• Health Policy and Management
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• v.10 no.3
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• pp.19-49
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• 2000

This study was conducted to help staff members of health centers manage personnel by examining the staff members' recognition level of organization structure of health centers, their motivation, their job satisfaction level and its related factors. Data were collected from 471 staff members of 14 health centers from March 3, 1999 to April 30, 1999. The results of this study are summarized as follows. In recognition levels of organization structure of health centers, the recognition level of necessity of discretion right was highest(3.55 points on the base of 5 points), while the recognition level of the location of decision making right was lowest(2.77 points). The general recognition of organization structure of health centers was 3.06 points, the suitability of division of duties was 3.05 points, and the optimum of manpower and budget was 2.93 points. The staff members' general recognition level of the organization structure appeared significantly higher in case of the groups of small and medium sized cities, above fifties, below high school graduate, above the sixth grade, public service experience of above 20 years, service period of below 2 years at present post, and average monthly salary of one million, eight hundred and ten thousand won. In the recognition level of the location of decision making right, the groups of big cities, male, the married, above the sixth grade, health and administration posts, average monthly salary of one million, three hundred and ten thousand won to one million, and eight hundred thousand won were significantly higher than the other groups. The recognition level of necessity of discretion right was higher in case of the groups of the twenties, the unmarried, above college graduate, nursing post, public service experience of below 5 years, service period of below 2 years at present post, and average monthly salary of below eight hundred thousand won. In the recognition level of suitability of division of duties, the groups of small and medium sized cities, the married, medical technicians, public service experience of above 20 years, and service period of below 4 years at present post were significantly higher than the other groups. In the staff members' recognition levels of organization management, the recognition level of opinion response when making decision was highest(2.92 points). The recognition level of rationality of the target amount establishment method was 2.88 points and the recognition level of personnel management was 2.63 points. The recognition level of personnel management was significantly higher in case of the groups of small and medium sized cities, the forties, above the sixth grade, medical technicians, public service experience of above 20 years, service period of below 2 years at present post, and average monthly salary of above one million, eight hundred and ten thousand won. In the recognition level of opinion response when making decision, the groups of small and medium sized cities, female, the eighth grade, health and administration posts, and service period of below 2 years at present post were higher than the other groups. The recognition level of rationality of the target amount establishment method was significantly higher in case of the groups of above fifties, below high school graduate, above the sixth grade, medical service post, and public service experience of 15 to 20 years. The factors significantly influencing sanitation were sex, education level, the period of public service experience, general recognition of organization structure, recognition of necessity of discretion right, recognition of suitability of division of duties, and recognition of opinion response when making decision. The factors which significantly influenced motivation were marital status, grade, recognition of the location of decision making right, recognition of necessity of discretion right, recognition of division of duties, recognition of opinion response when making decision, and sanitation. Sex, education level, recognition of suitability of division of duties, recognition of the target amount establishment method, and motivation influenced job satisfaction significantly. The factors significantly influencing organization culture were age, the period of public service experience, service period at present post, recognition of optimum of manpower and budget, recognition of suitability of division of duties, recognition of opinion response when making decision, and recognition of rationality of the target amount establishment method. In the coming days, the staff members' job satisfaction level must be increased through motivation and efficient conduct of duty must be accomplished through rational organization structure and management. Moreover, change of the staff members' consciousness and administrative system which are suitable for local autonomy system have to be established with increase of local residents' consciousness level and education level. Forming organization culture by reformative idea which fits the new era, public health service by the Community Health Act and health education service by the Health Promotion Act must be carried out efficiently. In doing so, financial support of central government and active efforts and concerns of local governments have to be devoted in order to get public health service in which peculiarity of the community is considered to be pursued well.

