• Journal of the Korean Society for Aviation and Aeronautics
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• v.22 no.3
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• pp.33-49
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• 2014

The object of this study is to verify the effects of job stress on burnout and job satisfaction of flight attendants and to confirm the difference in the effect on the consciousness of full service carrier and low cost carriers' flight attendants. In order to confirm, the study examines the relationship between job stress, burnout, and job satisfaction of airline cabin attendant. A survey was done for 55days from January 5th 2014 on flight attendants and total 200 valid samples were analysed. The results of the study demonstrated significant relationship and difference in job stress, burnout and job satisfaction of flight attendants between full service carrier and low cost carrier. As a result, the study is significant as it satisfaction between divergent airline work environment.

• The Research Journal of the Costume Culture
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• v.23 no.2
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• pp.270-283
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• 2015

The purpose of this study was to investigate the relationship between working environment and quality of life of fashion vendor company workers by using working environment variables such as job stress, job burnout, job satisfaction, and turnover intention. Preliminary test was conducted by interviewing fashion vendor company workers in order to find out factors that were more suitable for their working environment. Main survey was conducted to 200 fashion vendor company workers and 194 responses were analyzed. The results of correlation analysis showed that job stress, job burnout, job satisfaction, turnover intention, and factors of quality of life had significant relationships. Boss stress, role stress, achivement decrease, and personal condition satisfaction showed a significant relationship with turnover intention. The results of path analysis showed that job stress had a positive relationship with job burnout and job burnout had a negative relationship with job satisfaction. Both job stress and job burnout had a positive relationship with turnover intention, whereas job satisfaction had a negative relationship with turnover intention. Also, the results showed that job burnout and turnover intention had a negative relationship with quality of life of fashion vendor company workers, whereas job satisfaction had a positive relationship with quality of life of fashion vendor company workers.

• Journal of Fisheries and Marine Sciences Education
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• v.26 no.5
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• pp.1003-1012
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• 2014

The purpose of this study was to understand the clinical nurses' burnout, job stress, coping, self-efficacy and to identify the factors that influence on burnout. A quantitative, descriptive design was used to study 140 clinical nurses in B and U city, recruited from June to July, 2012. The data were analyzed SPSS 20.0 program using descriptive statistics, t-test, ANOVA, Pearson correlation coefficients and stepwise multiple regression. The mean score for burnout was 2.28 points(range: 1-4). Burnout was significantly correlated with job stress, coping and self-efficacy. These variables accounted for 37.4% of burnout. Based on the results, the sorts of strategies to reduce the burnout are required by offering job stress, coping and self-efficacy management.

• Journal of the Korean Society of School Health
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• v.30 no.2
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• pp.103-112
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• 2017

Purpose: The Purpose of this study was to examine school health teachers' burnout, engagement, job demands and job resources and to identify the factors that influence burnout and engagement. Methods: The participants were 222 school health teachers working in elementary, middle or high schools. Data were analyzed using descriptive statistics, t-test, ANOVA, Pearson's correlation coefficient, and hierarchical multiple regression. Results: The significant factors influencing burnout were rewards (${\beta}=-.51$), autonomy (${\beta}=-.15$), and job demands (${\beta}=.13$). These factors explained 42% of the variance in burnout. The significant factors influencing engagement were feedback (${\beta}=.49$), rewards (${\beta}=.21$), type of employment (${\beta}=.15$) and autonomy (${\beta}=.13$). These factors explained 49% of the variance in engagement. Conclusion: The study showed that job demands increase burnout, while job resources such as rewards and autonomy alleviate it. In addition, job resources, such as feedback, rewards and autonomy, increase engagement among school health teachers. Therefore, in order to reduce burnout and increase engagement among school health teachers, it is necessary to reduce the level of job demands and to provide enough job resources such as rewards, autonomy and feedback by improving the job environment.

• 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.

• Korean Journal of Occupational Health Nursing
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• v.16 no.2
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• pp.147-157
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• 2007

Purpose: The purpose of this study was to identify job stress, burnout experience and job satisfaction in nurses and to identify their relationships. Method: The data were collected from 280 nurses employed in one general hospital, using the structured questionnaire. The data analyzed using SPSS Win program for descriptive statistics, t-test, ANOVA, and Pearson correlation coefficient. Result: There were significant differences in job stress, burnout experience and job satisfaction by current working unit, working period, scheduled to work as a nurse, cause to satisfaction, periods in night shift, level of adaptation, and health status. There was a significant positive correlation between job stress and burnout experience, and a inverse correlation between job stress and job satisfaction. Conclusion: The study findings show that job stress, burnout experience, and job satisfaction of nurses are correlated each other. Therefore, it is need to maintain a proper level of nurses' job stress and burnout experience through various ways to improve the situation. As a result, job satisfaction will be promoted and human resources will be managed appropriately.

