• Korean Journal of Childcare and Education
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• v.9 no.1
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• pp.263-280
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• 2013

This research is about the effects of job stress and depression on burnout. One hundred seventy nine Kindergarten school teachers in Kyounggi Incheon province participated in this research. They answered the questionaires about job stress, depression and burnout. Average, standard deviation, correlation analysis, simple period analysis and statistical considerations were used. Four meaningful conclusions were found. First, factors which indicates nursery school teachers' work stress have meaningful relations with depression and burnout. As nursery school teachers' work stress goes up, they were more depressed, and their burnout decreases. Second, factors which indicates nursery school teachers' work stress have considerable effect on the work performance. Third, Kindergarten school teachers' burnout is directly and mutually influenced by the job stress and depression. Therefore, Effort to lesson burnout is needed to decrease not only job stress but also depression.

• Journal of the Korean Society for Library and Information Science
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• v.51 no.1
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• pp.245-269
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• 2017

To assess and understand the level of job burnout among the medical librarians and identify the factors affecting it, email survey, consisting of questions regarding personal background, organization characteristics, degree of burnout, and coping activities, was administered for two weeks in December 2016, to the librarians in 138 institutions affiliated with the Korean Medical Library Association. MBI-GS is used as a burnout measuring instrument. Data collected from 158 librarians (response rate 65.6%), were analyzed by descriptive statistics, t-test, ANOVA, and correlation analysis methods. According to MB-GS norm, respondents experience moderate level of exhaustion and professional efficacy, however the level of cynicism is extremely high. There are significant statistical differences in burnout, depending on age, medical librarian certificate, work experience, type of library, job coverage, and coping activities. There are also statistical significant correlations between workload, role conflict, decision making process and performance evaluation, organization communication, IT environment, continuing education and burnout. Based on the results, recommendations to alleviate burnout are suggested in individual, organizational, and professional association context.

• Journal of the Korea Society of Computer and Information
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• v.27 no.11
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• pp.271-276
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• 2022

A company or organization introduces various management techniques and systems to achieve performance in a situation where it does not provide or fails to provide motivating factors such as the provision of parts required or required by employees to achieve desired results. It puts a burden on the employees mentally and physically. If this situation continues for a long time, it can be called job burnout. Job burnout is due to long-term exposure to increase in production based on new management techniques and new technologies implemented by companies or organizations for survival and to achieve excessive work demands through overtime and holiday work to achieve this. It is defined as a state of emotional and mental exhaustion. Therefore, this study investigated how mental and work-related bullying affects job burnout and job commitment, and how they affect turnover intention. As a result, workplace bullying has a positive effect on job burnout and has a direct effect on turnover intention. Therefore, in the case of dental clinics, it is judged that a lot of effort should be put into workplace bullying and job burnout in order to prevent the turnover of excellent talents.

• Journal of Korean Critical Care Nursing
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• v.14 no.3
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• pp.14-25
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• 2021

Purpose : The purpose of this study is to examine the relationship between burnout, nursing work environment, patient-centered communication, and person-centered care nursing among intensive care unit (ICU) nurses and to identify factors related to person-centered care nursing. Methods : This is a descriptive study involving 156 ICU nurses. A structured questionnaire was used to assess burnout, nursing work environment, patient-centered communication, and person-centered critical care nursing performance. Data were collected from February to March 2020, and descriptive statistics, independent t-test, one-way ANOVA, Pearson's correlation coefficient, and multiple regression analysis were conducted using SPSS/WIN 25.0 program. Results : The mean scores for person-centered care nursing, burnout, nursing work environment, and patient-centered communication of ICU nurses were 3.52±0.42, 3.00±0.76, 2.62±0.34, 4.06±0.64, respectively. Person-centered nursing showed a statistically significant negative correlation with burnout (r=-.20, p=.013) and a statistically significant positive correlation with patient-centered communication (r=.49, p<.001). In addition, patient-centered communication (𝛽=.47, p<.001) was significantly correlated with person-centered nursing. Conclusion : The results of this study showed that the factors affecting the person-centered care nursing of ICU nurses were patient-centered communication. Therefore, it is necessary to develop and apply patient-centered communication programs for improving the person-centered nursing performance of ICU nurses.

• Journal of Korean Academy of Nursing
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• v.39 no.6
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• pp.878-887
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• 2009

Purpose: The study was done to identify turnover intention in new nurses according to characteristics of the nurses and other factors affecting turnover and to provide data to set up a strategy to reduce the turnover. Methods: Data were collected from 1,077 new nurses who had less than 12 months employment experience and worked in one of 188 hospitals. Eight research instruments were used. Data analysis was done using SPSS WIN 15.0 program. Results: Several factors influence new nurse turnover intention. The average score for turnover intention was 2.12. The scores for subscales were self efficacy, 3.76, nursing performance, 3.90, job satisfaction, 2.09, organization commitment, 1.28, stress, 1.32, burnout, 2.82 and nursing organizational culture, 3.29. Turnover intention was related to self efficacy, nursing performance, job satisfaction, organization commitment, stress, burnout, nursing organizational culture, duration of in-class training, duration of on the job training, number of hospital beds, length of employment and duration of employment in current workplace. The predicting factors for turnover intention were burnout, stress, duration of employment in the current workplace, self efficacy and nursing performance. Those factors explained 51.6% of turnover intention. Conclusion: New nurse turnover intention can be reduced by mitigating the factors affecting this intention.

