• Korean Journal of Human Ecology
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• v.18 no.1
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• pp.65-74
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• 2009

The study was conducted by regression analysis based on a survey with the subjects of 107 daycare teachers working at 120 daycare facilities located in Gyeonggi-do, so as to investigate the influence of daycare teachers' 'job stress' and 'job satisfaction' on their 'psychological happiness'. The results are: first, there was significant difference in job stress(F(3,103)=2.85, p<.05), job satisfaction(F(3,103)=5.88, p<.05) and psychological happiness(F(3,103)=3.52, p<.05) accordant to the kind of work facilities among social demographic variables. In the correlation between 'job stress' and 'job satisfaction', there was negative correlation(r= .-56, p<.(01). Second, in the correlation between 'job stress' and 'psychological happiness', there was negative correlation(r= .-41, p<.001). Third, in the correlation between 'job satisfaction' and 'psychological happiness', there was positive correlation(r= .54, p<.001). In the relationship between 'job satisfaction' and 'job stress', job stress had influence on job satisfaction($R^2$= .43, F=79.42, p<.001). The explanatory power of it was 43%. In the relationship between 'job stress' and 'psychological happiness', 'job stress' had influence on 'psychological happiness'($R^2$= .41, F=21.46, p<.001). The explanatory power of it was 17%. In the relationship between 'job satisfaction' and 'psychological happiness', 'job satisfaction' had influence on 'psychological happiness'($R^2$= 59, F=5457, p<.001). The explanatory power of it was 34%.

• The Journal of Korea Institute of Information, Electronics, and Communication Technology
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• v.11 no.5
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• pp.556-564
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• 2018

The purpose of this study is to investigate the difference in social support and job satisfaction of disabled facility workers according to their general characteristics and job characteristics, and to understand the effect of social support on job satisfaction. A questionnaire was conducted against 143 disabled facility workers in D metropolitan city, from 5 January to 29 February 2016. The results of the study are as follows: first, no significant difference was found in the social support of disabled facility workers according to their general characteristics, and only the factor of job area showed significant difference in social support according to job characteristics. Secondly, there was no significant difference in job satisfaction of disabled facility workers according to their general characteristics or job characteristics. Thirdly, support of the superior, as a sub-factor of social support recognised by the disabled facility worker, was found to have a significant positive effect on job satisfaction. This study seeks to become foundational data for the development of plans to improve the job satisfaction of disabled facility workers.

• International journal of advanced smart convergence
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• v.9 no.2
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• pp.212-223
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• 2020

We study to confirm the relationship between leadership trust and job satisfaction on the leadership style of managers recognized by ICT organization members. To this end, the research hypothesis established by using SPSS23.0 for the survey results of 230 ICT organization members was analyzed as follows. First, the hypothesis 1 person leadership type (individual consideration: H1-1, intellectual stimulation: H1-2, charisma: H1-3, conditional compensation: H1-4, exceptional reward: H1-5) had a significant effect on leader trust. The results were obtained. Second, the hypothesis 2 manager's leadership type (individual consideration: H21-1, intellectual stimulation: H2-2, charisma: H2-3, conditional compensation: 2-4, expected compensation: H2-5) is based on job satisfaction. As a result of verifying the impact relationship, all showed significant effect on job satisfaction. Third, it acted as a positive factor in the job satisfaction of the leader of the hypothesis 3-member organizational member. It was confirmed that the job satisfaction of organizational members started based on the trust of actual leaders. Fourth, the role of leadership trust was partially confirmed between leadership type and job satisfaction. Through this study, in order to improve job satisfaction of ICT organizational members, the importance of exerting competency on the leadership type of managers and trusting the leaders on the characteristics consistent with ICT organizational characteristics was emphasized.

