• Journal of Families and Better Life
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• v.26 no.5
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• pp.27-37
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• 2008

The main objective of this study was to examine the effects of family-friendly culture in various organizations in the private sectors on employee self-reported work-family balance and qualities of lives. It also attempted to clarify whether employee perceived work-family culture would vary according to size and type of organization, gender, and dual career partnership. The data came from 365 married full-time workers employed in a wide variety of organizations located in Seoul and GyeongGi-Do. The major findings of this study were as follows: Work-family culture was perceived more family-friendly in large-sized organizations and consumer industries. Female employees and workers in dual-career partnerships perceived the work-family culture of their organizations less family-friendly. The hierarchical multiple regression analyses revealed that firm size, supervisory support for employees' family activities, and the perception of negative career development opportunities as a consequence of utilizing family-friendly policies significantly predicted employees' work-family balance and qualities of lives, while organizational time demands having no significant effects on them. The implications of study results were discussed.

• The Journal of Korean Institute for Practical Engineering Education
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• v.3 no.2
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• pp.147-157
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• 2011

This study was conducted to investigate haw coaching leadership affects organizational members' career planning and attitudes; organizational commitment, job satisfaction and turnover intention. For this purpose, this study used as its subjects at the major companies and subsidiary companies in Korea. The independent variable coaching leadership composed of the 5 factors; guidance, facilitation, inspiration, listening and questioning. The result of the study, coaching leadership was shown to have a significant effect on career planning, organizational commitment, job satisfaction and turnover intention. The case of coaching leadership is being more, the level of career planning, organizational commitment and job satisfaction are increased and the level of turnover intention are decreased. The findings of this study are particularly important because they contribute the evidence that support the effects of coaching leadership development program in the company.

• Communications of Mathematical Education
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• v.31 no.1
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• pp.125-147
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• 2017

The purpose of this study was to investigate the effects of mathematics-centered STEAM program which was operated in free semester system classes on middle school students' interest in science, technology/engineering, and mathematics(STEM) career and integrated problem solving ability. The study was conducted with 40 first graders in a middle school for 12 weeks using mathematics-centered STEAM program developed for the use of free semester system classes by the support of the Ministry of Education/KOFAC in 2016. According to the results of STEM career interest survey, mathematics-centered STEAM program was effective for improving middle school students' interest in STEM career. And it was also effective in the development of students' integrated problem solving ability.

• Journal of the Korean Society of Clothing and Textiles
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• v.29 no.12 s.148
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• pp.1571-1581
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• 2005

In a highly competitive marketplace, U.S. retailers are challenged to attract, recruit, and retain a skilled workforce. The purpose of our research was to examine the impact of young retail employees' work experiences on their job performance, job satisfaction, and career intention using a comprehensive approach to model development. The model was developed in three phases over a four-year period using both qualitative and quantitative methodologies. During Phase 1, we conducted focus group interviews to guide the development of the questionnaire. Work experience was initially operationalized as role conflict, role ambiguity, supervisory support, and work involvement. Using a student sample(n=470) from U.S. universities, we employed multiple regression to determine the significance of relationships between their work experience, job satisfaction, and retail career intention. During Phase 2, we expanded our investigation to include retail work experiences of teens employed while they were in high school. The teen sample(n=898) was drawn from students enrolled in work-study programs in 16 U.S. high schools, and data were analyzed using structural equation modeling (hereafter SEM). During Phase 3, we expanded our model to include two new variables, job characteristics and job performance. Based on a national sample(n=803) of U.S. university students, we employed SEM to holistically determine if retail employees' work experience impacted their job performance, job satisfaction, and retail career intention. During each phase, job satisfaction consistently was the superior antecedent of retail career intention. Among the work experience variables, supervisory support had a positive impact on job satisfaction, while role conflict, role ambiguity, and work involvement exhibited inconsistent effects on job outcomes. The strong relationship between job satisfaction and retail career intention should make job satisfaction a priority for retailers.

• Journal of Korean Home Economics Education Association
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• v.23 no.4
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• pp.49-65
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• 2011

The survey method was used in this descriptive study. The purpose in this study was to investigate middle school home economics(HE) teachers' stages of concern, levels of use, and perception about career education, based on the Concerns Based Adoption Model(CBAM). Questionnaire was administrated to middle school HE teachers over the whole country except Jeju Island through mail or e-mail by systematic random sampling. 118 data collected from the responses were finally analyzed statistically with mean, standard deviation, frequencies, percentage, and independent-sample t-test by using SPSS/WIN 12.0 program. The results of the study were as follows: First, most-HE teachers were in stages of the personal concern (86.56) and the informational concern(85.42) about HE career education. Second, the highest number of teachers was in level of refinement(33.1%) use. Third, teachers recognized important goal of HE career education as 'understanding of diverse careers and formating of positive values and attitude about work'. Also they had generally conducted HE career education through 'Understanding Teenager' chapter of a first-year middle school. However they had struggled with difficulty such as lack of data, time, and expertise in conducting HE career education. Therefore, it is necessary that support such as development, supplies, and training opportunities of career education should be provided.

