• Journal of Korean Academy of Nursing Administration
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• v.20 no.2
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• pp.195-205
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• 2014

Purpose: The purpose was to identify the influence the quality of head and clinical nurses' LMX (Leader-Member Exchange) on job satisfaction and organizational commitment. Methods: The participants were 42 head nurses and 202 clinical nurses who worked in 7 hospitals with more than 300 beds in I-city. The data were collected from March 10 to April 10, 2013 using a self-report questionnaire. Data analysis was performed using hierarchical regression with the SPSS/WIN 20.0 program. Results: The mean score for head nurses' LMX quality was 3.66 and for clinical nurses, 3.51. Clinical nurses' LMX quality and age had a positive impact on job satisfaction (F=8.00, p<.001). Clinical nurses' LMX quality and marriage (not single) had a positive impact on organizational commitment (F=6.76, p<.001). Conclusion: The LMX quality of head nurse was higher than that of clinical nurses, but did not positively affect clinical nurses' job satisfaction or organizational commitment indicating that the LMX quality of clinical nurses is more important than that of head nurse. Thus head nurses should make efforts to lead their units or teams in a positive and friendly way. This positive recognition will promote greater job satisfaction and organizational commitment of clinical nurses.

• Journal of Home Health Care Nursing
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• v.25 no.1
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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.

• Korean Journal of Occupational Health Nursing
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• v.21 no.3
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• pp.258-265
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• 2012

Purpose: The purpose of this study is to identify the influence of job stress and empowerment on nursing performance of clinical nurses working in small and medium hospital. Methods: The empirical data were collected from a self-administered survey using a structured questionnaire with 404 nurses working in 4 medium-sized hospitals (less than 300 beds), located in I-city. The data were analyzed using stepwise multiple regression with the SPSS/WIN 17.0 program. Results: There were significant differences in nursing performance depending on general characteristics (age, marital status, religion, shift work, education level, position, clinical experience, department, and monthly salary). Empowerment correlated with nursing performance. Factors influencing on nursing performance were empowerment, clinical experience, job stress, and marital status with $R^2$ value of 36.3%. The most influencing factor was empowerment (${\beta}$=.47), followed by clinical experience (${\beta}$=.24), job stress (${\beta}$=.20), and marriage (${\beta}$=.12). Conclusion: It is needed to implement specific empowerment strategy, control job stress, and reward experienced and married nurses working in medium-sized hospital for improving nursing task performance.

• The Journal of the Korea Contents Association
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• v.10 no.2
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• pp.452-461
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• 2010

This paper is to investigate the correlation between leadership and organizational culture, and is to find out the influence of leadership and organizational culture on employee's job attitude in hotel industry based on the survey data from 274 hotel employees working in 13 deluxe hotels in Seoul. As a result of empirical analysis, all leadership attributes(charisma/inspiration, service/consideration, reward) were correlated with organization culture factors(group oriented, stratified oriented, innovative oriented, rational oriented). And reward, service/inspiration were significantly influenced on employee's job attitude. As a whole reward based on compensation was more important attribute than other leadership attributes on organizational culture factors, employee's job attitude. And group oriented, stratified oriented culture were positively influenced on employee's job attitude.

• Journal of the Korean Society of Clothing and Textiles
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• v.35 no.5
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• pp.537-546
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• 2011

This study shows the necessity of internal marketing activities and the need for effective internal marketing programs for fashion shop. This research tests the hypothesized relationships between internal marketing and its determinants such as job satisfaction, organizational commitment, and customer orientation. To measure these hypotheses, a total 200 questionnaires were distributed and 185 were collected. Finally, 163 questionnaires were used for the analysis, while 22 were found invalid. The frequency analysis, factor analysis, reliability analysis, and multiple regression were conducted after coding and cleaning by SPSS 18.0. The internal marketing activities were classified into five factors (internal communication, welfare system, empowerment, educational training program, and incentive system). The results of this study are as follow. First, internal marketing activities have a positive influence on job satisfaction and organizational commitment. Second, job satisfaction has an effect on organizational commitment. Third, internal marketing activities, job satisfaction, and organizational commitment have a positive influence on customer orientation. Accordingly, it should raise the standard of customer orientation, if it is promote the job satisfaction and organizational commitment of employee through internal marketing activities such as internal communication and empowerment.

