• Journal of Family Resource Management and Policy Review
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• v.12 no.2
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• pp.73-93
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• 2008

The purpose of this study was to analyze the effects of workers' human resource development and their recognition of human resource on-the-job satisfaction. A sample of 4,727 workers that was selected from Korea Labor Panel Data was analyzed by t-test and multiple regression, and was tested by causal effects among related variables. The major findings were as follows: First, the workers' recognition of their job performance level vs. educational attainment was affected by their annual income, job status, educational attainment, gender, and experiences of human resource development. Second, the workers' job satisfaction was affected by gender, age, educational attainment, health status, job status, annual income, experiences of human resource development, recognition of their job performance level vs. educational attainment, and recognition for their job availability. Third, the factors that had a causal effect on workers' job satisfaction were educational attainment, gender, age, health status, annual income, and experiences of human resource development. Above all, workers' educational attainment had a strong direct effect on job satisfaction, and annual income had a strong indirect effect on it. From these findings, it can be concluded that workers' effort and trial for development and investment of human resource played an important role in increasing job satisfaction.

• Journal of Families and Better Life
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• v.16 no.3
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• pp.39-52
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• 1998

This study is to find the relation between role performance on employed wives and husbands in family and family life contribution family life satisfaction and to found out variables which influence them. The samples were selected from the employed wives with children more than one in Seoul. Among 900 respondents 684 employed wives were finally selected as data. The major results are as follows: 1) Their husbands' role performance was affected by the level of communica-tion support from family members to their employment and that their own role performance was affected by the level of sex role attitude the level of communication degree of resourcefulness recognition and support from family members to their employment. 2) They contribution to family life was affected by type of wive's occupation sex role attitude job satisfaction husbands' role as spouse performance wive's role as spouse performance parent's role and economic role. 3) Influential variables on the degree of famil life satisfaction were income the level of communication the degree of resourcefulness recognition support from family members to their employment job satisfaction wive's role as parent and contribution to self·child-care However their contribution to housework was adversely affected family life satisfaction.

• Journal of Engineering Education Research
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• v.19 no.2
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• pp.102-111
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• 2016

This study was implemented for the purpose of analyzing the Job Competency level of accredited and non-accredited program's graduates. And we were seeking way to manage realistic and effective way of Accreditation of Engineering education. In order to achieve the purpose of this study, survey and FGI were done. The study was: accredited program's graduates thought more positively than non-accredited program's graduates, and graduates felt that 11 Job Competencies Level of Work Performance were lower than the needs of job performance. The conclusions of this study were summarized as follows: First, between accredited and non-accredited program's graduates, we could see significant recognition difference about the perception of the needs of job performance. This was because Design curriculum were reinforced and accredited program's graduates had attended design program at accredited program. Second, accredited program's graduates felt higher than non-accredited program's graduates about the perception of level of work performance. This was because the efforts for curriculum reorganizing and teaching methods improvement were done. Third, we could not find significant recognition difference about the perception of the needs for job performance and work level. That was because accredited and non-accredited program were not dealed seperately. The conclusions of this study are summarized as follows: First, The efforts for analyzing job competence of industry and reflecting the program curriculum are needed on the accredited program for engineering education. Second, Government should make the incentive policy about the companies which give some merits to the accreditation graduates, and monitor constantly their real working. Third, in order that the accreditation results can be trustful on staff recruiting or school choosing, accreditation should make outcome-based-evaluation which guarantees competence of graduates.

• The Journal of the Korea Contents Association
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• v.9 no.2
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• pp.279-288
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• 2009

The purposes of this study were to understand the differences of general characteristics, to compare understanding level of the organization cultures, and to develop more good management methods between outsourcing workers and regular workers in hospitals. Major results of this study were as follows: First, regular workers had higher level than outsourcing workers in major understanding on job satisfaction and organization cultures(pride of their jobs, recognition level of job performance ability, satisfaction on ordering method. etc.). Second, the results showed that the level of job performances related with effective management of the factors in job satisfaction and involvement. Third, through multiple regression analysis to understand factors on job satisfaction and involvement, we understood that regular workers were effected by vision performance of hospital and their value view-point, and outsourcing workers were influenced by recognition levels and education levels of hospital vision, Therefore, to maximize level of job satisfaction and involvement. we have interest in development of education program for outsourcing workers, and selection of adequate persons in hospital culture.

