• 간호행정학회지
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• 제20권3호
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• pp.322-331
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• 2014

Purpose: The purpose of this study was to identify factors influencing job satisfaction in hospice nurses. The focus was on emotional labor and burnout. Methods: Between September 30 and October 18, 2013, hospice nurses (n=63) in 5 hospitals in 4 cities completed measures of emotional labor, burnout, and job satisfaction. Data were collected using questionnaires and analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation coefficient, and multiple regression with the SPSS/Win 21.0 program. Results: The mean score per item for emotional labor was 3.0, the mean of burnout score was 2.7, and the mean job satisfaction score was 3.4. Emotional labor showed a positive correlation with burnout (r=.61), and a negative correlation with job satisfaction (r=-.52). Burnout showed a negative correlation with job satisfaction (r=-.64). The factors influencing job satisfaction were burnout (${\beta}$=-.65, p<.001) and clinical experience (${\beta}$=.25, p=.007). Burnout and clinical experience explained 57.0% of the variance in hospice nurses' job satisfaction. Conclusion: The findings of this study indicate a need to develop strategies to prevent burnout and control emotional labor in order to increase job satisfaction for hospice nurses.

• 유통과학연구
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• 제14권8호
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• pp.59-66
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• 2016

Purpose - This study has its purpose to identify the correlation between factors and moderating variables that can reduce job burnout by setting a positive relationship with a leader and ethicality of the leader as factors reducing job burnout and helping behavior as a moderating variable. Research design, data, and methodology - The research design would make theoretical perceived ethical leadership and LMX toward helping assistance, and job burnout using by structural equation method. Results - As a result, both positive behaviors and recognition on ethical leadership of a leader have been confirmed to influence on mitigation of job burnout. Especially, among the two factors, ethicality has shown to be more efficient to alleviate exhaust compared with positive behavior of a leader. Conclusions - Theoretical perceived ethical leadership and LMX toward a leader, helping assistance, and job burnout are statistically significant, however, the helping behavior of members is the factor increasing a job burnout. These results can be interpreted as the difficulties of relation setting with the members for the leader, and although loyalty and responsibility toward right leader may induce helping behavior, and positive behavior for organization can impact on the job burnout. It can be concluded that the ethicality of a leader is an essential factor for the development of organization.

• 한국컴퓨터정보학회논문지
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• 제20권9호
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• pp.113-119
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• 2015

The purpose of tis study is to analyze the effects of job embeddedness on job burnout related with social worker's turnover. This study suggests some implications for decreasing the level of social worker's job burnout. In this study, embeddedness is composed of three sub-variables like fit, links, and sacrifice. Job burnout is also composed of emotional exhaustion, depersonalization, and decrease of personal accomplishment. Thereafter, research model is established, and study hypothesis is tested through the survey. As a result, it showed that the components of job embeddedness have significant effects on the components of job burnout. Based on the result of this empirical analysis, this study suggested some theoretical and political implications.

• International Journal of Advanced Culture Technology
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• 제10권3호
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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.

• 한국직업건강간호학회지
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• 제21권2호
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• pp.164-173
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• 2012

Purpose: This study aims to investigate the degree of burnout of 119 rescuers, to determine factors influencing their burnout, and to provide basic data for development of intervention programs to prevent the burnout. Methods: Subjects of this study were all 119 rescuers working at fire stations located in Busan and Gyeongnam. The data were collected from May 1, 2010 to June 30, 2010. The collected data were analyzed with SPSS/WIN 17.0. Results: When the difference in the degree of burnout by general characteristics was investigated, the means of burnout were significantly different depending on age, period of service, position, license, annual salary, desire to work continuously and types of working hours. Job stress, job satisfaction, social support, self efficacy and self esteem showed a statistically significant correlation with burnout. The degree of burnout became higher with more job stress and lower job satisfaction, social support, self efficacy and self esteem. As a significant factor affecting the degree of burnout of 119 rescuers, job stress showed 47.3% of explanatory power. The explanatory power of all of job stress, job satisfaction, self efficacy, types of working hours, annual salary and license was 62% and the power of job stress was the highest. Conclusion: From these results, job stress, job satisfaction and self-efficacy were found to be factors affecting the burnout of 119 rescuers. Therefore, intervention programs to reduce job stress and to improve job satisfaction, social support, self efficacy and self esteem should be developed to lower the degree of burnout of 119 rescuers. In addition, further researches to analyze works of 119 rescuers and legal and institutional strategies to improve their treatment are necessary and supplementary training in various practices by different circumstances based on standardized protocols should be conducted.

