• Journal of the Korea Academia-Industrial cooperation Society
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• v.13 no.2
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• pp.654-659
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• 2012

We target small businesses workers and identified a relationship of job satisfaction and verified that training is valid in the relationship of job satisfaction. So we have an object and it is basic data for provide improvinge workers' welfare policy. In this study, effectiveness, suitability, familiarity, clarity of training, and job satisfaction levels, organizational management and welfare, turnover attitude are of job satisfaction have a close correlation. So we can maximize the efficiency of business due to adjusting sub-variables of training adequately. This study has specific meaning that is uncovering the mediating effect of education and training for workers in small businesses. Now we can do policy implications and recommendations based job satisfaction factors, training factors, and the parameters of training scores.

• Journal of Korean Academy of Nursing
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• v.48 no.4
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• pp.432-442
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• 2018

Purpose: This study aimed to develop a Group REBT program with group counseling for nurses and test the effect of group counseling on their job stress, burnout, job satisfaction, organizational commitment, and turnover intention. Methods: A quasi-experimental study with nonequivalent control group design was employed to identify the effect of the Group REBT program on nurses' job stress, burnout, job satisfaction, organizational commitment, and turnover intention. Data were collected from 47 participants from two hospitals. The data from the experimental (n=23) and control (n=24) groups were analyzed from January 5 to April 3, 2015. The Group REBT program was conducted eight tmes in all, once a week, with each session lasting 180 minutes. The effect of experimental intervention was measured for each group using a series of structured questionnaires at each of the phases: Pre-intervention, post-intervention (immediately after intervention), and post-intervention (four weeks after intervention). Following this, the significance of the changes in the scores was tested. Results: The scores of the experimental group, which received the Group REBT program, were compared with those of the control group; the hypotheses were supported in terms of job stress (F=8.85, p<.001), burnout (F=5.62, p=.022), job satisfaction (F=2.70, p=.042), organizational commitment (F=2.97, p=.048), and turnover intention (F=4.60, p=.012). Conclusion: The Group REBT program was shown to be an effective intervention that could reduce nurses' job stress and burnout and increase job satisfaction and organizational commitment. Therefore, the Group REBT program can be adopted by nursing organizations to strategically decrease nurses' turnover intention.

• The Korean Journal of Emergency Medical Services
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• v.21 no.3
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• pp.109-120
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• 2017

Purpose: The purpose of the study was to investigate the mediating effects of self-efficacy on the relationship between job stress and turnover intention of paramedics in hospitals. Methods: A self-reported questionnaire was completed by 209 paramedics in hospitals from September 4 to 24, 2015. Data were analyzed by descriptive statistics, t-test, ANOVA, Pearson's correlation coefficients, and multiple regression analysis using Baron & Kenny's 3 step procedure. Indirect effect was confirmed with Sobel test using SPSS/Win 22.0 program. Results: There were negative relationships between job stress, self-efficacy, and turnover intention (r=-.509, p<.001). There was a negative relationship between job stress and self efficacy (r=-.821, p<.001). The self-efficacy and turnover intention showed a positive relationship (r=.636, p<.001) with job stress and turnover intention. Concerning the mediated effect of self efficacy on job stress and turnover intention, the influence of job stress at step 2 on turnover intention was significant (B=1.207, p<.001), while job stress at step 3 had significant influence on turnover intention (B=.474, p<.001). The mediated effect of self-efficacy on job stress and turnover intention showed significant partially mediated effect of self-efficacy (z=7.100, p<.001). Conclusion: Improvement of self-efficacy and job stress was effective at decreasing turnover intention in paramedics in hospitals.

• Journal of Korea Technology Innovation Society
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• v.17 no.1
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• pp.68-94
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• 2014

SMEs in Korea are suffering from severe manpower shortage due to poor incentive system and employees' frequent change of jobs. So far, the government has made continuous efforts to solve these problems, but SMEs still have the same problem. It is critical for SMEs to maintain core employees for long term who can directly contribute to the business performance. However, Korean manpower policies for SMEs has mainly focused on hiring new recruits and attracting experienced high caliber employees to SMEs. Relatively, policies for attracting in-house employees to work for longer term were insufficient. This paper focuses on providing strategic policy options to make core employees stay in the company for longer term. For this, it identifies the concept and features of core employees and reviews the necessity of introducing the Mutual Aid Project. Also, it suggests the way to enhance the effectiveness of policy by analyzing current Mutual Aid Fund programs in Korea.