• Journal of dental hygiene science
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• v.5 no.2
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• pp.63-70
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• 2005

The relation among the variables of dental hygienists' both personal protection and infection prevention education was investigated in order to identify the necessity of realization of personal protection and utilize in the development of educational programs. The study tools included structured questionnaire and in-home interview. Data analysis included frequency and t-test, and the relations among the variables were as below: (1) Dental hygienist's maskwearing was most well observed in Kyonggi-do (90.0%) by locations, and in the dental hospitals (84.8%) by working places, which was statistically significant. (2) Glove-wearing was most well observed in the university and the higher graduates population (59.1%) by academic background, and in the dental hospital (73.9%) by working place, which was statistically significant. (3) Protection glasses-wearing was most well observed in Guns, Ups, and Myons (82.4%) by locations, which was statistically significant. (4) Uniforms were hand-laundered at home in the 40.9% of the university and the higher graduates, which was statistically significant. (5) About infection management, 67.0% of 2-year college graduates and 71.7% of the respondents from dental hospitals had been educated during their college days, which was statistically significant. (6) About the necessity of infection education, 77.3% of the university graduates responded it is very necessary, which was statistically significant.

• The Journal of the Korea Contents Association
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• v.14 no.8
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• pp.431-441
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• 2014

In order to maximize customer's satisfaction, high-value service needs to be created by reducing service delivery errors and miscommunications. Employee's job rotation experience will help them to reduce errors and develop their career. The purpose of this study is to examine the effect of job rotation on employability and subjective career satisfaction. The results clarifies the hotel's job rotation system and examine the relationship among job rotation, employability and subjective career satisfaction. Taking samples from full-time workers in hotel, total 370 participants were used in the analysis. The SEM approach was used to analysis the data with AMOS 20.0. The results show that job rotation has a positive influence on employability and subjective career satisfaction. Moreover, employability has a partial mediation effect between job rotation and subjective career satisfaction. Therefore, the study contributes to generate theoretical and practical implications in hospitality industry.

• Journal of dental hygiene science
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• v.11 no.1
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• pp.41-46
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• 2011

The purpose of this study was to examine the work and turnover of dental hygienists in a bid to find out problems with them and feasible reform measures. The subjects in this study were 383 dental hygienists, on whom a self-administered survey was conducted in May and June, 2010. Concerning the work of the dental hygienists by the type of dental institution, the largest group placed importance on treatment cooperation as the major duty. Both of the dental clinic(54.3%) and the dental hospital employees(30.0%) faced the most difficulties in providing treatment counseling. As to the work awareness of the dental hygienists by career, the greatest group gave weight to treatment cooperation as the major duty, and the gaps in that aspect were statistically significant (p<.05). In dental clinics, working conditions (27.2%) and in dental hospitals, salary increase (37.1%) should be given top priority for improvement. The most common reasons for which dental hygienists changed theirs jobs were significantly different between dental clinics and dental hospitals: discord with supervisors (39.3%) in dental clinics and dissatisfaction with the salary (28.6%) in dental hospitals. The difference between the two results were statistically significant (p<.05). These findings indicate that independent working and improvement in working conditions of dental hygienists are urgently needed.

• Journal of dental hygiene science
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• v.17 no.4
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• pp.275-282
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• 2017

The purpose of this study was to improve work performance conducted at an actual clinical site by determining the relationship among critical thinking disposition, problem solving ability, and work performance. In this study, 335 dental hygienists completed self-administered survey. Final analysis was conducted with a total of 331 responses, excluding 4 questionnaire with unreliable responses and non-responses. The results indicated that as the age, educational background, and work experience of the subjects increased, their critical thinking disposition and problem solving ability scores increased and were statistically significant. For work performance, average total score was high for age, educational background and work experience, but only age and work experience were statistically significant. Critical thinking disposition, problem solving ability and work performance of the subject were relevant, and all of them were significant. Work performance was also influenced indirectly by mediating problem solving ability in critical thinking disposition. In other words, both direct and indirect effects were significant, and the existence of partial moderating effect was verified. Thus, in order to improve work performance of dental hygienists, a multilevel educational process that can simultaneously improve critical thinking disposition and problem solving ability of dental hygienists needs to be developed. Therefore, it is expected that the new dental hygiene company will be able to perform without any sense of disparity in the clinical field; this will solve the gap between dental hygiene education and practical skills.

