• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.6
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• pp.48-54
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• 2019

This study was based on Job Demand-Resource Model and tried to understand the causes of presenteeism that work but have decreased productivity in spite of health problems. In order to examine the psychological causes of presenteeism, we reinterpreted job resources as psychological capital, which is a psychological resource of personal dimension, and examined the positive and negative aspects of job demands by classifying job demands into challenge and hindrance stressors. Data analysis was conducted using SPSS 21.0 and AMOS 20.0 statistical programs. Data were gathered from 329 employee in Korea. The results of this study are as follows: Hindrance and challenge stressor and psychological capital were fully mediated in the influence of presenteeism through job engagement, and hindrance stressor and psychological capital were fully mediated in the influence of presenteeism though job burnout. Based on the results.

• Management & Information Systems Review
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• v.29 no.4
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• pp.245-266
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• 2010

So far the study on college graduates has been concentrated on employment and wages. But if college graduates get a job, this study want expanding to the study of the suitability of their level to the job or the job satisfaction. For this study, structural equation model was built up to verify the influencing factors on the job suitability and job satisfaction of college graduates by using data of '2007 Graduates Occupational Mobility Survey(GOMS)'. To put it concretely, job suitability and job satisfaction were analysed based on the leading factors such as vocational value of graduates and the participation of employment supporting program in university. Analyses showed that the vocational value has a positive influence on the job suitability and the job satisfaction as well as the participation of employment support program. And the participation of employment supporting program influenced positively on the job satisfaction and the job suitability while in work. Besides we found that the job suitability has a positive impact on the job satisfaction. These confirmed that the vocational value while in school is very important and plays an important role in the job suitability and the job satisfaction with their jobs while in work. Also those who have a higher vocational value take part in the various employment supporting programs and experience the job satisfaction and the job suitability while in work. Therefore we found that the various employment supporting programs play an important role for the graduates. Accordingly, the school authorities and job centers have to strengthen the value education for the enrolled student to plant a vocational value and improve and reinforce the employment supporting program in university.

• Korean Security Journal
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• no.41
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• pp.123-151
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• 2014

The purpose of this study was focused on the relationship between private guards' job embeddedness and dual commitment. In this study, job embeddedness is selected as an independent variable and dual commitment is selected as a dependent variable one. job embeddedness was divided into three sub-factors such as "fit", "links", and "sacrifice", and dual commitment is again composed with organizational commitment, and career commitment. Moreover sex, age, academic background, service period, and income were selected as a control variable. To test the hypotheses, survey data from private guards in Kyungpook are collected and analyzed. Principal component method is used to see which items cluster together in each factor and to calculate factor scores. Multiple regression analysis identifies several factors which have significant effects on dual commitment. Key finding can be summarized as follow. Fist, the factor of "fit" have significant effects on organizational commitment, and career commitment. Second, the factor of "links" have significant effects on organizational commitment, and career commitment. Third the factor of "sacrifice" have significant effects on organizational commitment, and career commitment. Finally, when all the variables with significant effects are included in the final model, "links" disappear, while "fit" and "sacrifice" remain statistically significant. Based on these finding, this study suggests some policy issues to promote private guards' dual commitment.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.8
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• pp.560-569
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• 2019

This study examined the factors influencing the burnout of correctional workers via a survey conducted in February 2018 for the employees working at the Korea Rehabilitation Agency. The final analysis used data from 290 survey responses. In order to investigate the factors affecting burnout, personal and job-related characteristics, job stress, and interpersonal stress factors were analysed. For the analysis, Baslach burnout scale, Korean occupational stress scale (KOSS), Korean interpersonal relationship stress (KIRS), descriptive analysis, correlation analysis, and hierarchical regression analysis were all used. The correlation analysis showed statistically significant relationships between the factors(p<.01). From the regression analysis results, the influences of job stress (job demand ${\beta}=.308$, p<.001, degree of autonomy ${\beta}=.124$, p<.001, relationship conflict ${\beta}=.169$, p<.001) and interpersonal stress (relationships with supervisors ${\beta}=.402$, p<.001, relationships with clients ${\beta}=.155$, p<.01) were stronger than job-related characteristics (employment type, working hours, working years) and personal characteristics (gender ${\beta}=.173$, p<.01). Although personal and job-related characteristics influence the workers' burnout, levels of job stress and interpersonal stress affect burnout levels more strongly. Based on the study results, further study and suggestions for reducing the burnout of the correctional workers were discussed.

