional leadership. Thirdly, the sub-variable of specialty hospital CEO leadership which has the greatest impact on customer orientation of employees is the active management-by-exception of transactional leadership. Fourthly, the sub-variables in the organizational effectiveness such as job satisfaction, organizational commitment and the turnover intention of hospital employees play mostly the partial mediation role between the customer orientation of employees and the leadership of a specialty hospital CEO. This means that the more the organizational effectiveness of specialty hospital employees improves, the more the customer orientation does. Thus, specialty hospital CEOs need to pay attention to the sub-variables in organizational effectiveness so as to improve the customer orientation of the employees. To explore further the nature of the effect of hospital leadership in the future, apart form the variables of the organization effectiveness used in this study to improve the customer orientation of employees through the leadership of the specialty hospital CEO, the research to identify other factors which have greater influence and explanatory power will be needed.

• Journal of dental hygiene science
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• 제7권4호
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• pp.251-256
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• 2007

The purpose of this study was to examine what induced dental hygienists to take up another employment and whether their job satisfaction had anything to do with it in an attempt to help curtail their turnover rate. The subjects in this study were approximately 200 dental hygienists who worked in dental institutions. A survey was conducted from July 24 through September 24, 2006, by using structured, self-administered questionnaires. For data analysis, SPSS 11.5 program was employed to see if their turnover experience was linked to their general characteristics, why they took up another employment, how long they wanted to do that and how their job satisfaction was related to that. The findings of the study were as follows: 1. In regard to turnover experience by age, marital status and career, those who had ever changed their employment accounted for 36.2 percent of the age group from 24 to 26, 83.0 percent of the unmarried ones and 50.0 percent of those whose career was less than one to three years (p < 0.001). By monthly mean income, 50.0 percent of the dental hygienists whose monthly mean income ranged from 1.0 to 1.29 million won had that experience(p < 0.05). The gap between these groups and the others was statistically significant. 2. As for the reason of turnover, working environments were cited most often(28.1%), followed by possibilities(18.0%), relationship with supervisors and colleagues(12.4%), and compensation(4.5%). 3. Concerning a preferred new workplace, 66.2 percent of the dental hygienists who worked in dentist's offices hoped to be newly hired by public dental clinics(p < 0.001). By education, 64.3 percent of the college-educated dental hygienists wanted to work at public dental clinics as well(p < 0.01). 4. The change of employment was under the greatest influence of the possibilities of workplace, followed by workload, pay and relationship with colleagues. All the factors had a negative impact on their turnover. Those who were less satisfied sought new employment more often, and job satisfaction made a statistically significant difference to that. The job satisfaction factors made a prediction of their turnover intention ($R^2=.254$).

• Journal of the Korean Society of Food Culture
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• 제11권3호
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• pp.393-402
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• 1996

The purpose of this study was to get data on the job attitude of cooks. This study was surveyed 216 cooks who work for deluxe hotels at Pusan. The results were summarized as follow: 1. The cooks think that their devotion is most important source for the best cooking. The next are taste, quality of raw materials, skill and hygiene in order. 2. 57.9% of the cooks think that a degree of expertise their field are average, but 73.6% cooks believe that the degree of expertise is higher than the other restaurant cooks. 3. They think that a good cook should be sincere and have proficiency of skill, good human relationship and study attitude, but they also believe an academic background and knowledge is not important to be a good cook. A deficiency of knowledge about cooking is what cooks believe to be the greatest hindrance for progress of cooking skills. The next hindrance are, a shortage of endeavor and authority of management. 4. The cooks believe that the ability of cooking is most important for a promotion, the others are, in order, human relationship, career background and age. 5. The cooks show little satisfaction with their job, but express their unsatisfaction with their pay. Also the cook's social status is mean. 6. The cooks recognize that a change in hotel policy is most important for the cooking department of the hotel. The next are, in order, enlargement of working space, arrangement of equipments and hiring of experts. 7. The cooks think that Japanese cooking have the best prospect in a food and beverage enterprise, while Chinese cooking have relatively lower prospect.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• 제7권4호
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• pp.169-178
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• 2012