• Journal of Industrial Convergence
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• v.21 no.10
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• pp.141-150
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• 2023

The purpose of this study is to empirically analyze the impact of role stress (role conflict, role ambiguity, and role overload) on career commitment and turnover intention in small and medium-sized hospital workers in Busan. The subjects of the study were 418 nursing and administrative workers engaged in hospitals and general hospitals in Busan. Frequency analysis, correlation analysis, and regression analysis were conducted for empirical analysis. The results of the study are as follows. First, significant differences in some research variables were identified according to gender, age, educational background, marital status, and working years. Depending on the job type, there were significant differences in all variables such as role conflict, role ambiguity, role overload, career commitment, and turnover intention. Second, role stress was found to have a significant negative effect on career commitment and a significant positive effect on turnover intention. Among the role stress, it was confirmed that the role overload had the strongest influence on career commitment and turnover intention. This study is meaningful in that it analyzed the influence of role stress, including workers in all occupations, including nursing jobs, and empirically revealed the meaning of role stress as an explanatory variable of career commitment and turnover intention.

• Journal of Digital Convergence
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• v.13 no.10
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• pp.415-424
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• 2015

This study was done to identify the influence of emotional labor, job stress and burnout on somatization of nurses live in convergence era. The participants were 387 nurses in D hospital. The average mean score for emotional labor was 3.25, occupational stress was 3.60, burnout was 3.10, and somatization was 2.18. For relations with general characteristics, there was a statistically significant difference in somatization according to age, marital status, educational level, work unit, total clinical career, present department career, position, monthly salary, shift and job satisfaction. Somatization was found to be in a significant positive correlation with emotional labor, occupational stress and burnout. As a result, factor influencing somatization was burnout. This predictor accounted for 29.6% of variance in somatization. The findings of this study showed that burnout was major influencing factor on somatization of nurses. Therefore, it is necessary to develop strategies that can reduce somatization by controlling burnout.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.14 no.8
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• pp.3786-3793
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• 2013

This study aimed to investigate the influence of self-image, and self-esteem of 119 Rescue workers in D city on job satisfaction. This research design was a descriptive study. Data were collected from November 19, 2012 to December 08, 2012, analyzed by SPSS 20.0 program. There were statistical difference between age, period of employment, position, and license and self-image. There were statistical difference between age, position, license and self-esteem. There were statistical differences between age, period of employment, position and job satisfaction. Job satisfaction was positively related to self-image and self-esteem. In the multivariate regression analysis, adjusted R2 value was 0.268. It is necessary to enhance the career and awareness of job satisfaction of 119 rescue workers.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.3
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• pp.1928-1936
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• 2015

This study is to identify the related factors of musculoskeletal symptoms in university hospital workers. The subjects were 313 workers who were working at a university hospital. The data was analyzed by descriptive statistics, logistic regretion using the SPSS/PC 21.0 program. The results showed that 201 respondents(64.2%) had musculoskelectal pain. According to a survey of musculoskeletal pain in body parts, the shoulder was the most common region; 37% of the health-workers(116 respondents). Musculoskeletal pain are more common in health-workers under 35 years old or work more than 6 years, or have more physical burden. In conclusion, health-workers need more active health care such as planning a preventive activity and stretching during work in order to prevent the deterioration of musculoskeletal symptoms into diseases.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.2
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• pp.1045-1053
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• 2015

In this research, we conducted meta analysis of the cases of "burnout" of social workers from the 1990s to 2013. The result of analysis shows that the factors that cause burnout of social workers include work experience, compensation from work environment, supervision, promotion, work freedom-related factors and client-related factors such as the seriousness of client problems, the appropriateness of client counts, and all factors excluding client-related factors showed signficaint correlatoins. Moreover, the higher the age and the length of work experience, the lower the sense of self-wroth and emotional intelligence; the higher the social support, the lower the possibility of burn out. The research results suggest need for programs to prevent burn out of social service providers both in environment internal and external to organizatoins.