• Journal of Fisheries and Marine Sciences Education
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• v.27 no.3
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• pp.833-840
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• 2015

This study tries to suggest de-stressing methods for Korean maritime pilots by exploring the components of Job Stress, and investigating relationship between Job Stress and Job Satisfaction. The factor analysis to find out factors influencing Job Stress and multi-variate regression analysis to reveal the relationship between Job Stress and Job Satisfaction were used, and the sample collected by questionnaire survey consisted of 81 Korean maritime pilots. Finally, analysis results of this study provide that 1) peer-relation conflict(IC), Emotional Labour(EL), Responsibility of Decision Making and psychological job demand as variables of maritime pilots' Job Stress are represented, and 2) peer-relation conflict and Responsibility of Decision Making are negatively related with Job Satisfactions.

• The Korean Journal of Applied Statistics
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• v.21 no.3
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• pp.469-484
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• 2008

This study was intended to examine various work and environmental variables explaining newcomers' turnover intentions. Data were collected from 901 newcomers using online survey. Results of multiple regression analyses showed that individual-job fit, reward dissatisfaction, fringe benefit dissatisfaction, vision in organization, participation in decision making, realistic job preview, leader dissatisfaction, co-worker relationship and work environment explained significant variances of turnover intentions. Data were classified into full-time and part time employees based on employment type and into a large and a small-medium company based on company size. There were small differences in significant variables explaining turnover intentions based on company size as well as employment type. Finally implications and future research were discussed.

• Journal of Family Resource Management and Policy Review
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• v.14 no.2
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• pp.201-218
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• 2010

This research was carried out to investigate the determinants of job performance and turnover intention of female advisors in mobile communication contact centers located in Daegu. The independent variables are individual characteristics, work duty related variables, working environments and the leadership of the middle managers. The factor analysis and the hierarchical regression analysis were implemented to the subjects of 282 advisors which gathered from 7/14/2008 to 7/23/2008. The results are as follow. First, the older advisors were, the higher job performance was. The higher educational background presented more turnover intention, and married advisors had higher job performance than unmarried ones. Second, the longer employment period showed higher job performance. Third, As advisors were more satisfied with promotion and welfare policy, and with coworkers, higher job performance was presented. As advisors had lower satisfaction with policy and authority, they showed higher turnover intention. Fourth, the leadership of middle managers positively had a influence on job performance and turnover intention. As the middle managers motivated and encouraged advisors well, the advisors showed higher job performance. If the middle managers showed lower charisma leadership, the advisors was intended to turnover more. Fifth, the most influential factor of advisors' job performance and turnover intention was working environments.

• Journal of Labour Economics
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• v.28 no.3
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• pp.1-37
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• 2005

This article examines the reasons for the observed discrepancy between worker's actual and required levels of schooling and the resulting economic effects in wage and labor mobility using KRIVET's Graduates Economic Activities Survey in 2005. Overeducated workers in Korea are estimated to be 10.1%-20.7% among junior college graduates and 18.8% among university graduates for their first job according to job analysis method and worker's self-assessment method each. The effects of school quality-measured by the student/teacher ratio, school building area/student ratio-on the overeducation of their graduates are found to be mostly insignificant not only junior colleges but also universities. This founding implies that the increase of education investment from schools does not acquire any recognition from the labor market. Also, the effects of overeducation and school quality on wages are found to be insignificant and job mobility has little effects on improving overeducated workers' job match.

• Informatization Policy
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• v.20 no.2
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• pp.60-72
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• 2013

Rapid development of information and communication technologies leads firms to take 'smart work' into serious consideration as a new way of working in coming knowledge and information society. However, some jobs may be fit for smart work while some may be not. A $2{\times}2$ framework for smart work readiness assessment is developed in this study through the review of extant literature and a series of focus group activities. Two critical dimensions of smart work are derived and presented as a result: smartness (knowledge versus data) and mobility (mobile versus static). Knowledge intensive jobs with possible mobility seem to be the target group that can be easily converted to smart work while mobile workers with interactive data processing devices seem to be already doing smart work. As mobility is a critical presumption for work to be flexible in terms of time and place, jobs with no mobility are assessed here as not ready for smart work at least at present. This framework is experimentally applied against the published job statistics 2011 in Korea, and used to estimate the number of workers ready for smart work. As a conclusion, discussions on policy implications and further research issues are made at the end.

