• The Journal of the Korea Contents Association
• /
• v.6 no.2
• /
• pp.127-135
• /
• 2006

The object of this study is to improve the police administration service and the work performance of police officers, through the analytic ground to increase job satisfaction and to solve the role conflict by setting the role conflict as a main factor among many factors to influence the job satisfaction between the role conflict and the job satisfaction of police officers and explaining the factors of the role conflict.

• Journal of Convergence for Information Technology
• /
• v.11 no.10
• /
• pp.230-238
• /
• 2021

This study sought to understand the mediating effect of job enthusiasm in relation to work-life balance and job performance of hospital workers. The data collected through a self-contained survey using structured questionnaires for employees of medical institutions in Busan and South Gyeongsang Province were analyzed using SPSS 26.0 and Process Macro programs. As a result of the analysis, job performance and non-role performance were the most influenced by passion (+), and work-life balance was evaluated as a factor that increased job enthusiasm. In addition, work-life balance directly influenced job performance, but indirectly influenced job performance as a medium. In particular, the work-life balance and the relationship between performance other than roles were fully mediated. In order to improve the job performance of hospital workers at the organizational level, it is necessary to increase job enthusiasm, which means that efforts are needed to establish an organizational culture that values work-life balance.

• The Journal of the Korea Contents Association
• /
• v.9 no.12
• /
• pp.270-278
• /
• 2009

Most of previous studies on civil servants' stress factors and job satisfaction have been focused on low job satisfaction caused by stress from role relations and human relations. In case of fire officers, however, their stress is expected to be influenced by their unique job characteristics such as risk, urgency, stand-by, and shift. Thus, this study divided fire officers'stress factors into job-related factors (risk, urgency, stand-by, alternation) and role-related factors (role conflict, role ambiguity, role overload), and empirically analyzed how these factors affect their job satisfaction. According to the results of this study, fire officers' job characteristics and their roles in the organization had a significant effect on their job satisfaction. Particularly, among the job-related factors, urgency and stand-by had a positive effect on job satisfaction, and among role-related factors, role conflict and role overload had a negative effect on job satisfaction. In addition, fire officers' stress and job satisfaction were significantly different according to their job (fire fighting, rescue and first aid, fire administration, others), and according to their workplace (fire fighting headquarters, fire station, 119 safety center).

• Korean Journal of School Psychology
• /
• v.18 no.2
• /
• pp.221-247
• /
• 2021

This study was conducted to determine if the relationships between role identification confusion and burnout and between role identification confusion and job satisfaction are mediated by role conflict and whether job crafting moderates the mediating the relationships between role conflict and burnout and between role conflict and job satisfaction. A total of 150 professional school counselors completed a survey about role identification confusion, role conflict, burnout, job satisfaction, and job crafting. The results of a correlation analysis showed that the relationship between role identification confusion and burnout was statistically significantly positive, the relationship between role identification confusion and job satisfaction was statistically significantly negative, and that role conflict mediated the relationships between role identification confusion and burnout and between role identification confusion and job satisfaction. However, the moderated mediation effect of job crafting in these relationships was not statistically significant. This paper discusses this study's limitations and suggestions for further research.

• Journal of Digital Convergence
• /
• v.18 no.6
• /
• pp.501-511
• /
• 2020

This study examined the relationship between emotional labor, job stress and job performance for 226 social workers. The main results are as follows. First, the degree of attention to emotion expression, a sub-concept of emotional labor, had a positive effect on role conflict, a sub-concept of job stress, and emotional disharmony had a positive effect on role overload and role conflict. Second, attention level, emotional disharmony, and frequency of emotional labor, which are sub-concepts of emotional labor, did not have a statistically significant effect on both job performance and sub-concepts, role conflict, role conflict, and job ambiguity. Third, role overload and role conflict, which are sub-concepts of job stress, have a statistically significant negative impact on both in-role performance and out of role performance.

• The Journal of the Korea Contents Association
• /
• v.10 no.11
• /
• pp.476-484
• /
• 2010

The purpose of this study was to investigate the relationship between role ambiguity, role conflict and job satisfaction, job performance. The participants of this study were 300 secondary physical education teachers in Busan, using cluster random sampling. Finally 282 questionnaires were analyzed using SPSS 14.0 and the results were as follows. Role ambiguity of secondary physical education teachers had a negative effect on job satisfaction and job performance. Role conflict of secondary physical education teachers had a negative effect on job satisfaction but had no effect on job performance.

• The Journal of the Korea Contents Association
• /
• v.11 no.12
• /
• pp.190-205
• /
• 2011

The purpose of this study was to investigate the effects of the MICE industrial employee's job stressors on intent to leave and test of the mediating role of job satisfaction and job commitment. For the study, job stressors were defined 3 groups with 7 sub-factors, such as role stressors of role ambiguity, role conflict and role overload, task stressors of job routineness and job heteronomy, organizational stressors of job insecurity and distributive injustice. Data were collected from 303 MICE industrial employees in metropolitan area by structured questionnaires. Collected data were analyzed by AMOS 18.0 and findings are as follows. Firstly, on aspect of total effectiveness, the seven job stressors had harmful effect on intent to leave, especially organizational stressors had more serious effect on intent to leave than role stressors. Secondly, not only job satisfaction and job commitment had meditators role but also influenced on intent to leave directly. Thirdly, role ambiguity had effect on intent to leave indirectly through the job satisfaction, while role conflict and role overload had effect on intent to leave directly, and also indirect effectiveness on it through the job commitment. Fourthly, job routineness and job heteronomy had effected on intent to leave only through the meditators. Not only job insecurity and distributive injustice had influenced on intent to leave directly but also effectiveness on it indirectly through the meditators.

• 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.

• Korean Journal of Child Education & Care
• /
• v.18 no.1
• /
• pp.1-25
• /
• 2018

The purpose of this study is to examine if ego resilience has regulating effects in correlation between child care teachers' job stress and work environment and their performance of roles with child care teachers working in Seoul and Incheon. PASW 20.0 was employed to conduct frequency, percentage, and reliability analysis. For each of the study questions, correlation analysis, multiple regression analysis, and stepwise regression analysis were done. The findings of this study are as follows; First, job stress perceived by child care teachers is found to have negative effects on their performance of roles. Second, work environment perceived by child care teachers such as relationship with the director, relationship with fellow teachers, welfare environment, support for teacher expertise, and factors related to operation or decision making are found to influence their performance of roles. Lastly, in correlation between work environment perceived by child care teachers and their performance of roles, ego resilience has regulating effects, and so does it in correlation between job stress and their performance of roles.

• The Journal of the Korea Contents Association
• /
• v.7 no.12
• /
• pp.131-138
• /
• 2007

This research attempts to carry an empirical study on women leaders' gender-related leadership styles and relationship between job satisfaction and organizational commitment. For these purpose, this study built two hypotheses based on literature review and tested them using the survey method of 1,172 female workers in sales departments of the K company. The results of this study show that both the androgynous gender role and the masculine gender role are superior to the feminine gender role in employees' job satisfaction and organizational commitment level. But there isn't significant level difference in job satisfaction and organizational commitment between androgynous gender role and the masculine gender role.