• Nutrition Research and Practice
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• v.5 no.1
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• pp.80-87
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• 2011

The objectives of the study were to investigate job burnout and leader-member exchange (LMX) levels as well as to evaluate buffering effects of LMX on burnout among dietitians and chefs at institutional foodservices. Hypotheses were proposed based on the Job Demands-Resources model and LMX theory. The study population consisted of dietitians and chefs who were in charge of managing unit operations in a nationwide contract management company. Positive/negative affectivity, workload, job burnout, and LMX scales that bad been validated in previous research were adopted A total of 552 questionnaires were distributed and 154 responses were returned. Results indicated that respondents' burnout levels were moderate and emotional exhaustion was greater than cynicism. In terms of LMX, the surveyed dietitians and chefs showed higher respect toward their supervisors than loyalty. When positive affectivity and negative affectivity were controlled, workload influenced emotional exhaustion and professional efficacy significantly. With affectivity and workload controlled, however, LMX did not influence any dimensions of burnout. The moderating effect of LMX on the relationship between workload and cynicism was significant. That is, the effect of workload on cynicism was weak if the dietitians and chefs perceived the relationship with their supervisor positively. Based on the findings and literature reviewed, how to mitigate job burnout among foodservice managers is discussed.

• Korea Journal of Hospital Management
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• v.2 no.1
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• pp.137-161
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• 1997

This study purports to investigate the determinants of propensity to stay among nursing staff working at Korean hospitals. The independent variables contains three groups of determinants: environmental variables(job opportunity, spouse support, and parent support), psychological variables(met expectations, work involvement, positive affectivity, and negative affectivity), and structural variables(job autonomy, work unit control. routinization, supervisor support, coworker support, role ambiguity, role conflict, workload, resource inadequacy, distributive justice, promotional chances. job security, job hazards, and pay). The sample used in this study consisted of 329 nurses and 175 nurse aides from two university hospitals in Seoul and its surburbs. Data were collected with self-administered questionnaires and analyzed using path analysis. The results of this study indicate that: (1) the following variables, listed in order of size, have significant positive effects on propensity to stay among hospital nursing staff: job satisfaction, met expectations, supervisor support, job security, and positive affectivity, (2) the following variables, listed in order of size, have significant negative total effects on propensity to stay among hospital nursing staff: job opportunity, negative affectivity, and rutinization, (3) the model explains 44.2 percent of the variance in propensity to stay among nursing staff working at two university hospitals, and (4) managerial support for improving the job autonomy, distributive justice, and promotional opportunity for nurse aides are needed.

• Journal of Korean Academy of Nursing Administration
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• v.13 no.1
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• pp.65-73
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• 2007

Purpose: This study was carried out to find out the factors affecting on organizational commitment of hospital nurses. Method: The questionnaire-based research was done with 989 hospital nurses between January and March, 2004. Results: Variables such as job satisfaction, met expectations, compensation and welfare status of hospital, work involvement, positive affectivity had significant positive direct effect on organizational commitment in order of size, however, vertical conflict and job opportunity had negative direct effect in order of size. It was found that the following variables, listed in order of size, had significant total effects on organizational commitment: job satisfaction, met expectations, vertical conflict, compensation and welfare status of hospital, positive affectivity, work involvement, job opportunity, job autonomy, work definiteness, division justice, stability of employment, expectations before entering a hospital. Conclusion: It is recommended that programs for job satisfaction promotion, met expectations promotion, adequate compensation and welfare of hospital, work definiteness and work autonomy, solving conflict, positive affectivity promotion should be implemented to increase organizational commitment of hospital nurses.

• Health Policy and Management
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• v.9 no.1
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• pp.201-233
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• 1999

This study was carried out to find out the factors affecting on organizational commitment of hospital employees. For the purpose, the questionnaire-based research was done with 1280 hospital employees who were working in 2 university hospitals and 4 general hospitals located in Taegu City and Kyungpook Province from November 20, 1997 to December 22, 1997. The results of the study were summarized as follows. There were significant correlations among environmental variables, psychological variables, structural variables, vertical conflict, horizontal conflict, job satisfaction, and organizational commitment. By path analysis, variables such as pay, work involvement, work definiteness, met expectations, positive affectivity, distributive justice, job security, expectations before entering a hospital had significant positive effect on job satisfaction in order of size, while, vertical conflict, job opportunity, and horizontal conflict had significant positive effect on job satisfaction in order of size, while, vertical conflict, job opportunity, and horizontal conflict had signifecant negative effect in order of size. Variables such as job satisfaction, job security, work involvement, pay, vertical conflict, met expectations, distributive justice, positive affectivity, work unit control, job autonomy, and job routinization had significant positive direct effect on organizational commitment in order of size, while, job opportunity, job hazards and resource inadequacy had significant negative direct effects in order of size. It was found that the following variables, listed in order of size, had significant total effects on organizational commitment : job satisfaction, job security, job opportunity, work involvement, pay, met expectations, distributive justice, positive affectivity, job hazards, and work unit control. In considering abovc findings, it is recommended that programs for job satisfaction promotion, job security, decrease of intent to leave, work involvement promotion, adequate pay, met expectations, distributive justice, positive affectivity promotion, job hazards decrease, and work unit control grant should be implemented to increase organizational commitment.

• The Journal of Korean Association of Computer Education
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• v.16 no.5
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• pp.31-37
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• 2013

This study was conducted to compare and examine the knowledge, affectivity and behavior of students between before and after Internet ethics education depending on education method. The class for A group was being taught by tutor-oriented teaching method based on explaining and the class for B group was characterized by student-oriented studying based on participation of students. Upon comparing the changes of the knowledge, affectivity and behavior after Internet ethics education, the tutor-oriented teaching method was more effective for knowledge in Internet ethics education and the student-oriented studying based on participation of students was more effective to change the student's affectivity. In the behavior, both A group and B group had a tendency to be changed positively after education, but there was no statistically significant difference. In order to produce actual results on Internet ethics education as integrated morality education, it is important for students to join and take a leading role in the class and for tutor to teach students supplementarily what they need to know essentially.

