• Journal of the Korea Academia-Industrial cooperation Society
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• v.9 no.6
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• pp.1874-1881
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• 2008

This study surveyed and analysed the factors that affect the job satisfaction of a home appliances service engineer. The job satisfaction analysis was based on two separate branches: the satisfaction of the current position and the intention to work. As the result, it was apprehended that as far as the individual qualities of the engineer are concerned, personality is a factor that had an effect on job satisfaction. Concerning the organisational qualities, it was analysed that social support, allowances and welfare were factors that contributed largely; and concerning the work itself, it was acknowledged that the appropriateness of the work influenced job satisfaction. To conclude, it was analysed that to increase job satisfaction, it would be important first and foremost to employ employees who have extroversive personalities, to take good care of the allowances and welfare of the employees and to distribute appropriately the amount of work.

• Journal of Practical Engineering Education
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• v.14 no.2
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• pp.259-266
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• 2022

The purpose of this study is to explore the effect of K-university professors' perception of the university on job satisfaction. To do this, correlation analysis and multiple regression analysis were applied on job satisfaction and university perception (curriculum, lecture, research support, research system, undergraduate(major), organizational communication, personnel system, welfare system) data of 81 professors at K-University. As results, each factor showed a statistically significant correlation, and it was found that the perception of lectures, the perception of research support, the recognition of the research system, and the perception of personnel system had a significant positive effect on job satisfaction. Based on the results of this study, policy measures to help increase job satisfaction were suggested.

• Journal of Convergence for Information Technology
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• v.10 no.11
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• pp.156-167
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• 2020

The purpose of this study is to analyze the influence of the mindset on stress and job performance. For the analysis, a questionnaire is conducted for cabin crew members in K airlines, and a total of 266 copies are used for the final analysis. To verify the hypotheses of the study, frequency analysis, exploratory factor analysis, reliability analysis, confirmatory factor analysis, measurement model analysis, validation of the measuremen model, and structural equation model analysis are used based on the questionnaire. First, it is confirmed that the mindset had a negative (-) effect on the cabin crew's role stress, reward stress and relationship stress. Second, it is found that cabin crew's reward stress have a negative (-) effect on job performance. On the other hand, relationship stress is found to have a positive influence on job performance and there is no significant result in effect with role stress. Third, the mindset showes a significant positive impact relationship on job performance. As a result, it is necessary to introduce a mindset intervention program so that it can be applied in practical work. These research results confirm the positive effects of mindsets and show that they contribute to organizational performance. In addition, it is necessary to prepare a program to change the mindset of airline cabin crew and to be applied in actual work.

• The Journal of Korea Institute of Information, Electronics, and Communication Technology
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• v.11 no.1
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• pp.54-62
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• 2018

The aim of this study is to analyze the correlation between the job characteristics, psychological wellbeing, and organizational commitment of workers in social welfare organizations. The subjects were 275 workers of social welfare organizations in Y city, Gyeongsangbuk-do. The analysis were frequency, reliability, correlation, and regression using the SPSS Program. The results of the study, analyzing the effects of job characteristics on organizational commitment showed that authority, harmony, and autonomy had positive effects on organizational commitment. Analyzing the effects of job characteristics on psychological wellbeing showed that authority and harmony had positive effects on psychological wellbeing, but autonomy was not. The organizational commitment to the effects of job characteristics on psychological wellbeing was analyzed as the partial mediated effect. The implications of this study are expected to be utilized as baseline data in developing programs for improving organizational commitment for the psychological wellbeing of social welfare organizations workers.

• Convergence Security Journal
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• v.16 no.6_2
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• pp.73-82
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• 2016

This study is to investigate the Effect of Career Choice Motives of the Private Security Guards on Job choice evaluation and Job Attitude. For this study visiting the 8 companies around the capital area and surveyed from May 1st to October 10th 2015 using the stratified random sampling method. A total of 240 questionnaires were distributed and among them, 220 copies were used except for analysis. I used SPSSWIN 21.0 and AMOS 21.0 to reliability analysis, factor analysis, analysis of structural equation model, path analysis. The level of statistical significance was set to .05. The following are conclusions. Job choice motivation has a positive effect on Job choice evaluation and Job attitude but Job choice evaluation doesn't play intermediary role on relationship between Job choice motivation and Job attitude.

