• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.2
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• pp.339-346
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• 2018

The purpose of this study is to investigate the relationship between emotional labor, resilience, and psychological well-being in clinical nurses, and to investigate ways to improve their psychological well-being. Data collection was conducted for nurses working in two general hospitals housing 300 beds in Incheon and Chungcheongnam-do. A total of 187 nurses were interviewed from June 10 to August 20, 2016. Data were analyzed using frequency and percentage, mean, standard deviation, t-test, analysis of variance (ANOVA), Pearson's correlation, and multiple regression analysis. In this research, 94.7% of the subjects were female, their mean age was 29.80, 61.5% of them had received associate of nursing degrees, and 70.6% were single. Results of the research showed that emotional labor averaged $3.37{\pm}.50hours$, resilience was $3.29{\pm}.45hours$, and psychological well-being was $3.25{\pm}.47hours$. There was a negative correlation (r=-.165, p<.05) between time spent on emotional labor and psychological well-being, and a positive correlation between time spent on recovery resilience and psychological well-being (r=.686, p<.01). Resilience was a predictor of psychological well-being, explained by a rating of 46.8% (F=164.43, p<.001). Based on the results of this study, developing a program that can improve resilience to improve the psychological well-being of clinical nurses involved in high emotional labor is suggested.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.11
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• pp.187-196
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• 2017

This study examined the effects of ego-resilience and emotional labor on work-family conflicts among middle-aged female workers. Data were collected through self-reported structured questionnaires of 148 middle-aged female workers from October 2, 2013 to April 10, 2014. The results suggest that the mean score of work-family conflict was 25.59 (SD=11.99) and there were significant differences in living arrangements (F=4.32, p=.015), monthly living expenses (r=.18, p=.028), and job satisfaction (F=6.33, p<.001) by work-family conflict. Work-family conflict was negatively related to ego-resilience (r=-.28 p=.001). Living arrangement (living with parents, children) (${\beta}=.29$, p=.045), monthly living expenses (${\beta}=.22$, p=.006), job satisfaction (${\beta}=-.20$, p=.015), and ego-resilience (${\beta}=-.28$, p<.001) were identified as significant predictors of work-family conflict. This model explained about 19.0% of work-family conflict in middle-aged female workers (F=6.61 p<.001). Therefore, as a strategy to reduce the level of work-family conflict in middle-aged female workers, it is necessary to consider socioeconomic factors such as living arrangements and living expenses that affect work-family conflicts. Moreover, applying psychological intervention to improve job satisfaction and ego-resilience of middle-aged women in the working environment will help reduce work-family conflicts.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.17 no.8
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• pp.646-653
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• 2016

This paper reports a descriptive correlation among ego-resilience, self-efficacy, and professional self-concept of nurses, and shows that there is a decrease of turnover intension in early stage nurses. The Data collection was conducted from June 1 to July 7, 2015. A survey using a structured questionnaire was conducted on 145 nurses working in one of three general hospitals. Data were analyzed by descriptive statistics, t-test, ANOVA, Scheffe test, and Pearson's correlation coefficients, using SPSS WIN 18.0 program. The mean values were as follows: ego-resilience, 3.13 (${\pm}0.46$); self-efficacy, 3.64 (${\pm}0.64$); and professional self-concept of nurse, 2.95 (${\pm}0.50$). Among the factors related to the general characteristics of early stage nurses, marital status significantly affected ego-resilience, and total career significantly affected professional self-concept. There was a positive correlation between ego-resilience and professional self-concept in nurses (r=.305, p<.001). There was a positive correlation between self-efficacy and professional self-concept in nurses (r=.279, p=.001). It is necessary to develop a program to enhance early stage nurses' ego-resilience, self-efficacy, and professional self-concept.

