• Korean Journal of Child Education & Care
• /
• v.19 no.1
• /
• pp.15-26
• /
• 2019

Objective: The purpose of the study was, first, to look for the correlation among child care teacher's job burnout, their empowerment, and their flourishing. The second aim was to find out the relative effects of job burnout and empowerment on the flourishing of child care teachers. Methods: The participants were 296 child care teachers from Seoul, Gyeonggi and Jeon-nam districts among whom questionnaires were distributed. Correlation and hierarchical regression analyses were used for the analysis with SPSS 21.0 program. Results: The results revealed that, first, while there was significant correlation in child care teacher's job burnout, their empowerment, and their flourishing. Child care teacher's job burnout showed a significant negative correlation with their empowerment and their flourishing, and child care teacher's empowerment had a significant positive correlation with their flourishing. Second, the relative influence on the flourish of child care teachers was in the order of empowerment and job burnout. In terms of sub-factors, the relative influence on the flourish of child care teachers was in the order of professionalism, autonomy, self-efficacy and job dissatisfaction. This study is meaningful in that it provided the basic data for improving the quality level of the child care. Conclusion/Implications: This study suggests that basic data for improving the quality of the child care. In order to improve the flourishing of child care teacher, it is necessary to find effective ways to eliminate the job burnout and increase the empowerment.

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.21 no.5
• /
• pp.485-494
• /
• 2020

This study analyzed the relationship between communication perception and job performance in general hospital nurses in order to provide basic data for efficient personnel and hospital management. For this purposes, data were collected from August 5 to 23, 2019, targeting 392 nurses from 14 general hospitals in Gwangju and Jeonnam and t-test, variance analysis, post hoc analysis, Correlations analysis and multi-regression analysis were conducted. In analyzing the differences between demographical and health characteristics and job performance, there were statistically significant differences in age, working years, salary, satisfaction, locations, health status, health education, chronic diseases and depression. In respect to communication perception and job performance of nurses, age of 30 and job satisfaction (moderate satisfaction and dissatisfaction) had a negative effect, locations had a positive effect, and horizontal communication had the greatest effect on job performance. There was a relation between downward, informal and upward communication and job performance, and the determination coefficient was 45.2%. Based on these results, this study suggested that for higher job performance, we should improve working environment, enhance job satisfaction, organize nursing organization culture with active horizontal, downward, informal and upward communication and develop an efficient personnel management system.

• The Korean Journal of Franchise Management
• /
• v.4 no.1
• /
• pp.55-71
• /
• 2013

The purpose of this study is to analyze the effects of satisfaction or dissatisfaction of a franchise organization training program on its achievements. For the training program variables, it takes a motivation, a role perception, and a customer directivity as independent variables, and satisfaction or dissatistaction as a parameter. Also, it regards operation capability improvements, satisfaction of the job, and a will for a long-time employment as a dependent variable, then it presents the results by using SPSS/PC+ statistics methods. The results shows that satisfaction of training programs affect the long-time employment a lot. Therefore, for a long-run growth of the franchise organization, it is important to carry out proper training programs. The introduction(part I) contains the subject proposal and the purpose of the study, and theological background(part II) shows the definition and quality of a franchise organization, and some expectations from training programs such as motivations, role perceptions, and customer directivity. Also, part III presents the study model, hypothesis, and analyzing methods. For the last, part IV shows the verification of statistic results, then part V presents the conclusion.