• Korean Journal of Community Nutrition
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• v.11 no.6
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• pp.750-760
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• 2006

This study was designed to investigate the correlation between perceived TQM performance and job satisfaction of dietitians. The objective of the study is to help the management of foodservice by providing a direction which will elevate perceived TQM performance of dietitians and presenting plans which will ensure effective foodservice management. The survey sample was dietitians (n = 308) who were charged with foodservice management. The questionnaires requested information about demographics self-perception of TQM importance and performance levels, and Job satisfaction. According to the TQM importance and performance analysis, the level of performance was typically high in TQM items recognized as important by dietitians and low in areas where the recognized level of importance was low. Analysis was conducted on the job satisfaction according to demographic characteristics. The level of satisfaction in terms of salary and promotion increased relatively for those working in the industries and those who were older, married, and full-time employees with longer careers. The lesser the number of working hours, the higher their satisfaction levels were. Canonical correlation analysis between TQM performance and job satisfaction indicated higher canonical correlation (canonical correlations coefficient: 0.59). In conclusion, TQM performance-job satisfaction showed higher canonical correlation. When information exchange via network is made possible and more external customer recognition is gained, it increases the level of job satisfaction. The above results suggest that further research on the scope of TQM performance is thoroughly needed and continual training is necessary for foodservice managers.

• Korea Journal of Hospital Management
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• v.8 no.3
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• pp.72-91
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• 2003

The purpose of this study is to investigate the recognition of health information managers, and to analyze the level of job satisfaction and organizational commitment of medical record technicians. The data for this study were collected through a self-administered survey with a structured questionnaire to 172 subjects from medical record technicians working in hospitals in Seoul and Gyeonggi Province as well as the faculty of medical schools across South Korea. In this analysis frequency, t-test, ANOVA, factor analysis and structural equation model were used. The main findings of this study are as follows: 1. As for recognition of the seven dimensions in the role of health information managers, the role as clinical data specialist received the most positive feedback, followed by document & repository managers, patient information coordinators, health information managers, data quality managers, security officers and research & decision support analyst. 2. The level of job satisfaction among medical information handlers and managers averaged 3.14. In terms of the factors in the work environment concerned with job satisfaction, being able to work independently and as team players reached the top among 6 factors with the average of 3.39, followed by professional position, salary & rewards, expectations for job performance and administration. 3. The average rate of organizational commitment stood at 3.09. Respondents tend to be focused on present tasks rather than future-oriented tasks. 4. The result of the analysis based on the relationship between recognition as health information managers, job satisfaction and organizational commitment found that all analysis are statistically meaningful. The more the respondents were aware of their roles as health information managers, the more they tended to be committed to their work and satisfied with their work. The more the respondents were committed to their work, the more satisfaction was seen. The effects of recognition as health information managers on organizational commitment measured 0.27 and for job satisfaction it was 0.17. The effects of organizational commitment on job satisfaction stood at 0.71. The feasibility of the model meets the standard at Chi-square value of 66.755 and the P value of 0.057. The Normed Fit Index (NFI) of 0.930 was in compliance with the standard for model feasibility and the squared multiple correlation coefficient of this model was 8% in organizational commitment and 60% in job satisfaction.

• Journal of Nutrition and Health
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• v.29 no.6
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• pp.651-660
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• 1996

