• International Journal of Knowledge Content Development & Technology
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• v.13 no.2
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• pp.51-70
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• 2023

Nowadays, the growth rate of organisational politics in the library system is a cause of concern for library and information professionals. This has negatively impacted service delivery, most especially in public uni- versity libraries. This study examined the effect of organisational politics on job impetus among library personnel in selected public universities in South-west Nigeria. Three federal and three state universities were purposively selected such that one university was selected in each of the six states in South-west Nigeria. Total enumeration was used for all 187 library personnel in the six universities investigated. Using a descriptive survey of correlational type, a structured questionnaire was used to elicit information from respondents through survey monkey. Of 187 copies administered, 143, representing 76.5%, were retrieved and used for analysis. The results revealed a high level of organisational politics with low impetus. A strong inverse relationship was established between organisational politics and job impetus among library personnel in selected public universities in South-west Nigeria. Based on these, recommendations were made that Library personnel be encouraged to focus on their job specifications and limit organisational politics adhering to rules and regulations in the library and code of conduct for library staff.

• The Journal of Industrial Distribution & Business
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• v.14 no.1
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• pp.39-47
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• 2023

Purpose: This research aims at determining institutional commitment impact and how it influences job satisfaction. It aims at bridging the gap in research on the study topic. Its major focus is on work content and institutional commitment as the main variables and how they impact companies and employees. Research design, data and methodology: The current research has chosen the literature content approach and it is a reporting guideline for methodical assessments. It offers a consistent approach for conducting and reporting these types of studies, which can help to improve the quality and transparency. Results: The finding of the current research has showed that workers in social companies need jobs with higher values and responsibilities, company policy, among other factors. Workers' organization commitment towards social enterprise for improving workers' job satisfaction factors will include affective commitment, continuous commitment, normative commitment, and the commitment profile of the organization. Conclusions: This research finally insists that the findings of the current research would aid in enhancing employee knowledge and understanding of work satisfaction, as well as the essence of institutional commitment. Most employees lack adequate knowledge of the implications of job satisfaction not forgetting their personal needs as indicated in the individual need model.

• The Journal of the Convergence on Culture Technology
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• v.9 no.6
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• pp.355-363
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• 2023

The purpose of this study was attempted to confirm the relationship between medical workers' knowledge of the elderly, burn out, job satisfaction and awareness of elder abuse. The study was conducted on 371 doctors, nurses, and nurse's aides working at eight health centers, 15 nursing hospitals, and 30 university hospital institutions. Looking at the relationships between variables, this study found that knowledge of the elderly was a significant positive correlation with awareness of elder abuse(r=.14, p<.01), and burn out was a significant negetive correlation with job satisfaction(r=-.55, p<.01) and awareness of elder abuse(r=-.10, p<.05). Job satisfaction was a significant positive correlation with awareness of elder abuse(r=.13, p<.01). Awareness of elder abuse was a significant positive correlation with knowledge of the elderly(r=.14, p<.01) and was a significant negetive correlation with burn out(r=-.10, p<.05). As a result of this study, it is expected that Hospital workers can have a positive perception and attitude toward the elderly by reducing their burnout and improving their job satisfaction.

• Perspectives in Nursing Science
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• v.9 no.1
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• pp.51-60
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• 2012

Purpose: The purpose of this study was to develop a self-directed e-learning program for ICU nurses and to evaluate how the proposed e-learning program affects the level of knowledge, nursing performance and job satisfaction of ICU nurses. Methods: The e-learning program was developed with the Computer Assisted Instruction Design Model using sources of self-efficacy which included the inactive attainment, vicarious experience, and verbal persuasion of ICU nurses. The program was evaluated by experts. Following the revision of the program, it was applied to a total of 59 ICU nurses (experimental group n=29, control group n=30) from three hospitals. Four weeks later, we measured the level of knowledge, nursing performance and job satisfaction. Results: The level of knowledge significantly improved in the experimental group (t=5.691, p<.001). Moreover, the level of nursing performance significantly increased in the areas of circulatory diagnostic test (t=2.143, p=.039), EKG (t=2.911, p=.006), aortic balloon pump (t=2.491, p=.017), and nebulizer therapy (t=2.085, p=.044). Overall, job satisfaction did not significantly increase (t=1.664, p=.105); however, job satisfaction in terms of relationships with coworkers (t=2.371, p=.023) and the needs of nursing performance (t=2.940, p=.006) were significantly increased. Conclusion: The results showed that the proposed e-learning program using sources of self-efficacy from ICU nurses was an effective learning method to increase the level of knowledge and nursing performance. The propose de-learning program would be a useful teaching tool for ICU nurses improving the quality of ICU patient care.

• Journal of the Korea Convergence Society
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• v.8 no.9
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• pp.17-23
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• 2017

The National Competency Standards (NCS) is a standard that allows korea to efficiently organize the training of national talents by systematically classifying the knowledge, skills, and attitudes necessary for the job of industry groups. Ontology is a discipline that allows the abstract information in the human concept to be expressed in a form that enables computing to be done. There is a need to formalize the knowledge management by converting the NCS system currently stored in the simple DB into an ontology. This study design and implement NCS ontology for the task of "Application SW Engineering" among vast NCS jobs, enabling intelligent knowledge management and inference search of the job. In addition, it provides consistency with the formalization specification of the learning contents structure of the competency unit elements of the job, and provides the basis for extension to the whole NCS job ontology.