• Journal of Information Technology Services
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• v.17 no.2
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• pp.1-16
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• 2018

Large corporations have the work and roles of employees clearly defined in accordance with their established internal structure whereas small and mid-sized firms may lack an official job specification or a written job description, causing ambiguity in the role of employees. In IT service companies, especially, there is a relatively large number of tasks requiring one person to play multiple roles and they are often highly dependent on few key players. In this reality where about 80% of the job seekers end up in SMEs, it is therefore necessary to look into how the turnover factors such as job strain and occupational burnout caused by the role ambiguity from extra work affect the turnover intentions of small and medium sized IT service firm employees. The outcome of this study is as follows. First, the relationship between job strain and turnover intention has been examined to find that a weak inverted U shaped relationship exists between role overload, which is a subset of job strain, and turnover intention. Second, the hypothesis based on the competing values framework has been tested that the fitness with organizational leadership and culture would moderate the relationship between job strain and turnover intention and it has been confirmed that the degree of relationship between role conflict and role ambiguity, the subsets of job strain, and turnover intention has changed. In conclusion, in order to discourage turnover intention, it is necessary to increase the fitness with the organization and leadership or generate a sufficient level of strain in case of an organization with low fitness.

• The Journal of the Korea Contents Association
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• v.8 no.1
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• pp.103-115
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• 2008

The purpose of this paper is that investigates a model of burnout and coping strategy employees in out-bound travel agency. So, we investigated the relationship between burnout variables(emotional exhaustion, depersonalization, reduces personal accomplishment) and employee's job satisfaction, intentions to resign. And we suggest that coping strategies will control the relationship between burnout and job attitude. We used social support, self esteem, and leisure involvement as a coping method. Data obtained from survey of frontline employees working in the several outbound travel agencies in Seoul, Korea. In the result, it has strong relationships between burnout and job-relative components. Perceived burnout phenomenon has negatively effect on job satisfaction and positively effect on resign intention. Coping variables controled in the relationship between burnout and job satisfaction. In the practical implications, managers can take an action as like a social support to reduce employee's burnout. And employee has activity hobby for reducing the burnout.

• 한국HCI학회:학술대회논문집
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• 2007.02a
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• pp.393-398
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• 2007

본 논문은 작업 현장에서 청각장애인의 의사소통을 보조하는 한국 수화 메시지 보드의 개발에 대하여 다룬다. 청각 장애인은 일상적인 직업 현장에서 의사소통이 자유롭지 못하여 업무에 잘 적응하지 못하고 사내의 인간관계에 많은 어려움을 겪고 있다. 문자를 이용한 정보 전달을 통해 모든 의사소통을 대체할 수 있을 것이라는 일반적인 생각과는 달리, 청각장애인의 경우 비장애인과 비교하여 사물의 개념 습득에 어려움이 있을 수 있으며 마찬가지로 사용하는 어휘수도 제한적인 경우가 많아 문자를 통한 의사소통에는 명확한 한계가 존재한다. 실제로 청각 장애 근로자가 이직하는 사유로 의사소통이나 인간관계가 높은 비중을 차지한다. 수화 메시지 보드는 크게 사내 네트워크를 이용한 공지 사항 전달을 위한 용도와 복수 개의 메시지 보드 간 문자 송수신의 용도로 사용 가능하다. 비장애인이 청각장애인에게 문자 입력으로 의사를 전달하면, 전달된 문자는 문자-수화 번역기를 통해 자동으로 수화로 번역되어 아바타의 수화 동작으로 화면에 출력된다. 전체 시스템은 수화 아바타를 포함한 그래픽 유저 인터페이스 (GUI), 수화 데이터베이스 및 한글 형태소/문장 분석기를 포함하는 문자-수화 번역기, 그리고 TCP/IP 기반의 문자 전송기의 세 부분으로 나뉜다. 본 논문에서는 수화 데이터베이스의 단어 선정을 위한 대상 작업 현장을 청각 장애 근로자가 타 직업에 비해 많은 비중을 차지하는 전자 부품 조립 업체로 한정하였다. 수화 데이터베이스는 자음 14종, 모음 17종, 숫자 15종, 일상생활 용어 1000종, 전자 부품 조립 업체에 특화된 단어 50종 및 직업 교육 관련 용어 50종으로 이루어진 총 1146종의 수화 단어를 포함하며, 수화 데이터베이스에 등록되지 않은 단어에 대해서는 지화로 표현하도록 한다. 이 중 전자 부품 조립 업체 특화 단어와 관련하여서는, 현재 동일한 분야의 작업 현장이라 하더라도 각 사업장 간 사용되는 수화가 통일되지 않아 문헌 조사 및 현장 조사를 통해 사용 빈도가 높고 형태가 공통적인 50종을 추려내었다. 본 연구는 실제 업무현장에서 청각장애인이 겪는 의사소통의 문제를 효과적으로 해결함으로써, 청각장애인이 직업 현장에 보다 쉽게 적응하도록 도움을 줄 뿐만 아니라, 일을 통해 자아 실현을 하도록 돕는 방안이 될 수 있다는 점에서 중요한 의의를 갖는다.