• Health Policy and Management
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• v.11 no.4
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• pp.109-128
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• 2001

This study was conducted to investigate the factors affecting on organizational commitment of military hospital nursing officers. For the purpose of this study, the self-administerd questionnaire survey was done with 440 military hospital nursing officers during february, 2001. The major results of the study were summarized as follows: By path analysis using LISREL 7.0, variables such as met expectations, work involvement, pay, work definiteness, positive affectivity, family support, peer support, promotion opportunity, expectations before entering a military hospital had significant positive effect on Job satisfaction in order of size, however, vertical conflict and horizontal conflict had significant negative effect in order of size. Variables such as job satisfaction, met expectations, promotion opportunity, positive affectivity, pay had significant positive direct effect on organizational commitment in order of size, however, job routinization, job opportunity had significant negative direct effect in order of size. It was found that the following variables, listed m order of size, had significant total effects on organizational commitment: job satisfaction, met expectations, positive affectivity, promotion opportunity, pay, vertical conflict, job routinization, family support, work involvement, work definiteness, job opportunity. In considering above findings, the program or plan for job satisfaction promotion, met expectations, fair promotion opportunity, adequate pay, work definiteness, solving conflict, positive affectivity promotion would be implemented to increase organizational commitment of military hospital nursing officers.

• Science of Emotion and Sensibility
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• v.19 no.2
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• pp.67-78
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• 2016

The purpose of this study was to investigate relationships among the older drivers' subjective evaluation and objective performances for driving ability, mobility and subjective well-being. Scores for mobility and subjective well-being were obtained using questionnaires. Diagram-based driving scenarios and driving simulation were used to measure subjective and objective driving abilities, respectively. The results can be summarized as followings. First, subjective evaluation scores of driving ability but not objective driving performance significantly correlated with mobility. Second, the higher level of mobility predicted higher life satisfaction, higher positive affectivity, and lower negative affectivity. Third, the older driver's higher scores of subjective driving ability induced higher level of mobility, which, in turn, increased life satisfaction and positive affectivity but lower negative affectivity. The results suggested that subjective rather than objective ability for driving is more important in determining the level of old driver's subjective well-being.

• Health Policy and Management
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• v.5 no.2
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• pp.173-201
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• 1995

A causal model of organizational commitment on the basis of Western literature was tested with a sample of 1,164 employees from two university hospitals in Korea. The model contains three groups of determinants : environmental variables(job opportunity, spouse support, and parent support), psychological variables(met expectations, work involvement, positive affectivity, and negative affectivity), and structural variables(job autonomy, work unit control, routinization, supervisor support, coworker support, role ambiguity, role conflict, workload, resource inadequacy, distributive justice, promotional chances, job security, job hazarda, and pay). The data were colleted with questionnaires and analyzed with the LISREL maximum likelihood method. It is found that (1) the following variables, listed in order of size, have significant total effects on organizational commitment : job satisfaction, met expectations, supervisor support, job security, routinization, job opportunity, negative affectivity, work involvement, distributive justice, and promotional opportunity, (2) the model explains fifty-nine percent of the variance in organizational commitment, and (3) the link with expectancy theory is justified by the results for met expectations. Two conclusions can be drawn from these findings. First, the model of organizational commitment appears to be generalizable to Korean hospitals. Second, the model of organizational commitment should include such theoretical variables as environmental, psychological, and structural factors.

• Journal of Industrial Convergence
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• v.21 no.4
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• pp.101-109
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• 2023

The aim of this study is to verify the relationships of factors affecting nursing performance of clinical nurses focused on positive affective events. The subjects of this study were 275 clinical nurses from secondary and tertiary general hospitals. Data collection was conducted for two months from May 2021 through an online survey through snowball sampling. Data analyzed was using SPSS 26.0 and AMOS 26.0. The variables affecting job satisfaction included direct effect of positive affective events (β=.65, p<.001), and direct effect of positive affectivity (β=.10, p=.038). Job satisfaction (β=.47, p<.001) had statistically significant direct effects on nursing performance. Positive affective events (β=.32, p=.003) and positive affectivity (β=.05, p=.039) had statistically significant indirect effects on nursing performance. These variables explained for 22% of nursing performance. However, emotional labor had no significant effect on job satisfaction and nursing performance. The results indicate that positive affective events and positive affectivity result in high degree of job satisfaction. Job satisfaction would increase the level of nursing performance. Therefore, in order to improve nursing performance, it is necessary to provide educational opportunities and interventions that can promote positive work environment and positive affectivity.

• The Journal of Korean Association of Computer Education
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• v.16 no.1
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• pp.43-50
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• 2013

This study was conducted to examine the effects of Internet ethics education. To do so, I compared the knowledge, affectivity and behavior of students on the copyright infringement between before and after Internet ethics education. The subjects of study were 150 students who had taken Internet ethics course in university. Upon comparing their knowledge and affectivity on the copyright infringement between before and after Internet ethics education, they scored higher after education than before, which was statistically significant. The subjects' behavior on the copyright infringement had a tendency to increase after education, but there were not significantly increased. This result showed that the current Internet ethics education has some limitation in making the students practice what they know. To resolve this problem, it is important to do early-childhood Internet ethics education. And more research on diverse teaching and learning methods in Internet ethics education is needed to produce educative results.