• Journal of Digital Convergence
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• v.16 no.1
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• pp.453-461
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• 2018

As modern people's needs to be healthy and beautiful are increasing, medical skin care industry is growing both in quantity and quality. Therefore, this study investigated job demand and the moderating effect of job resource in employees who provided medical skin care services and the effects of job demand and job specialty on job satisfaction. The subjects of the study were medical estheticians in Gwangju City and Jeonnam Province and were interviewed with the use of a questionnaire. The data was analysed using SPSS 21.0 and a frequency analysis, a factor analysis, a reliability analysis, a correlation analysis were conducted and the results are presented as follows: The results are presented as follows: First, as for job demand, only cooperation had the moderating effect of job resource. Second, when the effect of job resources on medical skin care specialty was inspected, it was discovered that cooperation and equipment application had a positive effect on the specialty. Third, when the effect of job demand and specialty on job satisfaction was inspected, it was discovered that job tension had a negative effect on satisfaction and workload and specialty had a positive effect on satisfaction.

• The Journal of the Korea Contents Association
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• v.11 no.12
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• pp.190-205
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• 2011

The purpose of this study was to investigate the effects of the MICE industrial employee's job stressors on intent to leave and test of the mediating role of job satisfaction and job commitment. For the study, job stressors were defined 3 groups with 7 sub-factors, such as role stressors of role ambiguity, role conflict and role overload, task stressors of job routineness and job heteronomy, organizational stressors of job insecurity and distributive injustice. Data were collected from 303 MICE industrial employees in metropolitan area by structured questionnaires. Collected data were analyzed by AMOS 18.0 and findings are as follows. Firstly, on aspect of total effectiveness, the seven job stressors had harmful effect on intent to leave, especially organizational stressors had more serious effect on intent to leave than role stressors. Secondly, not only job satisfaction and job commitment had meditators role but also influenced on intent to leave directly. Thirdly, role ambiguity had effect on intent to leave indirectly through the job satisfaction, while role conflict and role overload had effect on intent to leave directly, and also indirect effectiveness on it through the job commitment. Fourthly, job routineness and job heteronomy had effected on intent to leave only through the meditators. Not only job insecurity and distributive injustice had influenced on intent to leave directly but also effectiveness on it indirectly through the meditators.

• Journal of the Korean Society for Library and Information Science
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• v.57 no.3
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• pp.27-48
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• 2023

This study aims to investigate the impact of job stress on the job satisfaction and life satisfaction of local government officials who participated in the reading academy from January 2023 to March 2023. The research involved collecting 300 questionnaires and conducting multiple regression analysis to analyze the obtained data. The results of the study are presented below. Impact of Job Stress on Job Satisfaction: The analysis revealed that among the sub-factors of job stress, inappropriate compensation significantly increases job stress among local government officials in the reading academy. Moreover, the study found that turnover intention was particularly high when compensation was not recognized as appropriate, indicating it as the most significant source of job stress. Impact of Job Stress on Life Satisfaction: The findings demonstrate that several factors negatively influence job stress, leading to reduced life satisfaction among local government officials in the reading academy. These factors include undesirable changes in working conditions or situations, anxiety about reorganization, inconsistent work orders, gender discrimination, and an authoritative organizational atmosphere. Effect of Job Satisfaction on Life Satisfaction: The analysis of the relationship between job satisfaction and life satisfaction indicated that turnover intention and remuneration level in job satisfaction positively influenced emotional satisfaction. Conversely, the job itself and interpersonal relationships had a significant negative effect on emotional satisfaction. Furthermore, the job itself and the level of remuneration in job satisfaction showed a significant positive effect on physical satisfaction. Similarly, the job itself and the level of remuneration in job satisfaction positively affected social satisfaction, while the intention to change jobs had a significant negative impact.

• The Journal of the Korea Contents Association
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• v.14 no.7
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• pp.449-456
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• 2014

This research is conducted to analyze the relationship between occupational stress and turnover intention. The object of research is software developers in Chinese large firms. A number of 309 cases are used for the empirical study. A multiple regression is adapted to test the proposed hypothesis. The results reveal that occupational stress has a meaningful effect on job burnout; exhaustion, cynicism, and inefficacy lead to turnover intention; job burnout mediates between occupational stress and turnover intention. It is suggested that managers need to design a structural HR mechanism for workers in order not to experience occupational stress.

• Korean Security Journal
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• no.40
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• pp.87-108
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• 2014

In this study, we tried to find ways to minimize the negative effects of workplace bullying by analysing how workplace bullying affects private security guard's job attitude. The results of survey are as follows. First, as the result of analysis how the guard's workplace bullying affects job satisfaction, one of the job attitude, it showed that relational aggression and workplace bullying have a negative effect on their job satisfaction. In other words, job satisfaction decreases as relational aggression and workplace bullying increase. Second, as the result of analysis how the guard's workplace bullying affects their turnover intention, we found that relational aggression and workplace bullying have an effect on turnover intention, especially, relationally workplace bullying has a more effect on their turnover intention than relational aggression, which Is somewhat different from other studies. Study shows that workplace bullying can cause the guard's negative respond and behavior on their job satisfaction, they have to consider transferring another job. Therefore, increasing their job satisfaction and decreasing turnover intention are very important as we are exposed to crimes these days. In this study, we have come with following solutions. First, to increase job satisfaction against workplace bullying, we have to raise the efficiency of their human resources and reduce work ambiguity of actual work burden caused by positive organizational atmosphere and clear responsibility. Second, it is needed to promote personnel exchange between departments and form partnership through regular meetings by targeting common goals to concentrate same interests. At the same time, we have to improve the guard's welfare and working environment by introducing psychological counselling to the victims of bullying.

