• 대한안전경영과학회지
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• 제16권1호
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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.

• 한국항공운항학회지
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• 제22권3호
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• pp.33-49
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• 2014

The object of this study is to verify the effects of job stress on burnout and job satisfaction of flight attendants and to confirm the difference in the effect on the consciousness of full service carrier and low cost carriers' flight attendants. In order to confirm, the study examines the relationship between job stress, burnout, and job satisfaction of airline cabin attendant. A survey was done for 55days from January 5th 2014 on flight attendants and total 200 valid samples were analysed. The results of the study demonstrated significant relationship and difference in job stress, burnout and job satisfaction of flight attendants between full service carrier and low cost carrier. As a result, the study is significant as it satisfaction between divergent airline work environment.

• 한국콘텐츠학회논문지
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• 제17권2호
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• pp.55-70
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• 2017

작업자의 직무소진은 팀 또는 조직의 공유구조와 집단심리 상태의 형성과 상호영향을 미치며, 따라서 직무소진을 이해하기 위해서는 시장환경에 따른 작업환경뿐만 아니라 팀 또는 조직의 사회적 상황에 대한 고려가 필수적이다. 본 연구는 직무요구-자원이론에 기반하여 구성원들의 직무소진에 미치는 직무요구와 직무자원의 효과를 다층분석하였다. 즉, 팀수준의 변수인 서번트리더십과 인사관리 통제방식이 개인수준의 작업부하와 감정노동과 직무소진의 관계에 조절효과를 검정하였다. 실증분석 결과, 첫째 작업자의 개인특성 중 자기효능감이 높을수록 직무소진은 줄어드는데 반하여, 작업부하와 감정노동이 높아질수록 직무소진은 증가하였다. 둘째, 팀수준의 투입 및 결과중심 인사관리가 활발히 이루어지는 팀일수록 작업자의 작업부하와 직무소진의 정(+)의 회귀관계 강도가 줄어드는 것으로 나타났다. 또한, 서번트리더십이 발휘되는 팀일수록 자기효능감과 직무소진의 부(-)의 회귀관계 강도가 증폭되는 것으로 나타났다.

• 가정간호학회지
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• 제25권1호
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• pp.37-46
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• 2018

Purpose: This descriptive study was conducted to identify burnout and factors influencing burnout in clinical nurses. Methods: A cross-sectional survey design was conducted by administering a structured questionnaire to 195 nurses working at hospitals, from August to September 2017. This study used scales to measure burnout (20 items), job satisfaction (16 items), and perfectionism (40 items). Data were analyzed using SPSS 22.0, descriptive statistics, t-test, ANOVA, Pearson's correlation coefficients, and multiple regression analysis. Results: Burnout of participants was correlated with job satisfaction and perfectionism. Factors identified to have influence on burnout were job satisfaction (${\beta}=-.35$, p<.001), perfectionism-fail avoidance (${\beta}=.26$, p=.001), perceived health status (${\beta}=-.26$, p<.001), and intention of department relocation (${\beta}=-.23$, p<.001). The regression model explained approximately 48% of nurses' burnout. Conclusion: Based on the results of this study, it is necessary to improve job satisfaction and organizational support to decrease dysfunctional perfectionism that could cause burnout in nurses. It is also necessary to establish a psychological support program in hospitals.

• 한국직업건강간호학회지
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• 제26권2호
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• pp.85-92
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• 2017

Purpose: This study aims to understand baby care helpers' degree of emotional labor, job stress, and burnout and analyze the effects of emotional labor and job stress on their burnout. Methods: Data were collected from August 16 to September 6, 2016 for three weeks with child care helpers working in C city, D city, and S city as subjects. Multiple regression analysis was used in order to examine the factors influencing the subjects' burnout. Results: Burnout in general characteristics differed significantly according to age (F=4.81, p=.011). As the most influential factors for burnout, emotional labor (${\beta}=.43$) had statistically significant correlation with it, along with job stress (${\beta}=.16$) and age (${\beta}=.14$). These variables explained burnout ($Adj.R^2=0.29$, p<.001) at a rate of 29%. Conclusion: It is judged that strategies and continuous management aimed at reducing child care helpers' emotional labor and job stress are necessary. As an approach from different aspects, it is required that variables related to emotional labor, job stress, and burnout are identified and there would be more researches in order to establish some national policies for child care helpers.

