• Journal of Practical Engineering Education
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• v.13 no.2
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• pp.351-368
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• 2021

This paper is meaningful in that it empirically studies the good job condition of which young people think and the impact of job search behavior on employment. In addition, employment status and additional job search performance were set as performance variables. The main research results of this study are as follows. First, as for the good job condition considered by young people, wages and salaries in terms of companies, job stability in terms of environment, and work-life balance in terms of individuals were found. Second, job search behavior was found to be a key variable influencing employment status and job search performance. Third, it was found that job-search stress injures employment. Finally, work experience promotes employment and job search performance. Therefore, to increase the employment success rate of young people, above all, various supports for increasing the frequency of young job seekers' active job search behavior are needed. To this end, it suggests that it is necessary to develop a customized youth policy service model and to provide systematic services to meet the needs of young people.

• Journal of Korean Society for Quality Management
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• v.17 no.1
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• pp.69-81
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• 1989

This study is concerned with a job sequencing method using the concept of sampling technique in the case of Job Shop. This is the follow study of Kang and Ro (1988) which examined the possibility of application of sampling technique to determine the Job Sequence in the case of Flow Shop. Not only it is very difficult, but also it takes too much time to develop the appropriate job schedules that satisfy the complex work conditions. The most job sequencing algorithms have been developed to determine the best or good solution under the special conditions or assumptions. The application areas of these algorithms are also very narrow, so it is very hard to find the appropriate algorithm which satisfy the complex work conditions. In this case it is very desirable to develop a simple job sequencing method which can select the optimal job sequence or near optimal job sequence with a little effort. This study is to examine the effect of sampling job sequencing which can select the good job of 0.01%~5% upper good group. The result shows that there is the sets of 0.05%~23% job sequence group which has the same amount of performance measure with the optimal job sequence in the case of experiment of N/M/G/$F_{max}$. This indicates that the sampling job sequencing method is a useful job sequencing method to find the optimal or good job sequence with consuming a small amount of time. The results of ANOVA show that the only one factor, number of machines is the significant factor for determining the job sequence at ${\alpha}=0.01$. It takes about 10 minutes to compare the number of 10,000 samples of job sequence by personal computer and it is proved that the selection rate of the same job sequence with optimal job sequence is 23.0%, 3.9% and 0.065% in the case of 2 machines, 3 machines and 4 machines, respectively. The area of application can readily be extended to the other work condition.

• The Journal of Asian Finance, Economics and Business
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• v.3 no.1
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• pp.43-48
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• 2016

The objective of this study is to investigate the effect of HR practices such as (Recruitment, empowerment, working condition and compensation) on Job satisfaction in the prospects of Hotel Industry of Pakistan. The sample size for this study was 100 employees who were selected through convenience sampling techniques. This study was restricted to 10 Hotels of Peshawar. Hypotheses of the study were tested through correlation and regression analysis to inspect the employee's satisfaction. The findings investigates that there is significant relationship between HR practices and job satisfaction. Moreover Recruitment and selection, empowerment and working condition have positive effect on job satisfaction, while compensation has negative effect on job satisfaction, which indicates that most of employees are not satisfied from payment of employer. Empirical findings concluded that best HR practices have significant and positive effect on employees job satisfaction. Therefore, it is suggested for HR manager to understand and implement the HR practices correctly to take good work from their employees.

• The Journal of Korean Society for School & Community Health Education
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• v.2 no.1
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• pp.67-84
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• 2001

