• Journal of the Korean Home Economics Association
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• v.30 no.3
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• pp.307-324
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• 1992

The purpose of this study was to examine the relationships among maternal behavior, their children's social competence and the variables related to maternal employment. The subjects were 245 4th-6th grade elementary school children and their working-mother. Park, and Lee(1990)'s KMBI and Pease et al.(1979)'s ISCS were used to measure maternal child-rearing behavior and children's social competence respectively. The major findings were as follows : 1. The significant differences in children's social competence were found according to mother's satisfaction with job and preference to job, the degree of father's support, birth order, income level, and father's educational level. 2. The significant differences in mother's child-rearing behavior were found according to mother's preference to job and the motivation of employment, the degree of father's practical support, and parental educational level. 3. Through the path analysis, maternal employment variables related directly or indirectly to each factor of social competence were identified.

• The Korean Journal of Health Service Management
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• v.9 no.3
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• pp.81-93
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• 2015

Objectives : The objective of this study was to examine preceding variables that affect the dual commitment of outsourced employees working at hospitals and to analyze the influence of these variables on job performance. Methods : Data were collected from 461 outsourced employees, working at 7 general hospitals, which had introduced the outsourcing system, using a structured, self-administered questionnaires. Frequency, validity/reliability, correlation and path analyses were done for data analysis. Results : The results of the path analyses showed that both commitment to the hiring company and commitment to the client company (hospital) had statistically significant positive effects on job performance. Additionally, when the 'single measurement' approach was used, dual commitment had a larger positive effect, compared with the 'parallel approach.' Among the preceding variables, 'satisfaction for the job itself' was found to be the most important variable affecting dual commitment and job performance. Conclusions : In conclusion, to enhance the job performance of outsourced employees, it is important for management to examine and improve the various factors related to job satisfaction. Additonally, for outsourced employees to have organizational commitments to the hiring and client companies simultaneously, management should emphasize a sense of unity and share organizational values.

• Journal of Korean Academy of Nursing Administration
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• v.3 no.2
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• pp.109-122
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• 1997

This Study was dosigned to test the relationship between effectiveness of nursing organization and related variables of organization on the perspectives of total quality management, The data were collected through self reported questionnaires from 138 nurses working in, 288 patients hospitalized in one tertiary hospital in Seoul from May 30 to October 10 in 1996. The data were analyzed by using the pc-SAS program. The information was obtained of descriptive statistics, correlation analysis, multiple regression, ANOVA & Tukey's multiple comparison test. Results showed that the managing change, the managing job design, the managing conflict, the formation and the centralization of nursing organization structure were shown to be relating variables for nurses' job satisfaction. Especially the managing change was the predictor of nurses' job satisfaction, It explained 57% of total variance. According to clustor analyses of the variables of the managing change, the managing job design, the managing conflict, the nursing units were divided three clusters and according to ANOVA, there was significint difference in nurses' job satisfaction The nurses' job satisfaction was higher in the nursing units revealed to have high job management score. But there was no significant difference in patient satisfaction among three clusters.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.11
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• pp.455-464
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• 2020

This study examined the correlation between the variables related to the organizational commitment of social workers. The research results are as follows. First, the overall effect size of the variable group had an intermediate effect size. Among the four organizational commitment-related variables, the job-related negative variable had the largest effect size. Next, the group of positive variables related to the organization, the group of positive variables related to the job, and the group of individuals related to the individual were in order. Second, among the individual-related variables, experience, gender, and education showed a small effect size, and other factors were close to the small effect size. In the group of positive variables related to organization, all variables except for transactional leadership and organizational fairness, which had a medium effect size, showed a large effect size. The job-related positive variables showed a large effect size only for job satisfaction, and customer orientation and job suitability were close to the large effect size. The turnover intention, which is a group of job-related negative variables, had a large effect size and job stress showed a medium effect size.

