• The Journal of the Korea Contents Association
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• v.18 no.2
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• pp.626-641
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• 2018

As job rotation provides various job experiences and opportunities to develop potential abilities to employees, it is considered as a strategy for key human resources management to improve individual and organization's competitiveness. Therefore, to practically verify how employees at public companies having perception of job rotation influences on organization effectiveness, based on document research, we examined the viewpoints of perception on job rotation(operating procedure, individual development, career management) and viewpoints of organization effectiveness(job satisfaction, organizational commitment, organizational loyalty) and empirically analyzed organizational relationships. As a result, First, as the perception of job rotation, the operational procedures have a positive effect on job satisfaction, and the operational procedures and career management have a positive effect on organizational commitment. Second, job satisfaction has a positive effect on organizational commitment. Third, job satisfaction and organizational commitment have a positive effect on organizational loyalty. From this research, importance of perception on job rotation is verified in order to improve public companies' organizational effectiveness. This research has a purpose to suggest practical implication to improve the competitiveness of individual and organization at public companies.

• Journal of Convergence for Information Technology
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• v.11 no.11
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• pp.304-311
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• 2021

The purpose of this study is to empirically research the effect of jaycustomers behavior perception on emotional dissonance, job enthusiasm, and management performance. The sample was 327 beauty workers. The research methods were conducted by frequency analysis, factor analysis, reliability analysis, correlation analysis, and simple regression analysis. First, the study shows it was confirmed that the perception of jaycustomers behavior causes emotional dissonance and loss of job enthusiasm for beauty professionals. Second, it was confirmed that the perception of the behavior of jaycustomers had a statistically significant effect on emotional dissonance. Third, the perception of the behavior of jaycustomers had a statistically significant effect on management performance. Fourth, emotional dissonance had a statistically significant effect on job enthusiasm. Fifth, it was confirmed that management performance had a statistically significant effect on job enthusiasm. Therefore, it is believed the perception of jaycustomers behavior negatively affects beauty professionals.

• Journal of the Korean Society of Safety
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• v.29 no.4
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• pp.97-102
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• 2014

The aim of this study is to survey and analyze the safety perception and attitude of the construction managers for the purpose of contributing to the construction industry accident prevention by inducing safety behaviors of managers. The data analysis found that there were significant differences on safety perception and attitude depending on job positions. This survey found that job position and career affect the safety perception and attitude of manager. Further analysis revealed job position has more an effect on it than career. Therefore, in order to improve the safety perception and attitude of managers, it is effective to put managers more responsibility on safety.

• The Journal of the Korea Contents Association
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• v.18 no.4
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• pp.357-368
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• 2018

The purpose of this study is to explore the relationships between high-tech employees' job rotation experience characteristics, perception of job rotation, and subjective career success. It also aims to examine the mediating processes through which high-tech employees' job rotation experience characteristics contribute to employees' subjective career success. The results from hierarchical multiple regression analysis revealed that high-tech employees showed higher subjective career satisfaction when they were transferred to another job voluntarily, and the frequent job rotations have an adverse effect on employees' career satisfaction. It also turned out that employees' perception of job rotation fully mediated the relationship between job rotation experience characteristic and subjective career success. Finally, implications, limitations, and research recommendations are discussed.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.17 no.12
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• pp.659-669
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• 2016

The purpose of this study was to examine, among quality improvement (QI) department employees, the effects of perception of the healthcare accreditation on job stress and to identify factors affecting turnover intention. Research data was collected between 1 June and 15 June 2016. The sample included QI department employees who had participated in a healthcare accreditation survey. The collected data were analyzed to obtain frequency, percentage, mean and standard deviation results, which were assessed by using Student's t-test, ANOVA, and multiple regression analysis. The scores for QI employees' perceptions of the healthcare accreditation, job stress, and turnover intention were 3.35, 3.66, and 3.32 of the perception by general characteristics. There were significant differences between scores according to gender, age, QI department section, position, and job satisfaction. In addition, job stress and turnover intention scores showed significant differences according to position, age, QI department section, and job satisfaction. A positive correlation was observed between healthcare perception and job stress, while turnover intention was negatively correlated with healthcare perception. The results indicate that the perception of healthcare accreditation positively affects job stress; in contrast, it decreases the number of people intending to change departments. Among the sample of lower level workers, the younger age workers who were employed for more than 10 years expressed lower satisfaction with their job, which indicates that they are affected by their notion of healthcare accreditation more than by other factors. Thus, in order to lessen work stress and employees' thoughts of leaving the department, the QI department should be encouraged to lessen job stress and provide various supports to the employees.

