• Journal of dental hygiene science
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• v.3 no.2
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• pp.51-57
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• 2003

This research is to empirically analyze the effects of leadership styles on job satisfaction and job performance and to provide some basic for organizational and personnel management in dental hospitals. The test results of this study are as follows for each hypothesis: 1. The recognition of leadership styles has nothing to do with sex, educational background, post, job type, and career, but job satisfaction has something to do with age. 2. Job satisfaction has nothing to do with sex, educational background, and job type, but job satisfaction has something to do with age, post, career. Job performance has nothing to do with sex, age, educational background, post, job type, but job performance has something to do with career. 3. The recognition of leadership styles has something to do with the recognition of situations. 4. Job satisfaction and job performance has something to do with leadership styles. In consequence, while the most effective style is one of a patriarchal warmhearted type, most hospital managers show either democratic or dictatorial one, is an evident example. Therefore, the hospital managers are required to adopt a leadership style which is like an affectionate patriarch.

• Journal of Yeungnam Medical Science
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• v.24 no.2
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• pp.296-304
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• 2007

Background : The main aim of this study was to analyze the factors that could be used to predict job satisfaction of assistant nurses in general hospitals. Material and Methods : This study was based on a survey of assistant nurses in the Daegu region from January 1, 2006 to January 31, 2006. Originally 300 questionnaires were distributed and among them 291 were completed. The data was collected and used for the statistical analysis. Descriptive and inferential statistics, such as the frequency, t-test and one-way ANOVA were used for the analysis. Results : Among the respondents, the average score for job satisfaction was lowest in the university-trained nurses and highest in the nurses who had only graduated from high school. Conclusion : The working conditions, work place and motivation are significantly associated with job satisfaction. In particular, there was lower job satisfaction in those nurses who wanted to change their occupation.

• Review of KIISC
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• v.18 no.5
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• pp.49-61
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• 2008

IT기술의 변화에 따라 금융기관의 정보보호 또한 안정성을 보장하면서도 새로운 비즈니스모델에 적합한 보안대책이 요구되고 있다. 금융 어플리케이션의 보안은 정보의 기밀성, 무결성, 가용성을 만족하는 안전하고 신뢰할 수 있는 시스템과 네트워크, 그리고 보안사고에 큰 비중을 차지하고 있는 내부 사용자에 대한 적절한 권한 부여와 접근통제가 요구되어진다. 정당한 사용자가 접근하여 발생하는 보안 문제, 즉 내부자에 의한 악의적인 행위나 오용, 실수 등에 의한 기업의 피해는 외부자에 의한 의도적인 공격보다 피해 규모가 크다. 따라서 정당한 사용자로 인증을 받았다고 할지라도 업무처리에 있어서 필요한 최소한의 권한만을 부여하는 것이 필요한 것이다. 이를 위해 금융기관에 적합한 접근통제가 필요하다. 역할기반 접근통제는 적용범위가 제한적인 강제적 접근통제와 분산된 보안관리로 중앙에서 통제가 어려운 자율적 접근통제의 단점을 보완하고, 실제 업무처리에 적합한 특성을 갖는다. 하지만 기존 역할기반 접근통제를 금융기관의 다양한 금융 어플리케이션에 적용하면 다음과 같은 문제가 발생할 수 있다. 첫째, 금융 어플리케이션에서 사용되는 역할 추출 및 관리가 어렵다. 둘째, 다양한 비즈니스모델이 원하는 직무분리가 복잡하고 어렵다. 셋째, 악의적인 내부 사용자가 역할을 변조하여 과도한 권한을 가질 수 있다. 따라서 본 논문에서는 기존의 역할기반 접근통제에 인사정보 연동을 통한 효율적인 역할 추출 및 분류방안과 역할관리, 직무분리의 세분화 그리고 역할의 안전한 관리를 위해 X.509기반의 권한관리 기반구조(PMI)를 이용한 권한관리 기술을 금융 어플리케이션 환경에 효율적으로 적용하는 방안을 제시한다.

• Journal of Digital Contents Society
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• v.18 no.7
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• pp.1465-1474
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• 2017

The study analyzed how the user uses the smart mobile device to assess the effects of the user's acceptance factor and user-factors affecting the work performance of Public Agencies. And Prove that leveraging smart devices can improve your business performance, It was aimed at making strategic recommendations to improve the suitability of smart mobile devices and Tasks. Smart mobile devices User Innovation has affected Usefulness, such as B=.296. p.000, it also affected Perceived Ease-of-Use, such as B=.326, p.000. job fitness has affected Perceived Ease-of-Use, such as B=.261, p.001. Usefulness and Ease-of-Use had a positive affect on work performance. Each of affect on much of B=.382 and B=.488(p.000). At the conclusion, it has been validated that the effects of smart mobile devices user Innovation and job fitness on work performances are mediated by perceived usability and perceived ease of use of the smart mobile device.

• Journal of Convergence for Information Technology
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• v.9 no.12
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• pp.198-207
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• 2019

The purpose of this study was to determine the relationship between self-leadership, psychological empowerment and job satisfaction in dental hygienists, who form major manpower directly affecting dental care service, and to develop a plan for good-quality intra-organizational personal improvement. To collect data, convenience sampling was performed from May 1 to June 10, 2017 among clinical dental hygienists working at dental hospitals and clinics in Chungcheong and Jeolla Provinces and a self-administered questionnaire was used. Self-leadership was positively correlated with psychological empowerment and job satisfaction; psychological empowerment was positively correlated with job satisfaction. The factors for job satisfaction included psychological empowerment, dental system and self-conformity, and self-leadership. It has been confirmed that there is correlation among self-leadership, psychological empowerment, and job satisfaction in clinical dental hygienists; therefore, it is necessary to use positive psychological empowerment, establish a proactive self-leadership convergence program, and pay attention to the good direction and management of dental organizations with the objective of improving job satisfaction in dental hygienists.

