• Korean Journal of Hospice Care
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• v.7 no.1
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• pp.15-28
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• 2007

This study was focused on figure out what kinds of elements are influencing on job satisfaction with approach of the educational system. It was also to figure out how work characteristics and role conflicts of employees influence on job satisfaction. Objects of study were employeeswho had been working in Hospice and Palliative medical center at least for 6 months, and they were doctors, nurses, ministers, and welfare workers. Collected materials were analyzed by Frequency Analysis, One-way ANOVA, Correlation Analysis, and SimpleRegression Analysis. Results from study can be summarized like below. The first, job satisfaction of workers in Hospice and Palliative medical center were 3.36, and this numerical value is pretty high over all. For saying from the higher to the lower satisfaction level, there were satisfaction with job itself, satisfaction with co-workers, satisfaction with seniors (superiors), and satisfaction with organizations, on the other hands, satisfaction with salaries was turned out as the lowest level among those. The second, role conflict was 2.63, and it is considered as the medium level. after inquiring into it by elements of role conflict, they felt many environmental difficulties compared to other workers in different fields such as environmental difficulty, role ambiguity, insufficient ability, process obscurity, etc. The third, work environment influencing on job satisfaction are as follows. Professional environment among characteristics of work environment was significant statistically. Job satisfaction of ministers was the highest; others were in the order of doctors, welfare workers, and nurses. For employment history, job satisfaction was higher as they have more and longer job experience including whole professional experience both in hospice and palliative medical center. In addition, participating in hospice and palliative programs, intensive training regularly was significantly. Job Motivation was also significant statistically. Especially, job satisfaction was higher when people decided to work in hospice and palliative medical center because of individual desire (self-realization). Lastly, influence of role conflict on job satisfaction is as follows. Environmental difficulty, role ambiguity, insufficient ability, process obscurity, etc showed the significant meaning statistically, and the lower role conflict was related with the higher job satisfaction. Suggestions for next study based on such results are as follows in order to improve or increase job satisfaction of employees in hospice/palliative medical centers. The first, to expand education opportunity of employees is needed to increase job satisfactionof hospice/palliatives medical centers. Participating in intensive programs and seminars by types of occupation and acquiring professional knowledge are very important since employees are motivated by those activities. For that, developing and activating intensive education/programs by professional occupations are suggested. The second, dividing roles of employees and determining each job's limit clearly in hospice/palliative medical centers are required. For that, study developing standard job regulations is suggested for each professional job. Lastly, developing and providing reasonable salaries is needed because low salaries of hospice/palliative medical centers are the absolute reason lowering job satisfaction. Therefore, this paper suggests improving the salary level of employees of hospice/palliative medical centers and developing practical plan for it.

• Culinary science and hospitality research
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• v.13 no.1 s.32
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• pp.99-111
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• 2007

This study aims at inquiring into the effect of kitchen employees' conflict factors in deluxe hotels on turnover to present a improvement plan. For this, it made a survey of 292 kitchen employees in deluxe hotels from December 1 to 10, 2006. The results were as follows: First, it showed that the service welfare conflict had a positive effect on the compensational turnover, and high compensational turnover was caused by high conflict of welfare or benefits. Second, it showed that the cooking job conflict had a positive effect on the developmental turnover. Third, it showed that the colleague relationship conflict had a positive effect on the developmental turnover. Consequently, each factor of compensational and developmental turnover had significantly positive correlation to the cooking job conflict, service welfare conflict and colleague relationship conflict. Considering the above results, the employees' turnover produced results that are contrary to negative and positive effects traditionally discussed various effects or results on organization.

• Journal of the Korea Safety Management & Science
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• v.16 no.1
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• pp.11-19
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• 2014

Prevention of the disasters is the best welfare to workers and it brings the growth and stability of an enterprise, finally uplifts the national competitiveness. Because small-scale businesses do not have safety and health managers, the government provides a wide range of safety and health management supports to small-scale businesses. However despite of this government's effort, the industrial accident rate of small-scale businesses does not decline, which is mainly because the projects are not differentiated according to the risk level of individual business. Therefore, this paper aims to obtain implications concerning a plan to conduct a reliable assessment of education through a safety job assessment, and to build a framework which may improve a technical area through the AHP analysis.

• Journal of Korea Multimedia Society
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• v.18 no.12
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• pp.1528-1537
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• 2015

In this research, we show that constructing a specific job-processing-sequences like a OPL paragraph in OPM (we call it int a new terminology 'program', which just means plan) is essential step in programming, just like a blueprint for a wood furniture or a house. As a result of our research on how to produce a specific job-processing-sequences without OPM, we found that outlining tool is the most easy-to-use tool for the required job. We show that the MS-word outlining function can be used easily as a good programming supporting tool with Visual Studio C/C++.

