• The Korean Journal of Food And Nutrition
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• v.19 no.4
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• pp.366-373
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• 2006

Employee turnover and job satisfaction are the main concerns of Foodservice indusryy because of a high dependence on human resources. This study was carried out to find out the differences of job satisfaction of employees in Foodservice industry and identify the effects of job satisfaction on turnover intention by major at the college or university. In comparison of job satisfaction of employees by 3 groups of food-related majored, tourism-business majored, and other majored, there were no significant differences among groups. But in the correlation between overall and 6 factors of job satisfaction, there were all significant correlations in food-related majored and tourism-business majored employees. Employees in Foodservice industry were satisfied by different demographic characteristics according to what they majored at college. Statistically significant variables that affect to the job satisfaction were gender, employment status, length of employment, monthly income, working hour per week in the food-related majored employees and employment status in the tourism-business majored employees. Finally, among job satisfaction factors, intention to quit was negatively affected by supervision in food-related majored and tourism-business majored employees, but positively affected by job environment only in tourism-business majored employees.

• Journal of agricultural medicine and community health
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• v.40 no.1
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• pp.1-8
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• 2015

Objectives: The purpose of this study was to suggest factors related with the job satisfaction of interviewers who participated in Community Health Survey (CHS) in Jeonbuk province. Methods: An interview survey was carried out, targeting all 70 interviewers who were working at Jeonbuk CHS from Oct. 20 to Oct. 31. 2011. Results: As a result of carrying out a univariate analysis of job satisfaction factors by general characteristics, this study found out that interviewers at the age below 40 showed a higher emotional factor-related score than interviewers at the age over 40, and interviewers having participated a statistic survey more than 6 times showed a higher emotional factor-related score than interviewers having participated a statistic survey less than 5 times. As a result of carrying out a multiple regression analysis of factors by general characteristics, this study found out that as interviewers were older, they showed a lower emotional factor-related satisfaction score and job performance factor-related satisfaction score, and their job satisfaction score was higher when a single interviewer conducts a survey than when more than 2 interviewers conduct a survey. Conclusions: The interviewer's job satisfaction score was relatively low. This results strongly suggest that it is necessary to understand their job performance environment and work environment most of all. It is expected that the results of this study will be used as basic data needed to increase the job satisfaction of interviewers from CHS and improve the quality of survey data.

• Journal of The Korean Society of Integrative Medicine
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• v.11 no.3
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• pp.205-217
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• 2023

Purpose : This study aimed to identify the job satisfaction, organizational commitment, and turnover intention of workers at dementia care centers, and the correlations between these factors. Methods : A survey of 131 dementia care center employees was conducted. This comprised 48 questions covering respondent characteristics, organizational satisfaction, organizational commitment, and turnover intention. Results : Employees with no intention to change jobs had significantly higher job satisfaction and organizational commitment than those with job change intentions. Turnover intention was significantly correlated with both job satisfaction and organizational commitment. The higher the organizational commitment and the lower the turnover intention, the higher the job satisfaction. The higher the job satisfaction and the lower the turnover intention, the higher the organizational commitment. Analysis of the sub-components of the main variables found The lower the work environment, compensation, and sense of belonging to the organization, the higher the turnover intention. Conclusion : Regular educational programs are needed to improve the expertise of workers at the dementia care center, and opportunities for employees to communicate their needs should be maximized. In addition, higher salaries will attract more able and willing employees, reduce turnover, and provide and a sense of of belonging to the organization. Attention to the proper distribution of work and recruitment of appropriate human resources will further improve the working environment. If the job satisfaction and organizational commitment of workers at the dementia care center are increased and the number of employees intending to change jobs is reduced, the length of employee service will increase and contribute to improved care and service quality for dementia patients.

• Industry Promotion Research
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• v.7 no.4
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• pp.17-23
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• 2022

This study is a study to analyze the effect of corporate working environment on job enthusiasm. Based on the 6th work environment survey conducted between 2020 and 2021 among data from the National Statistical Office, some 440 data were used for analysis. The analysis results are summarized as follows. First, the job satisfaction that the working environment had on job enthusiasm had a statistically significant effect with a β value of .307. Second, it was analyzed that there was a statistically significant difference in job enthusiasm according to general characteristics in employment type and income level. The significance probabilities were .028 and .012, respectively, and there was a significant difference between the groups of temporary workers and daily workers in employment type. was analyzed to exist. Third, there was no significant relationship between gender and work environment satisfaction. However, in Satisfied, 148 men and 181 women, out of a total of 329 respondents, 45% male and 55% female in satisfaction. could know a little more. This study is considered to be necessary to provide opportunities and resources so that members of the organization can demonstrate their abilities by creating a working environment that workers can be satisfied with.

