• The Journal of the Korea Contents Association
• /
• v.13 no.11
• /
• pp.902-912
• /
• 2013

This study on the training of police officers job satisfaction and job performance is to identify the relationship. This study of 2012 Police Training Institute courses in related expenses 5 population in the process of initiation of a national police officer selection, and note that the sampling method used to extract a total of 300 samples, but the number of cases that were used in the final analysis, 268 people. Data processing by the SPSSWIN 18.0 factor analysis, reliability analysis, multiple regression, path analysis. Conclusions are as follows. First, the police officer's training affects job satisfaction. In other words, work-related, of course the more positive the evaluation of job training job satisfaction is high, education, the stronger the motivation and job satisfaction also higher education can be. Second, the education and training of police officers affects job performance. In other words, work-related, educational motivation, job training curriculum for the more positive job performance rating is also high. Third, the police officer's job satisfaction affects job performance. In other words, education can be a higher job performance and job satisfaction also high. Fourth, the training of police officers on the job satisfaction and job performance directly or indirectly affected. That is, the internal job satisfaction and job performance, job training parameters are the important variables.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
• /
• v.8 no.1
• /
• pp.79-87
• /
• 2013

The purpose of this study is to search the related factors of job satisfaction in care facilities for the aged in order to improve quality of service and to help management of care facilities. Data was collected from staff who agreed with informed consent of this study among care facilities for the aged. Subjects were 152 staff members from 29 care facilities. The research was conducted during six month. The major findings of this study are as follows. Firstly, in the job satisfaction of staffs according to demographic characteristics of subjects, it was found that the workers with longer work experience in current facilities had higher job satisfaction. Secondly, in the job satisfaction according to characteristics of care facilities, it was found that when staff's opinion was accepted or considered that job experience was higher. In Conclusion, to increase job satisfaction of care facilities for the aged, we should consider the above two points.

• The Journal of the Korea Contents Association
• /
• v.13 no.3
• /
• pp.330-338
• /
• 2013

The work-related values are important to understand the organizational members' behavior. Because they lay the foundation for understanding of attitudes and motivation. This study aims at developing and empirically testing a comprehensive model of work-related values. The study seeks to understand the relationship between work-related values and job performance. A questionnaire survey method is adopted to collect the data for this study. Correlations and moderated regression analysis are used to verify the proposed hypotheses. Pride in work, job involvement, and activity preference are correlated positively with job satisfaction and organization commitment. The attitude toward earnings and social status of job are negatively correlated with job satisfaction and organization commitment. But upward striving is positively correlated with organization commitment.

