• The Journal of the Korea Contents Association
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• v.20 no.12
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• pp.58-73
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• 2020

The purpose of this study is to empirically analyze the relationship between organizational commitment, job satisfaction, education and training, human resource development, and communication in Korea's financial industry. In particular, the mediating relationships between organizational commitment and job satisfaction, education and training, human resource development, and communication were examined in order to provide a better understanding of organizational commitment. A structural equation model was used for the empirical analysis of this study. As a result of the study, it was confirmed that education and training, human resource development, communication, organizational commitment, and job satisfaction are correlated within the Korean financial industry. Furthermore, organizational commitment was found to have mediating effects on education and training, human resource development, communication, and job satisfaction. Based on these results, this study emphasizes the importance of education and training for organizational commitment in the Korean financial industry. In particular, this study establishes the importance of a culture of trust within organizations through human resource development programs, communication for job satisfaction, and organizational performance to face changes in the post-COVID era. In the future, more in-depth qualitative studies are required to derive factors related to the employees of financial companies and to conduct comparison analyses with companies in other industries.

• Industry Promotion Research
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• v.7 no.4
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• pp.17-23
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• 2022

This study is a study to analyze the effect of corporate working environment on job enthusiasm. Based on the 6th work environment survey conducted between 2020 and 2021 among data from the National Statistical Office, some 440 data were used for analysis. The analysis results are summarized as follows. First, the job satisfaction that the working environment had on job enthusiasm had a statistically significant effect with a β value of .307. Second, it was analyzed that there was a statistically significant difference in job enthusiasm according to general characteristics in employment type and income level. The significance probabilities were .028 and .012, respectively, and there was a significant difference between the groups of temporary workers and daily workers in employment type. was analyzed to exist. Third, there was no significant relationship between gender and work environment satisfaction. However, in Satisfied, 148 men and 181 women, out of a total of 329 respondents, 45% male and 55% female in satisfaction. could know a little more. This study is considered to be necessary to provide opportunities and resources so that members of the organization can demonstrate their abilities by creating a working environment that workers can be satisfied with.

• The Journal of the Korea Contents Association
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• v.19 no.9
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• pp.411-429
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• 2019

There are not many studies on job satisfaction among older workers living alone. This study examined the determinants of job satisfaction for older workers living alone, and the job satisfaction was analyzed by the demographic-social factors, the health-psychological factors, and labor factors regarding to sex and ages. Korean Labor and Income Panel Study(KLIPS, 18th) used in this study, and the subjects were 308 older worker living alone and over 55 years old. The determinants of job satisfaction for male respondents were happiness, organizational commitment, and duration of work. Howver, the determinants of job satisfaction for female respondents were age, happiness, organizational commitment, and levels of skill. Income, organizational commitment, employment stability, and duration of work were the determinants for 55-64 years old. Education, organizational commitment, and levels of skill were the determinants for 65-74 years old. Education and happiness were the determinants for 75 years old and over. Age, income, happiness, organizational commitment, employment stability, duration of work, and levels of skill were the determinants of job satisfaction for all respondents. Finally, this study proposed the policy and practical implications for improving of job satisfaction among older workers living alone.

• Journal of Korean society of Dental Hygiene
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• v.16 no.3
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• pp.479-489
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• 2016

Objectives: The purpose of the study is to investigate the relationship between job stress and oral health-related quality of life in the blue collar workers. Methods: This study has been conducted with subjects of blue-collar workers who work in the industrial section located in Gyeongnam area from August 2013 to September 2013. Korean Occupational Stress Scale(KOSS-SF) and oral health impact profile(OHIP-14) were used as research tools. Data were analyzed by descriptive analysis, t-test, ANOVA, and multiple regression analysis. Results: Overall job stress and oral heal-related quality of life level of subjects were $57.32{\pm}8.03$ and $14.17{\pm}9.27$. The influential factors of oral heal-related quality of life of blue-collar workers were job demand, interpersonal conflict and organizational climate (subcategory of job stress), respectively. Conclusions: It is necessary to improve the better working condition for the oral health-related quality of life due to job stress in the blue collar workers.