This study was conducted to examine beauty shop workers' views of job. Data were collected from the workers in Seoul, Daegu, Pohang, Junjoo, and Kimhae from June 1, 2000 to August 31, 2000. The results of this study are summarized as follows. 1. According to general characteristics of the subjects, 28,7% of them was female; 94.2% 'specialized in hair'; 46.4% 'below twenty nine years old'; 47.1% 'married'; 59.7% 'highschool graduate'; 33.9% 'worked for below three years'; 28.5% 'monthly income of five hundred thousand to nine hundred ninety thousand won'; 62.3% 'working for above twelve hours a day' ; 41.0% 'above five workers' ; 40.6% 'working in city'. 2. 54.8% of the respondents thought that they were in good health. 76.3% of them smoked and 54.8% drank. 62.8% of them did not exercise and 78.7% was under stress. 61.5% responded that they chose the job because of its possibility of professional vocation. 91.0% of them obtained the beauty skill from beauty schools. 3. Among the factors which influenced job satisfaction, 'stable job and life security' was highest(43.9%), while 'interest in the job and amount of pay' was lowest(3.2%). 'Personal ability and use of originality' was 19.4% and 'harmonious relationship with fellow workers' was 18.1%. 'Job environment' was 7.1% and 'harmonious relationship with higher workers' was 4.5%. 4. The level workers' view of job was $113.8{\pm}17.3$ points on the basis of 150 points. On the basis of 75 points, each item showed it points in order of self-development($22.3{\pm}3.8$), service for customers($20.1{\pm}3.1$), vocational mission($15.6{\pm}3.1$), harmony with the others($18.9{\pm}3.5$), working environment($18.6{\pm}3.6$), and working condition($14.3{\pm}5.1$). 5. Among the reasons why they considered leaving the job, 24.0% of them considered it because they could not free time, while 15.4% considered it because undesirable living environment or long distance from home. 15.0% thought it because they could not receive proper treatment as much as they worked and 12.8% thought they overworked. 6. When they move into new working places, they consider such factors as good working environment(24.1%), good place to open their own beauty shops(16.7%), good beauty shop to learn beauty skill(15.6%), chance to have job training(9.5%), and close place from home(9.0%). 7. 40.6% of the respondents wanted to leave the job, while 32.3% of them did not want to leave the job. The intention of leaving the displayed significant difference in the variables of age, working period, monthly income, marital status, the number of workers, location of the shop, rank, and reason of selecting the job. 8. According to the results of a regression analysis of factors which influenced job satisfaction, it was affected significantly by intention of leaving job, the number of workers, health condition, level of stress, and monthly income. The beauty shop workers showed low satisfaction level with working environment, working condition, and working mission, They considered leaving the job because of lack of free time, overwork, poor working environment, improper treatment, etc. Therefore, related professionals and organizations must device adequate measures in order to make them work with pride as creators of beauty.

• Journal of Preventive Medicine and Public Health
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• v.45 no.3
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• pp.188-195
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• 2012

Objectives: This study was conducted to examine the association between health condition and leaving the labor market among middle-aged and older adults in South Korea. Methods: Data was obtained from individuals aged 45 years and older participating in the 2006 and 2008 Korean Longitudinal Study of Ageing. We used various health measures including chronic diseases, comorbidities, traffic accident injuries, disabilit of instrumental activities of daily living, depressive symptoms, and self-rated health. The odds ratios of job loss, and retirement, versus employment were calculated using multinomial logistic regression by each health measure. Results: In our cross-sectional and longitudinal analysis, health problems related to physical disabilities had the greatest effect on leaving the worksite. A shift in health condition from good to poor in a short period was a predictor of increased risk of unemployment but a persistent pattern of health problems was not associated with unemployment. Women with health problems showed a high probability of retirement, whereas among men, health problems instantly the possibility of both job loss and retirement. Conclusions: Health problems of middle aged and older workers were crucial risk factors for retirement and involuntarily job loss. Especially functional defect and recent health problems strongly and instanty affected employment status.

• Journal of Digital Convergence
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• v.14 no.8
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• pp.371-381
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• 2016

The purpose of this study was to investigate the effects of workplace incivility, burnout and teacher efficacy on the job satisfaction of nursery teachers. Data were collected from 271 nursery teachers on WIS, MBI, TES and JSS, which then were analyzed using correlation and multiple regression. The major findings of this study were as follows: First, workplace incivility was negatively related to total job satisfaction and four job facets except pay/promotion. Second, burnout was negatively related to total job satisfaction and four job facets except work condition. Third, teacher efficacy was positively related to total job satisfaction and four job facets except work condition. Fourth, workplace incivility had a stronger relationships with the job satisfaction than burnout and teacher efficacy. The above findings imply that workplace incivility is an important variable of human relationship and is a good predictor of job satisfaction in nursery teachers.

• Industrial Engineering and Management Systems
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• v.6 no.2
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• pp.119-124
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• 2007

The most difficult and time-intensive issue in the successful implementation of genetic algorithms is to find good parameter setting, one of the most popular subjects of current research in genetic algorithms. In this study, we present a new efficient experimental design method for parameter optimization in a genetic algorithm for general job shop scheduling problem using the Taguchi method. Four genetic parameters including the population size, the crossover rate, the mutation rate, and the stopping condition are treated as design factors. For the performance characteristic, makespan is adopted. The number of jobs, the number of operations required to be processed in each job, and the number of machines are considered as noise factors in generating various job shop environments. A robust design experiment with inner and outer orthogonal arrays is conducted by computer simulation, and the optimal parameter setting is presented which consists of a combination of the level of each design factor. The validity of the optimal parameter setting is investigated by comparing its SN ratios with those obtained by an experiment with full factorial designs.

