• The Journal of the Korea Contents Association
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• v.6 no.2
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• pp.127-135
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• 2006

The object of this study is to improve the police administration service and the work performance of police officers, through the analytic ground to increase job satisfaction and to solve the role conflict by setting the role conflict as a main factor among many factors to influence the job satisfaction between the role conflict and the job satisfaction of police officers and explaining the factors of the role conflict.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.10
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• pp.382-392
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• 2017

This study analyzed the effect of an employee's psychological capacity(positive psychological capital), on perceived work overload, and explored how trust in supervisor moderated this relationship. In addition, we examined how positive psychological capital and perceived work overload influenced turnover intention. In doing so, we identified the antecedents of perceived work overload, and suggested ways to nurture positive psychological capital in organizations. Using survey data from 214 employees in the manufacturing industry in Korea, we found that positive psychological capital was negatively related to perceived work overload, and that the relationship was moderated by trust in supervisors. In addition, positive psychological capital was negatively associated while perceived work overload was positively associated with turnover intention. Results suggest the importance of understanding positive psychological capital given its crucial relationship with perceived work overload and turnover intention. The result also emphasizes the role that trust in supervisor plays, and the need to nurture employees' positive psychological capital in organizations.

• The Journal of the Korea Contents Association
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• v.20 no.6
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• pp.197-210
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• 2020

Learning agility is the will and ability to flexibly change thoughts and behaviors by quickly learning in new environments and experiences, and is a core competency to overcome crisis and solve organizational problems. It is a concept that can be used in the same organization group. Based on the previous research, a study was conducted to investigate how the job characteristics and personal learning agility of the army deputy officers influence learning satisfaction. After receiving a questionnaire survey of 216 business and yarn companies, SPSS 24.0 was used to verify the reliability and validity of the measurement variables, and the hypothesis was verified by regression analysis. It was found that some of the sub-categories of personal learning agility (self-awareness, active change pursuit) had a positive effect on learning satisfaction. This means that in order to enhance the effectiveness of military cyber education, measures should be taken to avoid overload in the field, and in order to increase performance in military organizations, personal learning agility pursuing positive change based on self-awareness and feedback must be developed.

• Journal of dental hygiene science
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• v.14 no.2
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• pp.114-122
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• 2014

The purpose of this study was to analyze the effect of mediating variables on the relationship between job stress and stress response. A survey was conducted to 243 clinical dental hygienists from January 15, 2013 to March 20, 2013 and the data were analyzed using t-test, one-way ANOVA, Pearson's correlation analysis, and hierarchical multiple regression analysis. The subjects who worked in poor working environment, had high level of role conflict and overload and aggressive nature showed high stress responsivity (p<0.01). The variable that showed mediation effect on the relationship between job stress and physical discomfort, depression was shown to be personality type (p<0.05). Also, the variable that showed mediation effect on the relationship between job stress and turnover intention was social support (p<0.05). According to the results, personality type and social support were shown to be important parameters when it came to the relationship between job stress and stress response. Therefore, in order to reduce negative outcomes caused by stress, it is suggested to provide an educational opportunity on self-control management while increasing social support from the organizational and structural level. Especially, it is asked to expand the system that provides encouragement and recognition to feel the sense of achievement in the course of their duty execution.

• The Journal of the Convergence on Culture Technology
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• v.8 no.1
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• pp.385-393
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• 2022

This study conducted a survey of social welfare facility workers in Mokpo, Jeollanam-do from May 21 to May 24, 2019 to empirically analyze the effect of job rotation on work efficiency and job satisfaction. Individual development of job rotaion (independent variable), job satisfaction (dependent variable), work efficiency (mediating variable), and work overload (moderating variable) were set as variables of the research model. For the questions of all variables, the Likert 5-point scale was used, the SPSS version 24.0 was used as an empirical analysis tool to verify the hypothesis, descriptive statistics and reliability analysis were performed, and the mediating effect and moderating effect were analyzed using SPSS PROCESS macro 4.0. The results of this study are as follows. First, it was analyzed that the individual development of job rotation did not significantly affect job satisfaction. Second, it was found that work efficiency fully mediated the relationship between individual development of job rotation and job satisfaction. Finally, it was found that the interaction term between work efficiency and job overload had a negative effect on job satisfaction and had a moderated mediating effect.