• 가정간호학회지
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• 제24권1호
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• pp.79-86
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• 2017

Purpose: This study was conducted to identify the factors affecting burnout of caregivers in geriatric hospitals. Methods: Data were collected from 266 formal caregivers working at Korean geriatric hospitals using self-report questionnaires between May 16 and June 30, 2016. The measured variables were burnout, emotional labor, job stress, job satisfaction, and self-efficacy experienced by caregivers. T-tests, ANOVA, Pearson correlation coefficients, and multiple regression were employed for data analysis. Results: The results indicated that emotional labor and job stress significantly influenced burnout of caregivers in geriatric hospitals; the explanatory power of the model was 27.3%. Conclusion: Based on the study results, we suggest further investigation of factors influencing burnout, and the development of strategies to prevent burnout by reducing emotional labor and job stress experienced by caregivers.

• Child Health Nursing Research
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• 제23권1호
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• pp.61-69
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• 2017

Purpose: The purpose of this study is to examine the relationship between social capital, labor intensity and incivility and effects the job burnout in pediatric nurses. Methods: A survey is conducted with 186 nurses working in pediatric units at 10 hospital in B, Y, K city. The data was analyzed with SPSS 21.0 program using descriptive statistics, t-test, ANOVA, Pearson's correlation coefficient, $Scheff\acute{e}s$ test and multiple linear regression analysis. Results: A score of 3.31 out of 5 for the level of social capital, a score of 3.16 out of 5 on the labor intensity, and 2.20 points on a 5point on incivility, 4.15 points on a 7 point on job burnout. Job burnout explained 21.7% of the variance in incivility, social capital-shared values, job satisfaction, and labor intensity. Conclusion: The findings indicate that the major factors effecting pediatric nurses job burnout are incivility. Thus, in order to reduce pediatric nurses job burnout are to investigate degree of incivility, it is nesessary to develop intervention programs to incivility and labor intensity that reduced organizational level of measures need to establish.

• 가정과삶의질연구
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• 제29권5호
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• pp.19-32
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• 2011

This study aimed to examine how emotional experience, counselor activity self-efficacy, and job stress affect counselors' burnout. Participants comprising 321 counselors intotal were surveyed on burnout, emotional experience, counselor activity self-efficacy, and job stress. The collected data were analyzed through Cronbach's ${\alpha}$, Pearson's correlation, and stepwise multiple regression. The findings were as follows: 1) Emotional clarity, session management self-efficacy, the job stress of the working environment, counseling challenges self-efficacy and job stress related to interpersonal relationship were significant predictors of counselors' burnout. 2) Counselor activity self-efficacy partly played a mediating role between emotional experience and burnout.

• 지식경영연구
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• 제15권1호
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• pp.21-43
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• 2014

This paper investigate relationship between job burnout, social support and knowledge creation, sharing. also, social support are moderate on the relationship between job burnout and knowledge creation, sharing. We build up main effect and moderating effect hypothesis. To test hypothesis, survey method are performed. The results are as follows. first, emotional exhaustion and low personal accomplishment have negative effects on knowledge creation, but haven't effect on knowledge sharing. second, social support significant positively impact on knowledge creation and sharing. third, both of supervisor' support and coworker's support partially moderate the relationship between job burnout and knowledge creation, sharing. especially, emotional exhaustion reduce supervisor' support to knowledge creation, sharing and low personal accomplishment reduce co-worker' support to knowledge sharing, which means although job burnout preceded, if employees perceived high level of social support that have buffering effects on the relationships.

• 융합경영연구
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• 제4권3호
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• pp.25-32
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• 2016

This study is focused on the factors that reduce the high turnover rate of early childhood teachers against the backdrop of their poor work environment including long hours, work overload and low wage by identifying the effects of three sub-factors of justice on the collectivistic tendency and those of the job burnout on their turnover intention. To conduct this study, a survey was carried out childcare teachers of the Seoul and Metropolitan Area. Total of 283 valid female questionnaires were collected and utilized for analysis. According to the analysis, both procedural justice and interpersonal justice have positive effects on the collectivistic tendency and decrease the turnover intention. The interpersonal justice decreases the job burnout, whereas the distributive justice statistically significantly increases the job burnout. Also, the collectivistic tendency reduces the turnover intention. The job burnout increases the turnover intention, which is consistent with previous studies. Hence, increasing the interpersonal justice and the collectivistic tendency could be an option for dealing with the issue.