• Journal of Korean Academy of Nursing Administration
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• v.15 no.3
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• pp.336-345
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• 2009

Purpose: The purpose of this study was to examine job status and job satisfaction among clinical research coordinators. Method: Subjects were 91 clinical research coordinators participating in clinical trials at hospitals in Korea. Data were collected from July to August, 2008 using a structured questionnaire that include informed consent, and question as pertaining to, general characteristics, job related characteristics, and job satisfaction. The collected data were analyzed using SPSS 12.0 version. Result: Almost half of the subjects were called as nurse researcher. Major tasks included participant screening (100%), participant scheduling (100%), and obtaining informed consent from participants (98.9%). The most difficult aspect of work was salary (28.6%). The mean score on the job satisfaction was 80.21 (range: 54.00-109.00). Item related to promotion ranked lowest in job satisfaction. There were significant differences in job satisfaction according to the type of hospital (t=-3.640, p<.001), title (t=7.894, p=.001), and route for information of CRC (t=4.970, p=.001). Conclusions: Subjects feel poorly compensated, unrecognized, and perceive a limited career path. These factors are likely to diminish job satisfaction over time. Attention to these aspects through education program and criteria for clinical research coordinators could be helpful.

• Journal of the Korean Society of Food Culture
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• v.33 no.1
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• pp.26-35
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• 2018

This study conducted an empirical analysis of the effects of job characteristics on work-family conflict relation and quality of life, as well as moderating effects in accordance with operation type, by targeting 245 dietitian/cooks working for contract foodservice companies. The results of this study are as follows. First, the autonomy and feedback had negative (-) effects on work-family conflict while functional diversity had positive (+) effects on work-family conflict. Job identity and job importance had no relation with work-family conflict. Second, work-family conflict had negative (-) effects on job satisfaction, work-family relation, job support, general happiness, and job environment while having positive (+) effects on job stress. Third, in all paths except for the path with effects of work-family conflict on job stress, there were no differences between the group of shops operating 365 days and the group of shops operating 5 days a week. It would be helpful to the effective operation of human resources by emphasizing the necessity of differentiated management for companies with shops operating 365 days and shops operating 5 days a week, as well as managing employees' job characteristic factors, work-family conflict, and even quality of life.

• 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.16 no.3
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• pp.321-331
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• 2018

The purpose of this study is to examine the effect of job stress on psychological burnout of childcare teachers and the mediating effect of self-esteem between two variables. For the study, the data collected from 520 teachers working in day-care centers in Seoul, Gyeonggi and Incheon areas were analyzed by utilizing the path analysis model. The results are as follows. First, job stress of childcare teachers had a positive effect on their psychological burnout, but it had a negative effect on their self-esteem. Second, self-esteem of childcare teachers influenced negatively their psychological burnout. Third, job stress of childcare teachers directly affected psychological burnout and its effect was indirectly mediated by their self-esteem. On the basis of the findings, the need to reduce job stress and psychological burnout and to enhance self-esteem was suggested.

• Journal of dental hygiene science
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• v.6 no.2
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• pp.107-111
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• 2006

This study purports to investigate the determinants of intent to leave of dental hygienists working at dental clinics. The sample used in this study consisted of 356 dental hygienists selected from nationwide Korea. The independent variables contain three groups of determinants: 6 structural variables, 2 psychological variables and one environmental variable. Job satisfaction and organizational commitment were included in the model as intervening variables. Data were collected with self-administered questionnaires and analyzed using path analysis. The results of the path analysis indicate that the following variables have significant total effects on the intent to leave of dental hygienists: organizational commitment, supervisory support, job satisfaction, alternative job opportunity, positive affectivity, role conflict and job autonomy. The results imply that the administrators of dental clinics should make an effort to motivate dental hygienists by redesigning their work process, to provide them with more autonomy in doing their work, and to develop their job knowledge and skills through continuous training and education.

• Journal of the Korean Home Economics Association
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• v.37 no.6
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• pp.59-76
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• 1999

This study was to investigate casual relation of psychological well-being and quality of life of married couples. For the data set 434 married couples living in Pusan, Korea were chosen. The data were analyzed using M, SD, t-test, Pearson's correlation, multiple regression, and path analysis. The findings of this study are as follows; First, marital satisfaction and the level of quality of life are higher for husbands than wives. Whereas psychological distress is higher for wives than husbands. Second, for husbands, husband's level of education, job satisfaction, husband's housework participation, and job stress have significant effect on marital satisfaction. For wives, wife's level of education, husband's housework participation, and husband's job stress have significant effect on marital satisfaction. Third, for husbands, job satisfaction and job stress have significant effect on psychological distress. For wives, husband's job stress have significant effect on psychological distress. Fourth, for husbands, job stress, marital satisfaction and psychological distress have significant direct effect on quality of life. Besides, husband's age, husband's level of education, job satisfaction, job stress, husband's housework participation, and marital satisfaction are indirectly associated with quality of life. For wives, marital satisfaction and psychological distress have significant direct effect on quality of life. Besides, wife's level of education, husband's job stress, husband's housework participation, and marital satisfaction are indirectly associated with quality of life.