• Informatization Policy
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• v.31 no.1
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• pp.83-99
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• 2024

This study seeks to shed light on the importance of "advancing administrative computer systems" for research administration efficiency, building upon prior literature, and aims at extending the scholarly discussion on the efficiency of research administration itself. To this end, two research questions were addressed. First, this research explores how research administrators perceive the advocated "advancement of administrative computer systems" in achieving research administration efficiency. Second, it investigates how external bureaucratic control affects burnout among administrative personnel engaged in research administration, and how burnout impacts the research-administration relationship, trust, and ultimately performance. The analysis of interviews and surveys yielded several results. For one, through the analysis of interviews conducted in the field of government-funded research institutions, it was found that "advancing computer systems" is met with practical concerns and skepticism, while also recognized as having the potential to contribute to the efficiency of research administration. Furthermore, it became evident that complex issues are intertwined. From a contrasting standpoint opposing computer advancement, the view that institutional regulations and cultural efficiency should take precedence over technology appears valid and raises a crucial point for consideration. On the other hand, regression analysis related to burnout shows empirical evidence that increased control by central government bureaucrats over administrative staff in government-funded research institutions leads to higher levels of burnout. Such elevated burnout is shown to have detrimental effects on trust between researchers and administrative personnel, as well as on overall performance. Through these discussions, we aim to stimulate academic and government interest in research administration efficiency.

• Journal of Digital Convergence
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• v.14 no.8
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• pp.331-342
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• 2016

The great attention has been shown the importance of human resource management in medical institutions. At this point, studies have stressed employees' psychological factors for maximizing their job performance and minimizing their turnover intention and burnout. This study, therefore, empirically examines the mediating effect of social support on the relationship between emotional labor, burnout, and turnover intention of medical institutions, focusing on nurse practitioners to contribute to hospital management for developing valuable strategies in the human resource sector of medical employees. The empirical results demonstrate: 1) the relationship between emotional labor and burnout of nurse practitioners is mediated by social support; and 2) the relationship between emotional labor and turnover intention of them is mediated by social support. This research results show that more understanding of nurse practitioners' psychological factors in response to decrease their burnout and turnover intention for developing human resource management of nurse organizations. Furthermore, the study could suggest efficient management ways of hospital through interdisciplinary human resource management in terms of business administration and psychology.

• Journal of Industrial Convergence
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• v.21 no.3
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• pp.65-74
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• 2023

This study aimed to identify the effect of occupational calling, compliance with standard precautions and perceived threat for COVID-19 on the COVID-19 burnout of hospital nurses in the convergence society. The participants were 212 nurses; data were analyzed using t-test, ANOVA, Pearson correlation, multiple regression. This study found that: hospital nurses showed higher score for perceived threat of COVID-19, higher scores for COVID-19 burnout. The main factors influencing COVID-19 burnout were perceived threat of COVID-19 (𝛽=.233), and working unit (𝛽=.154). They explained about 6.7% of the COVID-19 burnout. Therefore, systematic support and nursing education is needed to reduce the perceived threat of COVID-19 among nurses.

• Journal of Digital Convergence
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• v.17 no.3
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• pp.341-351
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• 2019

The purpose of this study is to provide basic data for effective human resource management by clarifying the relationship among ward operation support system of ward nurse, nursing performance, job satisfaction, burnout and turnover intention. The subjects of this study were 137 nurses working at comprehensive nursing care service wards of less than 500 beds in B and C city. Data were collected using structured questionnaires, and analysis was conducted using SPSS/WIN 21.0 and AMOS 18.0 programs. As a result of the path analysis, variables directly affecting the turnover intention of nurses working at the comprehensive nursing care service wards are ward operation support system and burnout, and indirect influences are nursing performance and job satisfaction. Burnout has the most direct effect on turnover intention, which is directly influenced by job satisfaction and nursing performance. Ward operation support system was confirmed to have a direct effect on job satisfaction. Therefore, in order to reduce the turnover intention of nurses working at the comprehensive nursing care service wards, strengthening ward operation support system in order to improve job satisfaction and measures to reduce the burnout and burden of nursing performance are needed.

• Journal of Korean Academy of Nursing Administration
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• v.12 no.2
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• pp.213-224
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• 2006

Purpose: This study examined Korean nurses' job attitude (i.e., satisfaction and burnout) regarding the extent to which organization's emotion display rule influences on job attitudes through emotion-related variables (i.e., negative emotion suppress behavior and inauthenticity), thereby examining mediation effects of negative emotion suppress behavior and inauthenticity. Method: Using a survey to nurses working in various general hospitals in Korea, structural equation modeling was adopted. Result: Emotion display rule affected outcome variables but these effects were mostly observed via the two mediators, negative emotion suppress and inauthenticity, which largely supports the research model. Conclusion: Individuals who perceived stronger emotional display rule suppressed more their negative emotion, and also perceived more inauthenticity. In turn, negative emotion suppress behavior only affected job burnout positively. Inauthenticity showed a negative effect on job satisfaction while it had a positive effect on burnout. The study provided directions for future research and practical implications to help nurses' effective job performance.