• The Korean Nurse
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• v.32 no.1
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• pp.31-37
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• 1993

• Research in Community and Public Health Nursing
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• v.2 no.1
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• pp.294-295
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• 1990

• Journal of the Korea Convergence Society
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• v.7 no.6
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• pp.229-236
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• 2016

This study attempted to identify multi-dimensional influencing factors of working condition, job stress and supervision affecting care service personnel's job satisfaction by using structural equation model. From the results of this study, first, working condition (B=.247), job stress (B=-.610) and supervision (B=.635) were analyzed to have statistically significant effects upon job satisfaction as a dependent variable. Approximately 34.9% of job satisfaction was found to be explained through variables put into research models. Second, supervision affecting job satisfaction was found to have mediation effects on job stress. It will be necessary to apply the method to effective manpower management plan through supervision in the manager education course to improve job satisfaction for social service delivery manpower as well as care service in the future.

• The Journal of the Korea Contents Association
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• v.15 no.10
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• pp.425-435
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• 2015

While managerial coaching has increased popularly as an effective leadership initiative in organization, the relationship between managerial coaching and its effects on performance has not been scholarly well defined. This study examined the role of managerial coaching as a moderator between job characteristics and job performance. Based on the sample of 453 employees in a financial firm, HLM was conducted to test the research model at multiple levels of organizational hierarchies. First, we found that managerial coaching has a direct impact on employee performance. Second, the strength of the relationship between job meaningfulness and job performance is positively related to the level of managerial coaching. Third, managerial coaching positively moderates the association between autonomy and job performance. However, any cross-level moderating effects of managerial coaching on the relationship between feedback and job performance is not observed. These results show that managerial coaching by managers could promote employees' performance through maximizing the impact of job characteristics on employees' motivation.

• The Journal of the Korea Contents Association
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• v.11 no.5
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• pp.328-337
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• 2011

For certify job characteristic affecting attitude of employee, this study is to examine the relationship between core job characteristics(skill variety, task identity, task significance, autonomy, feedback) and attitude(job satisfaction, organizational commitment, turnover intention) of small business from a 'human resource management' point of view. Concretely, it is confirmed whether how influence of ore job characteristics on attitude and whether there is a moderating effect of growth needs of strength between core job characteristics and attitude of small business. The results of regression analysis using 315 domestic employees are as followings. First, it is confirmed that the skill variety and task significance has influence on job satisfaction positively, skill variety and feedback has influence on organizational commitment positively, and skill variety and feedback has influence on turnover intention negatively. Second, there is moderating effect only the relationship between task significance and turnover intention. On the basis of these study results, it suggested strategic implications to job design and business strategy for heightening attitude of small business employees.

• Journal of the Korean Data Analysis Society
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• v.20 no.6
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• pp.3169-3183
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• 2018

Based on the affective event theory, the purpose of the study is to examine the effect of the individual difference regulatory focus on the process in which the work events affect job engagement under organizational circumstances. To this end, 232 financial workers were surveyed on positive events, positive affects, regulatory focus and job engagement. The results of the analysis are as follows. First, the positive events generated positive affects and showed positive influence on job engagement. Second, the effect of positive affects on job engagement has been shown to be discriminatory depending on the level of regulatory focus. The higher the level of promotion focus, the stronger the effect on job engagement of positive affects, and the higher the level of prevention focus, the weaker the effect on job engagement of positive affects. Third, the moderated mediated effect was found to be significant only in the prevention focus. The magnitude of indirect effects on job engagement by positive events was found to be weakened when the prevention focus was high. Finally, the implications and future research issues were discussed.