• Journal of dental hygiene science
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• v.10 no.6
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• pp.431-438
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• 2010

This study was designed to identify the relationship between emotional labor and reaction factor(job satisfaction, fatigue), buffer factor(social support) among dental hygienist. The number of respondents was 50 who work in dental clinic and period of investigation was march 2010 through April 2010. A structured questionnaire was employed to evaluate the level of participants' sociodemographics, job-related factors, health-related behaviors, emotional labor and self-perceived fatigue, job satisfaction, social support. While the mean values of emotional labor were higher than thosewho work in hospital and lower than those who work in service employees. These results suggest that emotional labor was related to an increase in fatigue and strong correlation between involuntary emotional expression, self-perceived fatigue, job satisfaction, social support in dental hygienist. Multiple regression analysis has found that social support and no. of personnel were main factors that influence to the level of emotional labor in dental hygienist. The results of this study suggest that emotional labor was a determinant predictor of self perceived fatigue. Thus, a management program for emotional labor is strongly recommended for promotion of quality of life in dental hygienist and to improve dental service and competitiveness.

• Korean Journal of Hospice Care
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• v.8 no.1
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• pp.29-48
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• 2008

Purpose: The purpose of this study was to provide the basic information on the improvement plan by identifying the role accomplishment and job satisfaction of the hospice nurses and analyzing the factors that impact such role accomplishment and job satisfaction. Methods: The data was collected of 189 hospice nurses who have been working more than 6 months in 56 hospice programs registered in Korea Hospice Association and Korean Catholic Hospice Association from October to November, 2007 by structured questionnaire which was developed by Ryu(1979), based on the Riehl's nursing role and the research of Choe(2005) on the role of hospice nurse. Results: The role accomplishment and job satisfaction of the study subject were 3.53 point and 3.39 point, respectively. The roles of hospice nurses were accomplished by the order of advocator, nursing care provider, coordinator (cooperation), educator, quality manager, counsellor, administrator, and researcher. The job satisfaction of the hospice nurses was shown highest in the satisfaction of professional status, followed by the satisfaction of the interaction, satisfaction of the task itself, satisfaction of the administrative aspect, satisfaction of the autonomous, and the lowest in the satisfaction of the pay. The role accomplishment of the subjects according to their socio-demographic and job characteristics was found to have a significant difference by their age, marriage status, academic background, and position. It also has a significant difference by whether they play role of coordinator, whether they took whole responsibility as hospice, working experience as hospice/palliative nurse, and the level of hospice/palliative nursing training(p<.05). In the study of job satisfaction of the subjects according to their socio-demographic and job characteristics, the job satisfaction was found to have a significant difference by the increase of age, the number of duties consisting the hospice team, whether they play role of coordinator, whether they take whole responsibility as hospice, the level of hospice/palliative nursing training, and whether they wish to work for as long as possible(p<.05). The role accomplishment and the job satisfaction of the subjects showed a statistically significant positive correlation. (r=.541, p<.01) Conclusion: Raised saiary will be increased hospice nurse's job satisfaction. And we suggest a repetitive study using the identical tool to the equally extracted subjects with same representativeness of each hospice/palliative institute type. For the expanded role and enhanced professional standard of hospice nurses, we also suggest a study on the improvement plan to enhance the roles of researcher and administrator.

• 한국노년학
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• v.30 no.1
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• pp.195-220
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• 2010

This study is to examine the job satisfaction of the social workers who manage the elderly care service in country, in order to find political alternatives and practical strategies for improving job satisfaction. The Factors to effect on job satisfaction are categorized as three groups ; personal factors, working environment factors and service related factors. The survey was conducted by 231 social workers who participated in a national seminar among 244 elderly care facilities in country, and 220 effective data were collected. Which factors effected on the job satisfaction of social workers and how much effected on it by them were mainly analyzed. The mean of job satisfaction status was 3.01, which was slightly higher than average(2.5). Men had higher job satisfaction than women. The unmarried than the married, permanent workers than contract workers, and workers who didn't execute other jobs had higher job satisfaction also. And The main factors which effected on job satisfaction were sex among personal factors, the manager willingness and not executing other jobs among working environment factors, and service attitude among service related factors. Particularly, the manager willingness was shown to effect on job satisfaction the most, and then service attitude, not executing other jobs and sex effected on it in order. The result showed that the elderly care facilities which had stronger manager willingness and better service attitude provided higher job satisfaction, and men who didn't execute other jobs than women had higher job satisfaction. The job satisfactions of payment and benefits, employment stability, appropriateness of working amount and working time, working environment and welfare conditions were lower than average. Therefore, the strategies to improve the lower job conditions are promptly required. Above all, the low payment strategy that has not been increased at all for 3 years has to be changed. In addition, it is important for the social workers not to execute other jobs as much as possible in order to reduce working amount and working time appropriately. In conclusion, it is required to try to improve the job satisfaction of the social workers who are the core of human service continually, which will make the elderly care service successful and effectiveness improved.

