• Journal of Digital Convergence
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• v.19 no.7
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• pp.391-396
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• 2021

This study inspected the relationship between the empowerment and the organizational immersion of professionals in community rehabilitation facilities for the disabled. And this also analyzed the mediating effect of job satisfaction. A survey of 348 professionals working in the 14 facilities of D Metropolitan City and C Province was conducted. The analysis results of this paper are as follows : the professionals' empowerment influenced the organizational immersion positively and the job satisfaction mediated between the two variables. According to the analysis results, several countermeasures were proposed to increase the professionals' organizational immersion. We need to provide decision making rights, various training opportunities, and appropriate supervision to advance their empowerment. To improve their job satisfaction, the education of professional ethics, the activation of successful case presentation, and the management of emotional labor are required.

• Journal of Korean Public Health Nursing
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• v.33 no.2
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• pp.188-199
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• 2019

Purpose: The aim of this study was to provide a person-job fit as the basis for a better job environment and human resource development by examining the causal relationships with the perceived organizational support and job satisfaction of 45 public health center nurses located in Gyeonggi Province. Methods: Frequency analysis, factor analysis, correlation analysis, path analysis, mediating effect, and moderating effect were verified for use by SPSS & AMOS 22 ver. to target to nurses located in Gyeonggi Province. Results: First, the person-job fit has a positive effect on the perceived organizational support and job satisfaction. Second, the perceived organizational support has a partial mediating effect. Third, there was no difference in verifying the moderating effect of full-time public servants and temporary public servants. Conclusion: This study examined the relationship among the person-job fit, job satisfaction as an organizational effectiveness, and the perceived organizational support of mediated effect for nurses working at public health centers. The nurses in government service containing permanent and temporal employees was the adjustment effect. The analysis results showed that the ability of public health center nurses to perform tasks related to person-job fit and the ability of the individual to perceived organizational support was high. In addition, and the job satisfaction was good.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.10
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• pp.336-343
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• 2017

In this study, we analyze the relationship between long-term care workers' emotional labor, professional quality of life, and service quality. The subjects of this study were 211 long-term care workers working in long-term care facilities. Self-administered questionnaires were used. In the research model, emotional labor(surface behavior, internal behavior) was verified using independent variables, with professional quality of life (compassion satisfaction, compassion fatigue) as the parameters and service quality as the dependent variables. The results of this study are as follows. First, the fit of the model was good. Second, the direct effects of emotional labor on service quality were not significant. However, there was a positive correlation between internal behavior and service quality, and a negative correlation between surface behavior and service quality. Third, professional quality of life(empathy satisfaction) was the most influential variable in terms of service quality. The results of this study demonstrate the necessity to payclinical and academic attention to long-term care workers' emotional labor and quality of life.

• The Journal of the Convergence on Culture Technology
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• v.9 no.1
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• pp.383-393
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• 2023

We attempted to provide a way to improve job satisfaction by analyzing the relationship between the factors influencing job satisfaction directly or indirectly by the ecological system factors of long-term care worker who provide elderly care services at home benefit institutions. In this study, job satisfaction was confirmed to have a positive (+) correlation with all ecological factors except for social and cultural environmental factors by setting the causal relationship between the social and social characteristics of long-term care worker and job satisfaction as dependent variables. The factors with the highest correlation with job satisfaction were social support, followed by family support, job conditions, trust in welfare policies for the elderly, self-efficacy, and self-esteem. Therefore, it can be seen that nursing care workers who recognize positive support from the surrounding social network and family surrounding nursing care workers and positively recognize job conditions are generally positive.

• Culinary science and hospitality research
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• v.21 no.3
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• pp.212-231
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• 2015

This study aims to understand the relationships between antecedents (recognition, empowerment, fair rewards, procedural justice(PJ), perceived organizational support(POS) and consequence(turnover intention(TI) of job engagement in a super deluxe hotel's F&B departments. Based on a total of 402 useful samples obtained for the empirical research, this study reviewed reliability and fitness of the research model and verified total 6 hypotheses with through the use of the AMOS statistical program. The hypothesized relationships in the model were tested simultaneously by using a structural equation model(SEM). The proposed model provided an adequate fit to the data, ${\chi}^2=668.894$(p<.001), df=373, CMIN/DF=1.794, GFI=.901, AGFI=.877, NFI=.928, CFI=.967, RMSEA=.044. The model's fit, as indicated by these indexes, was deemed satisfactory, and thus provided a good basis for testing the hypothesized paths. The results show that recognition, empowerment, fair rewards, PJ, and POS had a positive significant influence on job engagement. In addition, job engagement had a negative significant influence on TI. Through this it was confirmed that an optimized organization(working) environment reduced employees' turnover intention by increasing their job engagement level. Therefore, it is suggested that F&B departments at super deluxe hotels design various internal marketing programs from the perspective of efficient human resource management. Implications and limitations, as well as future research directions are also discussed.