• Culinary science and hospitality research
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• v.10 no.1
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• pp.186-202
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• 2004

The purpose of this study was to find out the efficiency of control plan for the productivity at the deluxe hotel. To analyze the data, 5-point measure, self entry, SPSS, frequency analysis, difference analysis, many fold regression analysis. The results of this study could be explained as follow: change of occupation rate, reflect to employees, lack of stability a state of mind condition, reflected mental factor and stability of organization, and compared to the job satisfaction and inclination of a change of occupation.

• Journal of Korean Institute of Industrial Engineers
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• v.25 no.2
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• pp.192-203
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• 1999

This paper deals with the order release problem for minimizing weighted earliness and tardiness as well as Work In Process (WIP) in dynamic job shop environments. A newly designed hierarchical order release mechanism is developed for efficient real-time control of the earliness/tardiness and WIP. The hierarchical order release mechanism consists of the order release plan and the order release control which is composed of two procedures. The experimental results show that the proposed order release mechanism is superior to other four order release mechanisms under overall simulation conditions of utilization rate, due-date allowances, and earliness/tardiness cost structures. In addition, the difference of total cost among the four dispatching rules is much more reduced in the proposed order release mechanism than in other release mechanisms.

• The Journal of the Korea Contents Association
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• v.8 no.12
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• pp.283-290
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• 2008

This study explored the relationship between Police Officer's Job Motivation and Organizational Commitment. The Police officers' Job Motivation has been measured, and then how their Job Motivation affects Organizational Commitment has been examined. So, the ultimate purpose of this study is to suggest the ways for the human resource management plan and then to raise the organizational Commitment. The methodology used in this study is based largely on the motivation model. A Police Officer's Job Motivation Perception questionnaire comprises 4 categories; 'Responsibility and Service', 'Job Security', 'The reputation of police', and 'Aspiration for police work'. And Organizational Commitment. In the conclusion, policy implications for developing an effective recruitment strategy and Necessity of training program are discussed.

• Journal of Digital Convergence
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• v.13 no.10
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• pp.81-98
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• 2015

This study explores performance factors of a casino information system for foreigners, empirically examines the causal relation between these factors and business performances through organizational trust and job satisfaction and suggests a plan to develop such a information system. We found that information quality positively impacted on perception of information security, but negatively on job satisfaction; system quality positively did on security reliability, but negatively on job satisfaction; service quality positively did on trust in information security and job satisfaction; lastly security reliability positively did on job satisfaction. We found that information quality, system quality and service quality would affect perceived information security and job satisfaction.

• Journal of Digital Convergence
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• v.13 no.10
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• pp.165-170
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• 2015

This study attempted to investigate an efficient human resources management plan by enhancing organizational performance and reducing the factors which influence turnover intention after analyzing the effects of job burnout on organizational effectiveness and turnover intention. To test a research model, after explaining the purpose of the study to them at work, data were obtained through a standardized questionnaire survey. To figure out the effects of job burnout on organizational effectiveness and turnover intention, causality was analyzed using the Structural Equation Model (SEM). According to hypothesis testing, a total of five hypotheses were chosen, and the following results were obtained: Job burnout had a significant effect on organizational commitment (-0.456), job satisfaction (-0.488) and turnover intention (0.501). In terms of relations between organizational effectiveness and turnover intention, organizational commitment (-0.350) and job satisfaction (-0.199) decreased turnover intention. Therefore, it is important to discover and analyze these obstacles which hinder employees from being absorbed in their work with attachment.

• Health Policy and Management
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• v.11 no.4
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• pp.109-128
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• 2001

This study was conducted to investigate the factors affecting on organizational commitment of military hospital nursing officers. For the purpose of this study, the self-administerd questionnaire survey was done with 440 military hospital nursing officers during february, 2001. The major results of the study were summarized as follows: By path analysis using LISREL 7.0, variables such as met expectations, work involvement, pay, work definiteness, positive affectivity, family support, peer support, promotion opportunity, expectations before entering a military hospital had significant positive effect on Job satisfaction in order of size, however, vertical conflict and horizontal conflict had significant negative effect in order of size. Variables such as job satisfaction, met expectations, promotion opportunity, positive affectivity, pay had significant positive direct effect on organizational commitment in order of size, however, job routinization, job opportunity had significant negative direct effect in order of size. It was found that the following variables, listed m order of size, had significant total effects on organizational commitment: job satisfaction, met expectations, positive affectivity, promotion opportunity, pay, vertical conflict, job routinization, family support, work involvement, work definiteness, job opportunity. In considering above findings, the program or plan for job satisfaction promotion, met expectations, fair promotion opportunity, adequate pay, work definiteness, solving conflict, positive affectivity promotion would be implemented to increase organizational commitment of military hospital nursing officers.