• Journal of the Korea Academia-Industrial cooperation Society
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• v.14 no.8
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• pp.3958-3970
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• 2013

This study was carried out to grasp the job stress and intention to change their jobs of nurses at general hospitals by their socio-demographic, job-related and health-related behavior characteristics and especially to investigate their relationship to the job stress and intention to change their jobs. The subjects were 355 nurses working at three university hospitals located in Daejeon City, and data were collected by a survey using self-administered questionnaires structured from April 1 to May 31, 2012. As a results, the average point of the nurses' intention to change jobs by the causes for job stress was significantly higher in the boss group with low support than in that with high support while it was higher in colleague group with low support than in that with high support. To look into the correlation between the points of intention to change their jobs and the causes for job stress, their intention to change their jobs showed a significant negative correlation to the boss's support and colleagues' support while there was no significant relationship with job demands and job autonomy. As a result of hierarchical multiple regression, age, drinking coffee, department, job satisfaction, the boss's support and colleagues' support were selected as significant related variables affecting the nurses' intention to change their jobs and these variables' descriptive power was 29.4%. Viewed from the above results, it is suggested that the nurses' job stress and intention to change their jobs has a significant relationship with various variables such as socio-demographic, health-related behavior and job-related characteristics. In addition, there were a significant positive correlation between the causes for the job stress cause and intention to change their jobs, and among the causes for the job stress, support by their boss or colleagues turned out to be those affecting their intention to change their jobs. Thus, it is considered that it is necessary to minimize the nurses' job stress and at the same time to seek for specific measures for preventing their turnover.

• Journal of Venture Innovation
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• v.6 no.1
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• pp.161-179
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• 2023

More than 2 million foreigners were staying in Korea. In this study, the effect of individual and environmental characteristics of foreign workers on organizational commitment was empirically analyzed. A research model for empirical analysis was established. A research model was established independent variables by dividing them into four parts: personal desire, adaptability, organizational life, and social support and setting organizational commitment as dependent variables. Based on this research model, data collection for analysis was conducted in a survey method for foreign workers in Korea. An empirical analysis was conducted using SPSS 24 based on 200 valid sample of the respondents. The results of the empirical analysis were as follows. First, it was found that foreign workers' desire for achievement, language adaptability, relationships with supervisors and colleagues, future vision of jobs, and social support had a significant positive (+) effect on organizational commitment. On the other hand, the significant influence relationship of cultural adaptability was not tested. Second, factors that significantly affect organizational commitment was in the order of social support, relationships with supervisors and colleagues, future vision of jobs, language adaptability, and desire for achievement. Based on these research results, academic implications were presented, and practical implications were presented to increase the organizational commitment of foreign workers.

• Proceedings of the Korea Water Resources Association Conference
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• 2022.05a
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• pp.166-166
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• 2022

본 연구의 목적은 고전적 순간단위도 모형 중의 하나인 Nash 모형의 매개변수와 하천망의 동적 Fractal 차원 사이의 관계를 체계적으로 분석하여 해당 매개변수의 수문학적 의미를 추론해 보는 것이다. Nash 모형의 경우, GIUH 이론과의 결합을 통하여 Horton 비를 기반으로 한 두 매개변수의 지형학적 추정 방법이 일찍부터 제안되어 왔다 (Rosso, 1984; Bhunya, 2008). 특히 Liu(1992)는 2차원 자유 Euclidean 공간 내에서 percolation cluster 모형의 응집구조와 유역의 배수구조 사이의 비교를 통하여 하천망의 Fractal 차원을 정적 Fractal 차원과 동적 Fractal 차원으로 구분하고 양자의 수문학적 의미에 대하여 강조한 바 있다. 본 연구에서는 문헌 조사 (Morisawa, 1962; Marani et al., 1991; Rosso et al., 1991)를 통하여 수집한 비교적 신뢰성 있는 국외 하천망들에 관한 정보를 기반으로 Nash 모형의 매개변수와 하천망의 동적 Fractal 차원 사이의 관계를 분석해 보았다. 주요한 결과로서 Nash 모형의 형상 매개변수와 하천망의 Fractal 차원 사이에는 밀접한 상관관계가 존재함을 알 수 있었으며 이를 통하여 하천망의 Fractal 차원을 이용하여 해당 매개변수를 직접 추정할 수 있는 관계식을 제시할 수 있을 것으로 판단된다. 또한 분광 차원과 Nash 모형의 첨두 좌표 사이의 관계를 통하여 겉보기에서로 다른 유역들 사이에 존재할 수 있는 수문학적 상사성을 평가할 수 있는 기준의 수립 역시 본 연구과정을 통하여 제시할 수 있으로 판단된다. 후속 연구로서 국내외 다수 유역들에 대한 지형분석을 통하여 본 연구에서 얻은 결과의 보편성을 검정하고 수문학적 자료들에 대한 검증을 통하여 Nash 모형을 기반으로 한 다양한 수문학적 모형들의 개선 방안을 제시해 보고자 한다.