• The Southeast Asian review
• /
• v.20 no.3
• /
• pp.183-222
• /
• 2010

본 연구의 목적은 2008년 후반에 발생한 국제금융위기에 대응하여 조직 개편을 선택한 기업과 그 기업 내의 근로자들 실태 파악을 하는데 있다. 특히 기업구조조정 명목으로 단행된 해고를 모면한 근로자들 (생존자)의 상태를 그들이 지각하는 각 개인의 관리자에 대한 만족도와 그들의 직무관련태도인 직무만족, 조직적 몰입 그리고 이직 의도 간의 관계 관점에서 살피고자 한다. 관리자에 대한 만족도는 근로자들의 직무 관련 태도 변수와 관련되어 사회적 선행변수로 선택되었으며 직무관련태도는 결과변수로 선택하였다. 본 연구를 통해 생존자들의 조직 내 직무관련태도에 관한 이해를 높이는데 필요한 정보를 표출해내어 그들의 실태를 파악하는데 하나의 목적을 두었으며 그들의 관리자와의 사회적 관계가 그들에게 미치는 영향을 파악하는 것이 또 하나의 목적이라 하겠다. 이상과 같은 관계 파악을 통해 얻은 정보로 관련기업이 단기적으로 성공적인 자립을 하여 장기적으로 경쟁력 있는 조직으로 성장할 수 있는 인적자원전략을 제공하는데 2차적인 목적을 두고 있다. 본 연구는 이상과 같은 목적을 달성하고자 그 유의성이 증명된 현존하는 설문을 활용한 조사기법을 채택하여 실증연구를 하였다. 수집한 자료는 SPSS 17.0과 LISREL 8.5을 사용하여 연구모형과 연구의 가설들을 검증하였다. 연구목적을 달성하고자 채택된 가설들은 기존의 문헌연구를 토대로 세워졌다. 연구대상은 태국 북부지역의 대표도시인 치앙마이 내 관광호텔 종사자들로서 외부적으로는 2008년 국제금융위기와 그에 따른 경제침체, 내부적으로는 극심한 정치적 사회적 불안에 의한 관광객의 급감소와 조직의 자구책으로 행해진 조직재구조 차원에서의 해고를 이겨낸 근로자들, 즉 생존자들이었다. 가설검증을 통해 입증된 연구결과에 의하면 1) 근로자들의 관리자에 대한 만족은 그들의 직무만족, 정서적 조직몰입과 지속적 조직몰입에 영향을 미치는 것으로 검증됐다. 2) 근로자들의 관리자에 대한 만족은 그들의 이직의도에는 영향을 미치지 못하는 것으로 검증됐다. 3) 근로자들의 직무만족은 그들의 이직의도에 영향을 미치는 것으로 검증되었다. 4) 근로자들의 조직적 몰입과 이직의도 간의 관계에 있어서는 오직 경제적 성격의 지속적 조직몰입만 영향을 미치는 것으로 검증되었다. 이러한 연구 결과는 기존의 타 연구 결과와 기본적인 맥락은 같게 나왔으나 근로자들의 정서적인 면의 부재는 2008년 후반 당시의 독특한 태국의 사회적, 경제적 그리고 문화적 실태를 보여주는 것이 아닌 가 사료된다. 특히 근로자들이 그들의 직장과의 관계와 관련된 의사결정을 가치가 아닌 경제적인 요소에 의존한다는 결과 그리고 상관인 관리자가 이러한 태도에 전혀 영향력을 미치지 못한다는 결과는 전통적으로 감성적이며 집단주의적인 동양적 문화가 지배하리라고 예상했던 태국에서는 이례적인 결과였다. 그러나 관리자들이 그들의 직무만족 그리고 조직적 몰입에 영향을 주며 직무만족이 이직 의도에 영향을 미친다는 결과와 지속적 조직몰입이 이직의도에 영향을 미친다는 결과는 장기적으로 적극적인 관리자 교육을 통해 근로자들을 조직에 정서적으로도 올바르게 안착시키고 긍정적인 구성원으로 존재하면서 조직에 기여할 수 있는 그들의 역할을 기대할 수 있다고 볼 수도 있다. 이 점은 매우 중요한데 그 이유는 해고를 이겨낸 근로자들은 그 조직이 미래를 짊어지는 마지막 기대변수이기 때문이다.

• Management & Information Systems Review
• /
• v.30 no.1
• /
• pp.107-128
• /
• 2011

This study has two primary purposes, firstly to identify how job dissatisfaction and continuance commitment influence to creativity, secondly to explore how coworker helping and support, and perceived organizational support moderate between interaction of job dissatisfaction and continuance commitment, and creativity. The first part of the study, based on literature study on creativity, provides insight into what are antecedents and moderate variables in creativity. In the second part of the study, a comprehensive research model and hypothesis were empirically tested based on data from 322 employees in Korean organizations. The results of statistical analysis show the following. First, job dissatisfaction has positive effect on creativity. Second, interaction of job dissatisfaction and continuance commitment does not have positive effect on creativity. Third, there was not any moderating effects between interaction of job dissatisfaction and continuance commitment, and creativity in this study. The last part of this study, a theoretical and practical implication of the study, and the future research agenda are presented.

