• Journal of radiological science and technology
• /
• v.32 no.4
• /
• pp.371-380
• /
• 2009

This study was executed to find out the intensity of turnover intention and its associated factors of radiologic technologists who worked for private clinic and university hospitals in Daejoen. Such variables as social and demographic characteristics, job-related features, job stress, job satisfaction, job performance, organizational commitment and turnover intention were investigated based on the survey of randomly sampled 400 radiologic technologists. The results are summarized as follows. 1. College graduates of private clinic workers were significantly higher than junior college graduates of them in the mean score for turnover intention. And low age groups, unmarried group, no religion group, low job career groups and low income groups of university hospital workers were significantly higher than high age groups, married group, religion group, high job career groups and high income groups of them respectively in the mean score for turnover intention. 2. Private clinic and university hospital workers' low and high groups in the variables of job demand, job control, supervisor support, job satisfaction, organizational commitment showed significant difference in the mean score for turnover intention. specially private clinic workers' low and high groups in the variables of coworker support, job performance showed significant difference in the mean score for turnover intention. 3. A hierarchial multiple regression analysis was conducted to catch the influence of related variables on turnover intention according to private clinic workers and university hospital workers. As a result of the analysis, the higher the degrees of education and job demand were and the lower the degree of job satisfaction was for private clinic workers, the higher the degree of turnover intention was. And the lower the degrees of age, job career, job satisfaction and organizational commitment were for university hospital workers, the higher the degree of turnover intention was. In conclusion, it was found that job demand and job satisfaction for private clinic workers and job satisfaction and organizational commitment for university hospital workers influenced on turnover intention.

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.15 no.8
• /
• pp.5140-5149
• /
• 2014

The present study examined the relationships of emotional labor, job satisfaction and burnout in medical technologists working at university hospitals. The study subjects were 145 medical technologists and health information technicians working at 4 university hospitals. The investigation was conducted using a standardized self-administered questionnaire from April 10-19, 2013. As a result of hierarchical multiple regression, the socio-demographic characteristics, health-related behavior factors, job-related factors, emotional labor and job satisfaction were selected as significant variables and related variables affecting the level of burnout. The descriptive power of these variables(socio-demographic characteristics, health-related behavior factor) was 21.7%, especially it can be seen that emotional labor and job satisfaction variable input 16.8% and 8.2% increase explanatory power respectively.

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.14 no.10
• /
• pp.5069-5077
• /
• 2013

The purpose of the study was to identify the mediating effects of self-efficacy between job-stress and depression in regional hospitals' workers. The data of this study were collected from 700 hospitals' workers who have been working in 306 hospitals in B city. And the data were collected from Feb. to May 2012. To determine the impact of self-efficacy on job-stress and depression for men and women workers in local hospitals, we measure self-efficacy, job-stress and depression of workers and analyze their relationships. There was a negative relationship between self-efficacy and job-stress(r=-.238, p<.001), depression(r=-.626 p<.001). Verifying the mediating effects of self-efficacy to the impact of job stress on depression, the mediating effects of self-efficacy were significant. It suggests that there is a need to relax the negative impact of job stress through the promotion of self-efficacy for individual or team-level organization.

• Journal of the Korean Society of Radiology
• /
• v.11 no.4
• /
• pp.263-271
• /
• 2017

The purpose of this study was to investigate the relationship between general characteristics, job stress and job satisfaction of 150 sonographer working in Busan and Ulsan area and to identify the predictors of job satisfaction. As a result, the higher the age, experienced job change, the more job satisfaction increased. The sub-factors of job stress and job satisfaction are significantly negative correlated with organizational system, lack of reward, occupational climate, job insecurity, insufficient job control, job demand. The most influential variables in job satisfaction were organizational system and lack of reward. Therefore in order to increase the job satisfaction of the sonographer, it is important to establish and institutional device related to effective organization, manpower management and compensation to reduce job stress.

• Journal of Digital Convergence
• /
• v.12 no.6
• /
• pp.439-447
• /
• 2014

Purpose: This study was conducted to identify factors affecting nurses' organizational commitment of the JCI. Methods: This cross-sectional study was performed using questionnaire. Data were collected from 198 nurses who worked at one hospital from 5 to 14 May 2013. Tools were used general characteristics, perception(Yang & Choi, 2014), job stress(Park, 2005), organizational commitment(Mowday, Porter, & Steers, 1979). Results: The scores of perception, job stress, and organizational commitment of the JCI were 3.21/5, 4.08/5, and 2.65/5 respectively. Organizational commitment was significantly different according to degree. A positive correlation was observed between perception and organizational commitment. Organizational commitment was negatively correlated with job stress. The explained variances for organizational commitment was 26.3% and factors affecting nurses' organizational commitment were degree, perception, and job stress. Conclusion: These results showed the significant factors for nurses' organizational commitment of JCI. These findings can be utilized to development of strategies for reducing job stress, and enhancing perception of JCI.

