• Korea Journal of Hospital Management
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• v.8 no.3
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• pp.92-117
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• 2003

The purpose of this study was to analyze the characteristics of socio-demographic, organizational conflict and job satisfaction, and to examine the interrelation of influential factors in the intention of turnover. The data for this study were collected through a self-administrated survey with a structured questionnaire to 1,027 subjects from several medical doctor staff members, nursing staff members, administration staff members, pharmacist, and technical expert of eleven hospitals. The data were collected by self-reporting questionnaire from July 29 to September 7, 2002. In this analysis frequency test, t-test, ANOVA, multiple regression were used. The main results of this research is as following; 1. According to socio-demographic characteristics of the respondent's level of the intention of turnover was higher in a doctor staff members than others, for females than males, and had worked for 5-10 years in hospitals. Also, the intent to turnover was generally higher younger workers than long terms workers. 2. According to the organizational conflict characteristics as the respondents who got less conflict experience in the organization, their level of the intention of turnover was higher. And, technical conflict experiences were expressed greater than hierarchical conflict experiences. 3. According to the job satisfaction characteristics as his or her satisfaction that is about the promotion, working itself, salary, and fellowship in the organizational was higher, the level of the intention of turnover was lower. 4. According to the result of Multiple Regression for the doctor staff members in general hospitals rather than special hospitals was negatively correlated with the satisfaction of working itself while hierarchical conflict factors in the organizational conflict characteristics was positively correlated with the intention of turnover. For the nursing staff members the job satisfaction for the working itself, salary were negatively correlated with the intention of turnover. For the administration staff members as the job satisfaction for the working itself was negatively correlated with the intention of turnover. For medical and pharmacy staff members as more working experience, correlation with the intention of turnover was negative. Besides, as the job satisfaction for the working itself and the fellowship was negatively correlated with the intention of turnover. For the skill and technicians, the job satisfaction for the working itself, promotion were negatively correlated with the intention of turnover. The above indicate that job satisfaction and promote their ability and form a good relationship with organization members were very important to decrease the intention of turnover. This study identified the major effective factors of the intention of turnover and analyzed the differences among the job category. In that respect, it is significant for the study to be able to provide a reference for managing hospital of industrial accident and organizational development. However, this study has a problem, which is not to identify a valuable model for examining the relationship between organizational factors such as organizational conflict, job satisfaction, and intention of turnover. Therefore, further study is needed and strengthened in the field of intention of turnover for hospital for industrial accident.

• The Journal of the Korea Contents Association
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• v.16 no.8
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• pp.693-705
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• 2016

The purposes of this study were to develop work-life balance supportive organizational culture scale(WLB supportive organizational culture) and to verify it's validity. We reviewed comprehensive studies about work-life balance and organizational culture as well as scales related to them. We theoretically extracted some important factors of WLB organizational culture from reviews and then made 38 preliminary questions. 773 married workers in their 30s to 50s were responded to a questionnaire consisted of 38 preliminary questions and 9 variables(work-life balance, quality of life, job satisfaction, turnover etc) for criterion related validity verification. As the results of factor analysis such as EFA and CFA, we could confirm five factors including WLB organizational management, WLB supportive supervisors, empathetic communication with coworkers, coworkers' material support to WLB and accessibility to WLB programs. Second, correlation analyses were performed to investigate the validation of this scale. In result, it was revealed that the WLB supportive organizational culture scale was highly correlated with other family supportive organizational culture measures as well as dependent variables such as work-life balance, quality of life, job satisfaction, turnover. We expect this study contribute to improve the quality of studies about work-life balance and organizational culture.

• Korean Security Journal
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• no.14
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• pp.449-464
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• 2007

The Guard might focus on a king's personal safety in the wake of the system of the Silla and Taebong dynasties until the establishment of the Goryeo Dynasty's unique political system. The purpose of this research is to examine gob characteristics and organizational effectiveness of security guard on martial arts of security service guard. The subjects of this study are private guard as working security companies of Seoul and Kyongi area and 250 persons. It was a method of questionnaire for this study and used a questionnaire developed by Hackman and Oldham(1976) for gob characteristics and used a questionnaire developed by Tymon(1988) for organizational effectiveness that translated and modified from Kim, Ilsoon and measured by 5 point likert. It used to analyze the data for one-way ANOVA and multiple regression analysis. There are conclusions of this study. First, there was a partially difference on god characteristics and organizational effectiveness of population statistical character. Depending on sex, 'female' group was high, depending on the age, '46 year-old+ group' was high, depending on the educational level, 'bachelor group' was high, depending on the income, '400manwon+ group' was high. Second, it becomes positive result to the period, the frequency and the intensity of security martial arts practice. Third, it happened that gob characteristics is increase and organizational effectiveness is also positive way.