• Korean Journal of Occupational Health Nursing
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• v.18 no.2
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• pp.153-164
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• 2009

Purpose: This study investigates the relationship between job stress, depression, health-related behavior and type A behavior patterns among male workers at a steel factory. Methods: The study was done on 171 male workers, using the structured questionnaire. The data were collected in April, 2009 and analyzed by descriptive statistics, t-test, ANOVA, and pearson correlation coefficient. Results: The results showed that 65.5% of workers were under moderate stress, 25.7% high stress and 0.6% extremely high stress. The overall score of these workers' occupational stress was 41.9, lower than the Korean workers' average. Occupational stress was correlated with depression, type A behavior patterns, a very poor physical condition without sufficient sleep. Conclusion: Stress management program is strongly needed for these subjects working over 45 hours a week, with a very poor subjective physical condition, insufficient sleep, type A behavior patterns and signs of severe depression. Further longitudinal study is recommended to show the effect of such worker's stress management program to mitigate job-related stress.

• Journal of Digital Convergence
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• v.13 no.8
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• pp.357-368
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• 2015

This cross-sectional study was performed to offer radiographer who registered to the Korean Association of Radiographers as a basic material promote job satisfaction and lower job stress. A total of 213 radiographer were surveyed using a self-administered questionnaire. The 105 questionnaires consist of general characteristics, job characteristics, job stress, and job satisfaction. The job satisfaction was categorized into 3 sub-scales; psychological variables, environmental variables, and structural variables. The job stress insufficient job control, interpersonal conflict, job insecurity, organizational system, lack of reward, and occupational climate. Job satisfaction in psychological variables of radiographer was higher in the radiographers who have a high level of education, work in seoul,have a high sense of mission, don't have job leaving attitude, have a lower job insecurity. Job satisfaction in environmental variables of radiographer was higher in the radiographers who get lower salary. Job satisfaction in structural variables of radiographer was higher in the radiographers who have a high sense of mission, don't have job leaving attitude, have a lower organizational system, lack of reward, and occupational climate. Job satisfaction of radiographer was higher in th radiographers who don't have job leaving attitude, have a high sense of mission, have a lower lack of reward, and occupational climate.

• The Journal of the Korea Contents Association
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• v.14 no.9
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• pp.598-612
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• 2014

The present study is aimed at inquiring into the meaning of experience of action learning program for adult learners who participated in action learning program of H financial company which was carried out as a means of corporate training. The goal of study is to examine the essential factors of action learning program impacting on the increase of motivation for learning and the improvement of job-related problem-solving ability of the learners who participated in the learning as well as on the increase of motivation for learning and the improvement of job-related problem-solving ability among the components of action learning program. As for research method, 3 main questions and 15 sub-questions about motivation for learning, job-related problem-solving ability, and components of action learning were prepared for 9 learners who participated in the action learning program, and then focus group interviews (F.G.I) were conducted. The results show that action learning program increased motivation for learning by combining concentration of attention and relevance to job, and the degree of organization of learning team was a key element to improving motivation for learning. Also, through development of alternatives and planning/execution, it impacted on improving job-related problem-solving ability of participants. And the interest and support of the administrator were key elements to improving job-related problem-solving ability. In conclusion, the results show that action learning program in corporate job training activities improves motivation for learning of the participants. Therefore, in order to improve job-related problem-solving ability of the participants in job training, more focus should be put on concentration of attention and reinforcement of relevance to the job and more interest and support should be given to organization of appropriate learning teams among components of action learning program. Along with this, the administrator needs to grasp participants' awareness of problems and pay attention and give support to the participants to enhance the performance of planning/execution.