• The Korean Journal of Coaching Psychology
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• v.5 no.1
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• pp.33-65
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• 2021

This study is an exploratory study to investigate the concept of student success recognized by college students. In order to listen to students' free thoughts, an open questionnaire was conducted using an online questionnaire and 99 responses were analyzed. The response results were analyzed using CQR-M (Consensual Qualitative Research-Modified). As a result of the analysis, 25 categories were derived from three domains. The frist domain, 'meaning of student success' recognized by college students is with 9 categories: 'academic achievement', 'job competency improvement', 'gaining diverse experiences', 'satisfactory employment', 'setting of desired career path', 'relationship-building ability improvement', 'setting and achievement of own goals', 'self-development', and 'satisfactory college life'. The second domain, 'college environmental factors for student success' is with 7 categories: 'career development support', 'job competency improvement system', 'support for participation in college life', 'opportunities to form human networks', 'learning capability enhancement system', 'expansion of economic support', and 'environment for student convenience'. The third domain, 'psychological factors necessary for student success' is with 9 categories: 'learning ability', 'self-efficacy', 'interpersonal competence', 'self-awareness and improvement', 'job competency', 'self-regulation ability', 'rich experience', 'career awareness', and 'self-esteem'. The frequency and results of each domain were analyzed and presented, the significance and limitations of the study were discussed, and suggestions for subsequent studies were made.

• Journal of Korean Academy of Fundamentals of Nursing
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• v.16 no.4
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• pp.515-523
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• 2009

Purpose: The purpose of this study was to examine the relationship between work-family conflict, social support, job satisfaction, and organizational commitment which are closely linked to staff turnover from the perspective of married hospital nurses. Method: A survey was conducted using self-report structured questionnaire from 220 married nurses. Data analysis included descriptive statistics, t-test, one-way ANOVA, correlation and multiple linear regression with SPSS Win 17.0 program. Results: Job satisfaction, social support, work-family conflict and age were strong predictors of organizational commitment. These variables explained 46.5% of the variance of the organizational commitment. Higher levels of organizational commitment were associated with greater job satisfaction and social support. Nurse with lower levels of work-family conflict and older age reported a high level of organizational commitment. Conclusion: These results show that improving job satisfaction has the best effect on enhancing nurses' organizational commitment. Also supportive relationships, reduction of work-family conflict and older age were significantly correlated with organizational commitment. Organizations should design more family-friendly policies and provide opportunities for career development to health professionals to induce organizational commitment.

• Journal of Korean Academy of Nursing Administration
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• v.11 no.2
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• pp.147-157
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• 2005

Purpose: The purpose of this study was to identify correctional nurses' job stressors. Method: The data were collected from 51 correctional nurses using a self-completion questionnaire. To analyze data, content analysis was done using an analysis scheme developed by the investigators. Results: 160 significant statements were analyzed and categorized. The analysis scheme consisted of 8 categories and 23 subcategories. 8 categories analyzed by the investigators were as follow: relationship with other corrections staffs, overloaded work, career development, role conflict, work environment, relationship with patients, legal & ethical dilemma and administration environment. Conclusions: The correctional nurses' job need legal support from society and systematic support to improve nurses' job satisfaction.

• Journal of the Korean Home Economics Association
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• v.48 no.9
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• pp.55-68
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• 2010

Various family-friendly policies have been put into place for working mothers, but their paid and household workloads have not decreased. Many women have experienced career interruptions due to care work, so possible solutions to the problem of care work are needed. The purpose of this study was to explore the possibility of applying the social enterprise model to care work. Definitions, types, and development processes in social enterprise in several nations were discussed for the purpose of this study. Second, problems of care work in Korean households and national support for them are surveyed. Public institutions' contributions in child-care and family elder care and the alternatives for solving problems thereof were discussed. Third, several principles and advantages of applying social enterprise models to care work were suggested. Finally, this study discussed what a healthy family support center can do to reduce the workload of a household through social enterprises. This center can be a testing place that supports care work by various means from small volunteering groups to social enterprise according to profit level.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.11
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• pp.8096-8105
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• 2015

The purpose of this research is to understand influence of personal turnover factors and work turnover factors on job satisfaction in career decision-making and to analyze the moderating effects of supervisor support in their relations. Meaningful difference between one group with high supervisor support and other group with low supervisor support is demonstrated in regard with a course; job burnout ${\rightarrow}$ job satisfaction, and work overload ${\rightarrow}$ job satisfaction. Hence from a perspective of the course of job burnout ${\rightarrow}$ job satisfaction and work overload ${\rightarrow}$ job satisfaction, it can be argued that a group with low supervisor support yields more influence. Also it is shown that conflicts on balancing between job and family do not have influence on job satisfaction for either group with high supervisor support or with low supervisor support. As the result of the research shows, it bears a quite significant meaning that career development/lack of opportunity out of personal turnover intentions disclose difference between these two groups with different levels of supervisor support. Especially, a group of flight attendants which females are consisted of a majority of employees would require that their supervisors have more emotional interactions with each employee, so as that better opportunity would be given to the employees. To this end, utmost efforts are needed that deep and genuine relations with a supervisor can be built up.