• Journal of dental hygiene science
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• v.11 no.5
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• pp.463-469
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• 2011

The purpose of this study was to investigate effect of gap between expected job and performed job on job satisfaction and turnover intention in clinical dental hygienists. A total 292 hygienist in dental hospitals and dental offices in nationwide completed a questionnaire on their daily routine job and job which they expected and measured gap between expected job and performed job, such as chairside assisting, preventive care, consultation, reception. The study showed the gap on chairside assisting job among age, career and showed the gap on consultation among age, education, career and showed the gap on reception among age, career. gap on chairside assisting, salary satisfaction, personal day affected job satisfaction and gap on chairside assisting, children, salary satisfaction affected turnover intention. The study showed that salary satisfaction and gap on chairside assisting associated with turnover intention and job satisfaction. Personal day affected job satisfaction but did not affect turnover intention.

• Journal of the Korean Society of Food Culture
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• v.23 no.3
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• pp.366-376
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• 2008

The purpose of this study was to examine the job satisfaction of foodservice managers at schools in Jeju, Korea, according to the organizational culture and commitment of the school foodservice and administrative departments. The subjects included 144 (98.6%) dieticians from Jeju schools. The data were analyzed by descriptive analysis, reliability analysis, factor analysis, ttests, ANOVA, and Pearson's correlation coefficients, using the SPSS Win 12.0 program. In terms of organizational culture, the dieticians perceived the 'human relations model' and 'internal process model' as the strongest types for the school foodservice departments and administrative departments, respectively. However, for both types, a gap existed between the organizational culture that was perceived and that which was expected. In particular, the subjects expected that the 'human relations model' and 'open systems model' were the most important organizational culture types. In terms of the subjects' organizational commitment scores, loyalty and pride scored highest whereas unity scored lowest. For the level of job satisfaction, the performed work itself scored highest and was deemed most important. Additionally, organizational culture was positively correlated to the factors affecting organizational commitment and job satisfaction. Finally, the surveyed managers had high demands for a human relations-oriented organizational culture to enhance job satisfaction.

• Journal of Families and Better Life
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• v.31 no.3
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• pp.141-151
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• 2013

The purpose of this study is to test the economic rationality hypothesis of the low fertility trap among 412 college students at 13 private universities located in Seoul. The respondents were requested to complete the self-administered questionnaire, and the hierarchical multiple regression analyses were performed for analyzing the data. The major findings of this study were as follows: First, the students' views on the prospects for their future employability were 54.6% for big business, 64.51% for medium-sized business, and 49.63% for public sector. In the most employable job, the mean desired monthly salary was 3,505,400 won, while the mean expected monthly salary 2,753,600 won. Second, hierarchical regression analyses revealed that the family income in parental home was positively related to youths' consumption aspirations. Finally, the gap between youths' consumption aspirations and their expected income was negatively related to their desired number of children, while not significantly related to their planned age of first child birth. Thus, the low fertility trap hypothesis was supported in terms of birth rate drop, but not supported in terms of childbearing postponement. The implications of the study results are discussed.

• Journal of the Korean Society for Library and Information Science
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• v.55 no.4
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• pp.245-266
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• 2021

In this study, in order to practice the social inclusion of libraries, the related policies currently announced in the 3rd Comprehensive Library Development Plan were examined, and the current status of tasks promoted by central administrative agencies and metropolitan and provincial libraries was examined based on these policies. As a result, first, in terms of active information welfare realization, various programs and services are being implemented to bridge the knowledge and information gap, but it seems that the scope of the target should be expanded in the future, cooperation with related organizations, and infrastructure improvement. Second, in terms of expanding the openness of the space, the expansion of the open space as an open space and the application of universal design are being performed. In the future, it seems that the scope of universal design application should be expanded in consideration of budget investment for continuous space reconstruction and diversity of users. Third, in terms of linking services across boundaries, services and programs are provided to infants and toddlers, children, women, the elderly, the underprivileged, job seekers, and multicultural families. In the future, it seems that the improvement of the service system for the expansion of inclusive services in libraries should precede, and cooperation between related ministries should be made to provide differentiated services. Finally, it is expected that future policy-making tasks for social inclusion should be considered not only for books, programs, and spaces, but also for librarians' education, establishment of cooperative networks with related organizations, and marketing for services and programs.