• Journal of the Korean Home Economics Association
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• v.45 no.3
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• pp.109-120
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• 2007

The purposes of this study were to provide evidence concerning the effects of Emotional Leadership and examine the impacts of Emotional Leadership on employee-related variables which were 'job satisfaction', 'organizational commitment', 'organizational performance', 'turnover intention'. A survey was conducted from August 23 to November 3, 2005 to collect data from kitchen staff(N=611). Statistical analyses were completed using SPSS Win(12.0) for descriptive analysis, reliability analysis, factor analysis, t-test, correlation analysis, cluster analysis and AMOS(5.0) for structural equation modeling. Kitchen staffs gave high point to their leader in the Emotional Leadership competence 'Optimism: seeing the upside in events' and 'Adaptability: flexibility in handing change' and gave lower point in the Emotional Leadership competence 'Inspirational leadership: guiding and motivating with compelling vision'. Employees' job satisfaction on 'coworker' were relatively high. However, the extents of satisfaction on 'payroll', 'promotion', 'work environment' were relatively low. The organizational commitment score was higher at 'loyalty' factor than 'commitment' factor. the test of hypothesis using structural equation modeling found that Emotional Leadership produced positive effects on job attitude and job performance. In conclusion, this study has identified that the Emotional Leadership effects on their organizational performance and attitudes toward their job.

• The Journal of the Korea Contents Association
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• v.15 no.3
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• pp.378-387
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• 2015

The purpose of this study was to research the relationships among transformational leadership, emotional intelligence, organizational citizenship behavior and job performance of employees in hotel corporations. Transformational leadership is associated with higher levels of organizational citizenship behavior and job performance by their employees. And emotional intelligence is an important antecedent of work related outcomes such as organizational citizenship behavior, intention to quit and job performance. To accomplish this study, it was determined that the analysis derived from a hypothesis and literature reviews and data collected from 201 employees in hotel corporations. The results of empirical analysis showed as follows. First, Transformational leadership has a significant influence on emotional intelligence, organizational citizenship behavior and job performance. Second, Emotional intelligence has a significant influence on organizational citizenship behavior Third, mediating effects of employee's emotional intelligence in the relationship between transformational leadership and organizational citizenship behavior was confirmed. Based on these findings, the implications and limitations of the study were presented including some directions for future studies.

• Industry Promotion Research
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• v.1 no.1
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• pp.13-18
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• 2016

This study verified the effect of the application of National Competency Standard on job involvement. The study results showed that the application of National Competency Standard significantly affected Organizational Commitment(${\beta}=.583$, p<.001) and Job Performanc(${\beta}=.366$, p<.01). Spcecifically, the application of National Competency Standard in hiring process and developing ability significantly affected Organizational Commitment(p<.001), and the application of National Competency Standard in developing ability significantly affected Job Performance(p<.05). This study proved the validity and effectiveness of adopting National Competency Standard in human resource management by confirming the effect of the application of National Competency Standard on job involvement.