• The Journal of Korean Association of Computer Education
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• v.9 no.6
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• pp.41-51
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• 2006

Educators have recognized the usefulness of the e-BBS(electronic-Bulletin Board System) as an asynchronous communication medium for collaborative learning. However, theoretical outcomes to understand the structural analysis of thc e-BBS are not adequate enough. As a consequence, we are left with inadequate supportive tools to understand complex communication phenomena and to assist teachers to guide students to educational purposes. This can cause teachers to have a laissez-faire approach using BBS as a communication medium for education due to the lack of understanding the structural and overall situation. To address this issue, this paper presents a theoretical foundation to help understand the structure of discussion activities via the e-BBS and then presents a computational model, based on the structural analysis, for the behavioral analysis of participants. The formal representation of bi-directional discussion activities is realized by devising two graphs - the reply graph and the connection graph. Various measurements and statistics for the analysis are presented in the paper. To clarify the analysis, we classify the results produced through the analysis of discussion activities and participants' behaviors.

• Korean Journal of Childcare and Education
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• v.14 no.6
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• pp.53-67
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• 2018

Objective: This study aimed to investigate the effect of parent- teacher communication on childcare teacher's job stress and turnover intention. This study also examined if the level of active stress coping used functions as a moderator in relationships among parent-teacher communication, childcare teacher's job stress, and their turnover intention. Methods: To achieve this, this study used data from 223 surveys from childcare teachers and analyzed the data with SEM and multi-group SEM analysis methods. Results: First, parent-childcare teacher communication influenced the teacher's turover intention through job stress. Second, the effect of parent-childcare teacher communication on job stress was not found in the higher-level of the active stress coping group. This was different from the significant effect in the lower-level of the active stress coping group. Also, parent-childcare teacher communication influenced teacher's turnover intention through job stress in the lower-level of the active stress coping group. In contrast, the mediation effect was not shown in the higher group. Conclusion/Implications: The results of this study show the effect of parent-childcare teacher communication on teacher's job stress and their turnover intention. Also, this study shows that the level of active stress coping could moderate the relationship among parent-childcare teacher communication, teacher's job stress, and their turnover intention.

• Journal of Convergence for Information Technology
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• v.9 no.8
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• pp.53-62
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• 2019

This study is a descriptive study to investigate the relationship between verbal violence type, emotional response and coping in the operating room nurse. The subjects of the study were 400 nurses working in 20 general hospitals and 372 nurses in the operating room. As a result of the analysis, it was found that the perpetrators of the verbal violence experienced by the subject were physicians, direct supervisors, and more than half of the subjects were considering the transition. The most frequent cases of language violence were when the equipment was inoperable or not used during surgery, There were significant differences in verbal violence experience according to marriage, clinical career, and work style. Language violence emotional response showed significant difference with gender, position and coping, age, academic background, clinical career, and position. There was a significant correlation between experience of verbal violence and emotional response, emotional response and coping. Therefore, the results of this study will contribute to the development of coping strategies and prevention education programs.

• Convergence Security Journal
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• v.18 no.2
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• pp.149-158
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• 2018

Military officials in Korea are forced to change jobs early due to the retirement age after active service. Measures are needed in view of the 55% average employment rate of middle and long term soldiers during the last five years. The last government of Park Geun-hye push ahead creating of 50,000 jobs in discharged soldier with policy, but the results were not great. Therefore, it is time to drastically change the government's efforts to create large-scale jobs for discharged soldiers. It is necessary to break away from the traditional ways of expanding opportunities for employment at the academic level. So it became necessary for discharged soldiers to actively review ways to build their own organizations. For such reasons, this study presents a measure to create job through food service, Security personnel training and Manpower provision business, Special Soldier Control and Training Center Operation business, Han River Water Cleaning Project, Caring business, and delivery business by establishing their own social cooperation to create jobs for discharged soldiers.

