• The Journal of the Korea Contents Association
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• v.19 no.5
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• pp.342-349
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• 2019

This study was purposed to study on employment preference and employment perception and job value of dental hygiene department graduating students. The subjects of the study were 111 graduating students on 4-year-course K-University, dental hygiene department at W-city in Gangwon-do. The questionnaire consisted of 30 questions about general characteristics, employment characteristics and job value. The data were analyzed using the frequency analysis, Mann-Whitney U-test or Kruskal-Wallis test, and the Pearson's correlation between the level of job recognition with IBM SPSS Statistics ver. 20.0. The significance level was 0.05. There were significant difference between major satisfaction, grade, number of certificate and job value(p<0.05). Each questions of job value showed a significant correlation(p<0.01). Although there are limited sample qroups, this study identified employment characteristics and job value of dental hygiene department graduating students on 4-year-course and could be used for future career and job guidance.

• Journal of Service Research and Studies
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• v.7 no.4
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• pp.83-107
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• 2017

The purpose of this study is to suggest a customized servant leadership by exploring the effects of stewardship and community building factors on the subordinates' trust in leader of lower hierarchy and their job engagement. Regression analysis showed that stewardship is higher than community building in terms of its influence on job engagement, while community building outstrips stewardship in terms of trust in leader. Specifically, two items of stewardship factor - valuing the opinions of the subordinates in decision-making, and sacrificing without giving priority to the leader's self-interest - influenced the subordinates' trust in their leader. Of the items in community building, cooperating rather than competition, abiding by the principles in performing the work, the leader's not seeking recognition or compensation, and giving the subordinates the necessary authority to perform their work put impacts on the subordinates' trust in the leader, as well. As for job engagement, helping subordinates grow and develop, and, if necessary, taking the risk of challenging the job have a significant impact. Among the items of community building, it was found that the leader's not seeking recognition or compensation, and keeping the principles strictly in performing her duties promote job engagement. Based on these results, we propose to managers of human resources department the selection and training of tailored talents to meet the environmental characteristics of each organization, while avoiding programs for hiring and training personnel equipped with the uniform qualities of servant leadership.

• Journal of Convergence for Information Technology
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• v.12 no.4
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• pp.56-66
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• 2022

The purpose of this study was to investigate the job satisfaction and quality of life of nurses in a integrated nursing care service ward (INCSW) and a general ward (GW). A total of 88 nurses working in INCSW and GW were invited and followed up for 6 months over 3 times. There was no significant difference in job satisfaction between INCSW and GW for 6 months, while there was a difference in quality of life: overall quality of life (1st p=.033, 2nd p=.030), and overall general health (1st p=.049). Comparison of two groups by period in job satisfaction, there were statistically significant differences of the item 'recognition from the organization and professional achievement' (2nd versus 3rd, p=.037) and 'interpersonal interaction with respect and recognition' (1st versus 3rd, p=.005; 2nd versus 3rd, p=.006) in the INCSW. Comparison of two groups by period in quality of life, there was a statistically significant difference of the item 'overall quality of life' (1st versus 3rd, p=.025; 2nd versus 3rd, p=.010) in the INCSW. Development of various nursing strategies (such as manpower arrangement that reflects the nursing skill levels, patient needs, job training and organizational culture before placement) can be helpful for improving nurses job satisfaction and quality of life in INCSW and GW.

• Journal of Information Technology Services
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• v.20 no.3
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• pp.13-25
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• 2021

The article presents the results of how employee's hierarchical job roles differently recognize a SM(smart manufacturing) and evaluate comprehensively on the SM employees training. The research was focus on small and medium size manufacturing corporation in Banwol·Siwha industrial complex, where is carried out Smart Complex National Policy. The Results from 205 participants working for a manufacturing firms in the Banwol·Siwha industrial complex. The results of study show that managers (vs workers) group is higher recognition of smart manufacturing and more intention to participate a SM employee training and utilize a SM equipments for test a manufacturing process. and these variables were mediated by SM cognition. These results will help SM manpower training center strategically design their training programs to maximize the training effectiveness.

