• 한국직업건강간호학회지
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• 제25권1호
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• pp.55-64
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• 2016

Purpose: The aim of this study was to investigate the association between job stress and metabolic syndrome among male workers. Methods: A total of 396 male workers employed in an electronic company, located in 'P' city, Gyeonggi Province, who had taken medical examination at the 'D' hospital, volunteered in this study. All the data used in this study were obtained from 'D' hospital after getting consent and permission from the workers. General and occupational characteristics, medical history, and health-related behaviors of the subjects were obtained by self-administered questionnaire. Results: The highest occupational stress by sub-sector was reported in the order of insufficient job control, organizational system, lack of reward, job demand, job insecurity, physical environment, job culture, and relationship conflict. The prevalence rate of metabolic syndrome of the participants was 19.9%. The results of the multiple logistic regression analysis on metabolic syndrome of the subjects indicated that the syndrome was significantly higher among those with family history, smoking habit and ex-smoking, working duration of 3 years and over, and with higher total score of occupational stress. It was significantly more prevalent, when the degree of stress was high in the sub-sectors of occupational stress; job autonomy, job insecurity, lack of reward, and job culture. Conclusion: In conclusion, it is necessary to implement a plan to efficiently manage the job stress of these male workers, as the probability of metabolic syndrome increased with the increase of occupational stress. Furthermore, considering the highest occupational stress was found to be job autonomy among its sub-sectors, it is necessary to prepare various measures to enhance the autonomy of such employees.

• 한국방사선학회논문지
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• 제14권4호
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• pp.415-424
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• 2020

본 연구는 부산시내에 있는 1차, 2차, 3차 병원에 근무하는 방사선사들을 대상으로 조직몰입을 측정하고, 직무만족 및 직무스트레스가 조직몰입에 미치는 영향에 대해 알고자 설문조사를 실시하고 분석하였다. 그 결과 3차 병원의 직무만족과 조직유효성의 점수가 통계적으로 유의하게 높게 나타났다(p<0.05). 이직경험이 없는 그룹이 조직몰입, 직무만족 및 조직유효성의 점수가 통계적으로 유의하게 높게 나타났다(p<0.05, p<0.01). 직무스트레스는 일반적인 특성에 따른 분석에서 변수 간 통계적으로 유의한 차이는 없었다. 위계적 회귀분석 결과 방사선사의 조직몰입이 직무만족에 가장 높은 영향력을 미치는 것으로 나타났다(β=0.703, p<0.001). 방사선사는 병원 조직 안에서 질병의 진단 및 치료에 있어서 중요한 위치에 있다. 따라서 본 연구의 결과를 바탕으로 방사선사의 직무만족 및 직무스트레스와 조직몰입과의 관계를 분석하여 방사선사들의 조직 몰입을 높일 수 있는 방안을 마련하는데 도움이 될 것으로 사료된다.

• 한국컴퓨터정보학회논문지
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• 제13권5호
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• pp.211-218
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• 2008

본 논문은 국내 주요 취업 사이트에 대한 품질 현황을 연구하며, 각 사이트 별로 강점과 약점을 비교 분석하였다. 연구는 구인자 또는 구직자 설문을 통해 사용자 만족도를 측정하였다. 질문은 크게 정보 품질, 전달 품질, 환경품질의 세 가지 요인으로 구분되었으며, 각 요인은 세부 질문으로 구성되었다. 연구 결과 구인자와 구직자 모두 국내 취업 사이트의 정보 품질이 가장 중요하다고 생각하였다. 구직자에 비해 낮은 구인자의 만족도는 구인자를 위한 다양한 서비스 개발이 필요함을 나타내었다. 특히, 국내 취업정보시스템의 개인정보 보호에 대한 만족도가 상대적으로 낮게 나타났으며 이에 따른 개선 방안이 요구되었다. 공공 취업 정보 시스템은사용. 환경 품질 측면에서 민간서비스에 준하는 개선이 필요하였다.