The aim of this study is to look into the influential factors on the care-workers-perceived job stress level according as the elderly-perceived satisfaction varies depending on care workers' organizational characteristic & attitudes toward work, and there's necessity of reducing their job stress. Hereupon, this study, targeting the care workers at domiciliary visit care centers in Seoul district, analyzed the influential factors of organizational factors consisting of the sub-factors, such as job autonomy, compensation, education and development, members' interrelationship, etc. on the perception level of job stress. As a result of analysis, it was found that the shorter their working hours, the more their salary, the more guaranteed their job autonomy, and the better their interrelationship is, the care workers at a domiciliary visit care center had a positive perception of job stress. Accordingly, the operators of domiciliary visit care centers are requested to have a lot more concerns for diverse forms of improvements which can not only improve care workers' working conditions, such as daily working hours and a pay level but also promote a sense of fellowship between members; in addition, it is hoped that the operators should improve the organizational environment so that care workers can freely carry out their assigned business with a sense of responsibility rather than relying on control and regulation.

• Journal of Korean society of Dental Hygiene
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• 제7권2호
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• pp.135-151
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• 2007

The purpose of this study was to examine the work environments of dental hygienists, to find out about what problems there were with their work environments and ultimately to help improve their work environments. It's basically intended to pave the way for furthering the welfare and interests of dental hygienists. The subjects in this study were dental hygienists who were selected by random sampling from among the members of Korean Dental Hygienists Association. Approximately 20 percent of the members each were selected from every region across the nation, and their work environments were investigated in consideration of the kind of their workplaces, service area, career and field of duties. As for the demographic characteristics of the dental hygienists investigated, there were differences between those who worked in the field of health care and the clinical workers. More of the former were older and married, and the former was ahead of the latter in career and education as well. Regarding working hours and leave of absence by kind of workplace, the number of regular average holidays was different according to their place of employment. Dental hospitals(6.66 days) and dental clinics(6.81 days) gave their employees less days off on the whole, whereas public dental clinics(19.29 days) granted the dental hygienists the longest leave of absence. Also, there was a broad gap in the number of regular average holidays among different regions in the nation. The dental hygienists who worked in Gangweon province enjoyed the longest holidays(10.88 days), while those on Jeju Island took the shortest vacation(4.46 days). Concerning monthly mean pay by place of employment, those who worked in public dental clinics were paid the best, and the dental hospital employees received the smallest pay. Their monthly mean pay significantly varied with the kind of their workplaces. As to connections between service area and pay level in the event of the dental hygienists with a four-year career, those who served in Seoul were paid the best(1,820,800 won), followed by Gyeonggi province(1,795,800 won), Gyeongsang province(1,604,200 won), metropolitan cities(1,424,800), Gangweon province(1,300,000 won) and Jeolla province(1,016,700 won). In regard to the starting pay in the different areas, the starting pay was largest in Seoul(1,501,800 won) and smallest in Jeolla province(904,000 won). Concerning work environments by place of employment, the dental hygienists in public dental clinics, general hospitals and university hospitals were far older than the others, and the career of the former was much larger than that of the latter. As to the number of regular leave of absence, public dental clinics, general hospitals and university hospitals were different from dental hospitals and clinics in that regard as well. Concerning monthly pay, public dental clinics paid their employees the best, and dental hospitals and clinics were ahead in terms of pay raise. But the reason seemed that public dental clinics and general hospitals increased the pay of their employees based on a fixed wage system and according to a fixed rate at the same time. As for relations between career and work environments, the pay of the dental hygienists differed with their career. The amount and rate of pay raise were largest for those whose career was between four years and less than six years, and smallest for those whose career was between seven years and less than nine years. The above-mentioned findings of the study suggested that in order to give dental hygienists better treatment, pay and welfare benefits should urgently be improved, and that it's required to take actions to boost their job satisfaction. Besides, they should be given more chances to receive education or to take training courses in pursuit of self-development, and how to narrow gaps in work environments among different regions or fields should carefully be considered.