• Journal of the Korea Convergence Society
• /
• v.9 no.1
• /
• pp.269-276
• /
• 2018

The purpose of this study was to examine the relationships of self-esteem, resilience, and occupational self-efficacy among dental hygiene students. Data were collected a self reported structured questionnaire was administerd in convenience sample of 240 dental hygiene students and the final 208 participants participate. The survey included demographic factors, Rosenberg Self Esteem Scale, resilience scale of CD-RISC, occupational self-efficacy scale. Data were analyzed using descriptive statistics, t-test, ANOVA, Pearson's correlation coefficient. There were positive correlation both occupational self-efficacy, resilience toward self-esteem. Resilience was correlated positively with occupational self-efficacy. Therefore, it is necessary to develop a dental hygienist curriculum and a comparative course program to improve self-esteem, major satisfaction and resilience in order to improve dental hygiene and student's occupational self-efficacy.

• Journal of dental hygiene science
• /
• v.15 no.5
• /
• pp.551-559
• /
• 2015

This study intended to search for measures to effectively improve and manage the job performance and personality of dental hygienists. In this study, the effects on job performance of the following variables were analyzed: emotional leadership, commitment, and patient-orientation. The subjects of the study were 328 dental hygienists who were working in a dental clinic and the assessment was made based on a self-administered questionnaire. T-test, one-way ANOVA, and Stepwise multiple regression were performed for analysis. The average of emotional leadership was 3.48 points, and commitment was 3.30 points. Also, the average of patient-orientation was 3.95 points and that of job performance was 3.39 points. Emotional leadership and commitment, as well as patient-orientation and job performance, showed positive correlation (p<0.001). The factor with the highest correlation with job performance was patient-orientation (${\beta}=0.306$), followed by the following: relationship management (${\beta}=0.209$); age (${\beta}=0.162$); self-awareness (${\beta}=0.139$); social-awareness (${\beta}=0.123$); and clinic type (${\beta}=0.101$). Based from the results of the study, there is a need to recognize the relationship among emotional leadership, commitment, and patient-orientation in connection with job performance.

• The Journal of the Korea Contents Association
• /
• v.10 no.11
• /
• pp.217-227
• /
• 2010

This study had collected 275 dental hygienists working in Busan, Ulsan, and Gyungnam area, in order to investigate burnout, job satisfaction and turnover of dental hygienists and find relationship between these. The obtained results were as follows; 1. The average burnout points are 2.61, and we could gain each point as follows; emotional burnout 2.76, physical burnout 3.41, and declination of job efficiency 2.77. 2. The job satisfaction was under the greatest influence of the emotional burnout, followed by declination of job efficiency, physical burnout. All the factors had a negative impact on their job satisfaction. 3. The turnover intention was under the greatest influence of the communication, followed by workload, freedom factor, rationality of organization, and possibilities of workplace. All the factors had a negative impact on their turnover intention. Those who were less satisfied sought new employment more often.

• Management & Information Systems Review
• /
• v.28 no.4
• /
• pp.131-154
• /
• 2009

In this study, an analysis has been conducted as to; (i) what factors affect organizational members trust in leader (ii) how does members trust in leader affect the variable of organizational performance in an organization. In order to attain the objective of this study, a model was established and also the hypothesis was verified on the basis of preceding studies. The findings of this study could be summarized as follows: 1. Servant leadership which is considered as preceding factors affecting trust in leader, were found to have a positive relation with trust in leader. 2. In connection with the role of trust, its mediator effect between its preceding factor and outcome variables was verified. As a result of the analysis, it was verified that servant leadership and trust in leader affected outcome variables not only directly but also indirectly through trust. 3. As a result of analyzing the effect that the trust in leader has on outcome variables, the trust in leader was found to have a positively significant effect on organizational citizenship behavior, organizational commitment and job satisfaction.

• The Journal of the Convergence on Culture Technology
• /
• v.5 no.3
• /
• pp.139-145
• /
• 2019

This study investigates the factors of job stress from working environment of employees' in the IT relative industry and explore its effects on both job involvement and affective commitment. 15 companies and individuals(IT freelancers) working in Seoul and Gyeonggi Provence were chosen for this study. Data were collected for 4 weeks from May 27 to June 28, 2019. A total of 400 employees' were attended in this research and finally 352 samples were used for the empirical analysis. The result of this study showed that 'role ambiguity' factor and 'role conflict' factor among the job stress factors influence on job involvement. Moreover, all factors(overload, role ambiguity, role conflict) among job stress influence on affective commitment.