• Journal of Naturopathy
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• v.11 no.2
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• pp.85-92
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• 2022

Background: Research is necessary to enhance the mental health of psychiatric unit nurses and the quality of nurse services. Purpose: This study was to obtain primary data for enhancing the psychological well-being of psychiatric nurses by investigating the factors that affect them. Methods: This study was conducted as a descriptive research study. The study period was from February 18 to March 31, 2019, with the subjects being 150 psychiatric nurses working in the ward of a psychiatric hospital in Gyeongnam. We used questionnaires on job stress measurement, the Korean version of the interpersonal response index, resilience scale, and psychological well-being. The collected data were analyzed using the SPSS program. Results: The subjects' levels of the job stress, empathy, resilience, and psychological well-being ranged from 2.34 to 3.33 points. The level of recovery resilience and well-being according to the subject's characteristics is 40 years or older, married, religious, ten years of nurse experience, above average economic level, psychiatric qualifications, senior nurse or higher, resilience education. All participants were significantly (p < .001). Conclusions: In this study, psychological well-being increased as the job stress was low and empathy and resilience were high. Therefore, it should make a proper education program to improve the strength and well-being of psychiatric nurses.

• Korean Journal of Occupational Health Nursing
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• v.26 no.2
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• pp.114-123
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• 2017

Purpose: This study aimed to explore personal as well as occupational factors and health status associated with work-life balance in Korean registered nurses. Methods: This study was a secondary data analysis using cross-sectional nationally representative data from the Korean Working Conditions Survey (KWCS) in 2014. Study participants included 450 registered nurses in South Korea. Descriptive analysis, Independent t-test, $x^2$ test, and Logistic regression analyses were performed using the SPSS 21.0 statistical program. Results: Work-life balance was reported in 70.6% individuals with 85.7% being male and 70.0% being female nurses. Logistic regression analysis revealed that being male good health state, having less than 40-hour working week, lower number of night duty, policy on flexible work arrangement were significant predictors of work-life balance. Conclusion: This study provided evidence that identify predictors of work-life balance in registered nurses in South Korea. Therefore, we need the actively support health care service promotion and prevention for work-life balance predictors.

• Journal of Korean Academy of Nursing Administration
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• v.11 no.3
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• pp.275-288
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• 2005

Purpose: The Purpose of this study was to identify reasons behind the high turnover rate of nurses, and to delineate measures for inactive nurses to participate in professional nursing activities so as to upgrade the quality of the health care delivery system in Korea. Thus, tried this study to drive market entry of these idleness manpower. Methods: This study used the action research, to collect idea from hospital/nurse administrators, nurses on the job, part-time nurses. Results: This study basic data about flexible shift form through scientific paper, Internet, individual contact source collection do, and compare each situation by direct conversation with a nurse, director of a hospital, nursing administrators about flexible shift form, and analyze example of hospital which utilize flexible shift form actually or utilized and deduced advantage, shortcoming, cause of failure, cause of success, other application plan. Conclusions: 1. Emphasize that database about idleness manpower should be put priority certainly. 2. In case of idleness manpower wants a re-employment hospital and institution which can connect to administer demonstration premise . 3. Emphasize that need organ to enforce education program and this that idleness manpower can apply in nursing spot. 4. Premise nurse's great people image and research about method that convert productivity of nursing to money.

• Journal of Digital Convergence
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• v.17 no.8
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• pp.357-365
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• 2019

This study was conducted to identify correlations in clinical nurses' personality, resilience and happiness index to provide basic resources for nurses' happiness at work. Methods: From May 1 to 15, 2019, self-report questionnaires were distributed and collected from 307 of clinical nurses in 10 hospitals located in P-metropolitan city and K-province. Analyses included descriptive statistics, t-test, Analysis of Variance, Pearson's correlation coefficient, and multiple regression, conducted using IBM SPSS/WIN 24.0. Mean scores were nurses' personality 3.67, resilience 3.28, and happiness index 3.28. There were significant differences on the happiness index for: clinical experience, type of work, and leisure activities and a positive correlation between personality and resilience, between personality and happiness index and between happiness index and resilience. Happiness index was influenced by clinical experience 'Less than 1-5' (${\beta}=-.41$), '${\geq}10$' ${\beta}=-.39$), 'Less than 5-10' (${\beta}=-.34$), resilience (${\beta}=.35$), personality (${\beta}=.29$), type of work '3 shifts' (${\beta}=.12$), leisure activities (${\beta}=.10$). Explanatory power of these variables was 41%. Conclusion: Based on the findings of this study, so it is necessary to operated the career management, work management, personality training, support for resilience promotion program and leisure activities in order to increase the happiness index of hospital nurses.

