• The Korean Journal of Psychodrama
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• v.21 no.2
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• pp.41-56
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• 2018

The purpose of this study is to investigate the effects of ego-resilience and job stress on job satisfaction of the rehabilitation teachers of residential facility for the disabilities. For this purpose, 193 questionnaires were collected and used for final analysis. Statistical techniques such as descriptive statistics, correlation analysis, and multiple regression analysis were used in the SPSS 23.0 statistical program. The results of the analysis are as follows; First, Levels of perception of ego-resilience and job satisfaction were higher than medium level, and job stress was lower than medium level. Second, Job satisfaction of the subjects were higher as the interpersonal relationship, were lower as the stress of personal role and daily work, relationship with facility and supervisor, and client relationship. These results suggest that ego-resilience and job stress are closely related to job satisfaction and that it is effective to increase ego-resilience and reduce job stress as a way to increase job satisfaction of rehabilitation teachers. Since rehabilitation teachers provide human services, they need support from peer counseling, education, and programs because their emotional exhaustion appears in interpersonal relations.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.7 no.3
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• pp.27-37
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• 2012

The purpose of this study is to review the effect of internal marketing on job satisfaction in food service industry. In order to verify and achieve the purposes mentioned above, questionnaire data are gathered and analysed from 438 employees and their superiors for measuring employees' service quality fromKangwon province. Multiple regression is applied to test the proposed 2 hypotheses: the relationship between internal marketing and intrinsic job satisfaction, and the relationship between internal marketing and extrinsic job satisfaction. Empirical survey's findings are as follows; First, management support, internal communication and employment security have positive relationships with intrinsic job satisfaction. Second, management support, training & education has positive effect on extrinsic job satisfaction and employment security have positive relationships with extrinsic job satisfaction.

• The Journal of the Korea Contents Association
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• v.16 no.3
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• pp.732-741
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• 2016

This research examines the relationships and effects among ROKAF officer's job satisfaction and psychological well-being and their self-leadership. Multiple regressions were conducted using 211 data. Results are as follows. First, Job satisfaction, psychological well-being and self-leadership were significantly positively correlated with each other. Second, as for the effects of subordinate factors among job satisfaction and psychological well-being on the subordinate factors of self-leadership, personal growth and controling environment of psychological well-being and administration of job satisfaction influenced self-expectation of self-leadership. For the self-reward of self-leadership, personal growth, meaning of life and autonomy of psychological well-being and relationship and reward system of job satisfaction influenced it. Finally, as for the effects of subordinate factors among job satisfaction and psychological well-being on self-leadership, administration and relationship of job satisfaction and personal growth, meaning of life and autonomy of psychological well-being influenced it. Finally implications and limitations of this research are discussed.

• Journal of Venture Innovation
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• v.2 no.1
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• pp.81-92
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• 2019

The purpose of this study was to identify the mediating effect of burnout on the relationship between social support and job satisfaction. Social support should be noted as an important environmental factor that can affect job satisfaction. This study surveyed 1,147 workers of domestic companies and collected data, and the results of the study are as follows. First, social support and job satisfaction were shown to have a positive correlation. Second, social support and burnout were found to have a negative correlation. Finally, burnout was found to play a mediating role in the relationship between social support and job satisfaction. This results demonstrate that, while social support has a direct positive impact on job satisfaction, it has also a indirect on job satisfaction via burnout. Therefore, organizations should consider ways to strengthen the organization's social support and lower the level of individual burnout in order to improve job satisfaction. Implications and limitations of this study and future research tasks are described.

• Journal of the Korea Convergence Society
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• v.8 no.2
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• pp.213-225
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• 2017

The objectives of this study are to investigate whether individual characteristics lead to significant differences in job satisfaction among tax accounting firm employees, to analyze how human-oriented management and positive leadership affect job satisfaction, and to examine if trust in supervisor moderates the effects of human-oriented management and positive leadership on job satisfaction. To accomplish these objectives, we surveyed employees of tax accounting firms and conducted statistical analyses using the SPSS and AMOS. The results are as follows. First, there were significant differences in job satisfaction depending on job position, salary, education level, and job performance of individual employees. Second, human-oriented management and positive leadership had a positive and statistically significant effect on job satisfaction. Third, trust in supervisor moderated the effect of positive leadership on job satisfaction. The findings provides practical implications for the efficient operation of tax accounting firms.