• Journal of the Korean Home Economics Association
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• v.37 no.2
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• pp.145-158
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• 1999

The purpose of this study is to investigate the relationship between work-family conflict and job-life satisfaction of married female workers. Two data sets were used in this study. Both data sets were gathered from structured questionnaires and time dairies. The first data set was collected from 370 married female production workers in 1995 and the second set was collected from 143 married female clerical workers in 1996. Job and life satisfaction were measured on 5-point Likert scale where 5= very unsatisfied and 5= very satisfied. The overact means for both groups were 2.97, 3.09 for job and life satisfaction respectively The findings of this study are; 1) Clerical workers have significantely higher job and life satisfaction than production workers. 2) Multivariate analysis reveal that work-family conflict is negatively related to job satisfaction while income is positively related to job satisfaction. 3) In the path analysis model, work-family conflict has a negative direct effect and indirect negative effect mediated through job satisfaction on life satisfaction. Job satisfaction and husband's division of housework have a positive direct effect on life satisfaction. However, total labor time has a negative indirect effect mediated through work-family conflict on life satisfaction and income huts a positive indirect effect mediated through job satisfaction on life satisfaction.

• Journal of Digital Convergence
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• v.18 no.10
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• pp.491-499
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• 2020

The purpose of this study is to grasp the difference in vocational education and training and vocational competency according to the career movement path, targeting middle-aged Koreans (ages 40 to 64) who have experience in vocational mobility. A survey was conducted for a month in February 2020, and among the 1,224 data, 845 middle-aged adults who had moved within the last 5 years were selected. First, 69.0% of them moved to work, and 48.2% of them moved to 'employment→employment'. Second, among all groups, 80.6% did not participate in vocational education and training. Third, the 'employment→employment' group had the highest perception of job basic ability and job competency and job seeking skills compared to other groups. And the job competency of middle-aged workers who moved from 'employment to unemployment and housework (childcare)' appeared to be slightly lower than those of other groups.

• KSII Transactions on Internet and Information Systems (TIIS)
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• v.11 no.1
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• pp.237-252
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• 2017

In recent years, data centers have become the core infrastructure to deal with big data processing. For these big data applications, network transmission has become one of the most important factors affecting the performance. In order to improve network utilization and reduce job completion time, in this paper, by real-time monitoring from the application layer, we propose job-aware priority scheduling. Our approach takes the correlations of flows in the same job into account, and flows in the same job are assigned the same priority. Therefore, we expect that flows in the same job finish their transmissions at about the same time, avoiding lagging flows. To achieve load balancing, two approaches (Flow-based and Spray) using ECMP (Equal-Cost multi-path routing) are presented. We implemented our scheme using NS-2 simulator. In our evaluations, we emulate real network environment by setting background traffic, scheduling delay and link failures. The experimental results show that our approach can enhance the Hadoop job execution efficiency of the shuffle stage, significantly reduce the network transmission time of the highest priority job.

• Journal of Korean Academy of Nursing Administration
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• v.19 no.3
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• pp.340-350
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• 2013

Purpose: This study was done to identify relationships among post-traumatic stress (PTS), job stress and turnover intention in emergency department (ED) nurses. Methods: Participants were 250 ED nurses who had worked for one month or longer in the ED one of three university hospitals or seven general hospitals in Daegu City or Gyeong Buk Province in Korea. Structured questionnaires were used to measure PTS, job stress, and turnover intention of participants. Data were analyzed using descriptive statistics, one-way ANOVA, path analysis, and stepwise multiple regression with the SPSS program. Results: There were significant relationships between PTS, job stress and turnover intention. PTS influenced turnover intention directly and was indirectly mediated by job stress. The experience of traumatic events influenced PTS, job stress, and turnover intention. Indirect experience of traumatic events in the ED was an important predictor, explaining 20.1% of PTS in high-risk post-traumatic participants. Conclusion: PTS can be an important factor for job stress and turnover intention. The direct and indirect experience of traumatic events can influence PTS, job stress, and turnover intention in ED nurses. Based on these results, strategies for managing PTS and relating job stress are recommended to reduce turnover intention in ED nurses.