• Journal of Korean Academy of Nursing Administration
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• v.10 no.3
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• pp.299-310
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• 2004

Purpose : The purpose of this study was to examine the enneagram personality types, nursing professional attitudes and job satisfaction of the nurses. Method: The subjects for this study were 93 nurses who did the enneagram workshop. Demographic characteristics, enneagram personality types, nursing professional attitudes and job satisfaction were measured. The data were analyzed through the SPSS 10.0 window program by were of frequency, percentage, t-test, ANOVA. Result : The highest of nurses' enneagram personality types was type 6 and type 5 and 8 were not existed. The triad of enneagram was consist of head type 40.9%, heart type 39.8%, gut type 19.3% orderly. Nursing professional attitudes and job satisfaction of nurses were positive. Nursing professional attitudes in type 2 were the highest but in type 9 were the lowest. also job satisfaction in type 1 were the highest but in type 2 were the lowest. But statistically nursing professional attitudes and job satisfaction no significant difference according to types of nurses' enneagram. Conclusion : According to the above findings, enneagram will utilize not only instrument for investigation of nurses' personality types but also human resource management program for understanding of nurses. And suggest that the further research is need to identify more variables related to the types of nurses' enneagram for enneagram' utility in nursing organization.

• Journal of Convergence for Information Technology
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• v.9 no.1
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• pp.123-135
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• 2019

This study systematically collected and analyzed the results of previous studies on job satisfaction of dental hygienists and analyzed the job satisfaction measurement tools and related factors. It was conducted according to the systematic review guidelines of PRISMA (Preferred Reporting Items for Systematic Reviews and Meta-analysis), and 44 articles were used in the final analysis. In order to measure job satisfaction, ten measuring tools were used. All the measuring tool were developed overseas and they were modified. As a result of the literature analysis, the higher the job satisfaction, the more negative correlation was found between turnover intention and job stress, and positive correlation was found between organizational commitment and professional occupation. The purpose of this study is to analyze the relationship between job satisfaction and various variables and to investigate the improvement of job satisfaction of dental hygienist based on the results of this study.

• Journal of Korean Academy of Nursing Administration
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• v.12 no.2
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• pp.213-224
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• 2006

Purpose: This study examined Korean nurses' job attitude (i.e., satisfaction and burnout) regarding the extent to which organization's emotion display rule influences on job attitudes through emotion-related variables (i.e., negative emotion suppress behavior and inauthenticity), thereby examining mediation effects of negative emotion suppress behavior and inauthenticity. Method: Using a survey to nurses working in various general hospitals in Korea, structural equation modeling was adopted. Result: Emotion display rule affected outcome variables but these effects were mostly observed via the two mediators, negative emotion suppress and inauthenticity, which largely supports the research model. Conclusion: Individuals who perceived stronger emotional display rule suppressed more their negative emotion, and also perceived more inauthenticity. In turn, negative emotion suppress behavior only affected job burnout positively. Inauthenticity showed a negative effect on job satisfaction while it had a positive effect on burnout. The study provided directions for future research and practical implications to help nurses' effective job performance.

• Korean Journal of Culture and Social Issue
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• v.21 no.3
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• pp.317-338
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• 2015

The main purpose of this research is to examine the relation of variables related to the worker's stress symptoms and coping. The influence of emotional support(from family, colleague, and boss), self-efficacy (self-regulatory, social, relational, resiliency, and management of work), job-satisfaction, and job-performance on worker's stress symptoms and coping is analyzed. Participants were 559 teachers (elementary 205, junior high 203, senior high 151; male 132, female 427). The results were as follows: There were no significant differences in stress symptoms and coping among primary, junior and senior high school teachers. On the other hand, there were significant differences in stress symptoms and coping between male and female teachers. Female teachers experienced more stress symptoms than male teachers. At the same time female teachers coped more efficiently in stress situation than male teachers. With emotional support, self-efficacy, job-performance and job-satisfaction as independent variables, the result of multiple regression showed that job-satisfaction has a negative influence on stress symptoms. Positive influences on stress coping was found for resiliency of self-efficacy in case of male teachers, and in case of female teachers resiliency of self-efficacy, emotional support from colleague, job-performance, and emotional support from family. Therefore, regardless of the gender of the teachers, high job-satisfaction decreased stress symptoms and high resiliency of self-efficacy increased efficient stress coping. As for female teachers, not only resiliency of self-efficacy but also emotional support from colleague and family, job-performance contributed to coping with stress.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.16 no.6
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• pp.229-239
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• 2021

