• 유통과학연구
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• 제20권6호
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• pp.33-41
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• 2022

Purpose: This article presents the relationship among the perceived risk of the COVID-19 pandemic, burnout, job insecurity, and employees' job performance in Vietnam. Research design, data, and methodology: The dataset included 310 samples from Vietnamese employees through the internet (Gmail, Facebook, Google form). PLS-SEM is used on Smart-PLS software. Results: Research results show that the perceived risk of COVID-19 has a positive impact on job performance and burnout. At the same time, job insecurity positively impacts burnout and has a negative impact on job performance. The distribution of resources to many jobs (both working and worrying about losing jobs) will reduce job performance. Furthermore, the study shows that workers exposed to COVID-19 risks have higher job performance. At the same time, burnout is not a factor that reduces employees' job performance. Finally, the perceived risk of COVID-19 and job insecurity have nothing to do with each other (perceived risk of COVID-19 does not affect job insecurity). These are two factors that exist independently and in parallel. Conclusions: The authors also suggest some implications in theory and practice from these research results. The implications will reduce anxiety about risks due to COVID-19 and job security for employees.

• 한국컴퓨터정보학회논문지
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• 제20권9호
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• pp.113-119
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• 2015

The purpose of tis study is to analyze the effects of job embeddedness on job burnout related with social worker's turnover. This study suggests some implications for decreasing the level of social worker's job burnout. In this study, embeddedness is composed of three sub-variables like fit, links, and sacrifice. Job burnout is also composed of emotional exhaustion, depersonalization, and decrease of personal accomplishment. Thereafter, research model is established, and study hypothesis is tested through the survey. As a result, it showed that the components of job embeddedness have significant effects on the components of job burnout. Based on the result of this empirical analysis, this study suggested some theoretical and political implications.

• 한국치위생학회지
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• 제9권4호
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• pp.569-579
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• 2009

Objectives : This study was to describe burnout and job satisfaction among dental hygienists in some legions. Methods : A cross-sectional survey of dental hygienists were conducted using a custom-designed and validated questionnaire which incorporated the Maslach Burnout Inventory-Human Services Survey(MBI-HSS) as well as questions about demographic factors job-related factors and job satisfaction. MBI-HSS scores were analysed in the three dimensions of emotional exhaustion(EE), depersonalization(DP) and personal accomplishment(PA). 84 dental hygienists were conducted the survey and the mean age of they were 26.9. Results : On the MBI-HSS, they had high burnout in EE, PA and average burnout in DP. There are significant differences of burnout according to job satisfaction. Conclusions : Dental hygienists should be educate about preventing burnout.

• 성인간호학회지
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• 제14권4호
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• pp.591-601
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• 2002

Purpose: This study was conducted to investigate the relationship of hardiness, job stress, and burnout in nurses, and to identify predictors of burnout. Method: Empirical data were collected from 154 staff nurses at one university hospital in Gwangju city. Self- reported questionnaires were composed of the Personal Views Survey(PVS), job stress scale, Tedium scale, and 7 items asking nurse's general characteristics. Data analysis was done with a SAS package. Result: In correlation analysis, hardiness, job stress, and nursing satisfaction had significant correlation with burnout. In stepwise multiple regression, 28.7% of the variance in burnout was accounted for by nursing satisfaction (19.9%), job stress (6.0%), and hardiness (2.8%). Among subscales of hardiness, only commitment was a significant predictor, so nursing satisfaction, job stress, and commitment explained 28.9% of variance in burnout. Conclusion: Based on the findings of this study, the development of program for nurses to increase nursing satisfaction is needed, and more studies to examine causal relationship between nursing satisfaction and burnout is also highly recommended.

• 한국지역사회생활과학회지
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• 제21권3호
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• pp.341-350
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• 2010

The purpose of this study was to identify the level of care givers' job stress, burn-out and stress coping strategies and to determine the mediator effect of coping strategies in the relationship between job stress and burnout. The research subjects were 193 care givers for the elderly in Jeollanamdo. The data analysis was performed by using SPSS Win 17.0. The results of this study were as follows; The level of care givers' job stress which they perceived was 2.68 points in a scale of 5 points, stress coping strategies was 2.39 points in a scale of 4 points, and the degree of burnout was 2.27 points in a scale of 5 points. There was a positive correlation between the care givers' job stress and burnout. There was a negative correlation between the job stress and stress coping strategies. There was a positive correlation between the stress coping strategies and burnout. And the stress coping strategies showed mediating effects between the care givers' job stress and burnout. Accordingly, we found that stress coping strategies had an mediating effect on care givers' burnout and various coping strategies were related to the burnout.

