• Journal of Korean Clinical Nursing Research
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• v.20 no.1
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• pp.15-27
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• 2014

Purpose: The purpose of this study was to identify nurse's intention to keep current job in the hospital. Methods: Data were collected from 1,143 nurse's working in over 300 beds hospital. The questionnaire with 47 items was developed by researchers to measure nurse's intention to keep his/her current nursing job in hospital. The questionnaire was developed through a focus group interview asking nurse's about their work experiences and literature review, and validated by researchers. Using descriptive statistics, data were analyzed in frequency and severity of nurse's intention to keep nursing job. The Cronbach's ${\alpha}$ of the questionnaire was .906. Results: The mean score of nurse's intention to keep current nursing job was 2.66. The highest mean scores of item of nurse's intention to keep nursing job was "as a nurse it is my duty to help others" ($3.19{\pm}0.45$), and the lowest was "the rotating shift helps me doing housework and raise for my kids" ($1.77{\pm}0.64$). And there are significant differences between period of working (F=9.71, p<.001), current position (F=5.91, p<.001), educational level (F=13.44, p<.001), and impulse experience of changing a job (F=71.20, p<.001). Conclusion: The findings of this study showed possibilities to develop programs for heightening the pride of professional nurse and increasing nurse's intention to keep nursing job in order to increase nurse's professional satisfaction and achievement.

• Journal of the Korea Society for Simulation
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• v.19 no.3
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• pp.45-54
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• 2010

The inherent complexity of semiconductor fabrication processes makes it hard to solve well-known job scheduling problems in analytical ways, which leads us to rely practically on discrete event modeling simulations to learn the effects of changing the system's parameters. Meanwhile, unpredictable disturbances such as machine failures and maintenance diminish the productivity of semiconductor manufacturing processes with fixed scheduling policies; thus, it is necessary to adapt job scheduling policy in a timely manner in reaction to critical environmental changes (disturbances) in order for the fabrication process to perform optimally. This paper proposes an adaptive job control framework for a wafer fabrication process in a control system theoretical approach and implements it based on a DEVS modeling simulation environment. The proposed framework has the advantages in view of the whole systems understanding and flexibility of applying new rules compared to most ad-hoc software approaches in this field. Furthermore, it is flexible enough to incorporate new job scheduling rules into the existing rule set. Experimental results show that this control framework with adaptive rescheduling outperforms fixed job scheduling algorithms.

• Korea Journal of Hospital Management
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• v.11 no.3
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• pp.42-55
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• 2006

The present study is designed to develop surveying tools to measure stressors of and social supports for Radiological Technologists which may play a role to alleviate their stresses caused from their job environments. For this purpose, an analysis of reliability by factors of personal stressors was conducted on 890 radiologists who are working at 44 general hospitals in 16 cities and provinces across the country. The results of the analysis may be summed up as follows: Six factors in 2 concerned fields turned out to be major tools for use as items of questionnaires to measure social supports for and organizational culture of Radiological Technologists. The factors determined to be applicable for survey with reliability coefficient of more than 0.7 measured by factors for internal coherence included social supports on the job(0.90), off-the-job social supports(0.81), job satisfaction(0.80), devotion for job by length of service(0.81) and emotional devotion for job(0.80), all deemed to be appropriate as survey items. In the verifying process of the results, it was found that normative devotion for job(0.61) showed lower reliability as its statistical coefficient was analyzed to be less than 0.7. It seemed, therefore, necessary to reconstruct items or re-select such ones only that can maintain internal coherence in order to analyze appropriateness of related measuring tools, or to develop new measuring tools. Although the outcomes of this study can be used to verify reliability and appropriateness of concerned concepts to assess stresses caused during the job performance of Radiological Technologists, it may be improper to adopt them to measure all types of social supports and stresses that occur generally under the job environment. It is desired, however, to compare and analyze the findings of the present study with others and to utilize them as basic data for further development of tools that can maintain internal coherence in terms of reliability and appropriateness in spite of changing social environments.