• Journal of Venture Innovation
• /
• v.6 no.3
• /
• pp.149-164
• /
• 2023

Today, when innovation and creativity become increasingly important, management of human resources is a key factor for corporate performance and competitive advantage. Corporate are implementing and introducing various types of support methods for members to achieve goals and improve organizational performance. Organizational culture and organizational trust affect the cognitive and emotional state of members. Furthermore, it can bring about changes in organizational performance such as job stress and job satisfaction. From an institutional point of view, work-life balance is also a major factor affecting organizational performance. The imbalance between work and life leads to a decline in organizational performance, such as decreased morale and dissatisfaction with work. In relation to work-life balance, the low birth rate problem intensified and the importance began to emerge. Therefore, the government has implemented various policy support for workers' work-life balance, and the "52-hour workweek" is a representative example. This study analyzed the effect of organizational culture applying the competitive value model on workers' job stress. In addition, the mediating effects of overtime work per week and organizational trust were analyzed. Job stress corresponds to a prerequisite stage that affects job commitment, job satisfaction, and turnover intention. However, research measuring job stress by organizational performance is insufficient. In addition, there are few studies analyzing the relationship between overtime and organizational performance. Considering this, it is necessary to understand the influence relationship. The results of the study are as follows. First, a hierarchical culture increases the job stress of workers. On the other hand, innovation-oriented, relationship-oriented, and competition-oriented corporate culture reduce job stress. Second, a hierarchical culture has reduced trust in the organization, and other organizational cultures have increased trust in the organization. Third, relationship-oriented and competition-oriented organizational culture reduced overtime. Innovation-oriented, hierarchical-oriented culture increased overtime Fourth, organizational trust and overtime have the effect of mediating organizational culture and job stress. Based on these analysis results, this study presented academic and political implications.

• Journal of Korea Entertainment Industry Association
• /
• v.14 no.8
• /
• pp.11-23
• /
• 2020

Many former studies for the entrepreneurial intention dealt with the opportunity-driven motivation, but the actual entrepreneurial motivation is the necessity-driven motivation such as maintaining a living. It is necessary to study the necessity-driven factors for entrepreneurship such as employment barriers and job dissatisfaction. This study focused on the fact that the majority of cultural artists are freelancers or self-employed entrepreneurs. For those who majored in culture and arts, this study was conducted to investigate how an individual's internal and external environment affects the entrepreneurial intention considering the theory of planned behavior. I explored the factors that led individuals to choose entrepreneurial intention between employment and entrepreneurship, and studied the relationship between these factors and the entrepreneurial intention. As the result of the study, the job dissatisfaction and the employment barriers were the pressure factors for entrepreneurship. Job satisfaction had a negative effect on the entrepreneurial outcome expectation and the entrepreneurial intention. The perceived employment barrier had a positive effect on the entrepreneurial outcome expectation and the entrepreneurial intention. An individual's risk-taking orientation is one of the entrepreneurship and had the positive effect on the entrepreneurial self-efficacy. The entrepreneurial outcome expectation and the entrepreneurial self-efficacy had a positive effect on the entrepreneurial intention.

• Journal of radiological science and technology
• /
• v.28 no.1
• /
• pp.55-65
• /
• 2005

Research of actual condition of working conditions in the small and clinics, in the Seoul metropolitan city and Kyeonggido province. With the health care environmental change such as a rapid increase of the elderly people, rapid increase of health promotion needs, it is necessary to analyse and identity of the actual condition of working conditions for present and new radiological technologist. Research of general characteristics for the present radiological technologist. To research of the status employment, business scope, pay, working conditions, radiation safety management, equipment, and category association. Defining the problems of related working conditions, radiation safety management for the comprehensive methods to promote the rights the radiological technologist. A proposal for establishment legislature and system of the actual condition in the hospital for radiological technologist. Estimation for the demand and supply numbers of present radiological technologist and improvement of employment relations. Improved and refined scope business and duty regulation related to radiological technologist. Application for the establishment and development of promotion rights to utilize as basic data in a legislative and system frame of reference to implement the radiological technologist.

