• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.13 no.5
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• pp.119-129
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• 2018

Today, many organizations, including venture companies, are focusing on attention on securing and attracting talented people, and on the job satisfaction of their members. However, many organizations, including venture companies, lack understanding of work-family interaction. This study was conducted to investigate the interactions between work and family. Specifically, this study aims to verify the mediating effects of paternal involvement in child care, specifically effects on influences of autonomy at work over satisfaction at work for Dual-income married man living in Gyungbuk province, whose spouse is also working. In order to achieve the aim, I conducted survey from August 29 to September 22 in 2014, targeting married man living in Gyungbuk province, and collected data were analysed using SPSS 20.0. Characteristics of each factors were analysed through frequency and descriptive statistic analysis, and correlation, causal relation, and mediating effects of factors were analysed through correlation analysis and hierarchial analysis. The summary of this study is as follows. First, satisfaction at work for married man showed positive relations with all the sub factors of autonomy at work and paternal involvement, which are housekeeping activities, cognitive fulfillment counselling, life style counselling, and leisure activity participation. Second, satisfaction at work for married man appears to be affected by autonomy at work, life style counselling, leisure activity participation, monthly income, and occupation. Also, in relationship between autonomy at work and satisfaction at work, life style counselling and leisure activity participation, that are sub factors of paternal involvement, appeared to be partially mediating. Therefore, in order to improve the job satisfaction of men, it is necessary not only to increase job autonomy, but also to improve the job satisfaction by preparing ways to parenting involvement.

• Journal of the Ergonomics Society of Korea
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• v.29 no.5
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• pp.751-762
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• 2010

The purpose of this study was to investigate the job stress factors of aircraft composite material part manufacturing workers using survey based on 'Job stress factors evaluation tool for Koreans' that was developed by KOSHA in 2003. Two hundred and fifty workers participated in this study, and among them 204 responses were analyzed for this study due to the unreliability and insincerity of responses. The eight job stress factors which are physical environment, job autonomy, job insecurity, organizational system, workplace culture, unfair compensation, relationship conflict, and job requirement were analyzed. The results showed that the stress level of the six job stress factors which are physical environment, job autonomy, job insecurity, organizational system, workplace culture, unfair compensation was relatively higher than that of other industry workers. Generally, all eight job stress factors showed higher stress with temporary workers than with permanent workers, and especially job autonomy, job insecurity, organizational system, and unfair compensation factors showed statistically significant differences (p<0.05). Since the temporary workers are insecure with their job, weak position in organization, having little self-control for the job and lower pay level than that of permanent workers though the job is as same as permanent workers', the stress level of above job stress factors would be much higher than that of the other factors. The group of unsatisfactory with workplace showed higher job stress than group of satisfactory with workplace in all job stress factors, as expected, at the statistically significance level (p<0.05). From the results of this study, the work loss due to the job stress could be prevented, and accurate stress factors could be removed at the workplace. Also the job stress management program can be implemented to improve the work efficiency and the workers' quality of life.

• The Journal of Information Systems
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• v.10 no.1
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• pp.217-241
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• 2001

Groupware technologies have become an important part of the business computing infrastructure in many organizations, but many groupware applications, especially those requiring significant collaboration among users, are still nut adequately used. The purpose of the paper is to explore the impact of groupware on the job performance. Recently, utilization of new information technology such as groupware can increase office productivity, but often this potential is not realized. Results of most studies indicate that groupware could increase the productivity of knowledge workers, who compose the majority of the labor force in the organization. The study on the impact of job characteristics on groupware and job performance is not sufficient. This study examines the influence of job characteristics such as job diversity, autonomy, and feedback on the use of groupware and job performance. In addition to that, this study examines the influence of the use of groupware on job performance. The results of regression analyses revealed that feedback was the major predictor of job performance, while autonomy and job diversity were the Haler predictors of the use of groupware. Also, the use of groupware were found to be important predictors of job performance.

• Journal of Convergence for Information Technology
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• v.12 no.5
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• pp.202-211
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• 2022

The purpose of this study is to investigate the relationship between job stress, job autonomy, employee support evaluation, and the turnover intentions of workers in the beauty and cosmetics industry. This study assessed 570 workers with 3 months or more of experience in the beauty and cosmetics industry. Data processing was achieved through analyses of frequency, descriptive statistics, exploratory factors, reliability, correlation, and confirmatory factors, as well as the verification of the structural equation model. The results of the study are as follows: first, employee support evaluation in the beauty and cosmetics industry workers was negatively correlated to job stress. Second, employee support evaluation showed a negative relationship with turnover intentions. Third, job stress was found to have a positive relationship with turnover intention.This study suggests that, in order to reduce the turnover intentions of beauty and cosmetics industry workers, it is necessary for employers to make efforts to manage employees' job autonomy, support evaluation, and stress levels.

• Journal of the Korea Safety Management & Science
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• v.16 no.1
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• pp.89-99
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• 2014

This paper reviewed the relationship between job demands/resources and safety compliance, and the mediating effect of job burnout. Based on the responses from 247 employees, the results of multiple regression analysis appeared as follow; 1) two demands factors(role ambiguity and role overload) effect positively on safety compliance. 2) job resources factors(autonomy and social support) effect negatively on safety compliance. 3) job burnout effects negatively on safety compliance. 4) job burnout mediates between 4 job demands/resources(role ambiguity and role overload, autonomy, social support) and safety compliance.