• Convergence Security Journal
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• v.14 no.4
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• pp.73-84
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• 2014

As the society turns into more of an information an technology centric society, the importance of information security is being increased these days. Recently, as the number of leaking accidents of personal information and valuable industrial technology is on the rise, every field of industry endeavors to come up with a security solution. In particular, since defense industry is a field where it establishes national defense power that is essential of national security, it requires higher standards of security solutions than any other ordinary fields of industry. According to Defense Industry Security Work Instructions, defense industry firms from security organizations and employ a security worker corresponding to the firm's scale and conditions. In an environment where essential information and technology are stored and managed in information and communication system or storing media, the duty and role of IT security workers are crucial. However, there is a shortage of systematic analysis on the work of IT security workers and development of curriculum to enhance their professionalism. Thus DACUM process, a job analysis technique, was used to identify IT Security workers' duties and responsibilities and verify the validity and credibility of the deducted results from the survey. The findings of this study will help in development of IT security duty in defense industry and can be used as baseline data for the development of curriculum and amendments of related regulations.

• Journal of the Korean Society for Railway
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• v.16 no.4
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• pp.340-347
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• 2013

This paper studied the causes of job stress of driving crews working in Metropolitan Transit Authorities in Daejeon, Daegu, Seoul Metro Line 9, and Incheon, analyzing psychological, physical, and environmental factors, along withdriving crews' assignments. Regarding driving crews' assignments, it was found that driving crews had strong senses of obligation for their job, and hence their aptitude for their job was in accordance, and also it was found that most driving crews worked devotedly with a desirable occupational view and pride. However, psychological and physical factors that contributed to stress were identified: lack of sleep, high task burden, physical fatigue, and boring daily life. Furthermore, the driving crews' irregular working conditions and irregular meal time and burden related to on-time transit service with prolonged immobilization raised their stress levels. In terms of external environmental factors, it was found that driving crews' anxiety due to possible accidents caused a roughly four-fold increase in stress levels compared to other factors. Furthermore, personnel system and salary issue were also found to be closely related to the driving crews' job stress.

• Management & Information Systems Review
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• v.31 no.4
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• pp.57-82
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• 2012

The purpose of the study is to suggest the measure for the improvement of job satisfaction and level of empowerment of sanatoriums' social workers by analyzing factors of empowerments' effect on the job satisfaction, and investigating level of empowerment and job satisfaction of social workers of sanatoriums for the elderly and the handicapped. The result of investigation and analysis on subjects of 420 social workers of sanatoriums for the elderly and the handicapped in Youngnam area for this is as follows: First, job characteristic that is empowerments' influence factor of sanatoriums' social workers is appeared in order of feedback, and function variety, and in organization characteristic is appeared in order of leadership, reward, and employee development. Second, level of empowerment that is recognized by sanatoriums' social workers is appeared a little higher than normal level and significance is appeared highest, and next are capability, self-determination ability, and influence. Third, features that showed significant difference with significance in general characteristic of sanatoriums' social workers were 'sex', 'marital status', and 'religion', and features that showed significant difference with capability were sex, age, marital status, academic background, and employment history. And features that showed significant difference with self-determination ability were sex, age, marital status, and employment history, and features that showed significant difference with influence were sex, age, employment history and types of facilities. Fourth, the whole average of job satisfaction of sanatoriums' social workers was 3.82 out of 5, which is generally high, features that showed significant difference statistically were age, marital status, academic background, employment history, and types of facilities. Thus, job satisfaction was appeared as high as 'more than age of thirty' in age, 'married' in marital status, 'under graduates of colleges' in academic background, and 'less than three years' in employment history. Fifth, as for factors that had influence on job satisfaction, the indirect effect with empowerment was appeared that had significant effect in organization characteristic, and had few effect in organization features. On these results, practical measures to increase job satisfaction of sanatoriums' social workers are as follows: First, political approach is required to standardize duty system(by various types of facilities and clients' characteristic) of social workers of sanatoriums for elderly and the handicapped, and help to do the role as professionals with giving better treatment and building self-respect by enough reward. Second, to suggest chances to perform the responsibility for the duty of the scenes by the regular supervision, establish regular supervision system of social workers of sanatoriums for the elderly and the handicapped, and the extension of duty to increase the functional varieties. Third, it is required to motivate to have self confidence for the work and to use potential ability with transforming leadership, and to have more chances of education for the self-development. To increase job satisfaction of sanatoriums' social workers who give direct services in sanatoriums for the elderly and the handicapped, more active and positive empowerment's level improvement is in need by improvement of empowerment for them.