The purpose of this study was to examine and analyze the degrees and the influence factors of job satisfaction of dietitians working in hospitals in relation to performance of duty in their works and to provide effective management of hospital dietitians for high quality health and food service in hospital. The questionaire was prepared with reference to the previous studies on job satisfaction of dietitians working in hospitals throughout the nation. 201 dietitians in the country were surveyed. The period of research was from January 20 to February 28, 1995. The results are as follows. 1) In regard to the degree of job satisfaction of hospital dietitians, they showed the highest degree of job satisfaction in the relationships with fellow dietitians followed by worth and self-confidence, aptitude and interests, relationships with cooks, job stability, degree of recognition of the dietitians competence, supervision of the superiors, degree of application of professional knowledge, work load, wage level, degree of recognition of the importance of duty, cooperative relationships with load, wage level, degree of recognition of the importance of duty, cooperative relationships with doctors, degree of performance of clinical work, the number of dietitians, the prromotion system, and welfare system in that order. On the other hand, they showed the highest dissatisfaction with food service facilities. 2) The influence factors on job satisfaction are as follows. (1) Wage factor : Shorter weekday working hours and higher bonuses make greaster job satisfaction (R2=0.3115). (2) Working condition factor : Larger number of monthly holidays(R2=0.5142), shorter weekday working hours(R2=0.1077), longer previous food service experience and computer utilization (R2=0.1432) make greater job satisfaction. (3) Welfare factor : Welfare system (R2=0.4132) and promotion system (R2=0.1624) have to do with computer utilization. Job stability has to do with marital status and computer utilization (R2=0.1165). consequently, those married dietitians who use computers show higher job satisfaction. (4) Human relationship factor : Smaller mumber of patients receiving food makes greater job satisfaction (R2=0.1334). (5) Superivision factor : Shorter weekday working hours and larger number of monthly holidays make greater job satisfaction (R2=0.1709). (6) Achievement factor : Marriage, larger number of dietitians(R2=9.2293), age, larger number of monthly holiday, higher monthly wages and computer utiliazation (R2=0.1088) make greater job satisfaction. (7) Speciality factor : Marriage, longer current hospital tenure, higher position and working in seoul(R2=0.1142) make higher job satisfaction. (8) Job inclination factor : working in general hospitals rather than in oriental hispitals, working in seoul(R2=0.1776) and better bonuses(R2=0.1078)make greater job satisfaction. As a result, the following is suggested for the job satisfaction of hospital dietitions on the basis of this study : hospital dietitians can achieve miximum job satisfaction through smooth relationships with coworkers, and the responsible managers should improve welfare and working conditions for the job satisfaction of hospital dietitians.

• Journal of the Korean Home Economics Association
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• v.44 no.7 s.221
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• pp.21-39
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• 2006

In modem society, elderly people's continual working is not only effective for realizing elderly welfare but is also an efficient scheme for improving national competitive power with the aging of societies. Therefore, the purpose of this study was to obtain confirmed data on the methods by which people can prepare for elderly people's working and increase the workforce participation rate. The study subjects were 300 male and female elderly people over the age of 60, living and working in Seoul. The method of sampling was purposive sampling in which the subject are extracted and assigned according to their occupations and gender. The results were as follows. Firstly, elderly people have a strong desire for employment stability. Secondly, they lack knowledge on obtaining information about jobs and approaching their desired job field. Thirdly, the subjects suggested that it is necessary to raise the level of social recognition about elderly people's working and to develop an environment that is conducive for increasing the working rate of the elderly.

• Journal of Korean Library and Information Science Society
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• v.54 no.3
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• pp.193-221
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• 2023

The purpose of this study is to identify how teacher librarians perceive the importance of each job and the expected job of other teachers and students, and to obtain basic information on their job recognition and to derive their jobs to be improved. To this end, after modifying the 25 jobs selected by Lim Jeong-hoon et al.(2021), 210 librarian teachers were measured for their own importance by job, the expected importance of other teachers and students, and the level of evaluation of their own performance ability. As a result of the analysis, teacher librarians recognized 'reading education and literacy education' as the most important, but recognized 'library event' as the most important task expected of other teachers and students, and recognized that 'library usage guidance' was the most outstanding. In addition, there were nine jobs that needed to be improved.

• Journal of Families and Better Life
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• v.32 no.2
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• pp.27-40
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• 2014

The purpose of this study is to examine the motive of participating in the care work, the overall cognition survey for the care work and the infant care practice areas required in the care work for the child care helpers who activate in the care work, and search for methods of specializing infant care and care experiences on the results. Results of study showed that firstly, middle- or the late middle-age women participated in the care worker recognized care work as productive labor to create economic value and that secondly, the child care helpers' recognition degree of self-development and job satisfaction through performance of care work was wholly high level and that there was will of participation in training for self-development but actual participation rate was low due to restrictions by general conditions. Thirdly, the infant care practice areas and their particular contents that the child care helpers recognized in the care work necessary were highly shown in the whole. The requested level of education for safety management, play guidance, humanity guidance for infant and child was high. Point to discuss is that occupation stability and occupation image must be raised through the public job-hunting system for the child care helpers. In addition, a tailor-made education support suitable for the child care helpers' career stage is needed. Education support by the performance of infant care practice area and the educational requirements must be provided to major rearers to ensure that they can function as behavioral and emotional supporters. Finally, a support system for continuous self-management.