• 한국노년학
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• v.31 no.2
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• pp.277-290
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• 2011

The present study examined the impact of work stress and job satisfaction on intention to leave among staff including social workers, nurses, and care workers. The study subject included 235 staff in a welfare organization that provides long-term care services. Data was analyzed using multiple linear regression. The findings of the study show that work stress and job satisfaction affect intention to leave in the context of welfare organizations. Demographic variables were not the main focus of this study and thus these results are incidental. Staff with higher levels of work stress were more likely to think about leaving, while those with grater job satisfaction were less likely. There were several limitations in this study. Generalizability of the findings are limited to staff working in the province of Jeonnam. The results have important implications for the development of strategies to minimize turnover intention in long-term care. Reducing the intent to leave is desirable for issues of both cost reduction and quality of care. Managers could perhaps start to consider decreasing work overload assigned to staff. This study also provides some insight into the work status of new staff. Clearly this finding needs to be explored in further research studies. A more comprehensive model is likely required to adequately explain intention to leave the job.

• Proceedings of the Korea Contents Association Conference
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• 2015.05a
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• pp.155-156
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• 2015

본 연구는 의료기관에서 근무하는 방사선사를 고용형태를 중심으로 구분하여, 정규직과 비정규직 간의 인식차이, 이직의도, 직무스트레스, 심리적 상태의 관계를 알아보고자 실시하였다. 연구 대상은 수도권역과 지방권역으로 9개 의료기관에서 종사하는 방사선사 308명으로 하였다. 2012년 7월 18일에서 9월 15일까지 수집된 설문지를 통계적으로 분석하여 다음과 같은 연구 결과를 얻었다. 정규직과 비정규직 방사선사의 인식차이에서 정규직은 성별, 월 급여, 지역권에서 유의한 차이가 있었다. 이직의도는 정규직에서 학력, 월 급여, 지역권에서 그리고 비정규직은 성별에서만 유의한 차이가 있었다. 직무스트레스는 정규직에서 학력, 월 급여, 지역권에서와 비정규직은 성별, 나이, 결혼, 총 직장 근무연수에서 유의한 차이가 있었다. 심리적 상태에서 정규직은 성별에서와 비정규직은 성별, 결혼에서 유의한 차이가 있었다. 정규직, 비정규직 간의 직무적 요인에 대한 상관관계에서 인식차이는 이직의도와 심리적 상태에서, 이직의도는 인식차이와 직무스트레스 및 심리적 상태에서, 직무스트레스는 이직의도와 심리적 상태에서, 심리적 상태는 인식차이, 이직의도 및 직무스트레스에서 유의하였다. 고용형태에 따른 요인별 직무스트레스에서는 직무요구 요인, 직무자율성 요인, 관계갈등 요인, 직무불안정 요인에서 유의한 차이가 있었다.

• The Journal of the Korea Contents Association
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• v.10 no.10
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• pp.418-428
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• 2010

The purpose of this study is to prove that job embeddedness perceived by airline employees has influence on their job satisfaction, organizational commitment and turnover intention. First, this study shows that the three factors of the job embeddedness have a positive relation with the job satisfaction, organizational commitment. Second, the fit factor of job embeddedness has a negative relation with the turnover intention, but the link factor and sacrifice factor of job embeddedness are not significant. Third, the job satisfaction and organizational commitment are significant to turnover intention. The result implies that the executives of airline corporation should try to encourage organizational culture allowing employees to maximize job embeddedness.

• The Journal of the Convergence on Culture Technology
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• v.9 no.6
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• pp.743-750
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• 2023

This research aims at drawing implications by positive and negative variables affecting burnout of young working adults. The authors derived social support and empathy from sorting out the positive variables, and job boredom and job stress from the negative variables. Many studies have shown that these selected variables are believed to influence considerably on burnout. This research is achieved by the method of hierarchical multiple regression analysis. The results indicate that four positive and negative variables influence on burnout, and the negative variables(job stress, job boredom) have the greater effect than the positive variables(empathy, social support) do. Thus, there is an urgent need for care and concern for the social beginners.

• The Journal of the Korea Contents Association
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• v.16 no.5
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• pp.229-241
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• 2016

This research has its purpose to seek, among the CEOs of social enterprises, the influence of job stress on business performance, social support inbetween them, and adjusting role of government-supported policies. CEO of social enterprise, which is established to realize its social purposes, receives the job stress due to business ethics, profitability, identity crisis, management challenges and etc. We would like to set the foundation for the enterprises to constantly conduct social purposes within the local society by raising the business performances of social enterprises through seeking the measures to resolve such job stresses of the CEOs by expressing them. This research applied the ISR Job Stress Model theroy as its main ground of theoretical background. We would like to analyze the inter-significance by setting the job stress causes and job stress influences as independent variables, business achievements as a dependent variable, and social support, government-supported policies as moderating variables. For the methods of the research, we collected, using structuralized questionnaire, from 223 social enterprise CEOs located within Korea. Data analysis used IBM SPSS Statristics 20.0 programme, and through general characteristic of sample, confidence testing, factorial analysis, correlation analysis and research hypothesis testing, drew the following results. First, job stress factor and influence were analyzed to have negative impacts on business performance. Second, social support was found to lower job stress factor and influence, and raise business performance. Third, government-supported policy was analyzed to lower job stress factor and influence, and raise business performance.