• Journal of Digital Convergence
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• v.15 no.11
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• pp.611-620
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• 2017

The purpose of this study was to investigate the relationship between emotional labor, job burnout and job satisfaction in instructors. The data were collected from 323 fitness center instructors using multistage stratified cluster random sampling method. With the collected data, factor analysis, reliability analysis, frequency analysis, correlation analysis, model fit tested, and structural equation model were performed by SPSS 23.0 and AMOS 20.0. The result of the analysis were summarized as follows. First, the emotional labor(inner behavior) impacts negative influence on job burnout of fitness center instructors. Second, the emotional labor(surface behavior) impacts positive influence on job satisfaction of fitness center instructors. Third, the job burnout impacts negative influence on job satisfaction of fitness center instructors. Fourth, the emotional labor(inner behavior) impacts positive influence on job satisfaction of fitness center instructors. Fifth, the emotional labor(surface behavior) does not influence on job satisfaction of fitness center instructors.

• Fire Science and Engineering
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• v.29 no.6
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• pp.139-146
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• 2015

This study surveyed 230 firefighters working in Dae Gu City and Kyung Sang Buk Do in order to analyze the influence of social support and empowerment on occupational stress and its sub-categories. The study results show that occupational stress is reduced for firefighters when there is more social support and empowerment. For subcategory variables of occupational stress, occupational autonomy stress was influenced only by empowerment. Stress related to lack of compensation and stress from the organization's culture were influenced the most greatly by social support. The weekly fre quency of emergency mobilization and years of working were also found to influence occupational stress and its subcategory variables. The group difference analysis revealed that the fire department had a significantly higher occupational stress than the first-aid department, and 4 to 7 weekly emergency mobilizations corresponded to significantly higher occupational stress than 8 or more weekly emergency mobilizations. Based on the study results, stress management programs focused on increasing social support and empowerment for firefighters are suggested.

• Korean Journal of Social Welfare
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• v.58 no.3
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• pp.195-221
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• 2006

The present study has a goal of investigating the effects of self-efficacy and facet Job Satisfaction on global job satisfaction in the Workers of Residential Facilities. As a result of analyzing the data of 269 participants, we obtained three factors of self-efficacy: competence, self confidence, and propulsion. Significant 7 factors of global job satisfaction are social recognition, job itself, relationship of clients, salary, relationship of superiors, working condition, and propulsion. And both facet job satisfaction and turnover intention are influenced upon social recognition, salary, and relationship of superiors. Also, facet job satisfaction is affected by job itself and relationship of clients, but turnover intention is affected by working condition and propulsion. This article concluded with a discussion of implications of job satisfaction on quality of welfare service along with current research imitations and future research themes and tasks.

• Journal of the Korea Convergence Society
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• v.13 no.4
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• pp.477-485
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• 2022

This study was conducted to provide basic data to promote hair beauty service education by identifying the difference in the effect of positive psychological capital on job performance and job satisfaction of hair salon workers. For this purpose, in order to empirically verify the effect of positive psychological capital on job performance and job satisfaction of hair salon workers, 280 people engaged in hair salon workers in Gwangju, Daegu and Gyeongsangbuk-do were targeted. As a result of the study, positive psychological capital of hair and hair salon workers affects job performance and job satisfaction, and among the sub-factors of positive psychological capital, hope and optimism appear to affect both job performance and job satisfaction. Therefore, in order to strengthen the positive psychological capital of hair salon workers, it is necessary to develop a convergence program development and strategy that can enhance job performance and job satisfaction and apply it to the hair beauty service field.

• The Journal of the Convergence on Culture Technology
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• v.10 no.4
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• pp.133-144
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• 2024

The purpose of this study is to enhance the competitiveness of jewelry distribution company by analyzing the effect of workers' motivations on workers' job engagement and workers' job engagement on job satisfaction and organizational commitment.A survey was conducted from October 2023 to November 2023 for workers of jewelry distribution company in Korea. Factor analysis and Regression analysis were performed on the collected 242 questionnaires using the SPSSWIN ver. 18.0 program. As a result of the analysis of this study, first, the intrinsic (enjoyment, challenge, achievement) and extrinsic motives (recognition, rewards, promotion) of jewelry distribution company worker had a positive effect on job engagement (absorption, dedication, vitality). Second, the job engagement of worker had a positive effect on job satisfaction. Third, the job engagement of worker had a positive effect on organizational commitment.