• Journal of the Korean Society for Library and Information Science
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• v.47 no.4
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• pp.211-233
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• 2013

This study aims to evaluate job satisfaction level of employees working at special libraries by analyzing their affiliated institution and personal backgrounds. Results indicated that the job satisfaction level in private institutions was higher for 'remuneration', 'promotion', and 'overall satisfaction' in comparison to public counterparts. Also, employees working at institutions with independent libraries had higher level of satisfaction for 'work itself', 'remuneration' and 'co-workers' in comparison to those working in non-independent libraries. In terms of employment status, satisfaction level for 'remuneration' and 'promotion' was high among permanent employees, whereas 'superior and supervisor' was relatively higher among temporary employees. In terms of position, supervisors had higher level of satisfaction for 'remuneration', 'job system', 'promotion' and 'overall satisfaction' in comparison to non-supervisors. Employees with degrees in library and information science had higher level of satisfaction for 'work itself', 'job system', 'promotion' and 'institutional environment' in comparison to non-majors. This study clarified desires and emotions of employees working at special libraries and eliminated obstacles to higher job satisfaction. These findings may have implications for the improvement of work efficiency in libraries.

• Journal of Korean Public Health Nursing
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• v.18 no.1
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• pp.27-38
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• 2004

The purpose of this study was to improve job satisfaction and welfare of the employees in the long-term mental health care facilities. This study was conducted to examine the job satisfaction of 102 employees in the long-term mental health care facilities. Data were collected through education programmes held in Seoul National Hospital at June, 1. The job satisfaction of employees is $2.60\pm0.40$ in total average score. The job satisfaction in the physical environment item is the highest score, $2.76\pm0.62$. The peer relation item value is the lowest, $2.00\pm0.45$. 2. In the case of consideration of job satisfaction by general characteristics, there was no differences in job satisfaction. According to the job satisfaction by types of licences, by the director's efforts, there was significant differences. Comparing to other employees, the employees who doesn't have any licence were more satisfied. Also the director's efforts was significant variable to improve job satisfaction. 3. The total satisfaction level was influenced by the variables of working condition (0.738), welfare (0.728), allowance(0.714), pride(0.701). The total satisfaction level showed positive correlation of this variables. 2002. The questionnaires included items about general character. facility character. and job satisfaction items of employees. The results of this study were summarized as follows.

• Korea Journal of Hospital Management
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• v.12 no.1
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• pp.75-99
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• 2007

The purpose of this study was to provide basic materials needed to enhance quality of organizational life by identifying the improvements of labor union management in the perspective of general hospital organization management. The subjects of this study were 428 employees in 8 Hospitals in Metro Capital including Seoul. Materials were collected from administrators, nurses and medical technicians in target hospitals from November 10 to November 30, 2006 through survey questionnaires. The main results of this study were as follows: 1. The commitment level of the subjects according to their characteristics was higher in older employees than the younger ones, large family to support than small family to support and those who had higher positions in labor union. 2. The commitment level of the subjects according to the Job and role related variables were higher those who had higher satisfaction level to their job, role conflict in all hospitals. 3. The commitment level of the subjects according to union related variables, variables jointly controlled by union and employer was statistically significant positive correlation. 4. The results of multiple regression analysis shows that formal and informal socialization, satisfaction with the labor union's were all found as important antecedents of labor union commitment. 5. The results of AMOS shows that structure characteristics of hospital, Job and manager satisfaction, socialization were statistically significant labor union satisfaction. The satisfaction level of labor union was statistically significant labor union commitment To summarize study results, the level of commitment in labor union depends on job satisfaction, managers' attitudes, union satisfaction factors, their colleagues attitudes toward union. Therefore hospital managers should have democratic and flexible attitudes toward labor union. Additionally, as formal and informal socialization is important determinant in union commitment, hospital managers should have countermeasures to enhance the colleague attitude and job satisfaction level of hospital employees. Moreover, as managerial factors of the principal of hospital influence union commitment directly, the attitudes of hospital managers toward union and transparency of hospital management should be improved.

• Journal of Families and Better Life
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• v.22 no.5
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• pp.293-302
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• 2004

This study investigated the internship experiences of female college students who have participated in consumer counseling programs. The factors that determine interns' counseling time and interns' level of satisfaction with the programs were examined. Major results of this study are summarized in the following. First, interns' time spent on counseling consumers was the longest for the program at the Korean Consumer Protection Board, followed by the programs at consumer agencies and firms. The time spent on counseling by interns was shorter when there was l) a larger number of employees; 2) a smaller proportion of female employees: 3) a larger number of counseling rooms and a higher the frequency of counseling at the agency; and 4) a lower evaluation on the work performance of the counseling agency and the employees. Second, the level of utilization of interns was the highest in consumer agencies, followed by the Korean Consumer Protection Board. When all employees were female and the evaluated level of work performance of the counseling agency and employees was high, the level of intern utilization was also high. Third, the evaluated level of work performance was the highest at the Korean Consumer Protection Board, and interns' satisfaction with the internship program was the highest with the consumer agencies and the Korean Consumer Protection Board. Fourth, interns were highly satisfied with the program when the level of intern utilization was high and the agency's operation was evaluated as good.

