• Journal of the Korean Society of Food Culture
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• v.26 no.3
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• pp.261-270
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• 2011

The purpose of this study was to investigate the relationship between 'family-work conflict/work-family conflict', job burnout, job satisfaction, and individual job performance in the employees at the restaurants in Daegu City. The sample of this study consisted of employees at the restaurants in Daegu City who visited the 2010 Daegu Food Tour Expo between October 7 and October 10. A total of 302 questionnaires were analyzed using statistical methods of factor analysis, reliability test, and covariance structural analysis. The research findings were as follows; firstly, work-family conflict was positively related to job burnout, secondly, job burnout was negatively related to job satisfaction and individual job performance and thirdly, job satisfaction was positively related to individual job performance. However, there was no relationship between family-work conflict and job burnout. The reason for rejection of the relationship between family-work conflict and job burnout was that family-related affairs were not important enough to affect job burnout among restaurant employees in Korea. This phenomenon happened differently in the US. Therefore, currently, restaurant managers in Daegu City should pay much attention to work-related affairs so as to mitigate job burnout as much as possible among their employees.

• Journal of Korean Academy of Nursing Administration
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• v.20 no.1
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• pp.1-9
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• 2014

Purpose: The purpose of this study was to ascertain current status of nurses' perception, nursing performance, job stress, and burnout in relation to the Joint Commission International (JCI) hospital accreditation and to verify the relationships among these variables. Methods: This cross-sectional study was performed using questionnaires. Data were collected from 220 nurses who worked at one hospital from April 5 to May 4, 2013. Results: The scores for perception, nursing performance, job stress and burnout in relation to the JCI hospital accreditation were(on a five-point Likert scale) 3.23, 4.01, 3.56 and 3.40 respectively. A positive correlation was observed between perception and nursing performance. Burnout was negatively correlated with perception and nursing performance, and positively correlated with job stress. Conclusion: These results indicate that developing positive perception and reduced burnout in relation to the JCI hospital accreditation can produce good nursing performance. These findings can be utilized to develop strategies for reducing job stress and burnout in relation to the JCI hospital accreditation.

• Journal of Distribution Science
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• v.20 no.6
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• pp.33-41
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• 2022

Purpose: This article presents the relationship among the perceived risk of the COVID-19 pandemic, burnout, job insecurity, and employees' job performance in Vietnam. Research design, data, and methodology: The dataset included 310 samples from Vietnamese employees through the internet (Gmail, Facebook, Google form). PLS-SEM is used on Smart-PLS software. Results: Research results show that the perceived risk of COVID-19 has a positive impact on job performance and burnout. At the same time, job insecurity positively impacts burnout and has a negative impact on job performance. The distribution of resources to many jobs (both working and worrying about losing jobs) will reduce job performance. Furthermore, the study shows that workers exposed to COVID-19 risks have higher job performance. At the same time, burnout is not a factor that reduces employees' job performance. Finally, the perceived risk of COVID-19 and job insecurity have nothing to do with each other (perceived risk of COVID-19 does not affect job insecurity). These are two factors that exist independently and in parallel. Conclusions: The authors also suggest some implications in theory and practice from these research results. The implications will reduce anxiety about risks due to COVID-19 and job security for employees.

• Journal of Korean Academy of Fundamentals of Nursing
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• v.20 no.3
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• pp.278-288
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• 2013

Purpose: The purpose of this study was to investigate the influence of communication competence and burnout on nursing performance in intensive care units (ICU). Method: The participants were 209 nurses from four university hospitals. Measurements included a socio-demographic and job related survey, communication competence inventory, the Maslach burnout inventory and a nursing performance scale. Data were collected from February 6 to 24, 2012, with a self-report questionnaire. The statistical analyses were performed with SPSS 18.0 software. Results: The mean scores for communication competence, burnout and nursing performance were 50.49, 84.72, and 62.18, respectively. Communication competence (r=.44, p<.001) and burn out (r=-.32, p<.001) were significantly correlated with nursing performance. In the multiple linear regression, factors influencing nursing performance were communication competence, age and burnout. These variables explained about 46% of the total variance of nursing performance. Communication competence (${\beta}$=.34, p<.001) was the most influential factor. Conclusion: Nurses' poor communication skills and burnout can influence the occurrences of medical errors in ICU nursing performance. The results suggest that good communication and burnout resolution skills programs should be implemented to improve nursing performance efficiency.

• Journal of Korean Academy of Nursing
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• v.31 no.4
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• pp.571-583
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• 2001

Purpose: The purpose of this study was to examine the levels of burnout experienced by Korean hospital nurses (N=198), and to identify predictors of their nursing outcomes such as job performance, work satisfaction, and productivity. Method: Hierarchical multiple regression was used to identify predictors of each nursing outcomes. Included predictors were nurses' general characteristics, work- related characteristics (role stress and perceived control), and burnout. Results: Korean nurses experienced higher levels of burnout compared to the cutoffs suggested by Maslach and Jackson (1986) and to those in the USA. For each nursing outcome, predictor variables explained 39% of the variance in role performance, 30% of the variance in work satisfaction, and 38% of variance in productivity. Higher personal accomplishment, lower role ambiguity, being staff nurses, and lower emotional exhaustion were related to higher job performance, and higher productivity. Lower role conflict and role ambiguity were also related to higher work satisfaction. Conclusion: Based on the findings of this study, managemental interventions for nurses to reduce their burnout experience are needed. Further study in this area is warranted.