• Journal of Digital Convergence
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• v.19 no.7
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• pp.391-396
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• 2021

This study inspected the relationship between the empowerment and the organizational immersion of professionals in community rehabilitation facilities for the disabled. And this also analyzed the mediating effect of job satisfaction. A survey of 348 professionals working in the 14 facilities of D Metropolitan City and C Province was conducted. The analysis results of this paper are as follows : the professionals' empowerment influenced the organizational immersion positively and the job satisfaction mediated between the two variables. According to the analysis results, several countermeasures were proposed to increase the professionals' organizational immersion. We need to provide decision making rights, various training opportunities, and appropriate supervision to advance their empowerment. To improve their job satisfaction, the education of professional ethics, the activation of successful case presentation, and the management of emotional labor are required.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.17 no.1
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• pp.622-628
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• 2016

The aim of this study was to clarify how the role stress of administrative workers in medical institutions affects burnout, job satisfaction, and organizational commitment. The study conducted surveys on administrative workers at ten general hospitals with more than 200 beds for one month between July 13 and August 18, 2015. The surveys then underwent factor analysis, average variation extraction, a suitability index of the research model, and a path-coefficient estimation analysis of the research model using AMOS 18.0. The main results revealed a positive (+) effect according to the role conflict and role excess on burnout, and a negative (-) effect of burnout on job satisfaction, while they displayed no significant relationship with organizational commitment. These results suggest that clear guidelines and unity in instructions are needed to reduce the role of stress in cooperative tasks between departments and that optimizing the roles of organization members by accurately measuring and weighing tasks can increase the attachment to the organization and ultimately improve the individual job performance.

• Journal of Convergence for Information Technology
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• v.9 no.9
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• pp.117-125
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• 2019

This study aims to evaluate of validity and reliability of the job performance tool already developed for the elementary school health teachers. 305 health teachers responded to the questionnaire composed of 50 items. The validity and reliability of the tool were verified by confirmatory factor analysis. That were composed of 8 sub-categories and had 4 factors. The importance, frequency, and difficulty of the four factors were classified according to the questionnaire criteria, but the importance of health promotion is classified as one new item factor. The statistical significance of the fit of the model was 3.664 (df = 246, p<0.001), RMSEA=0.09, NFI=0.85 and CFI=0.88. The internal consistency of the subscales was Cronbach's ${\alpha}$ of 0.88 to 0.96. The internal consistency of the subscales, Cronbach's ${\alpha}$ was 0.88~0.96. This study shows that the analysis tool for primary school health teacher is valid and reliable as a measurement tool.

• Journal of Korean Public Health Nursing
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• v.33 no.2
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• pp.188-199
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• 2019

Purpose: The aim of this study was to provide a person-job fit as the basis for a better job environment and human resource development by examining the causal relationships with the perceived organizational support and job satisfaction of 45 public health center nurses located in Gyeonggi Province. Methods: Frequency analysis, factor analysis, correlation analysis, path analysis, mediating effect, and moderating effect were verified for use by SPSS & AMOS 22 ver. to target to nurses located in Gyeonggi Province. Results: First, the person-job fit has a positive effect on the perceived organizational support and job satisfaction. Second, the perceived organizational support has a partial mediating effect. Third, there was no difference in verifying the moderating effect of full-time public servants and temporary public servants. Conclusion: This study examined the relationship among the person-job fit, job satisfaction as an organizational effectiveness, and the perceived organizational support of mediated effect for nurses working at public health centers. The nurses in government service containing permanent and temporal employees was the adjustment effect. The analysis results showed that the ability of public health center nurses to perform tasks related to person-job fit and the ability of the individual to perceived organizational support was high. In addition, and the job satisfaction was good.

• Korean Journal of Culture and Social Issue
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• v.17 no.1
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• pp.19-49
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• 2011

In this study, multilateral conceptualizations of underemployment were measured in terms of wages, social status, skill utilization and permanence of the job, and then the effects of antecedents on underemployment and the effects of underemployment on organizational adaptation were examined. Data obtained by a longitudinally designed survey at intervals of 18 months with the reemployed(N = 153) after job loss were used. The underemployment measures include 1) the ratio of wage change 2) the ratio of status change 3) the ratio of education 4) the occurrence of change from the permanent job to temporary job, 5) overqualification - growth opportunity, 6) overqualification - mismatch. The first four measures are social-economic and objective measures and the last two measures are psychological and self-reported ones. Demographic variables(sex, age, education level, and period of unemployed), circumstantial variables(economic hardship, number of dependents), and psychological variables(job-seeking self-efficacy, depression/anxiety, latent function) are included in antecedents. In the effects of antecedents on underemployment, age increases the level of underemployment in the aspects of wage and job status. Economic hardship increases the possibility of underemployment in the aspects of education and number of dependents increases the possibility of underemployment in the aspects of job status. Job seeking self-efficacy decreases the possibility of underemployment in the overqualification - no growth. Retention of latent function during the period of unemployment lowers the possibility of underemployment in the overqualification - no growth. The level of depression and anxiety during the period of unemployment raises the possibility of underemployment in terms of education and in the overqualification - mismatch. In the effects of underemployment on organizational adaptation, the higher the level of underemployment in the aspect of education is, the lower the level of person-organization fit, emotional commitment, and job satisfaction are. And the transition from permanent job to temporary job makes emotional commitment and job satisfaction lower. No growth and mismatch exerted a significant influence on organizational adaptation generally.