• The Journal of the Korea Contents Association
• /
• v.19 no.5
• /
• pp.532-541
• /
• 2019

This study is a descriptive correlation study to confirm the relationship between external environment factor, nursing work environment and internal factors such as job satisfaction and social support. A survey of 173 nurses was conducted. The results showed that the average nursing work environment was 2.43, job satisfaction was 3.04, social support was 3.44, and intention to work was 4.3. Nurses' intention to work was positively correlated with nursing work environment, job satisfaction, and social support. The most important factor affecting the nurse 's intention to work was job satisfaction, and explanatory power was 93%. In conclusion, in order to increase the job satisfaction of nurses and to improve their job-intention, it is necessary to pay attention to sufficient manpower and material resources to secure a good quality nursing work environment and to find new and various ways to increase emotional trust among colleagues It is necessary to induce them to work for a long time.

• Journal of Preventive Medicine and Public Health
• /
• v.29 no.2 s.53
• /
• pp.295-309
• /
• 1996

The purpose of this study is to investigate the effect of job stress and social support on the organizational effectiveness of hospital employees and to examine the role of social support in the experience of job stress among the employees. Previous studies have yielded mixed results regarding the role of social support. Some studies provide supporting evidence for the buffering effect of social support, while others do not. Still others report findings about reverse buffering effects. These inconsistent findings are, in part, accounted for by methodological problems such as poor measurement, small sample size, and the existence of high multicollinearity. To examine more rigorously the role of social support in relation to the negative effects of job stress, this study was carefully designed to overcome methodolgical shortcomings found in the past research. In addition, unlike the previous studies, which were concerned mostly with health-related variables as consequences of job stress, in this study, three work-related variables (job satisfaction, organizational commitment, and intent to stay) which had close relationships with organizational effectiveness were examined as output variables. The sample used in this study consisted of 353 employees from a university hospital in the surburbs of Seoul. Data were collected with self-administered questionnaires and analyzed using canonical analysis and hierarchical regression analysis. The results of this study indicate that; (1) job stress has negative main effects on job satisfaction, organizational commitment, and intent to stay; (2) social support has positive main effects on the same three output variables, (3) social support does not moderate the harmful effects of job stress on the three outcome variables, and (4) the three-way interaction effects of (social support * job stress * gender) and of (social support * job stress * education) are not supported. The implications of these findings for the management of human resources are discussed.

• ETRI Journal
• /
• v.37 no.2
• /
• pp.417-427
• /
• 2015

With recent advances in media technology, the creation of a relatively new service, N-screen, has been realized. N-screen provides seamless connections among various media and enables users to enjoy entertainment content at any time and any location. With such recent advances comes opportunity; therefore, for those N-screen service providers who have established an early edge in the ICT industry, it is imperative that they maintain this and stay ahead of the ensuing competition. In this context, the objective of this study is two-fold; first, we aim to find factors influencing the behavior of existing and potential N-screen service users, and then second, to examine the differences in how these factors operate within the two user types. The results of this study show that the perceived value and subjective norm are important influencers in both user types. However, price fairness and innovativeness are only influential on the attitude and intention of potential users, while some aspects of media usage have only significant influences on the behavior and loyalty of existing users. Based on these results, we provide some implications for both researchers and practitioners who wish to better understand the nature of N-screen users.

• The Journal of the Convergence on Culture Technology
• /
• v.8 no.6
• /
• pp.309-315
• /
• 2022

This study evaluates potential factors in various levels that affect students' intent to leave school. Those levels include individual, family, and school. After thorough review of literature on related subjects, the data from 「2021 Youth Survey on Human Right Conditions」 will be analyzed. Binary logistic regression analysis shows several results. First of all, respondents' age and sex strongly influence students' intents to leave school. Secondly, in terms of effect size, respondents' age is strongly related to the dependent variable in all models. Third, compared to those variables in individual and family levels, the effects of variables in school level are more significantly related to the intents to leave school. Finally, the significance of the effect of students' independent activities in school on the intent to leave school implies that students' voluntary and independent activities in school could decrease students' frustration in school and increase motivation to stay in school in certain ways.

• Journal of Korean society of Dental Hygiene
• /
• v.3 no.2
• /
• pp.183-196
• /
• 2003

Purpose: This study sought to identify factors associated with dental hygienists' decisions to leave one dental office and commence practice in another. In addition to, the reasons dental hygienists stay in the profession were investigated. Demographic descriptors, including education level, marital status and age, and employment setting were also examined. Methods: Currently practicing dental hygienists in Korea were surveyed from March to May 2003. Data were collected through a questionnaire. The survey collected information concerning the 461 respondents' personal characteristics and reasons associated with changing positions and staying. Data were analyzed using frequency distributions, independent t-tests and chi-square analyses. All statistical analyses were conducted using the Statistical Package for Social Scientists(SPSS v.10, Chicago, Illinois). Results: The primary reasons for taking up another employment were found to be better offer, inadequate salary and personal conflict with dentist. Secondary reasons stated for changing their job revealed additional factors including inadequate salary, better offer, and lack of benefits. The primary influence in deciding to remaining in the practice of dental hygiene was self-development. Family responsibility, safe environment and professional collaboration were also important factors in deciding to remain in workforce. Conclusion: The position changes of dental hygienists are primarily influenced by better offer. Inadequate salary and conflict with dentist were also important factors in deciding to change employment positions. The findings suggest that dental hygienists who remain in the workforce are positively influenced mainly by self-development. Employers of dental hygienists should be aware of these factors in employing process. If more hygienists could remain longer in their positions, the manpower situation would be affected positively.

