• Journal of dental hygiene science
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• v.14 no.4
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• pp.516-524
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• 2014

Workers' oral health is important to guarantee workers' right of health and increase productivity. The aim of this study was to investigate recognition and satisfaction of national oral examination for workers in Incheon and Daejeon. Three hundred seventy-nine workers who were selected by convenience cluster sampling answered the questionnaire about experience, recognition and satisfaction of national health examination and oral examination by self recording type. A total of 76.0 percent of the subjects had national health examination, and 51.7% had national oral examination. A total of 64.9 percent had experienced notice about national health examination from the company, and 28.2% about national oral examination. The subjects had high positive score about intention of treatment, dental scaling, and change of toothbrushing method depending on oral examination, need of national health and oral examination, and usefulness to one's health through national health and oral examination. Office workers, regular workers, and the workers with monthly income more than 2 million won had more notice about national health and oral examination compared with sales and production workers, contract workers and the workers with monthly income less than 2 million won. We suggest institutional management of the notice about national oral examination be needed, especially for economically poor, or contract workers to increase the ratio to have national oral examination.

• Proceedings of the KAIS Fall Conference
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• 2009.12a
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• pp.755-758
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• 2009

본 연구는 요양보호사들의 직무스트레스가 직무만족도에 미치는 영향을 알아보고자 하는 연구로 연구대상은 대전지역의 요양시설에 근무하는 요양보호사 302명을 대상으로 2008년 10월 6일부터 10월 30일 까지 구조화된 설문지를 이용하여 다음과 같은 결론을 얻었다. 연구 대상자의 직무스트레스에 대한 요인은 총 4개로 요인별 평균값은 환자관련이 2.38(표준편차 1.27), 업무관련 2.27(표준편차1.23), 대인관계 2.04(표준편차 1.01), 경제적인면 2.09(표준편차 1.17)로 나타났다. 연구 대상자의 직무만족에 대한 요인은 총 2개로 요인별 평균값은 업무자체에 대한 만족여부가 3.36(표준편차 0.690), 이직의사 2.36(표준편차 0.796)으로 나타났다. 업무에 대한 만족여부는 환자관련(P=0.021) 스트레스와 업무관련(P=0.014)스트레스가 유의하게 나타났고, 이에 대한 영향으로는 연령에서 50대(P=0.002), 40대(P=0.008), 20대(P=0.030), 종교를 가지고 있는 그룹(P=0.041), 근무동기로는 일에 대한 보람(P=0.042), 경력은 3년이상(P=0.002), 6개월이상 1년미만(P=0.006), 6개월미만(P=0.002)인 그룹, 소유자격증에 관해서는 간호사(P=0.009)면허 소지 그룹, 돌보는 환자수로는 1~5명(P=0.034), 6명~10명(P=0.001), 근무시간은 24시간(P=0.000)근무와 8시간 교대근무(P=0.026)가 유의한 영향을 주는 것으로 나타났다. 5. 이직의사 여부에서 요인2.업무관련(P=0.002)스트레스 유의하게 나타났고, 이에 대한 영향은 무교(P=0.010)인 그룹, 근무동기로는 미래에 대한 준비(P=0.012), 월급여로는 100만원~149만원(P=0.030), 돌보는 환자수로는 6명~10명(P=0.020)이 유의한 영향으로 나타났다.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.7
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• pp.635-643
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• 2017

This study examines the relationship between emotional labor and depression in dental hygienists. Data were collected from 186 dental hygienists working in dental clinics in Daegu from early March to early April 2016. The survey was composed of questionnaires related to general characteristics, work-related characteristics, emotional labor, and depression. As a result of analyzing the subordinate factors of emotional labor, 57.0% of the factors of 'organization support and protection system' were the highest, and the effect of emotional labor on depression was 'emotionaldisharmony and damage', 'Organizational support and protection system', and especially, the ' emotionaldisharmany and damage' factors were 4.042 times higher than normal. The dental hygienist's degree of emotional labor risk is high, and education, prevention and management measures for emotional labor will be prepared. In addition, emotional labor affects the depression of dental hygienists as well, and comprehensive mental health measures are needed to take into consideration general and occupational characteristics that affect depression.

