• The Journal of Asian Finance, Economics and Business
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• 제8권2호
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• pp.1125-1134
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• 2021

This study investigated development of Intention to Leave concept or model, by positioning psychological capital and gratitude, and job satisfaction as mediator to Intention to Leave. It is expected that findings contribute to Human Resource Management theories, specifically ones which are related to employee behavior. This study used qualitative approach in which survey and questionnaires were employed during data collection. This study was conducted in PT. Pupuk Kalimantan Timur located in Bontang, East Kalimantan. PT. Pupuk Kalimantan Timur was selected as the setting since it has had a lot of achievement. Population was 500 employees of PT. Pupuk Kalimantan Timur in Bontang, while total samples were 250. This study uses a sampling technique of proportional stratified random sampling. Data analysis methods were descriptive and quantitative. Inferential statistics, namely Generalized Structured Component Analysis (GSCA) were used to confirm model developed based on empirical data. This study showed that there is a significant and positive influence between Psychology Capital (X1) on Job Satisfaction (Y1) and Gratitude (X2) on Job Satisfaction (Y1). Gratitude is the strongest influencing variable on job satisfaction. Meanwhile, a significant but negative effect between Job Satisfaction (Y1) on Intention to Leave (Y2). This means that high job satisfaction will reduce the intention to leave.

• International Journal of Advanced Culture Technology
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• 제10권4호
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• pp.181-189
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• 2022

The purpose of this study is to verify study models and examine a causal relationship among authenticity, job satisfaction, organizational commitment, quality of life and job achievement for amateur business team player. In order to achieve the purpose, this study conducted structural equation model analysis for study models consisting of extraneous variables after examining the authenticity(organization, leader) that amateur business players perceive and endogenous variables including job satisfaction, organizational commitment, quality of life, and job performance. The object of questionnaires in this study selected sports business team players nationwide as a population and 348 players were chosen as final effective samples by applying a convenient sampling method for offline and online questionnaires. The research tool for this study is a questionnaire. The two dimensions of authenticity were used by developing a scale. For all endogenous variables, the scales used in previous studies were modified and used according to the purpose of the study. This study analyzed the collected data, applying SPSS Win ver. 23.0 and AMOS 20.0 programs in order to analyze the characteristics of the study objects, describe questionnaires, and verify selected study hypothesis, individual hypothesis was verified after identifying the reliability and validity of measurement model, and the fitness verification of study models. In the results, all of the 8 hypothesis were adopted and the reciprocal relationship among each factors in the study model were observed.

• 대한지역사회영양학회지
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• 제23권1호
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• pp.28-37
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• 2018

Objectives: This study was conducted to identify differences in job stress, satisfaction and commitment of cooking employees working in hotel kitchens with and without HACCP systems. Methods: Culinary employees of 12 five-star hotels were surveyed and 504 valid data were used for SPSS analysis. Sub factors of working environment factors (job stress, job satisfaction, and job commitment) were examined for analysis. Results: The results showed that hotels that implemented the HACCP system had significantly higher values for the five sub factors of employee job stress (job demand, relationship conflict, organizational system, lack of job autonomy, and job instability; p<0.001). For the sub factors of job satisfaction (internal and external satisfaction) statistic showed a statistically significant value in hotels that did not implement the HACCP system (p<0.001). Job attachment and job importance, which are sub factors of job commitment, showed no difference in relation to the implementation of HACCP system, and job responsibility showed a higher p-value in hotels that did not implement HACCP (p<0.05). Conclusions: The results of the study indicate that culinary employees working at venues with HACCP systems have more job related stress, lower job satisfaction and partially less job commitment. Based on this outcome, venues that have already implemented or are planning to implement HACCP systems should consider the implications regarding their management of employees. Managerial policies that enhance autonomy, job stability, achievement, self-development, promotion, and compensation should also be implemented. Finally, meticulous attention and high investments into the work environment and human resources are necessary.

• 한국초등과학교육학회지:초등과학교육
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• 제35권3호
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• pp.316-325
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• 2016

The purpose of this study was to identify the influence of emotional intelligence and achievement goal orientation on career maturity for elementary scientific gifted students. For this purpose, emotional intelligence test, achievement goal orientation measure and career maturity test were used. Sample of the study was consisted of 107 science gifted students and 98 general students in Y City, Gyeonggi Province. The results of this study were as follows. First, scientific gifted students showed higher score than general students, whereas general students had highest score in type of avoidance goal orientation of achievement goal orientation. Also, scientific gifted students showed highest score in mastery goal orientation of those. Second, the correlation between emotional intelligence and career maturity of scientific gifted students showed significantly positive score in almost all the subelements. As a result of conducting a regression analysis on the influence of emotional intelligence on career maturity of scientific gifted students, job planning and self-understanding of career maturity were impacted by emotional intelligence, whereas independence was low influence by emotional intelligence. Third, for the correlation between achievement goal orientation and career maturity of scientific gifted students, mastery goal orientation of achievement goal orientation had positive relationship in almost all the subelements, whereas mastery avoidance goal orientation and performance-avoidance goal orientation had negative correlation. Also, as a result of conducting a regression analysis on the influence of achievement goal orientation on career maturity of scientific gifted students, achievement goal orientation had influence on all the subelements of career maturity.

• 한국철도학회논문집
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• 제8권2호
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• pp.176-181
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• 2005

The purpose of this thesis is, based on the cognitive response of employees, to depict the phenomenon and the pattern of organizational culture in A Subway system, To attain this purpose, several aspects of organizational culture are surveyed through questionaire and analyzed by SPSS. The major findings are . 1) In general, the cognitive response of employees in railway-concerned firms on culture-related aspects is awfully negative. 2) Job satisfaction and involvement in A Subway is highly related to achievement factor in terms of culture. 3) According to the analysis based on four kinds of Job Groups, certain job groups such as drivers and vehicle maintenance are seen as having exceptionally negative attitude towards every aspects of their organization. So, some careful diagnosis and approaches to the symptoms, the causes, and the treatments are urgently needed.

