• Journal of Fashion Business
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• v.6 no.6
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• pp.12-18
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• 2002

This study was conducted out of necessity for attempting to identify what degree of satisfaction contemporary beauticians having to accomplish this expanded role of theirs had and what factors had an effect on their job satisfaction. Based on the study results, the following conclusion was drawn: 1) It was found that beauticians‘ level of job satisfaction with its components was in the order of 'vocational pride'(3.66), 'human relations'(3.39), 'autonomy'(3.29), 'required job'(3.13), and 'vocational duty'(3.01). 2) It was found that as to the level of job satisfaction according to religions beauticians with Buddhism had the highest level of job satisfaction with each of its components, followed by 'Others'(3.37), 'Christianity'(3.26), 'Catholicity'(3.25) and 'No Religion'(3.24). 3) It was found that as to the level of job satisfaction according to the future plan beauticians saying 'I will stop working at the same time that I marry'(3.68), 'I will continue working'(3.33), 'I will work for several more years'(3.30) and I will stop working at any time depending on circumstances'(3.29).

• Journal of Korean Academy of Rural Health Nursing
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• v.14 no.2
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• pp.38-46
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• 2019

Purpose: The purpose of this study was to analyze differences in the needs of primary health care posts before 2008 and after 2009. Methods: For the final analysis data on 1,905 public health centers and 1,521 public health practitioners were analyzed. The chi-test was used to examine differences between the employees before and after 2008 in general, and T-test for differences in core competencies and job training needs. The test was carried out during June and July, 2017. Results: There were statistically significant differences in general characteristics, future health clinic function, necessity for core competency education, and for job education. Conclusion: Information on the need for new job training should include information the use of public health center information systems, drug mechanisms, medication guidance, discrimination of major symptoms, treatment for common diseases, patient referral and follow-up, health management for elders, dementia management, and chronic disease management. In future job training, it is necessary to elaborate intensively details and evaluate effectiveness.

• Journal of Contemporary Eastern Asia
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• v.14 no.1
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• pp.5-22
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• 2015

This study examines how different uses of social network sites (SNS) and mobile phones (MP) to communicate with friends and business associates are related to the acquisition of job-related information, job mobility, and entrepreneurial intentions, using social capital as its main theoretical lens. To this end, a nationally representative, random digit dialing (RDD) survey was conducted in Singapore. Path analyses show that SNS interactions with friends are positively related to both bonding and bridging social capital. The former is linked with greater job mobility, the latter with entrepreneurship, and both are associated with more job-related information. SNS interactions with business contacts are directly positively related to job-related information and entrepreneurship. For mobile phones, interactions with friends are positively related to social capital, job information and entrepreneurship. Professional networking is associated with more bridging social capital, job information and job mobility. Bonding capital is found to be linked with greater job mobility, while bridging capital has a positive relationship with both entrepreneurship and job mobility.

• Korean Journal of Occupational Health Nursing
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• v.27 no.3
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• pp.139-151
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• 2018

Purpose: This review aimed to integrate the results of studies related to job embeddedness of clinical nurses and suggest directions for future research. Methods: A search for relevant studies was conducted using six databases according to the predetermined index terms "nurse" and "job embeddedness." A total of 28 studies that met the inclusion criteria were selected and analyzed. Results: The definition of job embeddedness was consistent in the articles, but the terms, scope, and use of tools to determine job embeddedness were not. In addition, no article suggested a theoretical framework. In all the studies except one, the tool used to measure job embeddedness was one revised from Mitchell et al. (2001). In 15 articles, a negative correlation was found between job turnover and turnover intention. Job embeddedness was also found to be associated with nurses' work environment, organizational citizenship behavior, and organizational commitment, and it had a positive impact on these variables. Conclusion: Job embeddedness can be used as a major variable to explain nurses's turnover intention. Job embeddedness is multidimensional, and a theoretical framework is needed to explain the job embeddedness of clinical nurses. Tools specific to Korea should be developed to measure the job embeddedness of Korean clinical nurses.

• Korean Business Review
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• v.21 no.2
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• pp.17-41
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• 2008

Although job insecurity has attracted many scholars for long time, the research of job insecurity has not been accumulated because of nonexistence of and comprehensive and systematic model on job insecurity. This study, therefore, has provided integrated model of job insecurity and has also generated important propositions of job insecurity. This study aims to design the antecedents and consequences(outcomes) of job insecurity of employees. First, we have postulated important hypothesis based on the existing literatures. Second, we have tested hypothesis by the comprehensive review of existing local empirical studies. Third we have provided underlying logics of designing integrated model of job insecurity. And we have also generated Important propositions underlying the model focusing on job insecurity. We propose that employees' job insecurity increase with their expectation about further organizational change, role ambiguity. We also propose that employees' job insecurity raise their psychological strain while reducing their organizational commitment, job satisfaction and work effort. Theoretical implications are discussed, as are the implications of study and suggestions for future research.

• Journal of East-West Nursing Research
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• v.17 no.2
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• pp.117-124
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• 2011

Purpose: This study was done to compare organizational commitment, job satisfaction and job stress according to nurses' adult attachment styles. Methods: Data were collected by self-report questionnaires measuring Adult attachment style, Organizational commitment, Job satisfaction and Job stress from a convenience sample of 253 shift nurses in a hospital. Results: There were security style (31.2%), dismissing-avoidance (18.6%), preoccupation (17.8%) and fearful-avoidance (32.4%) among 4 attachment styles in these shift nurses. Their organizational commitment level (M=3.2), job satisfaction (M=2.7) and job stress (M=3.3) were revealed. Subjects who were in security attachment style showed significantly higher scores of organizational commitment (F=5.09, p=.002) and job satisfaction (F=13.02, p<.001) than subjects in fearful-avoidance attachment style. Meanwhile, this study showed that subjects who were in fearful-avoidance attachment style recorded significantly higher scores of job stress than subjects in any other attachment style (F=3.15, p=.026). Conclusion: This study demonstrated a relevant difference in organizational commitment, job satisfaction and job stress in accordance with the attachment style of shift nurses. These results indicate the need for attachment promotion program for shift nurses. And nurses' attachment styles should be considered in future interventions to enhance quality of nursing care.