• Journal of Preventive Medicine and Public Health
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• v.47 no.5
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• pp.258-265
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• 2014

Objectives: To examine whether the nursing practice environment at the hospital-level affects the job satisfaction and turnover intention of hospital nurses. Methods: Among the 11 731 nurses who participated in the Korea Health and Medical Workers' Union's educational program, 5654 responded to our survey. Data from 3096 nurses working in 185 general inpatient wards at 60 hospitals were analyzed using multilevel logistic regression modeling. Results: Having a standardized nursing process (odds ratio [OR], 4.21; p<0.001), adequate nurse staffing (OR, 4.21; p<0.01), and good doctor-nurse relationship (OR, 4.15; p<0.01), which are hospital-level variables based on the Korean General Inpatients Unit Nursing Work Index (KGU-NWI), were significantly related to nurses' job satisfaction. However, no hospital-level variable from the KGU-NWI was significantly related to nurses' turnover intention. Conclusions: Favorable nursing practice environments are associated with job satisfaction among nurses. In particular, having a standardized nursing process, adequate nurse staffing, and good doctor-nurse relationship were found to positively influence nurses' job satisfaction. However, the nursing practice environment was not related to nurses' turnover intention.

• The Journal of the Korea Contents Association
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• v.13 no.7
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• pp.369-378
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• 2013

The purpose of this study is to examine the effect of Employee Value Proposition (EVP) on job satisfaction and organizational loyalty. As a result, the study clarifies the hotel's EVP system in addition to examining the relationships among EVP, job satisfaction, and organizational loyalty by generating theocratical and practical application related to those behaviors. Using a sample drawn from full-time workers in hotel, total 379 participants were included in the analysis. The study tested the hypothesis by using a structural equation modeling approach. The analysis results show that EVP has significant influence on job satisfaction and organizational behavior. However, job satisfaction does not influence organizational loyalty.

• Korean Journal of Childcare and Education
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• v.14 no.5
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• pp.1-17
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• 2018

Objective: This study examined the relationship between child care teachers'job satisfaction, teacher-parent partnership, and teacher- child interaction in order to improve the quality of child care. Methods: Self-report questionnaires were used on 321 child care teachers and data were analyzed using descriptive statistics, Pearson correlation and Structural Equation Modeling Analysis. Results: First, significant correlations existed among variables except the relationship between payment/promotion and other variables. The results showed that child care teachers'job satisfaction had a significant and direct influence on teacher-child interaction, and teachers' job satisfaction was partially mediated by teacher-parent partnership on teacher-child interaction. Conclusion/Implications: The findings confirm that teachers' job satisfaction and teacher-parent partnership are preceding factors for positive teacher-child interaction. Significant attention should be paid to child care teachers'psychological satisfaction and teacher-parent relationships to promote the quality of child care and the positive interaction between teachers and children.

• Korean Journal of Occupational Health Nursing
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• v.23 no.3
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• pp.189-196
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• 2014

Purpose: The purpose of this study was to identify the relationship of job stress, depression and to identify factors influencing suicide ideation of women-workers. Methods: The research was a cross-sectional, descriptive study. Data collection was done using self-report questionnaires with 348 women-workers who agreed to participate in the study. Data were analyzed using descriptive statistics, t-test, ${\chi}^2$-test, logistic regression analysis by using SPSS/WIN 18.0. Results: The results showed, among the independent variables, drinking, job stress, depression are significant factors that influence women-workers' suicide ideation. Women-workers' depression is 3.05 times higher (p<.002), and job stress 1.03 times higher suicide ideation (p<.045), and drinking 2.15 times higher suicidal ideation (p<.006). Conclusion: The results indicate that suicide ideation is highly prevalent in women-workers, especially among people with depression and job stress. It is necessary to seek how to prevent and manage women-workers' suicide ideation considering features.

• Journal of the Korea Society of Computer and Information
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• v.23 no.1
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• pp.131-137
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• 2018

This study conducted empirical analysis on the influence of perception of organization politics of social welfare facility employee to job attitude, and based on the analysis result, it aims to suggest theoretic and political implications. For this, the study conducted survey targeting social workers working at social welfare facilities in Gwangju. 350 copies of survey were distributed,. 197 copies were retrieved and 176 copies were used in analysis after excluding 21 copies with insincere reponses. The collected data was processed through SPSS 20.0 for reliability analysis, frequency analysis, T-test, and hierarchical regression analysis. The study results are as below. This study analyzed the job exhaustion, turn over intention and causal relationship as the result variables and perception of organization politics of social workers, and analyzed the leader trust as mediating effect among the previous researches related to perception of organization politics. As for the analysis result, the perception of organization politics of social workers improve job exhaustion and turn over intention, and leader trust was confirmed to have mediating effect on relationship among the variables.