• Journal of Fashion Business
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• v.6 no.6
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• pp.12-18
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• 2002

This study was conducted out of necessity for attempting to identify what degree of satisfaction contemporary beauticians having to accomplish this expanded role of theirs had and what factors had an effect on their job satisfaction. Based on the study results, the following conclusion was drawn: 1) It was found that beauticians‘ level of job satisfaction with its components was in the order of 'vocational pride'(3.66), 'human relations'(3.39), 'autonomy'(3.29), 'required job'(3.13), and 'vocational duty'(3.01). 2) It was found that as to the level of job satisfaction according to religions beauticians with Buddhism had the highest level of job satisfaction with each of its components, followed by 'Others'(3.37), 'Christianity'(3.26), 'Catholicity'(3.25) and 'No Religion'(3.24). 3) It was found that as to the level of job satisfaction according to the future plan beauticians saying 'I will stop working at the same time that I marry'(3.68), 'I will continue working'(3.33), 'I will work for several more years'(3.30) and I will stop working at any time depending on circumstances'(3.29).

• Journal of Korean Society of Occupational and Environmental Hygiene
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• v.26 no.1
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• pp.75-89
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• 2016

Objectives: The purpose of this study was to investigate job stress and satisfaction by general characteristics of engineers industrial hygiene management, and we expect to provide basic data for strategic plan to strengthen the role related to the job. Methods: The subjects of this study was 184 persons who belong to the Korean Industrial Health Association, and 178 completed questionnaires were analyzed. The survey was conducted from June 29 to July 3, 2015. Conclusions: It is necessary to decrease the stress caused by additional job through increasing manpower and developing detailed manual according to the position and systematic job assignment considering general characteristics. Also, it is judged that job satisfaction should increase by vitalizing mentoring, club, small group activity in workplace for maintaining and improving good personal relationship with team members, and implementing incentive system to acknowledge and reward personal duty result.

• Journal of the Korea Safety Management & Science
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• v.12 no.2
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• pp.41-48
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• 2010

The Purpose of this study was to comprehend the influence that worker's job stress caused by the distinct characteristics of construction work affect on construction management. Proven through previous studies of job stress measurement method, physical environment, job demands, job autonomy, interpersonal conflict are derived as typical factors. We analyzed causal relationships between the factors using structural equation modeling under the hypothesis that job stress have effect on the construction management. As a result, successful job stress management for construction management plan is proposed.

• Culinary science and hospitality research
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• v.13 no.3
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• pp.175-186
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• 2007

This study was conducted to investigate how job attitude and organization absorption of hotel employees influence their job satisfaction and present a plan for development to the high level based on the result. It carried out the survey with 289 cooks of special grade hotels in Seoul area. According to the result, organization absorption raised by .677 when emphasizing job roles and it raised .141 when stressing the organization behavior. Furthermore, it revealed that job roles and the factor of organization behavior influenced(p<05) job satisfaction, while job roles affected job achievement(p<05). What is more, it appeared that the factors of organization absorption significantly affected satisfaction and achievement each in statistics. Considering such results, it can be presented that job attitude of cooks in special grade hotels who have optimistic mind meaningfully influenced organization absorption and job satisfaction. It showed that even though the job imposed on the cooks of special grade hotels are relatively high, organization absorption goes up as job attitude is positive, which means high productivity connecting with job satisfaction in the end.

• 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.

• Korean Journal of Occupational Health Nursing
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• v.13 no.2
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• pp.118-129
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• 2004

Purpose: The purpose of this study is to investigate effects of shift work on married nurses' role conflict and job satisfaction. Method: Study subjects consisted of married nurses employed at four general hospitals with over 500 beds located in Seoul and Kyunggi area. The data were collected from March 15th to April 7th, 2004 using the survey and the subjects were asked to reply through self-administrative method. Results: Mean value of role conflict of nurses who worked shift work was measured 3.12 out of 5, and that of nurses who did not was measured 2.98. Mean value of job satisfaction of nurses who worked shift work was measured 2.79 out of 5, and that of nurses who did not was measured 2.86. There was a significant reverse correlation between mean level of role conflict and of job satisfaction. Both groups, nurses who worked shift work and nurses who did not, showed significant reverse-correlation in two areas. In the case of nurses who worked shift work, role conflict not showed a significant correlation. Job satisfaction showed a significant correlation with the plan to work as a nurse and remuneration in the case of nurses who worked shift work. Duty of supporting family was the factor affecting role conflict and measured 4.2% in the case of nurses who worked shift work, and the plan to work as a nurse and the academic background in the case of nurses who did not work shift work. Conclusion: To reduce role conflict and to improve the degree of job satisfaction, there should be taken a measure to improve a financial compensating system for working shift work for nurses who worked shift work, and to help nurses not working shift work to design plans for their job as nurses with stability.