• Journal of East-West Nursing Research
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• v.19 no.1
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• pp.55-61
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• 2013

Purpose: This study was performed to provide basic data for nursing intervention plan to improve health related to task by examining whether nurses' burnout is related with job stress, job satisfaction, social support, and self efficacy in hospitals. Methods: The participants were 320 nurses who work at 5 different university hospitals with individual agreement for this study. The questionnaire were provided to the subjects. Data analysis was done by Pearson correlation coefficient and multiple regression were used. Results: Estimated regression model of burnout of nurses was statistically significant (F=119.88, p<.001). Major factors which affect burnout of nurses were job stress (${\beta}=.54$), job satisfaction (${\beta}=-.31$), and social support (${\beta}=-.20$) which explained 53.4% of burnout of nurse. As a result of examining the assumption of the regression, all results were satisfactory with the assumption of the regression equation. Conclusion: Based on the results of the study, It is nacessary to reduce job stress and increse job satisfaction and social support in order to reduce burnout of nurse. Job stress management may be needed mostly because job stress was the highest level of prediction against burnout.

• Journal of Korean Academy of Nursing Administration
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• v.23 no.2
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• pp.201-210
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• 2017

Purpose: The purpose of this study was to understand job satisfaction, burnout, emotional labor and positive psychological capital and to identify the factors that influence on job satisfaction in the hospital nurses. Methods: This study was conducted through a survey of 274 nurses at two hospitals in the D city, Korea. Data were collected in September 7 to September 23, 2016 using structured questionnaires which included general characteristics, burnout, job satisfaction, positive psychological capital and emotional labor. Data were analyzed using descriptive statistics, ANOVA, and stepwise multiple regression test with SPSS/WIN 22.0. Results: The score for job satisfaction was 3.03 out of 5. Job satisfaction was significantly correlated with burnout, emotional labor and positive psychological capital. The factors influencing job satisfaction were age, burnout, emotional labor and positive psychological capital. The predict variables accounted for 37.5% of job satisfaction. Conclusion: The results of this study show that factors influencing job satisfaction are burnout, emotional labor and positive psychological capital. Therefore, it is necessary to develop intervention programs to improve job satisfaction of nurses for emotional labor reduction and positive psychological capital improvement.

• Child Health Nursing Research
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• v.23 no.1
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• pp.61-69
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• 2017

Purpose: The purpose of this study is to examine the relationship between social capital, labor intensity and incivility and effects the job burnout in pediatric nurses. Methods: A survey is conducted with 186 nurses working in pediatric units at 10 hospital in B, Y, K city. The data was analyzed with SPSS 21.0 program using descriptive statistics, t-test, ANOVA, Pearson's correlation coefficient, $Scheff\acute{e}s$ test and multiple linear regression analysis. Results: A score of 3.31 out of 5 for the level of social capital, a score of 3.16 out of 5 on the labor intensity, and 2.20 points on a 5point on incivility, 4.15 points on a 7 point on job burnout. Job burnout explained 21.7% of the variance in incivility, social capital-shared values, job satisfaction, and labor intensity. Conclusion: The findings indicate that the major factors effecting pediatric nurses job burnout are incivility. Thus, in order to reduce pediatric nurses job burnout are to investigate degree of incivility, it is nesessary to develop intervention programs to incivility and labor intensity that reduced organizational level of measures need to establish.

• Knowledge Management Research
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• v.15 no.1
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• pp.21-43
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• 2014

This paper investigate relationship between job burnout, social support and knowledge creation, sharing. also, social support are moderate on the relationship between job burnout and knowledge creation, sharing. We build up main effect and moderating effect hypothesis. To test hypothesis, survey method are performed. The results are as follows. first, emotional exhaustion and low personal accomplishment have negative effects on knowledge creation, but haven't effect on knowledge sharing. second, social support significant positively impact on knowledge creation and sharing. third, both of supervisor' support and coworker's support partially moderate the relationship between job burnout and knowledge creation, sharing. especially, emotional exhaustion reduce supervisor' support to knowledge creation, sharing and low personal accomplishment reduce co-worker' support to knowledge sharing, which means although job burnout preceded, if employees perceived high level of social support that have buffering effects on the relationships.