• Journal of the Korean Society for information Management
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• v.14 no.2
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• pp.143-163
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• 1997

The purpose of this study is to find changing trends in roles and qualifications of catalogers by comparing and analyzing job advertisements from 1990 to 1997 and to suggest a direction of cataloging education based upon the trends. During the past years, the development of the information technology has influenced upon the duties of the catalogers and the requirements of the positions. Based upon the knowledg of traditional tools for classifying and cataloging, increasing needs for computer skills, networks, supervisiory skills, managerial skills, communication skills, research activities, and ability to adapt the changing environment were required for the catalogers. If s time to prepare a new cataloging education that produce excellent catalogers for the future.

• Journal of Korean Academy of Nursing
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• v.35 no.4
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• pp.680-685
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• 2005

Purpose. The purpose of the study was to categorize nursing students' subjectivity in their attitude toward their jobs, and thereby understand the differences among these attitude types. Methods. The study used a Q-method to measure nursing students' attitude toward jobs identity types. In-depth and objective interviews and literature review formed Q sample. The P sample consisted of 25 nursing students. Results. The results of the study show that nursing students can be categorized into three types, depending on their attitudes toward their jobs. The firs type, 'interest-oriented' students, strongly disagree to the follow-ing: giving priority to job over marriage, standing unfair treatment in the workplace, the importance of pro-motion opportunity, irresponsibility, and uncertainty. The 'reward-oriented' students, on the other hand, strongly disagree to the following: indifference to career prospects, employment-related relocation of residence, irresponsibility, standing difficulties, and compromises with others. The third type of nursing students is the possession-oriented students, who strongly disapprove of irresponsibility, refusal to compromise with reality, standing unfair job allocation or promotion and career uncertainty. Conclusions. The study on nursing college students' attitude toward their jobs is meaningful in the following aspects: First, the study clarifies nursing college students' attitudes toward their job by categorizing it. Second, the study confirms the changing attitudes of nursing students toward jobs with the change of times and calls for proper educational programs to foster healthy career attitudes. Third, proper decision-making as regards jobs and job allocation for nurses, or their career attitudes, is beneficial to individuals, the medical industry, and society.

• The Journal of the Korea Contents Association
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• v.22 no.4
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• pp.231-245
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• 2022

Most humans live at work and continue their lives through work. This study aims to understand the influence of job crafting on job satisfaction and knowledge sharing behavior, innovation behavior, and smart work environment variables in the rapidly changing labor market. In addition, a study was conducted on the effect of job crafting on job satisfaction by dividing it into male and female groups. The study was conducted on 453 office workers who responded to the survey, and SPSS 26.0 and Amos 26.0 were used. Frequency analysis, exploratory factor analysis, confirmatory factor analysis, reliability analysis, descriptive statistics, correlation, structural model analysis and Multi-group analysis were performed. Multiple mediating effects were analyzed and Process macro model 7 was used as the smart work environment effect. As a result of the analysis, first, job crafting had a significant effect on job satisfaction, and second, job crafting had a significant effect on knowledge sharing behavior and innovation behavior. Third, knowledge sharing behavior had a significant effect on job satisfaction, but innovation behavior did not affect job satisfaction. Fourth, for the parameters of knowledge sharing behavior and innovation behavior, knowledge sharing behavior had a partial mediating effect, but innovation behavior did not affect it. Fifth, it was found that the moderating effect of the smart work environment had no effect, and sixth, the results of a study on the effect of job crafting on job satisfaction divided into men and women had a greater effect than men.

• Culinary science and hospitality research
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• v.6 no.3
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• pp.373-389
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• 2000

This study is about job change hotel kitchen cook. addition, through case analysis, by choosing three hotels in Seoul, the relation job changes was found out, and through the interviews with cooking employees for more than three months, their opinions and reliabilities were collected and analyzed. The surveyed questionnaires were analyzed and studied through SPSS WIN Package, reliability analysis, factor analysis, frequency analysis, correlation, and distribution analysis and T-test were conducted to figure out the population statistical difference. According to the study results. those employees who thought kitchen environment, internal and external working conditions. the welfare for the employees are the most important factors in case of changing jobs scored over average 4 in the statistical analysis. For this reason, in order to reduce the rate of job changes the hotels efforts for and interests in appropriate compensation, improvement of working environment. continuous educational training, fair human resource management, and maintenance of good relation with co-workers are necessary.