• The Journal of the Korea Contents Association
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• v.17 no.6
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• pp.351-361
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• 2017

In Korea, as the elderly population increases, elderly medical facilities and nursing care workers are increasing in labor force, but nursing care workers are avoiding nursing care workers due to poor working conditions and many physical and mental exhaustion of nursing care workers. Therefore, in this study, 284 nursing care workers were surveyed to search resources and to find alternatives to enhance the quality of life of caregivers. The result of research, The first, effected positively on the quality of life in environmental and social on a married women. The more a religion, effected positively on the quality of life in environmental and social, psychological. The higher the salary, effected positively on the quality of life in environmental and social, physical. The second, the support of a Superior effected positively on the quality of life in environmental and physical and the support of a colleague effected positively on the quality of life in social and physical. The third, the support of a Superior moderated by self-efficacy of the quality of life in the social and psychological. This results suggest that can be influential variables the support of social and the self-efficacy as an alternative to burnout of the care workers.

• Journal of Digital Convergence
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• v.10 no.10
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• pp.333-338
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• 2012

Human resource management is bringing the various changes with the IT technology. In particular, if HRM is non-scientific method such as group management, physical plant, working hours constraints, personal contacts, etc, the current enterprise human resources management(e-HRM) appeared in the individual dimension management, virtual workspace (for example: smart work center, home work, etc.), working time flexibility and elasticity, computer-based statistical data and the scientific method of analysis and management has been a big difference in the sense. Therefore, depending on changes in the environment, companies have introduced a variety of techniques as RFID card, fingerprint time & attendance systems in order to build more efficient and strategic human resource management system. In this paper, time and attendance, access control management system was developed using multi camera for 2D and 3D face recognition technology-based for efficient enterprise human resource management. We had an issue with existing 2D-style face-recognition technology for lighting and the attitude, and got more than 90% recognition rate against the poor readability. In addition, 3D face recognition has computational complexities, so we could improve hybrid video recognition and the speed using 3D and 2D in parallel.

• The Korean Journal of Vision Science
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• v.20 no.4
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• pp.403-411
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• 2018

Purpose : The purpose of this study is to analyze how the certain efforts of the optical shops affect on opticians' job satisfaction and organizational commitment, and to analyze how opticians' job satisfaction and organizational commitment affect on the customer orientation and to suggest the method of maintaining competitiveness. Methods : Two hundred opticians took participations on the surveys via the Internet survey method and social network system (SNS), and SPSS 18.0 statistics program was used for data analysis; frequency analysis, T-test, factor analysis, reliability analysis, and multiple linear regression analysis were conducted. Results : It is analyzed the differences on the job satisfaction and organizational commitment in accordance with type of optical shops, conducting 5 working days/week and flexible time. As a result, higher job satisfaction is presented with 5 working days/week. Relationships with co-workers statistically affect on job satisfaction positively and emotional labor and work overload statistically affect on job satisfaction negatively. In addition, relationships with co-workers and reward statistically affect on organizational commitment positively and emotional labor and work overload statistically affect on organizational commitment negatively. And opticians' job satisfaction and organizational commitment statistically affect on customer satisfaction positively. Conclusion : It is necessary for the optical shops to make an effort for their opticians to improve the job satisfaction and organizational commitment. And to do so, it is needed to form trusting and respecting relationships with co-workers or superiors. In addition, it is necessary to have continuous communication and education for opticians' self-management. Also, it is needed to establish an effective reward system.