• Industry Promotion Research
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• v.8 no.4
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• pp.101-111
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• 2023

This purpose of this study was to examine the factors influencing job satisfaction of social workers working at welfare centers for people with disabilities in multiple dimensions, such as demographic characteristics, personal characteristics, job characteristics, and organizational characteristics. To achieve the purpose, a survey was conducted on 900 social workers working at 45 welfare centers for people with disabilities nationwide, and a total of 770 sample were analyzed. Hierarchical regression analysis was used. The main results were as follows. First, age(-) had a significant effect on job satisfaction. Second, resilience(+) was Statistically significant. Third, turnover intention(-) and Feedback(+) Feedback(+) had a significant effect. Finally, organization trust and participative decision-making influenced job satisfaction positively. Based on these findings, implications for expanding the understanding of job satisfaction and enhancing job satisfaction of social workers working at the welfare centers were presented in multiple dimensions.

• Journal of dental hygiene science
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• v.16 no.4
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• pp.263-271
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• 2016

This study aimed at comprehending the duty, role, and difficulty of intermediary manager through in-depth investigation of dental hygienist intermediary managers experienced over 10 years working in a dental clinic. In-depth interviews were conducted with 10 dental intermediary managers and Giorgi's analysis method was used to analyze the data. Findings revealed that the work experience of the dental hygienist intermediary managers appeared in the range of "becoming an intermediary manager through various processes", "various duties that they experience as an intermediary manager", "difficulty as an intermediary manager", "ability that they perceive as necessary for being a dental intermediary manager", and "worthiness they feel as the intermediary manager". The dental intermediary managers complained of difficulties at work, and appeared to perform various tasks such as human resource management, clinic management support, and patient's management. Accordingly, the researcher considers that research on dental intermediary managers' capacity development necessary.

• Journal of Korean society of Dental Hygiene
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• v.15 no.6
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• pp.1009-1017
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• 2015

Objectives: The study aimed to investigate the effect of communication competence on the organizational effectiveness in dental hygienists. Methods: A self-reported questionnaire was completed by 248 dental hygienists in Seoul, Incheon, and Gyeonggido from November 1 to 30, 2014. The questionnaire consisted of general characteristics of the subjects(4 items), job characteristics(10 items), communication competence(49 items), organizational commitment(15 items), job satisfaction(16 items), and turnover intention(5 items). The instrument for communication competence and organizational commitment was done by Likert 5 points scale. Data were analyzed by t test, one way ANOVA, stepwise multiple regression test, and post-hoc Scheffe test using SPSS 18.0 program Results: The average of communication competence was 3.49(${\pm}0.28$). Of the sub-factors of communication competence, interpretational competence had the highest score of 3.65(${\pm}0.33$) followed by self-presentation 3.50(${\pm}0.49$), message conversion 3.50(${\pm}0.47$), role performance 3.44(${\pm}0.37$), and goal setting competence 3.28(${\pm}0.60$). There were significant effects in the organizational commitment including workplace(dental clinic=1, ${\beta}$=-0.254), weekly average working hours($${\leq_-}40$$ hours=1, ${\beta}$=0.182), role performance(${\beta}$=0.163), self-presentation(${\beta}$=0.144), goal setting competence(${\beta}$=0.130), and position(head=1, ${\beta}$=0.137). There were significants effects in the job satisfaction including position(head=1, ${\beta}$=0.217), weekly average working hours($${\leq_-}40$$ hours=1, ${\beta}$=0.204), education level(graduate school=1, ${\beta}$=0.184), job career(3~6 years=1, ${\beta}$=-0.181), goal setting competence(${\beta}$=0.194), and interpretational competence(${\beta}$=0.124). Conclusions: The communication competence of the dental hygienists showed a partial effect on the organizational effectiveness. In order to improve the organizational commitment and job satisfaction and the turnover intention, a variety of efforts must be taken and focused on goal setting competence, role performance, self-presentation, and interpretational competence.