• Korean Journal of Childcare and Education
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• v.10 no.5
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• pp.175-190
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• 2014

The purpose of this study was to examine the relationship among child care teachers' role performance and burnout, and supervisors' support. The subjects in this study were 171 child care teachers working in Gyeonggi province. Role performance questionnaire, the perceived supervisor's support scale, and the perceived burnout scale were used for this study. For the research analysis, frequency, Cronbach's ${\alpha}$ coefficient, and Pearson's correlation were calculated and regression analysis were conducted. The results are as follows. Firstly, it was revealed that both child care teachers' role performance and the perceived supervisors' support had statistically negative significant correlations with child care teachers' burnout. Secondly, role performance had statistically meaningful negative influences on child care teachers' overall burnout. Training and teaching activities as a sub-variable of child care teachers' role performance had statistically meaningful negative influences on emotional exhaustion, a lack of feeling of personal accomplishment, and overall job burnout. Thirdly, supervisors' support also had statistically meaningful negative influences on burnout. Material support as the sub-variable had statistically meaningful negative influences on emotional exhaustion, dehumanization, a lack of feeling of personal accomplishment, and overall job burnout. Evaluative support had statistically meaningful and negative influences on dehumanization and a lack of feeling of personal accomplishment. Through the results of this study, it must be indicated that it needs to promote the support of the supervisor in the various aspects and to provide a way which child care teachers efficiently perform the role in order to reduce their burnout.

• Korean Journal of Social Welfare
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• v.56 no.4
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• pp.5-34
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• 2004

This study aims to find out the determinants of burnout in order to better understand the burnout process among social workers. For this purpose, a hypothetical model which explains the relationships among 8 job-related stressors (role ambiguity, role overload, difficulties in solving problems of clients, conflict with the clients, lack of support from the supervisor, closed communication pattern, bureaucracy, and lack of accountability), 4 mediators (job-stress, professional role performance, abiding by the agency policy and partiality in service delivery), and 4 dimensions of burnout (physical exhaustion, psychological exhaustion, depersonalization and personal accomplishment) was developed. Using the data collected from 207 social workers, the hypothetical model was tested. For data analysis, a path analysis was used, and the best-fitting model was found(df=66, $x^2$=63.250, GFI=0.962, CFI=1.00). As a result of this study, the following results were found. Burnout among social workers was increased by the 6 job-related stressors(role ambiguity, role overload, difficulties in solving problems of clients, conflict with the clients, lack of support from the supervisor, closed communication pattern). Job-stress, the mediating variable of the emotional path to burnout, increased professional role performance and the abiding by agency policy, and finally increased burnout. On the other hand, professional self-efficacy (which consists of professional role performance, abiding by agency policy and partiality in service delivery), the mediationg variable of the cognitive path to burnout, reduced burnout when the professional role performance was high, and abiding by agency policy and partiality in service delivery were low.

• The Korean Journal of Community Living Science
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• v.25 no.2
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• pp.219-232
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• 2014

This study investigate the mediating effects of academic self-efficacy on the relationship between academic stress and academic burnout of Korean adolescents. A survey was conducted using a convenient sample drawn from 850 students from nine junior high schools in Kunggi-do Province. Data were analyzed using SAS package program. The results show that many students were dissatisfied with their own academic performance. There was a significant positive relationship between academic stress and academic burnout. In particular, academic performance and studying had a significant interaction effect on academic stress. Academic self-efficacy had negative effects on academic stress and academic burnout. Academic self-efficacy partly mediated the relationship between academic stress and academic burnout. These results suggest that improving academic self-efficacy is crucial for preventing and reducing symptoms of academic stress and academic burnout. In this regard, continuous social support and efforts are needed to develop instructional strategies and educational programs that can improve the academic self-efficacy of adolescents.

• International Journal of Advanced Culture Technology
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• v.10 no.3
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• pp.18-24
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• 2022

This study attempts to provide basic data for the development of manpower maintenance programs by checking the degree of job stress and emotional burnout for nurses working in a university hospital and identifying factors affecting emotional burnout. Data were obtained through a structured questionnaire survey conducted on 187 nurses. The average score for job stress of nurses was 2.50 (range 1 to 4) and emotional burnout was 3.29 (range 1 to 5). The factors affecting emotional burnout were occupational climate, job demand, job insecurity, and lack of reward, which accounted for 44% of explanatory power. In order to reduce the emotional burnout of nurses, the management of medical institutions needs administrative and financial support. Further, it is necessary to improve the organizational culture regarding job assignment through job analysis, employment security, and a performance-based reward system.

• Human Ecology Research
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• v.59 no.2
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• pp.185-197
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• 2021

This study examined the impact of job demand and organizational culture on new task difficulties, burnout, and job satisfaction using a survey data of 145 family specialists in Healthy Family and Multicultural Family Support during the COVID-19 pandemic. We used the job demand-resources model and the competing values model to categorize the four dimensions of organizational culture as a conceptual framework for this study. We found that the mean of work overload was higher than the means of job conflict and job ambiguity. Our latent profile analysis proposed four profiles of organizational culture: cultural absence type, authoritative culture type, middle cultural balance type, and high cultural balance type. The results of multiple regression analyses showed that work overload was positively associated with difficulties in new task performance and burnout, job ambiguity was positively related to burnout, and job conflict and ambiguity were negatively related to job satisfaction. These findings imply that the higher the job demands reported by family specialists, the higher the level of burnout and the lower the job satisfaction. In addition, organizational culture was a unique predictor of burnout and lower level of job satisfaction. Family specialists in the groups with a high cultural balance were Family specialists in the groups with a high cultural balance were more likely to have lower levels of burnout than those in the culture absence and in the middle culture balance, and higher job satisfaction than the other groups. The results suggest that management strategies to build a creative workplace culture can prevent burnout and improve job satisfaction.