• Journal of Korean Academy of Nursing
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• v.27 no.2
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• pp.253-263
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• 1997

This second study on the effectiveness of nursing organization was designed to test the relationships between effectiveness of nursing organizations and structural variables that had been significant variables in the first study, the group design variable and the personal characteristic variables that had not been analyszed in the first study based on personal resource productivity model. The data were collected through self-reported questionnaires completed by 605 nurses working in hospitals in seoul and 782 patients being hospitalized in 5 tertiary hospitals in Seoul. The results showed that according to the canonical correlation analysis, the managing job design, nursing delivery system. nurse's age, career. and formalization were revealed as predicting variables of a nurses' job satisfaction and patients satisfaction among the five hospitals. Hospitals in which the team nursing method was used showed a higher score in nurses' job satisfaction and patient satisfaction than in hospitals which used the functional nursing model.

• Journal of Distribution Science
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• v.14 no.4
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• pp.39-46
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• 2016

Purpose - Recently, as Korean culture and economy develops, Seoul has become a world-famed city. In Seoul, many special grade hotels have been constructed in order to accommodate many tourists from China, Japan and many other Asian countries. And the hotels entered into competition among themselves. Thus many changes are accelerated due to their mutual competition and manpower problems. In this situation, the role of higher officers above all is thought to be very important in order to enhance the management result and to make preparations for the kernel ability of the organization. Research design, data and methodology - This study was intended to verify how the leadership of the higher officers based on trust affects the job satisfaction of employees of the organization. In order to achieve the purpose of this study, some study models and hypotheses have been established through theoretical examinations. The subjects of this study were centered on the constituents of C-Hotel, M-Hotel, and D-Hotel. 200 questionaries were distributed and 190 questionaries were collected and thus the collection ratio was 91 percent. 8 questionaries which were regarded to be insincere or hard to analyzed were excluded. Finally, 182 questionaries were used for analyzing the factors and trust. For the purpose of the verification of hypotheses, structural equation was used. In order to verify the mediating effect of trust between the relationship of emotional leadership and job satisfaction, 'Three-step Mediated Regression Analysis by Baron & Kenny(1986) was utilized. The four hypotheses for this study are as follows: First, emotional leadership will have a meaningful influence on trust in the affirmative. Second, trust will have a meaningful influence on job satisfaction in the affirmative. Third, trust will play a mediating role in the relationship of emotional leadership and job satisfaction. Result - First, the emotional leadership and trust was found to effect a positive effect. Second, the trust and job satisfaction was found on a positive effect on job satisfaction. Third, the emotional leadership and job satisfaction was found to positive effect on job satisfaction. Fourth, the trust in the relationship between emotional leadership and job satisfaction was found that the partial mediating effect. Especially, in the case of the business of hospitality, human services as well as material resources become its keynote, and we can safely say that the degree of dependence toward human resources is very high. Accordingly, the leaders should display their leadership on the basis of abundant emotional and intellectual faculties so that they can grasp, understand and admit the diverse views of value and emotion of the organization constituents and that they can form emotional leadership. On the basis of the analysis results of the verification of hypotheses, some suggestions and uppermost limit of this study have been presented for further study.

• Health Policy and Management
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• v.14 no.1
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• pp.65-88
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• 2004

