• Journal of Family Resource Management and Policy Review
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• v.10 no.2
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• pp.61-86
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• 2006

This phenomenological study aims at exploring the role of family in promoting, maintaining, and developing job activities of women with acquired physical disabilities. As a result of in-depth interviews with 8 women with physical disabilities, 6 theme clusters and 14 sub-themes have appeared. Participants have vividly revealed their experiences with regard to the various support and help of their family. They were provided physical, emotional and financial supports which helped at great extent to overcome the anger and loss resulted from the acquired disabilities. Although most of the participants have experienced failure in job finding several times, they have at last succeeded in it by the consistent help of their family. In particular, the support and help given from the family were substantial and specific which promoted maintaining and developing their career. Therefore the participants could obtain more confidence in themselves and this made the participants to speak for themselves. Although the family roles for the job finding and maintaining of the participants are played in various ways which is positive, effective and specific, there remains some significant problems and limitations. Participants expressed their uncomfortableness in opening their most in-depth thinking and emotions to their family. They have also experienced a great deal of difficulties in maintaining job because of the housework load and child bearing work which is mainly regarded by the family members as the woman's(participant's)duties. In addition to this, sexual needs and sexual identity of the participants are neither recognized nor dealt with seriously in family, The participants also mentioned about the inequal relationships and their self-consciousness among family member as well as the lack of career guidance role of the family. Based on these research findings, we have made a number of suggestions to promote the positive roles and overcome the limited roles of the family.

• 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.

• Journal of the Korean Society for Library and Information Science
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• v.41 no.3
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• pp.201-215
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• 2007

Instruction is an emerging critical factor of library services and the practice of instructional activities has expanded to related various areas. This study analyses librarian job advertisements to identify roles, responsibilities, and job qualifications of instruction librarian. Findings include reference services and collection development are important Parts for instruction librarians' work as well as instructional activities. Knowledge on web and instructional applications are also emphasized in the job description of instruction librarians.

• East Asian Journal of Business Economics (EAJBE)
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• v.11 no.3
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• pp.27-35
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• 2023

Purpose - The present study bridges a significant gap in the literature by investigating the complex relationship between job crafting and protean career attitudes. It has been demonstrated that job crafting, which entails the proactive redesign of work roles, responsibilities, and relationships, empowers employees, and elevates. Research design, data, and methodology - This study employed a tailored search approach with specific terms linked to job crafting and protean career attitudes to ensure a thorough and focused analysis. The keywords include "Job crafting," "protean career attitudes," "career development," and related terms. This strategy uses an organized method to identify, screen, and choose appropriate studies. Result: This study synthesizes prior studies and identifies four critical links between the development of jobs and protean career attitudes. To begin with, task crafting, which entails job requirements and scope modifications, leads to protean career attitudes as employees match their roles to their skills and passions. Second, rational crafting, which is adjusting interactions with coworkers and superiors encourages flexible career attitudes. Conclusion - This study insists that organizations must consider the essential practical ramifications. Employers may improve employee growth, engagement, and talent retention by encouraging job customization, recognizing protean workers, cultivating a protean culture, investing in ongoing learning.

• Safety and Health at Work
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• v.14 no.3
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• pp.309-316
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• 2023

Background: Job performance is known as an essential reflection of nursing quality. Colleague solidarity, positive emotion, and turnover intention play effective roles in a clinical working environment, but their impacts on job performance are unclear. Investigating the association between nurses' colleague solidarity and job performance may be valuable, both directly and through the mediating roles of positive emotion and turnover intention. Methods: In this cross-sectional study, a total of 324 Chinese nurses were recruited by convenience sampling method from July 2016 to January 2017. Descriptive analysis, Spearman's correlation analysis, and the structural equation model were applied for analysis by SPSS 26.0 and AMOS 24.0. Results: A total of 49.69% of participants were under 30 years old, and 90.12% of participants were female. Colleague solidarity and positive emotion were positively connected with job performance. The results indicated the mediating effects of positive emotion and turnover intention in this relationship, respectively, as well as the chain mediating effect of positive emotion and turnover intention. Conclusions: In conclusion, dynamic and multiple supportive strategies are needed for nurse managers to ameliorate nursing job performance by improving colleague solidarity and positive emotion and decreasing turnover intention based on the job demand-resource model.