• Korean Journal of Construction Engineering and Management
• /
• v.13 no.2
• /
• pp.137-146
• /
• 2012

Recently, due to construction of the recession quantity of unsold houses is increasing and construction company is experiencing financial difficulties. As a result, construction is being ousted, or workout. Accordingly, construction may be devising a method for oneself like salary cuts, layoffs as part of the rationalization of management. But in this way may be increasing employees's perception about job insecurity and payment unsatisfaction. This has the potential to do employees turnover. Turnover has be known that it brings both positive and negative results to the organization. But if new employees leaves early, the positive aspect of the organization will be less likely. In order to solve these problems, new employees turnover intention will be necessary for the thorough management. The purpose of this study is to identity how the perception of job insecurity, payment satisfaction, organizational commitment, excessive workload, competitiveness for employment and job suitability affect new employees turnover intention. As the degrees of impacts of variables affecting turnover intention of new employees might be different between small to medium and large construction companies, this research also compares the differences between these two groups and suggest measures for reducing turnover intention.

• Journal of the Korean Society of Clothing and Textiles
• /
• v.22 no.3
• /
• pp.396-406
• /
• 1998

The purpose of this study was to classify the types of salespeople in the apparel stores. A questionnaire was administered to 267 fashion sales related persons in apparel store in downtown, Daegu. Data were analyzed by using frequency, i-test, cluster analysis, MANOVA, ANOVA and Duncan test by using J.M.p(v.2.01) Mac. program and SAS for windows(v. 6.02) PC program. The results of this study were as follows: The types of salespeople were classified into 4 types: "complaining type as a salespeople", "sensitive type for other affairs than their duty", "satisfying as a salespeople" and "performance reaction type". There were significant differences in academic background, selling apparel type/apparel store type, and in all factors in job satisfaction/dissatisfaction, attitude toward working condition, customer type, and selling training by the different types of salespeople. Complaining type as a salespeople were dissatisfied with most items related with job attitude and showed negative response as salespeople. Sensitive type for other affairs than their duty responded more keenly to other affairs than their duty and showed the highest dissatisfaction on the job dissatisfaction factors, and showed the most emotional reaction on attitude toward working condition, customer type, and regulation. Satisfying type as salespeople showed the positive and active attitude for their job. Performance reaction type were satisfied with their job as salespeople only when their performance is tangible as sales increases and showed highest satisfaction only on the job satisfaction factors. The necessity of professional training was shown in all types of salespeople.g was shown in all types of salespeople.

• Journal of the Korean Institute of Gas
• /
• v.25 no.2
• /
• pp.52-63
• /
• 2021

Analysis of risky behavior factors for workers in the manufacturing industry enables effective human error prevention and systemization of an efficient safety management system. This study examines the relationship between the effects of workers' work psychology, work environment, and work deviation factors on risky behavior intentions and the effects of such risky behavior intentions on risky behaviors. Among the small and medium-sized manufacturing industries, the analysis was focused on a survey of 80 workers in the manufacturing and processing industry. Looking at the results, it was found that work psychology and work deviation had an effect on the intention of risky behavior, but the work environment factors corresponding to job satisfaction and workload did not affect the intention of risky behavior. The relationship with colleagues, the degree of satisfaction or dissatisfaction with the job, the degree of importance of the job that the worker feels, and the tightness of time to digest a large amount of work do not affect intentionally inducing dangerous work, but they do affect risky behavior. In the absence of intention, the work environment factor was found to accompany dangerous behavior.

• Culinary science and hospitality research
• /
• v.13 no.1 s.32
• /
• pp.179-191
• /
• 2007

This paper aims to improve management and make the bakery business stable by investigating the difficulties in bakery management and the current management conditions of bakery businesses. Using Windows SPSS 11.0, the bottleneck in bakery management and its influence on sales and job satisfaction were analyzed. Besides, a regression analysis was conducted to investigate the effect of difficulties in bakery management on sales and job satisfaction. According to the analysis, a total of 44 variables were observed as the difficulties in bakery management. Among them, 34 variables were caused by 7 factors: facility, product, employee, finance, production, external advertisement. In the regression analysis, it has turned out that the difficulties in management had influence on sales dissatisfaction in facility, product, employee, finance, production, and external factors. Especially, employee factor turned out the most influential one on sales dissatisfaction. Furthermore, it has turned out that the bottleneck in management had influence on job dissatisfaction in all 7 factors. Above all, the external factor turned out the most influential one.