• Human Ecology Research
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• v.53 no.4
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• pp.391-404
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• 2015

This study examined job satisfaction and relevant variables for multi-cultural family home-visiting educators. The selected study subjects were 192 home-visiting educators who work at Multi-Cultural Family Support Centers in the Seoul, Gyeonggi-do, and Chungcheongnam-do areas. Data analysis was conducted using SPSS ver. 18.0. The main results were as follows. First, the job satisfaction level in multi-cultural family visiting educators stood at 3.29 points, subjects' age, averagely monthly income, marital status, and activity career were shown to influence generally upon job satisfaction, self-efficacy, job stress, and cultural competency. Job satisfaction was high in groups with: a high age, small career, low averagely monthly income, and married. Second, self-efficacy and job stress were big in the job satisfaction of multi-cultural family visiting educators. The same outcome as the existing prior research was indicated. Cultural competency was not significant. Third, an examination of relative influence upon job satisfaction in home visiting educators indicated that the explanation power was 29.0%. Significant influential variables included academic background, marital status, self-regulation, and role ambiguity. Self-regulation was greater for those with lower academic backgrounds and unmarried. Job satisfaction was higher in the lower role ambiguity. Thus, the same outcome as the existing prior research was indicated. Cultural competency wasn't indicated to be significant. This has significance in having shown characteristics of job satisfaction in multi-cultural family visiting educators.

• Journal of the Korean Society of Safety
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• v.38 no.4
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• pp.32-38
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• 2023

Job stress factors are factors that induce biological, psychological, and behavioral responses in individuals when they encounter mental and physical stimuli in the workplace. According to occupational safety and health standards, employers are responsible for the health consequences of job stress when workers engage in activities that result in high levels of physical fatigue and mental stress. Such activities include long working hours, shift work (including night shifts), driving vehicles, and operating precision machinery. Therefore, precautionary measures should be implemented. Following the COVID-19 epidemic, the logistics industry in Korea has experienced rapid growth owing to the shift from offline to online platforms facilitated by advanced digital infrastructure. Consequently, this study conducted a survey to analyze job stress factors among delivery workers. The survey utilized a Korean job stress factor assessment tool comprising 43 items and analyzed job stress factors considering the work characteristics of the courier business field obtained from responses provided by 421 courier workers nationwide. The survey analysis revealed that the physical environment, job demands, and job autonomy exhibited higher stress indices among Korean workers. Furthermore, the younger the age, the higher the stress on job demands, whereas the higher the age, the higher the stress on relationship conflict, job instability, and workplace culture. In addition, daytime delivery work was associated with higher stress levels in job demands and job instability compared with nighttime delivery work. These findings can serve as foundational data for reducing and preventing job stress among courier workers, whose workload has increased owing to the growth of the logistics industry.

• Journal of Digital Contents Society
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• v.18 no.7
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• pp.1411-1418
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• 2017

The batch job scheduler recognizes the computational resources configured in the cluster environment and plays a role of efficiently arranging the jobs in order. In order to efficiently use the limited available resources in the cluster, it is important to analyze and characterize the characteristics of user tasks. To do this, it is important to identify various scheduling algorithms and apply them to the system environment. Most scheduler software reflects the user's work environment, from job submission to termination, as well as the state of the inventory and system status of the entire managed object. It also stores various information related to task execution, such as job scripts, environment variables, libraries, wait for tasks, start and end times. In this paper, we analyze the execution log of the scheduler such as user 's success rate, execution time, and resource size through information related to job execution through batch scheduler. Based on this, it can be used as a basis to optimize the system by increasing the utilization rate of resources.

• Journal of Nutrition and Health
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• v.46 no.6
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• pp.573-588
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• 2013

The objective of this study is to investigate various jobs and foodservice environments, as well as work performances of school foodservice dietitians and nutrition teachers in accordance to the years of service in Daejeon and Chungnam provinces. A survey was conducted among school foodservice dietitians and nutrition teachers; a total of 415 from selected elementary, middle and high schools in the areas. In this study, we surveyed the participants and analyzed the current state of general characteristics, status of their job environments and foodservice environments by frequency, and the averages and differences in work performance with regard to 12 work parts and 57 works using one-way ANOVA and Duncan's multiple range test according to the years of service. Six parts among 12 work parts were significantly different in work performance according to the years of service. The 6 work parts were menu (nutrition) management, utensil recovery and management, sanitation management, foodservice administration & evaluation, dietary habit guide, and other works. The 11-15 years group ranked as the top on the total score and means of work performance. While the 16-years or more group, 6-10 years group, and under 5 years group followed consecutively. Correlation analysis between job or foodservice environments and work performances showed that work performances of school dietitians were mostly influenced by employment status, education level, and annual salary among the variables of job or foodservice environments. Other works, dietary habit guides and menu management were mostly influenced by variables of job and foodservice environments.

• Journal of Distribution Science
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• v.18 no.12
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• pp.79-90
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• 2020

Purpose: This study aims to explore the service improvement and marketing strategy to measure the effect of the DISC (dominance, influence, steadiness, conscientiousness) behavior type of hair salon workers on service quality and marketing. Research design, data and methodology: 236 responses were analyzed by distributing questionnaires to hair salon workers through SNS. Factor analysis and reliability analysis were applied and the influence of job factors on work satisfaction and turnover intention, and the statistical significance of the DISC behavioral type adjustment effect verified. Results: First, among the general characteristics of the survey subjects, the most common respondents were women and interns in their twenties, with less than four years of experience and less than three years of work experience on site. Second, the working environment, employee relations and compensation policies caused by work-related factors have shown a major influence on work satisfaction. Third, the working environment and human relationships among the job factors have an impact on turnover intention. Conclusions: The working environment, human relations, and compensation system derived as job factors had a crucial effect in service quality and marketing on job satisfaction, and among job factors, working environment and human relations had a significant influence on turnover intention.

