• Journal of The Korean Society of Integrative Medicine
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• v.10 no.3
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• pp.173-184
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• 2022

Purpose : The purpose of this study was two-fold: to identify the effect of dental hygienist's self-determination motivation on their job engagement and to analyze the moderating effect of compensation satisfaction that affect the relevance. Methods : Data were collected using a structured self-report questionnaire administered to 260 dental hygienists working in dental hospitals and clinics in Busan, South Korea. These were analyzed using IBM SPSS Statistics version 26.0 and SPSS Process Macro 3.5. A frequency analysis, including the respondents' general characteristics, frequency, percentages, and standard deviations, was performed. A regression analysis was also performed using SPSS Process Macro to verify the moderating effect of compensation satisfaction in the effect of self-determination motivation on job engagement. Results : The self-determination motivation of the dental hygienists had a statistically significant positive effect on their job engagement, which was the dependent variable. Higher intangible compensation satisfaction levels led to a stronger effect of intrinsic motivation but a weaker effect of extrinsic motivation on job engagement. Moreover, higher tangible compensation satisfaction levels strengthened the effect of intrinsic motivation on job engagement. Conclusion : Recently, the demand for oral health care has been increasing, Competition in the dental medical service market warrants, high-quality dental services based on accurate diagnosis and treatment. In this context, dental hygienists' job engagement must be improved. For this purpose, increasing the satisfaction of dental hygienists with self-determination motivation and appropriate compensation is effective. In addition, attention must be paid to the moderating effect of compensation satisfaction on the relationship between intrinsic motivation and job engagement. On the basis of the implications of this study, the results can be used as basic data for improving dental hygienists' welfare system and manpower management.

• The Journal of the Convergence on Culture Technology
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• v.10 no.5
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• pp.341-349
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• 2024

This study analyzed the work experience of social workers employed in social welfare facilities in Seoul. We investigated key variables, including working conditions, job characteristics, workplace violence, work-related stress, and burnout experiences. Additionally, we utilized word cloud analysis to identify the primary opinions and experiences of social workers. The results showed that social workers' salaries were generally low, and there was dissatisfaction with the promotion and compensation systems. We also found that social workers pointed out issues related to time shortages, poor physical environments, and inadequate equipment. The analysis by institution type revealed that social workers in public institutions reported high job intensity and low satisfaction with their working conditions. Based on these findings, we propose policy and practical suggestions to improve the work environment of social workers.

• Management & Information Systems Review
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• v.33 no.3
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• pp.129-154
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• 2014

We are making products and services that we didn't easily think or even imagine when young and living using them. Consumer needs become more diversified, markets and technologies are being constantly changed, and corporate global competitiveness is getting intensified. Now, companies that don't change nor create new values cannot survive. The cycle of new products is faster, and therefore corporations should improve previous products continuously or create new values according to such a trend. This era requires 'creativity' for companies to overcome uncertainty and survive. Corporate creativity is not easily activated as financial and physical compensation unlike the work ability or performance. When there is an environment that people with various abilities, experiences and backgrounds can express their opinions freely, it becomes possible. Despite the importance, the studies have focused on creativity education so far instead of the viewpoint of corporate business administration. In addition, most studies have dealt with job characteristics and employees' personality factors rather than the process that is connected to actual performance. In other words, the studies on environmental factors that can lead motivation as situational characteristics of the employee's company in a current non-monetary and non-physical way are very insufficient. Therefore, this study aims to comprehensively examine the process of creating creative performance in the environment inside the company that the employee could approach most closely from the corporate deinstitutional perspective. As the major variables, job characteristics and supervisor's ethical leadership were selected, and the process that is connected to the creative performance was explained by means of motivation necessary to understand creativity of the organization and creative process engagement(CPE). The summary of the verification results is following. First, job characteristics and supervisor's attitude(ethical leadership) had positive effects on intrinsic motivation and creativity process engagement. Second, intrinsic motivation and creativity process engagement had positive effects on creative performance. Third, intrinsic motivation and creativity process engagement had mediated the relationship between job characteristics, supervisor's attitude and intrinsic motivation, creativity process engagement

