• Korea Journal of Hospital Management
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• v.8 no.3
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• pp.72-91
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• 2003

The purpose of this study is to investigate the recognition of health information managers, and to analyze the level of job satisfaction and organizational commitment of medical record technicians. The data for this study were collected through a self-administered survey with a structured questionnaire to 172 subjects from medical record technicians working in hospitals in Seoul and Gyeonggi Province as well as the faculty of medical schools across South Korea. In this analysis frequency, t-test, ANOVA, factor analysis and structural equation model were used. The main findings of this study are as follows: 1. As for recognition of the seven dimensions in the role of health information managers, the role as clinical data specialist received the most positive feedback, followed by document & repository managers, patient information coordinators, health information managers, data quality managers, security officers and research & decision support analyst. 2. The level of job satisfaction among medical information handlers and managers averaged 3.14. In terms of the factors in the work environment concerned with job satisfaction, being able to work independently and as team players reached the top among 6 factors with the average of 3.39, followed by professional position, salary & rewards, expectations for job performance and administration. 3. The average rate of organizational commitment stood at 3.09. Respondents tend to be focused on present tasks rather than future-oriented tasks. 4. The result of the analysis based on the relationship between recognition as health information managers, job satisfaction and organizational commitment found that all analysis are statistically meaningful. The more the respondents were aware of their roles as health information managers, the more they tended to be committed to their work and satisfied with their work. The more the respondents were committed to their work, the more satisfaction was seen. The effects of recognition as health information managers on organizational commitment measured 0.27 and for job satisfaction it was 0.17. The effects of organizational commitment on job satisfaction stood at 0.71. The feasibility of the model meets the standard at Chi-square value of 66.755 and the P value of 0.057. The Normed Fit Index (NFI) of 0.930 was in compliance with the standard for model feasibility and the squared multiple correlation coefficient of this model was 8% in organizational commitment and 60% in job satisfaction.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.40 no.4
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• pp.171-182
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• 2017

Most people seek a happy life and happiness positively affects sentiment, satisfaction with life, creativity, human relationship, business productivity, and even health and life extension. However, according to a survey in 2013, subjective happiness of adolescents (including university students) was very low compared to other age groups in Korea. Therefore this paper examined the effects of job-seeking stress, appearance recognition, financial situation, trust in government, and locus of control on university students' happiness using SEM (structural equation modeling). 207 university students in Seoul, Korea have been surveyed. At first, an initial experimental SEM model among these variables has been set up and reliability analysis has been conducted. Then multiple regression analyses on job-seeking stress and happiness as well as SEM analysis have been conducted. As a result of these analyses, the SEM model has been revised two times. The final SEM model passed the goodness-of-fit test (using RMR, GFI, NFI, CFI, and IFI indices). The final SEM model showed the followings. First, Higher job-seeking stress (especially sentimental part, rather than environment or action related parts) negatively affects happiness. Second, Trust in government also affects happiness both directly and indirectly. Third, Locus of control is affected both by trust in government and financial situation. Fourth, appearance recognition heavily affects job-seeking stress. In addition, appearance importance is higher than appearance interest, meaning that students who are not very interested in appearance usually recognize the importance of appearance. Finally, happiness is affected neither financial situation nor appearance recognition. Therefore, even either they are in a poor financial situation or not happy with their appearance, they can be happy if they have firm locus of control.

• Journal of the Ergonomics Society of Korea
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• v.27 no.4
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• pp.65-71
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• 2008

This study conducted two surveys to establish an educational system to prevent work-related musculoskeletal disorders. The first survey investigates the factors influencing the recognition of job specifications for risk factor analysts of work-related musculoskeletal disorders. The respondents of the first survey were selected from 173 different small-sized manufacturing enterprises having less than 300 workers and had experienced the inspection of risk factors. The results of the first survey shows that better recognition of job specifications are followed by the increase of education time, but regardless of the positions and periods of job experience. Among the respondents with a high level recognition, the second survey was conducted. According to the results, it is presented that 2, 8, 16 hours are the most suitable for educating workers, superintendents, and risk factors analysts. Based on the results of the second survey, educational contents have also been suggested. This research will provide the basic information when forming education systems to prevent musculoskeletal disorders.

• Asian Journal of Business Environment
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• v.5 no.4
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• pp.19-28
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• 2015

Purpose - Research shows that increased workload and psychological pressure produces tensions in organizations. Such tensions can increase employee aggressive workplace behavior. This study attempted to discover the relationship among verbal aggression, job involvement, and turnover intention. Research design, data, and methodology - A survey of administrative workers in colleges was done between May 20 and May 26, 2015. Result - The findings were as follows. First, verbal aggression directly increased employee turnover intention. Second, stress recognition also created turnover intention among employees, which was detected in the interviews conducted after the survey. Third, both the survey and the interviews showed that stress recognition did not have a significant effect on job involvement. Fourth, both the findings and the interviews after the survey showed that stress increased turnover intention. Last, the finding on the role of self-esteem showed that self-esteem had a positive moderating effect on the relationship between the influence of verbal aggression and stress recognition. Conclusion - Having strong talent at work should lower turnover intention and turnover rates and develop the organization continuously.

