• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.16 no.8
• /
• pp.5372-5383
• /
• 2015

The purpose of the present study was to figure out the effects of the result variables of hospital employees' conflicts on organizational effectiveness variables such as job satisfaction and organizational commitment. The present study was conducted with 305 subjects. The correlations among conflict, job satisfaction, and organizational commitment levels by conflict factor and by conflict type were analyzed using correlation analyses and multiple regression analyses were conducted to examine the effects of intra-organizational conflicts on conflict results while general and job related characteristics variable were controlled. According to the results of analyses, conflicts due to job satisfaction factors such as communication, leadership, and personality had significant negative effects on overall, intrinsic, and extrinsic job satisfaction levels and organizational commitment factors such as interdependence, leadership, and personality were significant conflict variables. By type, horizontal conflicts affected job satisfaction while vertical conflicts affected organizational commitment. When intra-organizational conflict levels were higher, job satisfaction and organizational commitment levels were lower and when job satisfaction levels were higher, organizational commitment levels were also higher

• Journal of the Korea Society of Computer and Information
• /
• v.27 no.8
• /
• pp.123-133
• /
• 2022

In this paper, we propose a Leveled Micro-Degree Job Competency Certification Model that considers the level of the job based on the job defined in the NCS. There is a mismatch of manpower due to the problem of university education that cannot keep up with the rapidly changing technological environment caused by the 4th Industrial Revolution. The Nano-Degree and Micro-Degree systems designed to solve this problem are used for job competency certification of cyber security personnel. NCS sub-categorized job field is defined as Micro-Degree and detailed job by ability unit is defined as Nano-Degree, the level of the ability unit defined by level is equally applied to the Micro-Degree. And it is a system that certifies the job competency corresponding to the degree-based university academic background. By applying this system to the curriculum of Cyber Security School, Yeungnam University College, we proposed a method to configure the Nano-Degree course based on NCS duties. The method proposed in this paper can be used as a method for verifying job competency of Nano-Degree and Micro-Degree, which are recently introduced by many universities.

• 재활복지
• /
• v.15 no.2
• /
• pp.249-274
• /
• 2011

The purpose of the present study was to provide fundamental information to improve job satisfaction of rehabilitation-counselors and the service in sheltered workshop. The researcher conducted the nationwide survey of rehabilitation-counselors in sheltered workshop. The results of this study were summarized as follows. First, job stress of rehabilitationcounselors in sheltered workshop was in low level, but job satisfaction was relatively in high level. The factor of conflict in their role and over-roaded role reached serious level. And the promotion and salary of a job made their job satisfaction lower. Second, there was significant correlation between job stress and their career. Third, job satisfaction according to general characteristics of rehabilitation-counselors differed from their age. Fourth, there was significant correlation between job stress and job satisfaction. It showed that the higher job stress, the lower job satisfaction. Therefore, policy improvement was needed to enhance job satisfaction. In addition, continuous research and individual efforts were needed to lower the level of job stress for rehabilitation counselors in sheltered workshop.

• The Journal of the Korea Contents Association
• /
• v.21 no.10
• /
• pp.690-701
• /
• 2021

This study examines the effects of job stress on fire-fighters' job performance on negative job factors, job burnout, and positive job factors, job satisfaction, respectively, and by examining whether resilience has a modulating effect in these influence relationships. This was done to provide useful information for planning management strategies. The analysis was done by regression analysis of data collected through a structured survey of 239 fire-fighters, and the moderating effect was confirmed by calculating and applying the interaction term. For the analysis, a structured questionnaire survey was conducted on 239 fire-fighters. As a result of the analysis, it was confirmed that job stress and job burnout of fire-fighters were low, job satisfaction was normal, and resilience was above average. Also, there was no significant difference in resilience according to demographic characteristics, and it was found that job stress had a positive(+) influence on job burnout at a statistically meaningful level, and a negative(-) influence on job satisfaction. In addition, it was found that impulse control power and cause analysis power had a moderating effect in the influence relationship between job stress and job burnout, and impulse control power had a moderating effect in the influence relationship between job stress and job satisfaction. Based on these results, it was proposed to preemptively apply various resilience programs suitable for the situation of fire-fighters, enhance emotional competence, and introduce coaching personnel to help self-reflection.

• Journal of Digital Convergence
• /
• v.14 no.9
• /
• pp.181-198
• /
• 2016

This study explored the performance factors of casino information systems for foreigners, empirically examined the causal relation between these factors and the business performances through organizational trust and job satisfaction and suggested a direction to enhance the casino information systems. The result of this study showed that, firstly, information quality impacted positively on security reliability and job satisfaction. Secondly, system quality impacted positively on security reliability and job satisfaction. Thirdly, service quality impacted positively on security reliability and job satisfaction. Fourthly, security reliability impacted positively on job satisfaction through security reliability. Lastly, security reliability and job satisfaction impacted positively on business performance. This research must be continued by expanding upon the variables of this research study, and there is a need for follow up research on methods that can analyze the management performance of casino information systems from a diverse set of approaches and also research that conducts an analysis on systems that are implemented to prevent tax evasion.