• Fire Science and Engineering
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• v.33 no.5
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• pp.130-139
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• 2019

This study identified the level of task stress experienced by fire protection system management workers and analyzed the effects of task stress on job satisfaction and proposed future response. First, task stress according to background cause showed differences in relation to age, position, monthly salary, total career, license, and task, but there was no difference in relation to academic background. Second, of the sub-parameters of stress, physical environment, task demand, organizational system, lack of reward, and workplace culture have negative effects on job satisfaction as stress increases, while interpersonal relation conflict and job insecurity do not have any effect. In the future, it will be necessary to investigate the empirical causes of work overload and to study organization-level stress relief measures.

• The Korean Journal of Vision Science
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• v.20 no.4
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• pp.403-411
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• 2018

Purpose : The purpose of this study is to analyze how the certain efforts of the optical shops affect on opticians' job satisfaction and organizational commitment, and to analyze how opticians' job satisfaction and organizational commitment affect on the customer orientation and to suggest the method of maintaining competitiveness. Methods : Two hundred opticians took participations on the surveys via the Internet survey method and social network system (SNS), and SPSS 18.0 statistics program was used for data analysis; frequency analysis, T-test, factor analysis, reliability analysis, and multiple linear regression analysis were conducted. Results : It is analyzed the differences on the job satisfaction and organizational commitment in accordance with type of optical shops, conducting 5 working days/week and flexible time. As a result, higher job satisfaction is presented with 5 working days/week. Relationships with co-workers statistically affect on job satisfaction positively and emotional labor and work overload statistically affect on job satisfaction negatively. In addition, relationships with co-workers and reward statistically affect on organizational commitment positively and emotional labor and work overload statistically affect on organizational commitment negatively. And opticians' job satisfaction and organizational commitment statistically affect on customer satisfaction positively. Conclusion : It is necessary for the optical shops to make an effort for their opticians to improve the job satisfaction and organizational commitment. And to do so, it is needed to form trusting and respecting relationships with co-workers or superiors. In addition, it is necessary to have continuous communication and education for opticians' self-management. Also, it is needed to establish an effective reward system.

• Knowledge Management Research
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• v.25 no.3
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• pp.23-45
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• 2024

The enhancement of algorithmic management within platform companies and the expanding recognition of the 'employee status' of platform workers in various areas indicate a need for platform companies to broaden their comprehension of platform workers' job attitudes as an internal human resource. This study aims to explore variations in platform workers' job attitudes based on their work values in light of the evolving landscape of algorithmic management. Specifically, the research delves into discerning differences in platform workers' perceptions of job attitudes in relation to their work values. A multivariate analysis of variance(MANOVA) was employed in examining survey data from 177 riders affiliated with a delivery platform that implemented algorithmic management. The findings revealed that platform workers who prioritize work value (job interest), exhibited higher levels of perceived fairness in compensation and autonomy. Moreover, those who placed greater importance on work value (economic compensation), demonstrated elevated levels of work overload, perceived fairness in compensation, job burnout, and intentions to seek alternative employment opportunities.

• Journal of the Korea Society of Computer and Information
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• v.29 no.9
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• pp.207-216
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• 2024

The purpose of this study was to determine the relationship between job stressors (role conflict, role ambiguity, and role overload), innovation behavior, and mindfulness in organizational employees and to examine the moderating effect of mindfulness on the relationship between job stressors and innovation behavior. For this purpose, data were collected and analyzed through a structured questionnaire from 337 employees of companies and organizations. The results of the study showed that job stress has a negative effect (-) on innovation behavior and mindfulness has a positive effect (+) on innovation behavior. Mindfulness was found to play a moderating role in the relationship between job stress and innovation behavior. Therefore, mindfulness is identified as an individual resource and competency that can mitigate job stress and promote innovative behavior, and organizations should provide training to harness and enhance mindfulness to control job stress and increase innovative behavior.

• Journal of the Korean Society of Clothing and Textiles
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• v.35 no.10
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• pp.1150-1160
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• 2011

This study investigates i) the effect of salesperson's self efficacy and work overload on emotional labor and ii) the mediating role of emotion. A survey questionnaire is developed and implemented on salespersons working in the fashion retail stores of department stores. The measurement scales are composed of emotional labor, self efficacy, work overload and emotion. A total of 112 responses are analyzed by confirmatory factor analysis and a structural equation model with AMOS18.0. The results are as follows. Firstly, self efficacy has direct effect on both deep acting and surface acting of emotional labor without the mediating effect of emotion. Self efficacy has a positive effect on deep acting. Secondly, work overload has a negative effect on emotion. Job emotion has positive effect on deep acting and it has a negative effect on surface acting. Thirdly, emotion has a significant mediating effect between work overload and emotional labor. Finally, implications for personal management and job design in the fashion retail organizations are suggested.