• The Korean Journal of Franchise Management
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• 제7권2호
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• pp.5-14
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• 2016

Purpose - Competitive industry structure and recent economic depression challenge a survival of Korean small- and medium-sized food franchising companies (SMFCs), albeit the explosive growth of the Korean food service industry for last few decades. Against this backdrop, it examines how these SMFCs overcome liabilities of smallness and resource scarcity to strengthen competitive advantage in the market. To tackle this, in this article we focus on corporate entrepreneurship and human resources as a knowledge-based asset for these SMFCs. Furthermore, the ratio of employee turnover is high in SMFCs. We view that such brain-drain may result in poor performance of the Korean SMFCs. As such, we pay attention to the role of organizational commitment to an organization as a solution for enhancing individual-level employees' loyalty toward their organization. Research design, data, and methodology - Our research question is to what extent corporate entrepreneurship (i.e., innovative organizational culture, organizational autonomy, and administrative innovation) affects an individual-level attitude toward the organization and, in turn, employee creativity and satisfaction in the Korean SMFCs context. We collected data from employees in SMFCs for three months. A total of 126 valid questionnaires were collected, and analyzed the data using partial least squares path modeling. Results - The reliable and valid measurement model feed into testing the structural model. Our findings suggest that innovative organizational culture and organizational autonomy positively affect employee commitment. Particularly, organizational autonomy has a greater effect than innovative culture on employee commitment. However, the relationship between administrative innovation and employee commitment is not significant. We also find that employee commitment positively affects both employee creativity and satisfaction. Conclusions - Our contribution to the existing franchising business and management literature is twofold. First, the conceptual model includes three antecedents in the organizational entrepreneurship dimension to organizational commitment. Second, we conceptualize organizational commitment as employee commitment, and validate its impact on employee creativity and job satisfaction at an individual performance level. Overall, this article suggests that it is critically important for the Korean SMFCs to develop corporate entrepreneurship in order to facilitate employees' positive attitudes toward their organizations.

• Journal of Society of Preventive Korean Medicine
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• 제11권2호
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• pp.71-86
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• 2007

This study aims at looking into the use of oriental medical services in treating disease and patient's attitude of oriental medicine by social classes. The first to be explored through this study is medical accessibility, classifying them by age, gender and job. Second is to examine kinds of oriental medical services and expenses incurred in treating the disease. Third is to compare satisfaction for the services offered and investigate into relations between disease and oriental medicine through cross-analysis by class, and provide fundamental materials for enhancing accessibility to oriental medical centers for treating chronic diseases. The 1,376 households for the period of time from Apr. to Jun. 2005, were asked to answer to the questionnaires offered. The conclusion from the survey can be summarized as follows. Medical services for the onset of disease were less offered to females, older group, low schooling, and low-income bracket. It is attributable to an economic cause, in both genders. The in- and outpatients' rate were found higher in groups of female, older age, low-income and blue-color workers. Use of oriental medical centers were higher in outpatients than inpatients probably for low-income brackets were less frequently put on regular physical checkups, more exposing to diseases. Each hospitalization was found over six days longer in average; 19.7 days for oriental medical hospitals, 12.5 for hospitals. The hospital charges that patients should pay for one hospitalization showed 909,000 won in oriental medical hospitals, much higher than 518,000 won in hospitals. Outpatients were also found to pay more for oriental medical services; 55,000 won for oriental medical hospitals, 19,000 for hospitals. As to outpatients' satisfaction, oriental medical hospitals were generally found to be a little more satisfactory than general hospitals; 11.2% of respondents answered Very Satisfactory. Satisfaction to services offered to outpatients showed 82.2% of respondents responded to Over Satisfactory for herb clinics, 76% for general hospitals. For future intention to use oriental medical services, females, over 51 years old, lower education and income, and blue color workers showed more intention to use them. To be more competitive in treating chronic diseases, it is necessary that oriental medical services become more accessible through extending its coverage of insurance into more medical herbs and their prepared packs, as well as mapping out extensive publicity strategies to make known to the public about high efficacy of medical herbs and their safety.