• 한국식품조리과학회지
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• 제13권4호
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• pp.402-409
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• 1997

Understanding the satisfaction and dissatisfaction of employees has been deemed important for smooth and efficient food service management. The aim of this study was to examine the relationship between the dishwashing employees' job satisfaction and the operational and managerial factors in hospital foodservice systems. A survey of twenty conventional hospital food service systems was undertaken and detailed information was collected from 280 dishwashing employees through mailed questionnaires. Dishwashing employees' satisfaction was evaluated by measuring their job attitudes towards four aspects of their job using the modified Job Description Index (JDI). Descriptive analysis and Pearson product moment correlation analysis were used to analyze the data. The dishwashing workers were found to be more satisfied with their interpersonal relations with co-workers than with work content, pay or promotional opportunities. The demographic variables including education, type of employment and work experience were significantly related to job satisfaction. As the ratio of supervisors to dishwashing workers increased, the degree of satisfaction in dishwashing workers increased significantly.

• The Journal of Korean Physical Therapy
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• 제21권3호
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• pp.109-117
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• 2009

Purpose: We investigated the relationship between professional self-concept and the job satisfaction of physical therapists. Methods: The subjects of the study were 221 physical therapists who worked in medical institutions in Seoul city and Kyounggi do. A questionnaire developed by Arthur and adapted by Sohng and Noh was used for measuring the professional self-concept. A questionnaire developed by Kim and Son and adapted by Kim and Jeon was used for measuring the job satisfaction. Results: The levels of the professional self-concept of physical therapists was a mean of 3.51 points and the level of job satisfaction was a mean of 3.32. There was a statistically significant difference for the professional self-concept of physical therapists according to such general characteristics as age (F=6.38, p<0.05), career (F=4.56, p<0.05) and pay (F=15.94, p<0.05), and there was a significant difference of job satisfaction according to such general characteristics as age (F=15.94, p<0.05), career (F=13.65, p<0.05) and pay (F=12.96, p<0.05). (ED note: this sentence made no sense. What I wrote is guesswork. You have to work on it.) The relationship between professional self-concept and job satisfaction showed a positive correlation (r=0.65, p<0.05). Conclusion: These findings show that modifications to the current program may improve the professional self-concept and job satisfaction of physical therapists.

• 한국산학기술학회논문지
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• 제18권11호
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• pp.584-593
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• 2017

본 연구는 응급구조사가 배출된지 21년이 지난 시점에서 119와 병원에서 근무하는 응급구조사들을 근무 기관별로 업무스트레스와 직무만족도를 비교분석하여 119와 병원의 차이와 장단점을 파악함으로써 우리나라의 1급 응급구조사들의 근무여건을 개선하고 보다 나은 근무환경을 조성하는데 기초자료를 제공하는 것을 목적으로 수행하였다. 광주광역시와 전라남도, 전라북도의 28개 119안전센터와 14개 권역응급의료센터 및 지역응급의료센터에서 근무하는 1급 응급구조사 182명을 대상으로 설문조사를 실시하였다. 통계분석은 SPSS/WIN 20.0을 사용하였으며, 카이제곱검정, t-test, ANOVA, ANCOVA로 분석하였다. 업무스트레스는 119근무자(2.92), 병원근무자(3.01)으로 유의한 차이가 없었다. 직무만족도는 소방근무자(2.98), 병원근무자(2.54)으로 병원근무자들이 크게 유의하게 낮았다(p<0.001). 또한 병원근무자들의 보수 영역에서 가장 낮은 점수가 보였으며($2.07{\pm}0.62$), 월 평균 환자수가 적을수록(p<0.001), 월수입이 높을수록(p=0.047), 휴가가 많을수록(p<0.001) 업무스트레스가 낮고, 직무만족도가 높은 것으로 나타났다. 업무스트레스를 감소시키고 직무만족도를 높이기 위해 119와 병원 모두 근무복지여건의 개선이 필요하고, 119의 경우, 구급대원 폭행 방지 대책과 휴식공간이 필요하고 특히 병원의 경우는 급여와 연간 급여증가율, 고용형태의 안정을 개선해야 한다.

• 지역사회간호학회지
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• 제25권2호
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• pp.128-136
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• 2014

Purpose: The purpose of this study was to investigate factors associated with perceived job satisfaction of TB control nurses in Korea. Methods: This study employed a descriptive survey research design using data for 189 TB control nurses. Variables included in this study were demographic, social, and work-related characteristics (including job stress), and job satisfaction. ANOVA, t-test,and multiple regression analyses were performed using SPSS/WIN 19.0 program. Results: The mean value of perceived job satisfaction was lower in the subjects ($2.9{\pm}0.41$) than in general nurses working in other departments. In multiple regression analysis, factors associated with TB control nurses' job satisfaction were job stress (${\beta}$=-.281, p<.001), marital status (${\beta}$=-.229, p<.001), and the number of TB control nurses employed (${\beta}$=.200, p<.001). Conclusion: The results of this study showed that job satisfaction was associated more significantly with job-related characteristics than with non-job-related variables in workplace. Along with increased TB control nurse staffing, efforts should be made to reduce negative work-place issues such as job stress and inappropriate pay to improve the subject's job satisfaction.