• Journal of Korean Public Health Nursing
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• v.3 no.1
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• pp.18-37
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• 1989

This study was done in order to analyze the factors which influenced the performance level of community health practitioners' task. Interview survey was done during the period from August to October, 1986. Interviewee were 166 CHPs among total of 217 CHPs in Kyonggi province area. Multiple stepwise regression and canonical correlation analysis were used to identify major factors influenced to perform community health practitioners' task. The results of this study were summarized as follows: 1. General characteristics of CHPs 1) Personal characteristics The average age of CHPs was 37.8 years and their marital status was $77.6\%$ of married, educational back-ground was $65.3\%$ of junior college graduation. Their job career was $38.6\%$ of between 1-3 years, $33.3\%$ of between 3-5 years, $22.2\%$ of less than 1 years. Most of CHPs$(62.8\%)$ were fully satisfied with their job, $33.3\%$ were moderately, and $3.8\%$ were not satisfied. 2) Working environmental condition Only $31.7%$ of CHPs were satisfied with their working condition of primary health post, $26.6\%$ were not satisfied. Half of CHPs$(52.5\%)$ replied having good cooperation with health center, $10.1\%$ replied bad. Cooperation with health subcenter was good in $32.9\%$, and bad in $21.9%$. Cooperation with private health institutions was good in $34.2\%$, bad in $21.6%$. 2. Performance level of community health practitioners' task Among a total of 52 contents of their functions medical history taking. physical examination, referral of diagnostic laboratory work-up($(86.4\%)$, health assessment of pregnant women$(82.1\%)$, development of health information system$(79.4\%)$, supervision of health workers $(78.4\%)$, follow-up of family planning acceptors$(77.3\%)$, and follow-up of family planning acceptors' side effects$(77.3\%)$ were actively performed. Diagnosis of pregnancy$(62.1\%)$, sampling of drinking water for quality test$(52.5\%)$, making list of equipment' & supplies $(51.5\%)$, evaluation of primary health post activities $(37.6\%)$, organization of village health workers$(32.4\%)$ and management of village health workers $(30.1\%)$ were poorly performed. 3. Stepwise multiple regression analysis of job function The factors which influenced the performance level of community health practitioners' function were age, marital status, educational level, job career, job satisfaction, satisfaction of working environment of primary health post, cooperation of health center, cooperation of health center, cooperation of private health instiutions in orders. These 9 variables were able to explain job function from $25.7\%$ of program planning to $6.7\%$ of management of common disease. 4. Canonical correlation analysis between the performance of function and general characteristics of CHPs. Cooperation of private health institutions was found to be the factor influencing task performance of community organization, management of primary health post, technical supervision of health personnels. Job satisfaction of CHPs was also found to be the factor influencing task performance of family planning, management of common disease and maintenance of health information system.

• Journal of Information Technology Services
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• v.15 no.1
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• pp.179-195
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• 2016

Popular business magazines continue to highlight the employee's emotional intelligence in the organization. The purpose of this study is to explore a mediation mechanism of the relationship between emotional intelligence and job satisfaction in China IT corporation. For this, this study focused on examining the influential relationship between employee's emotional intelligence, Awareness of Self-Emotion, Awareness of other-Emotion, Emotion management, Emotion Control and job satisfaction and the mediating effect of organization culture awareness upon the relationship. Study findings are as follows : First, China IT corporation employee emotional intelligence has a significant positive(+) effect on job satisfaction and is partially supported organization culture awareness. Second, organization culture awareness has partially mediated effect on relationship between emotional intelligence and job satisfaction. In this study, the more employee's emotional intelligence have a positive impact on job satisfaction and organizational culture. We can designing a support program that emotional intelligence and organization culture awareness for China IT corporation employees will have direct influence upon job satisfaction. Employee's great talent to make good use of elements of emotional intelligence that promote the work environment and their's condition and the relationship between employee and employee.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.14 no.6
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• pp.2926-2934
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• 2013

The purpose of this study is to investigate the correlation between the job stress and the quality of sleep about 119 rescue workers also improve the quality of sleep through the efficient management of job stress. The questionnaires were distribute to 263 person of 119 rescue workers, and the collected data were analyzed by SPSS 18.0 Program. The results of the analysis were quality of sleep was not good as 7.73 and there were little noticeable gap as location, subjective health condition, caffeine uptake, experience of the first aid denial. There was significant difference between job stress and quality of sleep. After multiple regression analysis, subjective health condition, caffeine uptake, experience of the first aid denial were main causes. In conclusion, job stress had a bad influence on quality of sleep.