• 한국직업건강간호학회지
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• 제18권1호
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• pp.84-97
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• 2009

Purpose: The purpose of this phenomenological study was to understand the job experiences of the medical aid client managers Method: The data were collected through an in-depth interview from twelve medical aid client managers. It was analyzed using the phenomenological method proposed by Colaizzi (1978). Their feedback was categorized into five items such as 'settlement in the unknown place,' 'exhaustion from work,' 'difficulties in dealing with people,' 'achievement of professionalism and accomplishment,' and 'vision on the new aspect.' Conclusion: Medical aid client managers played diverse roles and they had a role conflict due to unstable position amid feeling proud with new vision on their roles. The results of this study suggested that systematic development of job training programs and description on the duty are needed. Moreover, appropriate legal basis for the duty of medical aid client managers is to be established. Finally, based on this research, more acknowledgement from the Korean nursing society is needed for the new emerging professional job.

• 간호행정학회지
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• 제14권4호
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• pp.448-457
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• 2008

Purpose: This study examines how the types of organizational culture at a public health center affect job satisfaction and organization commitment of nurses. Method: The study selected 139 nurses from six public health centers located in G city, J province as subjects. The data was collected from April 1 to May 31 in 2008. Result: In regard to type of organizational culture had significant correlation with both job satisfaction and organization commitment, job satisfaction and organization commitment also showed high correlation. Concerning type of organizational culture, two variables of affiliated culture and innovative culture explained 26.3% of job satisfaction and 29.3% of organization commitment. Conclusion: The job satisfaction and organization commitment of nurses varied according to types of organizational culture of a public health center, and showed high correlation. The more affiliated and innovative the organizational culture was, the higher job satisfaction and organization commitment turned out. Therefore, it is advisable to develop a strategy that systematically creates a affiliated and innovative organizational culture that pays attention to goal achievement of the nurse.

• 대한지역사회영양학회지
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• 제2권2호
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• pp.232-245
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• 1997

This study was carried out to investigate relationships between characteristics of foodservice and job satisfaction of Korean dietitians. The subjects were 2987 dietitians who responded to the questionnaire distributed at the annual education program of the Korean Dietetic As-sociation in 1995. The results were followings; 1)The level of jov satisfaction of Korean dietitians was low for payment work environment and value achievement as a dietitian while it was relatively high for the relationship with col-leagues. The other parts of job satissatisfaction such as work load work contents supervision by the superiors participation of policy decision and selp disccertion were just below average. 2)The type of operating style menu style and serving time in foodservise were not sig-nificantly related to all fields of job satisfaction but the kinds of meals served a day and the to-tal number of persons served a day were significantly correlated. 3) The dietitians who had to provide meal plans such as breakfast+dinner and + snack or all day serving had significantly lower job satisfaction in all fields. 4)Job satisfaction was significantly higher when the total number of persons served a day was between 500-700.(Korean J Community Nutrition 2(2) : 232~245, 1997)

• 공학교육연구
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• 제13권2호
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• pp.59-63
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• 2010

A survey was conducted on 300 working women(one woman/company) who specialize in STEM(Science, Technology, Engineering and Mathematics) in the Busan region(south of Korea) to determine their job satisfaction. The overall response of women working in industry is relatively positive although they do experience a certain limit as female workers. The serious difficulties are long work hours and restriction of behavior in consequence of being the minority. Respondents anticipate an increase in number of working women in the STEM field due to the enforcement of women resource policies in Korea. Survey results about career development show that some of the most important factors in professionalism are responsibility, gumption and cooperation. The expectation of promotion is very low. Sexual discrimination is distinctly appearing in wages and promotions. If they decide to quit their job in the midstream, the key reason is in the difficulties of compatibility between home and occupation. Survey results about job satisfaction to work in industry reveal that 31.0% of respondents are satisfied because their job is consistent with their specialty; 30.7% of respondents are working where they wanted. Among respondents who intend to change their job, only 20.7% of respondents wanted to keep their specialties. Two factors involved in the respondents' satisfaction during work are special technical achievement and practical application of their knowledge. But, they are unsatisfied in terms of implementing their leadership.

• 한국컴퓨터정보학회논문지
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• 제29권4호
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• pp.135-143
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• 2024

이 연구는 거래적 리더십이 직무 성과와 직무 만족도에 미치는 영향을 탐구하며, 특히 직무 열의의 매개 효과를 중심으로 분석하였다. 변혁적 리더십에 비해 상대적으로 덜 주목받았던 거래적 리더십의 역할을 재조명함으로써, 리더십 연구에 있어서의 이론적 균형을 모색하고자 한다. 이 연구는 설문조사를 통한 실증 분석을 바탕으로, 거래적 리더십이 직원의 직무 열의를 향상시킴으로써 직무 성과(팀 성과)와 직무 만족도를 증진시키는 경로를 확인하였다. 연구 결과, 업적에 따른 보상과 예외 관리의 두 거래적 리더십 요소가 직무 열의를 통해 직무 성과와 직무 만족도에 긍정적인 영향을 미치는 것으로 나타났다. 이는 리더십이 단일 스타일에 국한되지 않고 다양한 접근 방식을 통합할 때 더 큰 효과를 발휘할 수 있음을 시사한다. 본 연구는 조직이 리더십 스타일을 조정하고 직무 열의를 촉진시키는 전략을 개발함으로써, 최종적으로 조직의 성과와 직원의 만족도를 향상시킬 수 있는 방안을 제시한다.