• 한국식품조리과학회지
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• 제28권2호
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• pp.97-110
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• 2012

The purposes of this study were to examine the levels of job stress and job burnout perceived by nutrition teachers and dietitians in school foodservice in Gyeongsangnam province and to analyze job stress factors affecting job burnout. A total of 270 questionnaires were distributed from December 10 to 29, 2010 and 252 were returned (response rate : 93.3%). A total of 245 were used in the final analysis (usage rate : 90.7%), excluding seven improper questionnaires. The results of this study were as follows : 100% of the respondents were women, and their mean age was 38. 60% were nutrition teachers and 40% were dietitians. The level of job stress and job burnout of the respondents were 2.89 points (on a 5-point Likert scale) and 3.70 (on a 7-point Likert scale), respectively. In regard to job stress factors, job demand (3.97) recorded the highest scores, followed by organizational system (2.99), lack of reward (2.85), interpersonal conflict (2.69), job insecurity (2.63), organizational climate (2.63), and insufficient job control (2.45) in that order. Exhaustion burnout (4.60) recorded the highest points among job burnout factors, followed by cynicism (3.46), and professional efficacy (3.04) in that order. Job stress factors affecting job burnout were organizational system (p<.001), job insecurity (p<.001), lack of reward (p<.001), and organizational climate (p<.01). In conclusion, it is necessary to provide human resources management strategies to lower job demand and workload in order to reduce job stress and job burnout for dietitians and nutrition teachers in school foodservice.

• 유통과학연구
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• 제20권6호
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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.

• 한국지역사회생활과학회지
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• 제20권4호
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• pp.559-570
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• 2009

This study was to investigate the moderating effects of the childcare teacher‘s egoresilience on the relationship between their job satisfaction and burnout. The participants were 336 childcare teachers from Chungnam-do and Daejeon Metropolitan City. The research instruments were the Job Satisfaction Scale modified from Bently and Remple 1970), the Ego-resilience Scale from Park(1996) with CPI and CAQ correction, and Maslach Burnout Inventory from Maslash and Jackson(1981). SPSS PC program(17.0) was used for productive correlation, stepwise multiple regression and reliability by Cronbach's as data analysis. The results were as follows. Firstly, the childcare teacher’s job satisfaction and ego-resilience level were above average (M=3.37, 3.58 each), while their burnout level was below average(M=2.57). Secondly, there was a negative correlation between their job satisfaction and burnout(r=-.51), while a positive correlation was between their job satisfaction and ego-resilience(r=.34). Thirdly, the burnout and ego-resilience against job satisfaction explained 28.1%. The optimistic attitude of the childcare teacher‘s ego- resilience was shown to moderate the effects on the relationship between their burnout and job satisfaction.

• 대한안전경영과학회지
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• 제16권1호
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• pp.89-99
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• 2014

This paper reviewed the relationship between job demands/resources and safety compliance, and the mediating effect of job burnout. Based on the responses from 247 employees, the results of multiple regression analysis appeared as follow; 1) two demands factors(role ambiguity and role overload) effect positively on safety compliance. 2) job resources factors(autonomy and social support) effect negatively on safety compliance. 3) job burnout effects negatively on safety compliance. 4) job burnout mediates between 4 job demands/resources(role ambiguity and role overload, autonomy, social support) and safety compliance.

• 한국보육지원학회지
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• 제15권6호
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• pp.169-188
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• 2019

Objective: The purpose of the present study was to examine the mediating role of career calling in the relationship between job stress and burnout as well as the association among job stress, career calling, and burnout. Methods: A sample of three-hundred and seven child care teachers in the metropolitan area of Seoul completed questionnaires on job stress, career calling, and burnout. Results: Correlation and regression analyses indicated that lack of directors' leadership and administrative support, work overload, and career calling significantly predicted child care teachers' burnout. Moreover, the association of lack of directors' leadership and administrative support of burnout was mediated by career calling. Conclusion/Implications: The findings suggest that directors' leadership and seamless administrative support need to be emphasized in order to reduce burnout and mitigate work-related stress among child care teachers. The findings also highlight the important role of career calling in reducing burnout among child care teachers and suggest the consideration of career calling as a target in interventions and educational programs.