• Journal of the Economic Geographical Society of Korea
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• v.24 no.1
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• pp.1-13
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• 2021

The POSCO Outsourcing Partners(POSOP) consisted of 59 companies plays an important role in creating jobs in Gwangyang City of Jeonnam Province, the representative steel city of Korea. However POSOP are suffering from a job shortage. The purpose of this study is to analyze the mismatch between job-seekers and job-openers in relation to employment in Gwangyang City. As a result of the job-mismatch analysis of nine factors, there was a clear mismatch in recognition of suppliers, access to corporate and employment information, employment information acquisition path, and employment preference factors. However, there was no mismatch in the factors of employment avoidance and difficulty in the job-seeking and recruitment process. As solutions to the mismatch, it proposes to redefine the role of POPOS, promote capacity building projects for labor-management co-prosperity and cooperation, and gradually promote related projects in connection with the master plan related a comprehensive plan for youth jobs.

• Journal of Technologic Dentistry
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• v.41 no.4
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• pp.347-358
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• 2019

Purpose: The purpose of this study was to analyze dental technicians' job stress and Job satisfaction level and to examine its correlation. Methods: A self-administered survey was conducted from September 2 to October 2, 2019, on 230 selected dental technicians. The collected data were statistical data on frequency and percentage were obtained, and t-test, one-way ANOVA, correlation analysis and regression analysis were carried out. Results: When the job stress was analyzed, there were significant differences according to their field of work, working hours(p<.05). Their average score in the items about a job stress was 3.57. As a result of analyzing the job satisfaction of the dental technicians, there were significant differences according to their working hours, plan for task continuity in dental technician(p<.05). The average score in job satisfaction items was 3.11. Conclusion: As a result of research, that as for the correlation between a job stress and job satisfaction, a higher the job stress led to lower the job satisfaction, as every variable had a significant reverse correlation with each other. In addition, physical environment, heavy workload, conflict during the work performance, personal matters were identified as the factor that exerted the influence on both of job satisfaction.

• Journal of dental hygiene science
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• v.11 no.1
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• pp.7-14
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• 2011

This paper aims to comprehend the career plan and job view of the students of Dept. of Dental Hygiene who are expected to graduate with a bachelor of science degree, explain the characteristics of their jobs after graduation, compare them with the graduates of associate of science degree and finally give a basic data necessary for developing careers in the future. From the survey of 184 would-be graduates of Departments of Dental Hygiene at 6 universities that produce dental hygiene graduates in 2011 and 251 would-be graduates with a A.S. degree of Dept. of Dental Hygiene, whose course takes 3 years, this paper reaches the conclusion below. More graduates with B.S. degree in dental hygiene than those with a A.S. degree want to attend graduate school after graduation. It is found that most of the graduates with B.S. degree in dental hygiene wanted to work as a dental hygienist until they reach retirement age after getting a job. They favor dental hospitals, which give them a higher salary and ensure them of retirement age. They have a lower-esteemed job view: they think that their jobs are socially lower regarded, compared with graduates with a A.S. degree. It is found that those who wish to attend graduate school have lower job satisfaction than those who want to get a job after graduation. It is necessary for the educational institutes of dental hygiene to teach their graduates have a positive attitude their job and for the association to make an active effort to increase the job satisfaction of dental hygiene students as well as dental hygienists by enhancing social recognition of a dental hygiene.

• Proceedings of the Safety Management and Science Conference
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• 2009.11a
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• pp.483-493
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• 2009

The global economic recession caused a great change of the labor environment such as restructurings and unstable employment. This facts brought about an increase in sense of rivalry, over workload, job uncertainty and lowering of self-confidence. Due to the fact that the work process and employing system in construction field is little differ from normal industries, especially, labors working in construction field are much exposed to the job stress. On this study, we survey construction-field labors and made an analysis of the gathered data through the statistic method to reveal what kind of job-stress factors influence on the defects of construction works. As the result, we investigated the truth of the induction factors which cause the job-stress in costruction field and proposed an alternative plan for an effective job-stress management which make the defect rate low.