• Journal of Venture Innovation
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• v.5 no.3
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• pp.41-55
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• 2022

The purpose of this study is to investigate the effect of Job Embeddedness of members of small and medium-sized construction companies on turnover intention through organizational commitment, targeting employees of small and medium-sized construction companies located in Seoul, Gyeonggi, and Incheon. The significance sampling method was applied as the sampling method, and the number of cases used in the final analysis was 316, and the input data was processed using the SPSS 20.0 program for statistical analysis. As a result of analysis, First, it was found to have a significant negative(-) effect on the turnover intention in suitability and sacrifice as sub-factors of Job Embeddedness of small and medium-sized construction company members, and the correlation between linkage and turnover intention was not significant. Second, it was found to have a significant positive(+) effect on the organizational commitment in suitability, links and sacrifice as sub-factors of job embeddedness of small and medium-sized construction company members. Third, organizational commitment was found to have a significant negative(-) effect on turnover intention. Fourth, organizational commitment was found to completely mediate the relationship between job commitment and turnover intention. Therefore, it was found that the higher the Job embeddedness of the members of small and medium-sized construction companies, the more influential the turnover intention. This suggests that it can have a negative effect on turnover intention by improving the suitability of values pursued by individual members of the organization, work passion, and attachment to the organization.

• Journal of the Korea Society of Computer and Information
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• v.19 no.4
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• pp.123-130
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• 2014

This study is to review the standpoints for person and organization fit and suggest integrated standpoint, and identify causal relationships between P-O fit and client service satisfaction and test differences of casual relationships between job types through moderating effects of job types in the relationships among variables, and suggest some implications based on the analytical results. For this study, sampling was conducted for social welfare workers. In this study, analytical results showed that P-O fit influences client's service satisfaction through job attitude. This study suggested some implications on the base of analytical results.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.11 no.2
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• pp.121-134
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• 2016

The current insurance market is facing a real problem that the high cost of insurance spent in maintaining a non- face-to-face sales channels face of the channel facing growing contribution to the reduction of side. As a result, the productivity issue facing designers of representative organizations in the organization channel will be referred to an urgent problem. As a result of improved organizational productivity architect that is the goal of this study to demonstrate what a performance improvement factor of insurance agents. Personality factors and individual insurance agents individual-environmental suitability and job satisfaction, consider the impact on turnover intention year of the results architects extroversion, sincerity, openness, it won a chronic, emotional gender, personality representing the honesty factor is organizational commitment and job satisfaction It has had a significant impact on. In other words, this is a lively and extroverted nature of the actuary, the more harmonious interpersonal relationships and higher emotional empathy with others can raise the extent that has a strong sense of belonging and attachment to their company's commitment. Whereas personality factors were not significant influence turnover intention has. This can be made to represent the need for screening of agents introduced from the introduction stage. Depending on the personality factors of organizational commitment, personal planners also occurs because of the differences and job satisfaction. Whereas turnover of agents is the result of empirical factors that are affected by other agents than to individual character generated by the character of the individual agents. Compliance boss, job suitability, individuals representing a fellow fitness, tissue compatibility environmental compliance is having a significant impact on both the degree of organizational commitment, job satisfaction and turnover intention. In other words, the boss or colleague, values and personality, working method, as fits well the concerns and pursuing goals are similar, and their job aptitude higher the suitability of the organization is about to have a sense of belonging and attachment to the company commitment can do. This is the result of a demonstration that the work environment of the actuary agents productivity gains and loyalty depends on the insurance company, which currently belongs.

• Journal of the Korean Data and Information Science Society
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• v.27 no.1
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• pp.143-154
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• 2016

This study was designed to construct and test structural equation modeling on nurses' emotional labor including antecedents and consequences based on the model of Morris and Feldman (1997). A total of 247 nurses working at secondary and tertiary hospitals in three provinces responded the questionnaires. Emotional labor was measured by frequency of emotional labor, attentiveness of required display rules and emotional dissonance. Routineness of job, job autotomy and organizational support were measured as antecedents; and emotional exhaustion, job satisfaction and organizational commitment were included as the consequences of nurses' emotional labor. Data were analyzed by SPSS 21.0 and AMOS 21.0. The model fitness indices for the hypothetical model showed NFI=.94, CFI=.97, and RMSEA=.07. Job autonomy and perceived organizational support had significant effects on emotional labor. The emotional labor influenced positively emotional exhaustion and negatively job satisfaction and organizational commitment. Nurses' emotional labor mediates between job characteristics and nurses' psychologic results indicating more autonomy and support can reduce nurses' emotional labor and then increase their satisfaction and organizational commitment, and decrease emotional exhaustion.