• Culinary science and hospitality research
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• v.22 no.7
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• pp.187-202
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• 2016

The purpose of this study was to better understand the influence of psychological contract breach in deluxe hotel culinary staff memeberss on job satisfaction and turnover intention. Based on a total of 280 samples obtained for empirical research, this study reviewed the reliability and fitness of the research model and verified a total of 4 hypotheses using the AMOS program. The hypothesized relationships in the model were simultaneously tested by using a structural equation model(SEM). The proposed model provided an adequate fit to the data, ${\chi}^2=334.152$ (p<.001), df=162, CMIN/DF=2.063, GFI=.893, AGFI=.861, NFI=.919, CFI=.956, RMSEA=.062. The model's fit, as indicated by these indexes, was deemed satisfactory, thus providing a good basis for testing the hypothesized paths. The SEM showed that relational contract breach (${\beta}=-.236$) had a negative significant influence on job satisfaction. In addition, job satisfaction (${\beta}=-.236$) had a negative significant influence on turnover intention. The moderating effects on career the formulated model was verified. Limitations and future research directions are also discussed.

• Journal of Convergence for Information Technology
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• v.9 no.9
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• pp.219-228
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• 2019

The purpose of this study was to develop a tool to assess the job satisfaction of dental hygienists and to evaluate the validity and reliability of the dental hygienist. A total of 54 items were translated into 24 items through content validity and content analysis. The results of this study are as follows: overall satisfaction, income, patient relations, professional time, personal time, Practice Management, Delivery of Care and co-worker relations were classified by exploratory factor analysis. The fit of the model through confirmatory factor analysis generally met the criteria. As a result of the internal consistency test, Cronbach's ${\alpha}$ was found to be a reliable measure of measurement, with an overall satisfaction of 0.918, an income of 0.833, a patient relationship of 0.804, an occupational time of 0.675, a personal time of 0.939, a work practice of 0.739, The validity and reliability of the dental hygienist 's job satisfaction measurement tool were verified to be appropriate. It can be used to study the job satisfaction of dental hygienist in the future.

• 한국항공운항학회:학술대회논문집
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• 2015.11a
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• pp.133-137
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• 2015

비행안전과 효율적인 정비를 수행하기 위해서는 우수한 항공정비사의 양성이 절대적으로 필요하다. 이에 따라 본 연구에서는 개인의 행동유형이 항공정비사로서의 업무 숙련도에 미치는 영향이 있는지를 검증하기 위하여 항공정비학과에 재학 중인 학생들을 대상으로 DISC 진단지를 통해 행동유형을 조사하였다. 개인 별 행동유형과 항공기체, 항공기관 및 항공전기 전자 실습성적을 분석하여, 행동유형과 실기 실습 숙련도의 상관관계를 분석하여 항공정비사의 행동 유형이 직무 숙련도에 미치는 영향과 행동 유형별 적합한 항공정비직무를 예측하기 위한 실증연구를 수행하였다.

• 월간 기계설비
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• s.311
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• pp.52-60
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• 2016

21세기에 기업의 운명을 결정짓는 것은 기업문화이다. 바람직한 기업문화는 훌륭한 일터를 만들기 위한 전제조건이다. 그런 까닭에 오늘날 대부분의 기업들이 각사 특성에 적합한 바람직한 기업문화 정착에 많은 관심을 기울이고 있다. 성마기업(주)이 그렇다. 성마기업은 투명경영을 통해 임직원 모두 주인의식으로 무장하고 있으며 소통하는 기업문화를 갖고 있다. 또 매년 전직원이 모여서 교육을 실시한다. 성마기업은 지난 1월 13일 오후 1시부터 15일 오후 6시까지 인천광역시 소재 건설기술교육원에서 60여명의 전 직원이 참석한 가운데 2박 3일간 직무능력 향상 교육을 실시했다. 이 교육에 예외란 없다. 본사를 비롯, 전국에 있는 현장의 모든 직원들이 참석하여 교육을 받는다. 2박 3일간 일정 중 교육시간은 약 20~24시간이며 1인당 30만원 정도(강사교, 교재, 숙식비 포함) 비용이 든다. 이 중 1인당 10만원 정도는 고용보험료로 환급받을 수 있다. 단, 교육 내용이 업무와 연관없는 과목은 환급에서 제외된다. 본지는 지난 2월호에 게재된 '2016년 성마기업 직무능력 향상 교육'에 이어 이번호에는 성마기업이 지난해 실시한 경영컨설팅의 주요 결과에 대해 게재한다.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.12 no.11
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• pp.4914-4923
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• 2011

This study aims to investigate the factors influencing job satisfaction to job stress of physician assistant(PA) nurses. This research design was a descriptive study. The subjects in this study were 104 PA nurses. Data were collected from September 1, 2010 to January 10, 2011, and analyzed by SPSS PASW statistics 18.0 program. The mean score of men on the job stress was 43.47(${\pm}13.77$), The mean score of women was 45.07(${\pm}9.78$). The mean score of job satisfaction was 2.72(${\pm}0.30$). There was no statistical difference between general characteristics and job satisfaction. There were statistical difference between unmarried subjects and organizing system(p<.05), inadequate compensation(p<.01). In the results of multivariate regression analysis, adjusted $R^2$ value was 0.567. The model fit was 56.7%. Job satisfaction was low in the insufficient job control and inadequate organizing system. It is hospital policies for the reduction of job stress(particularly, insufficient job control, and organizing system stress).