• Journal of Venture Innovation
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• v.7 no.1
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• pp.183-200
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• 2024

Recently, with the MZ generation's entry into society and the social participation of the female population, conflicts are occurring between workplace groups that value WLB and existing groups that emphasize collaboration due to differences in work orientation. Public institutions and companies that utilize work-life balance support systems show differences in job Commitment depending on the nature of the work and the activation of the support system. Accordingly, it is necessary to verify the effectiveness of the WLB support system actually operated by the company and present universally valid standards. The purpose of this study is, first, to verify the effectiveness of the support system for work-life balance and to find practical consensus amid changes in policies and perceptions of the working environment. Second, the influence of work-life balance level and job immersion according to work characteristics was analyzed to verify the mutual influence in order to establish standards for WLB operation that reflects work characteristics. For the study, a 2X2 matrix model was used to analyze the impact of work-life balance and work characteristics on job commitment, and four hypotheses were established. First, analysis of the job involvement level of conflict-type group members, second, analysis of the job involvement level of leading group members, third, analysis of the job involvement level of agreeable group members, and fourth, analysis of the job involvement level of cooperative group members. To conduct this study, an online survey was conducted targeting employees working in public institutions and large corporations. The survey was conducted for a total of 9 days from October 23 to 31, 2023, and 163 people responded, and the analysis was based on a valid sample of 152 people, excluding 11 copies that were insincere responses or gave up midway. As a result of the study's hypothesis testing, first, the conflict type group was found to have the lowest level of job engagement at 1.43. Second, the proactive group showed the highest level of job engagement at 4.54. Third, the conformity group showed a slightly lower level of job involvement at 2.58. Fourth, the cooperative group showed a slightly higher level of job involvement at 3.80. The academic implications of the study are that it subdivides employees' personalities into factors based on the level of work-life balance and nature of work. The practical implications of the study are that it analyzes the effectiveness of WLB support systems operated by public institutions and large corporations by grouping them.

• Proceedings of the Korean Institute of Navigation and Port Research Conference
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• 2012.06a
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• pp.146-147
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• 2012

급변하는 항만의 교통특성과 이용자들의 정보서비스 욕구에 발맞추어 해상교통관제 운영기법이 변화하고 있으며 차세대 다기능 해상교통정보시스템과 같은 새로운 기술이 개발되는 등 해상교통물류체제의 혁신이 이루어지고 있다. 이에 따라 세계 각국은 해상교통관제구역을 항행하는 선박의 질서유지 및 안전사고 예방과 사고 발생 시 신속한 대응조치를 위하여 해상교통관제사의 인력양성 및 인력관리에 많은 노력을 기울이고 있다. 국내에서도 선진해양교통행정을 위하여 분산된 해상교통관제 기능일 일원화 되어감에 따라 새로운 해상교통관리 체제의 효율적인 운영을 위하여 해상교통관제사들의 지속적인 훈련의 필요성이 대두되고 있지만 교육제도의 인지, 여건, 장비보급의 부족, 다양한 상황에 대한 교육시나리오의 부족으로 인하여 시뮬레이터를 이용한 교육이 효율적으로 이루어지지 못하는 문제점이 발생하고 있다. 본 연구에서는 해상교통관제사들의 교육을 위한 국내 외 규정을 분석하고 교육현황 및 해상교통관제사들의 요구사항을 파악하여 해상교통관제시뮬레이터를 이용한 교육의 개선방안을 제시하고자 한다.

• The Journal of the Korea Contents Association
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• v.17 no.1
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• pp.129-136
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• 2017

The purpose of this study was to explore the institutional protection scheme to identify the factors influence physician turnover of social workers. The main reference comes from the 2014 research on wages and work conditions of Korea Institute for Health and Social Affairs. The result of the analysis shows that 33.7% of the social workers intend to change jobs and that the possibilities of changing jobs have factors in gender, age, education levels, job satisfaction, wage, and contractual factors. This result shows that in order to enhance support of underprivileged, the treatment of social workers needs to be improved. This research proposes settings of switching job position system through facility M&A and institutional development.

• 대한공업교육학회지
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• v.35 no.2
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• pp.82-111
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• 2010

The goal of this paper was to understand the skill-up experiences of ex-participants of the customized training program in Technical High Schools for Small and Medium Business during first 2 years in Company through qualitative interviews with 3 purposefully selected ex-participants. Their core skill-up experience in this period was assumed as the shift from' dependent worker' to 'independent worker' on the base of literature review. The results of this study were following : 1. The small and medium companies offered a few formal training for newcomers, production-site orientation through short job rotation, linking them with skilled workers and job manuals or job standards. 2. Authentic skill-up experiences were combined with a structured reprimand, peer learning, deep learning through reflection on one's own experiences. 3. There were a few handicap conditions that disturbed their skill-up activities: the skilled worker don't open their skill toward new corner; the ex-participants in company had no time to learn anything meaningful to up-grade their competency.