• Human Ecology Research
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• 제59권2호
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• pp.185-197
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• 2021

This study examined the impact of job demand and organizational culture on new task difficulties, burnout, and job satisfaction using a survey data of 145 family specialists in Healthy Family and Multicultural Family Support during the COVID-19 pandemic. We used the job demand-resources model and the competing values model to categorize the four dimensions of organizational culture as a conceptual framework for this study. We found that the mean of work overload was higher than the means of job conflict and job ambiguity. Our latent profile analysis proposed four profiles of organizational culture: cultural absence type, authoritative culture type, middle cultural balance type, and high cultural balance type. The results of multiple regression analyses showed that work overload was positively associated with difficulties in new task performance and burnout, job ambiguity was positively related to burnout, and job conflict and ambiguity were negatively related to job satisfaction. These findings imply that the higher the job demands reported by family specialists, the higher the level of burnout and the lower the job satisfaction. In addition, organizational culture was a unique predictor of burnout and lower level of job satisfaction. Family specialists in the groups with a high cultural balance were Family specialists in the groups with a high cultural balance were more likely to have lower levels of burnout than those in the culture absence and in the middle culture balance, and higher job satisfaction than the other groups. The results suggest that management strategies to build a creative workplace culture can prevent burnout and improve job satisfaction.

• 한국생활과학회지
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• 제14권1호
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• pp.69-79
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• 2005

The purpose of this study is to investigate child rare teachers' job satisfaction in relation to their burnout and differences in their job satisfaction by demographic variables. Subjects of this study were 285 child care teachers in Chungnam province. They responded to 'Teachers' Work Satisfaction Scale' and 'Teachers' Burnout Scale.' The collected data were analyzed by one-way ANOVA, Pearson's partial correlation, stepwise multiple regression, $Scheff{\acute{e}}$ test for post hoc test, and Cronbach's a for reliability with SPSS PC program(10.0 version). The results are as follows: First, total job satisfaction was high in teachers with high school diploma and those married. Also, burnout level was high in teachers with high school diploma, those with more than 5 year, those married, and those over 40 years old. Second, the partial correlation coefficient of teachers' job satisfaction in relation to their burnout was -.52. Finally, teachers' burnout and demographic variables explained approximately 31% for total score of job satisfaction and $13{\sim}33%$ for subscales of it.

• 한국보육지원학회지
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• 제15권6호
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• pp.169-188
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• 2019

Objective: The purpose of the present study was to examine the mediating role of career calling in the relationship between job stress and burnout as well as the association among job stress, career calling, and burnout. Methods: A sample of three-hundred and seven child care teachers in the metropolitan area of Seoul completed questionnaires on job stress, career calling, and burnout. Results: Correlation and regression analyses indicated that lack of directors' leadership and administrative support, work overload, and career calling significantly predicted child care teachers' burnout. Moreover, the association of lack of directors' leadership and administrative support of burnout was mediated by career calling. Conclusion/Implications: The findings suggest that directors' leadership and seamless administrative support need to be emphasized in order to reduce burnout and mitigate work-related stress among child care teachers. The findings also highlight the important role of career calling in reducing burnout among child care teachers and suggest the consideration of career calling as a target in interventions and educational programs.

• 한국지역사회생활과학회지
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• 제20권4호
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• pp.559-570
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• 2009

This study was to investigate the moderating effects of the childcare teacher‘s egoresilience on the relationship between their job satisfaction and burnout. The participants were 336 childcare teachers from Chungnam-do and Daejeon Metropolitan City. The research instruments were the Job Satisfaction Scale modified from Bently and Remple 1970), the Ego-resilience Scale from Park(1996) with CPI and CAQ correction, and Maslach Burnout Inventory from Maslash and Jackson(1981). SPSS PC program(17.0) was used for productive correlation, stepwise multiple regression and reliability by Cronbach's as data analysis. The results were as follows. Firstly, the childcare teacher’s job satisfaction and ego-resilience level were above average (M=3.37, 3.58 each), while their burnout level was below average(M=2.57). Secondly, there was a negative correlation between their job satisfaction and burnout(r=-.51), while a positive correlation was between their job satisfaction and ego-resilience(r=.34). Thirdly, the burnout and ego-resilience against job satisfaction explained 28.1%. The optimistic attitude of the childcare teacher‘s ego- resilience was shown to moderate the effects on the relationship between their burnout and job satisfaction.

• 중환자간호학회지
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• 제15권3호
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• pp.12-22
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• 2022

Purpose : This study aimed to examine the relationships of burnout and compassion competency with job satisfaction among nurses working in the intensive care units and emergency rooms. Methods : A correlational survey was conducted from August 1 to August 14, 2018 and involved in 102 nurses working at four university hospitals for more than 1 year. A structured questionnaire was used to measure burnout, compassion competency, and job satisfaction, and data were analyzed using hierarchical multiple regression and mediation effect analysis. Results : The mean scores of burnout, compassion competency, and job satisfaction were 2.58, 4.35, and 2.95, respectively. Burnout and compassion competency along with working night shifts and a wish to transfer explained 35.3% of variance in job satisfaction. Compassion competency showed a small but significant mediating effect in the relationship between burnout and job satisfaction (indirect effect -.0446, 95% CI -.1133, -.0075). Conclusion : Burnout and compassion competency were the significant influencing factors of job satisfaction among nurses working in intensive care units and emergency rooms. Since compassion competency showed a significant mediating effect, further studies should focus on intervention strategies for compassion competency to improve job satisfaction in this population.