• Journal of the Korean Society of Radiology
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• v.10 no.2
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• pp.89-99
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• 2016

The purpose of this study is to identify and analyze factors that are affecting radiologists' turnover intention. For the purpose, this researcher surveyed 200 radiologists who were serving at secondary medical institutions located in Busan. For the survey, the researcher used a structured questionnaire. Findings of the study can be summarized as follows. This study show that in order to reduce radiologists' turnover, it is necessary to develop effective personnel management strategies that can make internally motivated radiologists, raise their job satisfaction and organizational concentration and reduce their job stress. Radiologists' turnover rate would not decline if such problems as excessive workload, lack in the number of persons of the same profession and unfair personnel management system are not solved and if no efforts are made to remunerate at reasonable levels, provide more opportunities of promotion and raise job satisfaction. These solutions to prevent radiologists' turnover could be successful only when officially supported by hospitals.

• The Journal of the Korea Contents Association
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• v.16 no.1
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• pp.655-665
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• 2016

This study analyzed how work environment of staff in group homes on their job satisfaction targeting 148 persons. As a result, this study found that the staff recognize challenge and role ambiguity at the level which is above level ranging from 3.08 to 3.61 points with respect to 6 subdomains of work environment, but showed a relative vulnerability regarding comfortability, monetary reward, role conflict and workload as below average ranging from 1.80 to 2.73 points. Results of multiple regression analysis show that challenge and role ambiguity exert a significant influence on their job satisfaction. The above results suggest that it is necessary to provide staff with an opportunity for self-development and challenge by specifying service standards for social rehabilitation teachers in work environment and strengthening group home support system in various ways, enhancing support or advocacy necessary for solving problems.

• Journal of the Korean Society for Library and Information Science
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• v.51 no.1
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• pp.245-269
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• 2017

To assess and understand the level of job burnout among the medical librarians and identify the factors affecting it, email survey, consisting of questions regarding personal background, organization characteristics, degree of burnout, and coping activities, was administered for two weeks in December 2016, to the librarians in 138 institutions affiliated with the Korean Medical Library Association. MBI-GS is used as a burnout measuring instrument. Data collected from 158 librarians (response rate 65.6%), were analyzed by descriptive statistics, t-test, ANOVA, and correlation analysis methods. According to MB-GS norm, respondents experience moderate level of exhaustion and professional efficacy, however the level of cynicism is extremely high. There are significant statistical differences in burnout, depending on age, medical librarian certificate, work experience, type of library, job coverage, and coping activities. There are also statistical significant correlations between workload, role conflict, decision making process and performance evaluation, organization communication, IT environment, continuing education and burnout. Based on the results, recommendations to alleviate burnout are suggested in individual, organizational, and professional association context.

• Journal of Home Health Care Nursing
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• v.24 no.1
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• pp.5-13
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• 2017

Purpose: This study aimed to identify the workload of home healthcare nurses and their job satisfaction. Methods: The research was conducted on 87 home healthcare nurses in nationwide medical institutions. Results: Number of visits was correlated with direct nursing hours. The monthly average number of visits was 108.84 ; the average number of patients was 45.66; the average daily working hours were $8.95{\pm}0.95$, of which $5.43{\pm}1.06 $ were indirect nursing hours, and $3.57{\pm}1.05$ were direct nursing hours. The average nursing time by severity condition was 22.25 minutes for group 1 patients, 28.04 minutes for group 2, 34.97 minutes for group 3, and 42.88 minutes for group 4. Of possible scores out of 5 for the job satisfaction of home healthcare nurses, their satisfaction was low for their welfare ($2.68{\pm}1.12$), workload ($2.90{\pm}0.88$), and enough time to work ($2.98{\pm}0.90$). Conclusion: The severity of patient's conditions influenced the workload of home healthcare nurses. Although workload did not correlate significantly with job satisfaction, it is necessary to devise a measure for manpower so that home healthcare nurses can secure sufficient nursing hours when they visit clients.

• Journal of Engineering Education Research
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• v.13 no.4
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• pp.60-69
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• 2010

The purpose of this study was to investigate whether there were difference between gender of engineering students in terms of academic achievement, self-efficacy and engineering self-efficacy. A total of 387 engineering students (male=284, female=103) completed the self-efficacy and engineering self-efficacy test. And students self-reported their grade point average(GPA) in their former semester. The results of t-test with gender about academic achievement indicated that there were not differences in academic achievement between gender. The results of MANOVA with grades indicated that there were differences in self-efficacy and engineering self-efficacy between gender. Male students scored significantly higher than female students in self-efficacy, and engineering self-efficacy.