• Proceedings of the KAIS Fall Conference
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• 2010.11b
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• pp.911-914
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• 2010

본 연구는 이동근무를 시행하는 종합병원 방사선사의 이동근무에 대한 태도와 조직몰입도를 파악하기 위하여 시도 하였으며, 연구의 대상은 대전지역 이동근무를 시행하는 종합병원 4곳의 방사선사 110명을 대상으로 설문지를 이용하였다. 인구사회학적 특성은 성별은 남자가 많았으며 연령별로는 30~34세가 가장 많았으며 응답자 대다수가 부서이동 경험이 있었다. 정기적 근무부서 이동 필요성에 관한 문항은 대다수가 필요하다고 답하였으나 현 부서에서 이동 요구도는 비슷하게 나타났다. 근무부서 이동에 대한 태도의 영역별 점수에서는 전문직 발전이 가장 높게 나타났다. 인구사회학적 특성별 근무부서 이동에 대한 태도와 조직몰입의 차이검증에서는 성별, 결혼상태, 학력에 따라 유의한 차이는 없었으며 연령 19~29세에서 유의한 차이를 나타냈다. 미혼인 경우에 전문직 발전과 개인발전, 공통욕구에서 유의한 차이를 나타냈으며 종교를 가지고 있는 공통욕구 부문에서 유의한 차이를 나타냈다. 직무관련 특성에 따른 근무부서 이동에 대한 태도와 조직몰입의 차이검증에서는 월 급여 수준에서 199만원 이하의 전문직 발전과 개인발전, 현부서 근무기간 1년~5년의 개인발전에서는 유의한 차이를 나타냈으나 나머지 문항에서는 유의한 차이가 없었다. 월급여 수준에서 조직몰입은 250만원 이상이 가장 높게 나타났고, 근무유형에서는 정규직, 직위에서는 관리자가 조직몰입이 높게 나타났다. 11년 이상의 근무기간에서 병원에 대한 조직몰입이 높게 나타났다. 근무부서 이동 필요성에 대해서는 근무부서 이동이 필요하며 현 부서에서도 이동하는 것을 긍정적으로 생각하였으나 이동을 원하지 않는 경우에서 조직몰입이 높게 나타났다. 근무부서 이동에 대한 태도와 조직몰입도간의 상관관계에서 두 변수는 양의 상관관계가 있었고 이는 통계적으로 유의하였고, 근무부서 이동에 대한 4개의 영역 중에서 공통욕구만이 가장 큰 관련성을 나타냈다. 이상의 연구 결과를 종합하여 보면 연령이 낮은 군에서는 이동근무를 원하고 조직 몰입이 낮으나 이와 반대로 연령이 높은 군에서는 이동근무를 원하지 않고 조직 몰입도 높게 나타났다. 또한 낮은 급여, 비정규직, 현 부서에서 이동을 원할수록 이동근무에 대해 긍정적인 점수가 높게 나타났다. 이동근무에 대한 태도는 대부분 전문직 발전이라는 이유에서 이동근무가 필요하다고 느꼈으나 현 부서에서 이동 유무는 비슷한 분포를 보였고, 조직몰입은 이동근무를 원하지 않는 경우에서 높게 나타났다. 조직몰입은 정규직이고, 연령이 높고, 관리자이며 연봉이 높을수록 높게 나타났다. 이는 안정적인 위치에 있을수록 조직몰입이 좋다는 걸 보여준다.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.1
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• pp.222-230
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• 2017

The purpose of this study was to investigate the effects of turnover intention of nursing according to the nurses' practice environments and job embeddedness in medium-to-small sized hospitals. A total of 131 nurses working in a hospital with less than 200 beds, and 145 nurses in a hospital with 200 to 400 beds were included in this study. Data were collected from 10th to 24th of August, 2015 and analyzed using the SPSS/WIN 18.0 program. The results were as follows: (a) Nurses' practice environment and job embeddedness showed no significant differences between the two groups, but there were significant differences of turnover intention between the two groups; (b) turnover intention was negatively correlated with nurses' practice environment and job embeddedness in each group; and (c) in hospital of less than 200beds, the factors of influencing turnover intention were job embeddedness, age and nurses' practice environment. Conversely, in a hospital with 200 to 400 beds, the factors of influencing turnover intention were job embeddedness, pay, and nurses' practice environment. This study suggests that to reduce turnover intention, we have to improve the practice environment of nurses and to enhance job embeddedness for nurses in medium-to-small sized hospitals.

• Journal of dental hygiene science
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• v.5 no.4
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• pp.155-163
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• 2005

The purpose of this exploratory study was to assess work performance of dental hygienists and identify factors influencing their work performance. A questionnaire was administered to 87 dental hygienists working dental clinics based in Ulsan during the period from June 2005 through July 2005. A total of 77 questionnaires were collected and used for analysis. SPSS 11.5 program was employed for statistical analysis. All data were expressed in terms of numbers, percentage and mean score. The results of the study are summarized as follows: 1. There was a significantly positive correlation between age and the level of work performance in the Scientific competency group and Esthetical competency group. 2. Unmarried dental hygienists demonstrated better work performance than married dental hygienists in Scientific, Esthetical and Personal competency groups, showing a statistically significant difference. 3. By education level, those with junior college degree had better work performance than those who are attending or graduated from college in the four groups. By workplace, those who were working at non-general hospitals demonstrated a higher level of performance in the three groups except the Ethical group, but the difference was not statistically significant. 4. A significantly positive relationship was observed between monthly pay and work performance in the Scientific, Personal and Esthetical competency groups. 5. A positive relationship was observed between work experience and performance in the Scientific competency group. But there was no difference between work experience and performance in the other three groups. 6. By working environment, those who were working with assistant nurses showed a higher level of performance than those working without assistant nurses in the Scientific competency group, and the difference was statistically significant.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.7 no.4
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• pp.169-178
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• 2012