• Korean small business review
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• v.43 no.1
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• pp.35-50
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• 2021

The youth job problem is becoming more serious due to COVID-19. To solve this problem, a "good job platform" was proposed that allows young job seekers to easily and conveniently find excellent SMEs they want to work for. This study developed a "good job self-assessment model" that grasps the preferred jobs of young job seekers and evaluates SMEs and applied them in the platform. In this process, the characteristics of good jobs from the viewpoint of job seekers were identified through conjoint analysis from the viewpoint of salary level, performance compensation, working environment, corporate soundness, and organizational culture. Next, the importance of 13 detailed evaluation items was reflected through AHP for industry, academia, and research experts. The self-assessment model of this study can be used as a tool to improve awareness that changes the SME environment into a job favored by young job seekers. As a result, it could provide an opportunity to change the job problem from providing cost-oriented support to a qualitative solution.

• Korean Journal of Health Education and Promotion
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• v.5 no.2
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• pp.63-89
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• 1988

This paper examines the relationship between working women's health status and working environment. The result of this study is that working women's health is effected on their working environment. The data used in the present study was collected from 7,091 organized women worker by survey conducted in 1987. The independent variables chosen for analysis were job classification, working condition, women workers' characteristics, job satisfaction and health management. The findings of this study can be summarized as follows; First, technical experts had higher health status than other jobs. Manufacturizing workers had lower health status than other jobs. Second, the women who were 20-24 years old, not married and started working at 19 and less year and worked during 3-5 years had lower health status than others. Third, the women who worked bad condition were not healthy. It was bad working condition that working hour was 11-12 per day and did not have holiday and monthly wage was 100,000-200,000 won. Fourth, the women who satisfied the job had higher health status than the women who dissatisfied the job. Fifth, it showed high health status that the women worked the place where health was well managed.

• Asian Journal of Business Environment
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• v.3 no.1
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• pp.23-27
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• 2013

Purpose - This study will focus on motivation of temporary workers working in distributors as well as generic companies, especially MPS (motivating potential score) proposed by job characteristics model. We think that temporary workers required intrinsic motivation in order to commit with their organization because they are difficult switch-regular workers due to glass ceiling. Research design, data, methodology - This study operates a survey targeting temporary workers, specifically, we used 144 copies except uncollected copies and dishonesty response of total 165 copies on analysis. We used multiple regression and 3 step regression to investigate the proposed model. Results - The high level of perceived distributional justice and procedural justice was increased the level of organizational commitment, respectively. And, MPS was increased the level of organizational commitment, too. Finally, this study showed that both justice and Job characteristics were very important to increase organizational commitment. Conclusions - In order to inspire temporary workers, the company provides placing enough considering job characteristics as well as fairness of the procedure and distribution. Also, to more fully understand the underlying processes between HRM (Human Resource Management) concepts, new fundamental methods may be required such as switch full-time opportunities.

• Journal of Korean Academy of Nursing Administration
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• v.21 no.3
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• pp.297-307
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• 2015

Purpose: The purpose of this study was to identify moderating effects of work-family conflict in the relationship between job, organizational, career characteristics and turnover intention among nurses working in small and medium-sized hospitals. Methods: A self report questionnaire survey was completed by 286 nurses working in five small or medium-sized hospitals in P city. Data were gathered during October, 2014 and analyzed using the SPSS 21.0 program. Results: Work-family conflict had significant moderating effects between job, organizational, career characteristics and turnover intention of nurses working in small or medium-sized hospitals. Career commitment was the biggest factor in reducing turnover intention. Conclusion: The results of the study indicate that work-family conflict and career commitment are important factors in turnover intention among nurses working in small and medium-sized hospitals. Therefore, to understand job and organizational career characteristics of nurses in small and medium hospitals, consideration must be given to the role of conflict in the nurses' workplace and homes. Support from the organization focusing on career development, and provision of an innovative system for the environment of small hospitals are needed.

• Culinary science and hospitality research
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• v.13 no.3
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• pp.263-277
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• 2007

In order for a cook to cook, there should be a space called a kitchen; moreover, to prepare good food, there should be good kitchen facilities in the kitchen. With good facilities, the cook can save time and have higher productivity. On the other hand, with poor facilities, equipment and utensils, the cook can get demotivated, have poor capability, suffer from high stress and possibly can cause some diseases. Therefore, better facilities are essential for cooking environment. The purpose of this study is to find out how significant the job stress is according to the demographic characteristics. Also, how kitchen facilities and moving line influence the job stress. In order to answer above questions, 278 copies of questionnaire were made and given to cooks at hotels with five star or similar ranks. Using SPSS Win 12.0 the statistics package, frequency, factor and reliability analysis were conducted. Then, regression analysis was carried out. As a result of the test, difference analysis on statistic characteristics was partly found. In addition, facilities and moving line affected job stress. Also, working area in the kitchen inversely influenced the job stress.