• Korean Journal of Psychosomatic Medicine
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• v.24 no.1
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• pp.66-73
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• 2016

Objectives : The purpose of this study was to investigate the characteristics of psychosocial factors related to functional dyspepsia(FD) and their effects on quality of life(QOL) in firefighters. Methods : This study examined data collected from 1,217 firefighters. We measured psychological symptoms by Patient Health Questionnaire-9(PHQ-9), Generalized Anxiety Disorder questionnaire(GAD-7), Korean Occupational Stress Scale(KOSS), Ways of Coping checklist(WCCL), Rosenberg's Self-Esteem Scale(RSES) and World Health Organization Quality of Life Scale abbreviated version(WHOQOL-BREF). Chi-square test, independent t-test, Pearson's correlation test, logistic regression analysis, and hierarchical regression analysis were used as statistical analysis methods. Results : For the group with FD, the male participants showed significantly higher frequency(p=0.006) compared to the female participants. The group with FD had higher scores for depressive symptoms(p<.001), anxiety (p<.001), and occupational stress(p<.001), and did lower scores for self-esteem(p=.008), quality of life(p<.001) than those without FD. The FD risk was higher in the following KOSS subcategories: job demand(OR 1.94, 95% CI : 1.29-2.93), lack of reward(OR 2.47, 95% CI : 1.61-3.81), and occupational climate(OR 1.51, 95% CI : 1.01-2.24). In the hierarchical regression analysis, QOL was best predicted by depressive symptoms, self-esteem, and occupational stress. Three predictive variables above accounts for 42.0% variance explained of total variance. Conclusions : The psychosocial factors showed significant effects on FD, and predictive variables for QOL were identified based on regression analysis. The results suggest that the psychiatric approach should be accompanied with medical approach in future FD assessment.

• Journal of Labour Economics
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• v.41 no.1
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• pp.39-81
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• 2018

This study focuses on whether non-standard workers are matched by voluntary contract with employers in the labor market and analyzes the factors of involuntary choice of non-standard employees that are diverse by firm size. For the analysis I consider non-standard employees as either voluntary or involuntary according to the push/pull theory based on labor mobility. The Economic Activity Census Added Survey data 2016 show that the proportion of involuntary non-standard employees is greater than voluntary ones as the firm size is smaller. As a result of the analysis, involuntary non-standard employees are not significantly discriminated from voluntary non-standard employees in large firms. However, in small and medium-sized firms and micro small-sized firms, workers are more likely to be involuntarily non-standard if they are older or less educated. In addition, they are more likely to be employed involuntarily in micro small-sized firms than in small and medium-sized firms. Therefore, we should take into account the mismatching problems of compensation, specialty, and career in order to establish policies on non-standard workers. In addition to the financial support for small and medium-sized and micro small-sized firms, it is necessary to provide workers with job information that matches their job skills and career experiences.

• 대한공업교육학회지
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• v.36 no.2
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• pp.239-256
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• 2011

The purpose of this study is to deduce the effective improvement plans of engineering education system and to provide the base materials by analyzing satisfaction and problems in the perception survey of stakeholders related in engineering education system including Engineering Education Accreditation System. Engineering education system improvement plans from the results of study are as follows. First, government and university should provide more financial support to the college in order to improve education environment such as laboratories and equipment. Second, in order to improve links among engineering education stakeholders, student-professor, student-faculty, and colleges should operate effective mentoring program and consultation plan. Third, according to service quality evaluation, colleges need to give rewards to distinguished faculties for their outstanding work and build up job training about services in order to enhance satisfaction of students and professors, Also, business related to Engineering Education Accreditation System should be simplified and needs to increase the number of workers exclusively responsible for this work. Forth, in order to enhance comprehension of learning outcome and outcome of Engineering Education Accreditation System, it is necessary to improve Engineering education innovation center's status, to establish active systematic promotion system and to operate engineering education evaluation expert committee such as 'Engineering education system evaluation council'. Fifth, because of the stakeholder's shortage of benefits and tiredness accumulation, the issue of effectiveness in engineering education institutions has raised controversy. Thus, engineering education institutions needs to take measure necessary. Moreover, engineering education improvements should be improved by reflecting opinions from professors, faculties and students who are practically planning, operating and participating engineering education programs.