• Journal of Korean Clinical Nursing Research
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• v.27 no.1
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• pp.35-44
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• 2021

Purpose: The aim of this study was to identify the individual, job, and organizational factors affecting the individual innovative behaviors among tertiary care hospitals' nurses. Methods: The participants in this study were 230 nurses who have worked more than one year in tertiary care hospitals. Data were collected using self-administered questionnaires that included individual factors (self efficacy, and empowerment), job factors (knowledge and skills for evidence-based practice, and beliefs for evidence-based practice), organizational factors (perceived organizational support), and individual innovation behavior. The SPSS/WIN 25.0 program was used for data analysis which included descriptive analysis, t-test, ANOVA, Scheffé test, Pearson's correlation coefficient, and hierarchical regression analysis. Results: Individual innovative behavior had significant positive correlations with all of individual, job, and organizational factors. The results of hierarchical regression analysis showed that knowledge and skills for evidence-based practice (β=.28, p<.001), self efficacy (β=.25, p=.002), gender (female, β=.23, p<.001), and beliefs for evidence-based practice (β=.17, p=.016) were significant factors influencing on individual innovative behavior. Conclusion: These findings suggest that knowledge, skills and beliefs for evidence-based practice, and self efficacy were linked to individual innovative behaviors. Therefore, education and human resource management improving self efficacy, knowledge, skills and beliefs for evidence-based practice are needed to increase nurses' individual innovative behaviors in tertiary care hospitals.

• Journal of East-West Nursing Research
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• v.15 no.2
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• pp.91-101
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• 2009

Purpose: This study was performed to measure nurses' perception of job stress and job satisfaction, and to clarify the factors influential to their job satisfaction. Methods: Participants were 169 nurses working at a general hospital. Data were collected with self-administrated questionnaires and analyzed by SPSS/PC WIN 15.0. Results: Subjects perceived that job stress was higher than 'middle (3)', job satisfaction was lower than 'middle (3)', and job-related stress detrimental to job satisfaction. Influential factors for job satisfaction in a 2008 survey were duty-related stress, working conditions, and knowledge/skill-related stress. Duty-related stress and working conditions were cited as influential in a 2009 survey. The explained power for job satisfaction job was 32.5% in 2008 and 21.1% in 2009. Conclusions: Higher job-related stress detracts from job satisfaction. Hospital/nursing managers need to develop strategies that could improve the personal relationship between nurses and doctors, and provide administrative support to nurses. Provision of a financial personnel management plan could alleviate future nursing shortage triggered by job dissatisfaction.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.14 no.3
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• pp.73-84
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• 2019

Despite decades of work experience, workers at small- and medium-sized enterprises(SME) here have yet to make inroads into the self-employed sector that utilizes the job competency they have accumulated at work after retirement. Unlike large companies, SME do not have a proper system for improving the long-term job competency of their employees as they focus on their immediate performance. It is necessary to analyse the independent variables affecting the job competency of employees of SME to derive practical implications for the personnel of SME. In the preceding studies, there are independent variable analyses that affect job competency in specialized industries, such as health care, public officials and IT, but the analysis of workers at SME is insufficient. This study set the person-job fit and organizational justice based on the prior studies of the independent variables that affect the job competency of SME general workers as a dependent variable. The sub-variables of each variable derived knowledge, skills, experience, and desire for person-job fit, and distribution, procedural and deployment justice for organizational justice, respectively. The survey of employees of SME in Korea was conducted from February to March 2019 by Likert 5 scales, and the survey was retrieved from 323 people and analyzed in a demonstration using the SPSS and AMOS statistics package. Among the four sub-independent variables of person-job fit, knowledge, skills and experience were shown to have a significant impact on the job competency, and desire was not shown to be so. Among the three sub-independent variables of organizational justice, deployment justice has a significant impact on job competency, but distribution and procedural justices have not. Personnel managers of SME need to improve the job competency of their employees by appropriately utilizing independent variables such as knowledge, skills, experience and deployment at each stage, including recruitment, deployment, and promotion. Future job competency modeling studies are needed to overcome the limitations of this study, which fails to objectively measure job competency.

• The Journal of the Korea Contents Association
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• v.14 no.2
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• pp.257-269
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• 2014

This study examines the effects of community child care center workers' perception of professionalism on their job satisfaction. This study conducts a survey of 221 community child care workers in Seoul, Gyeonggi, and Gangwon provinces in Korea. Results show that the level of perception of professionalism and job satisfaction are over intermediate. The perception on professional values and ethics are slightly higher than the perception on professional knowledge and skills. The workers are more satisfied with intrinsic job factors such as achievement and responsibility than extrinsic job factors such as compensation and working conditions. Regression analysis reveals that the workers' perception of professionalism is positively associated with both intrinsic and extrinsic job satisfaction. Based on the findings, this study provides suggestions to enhance the workers' professionalism and job satisfaction, which will contribute the quality of services in community child care centers.

• The Journal of Society for e-Business Studies
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• v.12 no.2
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• pp.47-74
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• 2007

This research purpose to improve the qualification items for electronic commerce manager. Former qualification system for the electronic commerce manager was executed 11 times from year 2000 to 2005. To improve the standard for test questions and contents of qualification items, we reviewed literatures about job analysis for electronic commerce manager, electronic commerce curriculum, e-Business market and other countries' similar qualification systems and items. We also analysed the job related knowledge, skill, and abilities using job analysis by DACUM method, subject matter experts interview and workshop committee for development and validation of qualification items. Based on the results of job analysis and DACUM workshop, we derived a job model for electronic commerce manager and then validated it through field survey and additional expert review. Finally we developed and suggested an alternated qualification items using matrix analysis between categorized job knowledge and job tasks.