• The Korean Journal of Health Service Management
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• v.12 no.1
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• pp.47-56
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• 2018

Objectives : The purpose of this study was to compare the characteristics of nursing work environments based on department type and to investigate the relationship between work environment and job satisfaction. Methods : The participants were 420 nurses from the ward, emergency room, intensive care unit, and operation room. The data were analyzed by descriptive statistics, ANOVA, Scheffe's test, and multiple regression test using the SPSS Win. 18.0 program. Results : The results were as follows: There was a significant difference in possibilities for development, meaning of work, recognition(reward), role clarity, and social community at work based on department type. The factors that influenced job satisfaction were influence, meaning of work, recognition(reward), role conflicts, and quality of leadership and these differed based on department type. Conclusions : The results of this study indicate that nursing work environments vary based on the type of hospital department. Therefore, it is necessary to develop diverse strategies for human resource management considering the type of department.

• The Journal of the Korea Contents Association
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• v.8 no.4
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• pp.211-226
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• 2008

This thesis is to figure out the job satisfaction and aptitude/vocation recognition of the child welfare teachers dispatched to Region Children Center and provide the basic data for the better children welfare policy in future based on it. First, as for the difference of recognition in the job satisfaction of the child welfare teachers dispatched by the population-statistic property of the research objects, there appeared a meaningful difference by the gender concerning the relation with seniors(p<.01), satisfaction with the office of the child welfare teachers dispatched(p<.01) satisfaction with provided knowledge information(p<.05) and the whole job satisfaction of the child welfare teachers dispatched. As the result of the survey of the recognition on aptitude and job understanding level, there appeared some meaningful differences by the school background on whether or not currently to make efforts to get a better job. In the matter of the pride as to the child welfare teachers dispatched, 27.5% of opinion givers had a clear mission and an objective sense about a current job, and the child welfare teachers dispatched recognized that they felt pleasure and value through the education of students. They understood the difficulty of the management of the children instruction program of region children center in the biggest matters such as the insufficiency of education materials and facilities, and the insufficiency of parents' participation and understanding.

• The Journal of the Korea Contents Association
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• v.20 no.3
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• pp.116-130
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• 2020

The purpose of this study is to examine the effects of childcare teacher's professional recognition, learning agility, and positive psychological capital on job satisfaction in order to suggest policies that required for child care teacher's positive performance. For this purpose, an online survey was conducted with 283 in-service nursery teachers in Jeonnam and the results are as follows. First, teachers with more than five years of experience showed higher levels of professional recognition and positive psychological capital. Second, the job satisfaction of child care teachers was highly correlated in order of professional recognition, positive psychological capital, and learning agility. Third, the professional recognition and positive psychological capital of the childcare teachers have positive effects on their job satisfaction. Through this study, it was confirmed that the professional recognition, learning agility, and positive psychological capital of the childcare teachers were significant variables in explaining job satisfaction. Therefore, in order to increase job satisfaction in daycare centers, it is necessary to firmly recognize that they are professional workers by providing training courses and consulting supports. Furthermore, there is a need to allow teachers more autonomy and to reform the hierarchical system in day care places.

• Korean Journal of Social Welfare
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• v.58 no.3
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• pp.195-221
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• 2006

The present study has a goal of investigating the effects of self-efficacy and facet Job Satisfaction on global job satisfaction in the Workers of Residential Facilities. As a result of analyzing the data of 269 participants, we obtained three factors of self-efficacy: competence, self confidence, and propulsion. Significant 7 factors of global job satisfaction are social recognition, job itself, relationship of clients, salary, relationship of superiors, working condition, and propulsion. And both facet job satisfaction and turnover intention are influenced upon social recognition, salary, and relationship of superiors. Also, facet job satisfaction is affected by job itself and relationship of clients, but turnover intention is affected by working condition and propulsion. This article concluded with a discussion of implications of job satisfaction on quality of welfare service along with current research imitations and future research themes and tasks.

• The Journal of the Korea Contents Association
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• v.22 no.1
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• pp.505-515
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• 2022

The purpose of this study is to identify the characteristics and differences in the perception of professionalism of workers in public and private social welfare institutions, and to understand the effect of professionalism perception on job commitment and performance. The main results and implications are as follows. First, there was a statistically significant difference in the perception of professionalism of public and private social workers. Specifically, private 3.26 and public 3.15 were higher in the recognition of professionalism of social workers working in the private sector than in the public sector. Second, both public and private social workers' perception of professionalism had an effect on job commitment and job performance. In other words, the higher the recognition of professionalism, the higher the job commitment and performance of both private and public sector workers. Third, workers in the private sector were higher in both job commitment and job performance than those in public institutions. In short, although professionalism perception affects the job commitment and performance of private and public workers, the job commitment and performance of private social welfare organizations with high professionalism awareness is high.

• International Journal of Contents
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• v.7 no.4
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• pp.84-89
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• 2011

General recognition on the role of a designer has differently changed according to the age and region respectively. This research has clarified general recognition on a designer's role among a designer, experts that designers mainly perform co-work and an ordinary people in a period when the design identity is more confused than any other time. The results of this research are as follows. First, the 13 definitions on a role of a designer in a company were identified through field interview survey by presidents and practical responsible persons in design-specialized companies. Second, it was proved whether there is a difference in recognition on a role of a designer between designers and non-designers. Third, this research divided a group of non-designers into two groups such as a design job-related group mainly performing co-work with designer, and an ordinary people's group that doesn't major design. After that, this research found out the most sympathizing definition on a role of a designer at a company in three groups divided into a designer's group, a design job-related group and an ordinary people's group. The awareness on the role of designer was more objectively regulated three-dimensionally in all aspects of a designers group and a non-designers group. In addition, the findings of recognition difference of each group on a designer's role will help comprehensive understanding on each experts group and an ordinary people. The findings of the research will help in performing co-work of designers and non-designers in design decisionmaking based on understanding of this recognition.