• Journal of the Korean Regional Science Association
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• v.33 no.2
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• pp.3-23
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• 2017

This study aims to understand how human capital is related to the inter-regional wage gap between the capital region and the non-capital region in Korea. We focus more specifically on whether the inter-regional wage gap is due to high levels of human capital in the capital region or due to high returns to human capital in the capital region. The decomposition method based on the unconditional quantile regression was used to examine how the relationship between human capital and the inter-regional wage gap varies along the wage distribution. When first estimating earnings functions from the two regions to apply this decomposition method, we included not only conventional indicators of human capital, such as education and on-the-job training, but also occupational skills including cognitive-interactive skills, technical skills, and physical skills. As a result, other things being equal, a large part of the inter-regional wage gap was explained by the human capital variables. Although the composition effect of the human capital variables existed in all the wage quantiles, the more important factor was the wage structure effect of the human capital variables. In addition, among the various human capital variables, the wage structure effect of years of education was a key factor in explaining the inter-regional wage gap. This study is meaningful in that it shows that the relationship between human capital and the inter-regional wage gap may vary depending on the wage quantiles.

• Korean Business Review
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• v.19 no.1
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• pp.223-240
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• 2006

The purpose of this study is to review the current state of the transformational leadership and LMX approach to the study of leadership. Leadership research has witnessed a shift from traditional transactional models to a new genre of theories of transformational and charismatic leadership and LMX. Transformational leadership theories offer the promise of extraordinary individual and organizational outcomes. Leaders motivate followers to perform beyond expected levels by activating higher order needs, fostering a climate of trust, and inducing them to transcend their self-interest for the organization's sake. Numerous investigations point of the robustness of the effects of such leadership on individual and organizational outcomes such as job satisfaction, organizational commitment, and performance. LMX theory suggests that leaders do not use the same style in dealing with all subordinates, but rather develop a different type of relationship or exchange with each subordinate. These relationships range from those that are based strictly on employment contracts to those that are characterized by mutual trust, respect, liking, and reciprocal influence. LMX has been positively related to job satisfaction, productivity, and career progress of managers and negatively related to turnover and employee grievances. In conclusions, effective leaders link achievement of organizational goals to follower fulfillment of self-development goals, with the former advancing the latter.

• 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.

• Information Systems Review
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• v.9 no.1
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• pp.191-214
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• 2007

This study analyzes the process of establishing BSC based strategic performance evaluation system of KOMSCO. This case could be a reference to other public institutes for BSC introduction and efficient BSC usage. Internal control system of KOMSCO has been improved by EVA system in 1999, BSC introduction and Job analysis in 2001 through 2002, and BSC performance evaluation system in 2004. KOMSCO tries to reflect BSC concept by inducing employees to cooperate selection process of CSF and KPI and by considering the organizational characteristics of KOMSCO in constructing it's performance indices. It is suggested that these processes are very important and should be followed by other institutes in their BSC introduction. By applying BSC, KOMSCO provides improvement in employees' understanding of strategy, performance management, and performance evaluation. KOMSCO' information system based on ERP and efficiently connected to EIS, KMS, and BSC seems to play an important role of BSC application. BSC system of KOMSCO is now in the early stage of application and needs to be evaluated by the efficiency of usage in terms of overall performance evaluation system, deduction system of evaluation point for excess accomplishment over target, and connection to budget system.