• Journal of the Korean Dietetic Association
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• v.3 no.2
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• pp.141-158
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• 1997

The purpose of this study were to investigate the job analysis questionnaire was mailed to 250 dietitians who are members of The Korean dietetic association practice group in self-operated foodservices(hereafter group A)and 250 dietitians who are employed in contracted foodservice companies(hereafter group B). Completed questionnaires were received from 285 dietitians(121 in self-operated, 164 in contracted) ; a response rate of 57%. Statistical data analysis was completed using the SAS/win packages for descriptive analysis, t-test, $x^2$-test, The results of this study can be summarized as follows. 1. The dietetic training or internship experiences were significantly different between the two sample group(p<.001), but the perceptions of needs for training or internship were not different between and they thought one to six month training would be needed for the job. 2. The question about the time needed in order to perform an expert job was answered significantly differently(p<.001) 3. Group A usually took part in obligatory continuing education and short-term training courses, and group B usually took part in obligatory continuing education and on-the-job trainings, respectively. However both group perceived all three types of educations would be needed for performing the job better. 4. As for the physical demands of the job, a certain degree of accuracy and dexterity for physical tasks and equipment operations was needed for the job. Concerning the mental demands, they answered that their job needs considerable creativity and judgement for planning and performing their tasks was needed. 5. As for responsibilities, group B's responsibilities were heavier than group A’s(p<.001) and need for confidentiality was also greater for group B than for group A(p<.001). 6. As for the supervising role differences, group A rarely received supervision from others and they were given directions only in essential situations, whereas group B was usually supervised when planning and performing their job and tasks, showing significant difference in positions between the two sample groups(p<.001). But each group supervised co-workers and employees in their department. 7. With regard to personal contact, both groups frequently contacted people in their department and other departments at the company and sometimes people outside the company. 8. Concerning the work environment, there were some risks and discomforts in the physical environment and there was no significant difference between the two sample groups.

• Journal of Digital Convergence
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• v.15 no.9
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• pp.111-123
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• 2017

This study examines the effects of personality characteristics and self-leadership on job engagement and turnover intention, focusing on the mediating role of psychological ownership in the fourth industrial revolution and convergence environment. While personality characteristics had a significant positive effect on job engagement, there was indirect effect on turnover intention through mediation of psychological ownership. Self-leadership has a direct and indirect effect on job engagement, and it has a direct positive effect on turnover intention and negatively influences through mediation of psychological ownership. And the effect of psychological ownership was confirmed increasing job engagement and reducing turnover intention. The results of this study have implications for human resource development and organizational management.

• Journal of Technologic Dentistry
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• v.9 no.1
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• pp.5-19
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• 1987

The factors which impact on the productivity of medical organization are technique, manager, raw materials, management style, manpower structure, job construction, and so on. Human resources is the most important factor among them, but the productivity of serice organization can not be measured easily. The purpose of this study was to verify the effect of laboratory status, the degree of job cognition, and stress on the productivity of dantal prosthetic products, and to fine out the factors which impact on the productivity. The results were as follows: 1. The job characteristice of crown bridge laboratory part and porcelain laboratory part similar to each other. Also partial denture laboratory part and complete denture laboratory part were similar to each other. But that of orthodontic laboratory part was different from other. 2. the degree of job cognition made significant difference statisfically according to job characteristics of each dental laboratorise. 3. The correlation coefficient between job cognition of dental laboratory technician and workshop environment was.23, but the correlation between job cognition job stress appeared reversely, its coefficient was-.17. 4. The productivity of technician engaged in dental laboratory was much heigher than that of technician engaged in dental clinical laboratory room, and each were different in the degree of job cognition. 5. the most important factors which impact one the performance productivity of dental laboratory technician were the fact whether he married or not and his status.