• 치위생과학회지
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• 제19권1호
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• pp.60-66
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• 2019

Background: This study aimed to provide basic data to establish a foundation for efficient operation of the organization by assessing the effects of self-efficacy and job stress (measured by self-efficacy, job demand, and job autonomy) on organizational commitment among clinical dental hygienists. Methods: This was a cross-sectional survey study that used a self-administered questionnaire to collect data. After institutional review board approval, a survey was conducted from January to May 2017, targeting dental hygienists working in dental clinics and hospitals. The final 199 questionnaires were analyzed with PASW 18.0 for Windows (IBM Corp.). The data were analyzed using mean and/or standard deviation t-test, one-way ANOVA, and multiple regression analysis. Results: The means for self-efficacy, job demand, job autonomy, and organizational commitment were $55.94{\pm}9.65$, $26.55{\pm}2.29$, $20.24{\pm}3.88$, and $49.49{\pm}8.39$, respectively. Along with self-efficacy, the other factors of organizational commitment among dental hygienists that were statistically significant included job autonomy, mean salary (2,500~2,990 thousand Korean won [KRW] and ${\geq}3,000$ thousand KRW), and employee welfare (good), which are sub-areas of the surface acting. In other words, it was found that the higher the mean salary, the better the employee welfare, the higher self-efficacy, and the higher the organizational commitment, and the explanatory power of the model was approximately 42.1%. Conclusion: These results suggest that the higher the self-efficacy, job autonomy, mean salary, and employee welfare, the higher the organizational commitment. In order to improve job demand among dental hygienists, it is necessary to establish an effective plan to improve job welfare, self-efficacy, and job autonomy.

• 한국산업보건학회지
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• 제29권1호
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• pp.69-81
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• 2019

Objective: The purpose of this study was to find out what kind of change in death rate when job stress is solved by calculating job stress relieve coefficient. Methods: This study used the data of the fourth working condition survey. Regression analysis was used to determine the relationship between health effects recognition and Death rate per 10,000 workers. After that the recognizing and non - recognizing groups were categorized by health effects recognition, and the differences between the two groups were confirmed by cross tabulation analysis. Results: Regress analysis P-value is 0.011 and $R^2$ is 0.979. Death rate per 10,000 worker increased with the increase in the number of non - health impact recognizing group. The relieve factors were (1) work culture(2.859) (2) physical environment(2.184), (3) improper reward (1,839), (4) relationship conflict(1.646), (5) job requirement(1.613), (6) job autonomy(1.354), (7) job instability(1.334), And (8) organizational system(1.201). The higher the relieve coefficient is, the higher the probability of belonging to the non - health impact recognizing group when there is no job stress factor. Conclusions: When job stress is resolved, there is a high probability that the health impact recognition is reduced, which can lead to an increase in death rate. but according to previous studies, Job stress can cause accidents by reducing the safety behavior of accidents. The job stress management plan should simultaneously consider reducing job stress and increasing health impact recognition.

• 패션비즈니스
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• 제16권5호
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• pp.74-87
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• 2012

The service industry will be essentially extended during the economic growth and industrial development. Especially, the role of workers meeting the customers in service industry is very important from the view point of purchase intention. So many companies in service industry endeavor to increase the work efficacies of workers through the various prizes and incentives, and improve the job performance by additional education. Recently, the incentive tours are comprehensively accepted as an efficient tool to promote the loyalty and job performance of workers. The incentive tours enable the worker to gain the cultural experiences. They will experience not only the natural heritages and antiques, but also the local life culture and arts culture. The culture marketing for worker as the internal customer increase the worker's loyalty and the ties among workers, and therefore, their job performance will be increased. The empirical results (162 workers surveyed) showed the incentive tours have improved both the individual and group's job performance at a cosmetic sales organization. So it is recommend to plan the organization specific incentive tour in order to improve the productivity of the service organization.