• Horticultural Science & Technology
• /
• v.32 no.6
• /
• pp.887-900
• /
• 2014

This study was conducted to provide a job analysis for, and assess the job performance of horticultural therapists, as well as examine future educational needs. To this end, a chart developed using the DACUM method was chosen as the appropriate tool for the job analysis of horticultural therapists (Study 1). Based on the chart, a survey using an evaluation form was produced to investigate the current level of job performance and future required level of horticultural therapists (Study 2). A total of 8 duties and 45 tasks were classified to examine job performance, based on analysis of the DACUM Council (Study 1). These duties include A. Decide execution organization for horticultural therapy (HT) program, B. Diagnose and assess clients before starting the HT program, C. Plan HT program, D. Develop HT program, E. Prepare to implement HT program for each session, F. Implement HT program for each session, G. Implement overall assessment for HT program, and H. Develop oneself as a horticultural therapist. Their duties were broken down further into five to eight tasks per duty, totaling 45 tasks. Based on the horticultural therapist job performance sheet developed through this process, an assessment of the current job level of horticultural therapists was performed and future required level were examined (Study 2). The evaluation forms were sent to 779 horticultural therapists with level 1 or 2 certification via email or mail delivery. The analysis of 242 questionnaires (31.1%) revealed that horticultural therapists with level 1 certificates have a significantly higher job performance level for 34 of the 45 tasks. Regarding future required level, 20 out of 45 tasks were assessed as higher for level 1 horticultural therapists than level 2. In addition, a Borich formula was utilized to identify the priority of educational needs for the 45 horticultural therapist tasks. The results revealed the following top three tasks: H1. Receive feedback from the supervisor for the horticultural therapy program; A1. Distribute promotional materials about the horticultural therapy program; and H2. Submit a grant proposal for horticultural therapy program to organizations such as welfare foundations. The results of this study are anticipated to facilitate understanding and improve work conditions for current horticultural therapists or horticultural therapists-in-training. In addition, institutions that train horticultural therapists will be able to use this as basic research to develop a practical training curriculum.

• Korean Journal of Social Welfare
• /
• v.58 no.1
• /
• pp.209-235
• /
• 2006

This study was performed to analysis the social worker's duty in korea and suggest for typology duties of 1st grade social worker, 2nd or 3th grade social worker's qualification. 911 social workers responded to questioner. This objectives was accomplished by the measuring to frequency of duties, and the qualifying cognition of each grade social worker's duties. As a result, social worker spent more time carried out maintenance of facility, direct services, intake, management of file and official document duties than personal management, planning and financial program, evaluation and termination duties. Type of social worker's duties fined out composed of 4 type. Type I(The 1st grade social worker's duties) was belonged to 53 task elements, type IV(The 2nd or 3rd grade social worker's duties) was subjected to 11 task elements. 21 task elements performed to either 1st grade social worker or 2nd, 3rd grade social worker by type or uniqueness of social work practices. To allocation of duties by each grade social worker, fitting out of qualification system, the task elements for each grade of social worker must be prescribed by the rules. This allocation of duties by each grade social worker would be utilized to support qualified social work services, and to strengthening of their professional.

• The Journal of the Korea Contents Association
• /
• v.14 no.4
• /
• pp.168-179
• /
• 2014

This study has targeted 291 public officials in charge of social welfare in the community centers of Chungnam and Chungbuk region to examine their level of job stress, job satisfaction and turnover intention and the relationship between these variables. For the data analysis, PASW Statistics 18.0 was used. The main results of this study are as follows. First, for the job stress and turnover intention the social welfare job was higher than the administrative job and for the job satisfaction administrative job was higher than the social welfare job. Second, by examining the most significant factors that affects the job satisfaction and turnover intention for the social welfare job, it was shown as the job factors of job stress and for the administrative job, it was shown as the organizational factors of job stress. Based on the results of these studies, several alternatives were suggested in order to improve the job satisfaction and reduce the turnover intention. In addition, the significance of this study can be found in that the study was analyzed the level and relationship of the factors related to their job and divided into social welfare job and administrative job.

• The Journal of the Korea Contents Association
• /
• v.17 no.2
• /
• pp.55-70
• /
• 2017

In order to understand job burnout, it is necessary to consider not only the working environment according to the market environment but also the social situation of the team or the organization. This study analyzed the effects of job demands and job resources on job burnout based on JD-R theory. In other words, the team-level variables, servant leadership and HRM control types, were tested for the effect of moderating the individual workload, emotional labor and job burnout. The results of empirical analysis showed that the higher the self-efficacy, the less job burnout, whereas the higher the workload and emotional labor, the more job burnout. Second, the more positive the team level input and result oriented HRM are, the less positive regression relation of workload and job burnout is. Finally, it was found that the intensity of the regression relation of negative self-efficacy and job burnout was amplified in the team with servant leadership.

• Journal of the Korean Society for information Management
• /
• v.35 no.1
• /
• pp.103-127
• /
• 2018

This study examined differences in job stresses, depression and state anxiety levels relating to sociological characteristics of records managers and studying whether the mediating effect of state anxiety levels significantly occurs on the depression followed by their job stresses. So we distributed questionnaires of 9 factors including sociological characteristics to record managers, asking them job stresses, depression, and state anxiety levels, and collected 98 questionnaires finally. We analyzed the effect of mediation on the surveyed data using Regression Analysis. As a result, it was found that there is a full mediating effect of state anxiety level between job stress and depression, and that, therefore, state anxiety levels of the record managers must be managed to lower their depression levels.