• Korean Journal of Childcare and Education
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• v.11 no.1
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• pp.83-100
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• 2015

The purpose of this study is to find out the effects of directors' leadership style and the type of decision-making on improving child care teachers' job satisfaction which is essential to operate high-quality nursing. The survey method was used for 184 child care teachers who work for child care centers. The collected data were analyzed using one-way analysis of variance and posteriori test to find out the differences in teachers' job satisfaction according to their recognition of directors' leadership and decision-making. The result showed that differences exist in child care teachers' job satisfaction according to the leadership and decision-making of directors as recognized by the teachers. The score of child care teachers' self-development, work, welfare & social stability related to job satisfaction hit the highest when directors' leadership type was efficiency-centered. Similarly, participatory decision-making type, which is the most ideal type, scored the highest in all sub-components of job satisfaction in the case of directors' type of decision-making. This implies that the directors who prefer positive leadership and democratic participatory decision-making type increase teachers' job satisfaction which will positively affect the child care centers' qualitative development.

• Korea Journal of Hospital Management
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• v.1 no.1
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• pp.37-55
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• 1996

This study attempts to analyze the factors affecting the intention of transferring to another hospitals among radiology technologists. 344 cases were reviewed in 5 university hospitals and 1 general hospital. Self-administered questionaire were given to study the socioeconomic characteristics, working conditions, job satisfaction level, and the reasons for transfer among the technologists. The major findings were as follows : 1. Job position and hospital characteristics had a statistically significant relationship with the intention of transferring to another hospital. 2. Those who were not satisfied with their salaries and promotional opportunity showed a higher tendency towards to transfer. 3. Those who were less satisfied with the opportunity for developing the personal ability and had the negative attitude on their job showed a higher tendency to transfer. 4. Those who did not sustain good relationship with their superiors and co-workers scored high on the tendency to transfer. 5. In the result of mutiple regression, recognition of radiation hazard, job satisfaction, satisfaction with salary levels, job attitude were significantly related to transfer. The above indicate that besides economic incentives, job satisfaction and organizational culture to promote their ability and form a good relationship with organization members were very important to decrease the intention of transfer. Since these results represent only 6 hospitals from a limited area, more hospitals nationwide, especially small and medium-sized institutions where there is a high turnover rate of employment, need to be examined in order to investigate the various factors that affect the intention of transferring.

• Journal of Agricultural Extension & Community Development
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• v.20 no.1
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• pp.41-69
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• 2013

The analytical result indicates that their sociological variables including education background, age and marital status, and job satisfaction factors including employment term, job title, compensation, organization, promotion, colleague, job transfer have a significant impact on the quality of their life. This means that their job satisfaction affects the quality of life. In other words, it is necessary to create an environment which can offset their complaints about job environment and conditions and furthermore, generate a sense of pride and a rewarding experience. The study suggests transparent, fair HR system and continuous training and management in consideration of employees' qualification, experience and interest to boost a sense of pride and social recognition and increase the level of job satisfaction as a result. In line with this approach, their dedication to bringing positive changes in local communities is also essential.

• Korean Journal of Community Nutrition
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• v.11 no.6
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• pp.750-760
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• 2006

This study was designed to investigate the correlation between perceived TQM performance and job satisfaction of dietitians. The objective of the study is to help the management of foodservice by providing a direction which will elevate perceived TQM performance of dietitians and presenting plans which will ensure effective foodservice management. The survey sample was dietitians (n = 308) who were charged with foodservice management. The questionnaires requested information about demographics self-perception of TQM importance and performance levels, and Job satisfaction. According to the TQM importance and performance analysis, the level of performance was typically high in TQM items recognized as important by dietitians and low in areas where the recognized level of importance was low. Analysis was conducted on the job satisfaction according to demographic characteristics. The level of satisfaction in terms of salary and promotion increased relatively for those working in the industries and those who were older, married, and full-time employees with longer careers. The lesser the number of working hours, the higher their satisfaction levels were. Canonical correlation analysis between TQM performance and job satisfaction indicated higher canonical correlation (canonical correlations coefficient: 0.59). In conclusion, TQM performance-job satisfaction showed higher canonical correlation. When information exchange via network is made possible and more external customer recognition is gained, it increases the level of job satisfaction. The above results suggest that further research on the scope of TQM performance is thoroughly needed and continual training is necessary for foodservice managers.

• 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.

• Proceedings of the Korea Contents Association Conference
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• 2015.05a
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• pp.127-128
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• 2015

아동안전지킴이 근무자의 만족도를 조사한 결과 응답자의 약 70퍼센트가 만족 이상으로 응답하였고 회귀분석결과 순찰노선의 적정성 인식(=.182, p<.001)과 활동비 적정성 인식(=.163, p<.001)이 만족도에 영향을 미치는 것으로 분석되었다.