• Journal of Korean society of Dental Hygiene
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• v.19 no.5
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• pp.835-843
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• 2019

Objectives: This study presents job embeddedness as the principal factor that reduces turnover intention of clinical dental hygienists. The study also promotes the utilization of job embeddedness for efficient human management in dental organizations. Methods: A self-reported questionnaire was completed by 200 dental hygienists from June 1 to July 15, 2019. Data were analyzed using SPSS 20.0. An independent t-test, a one-way ANOVA, Scheffe post-hoc test, and Pearson's correlation coefficients were employed, and a multiple regression analysis was conducted. Results: The dental hygienists scored 3.25 points for job embeddedness, 3.81 points for organizational citizenship behavior, and 3.40 points for turnover intention. The variables that influenced their turnover intention were those related to job embeddedness. These factors showed 24.6% variance among the dental hygienists. Conclusions: Efficient human management of clinical dental hygienists requires increased interaction and compatibility within dental organizations. It is also necessary to create a variety of benefits and support systems.

• Journal of the Korean Society of Food Science and Nutrition
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• v.36 no.4
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• pp.488-498
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• 2007

The purposes of this study were to: a) provide evidences concerning the effects of emotional leadership b) examine the impacts of emotional leadership on employee-related variables, 'job satisfaction', 'organizational commitment', 'organizational performance' and 'turnover intention', and c) identify a conceptual framework underlying emotional leadership. A survey was conducted from August 23 to November 3, 2005 to collect data from mid-level managers in food service company headquarters (N=219). Statistical analyses were completed using SPSS Win (12.0) for descriptive, reliability, factor and correlation analyses and AMOS (5.0) for confirmatory factor analysis and structural equation modeling. The main results of this study were as follows. First, the managers gave the highest point to their leaders in the emotional leadership competence 'organizational awareness : reading the currents, decision networks, and politics at the organizational level' and gave the lowest point in the emotional leadership competence 'influence: wielding effective tactics for persuasion'. Second, the means of job satisfaction was above the midpoint (3 points). Employees' job satisfaction with 'coworkers' was relatively high. However, the extents of satisfaction with 'payroll' 'promotion', and 'work environment' were relatively low. Third, the organizational commitment was above the midpoint (3 points). In the organizational commitment, 'loyalty' factor was higher than 'commitment' factor. Fourth, the means of organizational performance was above the midpoint. The highest organizational performance variable was 'internal efficiency; trying to reduce cost' and the lowest organizational performance variable was 'internal fairness ; equitable treatment and all are treated with respect with no regard to status and grade'. Fifth, most respondents intended on 'thinking of quitting ; towards turnover process'. Sixth, the test of hypothesis using structural equation modeling found that emotional leadership produced p[Isitive effects on job attitude and job performance. Emotional leadership enhanced job satisfaction and organizational commitment, and in turn, employees' attitude positive effects on organizational performance; emotional leadership also had a direct impact on organizational performance

• Proceedings of the Korean Institute of Navigation and Port Research Conference
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• 2021.11a
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• pp.78-80
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• 2021

This study is based on Degree of Recognition and AHP surveys for experts, this study investigates changes in the demand of seafarers in response to changes in the shipping industry environment in which Maritime Autonomous Surface Ships(MASS) emerge according to the application of the fourth industrial revolution technology to ships, and it looks into changes in seafarers' skills. It also analyzes and proposes a plan for cultivating seafarers accordingly. As a result of Degree of Recognition and AHP analysis, it is analyzed that a new training system is required because the current training and education system may cover the job competencies of emergency response, caution and danger navigation, general sailing, cargo handling, seaworthiness maintenance, emergency response, and ship maintenance and management, but jobs such as remote control, monitoring diagnosis, device management capability, and big data analysis require competency for unmanned and shore based control.By evaluating the importance of change factors in the duties of seafarers in Maritime Autonomous Surface Ships, this study provides information on seafarers educational institutions response strategies for nurturing seafarers and prioritization of resource allocation, etc. The importance of factors was compared and evaluated to suggest changes in the duties of seafarers and methods of nurturing seafarers according to the introduction of Maritime Autonomous Surface Ships.It is expected that this study is meaningful as it systematically derived the duties and competency factors of seafarers of Maritime Autonomous Surface Ships from a practical point of view and analyzed the perception level of each relevant expert to diagnose expert-level responses to the introduction of Maritime Autonomous Surface Ships.