• Journal of Korean Academy of Nursing Administration
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• v.6 no.1
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• pp.109-122
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• 2000

The present study examined the causal relationships among nurses' perceived autonomy, job satisfaction, work environment (work overload, role conflict, situational support, head nurses' leadership), personal aspects(experiences, need for achievement, professional knowledge and skill) by constructing and testing a theoretical framework. Based on literature review nurses' perceived autonomy and job satisfaction were conceived of as outcomes of the interplay among work environment and personal characteristics. Work environment factors involved work overload, role conflict, situational support, and head nurses' leadership (task oriented leadership, relation oriented leadership). Personal charateristics included experiences, need for achievement, and professional knowledge and skill. Three large general hospital in Chonbuk were selected to participate. The total sample of 516 registered nurses represents a response rate of 92 percent. Data for this study was collected from July to September in 1998 by Questionnaire. Path analyses with LISREL 7.16 program were used to test the fit of the proposed conceptual model to the data and to examine the causal relationship among variables. The result showed that both the proposed model and the modified model fit the data excellently. It needs to be notified, however, that path analisis can not count measurement errors; measurement error can attenuate estimates of coefficient and explanatory power. Nevertheless the model revealed relatively high explanatory power. 42 percent of nurses' perceived autonomy was explained by predicted variables; 32 percent of nurses' job satisfaction was explained by by predicted variables. Tn predicting nurses' perceived autonomy the findings of this study clearly demonstrated the work overload might be the most important variable of all the antecedent variables. Head nurses' relation oriented leadership, situational supports, need for achievement, and role conflict were also found to be important determinants for nurses' perceived autonomy. As for the job satisfaction, role conflict, situational supports, need for the achievement, and head nurses' relation oriented leadership were in turn important predictors. Unexpectedly the result showed perceived autonomy have few influence on job satisfaction. The results were discussed, including directions for the future research and practical implication drawn from the research were suggested.

• Journal of Digital Convergence
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• v.17 no.5
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• pp.249-256
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• 2019

The purpose of this study was to analyze the association between discrimination and job satisfaction among non-regular office workers. The data was collected from 128 employees of 7 university hospitals using a standardized questionnaire. In research methodology, the data was analyzed with descriptive statistics, t-test, ANOVA, pearson's correlation, multiple regression analysis. The results of the study are as follows. Unjust working environment, position unfairness, employment instability were found to have a negative(-) effect on job satisfaction. Gender, education, income in general characteristics had a significant negative(-) effect on job satisfaction. The discrimination of non-regular office woman workers was higher and job satisfaction was lower than that man workers. These results showed that hospitals need active efforts to create friendly work environment for non-regular woman workers.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.10 no.1
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• pp.1-12
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• 2015

The purpose of this study is to examine the effect of company characteristics and individual characteristics perceived by employees of small businesses on job satisfaction and especially to seek activation of the organization by extending from previous studies to examine the intermediary role of company innovation and applying management measures focusing on the environment of changing global society where CEOs of small businesses cause job satisfaction of organizational members and present the direction for the improvement of management and institutional development. This study was carried out for about 2 months targeting employees of small businesses and the results of empirical analysis are as follows: First, company characteristics and individual characteristics perceived by employees of small businesses turned out to have a positive (+)effect on job satisfaction but the hypothesis that job stress affects job satisfaction was not significant. Second, of the effects of company characteristics and individual characteristics perceived by employees of small businesses on company innovation, organization flexibility and CEO's leadership, company communication and degree of cooperation between departments, individuals, challenge of individuals perceived individual characteristics were found to affect company innovation but the hypothesis that job stress affects it was not significant. Third, company innovation was found to have a positive (+)effect on job satisfaction and fourth, in the intermediary effect verification of company innovation between company characteristics and individual characteristics perceived by employees and job satisfaction, organization flexibility and communication, collaboration turned out to perform partial intermediation and CEO's leadership to perform full intermediation and individual challenge performance to perform full intermediation and the intermediary effect of job stress was not proven. These results are company characteristics and individual characteristics that is the perception of the independent variables in SME employees is not only a direct relationship with job satisfaction, suggesting that also has an indirect effect is mediated depending on the innovation of the company. Therefore, it can be seen that even for the innovation performance of enterprises is important to increase the job satisfaction of employees of SMEs. In particular, the conductivity of the leadership and individual parameters so completely over the innovativeness of the company is the result of job satisfaction itgetda can be said that the innovation efforts of the organization is effective at the same time be pursued.