• Journal of Distribution Science
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• v.17 no.5
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• pp.73-83
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• 2019

Purpose - The purpose of this research is twofold; first, it attempts to categories customer demands into challenging and hindrance stressors, second, it investigates the effect of customer challenging stressors, hindrance stressors and customer resources on job satisfaction, emotional exhaustion and turnover intention of frontline employees. Research design, data, and methodology - A quantitative research method with an online survey was adopted to test the proposed hypotheses. Sample was collected from 186 frontline employees. And, structural equation model was conducted through AMOS 20.0 to verify the proposed hypotheses. Results - First, customer challenging stressors and customer resources positively affect job satisfaction. Second, customer hindrance stressors negatively affect job satisfaction and positively affect emotional exhaustion. Finally, job satisfaction negatively affects turnover intention whereas emotional exhaustion positively affects turnover intention of frontline employees. Contributions - In term of theoretical contributions, the current study categorized the customer demands into challenging and hindrance stressors and empirically tested the effect of challenging and hindrance stressors on emotional exhaustion, job satisfaction and turnover intention of frontline employees. Managerially, this study provides insights to the firm by highlighting the presence of challenging stressors and customer resources which have positive effect on the attitudes and behaviors of the frontline employees.

• Journal of Korea Society of Digital Industry and Information Management
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• v.14 no.1
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• pp.103-120
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• 2018

Global conglomerates in the late 2010s are seeking changes from the existing method of financial growth into that of sustainable growth, as they are facing the age of 4th industrial revolution. In preparation for this change of the times and to stay competitive, small businesses are required to produce creative knowledge, and systematically share and store it by means of implementing voluntary and specific changes in their convictions and actions. This study aims to empirically examine how the ICT small businesses' organizational learning participants' self-leadership affect their job satisfaction through organization orientation and Leader-Member Exchange(LMX). The research sample consists of the first to third-year employees that have previously participated in the small businesses' organizational learning support project, and of learning leaders, group leaders, and group members from companies that have previously concluded the project. The results are as follows: First, the self-leadership at the ICT small businesses' organizational learning project has been shown to have a positive effect on job satisfaction. The same positive results are shown in learning orientation and LMX. Second, the learning orientation has been shown to have a positive effect on job satisfaction. Third, the LMX has been shown to have a positive effect on job satisfaction.

• Journal of the Korea Safety Management & Science
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• v.16 no.3
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• pp.399-409
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• 2014

The purpose of this study includes: Firstly, to examine the effects of procedural justice and job significance on value of work, psychological ownership, and job satisfaction. Secondly, to examine the mediating effect of the value of work, psychological ownership on the relationship between procedural justice, job significance and job satisfaction. For the study, the data was collected from convenient sample of 273 nurses at university hospital in a city to test theoretical model and its hypotheses. All data collected from the survey were analyzed using with SPSS 18.0 and AMOS 18.0. This study reports findings as followed: first, the relationship between the procedural justice and the value of work is positively related. Second, there was also a positive correlation between the procedural justice and the psychological ownership. Third, there was also a positive correlation between the job significance and the value of work. Fourth, the relationship between the job significance and the psychological ownership is positively related. Fifth, there was also a positive correlation between the value of work and the psychological ownership. Sixth, there was also a positive correlation between the procedural justice and the job satisfaction. Seventh, the relationship between the job significance and the job satisfaction is positively related. Eighth, there was also a positive correlation between the value of work and the job satisfaction. Ninth, there was also a positive correlation between the psychological ownership and the job satisfaction. Finally, the value of work and psychological ownership played as a partial mediator on the relationship between procedural justice and job satisfaction. Also, the value of work and psychological ownership played as a partial mediator on the relationship between job significance and job satisfaction. Based on these findings, the limitations of the study and some directions for future studies were presented.

• Journal of Engineering Education Research
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• v.20 no.5
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• pp.3-13
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• 2017

The purpose of this study was to investigate the effect that completing long-term on-site training with varying grades of success had on the job satisfaction of former university students after obtaining employment. Although the grades themselves achieved during long-term on-site training did not directly affect job satisfaction, positive effects on job satisfaction were shown due to the mediating effects of job match and organizational commitment. The results of this study are as follows: First, it was found that employees who participated in long-term on-site training showed different results in belonging and attachment to their organizations according to their achievement. The higher the grades during long-term on-site training, the higher the degree of reported job match and organizational commitment, suggesting a positive correlation with job satisfaction. Therefore, long-term on-site training should not be operated as simply a program for temporary experiential learning, but instead should be optimized by companies and schools to motivate their students to achieve high grades for the purpose of their future job satisfaction.