• Korean Security Journal
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• no.48
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• pp.9-33
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• 2016

The purpose of the present study was to find out cause-and-effect relationship between job requirements and job resources, with job burnout as a mediator variable, and the effects of these variables on organizational effectiveness. The population in the present study was private security guards employed by 13 private security companies in Seoul and Gyeonggi-do areas, and a survey was conducted on 500 security guards selected using purposive sampling technique. Out of 460 questionnaires distributed, 429 responses, excluding 31 outliers or insincere responses, were used for data analysis. For analysis, data were coded and entered into SPSS 18.0 and AMOS 18.0, which were used to analyze the data. Descriptive analyses were performed to find out sociodemographic characteristics of the respondents. The exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) were used to test the validity of the measurement tool, and the Cronbach's Alpha coefficients were calculated to test the reliability. To find out the significance of relationships among variables, Pearson's correlation analysis was performed. Covariance Structure Analysis (CSA) was performed to test the relationship among latent factors of a model for job requirements, job resources, job burnout, and organizational effectiveness of the private security guards, and the fitness of the model analyzed with CSA was determined by the goodness-of-fit index ($x^2$, df, p, RMR, GFI, CFI, TLI, RMSEA). The level of significance was set at .05, and the following results were obtained. First, even though the effect of job requirements on job burnout was not statistically significant, it had a positive influence overall, and this result can be considered such that the higher the perception of job requirements by the member of the organization, the higher the perception of job burnout. Second, the influence of job resources on job burnout was negative, which can be considered that the higher the perception of job resources, the lower the perception of job burnout. Third, even though the influence of job requirements on organizational effectiveness was statistically nonsignificant, it had a negative influence overall, and this result can be considered that the higher the perception of job requirements, the lower the perception of organizational effectiveness. Fourth, job resources had a positive influence on organizational effectiveness, and it can be considered that the higher the perception of job resources, the higher the perception of organizational effectiveness. Fifth, the results of the analysis between job burnout and organizational effectiveness revealed that, even though the influence of job burnout on organizational effectiveness was statistically nonsignificant, it had partial negative influences on sublevels of organizational effectiveness, and this may suggest that the higher the perception of job burnout by the organization members, the lower the organizational effectiveness. Sixth, the analysis of mediating role in the relationship between job requirements and organizational effectiveness, job burnout was taking partial mediating role between job requirements and organizational effectiveness. These results suggest that reducing job burnout by managing job requirements, organizational effectiveness that leads to job satisfaction, organizational commitment, and turnover intention can be maximized. Seventh, the analysis of mediating role in the relationship among job requirements, job resources, and organizational effectiveness, job burnout was assuming a partial mediating role in the relationships among job requirements, job resources, and organizational effectiveness. These results suggest that organizational effectiveness can be maximized by either lowering job requirements or burnout management through reorganizing job resources.

• Asia Pacific Journal of Business Review
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• v.5 no.2
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• pp.1-18
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• 2021

This present study investigatesed the impact of the team innovation-oriented human resource management (HRM) practices on employees' turnover intention among financial, pharmaceuticals, distribution, and manufacturing industries in Korea. Furthermore, we explored whether risk perception of turnover and the cost of changing job would mediate the relationship between team innovation-oriented human resource management practices with employees' turnover intention in different industries in Korea. To that end, PLS structural equation modeling was used to exam the research hypothesis. We have found that team innovation-oriented HRM practices have a significant impact on employees' turnover intention. Moreover, we have discovered risk perception of turnover and the switching cost of changing job playing mediating role in the relationship of team innovation-oriented HRM practices with turnover intention among different type of industries employee. Lastly, the theoretical implications were discussed based on these findings.

• Journal of Korean Academy of Nursing Administration
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• v.18 no.4
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• pp.434-441
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• 2012

Purpose: The purpose of this study was to identify perception of recovery, self-esteem, role performance, job satisfaction and factors influencing job satisfaction of psychiatric mental heath nurses. Methods: Data were collected from 161 psychiatric nurses from G city & J province who understood the purpose of the study and agreed to participate. Data were analyzed using descriptive statistics, t-test, Pearson correlation coefficient, and multiple regression with SPSS 18.0. Results: There were significant differences in job satisfaction between upper 25% and lower 25% group for perception of recovery, self-esteem, and role performance. Results from the multiple regression analysis revealed difference in the related factors and in the magnitude of the relationship evaluated by standardized beta coefficients. Significant factors, listed by the magnitude of beta coefficients, were role performance, self esteem, roles and responsibilities in recovery, expectations regarding recovery in perception of recovery. These variables accounted for 16% of job satisfaction. Conclusion: Results indicate that to improve psychiatric nurses' job satisfaction, there is a need to develop programs including personal qualities and perception of recovery. Further research is necessary in order to establish consensus on roles of the related factors of job satisfaction.

• 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.

• Journal of Digital Convergence
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• v.14 no.9
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• pp.389-397
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• 2016

This study investigates convergent influence on childbirth perception and its association with job seeking stress, depression and hopelessness among some college women. The survey was administered to 531 college women in Jeonbuk area from March 28th to April 29th, 2016. The structured self-administered questionaries were used. The childbirth perception of respondents according to general characteristics turned out to be significantly higher in following groups: that of old age, that of religion, that of school life satisfaction, that of non drinker. The childbirth perception are significantly higher in higher job seeking stress group, moderate & severe hopeless group and moderate & major depression group. The childbirth perception was positively correlated with job seeking stress, hopelessness and depression. With the analysis of covariance structure, we could confirm relationship among the four factors such as job seeking stress, hopelessness, depression and childbirth perception. Job seeking stress was more influential on the childbirth perception than hopelessness and depression. The results are expected to be useful for health education to increase the positive thinking of childbirth perception of the college women. In the following study, the analysis about additional factors of convergent influence on childbirth perception will be needed.