• Journal of the Korea Safety Management & Science
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• v.17 no.3
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• pp.247-263
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• 2015

This study seeks to identify effects derived from emotional labor in the distribution industry, and draw ways to systematically manage the employees by exploring effects of the emotion work on performance. For the purpose, literature reviews and empirical experiments were conducted to find out effects of emotional labor and false face acting on emotion work and organizational performance and effects of social support and job autonomy on the relationship between emotion work and organizational performance. To verify the hypothesis, we conducted a hierarchical regression analysis and structural equation model analysis using SPSS 20 and AMOS19. The result of the verification in this study is as follows: First, effects of emotional labor on burnout was found to be statistically significant, second, as for the path-coefficient for "emotional labor ${\rightarrow}$ emotion work" and "emotional labor ${\rightarrow}$ job satisfaction" was not statistically significant, while the path-coefficient for "emotional labor ${\rightarrow}$ service level" was found to be statistically significant. Third, effects of emotion work on job satisfaction was found statistically significant, fourth, emotion work on the service level was found statistically significant, fifth, effects of false face acting on emotion work was found statistically significant, sixth, effects of false face acting on burnout was statistically significant, seventh, moderating were found statistically significant and lastly, moderating effects of the relationship between emotion work from job autonomy and organization performance was not verified in job satisfaction, while emotion work, job autonomy, and interaction variable in service level were statistically significant.

• Journal of Korean Physical Therapy Science
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• v.10 no.2
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• pp.145-152
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• 2003

Recruiting and maintaining capable physical therapists in hospitals is crucial to provide patients with better quality's physical therapy and to achieve hospital business objectives. This study is to provide basic data for effective personnel management of physical therapists in the hospital. For this, this study was conducted to confirm the relationship between turnover intention and job characteristics(task importance, job autonomy, job feedback, task identity, skill diversity), and to find out factors affecting the turnover intention of hospital physical therapists in Korea. The sample used in this study consisted of 173 physical therapists who were working in hospitals located in Seoul from June 18 to 29. The data for analysis were collected by questionnaire survey. The dependent variable of this study was turnover intention and the independent variables were job characteristics(task importance, job autonomy, job feedback, task identity, skill diversity), demographic characteristics of respondents(sex, age, education level, marital status, working hospital, working career). The major statistical methods used for the analysis were factor analysis, t-test, ANOVA, correlation, and hierarchical multiple regression analysis. Turnover intention according to demographic characteristics of respondents was significantly high in the graduate school above group. As the result of hierarchical multiple regression analysis of turnover intention, R2 of job characteristics was much more powerful than demographic characteristics. The factors had significant negative effect on turnover intention were job autonomy, task identity, and skill diversity. And in demographic characteristics factors, there were not significant factors on turnover intention. In considering above findings, for decreasing turnover intention of physical therapists, hospitals need to develop strategies for enhancing job satisfaction by improving job autonomy, task identity, and skill diversity from the adequate job environment.

• Proceedings of the Safety Management and Science Conference
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• 2011.04a
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• pp.19-28
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• 2011

This paper reviewed the relationship between job characteristics and incremental innovation, and the moderating effect of tenure. The results of multiple regression analysis, based on the responses from 241 employees in service industry, showed that job variety, identity, importance, autonomy and feedback have positive relationships with incremental innovation. In moderating effects, tenure interacts with variety and identity to have positive effects on incremental innovation, but tenure interacts with job importance, autonomy and feedback to have negative effects on incremental innovation.

• Knowledge Management Research
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• v.16 no.4
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• pp.133-155
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• 2015

Smart Work is an extended version of telecommuting or distance work pursuing an objective of work-life balance which is one of the hottest issues in management research. With diffusion of Smart Work, a problem has been raised that Smart Work makes the boundary between work and non-work blur, and may break the balance of work-life. However, work-life balance will be achieved by actively managing the boundary between work and non-work rather than passively taking the consequences. In order to find out whether Smart work improves work-life balance, we need to understand the precedence factors influencing on job satisfaction and the role of boundary management strategy which Smart Workers actively choose. This paper considered the bi-directional permeability between work and non-work domain and developed a research model containing a causal relationship among three factors, job autonomy, job involvement, and job satisfaction, and the moderation effect of boundary management strategy. The results show that both job autonomy and job involvement affect job satisfaction and boundary management strategy which Smart Workers utilize plays a moderating role influencing on job satisfaction.

• Strategy21
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• s.44
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• pp.377-416
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• 2018

The purpose of this study is to investigate the effects of the job stresses perceived by R.O.K. naval crews on turnover intentions and job satisfactions. Especially, this study aims to derive the policy implication for the trait characteristics by comparing the job attitude between the surface naval ship and submarine crew. For this purpose, we surveyed 1,000 naval crews. Then, multiple regression analysis was performed. Next, a T-test was conducted to test statistical significance of group differences. First, the job stresses perceived by naval crews were higher in the order of physical environments, overworks, compensation incompetence, lacks of autonomy, and conflicts with people. Second, the job stresses perceived by submarine crews were higher than that of surface naval ship crews. It was also proved statistically significant by the T-test. Third, the physical environments, lacks of autonomy, conflicts of relativity, and inadequate compensation stress have a positive statistically significant effect on turnover intentions of naval crews. Fourth, lacks of autonomy, conflicts of relativity, and inadequate compensation factors have a statistically significant negative effect on the job satisfactions of naval crews. Finally, multiple regression analysis was performed between the independent and dependent variables of the naval crews, and the policy implications were derived.