• Korean Journal of Community Nutrition
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• v.4 no.3
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• pp.441-453
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• 1999

This study aims to investigate the effects of job characteristics and work on both organizational commitment and job satisfaction of the school foodservice dietitian for the purpose of providing information for quality improvement in productivity of school foodservice. The subjects were 401 school foodservice dietitians in Taegu and the Kyungpook area. The survey questionnaires consisted of five parts including demographic characteristics, job characteristics(JCI), work values, organizational commitment(OCQ) and job satisfaction(JDI). More than half of the subjects(65.3%) were between the age of 26 to 30 years. Seventy-one percent of the participants had bachelor’s degrees and monthly wages of 83.2% ranged from 700,000 to 1,200,000 won. The education of thedietitians was found to have a significant relatinship with job satisfaction in all fields. Job characteristics such as feedback, job characcteristics such as job autonomy, feedback and friendship were positively correlated with job satisfaction. The group of dietitians with high work value scores for work as a central life interest had significantly high scores in organizational commitment(p<0.01) and overall job satisfaction(p<0.05). Job satisfaction such as work-itself, pay, supervision, promotion and co-workers were positively correlated with organizational commitment. According to the Lisrel program, organizational commitment was affected by educational level(-0.23). Job satisfaction was also affected by educational level(-0.18), autonomy(0.24), friendship(0.12), feedback(0.08), individualism(-0.07) and organizational commitment(0.44) directly. In conclusion, school foodservice dietitians may increase the level of their commitment to organization and job satisfaction by increasing autonomy, feedback adn friendship of job characteristics and work values.

• Journal of Korea Technology Innovation Society
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• v.22 no.1
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• pp.85-118
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• 2019

The purpose of this paper is to analyze the moderating effects of organizational justice, on the relationship between job characteristics and organizational performance of researchers in government-supported research institutes. For this purpose, a regression analysis was conducted based on a survey on 459 researchers in government-supported research institutes. As a result, first, autonomy, importance, identity, and feedback, excluding diversity, have positive effects on job satisfaction. Second, autonomy, identity, and feedback among job characteristics have positive effects on organizational commitment. Finally, as a result of verifying the moderating effects of organizational fairness on the relationship between job characteristics and organizational performance, it turned out that autonomy and diversity among job characteristics showed statistically significant effect on job satisfaction, and autonomy, importance, and feedback on organizational commitment.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.20 no.41
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• pp.61-78
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• 1997

Traditionally most of studies on voluntary turnover have focused on identifying the determinants of it under the implicit assumption that negative attitudue raises turnover rate and, in turn, it undermines organizational effectiveness. But, recently many scholars have argued that more focus be placed on the functionalty than the frequency of turnover. Based on the recent trend of voluntary turnover, this paper is to analyse the differences of the Intention to Leave(IL) level according to job characteristics(job variety, job importance, job autonomy, job identity, feedback)$\times$functionality(employee ability, attitude). Resulting from 2-way ANOVA, the Negative-attitude Group(NG) is found to expose significantly high IL level than the Affirmative-attitude Group(AG) in low job variety, low job autonomy, low job importance.

• The Journal of Korean Academic Society of Nursing Education
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• v.18 no.3
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• pp.533-541
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• 2012

Purpose: The purpose of this study was to identify variables influencing task performance of wound ostomy continence nurses (WOCN). Methods: Data were collected from 80 WOCN in Korea from September to October 2011 using a self-reported questionnaire. Variables consisted of task performance, empowerment, professional autonomy, job satisfaction and job-related variables. Data were analyzed by frequencies, t-test, one-way ANOVA, Pearson's correlation coefficient and stepwise multiple regression. Results: Professional autonomy was a major predictor of task performance of WOCN (F=37.37, p=<.001). Empowerment(F=33.10, p=.001) and completion of the professional education course for wound ostomy continence nursing WOCN(F=7.46, p=.008) were the other significant predictors of task performance. The regression model explained 45.3% of task performance. Conclusion: Professional autonomy, empowerment and completion of the professional education course contribute to task performance of WOCN. These findings have important implications for organizations hoping to achieve the maximum potential of WOCN's professional role. Therefore, strategies for reinforcement of professional autonomy, empowerment, and completion of professional education course are necessary for WOCN working in South Korea.

• Journal of the Korean Society of Safety
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• v.29 no.5
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• pp.146-153
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• 2014

This study looks at the impact of psychological and physical factors of the working conditions on the health of workers depending on whether technology is used by such workers. The data used for the study is the third work environment survey. Out of 50,032 respondents, a total of 29,711 paid workers were used as analysis subjects. Although it was anticipated that the use of technology was a factor that hindered job autonomy and teamwork autonomy. However, the analysis results showed low levels of job autonomy and teamwork autonomy in the group that did not use technology. The study assumes a regression analysis model about work environment and work organizational practices of workspaces that have an impact on musculoskeletal complaints, stress symptoms and level of work satisfaction by controlling the social demographic variable that represents the level of individual sensitivity. As a result of the study, ergonomic risk had a significant effect on both groups that did or did not use technology with respect to stress symptoms, musculoskeletal complaints and level of work satisfaction. In particular, as workspace practices and work environment had an effect on the development of musculoskeletal complaints in the group that used machines, there is a need to improve such situation. The autonomous team work or level of job autonomy within the group that used technology may act as a risk factor to the health and welfare of workers. However, because it may also act as a buffer factor, there is a need for a change to reduce stress symptoms and increase the level of work satisfaction by improving autonomous team work and the level of job autonomy.