• 대한지역사회영양학회지
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• 제13권6호
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• pp.890-902
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• 2008

The purpose of this study was to develop a standardized job description for dietitians working in the public health nutrition area. Work-oriented job analysis methodology was employed for the study purpose. Subjects of 38 dietitians currently working at health centers in 2002 were recruited. Based on the focus group interview with 7 public health nutritionists and 7 professors, information about task elements was collected. Questionnaires measuring work performance and self-perception of importance of the selected task elements were administered. Reliability and validity of this instrument were tested by Chronbach's alpha and factor analysis. SAS PC package program was used for the statistical analysis. The final developed job description for public health nutritionists included 5 duties, 20 tasks and 93 task elements. The results of this study can be summarized as follows; 1) 5 duty areas are A. plan and evaluation of public health nutrition services, B. developing nutrition education materials, C. implementing nutrition services, D. networking community, and E. self development. 2) Each duty area from A to E was composed with 6, 2, 6, 4, 2 tasks, respectively. 3) Each duty area from A to E was composed with 24, 8, 38, 14, 9, and 2 task elements, respectively.

• 동서간호학연구지
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• 제21권2호
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• pp.148-155
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• 2015

Purpose: This study examined image of nurses in relation to their job satisfaction perceived by hospital nurses. Methods: The subjects were 352 registered nurses working in two university hospitals and one general hospital. The data were collected from October 1 to October 30, 2012 using self-report questionnaires. The data were analyzed using the SPSS/WIN 18.0 program. Results: Mean scores for nurses' image and job satisfaction were $3.66{\pm}.44$ and $3.14{\pm}.33$. Significant positive correlation was found between image of nurses and job satisfaction perceived by hospital nurses(r=.515, p<.001). Conclusion: The result indicates that strategic plan for nursing practice is needed for improving nurses' image and job satisfaction perceived by nurses in hospitals.

• 임상간호연구
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• 제25권2호
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• pp.198-207
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• 2019

Purpose: The purpose of this study was to provide data to establish an efficient manpower management plan so that the organization can identify the influence of organizational silence and professionalism on job embeddedness among nurses in hospital management. Methods: Self-report questionnaires were distributed to 150 nurses in hospital management who were working in general hospitals with less than 900 beds but more than 300 beds in the districts of Seoul and Gyunggi, Gangwon province. Of the questionnaires, 127 out of 150 copies were collected and 120 copies were used for final analysis. Seven were not considered sincere in the responses. Data were analyzed using SPSS ver. 22.0 statistic program, t-test, ANOVA, $Scheff{\acute{e}}$ test, Pearson correlation coefficients and multiple regression. Results: Organizational silence and professionalism had significant influence on job embeddedness, which explained 43.4% of job embeddedness. Conclusion: The results indicate that in order to raise job embeddedness, it is necessary to provide various programs to change communication patterns in the nurses in hospital management, and to create environments in which nurses in hospital management can present various opinions.

• International Journal of Internet, Broadcasting and Communication
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• 제13권1호
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• pp.123-133
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• 2021

We study confirmed the factors influencing the organizational culture(collective culture, development culture, rational culture, hierarchical culture) perceived by members of the organization and the manager's authentic leadership(self-awareness, balanced information processing, relational transparency, internalized moral perspective) on job crafting. In addition, the relationship between organizational culture and authentic leadership was empirically analyzed. In order to verify the hypothesis of the research model, the survey results of 269 parts were verified as follows using the statistical program of SPSS 24.0. First, the organizational cultures perceived by members of the organization, development culture and rational culture, showed positive (+) influence on job crafting. In other words, Hypothesis 1 established by the research model was partially adopted. Second, the group culture, development culture, and rational culture of organizational culture were statistically significant in the relationship between the hypothesis 2 organizational culture and authentic leadership. In other words, Hypothesis 2 was partially adopted. Third, the three hypotheses of authentic leadership (self-awareness, balanced information processing, relational transparency, and an internalized moral perspective) all showed positive (+) effects on job crafting. As a result of this study, it was possible to confirm the importance of the organizational culture that improves the job-crafting of the members of the organization and the strategic activation plan for authentic leadership. Therefore, the necessity of strategic human resource development for the development and application of programs to revitalize organizational culture and improve the manager's authentic leadership has emerged.