• Journal of the Korea Convergence Society
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• v.6 no.5
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• pp.337-346
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• 2015

This study has been conducted for the purpose of elucidating the factors that are affecting the job performances and how this factors have affected the satisfactory of medical record technicians working at general hospitals in south Korea. This study had 428 participants from 60 general hospitals, located in Seoul and 4 different metropolitan cities such as Incheon, Daegu, Gwangju and Daejeon. This study was performed through using the standardized self-administered questionnaires As a result, the job satisfaction had a significant relationship with the participants monthly income, age, position of the job, BMI, satisfactory in performances, consideration of changing the career, having a breakfast regular exercises, and having a perception on socioeconomic status of oneself. Particularly, the hierarchical multiple regression analysis had shown that possessing the appropriate characteristics that are required in that field of career had a high correlation with the job satisfactory. In the future, this study suggests that need of appropriate interventions of work-related characteristics are required in order to improve the job satisfaction of medical record technicians.

• Journal of Technologic Dentistry
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• v.32 no.1
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• pp.25-34
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• 2010

This study was the study verifying dental technicians' motivation and job satisfaction in Seoul through the positive method as well as its purposes were to investigated the effect of dental technicians manpower supply/demand prospect on motivation, job satisfaction and the effect of other job satisfaction factors on dental technicians motivation and job satisfaction. For then, general characteristics of study objects were classified by sex, married/unmarried, age, career, salary, highest level of education, working place, position and job as well as job satisfaction factors were classified with future supply/demand prospect, future prospect, working hours, working environment and salary. We conducted a frequency analysis, crossing analysis and multi-linear regression analysis about the effect of the classified articles on motivation and job satisfaction. Also, for verifying the relationship of motivation and job satisfaction, we conducted correlation analysis and its result is as followed. First, it showed that the job related with making orthodontic appliance influenced on motivation, among the age, career and job of the general characteristics, and other jobs between working place and job influenced on job satisfaction. Second, the dark future prospect was showed to influence on motivation and job satisfaction highly so we could grasp that negative opinions are included in that. And low-paying was showed to highly influence on job satisfaction s fall so we could grasp the subjective low-salary standard at the present. But we expected that the manpower supply/demand prospect would influence on motivation and job satisfaction but there was little influence. Third, the correlation between motivation and job satisfaction was showed to be somewhat high, motivation had the standard which is above average and job satisfaction had the standard which is below the average. So with a little improving of job satisfaction, it s possible that motivation can be very high. Therefore, in rapidly changing generation, we think that the dental technicians are actively coping with the reality of low-paying and high-working. But it's implying that anxiety for uncertain future was reflected. Furthermore, because institutional strategies for dental technicians' efficient management are insufficient in relation with policies so it's necessary the policy consideration for solve the job-unsatisfying factors actively.

• Journal of Industrial Convergence
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• v.21 no.4
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• pp.13-22
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• 2023

Due to COVID-19, organizations are rapidly changing the way they work by providing telecommuting and flexible work, and by expanding Smart Work spaces. In a Smart Work situation, workers have improved their job autonomy to choose their work methods, hours, and places. However, previous studies do not reflect the Smart Work situation and there are limitations to still using the previous job autonomy concept and measurements. To overcome these problems, this study derived job autonomy types such as methods, scheduling, criteria, time, and place applicable to Smart Work environments and verified that the five types of job autonomy have a statistically significant positive effect on Smart Workers' creative behavior. This study is meaningful in that it categorized job autonomy into five types applicable to Smart Work by adding temporal and spatial flexibility to the traditional job autonomy concept such as method, scheduling, and criteria autonomy and provided the basis for subdividing and evaluating the operation performance of Smart Work through multi-dimensional job autonomy verification.