• Management & Information Systems Review
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• v.36 no.4
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• pp.149-166
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• 2017

The purpose of this study puts stress on effects of job satisfaction and organizational commitment depending on the type of organizational culture of ICT enterprises. This study utilized the 6th Human Capital Corporate Panel(HCCP) data from Korea Research Institute for Vocational Education & Training to analyze the effects of organizational culture in ICT enterprises on the job satisfaction and organizational commitment. The Samples are managers, supervisor, and employees in ICT industries who replied thorough the 6th HCCP. Answers from 875 people, except inappropriate answers, were used to test a hypothesis. In order to do that, reliability analysis and correlation analysis and regression analysis, utilizing the SPSS 24.0 & Amos 18.0, were used to analyze the effects of organizational culture on the job satisfaction and organizational commitment in ICT enterprises. With the purpose of this study, organizational cultures in ICT enterprises have different effects on job satisfaction and organizational commitment. The group culture, development culture, rational culture and hierarchy culture have a positive effects on job satisfaction. And the group culture, development culture and rational culture have a positive effects on organizational commitment. Whereas, hierarchy culture have no effects on organizational commitment. Also, job satisfaction have a positive effects on organizational commitment. Among four cultures of ICT enterprises, the importance of group culture should be stressed. According to the result of empirical analysis, group culture has the most positive impact on job satisfaction, contrary to the expectation that development culture might be the one. So far, the group culture, which emphasizes organizational flexibility, integration, trust, teamwork, high participation, royalty and morale, have positive impact on the organizational employees the most.

• The Journal of the Korea Contents Association
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• v.11 no.1
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• pp.225-235
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• 2011

The research on the analysis of relationship between job stress and job satisfaction has been conducted targeting 355 Geriatric Care Helpers who are caring for the elderly people in the geriatric care centers in the area of Busan by the Act of Long-term Care Insurance for the Geriatric. As the method for the analysis t-test was conducted to investigate their job stress, counter-stress experience and effort, and job satisfaction. Also regression analysis was conducted to analyse the factors having effect on the job satisfaction of geriatric care helpers. The results of analysis can be summarized as following. First, job stress of geriatric care helpers at hospitals has shown significant difference from that at geriatric care centers, while job satisfaction of geriatric care helpers at care centers has shown some difference from that at hospitals. Second, measurement experience and effort of job stress was shown to some difference according to each institution. Third, the effect factors on geriatric care helpers were employment type, job stress, stress with patients in the case of hospitals, while those on geriatric care helpers were average wage, employment type, the number of charging patients, job stress, job requirement stress, and stress with patients. However, regardless of the type of employed institution, job satisfaction was shown high in case of full time job, low job stress, and high stress with patients.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.10 no.4
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• pp.177-184
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• 2015

The purpose of this study was to investigate the effect that the job stress of employees would have on the organization effectiveness. In this study, 222 employees in Seoul and Gyeonggi province were surveyed from March to May, 2015 through empirical research with the structured questionnaires, and the collected data were statistically computerized under a statistical package of SPSS 18.0 and analyzed based on the correlation analysis, frequency analysis, and multiple regression analysis. The Following results were derived. First, the job stress of employees according to demographic characteristics had a significance difference. The technical employees had the lower role ambiguity of job stress compare to other group and the higher the income years and educational background, the higher the role overload of job stress. Second, the job stress of employees had a negative effect on the job satisfaction and Organization effectiveness but a positive effect on the turnover intention and the hypothesis was adopted. Thus, it turned out that the job stress of employees had a significant effect on the organization effectiveness and there was a significance at the statistical level. Based on this research finding, it is considered necessary to seek the specific measures that can help reduce the turnover rate of employees and improve their job satisfaction and organization commitment in a more effective methods.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.11 no.10
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• pp.3688-3699
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• 2010

The purpose of this study is to understand attributes, stress and burnout related to job environment of healthcare facilities workers for the aged, care-givers, analyze the effect of these factors on job satisfaction, and improve their organizational task to help advance the quality of life and the healthcare facilities for the aged. A survey was made on 129 care-givers working in the healthcare facilities for the aged(care facilities, in-home facilities for the aged) located in Jeonbuk Gunsan area. This study showed that sub-factors of care-givers' job environment such as human environment, compensation system and job expertise have a significant effect on the job burnout, stress and satisfaction. This means that a well-organized compensation system, which is proportionate to the job expertise and ability for human environment, and achievement of innovative thinking, will make a positive relationship, reduce the job burnout and stress, and improve the job satisfaction at the same time. Compared to the rapid increase of old aged patients for long-term care and care-givers' real role and job in the facilities, the job specialization has to be guaranteed to improve job environment of care-givers as various beneficial workers for welfare - professional workers - and the compensation system needs to be properly systematized according to their job capacity. Consequently, the production and participation of professionals with high self-esteem may raise organizational commitment through the maximization of job satisfaction by the participation and devotion to the organization of more professionals by removing factors, which can reduce the frequent job burn-out and stress of care-givers.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.3
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• pp.267-277
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• 2018

This study examined the job satisfaction and its association with violence experience, job stress, and burn-out. A total of 1,240 119 rescue workers who worked in 14 fire stations across the country were surveyed. The survey was conducted by self-administered questionnaires from 1 March, to 30 April, 2016. As a result, the score of job satisfaction according to violence experience, job stress, and burn-out were significantly lower in the group with higher scores of violence experience, job stress, and burn-out. Regarding the correlation of job satisfaction with violence experience, job stress, and burn-out, the score of job satisfaction was negatively correlated with the violence experience, job stress, and burn-out. With an analysis of the covariance structure, the job stress was more influential on the job satisfaction than violence experience and burn-out. In addition, a higher violence experience, job stress, and burn-out were found to decrease job satisfaction. On the other hand, a higher the job stress and violence experience resulted in higher burn-out rates. The results suggested that the job satisfaction is influenced more by job stress than by violence experience and burn-out. Therefore, concrete measures will be needed to reduce job stress and promote the job satisfaction of 119 rescue workers.