• The Journal of the Korea Contents Association
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• v.15 no.12
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• pp.586-595
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• 2015

This paper explores the relationship between senior workforce's education & training and job satisfaction. Further, the mediating effect of knowledge-sharing practice is also analyzed. We used 970 senior workforce's survey data from Human Capital Corporate Panel. Using structural equation modeling, the results suggest as follows. First, senior workforce's education & training had a positive effect on job satisfaction. Second, senior workforce's knowledge-sharing practice had a positive effect on job satisfaction. Third, a mediation analysis reveals that knowledge-sharing practice significantly mediates the relationship between education & training and job satisfaction. Several theoretical and managerial implications are discussed.

• The Journal of the Korea Contents Association
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• v.15 no.12
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• pp.436-446
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• 2015

This study investigated the effect of job satisfaction on altruism and civic virtue, also explored the mediating role of organizational commitment on these relationships in the Chinese setting. We tested on a sample of 246 employees working in three Chinese companies. The results of PLS Structural equation modeling showed that job satisfaction has a positive impact on organizational commitment, and organizational commitment has a positive impact on altruism and civic virtue. Further, organizational commitment partially mediated the relationship between job satisfaction and altruism, and civic virtue.

• Journal of Korea Society of Industrial Information Systems
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• v.25 no.6
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• pp.55-67
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• 2020

This study aims to investigate which job crafting has impact on person-job fit and job satisfaction. We define the concept of job crafting, person-job fit and job satisfaction based on previous literatures and analyze the relationship between variables. The research sample was collected from ground staffs of Low Cost Carrier (LCC) working in Incheon international airport. Results show that the cognition crafting influences on person-job fit of ground staff, and the person-job fit has been verified as a positive effect on job satisfaction.

• Journal of Digital Convergence
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• v.20 no.5
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• pp.291-295
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• 2022

The purpose of this study is to examine the effect of supervisor humor on LMX and CWX. LMX and CWX on subordinates' job satisfaction. Additionally, we attempt to test the mediating roles of LMX and CWX on the relationships between supervisor humor and subordinates' job satisfaction. To verify the proposed hypotheses, we collected 230 data of employees in various industry. The major findings are as follows: 1) supervisor humor is positively associated with LMX and CWX. 2) LMX and CWX are positively associated with subordinates' job satisfaction. 3) LMX and CWX partially mediate the relationship between supervisor humor and subordinates' job satisfaction. We provided implications of the research results and recommendations for future research.

• Proceedings of the Korean Nuclear Society Conference
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• 1998.05a
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• pp.239-245
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• 1998

GOMS 평가는 운전원 개인의 인지과정에 초점을 두어 직무 절차의 학습시간과 직무 실행시간을 예측하고 직무 실행시 요구되는 인지부하를 분석한다. 하지만 실제 원전의 운전은 그룹에 의해 이루어지므로 운전원간 의사소통과 직무의 상호 의존관계를 고려하여 기존의 GOMS를 확장한 분산형 GOMS를 고안하였다. 본 논문에서는 분산형 GOMS 평가기법을 CE형 원전의 비상운전절차서에 시험적으로 적용해 본 결과를 제시한다.

• The Journal of the Korea Contents Association
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• v.13 no.3
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• pp.330-338
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• 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 Journal of the Korea Contents Association
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• v.10 no.11
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• pp.424-434
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• 2010

Job stress of Korean workers is 87.8% which is the highest level among OECD countries(average 80%), and job satisfaction is 69% which is the lowest satisfaction much lower than the average(81) of OECD. This study aims to analyze the effect of LMX; Leader-Member Exchange regarding job stress and job satisfaction empirically. According to the result of the study of employees in special hotels in capital areas and Jeolla province, the difference between job stress and intensity showed partial differences in marital status. In addition, the mediating roles of the LMX quality showed that the only organization-related stress consisting of role conflicts and role ambiguity factors was found to be mediated by the quality of LMX in terms of the effect on job satisfaction. Also, the effect of job authority-related stress and job environment stress on job satisfaction showed that the quality of LMX didn't have an influence.

• The Journal of the Korea Contents Association
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• v.12 no.1
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• pp.400-408
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• 2012

The purpose of this study was to grasp the relationship among general characteristic, work characteristic, job stress and social psychological stress by targeting dental hygienists in a certain area. By using self-administered questionnaire, it was possible to get following results from 219 people. The total score of job stress of dental hygienist was $47.41{\pm}7.46$. The people who are younger, take lower positions at their workplace and not married showed higher stress about physical environment, autonomous work and improper compensation. The people with lower income showed higher stress about autonomous work and the people with lower academic background showed higher stress about physical environment and autonomous work. The people who spend more time at their workplace showed higher stress about autonomous work and showed lower stress about relational conflict, organization system, improper compensation and work culture. The job stress about physical environment, job request, autonomous work, unstable work, improper compensation and workplace culture had a positive correlation with social psychological stress. It was found that unstable work, organization system, improper compensation and higher position gave effects to social psychological stress.

• Fire Science and Engineering
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• v.29 no.6
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• pp.139-146
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• 2015

This study surveyed 230 firefighters working in Dae Gu City and Kyung Sang Buk Do in order to analyze the influence of social support and empowerment on occupational stress and its sub-categories. The study results show that occupational stress is reduced for firefighters when there is more social support and empowerment. For subcategory variables of occupational stress, occupational autonomy stress was influenced only by empowerment. Stress related to lack of compensation and stress from the organization's culture were influenced the most greatly by social support. The weekly fre quency of emergency mobilization and years of working were also found to influence occupational stress and its subcategory variables. The group difference analysis revealed that the fire department had a significantly higher occupational stress than the first-aid department, and 4 to 7 weekly emergency mobilizations corresponded to significantly higher occupational stress than 8 or more weekly emergency mobilizations. Based on the study results, stress management programs focused on increasing social support and empowerment for firefighters are suggested.

• Journal of the Korea Convergence Society
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• v.11 no.3
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• pp.351-360
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• 2020

This study was conducted to compare and analyze occupational stress and satisfaction levels of the nurses in two different units to provide data for effective nursing resource management. Survey was conducted in four hospitals in June 2019 and data was obtained from 62 nurses in comprehensive nursing service units (CNSU) and 62 nurses in general units (GU). CNSU nurses had higher level of job satisfaction than GU nurses. Contributing factors included pay, professional status, administration, autonomy, task requirements, and interaction. Job stress level was not significantly different between groups. GU nurses had higher stress levels from nursing practice, conflict with doctors, and patients and caregivers, while CNSU nurses had higher stress levels in working condition. Negative correlation was found between job satisfaction and stress in GU nurses, whereas not in CNSU nurses. Clear definition of task, smaller work load, appropriate reward, and educational support is suggested to enhance job satisfaction.