• Journal of the Korea Society of Computer and Information
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• v.24 no.6
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• pp.151-158
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• 2019

In this paper, we analyzed the relationship between employment stability, wage level, welfare system, working condition, job satisfaction and organizational commitment in order to find out ways to develop and competitiveness of the nano-convergence industries. Through this study, we conducted the possibility of deriving organizational commitment by job satisfaction which is given through employment stability, wage level, welfare system, and working condition for continuing their work life. In order to find relationships between each concepts, we used a multiple regression analysis with job satisfaction and commitment as dependent variable and employment stability, wage level, welfare system, and working condition as independent variables. Through this study, it was expected to increase the organizational commitment through the job satisfaction of the employees if a changing method of employees management is centered on some tasks suggested for the sound working condition and efficient utilization policies.

• Journal of Family Resource Management and Policy Review
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• v.10 no.3
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• pp.79-96
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• 2006

The purposes of this study were to analyze the types of leisure activities and level of leisure satisfaction with practice of a five-day workweek, and examined the relationship between leisure satisfaction and job satisfaction. The data were based on the questionnaire with 264 working employee residing in Seoul. The results indicated that the most frequently participating activities were sports, use of media, loaming activities in order. And there were no significant differences in types of leisure activities between 5 day working employees and 6 day working employees. Secondly, general level of leisure satisfaction was the highest when participating religious activities. Thirdly, it was found that only social satisfaction was positively related to job satisfaction, and social satisfaction influenced job satisfaction. Further discussions and implications were discussed.

• Journal of Families and Better Life
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• v.17 no.1
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• pp.73-86
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• 1999

The aim of this study is to suggest theoretical foundations on which hospital employees could estimate medical care services not in the position of providers but consumers. For this purpose this study compares satisfaction of providers but consumers. For this purpose this study compares satisfaction of patients with medical care service with that of hospital employees. 287 patients and 261 employees in three university hospitals in Daegu were selected as samples of investigation and asked questions. Statistical analysis was taken using SAS package. The result of this study are as follows. 1) Among the five fields of medical services patients and hospital employees have different views in doctor hospital staff(except doctor) treatment system availability service but parking service 2) Hospital employees overestimate the level of medical care services compared with patients 3) Demographical variables make a difference in medical satisfaction 4) In satisfaction-evaluation after r ceiving treatment medical system service is influential variables in both patients and hospital employees. And in patient group doctor service is following variables while availability and parking service is influential variables in employees.

• Korean journal of food and cookery science
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• v.25 no.5
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• pp.619-631
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• 2009

The purpose of this study was to provide basic information to school foodservice employees so that they can meet their professional responsibilities by understanding the relationship of job burnout, job engagement, job stress and level of job satisfaction and analyze the influence between these factors according to the general characteristics of the employees. The subjects included employees at 426 school foodservices in Busan. The mean job engagement was significantly different in the reason that cooks chose this profession(p<0.05), and readiness to quit(p<0.001). The mean job stress was significantly different in different age groups(p<0.01), cooking certification(p<0.01), reason that cooks chose this profession(p<0.01), and readiness to quit(p<0.05). The mean job stress was significantly different in the reason cooks chose this profession(p<0.01), and readiness to quit(p<0.05). In terms of the level of satisfaction of coworkers, the subfactor of job burnout, 'self-confidence' and 'achievement' had positive influences (p<0.01) and for the level of satisfaction of the work, it had positive influences on 'achievement'(p<0.01) and negative influences on 'exhaustion' (p<0.01). In terms of the level of satisfaction of co-workers and work, the subfactor of job engagement, 'absorption' had positive influences(p<0.01). Among the level of job satisfaction, for the level of satisfaction of pay, the subfactor of job stress, 'unstable job' had negative influences(p<0.01) and 'role conflict' had positive influences(p<0.05). For the level of satisfaction of co-workers, the subfactor of job stress, 'role conflict' had negative influences(p<0.01), and for the level of satisfaction of work, 'inappropriate circumstance' and 'unstable job' had negative influences (p<0.01).

• International Commerce and Information Review
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• v.9 no.3
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• pp.3-22
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• 2007

The purpose of this study is to gain a better understanding of the relationships between job satisfaction and organizational commitment of employees at the Chinese employees in Korean company. This study also focuses on revealing homogeneous demographic characteristics these employees exhibit that affect their satisfaction level. This paper analyzes the job satisfaction and turnover intention of the Chinese employees in Korean Businesses based on a great deal of questionnaire research. The research found that individual's characteristics, such as gender, age, education and marital status, as well as duty variables like salary, position, length of service, number of turnover times, probability and number of promotion, made influence on the employees about their job satisfaction and turnover tendency. The result of this research is helpful in studying how to improve the Chinese employees' job satisfaction and impair their turnover intention in Korean businesses.

• Journal of Digital Convergence
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• v.12 no.1
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• pp.431-443
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• 2014

The purpose of this study was to grasp which effect the healthcare accreditation has on hospital employees' satisfaction level and hospital management performance by comparatively analyzing between accreditation hospital and non-accreditation hospital. As for difference in hospital employees' satisfaction level according to accreditation system, the incentive payment and pride of own task at the accreditation hospital and the hospital management effect were indicated to have positive(+) influence with statistically significant difference upon the item such as accuracy of task performance owing to the business standardization. It was indicated that hospital employees' satisfaction is high at the accreditation hospital and that the higher satisfaction level leads to having influence upon the effect of hospital management. What a country differentiates medical bill or supports medical equipment for medical institution that acquired accreditation is considered to be a plan for activation that can allow non-accreditation hospitals to be able to participate positively in the voluntary accreditation system.