• Journal of Engineering Education Research
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• v.24 no.1
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• pp.15-23
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• 2021

The first job of university graduates is the beginning of career development, and it has a great influence on a personal life in the transition process of a labor market later. The study has compared and analyzed the effects of major variables (whether or not one participates in the career and employment programs, the satisfaction in the education infrastructure and curriculum) related to university education that determine the satisfaction in the first job of graduates from the entire university of 4-year general courses and the engineering college with experiences of having the first job. Through this, it is meaningful to make it possible for the design of university education related to career and employment tailored to the engineering college. The results of 2017 Graduate Occupational Mobility Survey were used as the data for analysis, which was analyzed by the decision tree analysis. As it was found that the most important factor determining the satisfaction in the first job was student welfare facilities for the entire graduates among education infrastructure and was major curriculum and its content among education curriculum for the graduates from the engineering college, it was analyzed that factors related to majors were more important compared to other majors in the engineering college. The customized major curriculum and content should be considered as a priority, taking into account of the demand of the industry for the successful settlement of graduates from the engineering college in a labor market.

• Proceedings of the Korea Hospitality Industry Research Society Conference
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• 2005.11a
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• pp.1-20
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• 2005

Family Restaurant is a service business of a kind. The role of service operator is to improve a sales of service goods through maximizing the service value with customer satisfaction at the moment of MOT(moment of truth). Family Restaurant come to the great growth on the face of it. In future, it will place emphasis more and more on not hardware but software including service quality. The purpose of this study, therefore, is to research the effect on service quality of the job satisfaction of Family Restaurant's service staff. Data was collected from the employee who are working at Family Restaurant located in Taegu. The empirical research has been done over 50days from 1April, 2004 to 20May, 2004. In conclusion of empirical analysis, 4 hypotheses were significant among 7 hypotheses suggested in this study. The research showed as follows : First, the organic trait among the effect factor of job satisfaction perceived by Family Restaurant service staff showed positive influence on job satisfaction. Second, the personal trait among the effect factor of job satisfaction perceived by Family Restaurant service staff showed positive influence on service quality. Third, the official trait among the effect factor of job satisfaction perceived by Family Restaurant service staff showed negative influence on job satisfaction. Fourth, the organic trait among the effect factor of job satisfaction perceived by Family Restaurant service staff showed positive influence on service quality. Fifth, the personal trait among the effect factor of job satisfaction perceived by Family Restaurant service staff showed negative influence on service quality. Sixth, the organic trait among the effect factor of job satisfaction perceived by Family Restaurant service staff showed negative influence on service quality. Seventh, the job satisfaction of Family Restaurant service staff showed positive influence on service quality. Besides, the critical points of this study are as follows; First, we designated the subject of research to the employee of Family Restaurant only. Second, multi-situations(time, holiday) which can happen as service was offered, wasn't concerned. Third, as service quality was estimated by general service quality. the research in future should subdivide service quality more. I. finally, applied the pervious researches on job satisfaction and service quality in the employee of Family Restaurant. To extend more this research model in future, the variables like customer satisfaction should be added.

• Korean Journal of Community Nutrition
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• v.5 no.4
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• pp.672-682
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• 2000

The purpose of this study was to identify the effect of job characteristics, job performance and organizational commitment on job satisfaction of hospital dietitians. The first survey was carried out on 74 hospital dietitians to determine their demographic characteristics, job characteristics, organizational commitment, and job satisfaction. The second survey was carried out on 47 hospital foodservice dietitians to determine their job performance. Thirty-two percent of the subjects were aged between 26 and 30, and 62.2% had Bachelor's degrees. The dietitians felt most satisfied by their co-workers, followed by the work-itself, supervision, pay, and promotion possibilities. Dietitians who had a higher education were satisfied with pay and supervision. The longer the length of employment, the more the satisfaction with the work-itself and pay, plus the higher the monthly wage the more the satisfaction with the work-itself, pay, supervision, and co-workers. lob satisfaction was high in the group that scored high on autonomy, feedback, task identity, and friendship of in the job characteristic inventory. The job performances of nutrition counseling(r= 0.469, p < 0.01), nutrition education(r= 0.446, p < 0.01) and management of therapeutic diet(r= 0.394, p < 0.01) were positively correlated with job satisfaction. The $R^2$for the multiple regression model was 0.677, indicating that 67.7% of the variance in job satisfaction could be accounted for by feedback, organizational commitment, nutrition counseling performance, and nutrition education performance. In conclusion, the level of job satisfaction for hospital dietitians would appear to improve with increased feedback, organizational commitment, and opportunity for nutrition counseling and nutrition education.