• Korean Institute of Interior Design Journal
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• v.23 no.1
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• pp.105-113
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• 2014

It is the purpose of the this study to use preliminary data to improve job environment, after looking job satisfaction and environment of interior construction workers. The following were the method of study. First, Through the literature, concept and the main theory on job satisfaction are examined. And It draws elements affecting job environment and satisfaction of interior construction workers. Based on this, we analyze job environment and satisfaction, and find what the satisfaction level is low, after a survey of interior construction workers. According to the survey, the result of the job environment is poor that people are working a lot more than a standard 10-hour day, not paid for it and absence of the education system for future. The larger workplace was in poor job conditions. the result of the job satisfaction is higher in case of smaller workplace or workers with less than 1 year or more than 8 year. As job satisfaction for interior construction score 3.30, it showed relatively higher satisfaction than job environment and satisfaction elements.

• The Journal of Asian Finance, Economics and Business
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• v.9 no.2
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• pp.255-260
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• 2022

SME sector's success also depends on its employees' job satisfaction as satisfied employees are likely to be more productive at the workplace and positively enhance SME business performance. Small and medium firms are the heart of the economy, and employees are the main and valuable asset for the SME firms. If SME business managers can increase employee satisfaction, then SMEs' performance will also increase in the future. Hence, the current study aims to determine the job satisfaction of SME employees by analyzing the impact of job training (JT) and promotion (PRO) opportunities on employee job satisfaction. Purposive sampling is applied in the study, and 202 SME employees have participated as sample respondents. The final sample size is n = 202. SPSS 26.0 version is used to analyze the hypotheses. The study findings show that both job training (JT) and promotion (PRO) have a positive effect on SME employee job satisfaction. It does indicate that SME managers need to provide necessary training programs and timely promotion to their current working employees to keep them satisfied with their job. Promotion and effective job training will certainly enhance employees' job satisfaction. The study has also offered a few strategic implications for SME business managers.

• Journal of Korean society of Dental Hygiene
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• v.9 no.4
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• pp.699-714
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• 2009

Objectives : This study was to examine factors affecting the job satisfaction of dental hygienists. Methods : The subjects in this study were dental hygienists who worked at dental hospitals, dental clinics and general hospitals in the city of Gwangju. A survey was conducted by mail from January 2 to March 2, 2007. Out of the collected data, 208 answer sheets were analyzed. Results : 1. The dental hygienists investigated got a mean of 3.20 on job satisfaction. Among the job satisfaction factors, relationship with patients ranked highest(3.79), followed by relationship with colleagues(3.62), working environments(3.39), future prospects(3.30), professional status (2.89), pay(2.82) and required workload(2.58). 2. Regarding links between general characteristics and job satisfaction, the older dental hygienists were more satisfied with professional status, pay, required workload and relationship with patients. By marital status, the married dental hygienists expressed better satisfaction at professional status than the unmarried ones. By education, those who were receiving college education or received the same or higher education were more gratified than the junior college graduates. By the total length of career, the dental hygienists whose length of career was longer were more gratified with professional status, future prospects and relationship with patients. By workplace, the dental hospital workers were more satisfied with working environments, and the general hospital employees were more gratified with pay. The dental hospital employees were better satisfied with future prospects as well. As to the impact of the length of career at the current workplace, there was a tendency that those who worked at their current workplaces for a longer time expressed better satisfaction with professional status, pay and relationship with patients. By monthly mean income, the larger income earners had a tendency to be better gratified with professional status, pay and relationship with patients. 3. The general characteristics that were selected as independent variables were identified as the factors that exercised an influence on the job satisfaction of the dental hygienists and made an about 14.0% prediction of it. Out of those factors, the total length of career and monthly mean income had a statistically significant impact on that. Conclusions : The above-mentioned findings suggested that out of the seven job satisfaction components, they gave the lowest marks to satisfaction level with pay. As a result of making a multiple regression analysis, it's found that job satisfaction was under the influence of the total length of career and monthly mean income. Therefore there should be an improvement in the pay system in order to boost the job satisfaction of dental hygienists, and they should be paid properly in accordance with total length of career.

• The Journal of the Korea Contents Association
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• v.19 no.11
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• pp.234-246
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• 2019

The purpose of this study was to investigate the trends of studying on job crafting in Korea and explore the future direction of studying on job crafting. For this purpose, this study selected KCI indexed 61 empirical studies which are published by end of August 2019. Through the analyzing on these 61 empirical articles on job crafting, this study tried to show the trends about Korean translation of 'job crafting', measurement scale, dimensions, and related variables. The results showed that mostly empirical studies on job crafting have been conducted after 2015. The academic field of those studies are mainly in psychology, human resource development, human resource management and tourism. The study results identified also there are various translated Korean terminology for 'job crafting' in Korean empirical studies. Regarding the measurement scale, the fact that Job Crafting Questionnaire and Job Crafting Scale has been mostly used was found. The results showed that the job crafting has been used equally as independent, dependent, and mediator variables. Finally, the empirical studies on job crafting in Korea have identified 48 predictors and 29 research variables that were predicted by job crafting. Among those variables, several ones have been used as a predictor and a variable which is affected by job crafting based on study settings. Based on the study results, theoretical and practical implications are suggested for future studies.