• Proceedings of the Korean Institute of Navigation and Port Research Conference
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• 2012.06a
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• pp.458-460
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• 2012

1970년대에는 일반적으로 상선에 30-40명의 선원이 탑승했었지만, 최근에는 선박의 자동화와 경제적 문제 때문에 점점 선원수를 줄이고 있는 실정이다. 그러나 최근 통계에 따르면 해양사고의 약 80% 정도가 human error에 의해 발생하고 있으며, 이러한 이유중의 하나는 선원 1명당 부과되는 작업량 과다에 있기도 하다. 즉 선원수의 감소는 업무 또는 작업량의 증가를 가져왔고, 하루에 14-18시간 일하는 것은 특별한 일이 아니게 되었다. 따라서 사고의 증가를 유발하지 않는 범위 내에서 선원수의 감소 범위 산정은 경제적 문제로 인해 크게 대두되고 있다. 현재 안전성과 효율성을 고려한 선원수 산정에 대한 정확한 근거 및 산정자료는 없지만, 최근 IMO, 미해안경비대 (US Coast Guard ; 이하 USCG) 등에서 안전승무정원(safe manning)에 관한 논의 및 연구가 진행되고 있다. 본 논문에서는 선박의 안전승무정원의 평가모델에 대한 최근 국내외 연구현황을 정리하고, 국내 수용을 위한 방안을 제시하고자 한다.

• Proceedings of the Korean Institute of Navigation and Port Research Conference
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• 2014.06a
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• pp.297-299
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• 2014

그동안 관제사의 업무량과 관제권 설정 연구는 해상교통량과 혼잡도를 기반으로 한 위험성 평가에 치중되어 왔으나 실제 관제사의 업무는 해상교통을 유효하게 모니터링하는 것 뿐만 아니라 음성교신을 통해 관제업무를 수행하고 이를 기록하는 범위에 이른다. 관제통신을 측정하고 분석, 평가하는 방식이 보다 효과적인 데이터로 활용된다면 관제 한계치를 가름할 수 있는 수단으로 활용될 뿐만 아니라 관제권역의 구성, 해상교통안전성 평가, 해양안전정책 수립 등, 활용될 수 있는 새로운 가치가 창출될 것이다.

• Journal of Korean Academy of Nursing Administration
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• v.13 no.2
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• pp.156-166
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• 2007

Purpose: The purpose of the present study was to examine the causal relationships among hospital nursing organizational characteristics (organizational climate, workload), individual characteristics (experience, education) and outcome variables (job satisfaction, job stress, task performance) by constructing and testing a conceptual framework. Method: Five large general hospitals located in Seoul were selected to participated. The total sample of 245 registered nurses represents a response rate of 94 percent. Data for this study was collected from January to February in 2006 by questionnaire. Path analyses with LISREL program were used to test the fit of the proposed model to the data and to examine the causal relationships among variables. Result: Both the proposed model and the modified model fit the data excellently. The model revealed relatively high explanatory power of work stress (40%), job satisfaction (46%) and task performance (27%) by predicted variables. In predicting work stress, job satisfaction and task performance, the finding of this study clearly demonstrate organizational climate might be the most important variable. Conclusion: Based on the findings of the study, it was suggested that desirable organizational climate was needed to increase the nurses' mental and physical health as well as qualified task performance.

• Journal of the Korean Dietetic Association
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• v.23 no.3
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• pp.300-315
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• 2017

The purpose of this study was to examine nutrition teachers' workload, job tension, and job satisfaction. Specifically, this study investigated the influence of nutrition teachers' workload and job tension on job satisfaction. A self-administered survey was distributed via online to 240 school nutrition teachers, in Korea, from July 16 to September 5, 2016. A total of 132 respondents completed the survey. The survey asked respondents for the time required for each task, job tension, job satisfaction, and demographic information. The findings of the study indicated that nutrition teachers spent most of their time on foodservice operation/management. Among factors affecting job satisfaction, amount of work showed the lowest score. Job tension (P<0.001) of school nutrition teachers and amount of work (P<0.01) negatively affected their job satisfaction. Moreover 'kind of work' (P<0.001), 'future of career' (0.01), and 'amount of work' (0.05) were the factors significantly affecting job satisfaction. The study offers implications for governmental policies which can improve school nutrition teachers' satisfaction with their job duties.

• Journal of the Korea Convergence Society
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• v.7 no.6
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• pp.105-113
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• 2016

This study was conducted to identify the Convergence influence of job satisfaction of care service providers on their psycho-social well-being status. A study subjects were 308 care service providers employed in local self-support centers for Social Service in Gwangju, Jeonam Jeonbuk province, from whom data was collected using self-administrated structured questionnaire after regular holiday education. In consequence hierarchical multiple regression analysis, research findings; adjusting general and occupational characteristics, the higher they perceived sub-dimensions of job satisfaction such as relationship with job demands(${\beta}=0.393$, p=.063), clients(${\beta}=0.669$, p=.000), relationship with peers and supervisors(${\beta}=0.229$, p=.068) the better their psychosocial well-being status was. And psychosocial well-being status of those who held certificate of care provider(${\beta}=4.815$, p=.003), helpers for neonate and mother(${\beta}=4.348$, p=.011) were higher than that of those who did not, which reflexed difference in their clients. As a results, promote mental health of care providers, it would be necessary to provide them training programs for facilitating human relationships with clients, peers and supervisors.