• The Korean Journal of Applied Statistics
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• v.21 no.3
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• pp.469-484
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• 2008

This study was intended to examine various work and environmental variables explaining newcomers' turnover intentions. Data were collected from 901 newcomers using online survey. Results of multiple regression analyses showed that individual-job fit, reward dissatisfaction, fringe benefit dissatisfaction, vision in organization, participation in decision making, realistic job preview, leader dissatisfaction, co-worker relationship and work environment explained significant variances of turnover intentions. Data were classified into full-time and part time employees based on employment type and into a large and a small-medium company based on company size. There were small differences in significant variables explaining turnover intentions based on company size as well as employment type. Finally implications and future research were discussed.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.12 no.8
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• pp.3523-3531
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• 2011

This study was intended to measure the quality of sleep according to the job stress contents among nurses working for an university hospital. The self-administered questionnaires were given to 482 nurses employed in an university hospital during the period from June 1st to July 31st, 2011. As a results, the quality of sleep was significantly lower in the group with higher job demand, lower job control, lower supervisor and coworker support. In correlation, the level of quality of sleep was positively correlated with job demand, but it was negatively correlated with job control, supervisor and coworker support. In logistic regression analysis, the adjusted odds ratio of the quality of sleep was significantly increased in higher group of job demand than in lower group. But it was significantly decreased in higher group of supervisor and coworker support. The study results may explain that the quality of sleep is independently associated with the job stress contents.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.10 no.11
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• pp.3487-3493
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• 2009

The degree of depression of dental hygienist was analyzed to reveal the various factors related to them. The self-administered between June 1st, and 30st, 2009, questionnaires were filled out from 221 dental hygienist in D City. 1.The distribution for depression degree has shown the rate as 79.1% in normal range group, 15.4% in mild depression group, 4.1% in moderate depression group and 1.4% in severe depression group, 2.As for depression, junior college, lower salary, poor sense satisfaction in work, not fit to the job, low personal relation with peer works or supervisors, poor subjective condition of health, without regular eating habits, without alcohol drinking, without regular exercise, in the group with higher level of job demand, lower job autonomy and lower supervisor support than their respective counterparts. 3.Concerning correlation between depression and various factors, while level of depression correlated with was negatively sense satisfaction, fit to the job, personal relation with peer works or supervisors, subjective condition of health, spervisor support, coworker support, it was positively correlated with job demand. Resulting from these results, in order to resolve depression properly, implementation and maintenance of program should be renewed to improve various kinds of factors.

• Management & Information Systems Review
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• v.37 no.3
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• pp.49-64
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• 2018

The purpose of this study is to investigate the effect of organizational virtue and leader member exchange on workplace-incivility by reducing workplace incivility. And second, to examine how incivility in the organization will affect affective commitment. Third, the effect of conscientiousness on the relationship between workplace-incivility and affective commitment in the organization is examined. In this study, 234 domestic workers were surveyed and their hypotheses were verified for empirical study. This study revealed that organizational virtue and leader member exchange had negative effects on workplace-incivility, and organizational incivility also had negative effects on affective commitment. In addition, the relationship between workplace-incivility and affective commitment in the organization showed that the lower the degree of conscientiousness in personality, the stronger the negative effect of workplace-incivility on affective commitment. Therefore, this study suggests that empirical studies show causal relationship between workplace-incivility and affective commitment in the organization. In addition, the moderating effect of conscientiousness on the relationship between workplace-incivility and affective commitment was demonstrated, and it is meaningful that the effect of organizational virtue, leader member exchange relationship and affective commitment is demonstrated empirically.