The aim of this study is to look into the influential factors on the care-workers-perceived job stress level according as the elderly-perceived satisfaction varies depending on care workers' organizational characteristic & attitudes toward work, and there's necessity of reducing their job stress. Hereupon, this study, targeting the care workers at domiciliary visit care centers in Seoul district, analyzed the influential factors of organizational factors consisting of the sub-factors, such as job autonomy, compensation, education and development, members' interrelationship, etc. on the perception level of job stress. As a result of analysis, it was found that the shorter their working hours, the more their salary, the more guaranteed their job autonomy, and the better their interrelationship is, the care workers at a domiciliary visit care center had a positive perception of job stress. Accordingly, the operators of domiciliary visit care centers are requested to have a lot more concerns for diverse forms of improvements which can not only improve care workers' working conditions, such as daily working hours and a pay level but also promote a sense of fellowship between members; in addition, it is hoped that the operators should improve the organizational environment so that care workers can freely carry out their assigned business with a sense of responsibility rather than relying on control and regulation.

• Journal of dental hygiene science
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• v.15 no.6
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• pp.786-793
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• 2015

The purpose of this study to find out factors that affect intention of career discontinuity among dental hygienists. The data was collected from 300 dental hygienists working at dental clinics. The total of 281 copies were used for analysis. Statistical analysis was performed using PASW Statistics 18.0 at the 5% significance level. T-test, ANOVA, factor analysis, reliability analysis, correlation analysis, hierarchical regression analyses were applied in this analysis. The results were as follows: 1. As for intention of career discontinuity by general characteristics, there were statistically significant difference according to age, duration of employment, children, children age and monthly income (p<0.05). 2. As for intention of career discontinuity by job awareness, there were statistically significant difference according to turnover, work-life, retirement age of dental hygienist, duration of job maintenance and re-employment of dental hygienist (p<0.05). 3. As for hierarchical regression analysis of the factors affecting the intention of career discontinuity, the support from employer had most significant influence on intention of career discontinuity (p<0.05). In order to decrease the career discontinuity among dental hygienists, plans that can increase the work-environment should be implemented by improving support from employer.

• Journal of dental hygiene science
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• v.6 no.1
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• pp.35-39
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• 2006

objective: The purpose of this study was to investigate job satisfaction of dental hygienist who were employed at the private dental clinic in Ulsan, Korea methods: The date obtained from some dental hygienists during 1 month. the survey was performed by face-by-face interview questionnaire consisting of 23 items and 6 point Likert type response format. The respondents were 77 from dental hygienists. The adjusted response rate was 88.5%(77/87). Data were analyzed using frequency distribution, independent T-test, ANOVA, chi-square and correlation. all statistical analyzed were conducted using Statistical Package for SPSS 11.5 result: In each factorial duty contentment, the level of the self-conceit from their own job was the highest. on contrary, the level of their monthly earnings was the lowest. In such a case as there was experience to move to another dental hospital, the job satisfaction was higher than nothing to move. conclusion: The dental hygienist who is in charge of protecting and hygiene of the teeth and the disease of oral has much influence of oral health. job satisfaction the dental hygienists have for their own job can influence themselves and even patients. So, making the job satisfaction higher is necessary to improve the quality of general dental hygiene.

• Journal of Digital Convergence
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• v.15 no.4
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• pp.537-547
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• 2017

This study attempted to determine differences between the perceived empowerment level and job satisfaction depending on hairdressers' demographic characteristics and analyze the effects of their empowerment on job satisfaction. For this, a total of 310 hairdressers in Gwangju-Jeonnam and Seoul-Gyeonggi-do were chosen through convenience sampling, and then a questionnaire survey was conducted. The valid 277 copies were used for final analysis. For data analysis, descriptive statistics, factor analysis, reliability analysis, t-test, ANOVA, Duncan's test, and multiple regression analysis were conducted using SPSS 15.0. The study results found the following: First, in terms of the subordinate factors of empowerment, the following four factors were found: meaningfulness, self-determination, competence, and impact. Second, depending on demographic characteristics (e.g., age, career, type of beauty salon, job title, punch-in time, monthly pay), a statistically significant difference was found between empowerment and job satisfaction (p<.01). Third, hairdressers' perceived empowerment level had a positive impact on job satisfaction (p<.01). In terms of the empowerment on job satisfaction by sub-factor, 'self-determination' was largest, followed by 'meaningfulness' and 'competence.' Therefore, beauty salon owners need to manage their business more efficiently by converging cosmetology and business management by expanding empowerment among hairdressers properly after recognizing the importance of hairdresser empowerment.