• Journal of Internet Computing and Services
• /
• v.11 no.4
• /
• pp.143-158
• /
• 2010

The illegal leakage of enterprise digital confidential information will threaten the enterprise with bankruptcy. Today since most small-and-medium companies have no capability to fight against illegally compromising their critically confidential documents in spite of knowing the leakage of them, strongly safe distribution system of the digital confidential documents should be designed so in secure as to prevent any malicious intent of embezzlement from accessing the critical information. Current DRM-based protection system is not always perfect to protect the digital secrets, even seems to leave the secrets open. Therefore our study has analyzed the illegal leakage paths that hackers attack against and the vulnerability of the current protection systems. As result, we study the group communication based system architecture satisfying the security conditions to make even legitimate working employee keep out of the confidential documents, without performance degradation. The main idea of this architecture is to stay every secrets in encrypted form; to isolate the encrypted documents from the crypto-key; to associate every entity with one activity and to authenticate every entity with DSA-based public key system; multiple authentication method make hackers too busy to get a privilege to access the secrets with too many puzzle pieces. This paper deal with the basic architectural structure for the above issues.

• Journal of the Korean Operations Research and Management Science Society
• /
• v.27 no.4
• /
• pp.127-137
• /
• 2002

This study aims at developing and empirically testing a comprehensive model of organizational justice derived from the prior empirical studies on organizational justice. The study seeks to understand the antecedents to and the consequences are addressed. The first question is what characteristics of the HRM systems determine the levels of perceived distributive and procedural justice. Hypotheses are derived from the two prominent theoretical models, i.e., the self-interests model (SIM) and the group value model (GVM). Those factors include neutrality, consistency, accuracy. ethicality. credibility. and reciprocity in the processes of making HRM decisions. All nine factors suggested by the two models aye adopted for this study as major determinants of both distributive and procedural justice. The second question of this study is related to the moderating effects of individual differences on the relationship between the SIM and GVM variables and perceived distributive and procedural justice in organizational contexts. The final research question deals with the consequences of perceived organizational justice. specifically job - related altitudes and organizational commitment. Job-related attitudes in this study refer to job satisfaction, job motivation, and job involvement, i.e., the willingness to make contributions. identification with organization, and intent to stay. In examining the consequences of perceived organizational justice, the study focuses on the interaction effects of procedural and distributive justice on the above nine outcome variables. The results show that both SIM and GVM variables significantly influence distributive and procedural justice. However, hierarchical regression analyses reveal that the GVM variables except more influence has been focused on the consequences of perceived distributive justice with regard to outcomes provided by the organization.

• Journal of Digital Convergence
• /
• v.11 no.12
• /
• pp.835-843
• /
• 2013

Despite their social mission, social enterprises work in the changing global economic environment and therefore face to comply with performance objectives. This situation means that human resources management strategy has a crucial role to play. Especially, the challenge in maintaining competitive efficiency depends on achieving a lower level of employee turnover. This study aims to investigate the role of job insecurity, job satisfaction, relationship with customers regarding the intention of retention among social enterprise workers. Data were collected in South Korea from 271 women employees in 36 social enterprises and the binomial logistic regression was used to assess the model hypothesized. As the result, social enterprise employees showed a considerably positive attitude toward the intent to stay their workplace. However, job insecurity appeared to have the strongest negative effect on the intention of retention, whereas job satisfaction and relationship with customers had the positive effects, above and beyond demographic variables and organization variables. The result suggested the human resource management can play a significant role in retaining social enterprise employees by reducing job instability and improving job satisfaction and customers management.

• Journal of Digital Convergence
• /
• v.15 no.7
• /
• pp.65-80
• /
• 2017

The purpose of this study was to investigate the effects of job stress on organizational effectiveness and the moderating role of organizational commitment among social workers. For this study, date were collected from 236 social workers employed at social welfare institutions in the Metropolitan area with structured questionnaires and analyzed using hierarchical regression analysis technique. This study found that three job stress variables(role ambiguity, role conflict and workload) had negative effects on social workers' job satisfaction and organizational citizenship behavior, whereas they positively impacted on their intent to stay, and that organizational commitment buffered the deleterious effects on job stress on organizational effectiveness.

• Journal of Gastric Cancer
• /
• v.19 no.1
• /
• pp.62-71
• /
• 2019

Purpose: The laparoscopic transhiatal approach (LA) for adenocarcinoma of the esophagogastric junction (AEJ) is advantageous since it allows better visualization of the surgical field than the open approach (OA). We compared the surgical outcomes of the 2 approaches. Materials and Methods: We analyzed 108 patients with AEJ who underwent transhiatal distal esophagectomy and gastrectomy with curative intent between 2003 and 2015. Surgical outcomes were reviewed using electronic medical records. Results: The LA and OA were performed in 37 and 71 patients, respectively. Compared to the OA, the LA was associated with significantly shorter duration of postoperative hospital stay (9 vs. 11 days, P=0.001), shorter proximal resection margins (3 vs. 7 mm, P=0.004), and extended operative times (240 vs. 191 min, P=0.001). No significant difference was observed between the LA and OA for intraoperative blood loss (100 vs. 100 mL, P=0.392) or surgical morbidity rate ($grade{\geq}II$) for complications (8.1% vs. 23.9%, P=0.080). Two cases of anastomotic leakage occurred in the OA group. The number of harvested lymph nodes was not significantly different between the LA and OA groups (54 vs. 51, P=0.889). The 5-year overall and 3-year relapse-free survival rates were 81.8% and 50.7% (P=0.024) and 77.3% and 46.4% (P=0.009) for the LA and OA groups, respectively. Multivariable analyses revealed no independent factors associated with overall survival. Conclusions: The LA is feasible and safe with short- and long-term oncologic outcomes similar to those of the OA.