• Journal of Digital Convergence
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• v.17 no.10
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• pp.115-126
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• 2019

This study established research hypotheses and conducted empirical analysis to investigate the relationship between research autonomy, self-efficacy, knowledge sharing and job satisfaction and creativity. The 200 questionnaires were analyzed using the SPSS 22.0 statistical program. As a result, research autonomy and self-efficacy not only directly influenced positively on creativity, but also positively influenced on creativity through job satisfaction. In particular, self-efficacy was found to have the greatest influence on job satisfaction and creativity. However, knowledge sharing had a positive(+) effect on job satisfaction, but no effect on creativity. These findings suggest that in order to enhance creativity, it is necessary to prepare a plan to enhance research autonomy, self-efficacy, job satisfaction, and raise awareness about the possibility of creative performance creation through knowledge sharing.

• Journal of Korean Academy of Nursing
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• v.31 no.5
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• pp.781-792
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• 2001

Professional nurse Autonomy is an essential attribute of a discipline striving for full professional status. Purpose: This study was to clarify the concept of professional nurse autonomy to provide basic data needed for development of professional autonomy enhancing strategies. Method: This study use the process of Walker & Avante's concept analysis based on Wade's research (1999), and field data of 21 nurses. Results: Professional nurse autonomy is defined as competency and creative performance of the professional nurse in practice, to decide independently or interdependently nursing activities and to be had accountable for results of decisions, that reflect advocacy and caring. It was identified that critical attributes include responsible discretionary decision making, collegial interdependence, initiative, creativity, and caring, advocacy, cooperative relationship with clients, receptive capacity to others, activeness, self confidence, and devotion and responsibility to their profession. Antecedents include personal characteristics, educational background, experience and structural characteristics that enhance professional nurse autonomy. Consequences of professional nurse autonomy are feelings of self-efficacy, empowerment, job satisfaction, reduction of intention to leave their job. Conclusion: According to these results, it is recommended that the curriculum provides an environment for learning professional nurse autonomy, and that is used as basic data to develope strategies to enhance professional autonomy of nurse in practice and it's effects

• The Journal of Korean Physical Therapy
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• v.25 no.5
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• pp.343-351
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• 2013

Purpose: This study was designed to measure the level of professional autonomy regarding physical therapists and to determine the association of organizational and occupational characteristics of the profession with its professional autonomy. Methods: We utilized a structured questionnaire survey of physical therapists (280 persons) in Jeju province. Data were collected from June 25 to July 14 in 2012. An additional 173 (63%) of them were used in the final analysis. Using PASW 18.0, descriptive and Hierarchical Linear Model were performed. Results: Regression analysis Result of Factors influencing Physiotherapist Professionalism, refresher training course (t=4.27), formalization (t=3.13), task significance (t=3.39), and autonomy (t=4.17) had a positive effect. Autonomy (${\beta}$=0.33) and formalization (${\beta}$=0.33) exerted the greatest influence. Conclusion: The survey regarding organizational and job characteristics showeds that occupational reeducation, formalization, and self- regulation constitute a positive part of what the professional autonomy is to be upheld. Results of the survey imply that in order to establish professional autonomy for the profession of physical therapist, the organization must make various efforts to beef up the exclusive knowledge and technology, and professional norms of the occupation that are considered essential for specific problem solving.

• Journal of Digital Convergence
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• v.14 no.10
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• pp.217-224
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• 2016

The purpose of this study is verifying the effect of transformational leadership on job satisfaction and to explore the moderating roles of job autonomy. This study developed hypotheses and tested them using hierarchical regression analyses. The data analysis was done by SAS Ver 9.1 and Smart PLS Ver 3.0. The test was conducted by employees working at large, small-medium company and public enterprise. The results indicate that the positive transformational leadership and job satisfaction were statistically supported. And this study found that job autonomy moderating roles in the relationship between transformational leadership and job satisfaction. Based on the findings of the study, this study presented managerial implications and suggestions for future studies.

• The Journal of the Korea Contents Association
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• v.21 no.9
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• pp.632-643
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• 2021

The purpose of this study was to examine how the level of self-compassion of correctional workers influenced depression and the simple and double mediating effects of job stress and job autonomy. Although correctional officers experience high levels of stress and depression, there are limited strategies to protect their job performance. The total of 210 correctional workers in S. Korea were included in the final analysis using SPSS PROCESS Macro model 6. For the analysis, Korean Self-Compassion Scale (K-SCS), Korean occupational stress scale (KOSS), and Center for Epidemiological Studies Depression Scale (CESDS) were used. The results of the study were as follows. First, the correlation analysis showed statistically significant relationships between the variables(p<.01). Second, the simple mediating effect of job autonomy was found in the relationship between the self-compassion and depression as well as the double mediating effect of job stress and job autonomy. The influences of low level of self-compassion on mental health (depression) could be modified by improving the level of work related empowerment (job autonomy) as a protective factor. Based on the results of the study, the further study suggestions and limitations were discussed.