• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.1
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• pp.178-189
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• 2020

This study examined the effects of organizational conflicts, job stress, and emotional burn-out on the job satisfaction among the administrative staff working at national university hospitals. The 384 administrative staff from 10 national university hospitals were surveyed from July 10 to August 20, 2018, using structured self-administered questionnaires. As a result, the average score of job satisfaction was a significantly lower in the groups with higher scores of organizational conflicts (p<0.001), higher scores of job stress (p<0.001) and higher scores of emotional burn-out (p<0.001). Regarding the correlation of job satisfaction with organizational conflicts, job stress and emotional burn-out, the score of job satisfaction was negatively correlated with organizational conflicts, job stress and emotional burn-out. The above study results suggest that job satisfaction was significantly related to organizational conflicts, job stress, and emotional burn-out. In particular, job satisfaction was influenced more by organizational conflict than job stress and burn-out.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.12
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• pp.401-410
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• 2020

The purpose of this study is to reveal the magnitude of the correlation effect between variables related to empowerment of social workers. To this end, 30 studies published in Korea were analyzed through meta-analysis. The results are as follows. First, the overall effect size of the variable group was the median effect size; the job-related positive variables showed the largest effect size among the variable groups, and then came the organization-related variables, the personal psychology-related variables, the job-related negative variables, and the personal background variables in that order. Second, among the factors related to personal background variables, all factors except position were found to have a small effect size, or close to a small effect size. Self-esteem, which is an individual psychologically related variable, showed a medium effect size close to a large effect size. Among the organizationally related variables, organizational commitment and transformational leadership showed a large effect size, and organization culture showed a medium effect size. In addition, job satisfaction, which is a positive job-related variable, showed a large effect size, while burnout from job-related negative variables showed a large effect size, and turnover intention showed a medium effect size.

• Journal of Service Research and Studies
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• v.13 no.4
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• pp.70-96
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• 2023

Recently, the high turnover rate of nursing staff and the problems caused by increased job stress have been highlighted as social issues, and the problem of 'Taeoom' in nursing organizations has received increasing attention. Therefore, the purpose of this study is to propose a solution to the Taeoom problem, including bullying in the nursing work environment, as there is an urgent need to find a solution to prevent and overcome this problem. For this purpose, based on the S-O-R framework and previous studies, job stress and turnover intention were derived as outcome variables of Taeoom and communication competence as an antecedent factor, and a research model was constructed with the expectation that mindfulness and social support would serve as moderating variables to help overcome this problem. Data were collected through a survey of 300 nurses who had experienced Taeoom within the past year, and the hypotheses were tested using a structural equation model. The results revealed that the higher the communication competence of nurses, the less they perceived the damage of Taeoom, and that the damage caused by Taeoom leads to turnover intention through high job stress. In addition, mindfulness and social support significantly attenuated the positive effects of burnout on job stress and job stress on turnover intention, respectively. The significance of this study is that it proposed an extended P-S-O-R framework by adding a prevention stage to the existing S-O-R framework, and further tested the moderating effects of mindfulness and social support variables. It is expected that the findings of this study will provide concrete guidelines to prevent and overcome the Taeoom problem that can be applied in practice.

• Journal of Dental Rehabilitation and Applied Science
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• v.16 no.1
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• pp.51-60
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• 2000

The purpose of this study was to compare the microleakage at the interface of cast post and tooth according to the type of cement. Forty anterior teeth with single root were used. The teeth were cut 2 mm coronal from the cementoeamel junction and chamfer finish line was made on 1 mm coronal from the cementoeamel junction. After the routine endodontic treatment, post space was prepared using #5.5 Parapost drill to a depth of 7 mm. After the pick up impression, core building was made to 3 mm of clinical crown with burnout wax, then post and core was cast with nonprecious metal. The teeth were divided into four groups of ten each. In Group I, post and core were cemented with Fleck's(Zinc phosphate cement) In Group II, post and core were cemented with Fuji I(Glass ionomer cement) In Group III, post and core were cemented with Superbond C & B(Composite resin cement) In Group IV, post and core were cemented with Panavia 21(Composite resin cement) All cemented teeth were stored in normal saline at $37^{\circ}C$ for 7 days and thermocycled from $5^{\circ}C$ to $55^{\circ}C$ for 500 cycles with a dwell time of 30 seconds. After thermocycling, teeth were immersed in 1% Basic fuchsin dye for 48 hours. All 40 teeth were then embedded in the epoxy resin and cut buccolingually with a cutting instrument. The degree of penetration of dye at interface was graded on a scale of 0 to 4 using a stereomicroscope at 25 to 40 times magnification. Through the findings of this study, the following conclusion were obtained. 1. All the groups showed the microleakage at the interface of cast post core and tooth. 2. Group I showed the highest microleakage score among the groups with a significant difference(p<0.05). 3. Group II showed higher microleakage score than Group III and Group IV with a significant difference(p<0.05). 4. Group IV showed the lowest microleakage score but there were no significant difference with Group III(p>0.05).