• Journal of Digital Convergence
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• v.19 no.12
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• pp.463-468
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• 2021

This paper verified the relationship between the emotional labor and the job satisfaction of workers in senior employment agencies. And this paper verified the mediating effect of self-efficacy between the both variables. We conducted a survey of 261 employees of the 21 agencies in Daejeon and Chungcheong area. According to the analysis : 1) employees' emotional labor influenced job satisfaction negatively. 2) the self-efficacy mediated between emotional labor and job satisfaction. As a result, we need to establish a management system for emotional labor, to carry out a crisis intervention of prompt therapy, and to provide education to cope with emotional labor for decreasing the emotional labor. It is important to lower the proportion of irregular workers, to improve the level of treatment, and cultivate self-leadership for promoting self-efficacy.

• Journal of Digital Convergence
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• v.20 no.4
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• pp.661-666
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• 2022

This study verified the influence of supervision on job burnout and mediating effect of self-efficacy of workers in leisure welfare centers for the elderly. A survey of 275 employees of 15 facilities of Daejeon and Chungnam area was conducted. Main analysis methods are confirmatory factor analysis and structural equation model analysis. The analysis result is that supervision influences job burnout and mediating effect of self-efficacy is proved. Considering the analysis result, some countermeasures can be proposed to alleviate the job burnout. For improving the supervision of workers, the strengthening of educational and evaluational supervision, the provision of education and training for supervisors and individualized supervision, and the inclusion of supervision in facility evaluation are necessary. To improve employees' self-efficacy, it is necessary to provide capacity-building programs and emotional support services, education and administrative support for improving ethical awareness, and self-leadership.

• Industry Promotion Research
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• v.9 no.3
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• pp.273-284
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• 2024

The objective of this thesis is to analyze the impact of transactional and transformational leadership styles on job performance. This research employs questionnaire surveys and statistical analysis to examine the relationships among the three variables. The subjects of this thesis are bank employees, and the survey was conducted using a random sampling method via online questionnaires. Data was statistically analyzed using SPSS 28.0, which included frequency analysis, reliability and validity analysis, correlation analysis, and regression analysis. The findings indicate that transformational leadership can significantly enhance job performance by encouraging innovation and boosting employee morale. Conversely, transactional leadership, with its excessive emphasis on rules and procedures and a strict reward and punishment system, may limit employees' innovative capabilities and reduce their satisfaction, thus negatively affecting job performance. This thesis contributes to understanding the impact of leadership styles on organizational effectiveness, advancing leadership theories, and providing theoretical support for organizational management decisions.

• Journal of the Korea Society of Computer and Information
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• v.17 no.8
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• pp.115-121
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• 2012

The main objective of this study was determine why employees conduct non-work related smartphone use at work. To do this, this study developed the research model of non-work related smartphone use behavior consisting of factors such as habit, intention, social effect, task interdependence, and behavior. And it was tested via a survey of employees using smartphones. The results of this study reveal, first, that habit and social influence are significant predictors of non-work related smartphone use behavior. Secondly, task interdependence has a positive moderating effect between intention and behavior in non-work related smartphone use.

• Journal of Navigation and Port Research
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• v.36 no.10
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• pp.811-817
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• 2012

This study aims to empirically identify how job embeddedness which is consisted of links, fit, and sacrifice affects seafarers' turnover intention via organizational commitment. The results of covariance structure analysis on the questionnaire data collected from 362 seafarers are as follows. First, as job embeddedness increases, the seafarers' organizational commitment also increases. Second, organizational commitment seems to have negative relationship with seafarers' turnover intention at the marginally significant level, since links and fit have direct negative relationship with turnover intention.