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.12 no.9
• /
• pp.3887-3896
• /
• 2011

This study was intended to measure the level of psychosocial stress among nurses working for a university hospital and to reveal its related factors. The self-administered questionnaires were given to 450 nurses during the period from October 1st to 31st, 2010. As a results, the level of psychosocial stress was 10.2% in normal group, 64.0% in potential stresses group, and 25.8% in high risk stress group. In correlation, psychosocial stress was positively correlated with job demand, but it was negatively correlated with job autonomy, supervisor and colleague support. For the results of hierarchial multiple regression analysis, the level of psychosocial stress was influenced by the variables of regular exercise, quality of sleep, subjective status of health, shift work, fit to the job, job demand, job autonomy and supervisor support. Especially, the psychosocial stress was higher related with the contents of job stress increased with explanatory powers of 18.1% on the psychosocial stress.

• Proceedings of the Korean Institute of Navigation and Port Research Conference
• /
• 2023.05a
• /
• pp.42-44
• /
• 2023

신규 해상교통관제사의 직무 역량 향상을 위하여 시뮬레이션 교육은 가장 안전하고 효율적인 수단이다. 하지만 시뮬레이션 교육 시 한정된 시나리오로 인하여 각 항만의 실질적 특성 적응에 어려움을 보이는 실정이다. 이에 각 항만 별 특성에 맞는 여러 시나리오 개발에 필요한 개선 사항을 기초 연구 하였다. 먼저 주요 관제 사례를 수집하여 데이터관리를 하며, 수집된 데이터를 기반의 시뮬레이션 시나리오를 개발하는 것이다. 시나리오는 신규 해상교통관제사 교육뿐만 아니라 더 나아가 유관 및 민간 기관의 VTS 관련 연구에도 도움이 될 것이며, 시뮬레이션 개발의 한가지 지표로서 제안될 수 있다.

• Fire Science and Engineering
• /
• v.28 no.6
• /
• pp.99-107
• /
• 2014

Author analyzed the relationship among job stressors, job satisfaction, and organizational commitment of police officials. And the Author analyzed the moderating effect of social support on the relationship between job stressors, job satisfaction, and organizational commitment. First, I found that job stressors associated with characteristics of the job or the organization affect job satisfaction and organizational commitment. Job stressors significantly affecting job satisfaction were found to be perceived uncontrol and role ambiguity. Second, the job satisfaction's impact on organizational commitment in the impact relationship was significantly very large. Third, despite the role overload, the group with a high social support had a high job satisfaction. In addition, if there is high level of social support, job satisfaction could significantly increase organizational commitment.

• Journal of the Korea Convergence Society
• /
• v.9 no.1
• /
• pp.269-276
• /
• 2018

The purpose of this study was to examine the relationships of self-esteem, resilience, and occupational self-efficacy among dental hygiene students. Data were collected a self reported structured questionnaire was administerd in convenience sample of 240 dental hygiene students and the final 208 participants participate. The survey included demographic factors, Rosenberg Self Esteem Scale, resilience scale of CD-RISC, occupational self-efficacy scale. Data were analyzed using descriptive statistics, t-test, ANOVA, Pearson's correlation coefficient. There were positive correlation both occupational self-efficacy, resilience toward self-esteem. Resilience was correlated positively with occupational self-efficacy. Therefore, it is necessary to develop a dental hygienist curriculum and a comparative course program to improve self-esteem, major satisfaction and resilience in order to improve dental hygiene and student's occupational self-efficacy.

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.16 no.11
• /
• pp.7564-7574
• /
• 2015

This study confirmed by a meta-analysis of the effect of suppressing the size of the turnover variable based on the thesis concerning "turnover intention" of the past 15 years, and the trend over the year, according to published meta-regression analysis was verified. The overall effect size for the study was found to inhibit factors medium effect size. Effect size is a private property factor by lower variable salary levels, age and marital status, working period, turnover experience, educational level, showed a work order forms, job characteristics factor is job satisfaction, working conditions, job importance, firm relationships with colleagues, showed a net job autonomy. In addition, organizational characteristic factor effect sizes organizational commitment, organizational commitment, advancement opportunities, compensation satisfaction, organizational justice, participatory doctor had determined the net. Changes in accordance with the published year is closer to 2015 it showed that the effect of inhibiting factors reduced size.