• 산업경영시스템학회지
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• 제41권3호
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• pp.97-107
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• 2018

The purpose of this study is to verify the mediating effect of pay satisfaction on the relation between procedural justice and organizational commitment. A survey was conducted to examine the mediating effect of pay satisfaction on the responses of 529 employees. The study chose sex, age, education, position, job type and career as control variable, and the regression model which treated procedural justice as independent variable and organizational commitment as criterion variables were set. A pay satisfaction was supposed as mediating variable of these relationships. The data analysis was conducted by SAS 9.4ver and LISREL 8.80. The results of this study confirm underneath the followings. First, the relation of procedural justice and organizational commitment are significantly unique. Second, procedural justice are positively related to pay satisfaction. Third, pay satisfaction is significantly positively related to organizational commitment. Fourth, the pay satisfaction is partially mediated on the relationship between procedural justice and organizational commitment. This means that the pay satisfaction mediates the relation of procedural justice and organizational commitment. These results are different from the prior researches which had treated pay satisfaction as mediating variable of procedural justice and organizational commitment. Based on the findings of the study, this study presented managerial implications and suggestions for future studies.

• 간호행정학회지
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• 제16권3호
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• pp.276-285
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• 2010

Purpose: The purpose of this study was to investigate the effects of organizational justice and dispositional affectivity on job satisfaction and intent to leave among nurses. Methods: The sample of this study consisted of 274 nurses from 2 general hospitals located in Incheon. Data were collected with self-administered questionnaires and were analyzed by hierarchical multiple regression. Results: Distributive and interactional justices had positive impacts on nurses' job satisfaction. Distributive, procedural and interactional justices had negative impacts on nurses' intent to leave. It was found out that positive affectivity significantly moderated the effect of interactional justice on job satisfaction while dispositional affectivity did not significantly moderate the effect of organizational justice on the intent to leave. Conclusion: The results imply that hospital administrators should pay attention to the dispositional affectivity of nurses to increase their job satisfaction. Further, hospital needs to maintain organizational justice to reduce nurses' turnover.

• 간호행정학회지
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• 제2권2호
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• pp.109-120
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• 1996

Nurses' job satisfaction was influenced by intrinsic factors and extrinsic factors. According to motivation theory, job satisfaction is determined by the degree of discrepancy between employees' expectation and rewards to employees that meet their basic needs. Spiritual wellbeing is a combination of religious wellbeing and existential wellbeing. It is not simply religious but one of the essentials among basic human needs. The purpose of this study was to examine the relationship between spiritual wellbeing and job satisfaction for nurses. The subjects consisted of 306 nurses who were employed in Wonju Christian Hospital. A positive relationship between spiritual wellbeing and job satisfaction was found. (r=.48, p<.001) Both spiritual wellbeing and job satisfaction were affected by the length of experience and by marital status and religion. The degree of satisfaction which was measured by one overall question and spiritual wellbeing were found to explain 35.63% of the total job satisfaction variance in regression analysis. From above the results, spiritual wellbeing can be considered as one of the important factors to improve job satisfaction for nurses. In order to improve job satisfaction, administrators must pay attention to the assessment of spiritual wellbeing for nurses who are employed in the hospital and develope programs to raise the level of spiritual wellness.

• International Journal of Contents
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• 제9권1호
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• pp.81-89
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• 2013

Police officers' job satisfaction has usually been measured by quantitative methods such as survey. This research is the first attempt to interview police officers in Korea to find how satisfied they are with their job. Based on e-mail interview with fourteen police officers in Korea, the study measured the multiple dimensions of job satisfaction including work condition, relationship with supervisors and colleagues, personnel management, pay and benefit, and discretion. The results suggested that police officers' attitude toward their job and motivation of becoming police officers may influence their job satisfaction. Other findings and policy implications are also discussed.

• The Journal of Korean Physical Therapy
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• 제14권4호
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• pp.214-223
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• 2002

The purpose of this study was practiced to investigate factors affecting physical therapist's job satisfaction. The data were collected from September 15, 2002 and 113 valid questionnaires were obtained and analyzed. They were analyzed by the percent, frequency, T-test, one-way ANOVA and Pearson correlation coefficiency The results of the study were as follows: The average marks by their job satisfaction factors indicated 3.09 for professional status, 3.22 for task requirement, 3.62 for pay, 2.96 for physical therapist-doctor relationship, 2.96 for administration, 2.89 for autonomy. There were statistically a difference of the professional status, pay, administration, in their age. There were statistically a difference of the professional status in total career, marriage presence. There were statistically a difference of the professional status, task requirement in total career.

• 한국식품조리과학회지
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• 제14권1호
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• pp.68-75
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• 1998

The purposes of this study were to determine the degree of job satisfaction of school food service employees in Seoul and Kangnung areas and to compare their job satisfaction with 3 types of school foodservice systems. Questionnaires to measure job satisfaction were mailed to 13 elementary schools in Seoul and 15 elementary schools in Kangnung and detailed informations were collected from 28 dieticians and 140 employees. Foodservice employees' job satisfaction was evaluated by measuring employee's job attitudes towards five aspects of their. job using the modified Job Description Index (JDI). Statistical methods used in this study were $\chi$$^2$-test, 1-test and one-way ANOVA analysis. The foodservice workers surveyed in this research were found to be more satisfied with their interpersonal relations with co-workers than with work content, pay and promotional opportunities. The average overall scores for dieticians and foodservice employee were 113.17${\pm}$44.48 and 111.5${\pm}$37.22, respectively. Dieticians were found to be more satisfied with their job than the foodservice employee. The foodservice employee's demographic variables including age, work experience and education were significantly related to the job satisfaction.