In general, empowerment is defined as the motivational concept of autonomy and self-efficacy. Recently, the concept of empowerment is applied to improve organizational staff's job satisfaction and organizational commitment in many organizations. Empower-ment in service organizations, i.e., hospitals, has certainly generated more publicity than any other organizations. The objectives of this study are, first, to measure the degree of hospital employees' empowerment using Spreitzer(1995)'s empowerment theory, second, to analyze the causal relationship of organizational and job characteristics, a degree of empowerment, and organizational performance(job satisfaction and organizational commitment), and third, to offer the strategy for the improvement of job satisfaction and organizational commitment. Spreitzer insists that the empowerment is composed of 4 dimensions(meaning, competence, self-determination, and impact). And he argues that various work-related characteristics is a direct cause of empowerment and the indirect cause of job satisfaction and organizational commitment, mediated by the empowerment latent variable. In order to perform this study, data were collected by self-administered questionnaires from hospital employees working in administrative department of 3 university hospitals in Inchon and Kyunggi-Do region. The number of cases is 181(response rate; 86%). The Collected data were analyzed with SPSS Ver. 10.0 and AMOSV Ver. 4.0. First, to test validity of variables, the factor analysis was used. Second, to test reliability, Cronbach's alpha coefficients was calculated. Cronbach's alpha of empowerment variable is 0.8323 showing that there's no problem in regard to the internal consistency. Also the Cronbach's alpha of other variables are 0.8301 of the degree of perceived control, 0.6705 of job characteristics, O.8787 of compensation, 0.9254 of job satisfaction, and 0.8389 of organizational commitment, respectively. Among the questions of job characteristics, two survey questions are deleted due to lowering the reliability. Third, to test multicollinearity and correlation of variables, the correlation analysis was performed. There was no problem of multicollinearity. Finally structural equation modelling (SEM) analysis was conducted to find the causal relationship of organizational and job Characteristics, empowerment, job satisfaction and organizational commitment. The 16 variables are included for the SEM analysis. The major results of this study are as follows: First, in the case of model fitness, the condition of x$^2$ statistic(92.187) is not fully satisfied, but the indices of GFI(0.912), AGFI(0.863), NFI(0.917) and CFI(0.928) are partially satisfied, which needs to upper 0.90. Second, in the result of hypotheses testing, all hypotheses are accepted and have a positive effect in 95% or 99% confidence interval(P<0.05 or P<0.001) except the effect of compensation variable on empowerment(P=0.082). Third, in regard to the direct, indirect, and total effect of variables, the direct effect of perceived control, task characteristics, and compensation on job satisfaction are 0.728, 2.264, 0.328 and on organizational commitment are 0.094, 1.411, 0.418, respectively. Also the indirect effect of perceived control, task characteristics, and compensation on job satisfaction are 0.311, 0.196, 0.028 and on organizational commitment are 0.210, 0.132, 0.019, respectively. Thus, these findings imply that various work-related factors are direct effect of empowerment and indirect effect of result variables, job satisfaction and organizational commitment. Also These results showed that the workplace empowerment is significant mediating factor of employee's job satisfaction and organizational commitment.

• Journal of the Korea Convergence Society
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• v.7 no.6
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• pp.229-236
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• 2016

This study attempted to identify multi-dimensional influencing factors of working condition, job stress and supervision affecting care service personnel's job satisfaction by using structural equation model. From the results of this study, first, working condition (B=.247), job stress (B=-.610) and supervision (B=.635) were analyzed to have statistically significant effects upon job satisfaction as a dependent variable. Approximately 34.9% of job satisfaction was found to be explained through variables put into research models. Second, supervision affecting job satisfaction was found to have mediation effects on job stress. It will be necessary to apply the method to effective manpower management plan through supervision in the manager education course to improve job satisfaction for social service delivery manpower as well as care service in the future.

• Journal of Convergence for Information Technology
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• v.12 no.5
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• pp.278-289
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• 2022

This study empirically analyzed the effect of work value of beauty industry workers on service productivity through job satisfaction. First, according to the result of investigating factors that make effect on service productivity, it was identified that service productivity increases when work value and job satisfaction are higher. Also, it was identified that service productivity increases when awareness of satisfying values, intrinsic satisfaction, recognition of work value, recognition of self-value, and extrinsic satisfaction are higher. Fourthly, as a result of investigating the effects of work value of beauty industry workers on service improvement through job satisfaction, it was identified that the mediating effect of job satisfaction was also significant in the sobel test as Z value of |Z|=15.057 showed a greater value than 1.96. Based on the results of this study, it is expected that inner motivation can be increased for beauty industry workers to recognize that their work is meaningful and worthwhile and service productivity can be maximized by improving the satisfaction and intrinsic job satisfaction that come from work itself.