• Culinary science and hospitality research
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• v.19 no.3
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• pp.194-208
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• 2013

This study presented a theoretical research system about the impact of boss' transformational leadership that is recognized by super luxury hotel chefs on their job satisfaction and performance, and on the basis of this theoretical background, the model was derived and the hypothesis was confirmed by empirical research. A frequency analysis was conducted to determine the general characteristics of the 245 samples collected in this study, an exploratory factor analysis for the verification of the validity of boss' transformational leadership, employees' job satisfaction and job performance, and 'Cronbach's a' was used for the verification of reliability. In addition, a canonical correlation analysis was used to determine the relationship between transformational leadership, job satisfaction and job performance, and the influencing relations of variables were verified by running a multiple regression analysis through SPSS ver 18.0 statistical package in order to verify this research model and hypothesis. The results of this study can be summarized as follows: First, it was shown that the transformational leadership charisma (p<0.01) and only the individual concern (p<0.1) had a positive influence on job satisfaction. Second, as a result of understanding the impact of the transformational leadership on the job performance through a regression coefficient, it was shown that only boss' intellectual stimulation had an impact on the chef's job performance (p<0.005). Through the results of an empirical analysis that boss' transformational leadership had a correlation and a significant impact on job satisfaction and job performance, the effort of providing the systematic support and motivational aspects of supporting environment will be needed.

• Journal of the Korea Society of Computer and Information
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• v.24 no.10
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• pp.139-147
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• 2019

In this paper, we propose to explore ways to create internal motivation to enhance the job disposition of Korean and Chinese employees. In order to achieve this goal, we would like to select parameters that may trigger an increasing number of internal motivations for interest in recent years: perceived organisational support, perceived provider support, and perceived peer support, and to explore the impact on job embeddedness. I would like to find out the effect of job embodiedness on involved beauty. The process also seeks to verify that China and South Korea are different. To verify the research theory of this research, we will use a questionnaire to researchers of automotive companies using VR technology in Gyeonggi-do, Korea and Hadong-seong, China, and conducted a survey. A total of 200 pairs of questionnaires were distributed to the study subjects, 195 of which were retrieved, 191 of which eliminated unfaithful responses were used for the final analysis. The collected data were used for frequency analysis, exploratory factor analysis, reliability analysis, confirmatory factor analysis, correlation analysis, structural equation analysis. The results of this study, identified through empirical analysis, can be summarized as follows: First, Perceived Organizational Support, Perceived Supervisor Support will have a positive impact on Job Embeddedness. Second, Job Embeddedness will have a positive influence on the Innovative Beehivior. Third, Perceived Organizational Support, Perceived Supervisor Support will have a partial positive effect on Innovative Behavior. Fourth, the formation process and influence of Job Embeddedness of corporate employees in Korea and China are partly different, the report showed.

• Journal of dental hygiene science
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• v.14 no.2
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• pp.114-122
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• 2014

The purpose of this study was to analyze the effect of mediating variables on the relationship between job stress and stress response. A survey was conducted to 243 clinical dental hygienists from January 15, 2013 to March 20, 2013 and the data were analyzed using t-test, one-way ANOVA, Pearson's correlation analysis, and hierarchical multiple regression analysis. The subjects who worked in poor working environment, had high level of role conflict and overload and aggressive nature showed high stress responsivity (p<0.01). The variable that showed mediation effect on the relationship between job stress and physical discomfort, depression was shown to be personality type (p<0.05). Also, the variable that showed mediation effect on the relationship between job stress and turnover intention was social support (p<0.05). According to the results, personality type and social support were shown to be important parameters when it came to the relationship between job stress and stress response. Therefore, in order to reduce negative outcomes caused by stress, it is suggested to provide an educational opportunity on self-control management while increasing social support from the organizational and structural level. Especially, it is asked to expand the system that provides encouragement and recognition to feel the sense of achievement in the course of their duty execution.