• The Journal of Asian Finance, Economics and Business
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• 제8권12호
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• pp.141-151
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• 2021

This study aims to: 1) analyze the effect of leadership style on job satisfaction and organizational commitment, 2) analyze the effect of leadership style, job satisfaction and organizational commitment on employee performance, 3) examine the indirect effect of leadership style on employee performance mediated by job satisfaction and organizational commitment. The population of this research is all employees who have structural positions totaling 95 respondents. The sample was selected using the census technique, resulting in a total of 95 respondents in the research sample. Methods of data collection was using a questionnaire. The research model is structural so that the research data is analyzed using SEM Smart PLS 2. Research results: 1) leadership style has a positive and significant effect on job satisfaction and organizational commitment, 2) leadership style, job satisfaction, and organizational commitment have a positive and significant effect on employee performance, 3) Job satisfaction and organizational commitment mediates the influence of leadership style on employee performance, and has a positive and significant effect. Indirect influence gives stronger results than direct influence. As a result, it is hoped that university leadership will use an effective leadership style and pay attention to employee work satisfaction and commitment to boost employee performance.

• 한국식품조리과학회지
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• 제10권3호
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• pp.296-300
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• 1994

Recently hospital food service systems are often burdened with labour problems including employee job dissatisfaction, high labour costs and turn over. It is essential that these factors should be considered in developing for assuring palatable, nutritious, and safe feeding. A survey of 14 hospital conventional food service systems was undertaken and detailed information was collected from 390 catering staff. Foodservice employee satisfaction was evaluated by measuring employee job attitudes towards five aspects of their job using the Job Description Index(JDI). The food serive workers surveyed in this research were less satisfied with their jobs than are other types of workers in other industries. The demographic variables including age, length of employment and kinds of work were significantly related to job satisfaction. It was also found that catering staff in 14 hospitals surveyed were more satisfied with their interpersonal relations with supervisions and co-workers than with work content, pay and promotional opportunities.

• International Journal of Contents
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• 제5권3호
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• pp.1-7
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• 2009

The importance and the value of call center callers are increasing since they play very crucial roles as representatives of their companies at the closest contact point with customers. However, they have low satisfaction at work and are more likely to leave their jobs due to the fact that they are exhausted from heavy work load; they provide less pay and less chance for promotion than other jobs in the same industry. The high turnover costs companies high expenses on finding and training new callers. In the mean time, customer satisfaction may drop and it can give the customers negative image of the company. Therefore, solutions are required to keep the turnover of call center callers to the minimum. In this study, call center employees in Gwangju area were investigated for their job attitude and turnover intention. Based on the results, several implications are suggested.

• 산업공학
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• 제1권2호
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• pp.75-82
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• 1988

This paper studied on the relationships between productivity and job satisfaction in small group activities. The researches were practiced with the same method which prof. Rao of Babson university et al.(1987) did on autonomous work groups in U.S.A.. The researcher divided companies of Korea and Japan into similar small groups such as high productive groups and low productive groups in each country and analyzed their degree of job satisfaction. According to the result, high productive groups indicated higher degree of job satisfaction than low productive groups. In the case of Korea, besides activating QC circle activity, it is also necessary to equalize the difficulty of the works, or to set up the pay system taken the difficulty of the works into consideration. In the case of Japan, it is important to encourage good human relationships and member's cooperation and unity.

• 한국치위생학회지
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• 제23권4호
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• pp.251-260
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• 2023

Objectives: This study aimed to provide basic data for the development of clinical practice-related education program by analyzing the effects of grit, job satisfaction, and retention intention on transition shock of new dental hygienists. Methods: From April 19 to July 4, 2022, the data was collected from 200 new dental hygienists working for dental hospitals/clinics. Using the SPSS Statistics ver. 22.0, this study was conducted the t-test, one-way ANOVA, Pearson's correlation analysis, and multiple regression analysis. Results: There were positive correlations between grit, job satisfaction, and retention intention, a negative correlation between grit and transition shock, a positive correlation between job satisfaction and retention intention, a negative correlation between job satisfaction and transition shock. and a negative correlation between retention intention and transition shock. As the factors affecting transition shock, lower pay and main performance of medical cooperation work increased transition shock. When job satisfaction and retention intention were higher, transition shock decreased. Conclusions: In order to reduce transition shock of new dental hygienists, it would be necessary to operate clinical practice-related training program, and also to establish a training environment similar to the clinical site/context/situation similar to clinical context/situation.

• 한국조리학회지
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• 제12권2호
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• pp.39-56
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• 2006

This study was intended for getting information on the job satisfaction and consciousness of 305 cooks working at deluxe hotels in Busan to improve culinary arts training and an efficient man power control program. The results were as follows. Most of the cooks were males(67.2%) and less than 40 years old(85.6%), 59.5% were cooks, 67.0% were graduated from college and 74.8% earned less than 1.5 million won in a month. 39.5% had not changed their workplace. The male cooks had transferred to some other workplace more than 2 times than female ones. The higher their age, job classification and monthly income were, the more frequently they transferred their workplace. The frequency of job transfer was the most significant factor in the age of $30{\sim}39$. 37.0% of the cooks were unsatisfied with their pay. They preferred the more highly ranked hotels(36.5%) and being independent(26.0%) if transferring workplace. They thought devotion was the most important factor for good cooks. They thought efforts, skills and human relationships were important for developing cooks. They answered pay suitable for their work was an important factor to improve the food enterprise. They thought Japanese and Korean cooking had the best prospect, and qualifications for a good cook were sincerity, efforts, careers and skills.