• Journal of East-West Nursing Research
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• v.11 no.1
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• pp.12-24
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• 2005

The objective of this research is to explore the attitude on the transfer of duty post and job satisfaction of nurses. The subjects of this study were 512 nurses who have engages in the K-university hospital. The measurement tool consisted of attitude on the transfer of duty post, job satisfaction. The collected data have been processed using SPSS/PC 12.0 program: The results of this study were as follows: 1. The age the subjects was from 21 to 56 and average 32, blow 3 years experience in current duty post occupied most by 37.1%. The experience of the transfer of duty post showed 50.2%. 51.4% of the nurses wanted $3{\sim}5$ years as the suitable periods for the transfer of duty post showing the highest degree of frequency. 2. The positive degree of the attitude on the transfer of duty post of the nurses appeared average (3.36) to maximum evaluation point 5, and when asked about 4 factors the nurses wanted individual development most by (3.72) while administration management was lowest by (2.65). The satisfaction degree on their job appeared to be average (3.06) to the maximum point 5, and when asked about 7 factors, interaction appeared to be the highest by (3.63), here we saw that interaction was the most important elevating factor of the job satisfaction degree. 3. In the relation of the attitude on the transfer of duty post according to general characteristics, there were the significant difference according to whether it is necessary for the current duty post and periodical duty post to be transferred. In the relation between general characteristics and job satisfaction degree there were the significant differences according to age, marital status, education, position of nurse, hospital clinical nursing experiences, satisfaction degree with current post and the hope of the transfer of duty post from current post. 4. The correlation between attitude on the transfer of duty post and job satisfaction degree was positive relation(r=0.137, p=.002), that the higher the degree of positive attitude on the transfer of duty post the higher the degree of job satisfaction.

• Journal of Korean Academy of Nursing Administration
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• v.9 no.1
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• pp.141-150
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• 2003

Purposes : This study was to investigate the job stress and turnover intention related to transfer of duty post of staff nurses working in general hospitals. Method : The subjects of this study were 384 staff nurses working in 6 general hospitals, with more than 200 beds, in Daegu and Kungbuk province in Korea. Data were collected through questionnaires and from Sep. 15 to Oct. 6, 2001. The used tool for measuring the degree of job stress was developed by Kim and Gu(1984) and the used tool for measuring the degree of turnover intention was developed Kim and Lee(2001). The data were analyzed into frequency, percentage, mean, standard deviation, t-test, ANOVA, Tukey's post hoc contrast, Pearson's correlation coefficient according to the purpose of study by use SPSS Win 10.0 statistical program. Results : The following are the results of the study: (1) Average score of the job stress, turnover intention of resignation of the subjects were 2.64 and 4.44. (2) The result of the analysis of job stress related to transfer of duty post was higher in job stress; not satisfaction of current duty post(t=-2.06, p=0.04). (3) The result of the analysis of turnover intention related to transfer of duty post was higher in turnover intention; period of the an advance notice when transfer to current duty post less than 7day(F=3.55, p=0.02), not satisfaction of current duty post(t=-2.45, p=0.02), want the transfer from current duty post(t=3.68, p=0.00). (4) The study reveals that there was statistically significant positive correlation relationship between job stress factors and turnover intention(r=.183, p=.000). Conclusion : The study which relating to period of the an advance when transfer and satisfaction of current duty post and reconsideration of transfer of duty post shows statistically significant difference between job stress and turnover intention. Therefore it is regarded that is needed to set a period of profer advance notice, grip on unsatisfactory factor of current duty post and intervention and management of the subjects were wanted transfer of duty post.