• Journal of Korean Academy of Nursing Administration
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• v.7 no.3
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• pp.387-401
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• 2001

The purpose of this study was to identify the effect of job characteristics, career commitment, and the fitness relationship between the two variables on the nurses' job attitude(job involvement and job satisfaction). Data were collected using self-reporting questionnaire taken by 594 nurses working at eight university hospitals in Seoul and Chungbuk area. Data were analyzed using t-test, ANOVA, factor analysis, Cronbach's alpha coefficients, multiple regression through SAS program. The results of the study were as follows : 1. Three dimensions(task significance, skill variety, autonomy) of five core job characteristics have positive influence on job involvement and only one dimension(autonomy) of five core job characteristics has positive influence on job satisfaction of nurses. 2. The level of career commitment have positive influence on both job involvement and job satisfaction of nurses. 3. There were significant differences between ${\lceil}$high job characteristics-high career commitment${\rfloor}$ groups and ${\lceil}$high job characteristics-low career commitment${\rfloor}$ groups for job involvement and job satisfaction in nursing organization.

• Proceedings of the Korean Nuclear Society Conference
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• 1998.05a
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• pp.893-898
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• 1998

원자력발전소의 확률론적안전성평가(PSA)의 일부로 수행되어 왔던 인간신뢰도분석(HRA)방법은 최근 여러가지 결함이 지적되어 왔고 이를 보완하는 노력들이 계속되어 왔다 본 연구에서는 기존 HRA 방법의 취약점을 해결할 수 있는 인간오류분석 방법 개발을 목표로, 현재까지 개발되어온 인간오류분석 방법들을 검토하고, 원전 운전원 직무의 분석에 적절하다고 판단되는 HRMS, CREAM, PHECA 등 세가지 방법을 선정하여 사고관리 운전원 직무중 '원자로공동중수' 직무에 적용하는 사례연구를 수행하였다 사례연구 결과, PHECA는 원자력발전소 운전원 직무의 오류분석으로는 부적합한 것으로 평가되었고, HRMS나 CREAM은 사고관리 인지오류분석에 기본적인 적합성은 있는 것으로 평가되었다. 각 방법에 대한 장, 단점과 개선점을 제시하였다.

• 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.

• Industry Promotion Research
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• v.2 no.1
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• pp.39-44
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• 2017

The purpose of this study is to analyze the effect of the Naeil Chaeum deduction system on job satisfaction. The results of the study are summarized as follows. A total of 159 small to medium-sized enterprise workers participated in the deduction for Naeil Chaeum. The data were analyzed using SPSS Statistics 20, which included frequency analysis, factor analysis, reliability analysis, correlation analysis, regression analysis, and post analysis. First, the suitability of the method of the Naeil Chaeum deduction system has the highest positive effect on the job satisfaction. Second, the correlation of job satisfaction after filling in Naeil Chaeum deductions showed that fitness (p <.01, ${\beta}=.307$) and efficiency (p <.01, ${\beta}=.296$) had a significant effect on job satisfaction. Third, the analysis of the difference of job satisfaction according to the academic ability of the workers who were enrolled in Naeil Chaeum deduction system was analyzed that professional college graduates (2.08) were higher than job college graduates (1.99).The purpose of this study is to analyze the impact of the Fill - Down System on the job satisfaction by analyzing the importance of quality of life, job satisfaction, and muscle strength, analyzing the difference according to the demographic characteristics of the workers, And helping to stabilize the work life, and to verify the effectiveness of the study.

• Journal of Digital Convergence
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• v.19 no.9
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• pp.105-114
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• 2021

The paper investigates a mediating effect of job embeddedness in the influence of positive psychological capital on organizational citizenship behavior(OCB) for members of medical institutions. The members include medical doctors, nurses, medical technicians, health administrative staffs, and other medical service staffs of hospitals in Daejeon City, Chungcheongnam-do, Chungcheongbuk-do, and Sejong City. Using 453 questionnaires for hypothesis tests, the main results are as follows. Firstly, positive psychological capital exerts a significantly positive effect on OCB. Secondly, the fit and links of job embeddedness turn out to have a significant and positive effect on OCB, whereas the sacrifice does not have statistically significant effect on it. Thirdly, while the fit and links of job embeddedness appear to have mediating effects between positive psychological capital and OCB, the sacrifice of it does not exert a mediating effect. The findings thus suggest that we need a new approach to the role of job embeddedness in the positive impacts of positive psychological capital on OCB through the fit and links of job embeddedness. Furthermore, organizations need to focus on key elements in the application of job embeddedness.

• The Journal of the Korea Contents Association
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• v.17 no.7
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• pp.679-695
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• 2017

This paper analyzed the effect of job search channels on the occupational adaptation of college graduates, with the Graduates Occupational Mobility Survey(GOMS) data. The analysis results are as follows: First, when using human networks for getting jobs, not only the educational level and major adequacy, but also the workplace satisfaction and the job satisfaction were higher than when using non-human networks. Second, as in the mediating effect of the relationship between job search channels and occupational adaptation by Sobel-test, it was found that there was a partial mediating effect of educational level and major adequacy, excluding skill level adequacy. The results of this study shows that human networks, by serving as an effective information transmitter on person-job fit between job search and recruitment, contribute significantly to improve occupational adaptation of college graduates. These results imply that strategic utilization of human networks in job search activities is important, and that it is necessary that career-related programs in the universities or the employment service institutions systematically include the importance and methods of using human networks.