• 성인간호학회지
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• 제12권3호
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• pp.345-355
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• 2000

The purpose of this study was to explain the relationship of professional self-concept, self-efficacy and job satisfaction among nephrology nurses. The subject consisted of 84 nephrology nurses who work at 17 hospitals in Kwangju, Chonnam, Chonbuk and Cheju-do. The instrument of this study was a structured questionnaire on professional self-concept, self-efficacy and job satisfaction. The data were collected from August 16 to September 10, 1999 and analyzed by Cronbach alpha, descriptive statistics, t-test, ANOVA, Scheffe's test and Pearson's correlation coefficient by using the SPSS/PC+ program. The results of the research were as follows : 1. The average item scores were 2.73 for professional self-concept and 7.16 for selfefficacy. The average item score of job satisfaction was 3.05. Professional status (3.56) among the component factors of the job satisfaction had the highest value followed by the interaction(3.46), task requirements(3.28), autonomy(2.98), organizational requirement(2.70), and pay(2.22) was the lowest. 2. The relationship between general characteristics and professional self-concept shows a significant difference with regard to position and the nurses' intention to stay. The relationship between general characteristics and self-efficacy shows a significant difference with regard to position and shift. 3. A significant positive correlation between professional self-concept and self-efficacy (r=0.462, p<0.01) was found. A significant positive correlation between professional self-concept and job satisfaction(r=0.486, p<0.01) was found. In conclusion, professional self-concept and job satisfaction of nephrology nurses are significantly related. A professional self-concept is an important factor for job satisfaction of nephrology nurses. Therefore, this study suggested that we should develop programs and policies to increase the professional self-concept of nephrology nurses for their job satisfaction.

• 보건행정학회지
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• 제12권3호
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• pp.36-53
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• 2002

The purpose of this study is to investigate the determinants of intent to leave of hospital pharmacists. The independent variables contain three groups of determinants: environmental variables(job opportunity and external support), psychological variables(met expectations, growth desire, self-efficacy, and positive/negative affectivity) and structural variables (power, legitimacy, job variety, job significance, workload, physical environment, job security, pay, internal support, job growth, and promotional chances). The sample used in this study consists of 252 pharmacists working at hospitals in Seoul City, Inchon City and Kyunggi Province. Data were collected with self- administered questionnaires from Oct. 24 to Nov. 14 in 2001 and analyzed using path analysis. The results of this study indicate that the following variables, listed in order of size, have significant negative effects on intent to leave of hospital pharmacists; met expectations, organizational commitment, job satisfaction, promotional chances, and job variety. Job opportunity was found to have significant positive effect on the intent to leave of hospital pharmacists. Implications for hospital administrators and discussions for further research were suggested.

• 산업융합연구
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• 제7권1호
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• pp.45-61
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• 2009

This research is aimed at grouping for the extent to which the workers' job satisfaction influences productivity with a view to improving theirs, shedding light on the difference between the workers' concepts of job satisfaction and those of the executives of the matter in terms of the statistic characteristics of individuals and coming up with efficient measures to put the Korean tax accounting offices into smooth operation. The paper is suggesting a total of eight hypotheses, and the researcher tested those with the help of difference analyses and a regression analysis. The findings reveal that there was a difference in productivity in accordance with academic background, positions and total number years of work, etc. but tat there was no difference in gender. And superiors and pay among the factors of job satisfaction influenced productivity, whereas promotion and coworkers didn't. The worker subjects and the executive subjects turned out to differ in terms of pay levels, the welfare of the works, and the level of their ability to carry out their business in regard to the actual situation of tax accounting offices in Korea.

• 한국산림과학회지
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• 제103권2호
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• pp.270-277
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• 2014

본 연구는 숲해설가의 직무만족 향상과 효율적인 조직운영을 위한 기초자료제공을 목적으로 숲해설가의 직무만족도와 관련변인에 따른 직무만족도 차이를 분석하였다. 첫째, 전체직무만족도는 평균 3.41점(5점 만점)으로 직무자체에 대한 만족도는 중위수보다 높은 것으로 나타났으나 복리후생에 관한 만족도는 상대적으로 낮은 것으로 조사되었다. 둘째, 직무만족도 요인분석결과 조직분위기, 보상수준, 직무갈등, 근무여건 네 개의 요인으로 분류되었고 조직분위기와 근무여건 요인에 대한 만족도는 높고 보상수준의 만족도는 낮은 것으로 나타났다. 셋째, 전체직무만족도는 소속기관, 활동현장, 근무경력에 따라 차이가 있는 것으로 나타났고, 직무만족도 하위요인의 경우 조직분위기는 근무경력과 소속기관에 따라 차이가 있었고 보상수준은 소속기관, 근무여건은 소속기관과 활동현장에 따라 유의한 차이가 있었다.