• The Journal of the Korea Contents Association
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• v.21 no.11
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• pp.307-319
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• 2021

This reserch categorizes the workplace recipient into selection criteria and studies the difference of demographic characteristics, counseling usage characteristics, job burnout, and differentiation of counseling behavior according to the subtype criteria. The survey has been collected 398 employee's responses who have no experience in counseling, who belong to the companies deploying counseling program and the companies are located in Seoul and Kyunggi area. As a result of the cluster analysis, the group was divided into "People-Product Oriented Type", "People-Product-Place Oriented Type", "People-Product-Process of service assembly Oriented Type". Subtype differentiates demographic characteristic and counseling usage characteristic and it convinces that junior employees belong to "People-Product Oriented Type" and senior employees belong to "People-Product-Place Oriented Type" and "People-Product-Process of service assembly Oriented Type". "People-Product-Process of service assembly Oriented Type" is the cluster who takes counseling services most likely if the counseling requirements are raised. Each subtype shows the differentiation of job burnout and "People-Product Oriented Type" is more exposed in job burnout among the subtypes which required urgent counseling assistance. This research is meaningful to take differentiated marketing strategies in subtype basis by considering workplace counseling service selection and recipient characteristics. Furthermore, it discusses the meaning of this research and the proposal for the further investigation.

• Journal of the Korean Society for Aviation and Aeronautics
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• v.30 no.2
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• pp.70-77
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• 2022

This study is a study to analyze the stress difference of pilots according to the category of aircraft. According to previous studies, pilot stress is affected by several factors such as flight time, fatigue regulation, and operating environment, and it is known that stress also affects cardiac variability. In this paper, we analyzed that there is a difference in stress according to the operating environment through airline pilots and pilots of educational institutions, and then tested the difference in stress between airplane pilots and helicopter pilots. This study differs in that it is a study that has almost no empirical research on pilot fatigue and stress considering the role of flight crew members and operational conditions for each mission. If we expand and verify the sample of the results for the stress difference in the future, it will be a great contribution to practical aviation safety research in connection with the fatigue risk management system in the future.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.16 no.4
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• pp.85-99
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• 2021

Due to the continuous unemployment problem, the number of jobs is gradually decreasing, and entrepreneurship is emerging as an alternative. This is because, despite the government operating various start-up support programs to build a start-up-friendly culture, young entrepreneurs cannot endure the valley of death and disappear. Therefore, through this study, we intend to provide implications by analyzing the impact on Entrepreneurial satisfaction, which is essential for continuously running a business, and life satisfaction, which can act as a social awareness. This study was conducted with 573 non-wage workers who belonged to the founders among the participants of the 'College Graduation Occupational Migration Path Survey(GOMS)' survey provided by the Korea Employment Information Service. In order to analyze the relationship between entrepreneurial competency and job fit, Entrepreneurial satisfaction, and life satisfaction, the analysis was conducted using the SPSS 23.0 program. The main research results are summarized as follows. First, entrepreneurial competency has a positive effect on Entrepreneurial satisfaction and life satisfaction. Second, job fit indicates a moderating role in the relationship between entrepreneurial competency and Entrepreneurial satisfaction. Third, start-up satisfaction appears to have a partial mediating role in the relationship between entrepreneurial competency and life satisfaction. Fourth, as a result of analyzing the difference between groups according to the type of start-up(single/partnership), the group that worked together showed higher Entrepreneurial satisfaction and life satisfaction. The main implications of this study are: First, in order to increase the Entrepreneurial satisfaction and life satisfaction of university graduates who are the subject of the study, it will be necessary to design a program that can diagnose and enhance the entrepreneurial competency of students at the university level. Second, entrepreneurial competency is a basic intrinsic factor that founders must have, and it should act as an important evaluation factor when selecting founders for support programs from start-up support organizations as well as founders. Third, it is necessary to maintain mutual trust by documenting problems (positions, wages, management rights, distribution of profits, etc.) that may occur in joint ventures with objective data. Fourth, it is necessary to establish an environment in which the MZ generation, armed with the challenging spirit and creativity, can continue to take on challenges even if they fail.