This study examined the influence of ethical leadership on employee job satisfaction and the mediating role of employee engagement in the relationship between these two variables. In this study, employee engagement was divided into job engagement and organization engagement. Data were collected from 183 employees working for Korean companies. The results of this study are as follows. First, it was found that ethical leadership was positively related to both job engagement and organization engagement. Second, ethical leadership was also positively related to job satisfaction of employees. Third, job engagement and organization engagement were found to partially mediate the relationship between ethical leadership and job satisfaction respectively. The results of this study suggest a theoretical contribution in that it expanded existing studies on the relationship between ethical leadership and job satisfaction. This study is significant in that it revealed a mechanism that ethical leadership directly affects job satisfaction in the relationship between ethical leadership and job satisfaction, but indirectly positively affects employee engagement variables such as job engagement and organization engagement. The results of this study also suggest practical implications that CEOs should strive to help organizational managers demonstrate ethical leadership. In addition, the results of this study suggest practical implications that managers and human resource development experts need to seek ways to increase the level of engagement of employees in the organization. Finally, this study presented limitations to be revised and supplemented in future studies and future research directions.

• Korea Journal of Hospital Management
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• v.5 no.1
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• pp.232-271
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• 2000

The introduction of a team system to any organization is usually to improve that organizations dynamics, by increasing the proper adaptation to rapidly changing environments, by reducing approval procedures, and by promoting power authorization. In this regard, this study was carried out in an attempt to determine (1) whether or not the introduction of a team system can be as effective in hospital organizations as it has been in business organizations, and (2) what behavior factors influence such effectiveness. For the current study, questionnaires were distributed to the employees of a university hospital in Pusan. Four hundred eighty three of them(94.7%) were retrieved and analyzed through statistical processes. The three types of variables that were found to influence team effectiveness were: (1) independent variables of team organization characteristics, such as communication, organizational atmosphere, leadership and team knowledge, (2) intervening variables of team organization characteristics. such as job autonomy, technological variety, task subjectivity, task feedback and task importance, and(3) the dependent variables of team level effectiveness, such as job satisfaction and commitment to team organization. The gathered data were processed by using the 6.12 version of the statistical program SAS(Statistical Analysis System), and the reliance coefficient of those measured variables was then evaluated as an average of 0.78. The influence of team level effectiveness was analyzed by using multiple regression analysis. These differences in effectiveness were then analyzed on the basis of related mean values, while the differences among demo-sociological characteristics were analyzed by using the dispersion analysis(ANOVA) and the t-test. The results of the study can be summarized by the following. First, regarding the relationship between team organization characteristics and team level effectiveness, all of the factors including communication, organizational atmosphere, leadership and team knowledge were found to have a significant influence on effectiveness. Second, the factors of team job characteristics, such as technological variety, task importance and job autonomy, had significant effects on job satisfaction and organizational commitment among the teams members. Team level effectiveness was generally high, while team job satisfaction was higher the teams organizational commitment. Third, regarding the demo-sociological characteristics, team level effectiveness was found to be higher among those who were older, who had more job experience, and who had a higher position. Comparing the differences among job types, the effectiveness was relatively higher in the fields of nursing and administration/management then in other fields. Further study should be done towards the setting of variables for characteristics of hospital organization, developing suitable methods of measurement, and researching individual level effectiveness.