• Korean Journal of Child Education & Care
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• v.18 no.1
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• pp.1-25
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• 2018

The purpose of this study is to examine if ego resilience has regulating effects in correlation between child care teachers' job stress and work environment and their performance of roles with child care teachers working in Seoul and Incheon. PASW 20.0 was employed to conduct frequency, percentage, and reliability analysis. For each of the study questions, correlation analysis, multiple regression analysis, and stepwise regression analysis were done. The findings of this study are as follows; First, job stress perceived by child care teachers is found to have negative effects on their performance of roles. Second, work environment perceived by child care teachers such as relationship with the director, relationship with fellow teachers, welfare environment, support for teacher expertise, and factors related to operation or decision making are found to influence their performance of roles. Lastly, in correlation between work environment perceived by child care teachers and their performance of roles, ego resilience has regulating effects, and so does it in correlation between job stress and their performance of roles.

• Women's Health Nursing
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• v.26 no.3
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• pp.222-230
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• 2020

Purpose: Midwives working in hospitals (MWH) have limited roles in managing and assisting births independently. To find ways to successfully integrate midwifery into care systems, exploring midwives' work-related perceptions might be the first step. The purpose of this study was to compare professionalism and job satisfaction between Korean midwives working in birthing centers (MWBC) and MWH. Methods: A descriptive comparative design was used, querying 19 MWBC and 53 MWH in Korea. Data were accrued from October to November 2017 using the Professionalism Inventory Scale and the Job Satisfaction Scale. Results: Age, marital status, monthly income, length of career as a midwife, and length of career in the current workplace were significantly different between MWBC and MWH. The level of professionalism in MWBC showed significant differences by position at the birthing center (t=16.19, p=.001). Professionalism and job satisfaction among MWH showed significant differences depending on perceived professional performance (F=9.95, p<.001 and F=11.04, p<.001, respectively). Levels of professionalism and job satisfaction were higher for MWBC than for MWH. Conclusion: Educational programs designed to enhance professionalism and expand the role of MWH are suggested. Also, policy changes that clearly define job roles and improvement of the legal system is required to enable MWH in Korea to effectively perform their midwifery work and be properly reimbursed.

• Korean Journal of Occupational Health Nursing
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• v.18 no.1
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• pp.84-97
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• 2009

Purpose: The purpose of this phenomenological study was to understand the job experiences of the medical aid client managers Method: The data were collected through an in-depth interview from twelve medical aid client managers. It was analyzed using the phenomenological method proposed by Colaizzi (1978). Their feedback was categorized into five items such as 'settlement in the unknown place,' 'exhaustion from work,' 'difficulties in dealing with people,' 'achievement of professionalism and accomplishment,' and 'vision on the new aspect.' Conclusion: Medical aid client managers played diverse roles and they had a role conflict due to unstable position amid feeling proud with new vision on their roles. The results of this study suggested that systematic development of job training programs and description on the duty are needed. Moreover, appropriate legal basis for the duty of medical aid client managers is to be established. Finally, based on this research, more acknowledgement from the Korean nursing society is needed for the new emerging professional job.

• The Journal of Korean Academy of Orthopedic Manual Physical Therapy
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• v.20 no.2
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• pp.21-26
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• 2014

Background: In the present study, we examined gender roles, job satisfaction, and the relationship between the two among orthopedic manual physical therapists (OMT). Methods: The subject of this study was 208 physical therapists working in the general hospital and rehabilitation in Daejeon. In order to examine the nature of the subject, we calculated the ratio of second finger length for fourth finger of predominant hand and completed the questionnaire to determine the general characteristics and job satisfaction. Results: The OMT and NOMT (non OMT) digit ratio results were not significantly different (p>.05). Digit ratio based on gender was also not significantly different between groups (p>.05). Among the job satisfaction survey items, OMT was significantly higher than NOMT in terms of Pride, Reflection of opinions, aptitude match, and field satisfaction (p<.05); however, there were no significant differences between groups for the remaining items. Digit ratio was not significantly related to any of the job satisfaction items (p>.05). Conclusions: We determined that gender roles had a limited influence on selecting and continuing with orthopedic physical therapy.

• Journal of Korean Academy of Nursing Administration
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• v.20 no.3
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• pp.302-312
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• 2014

Purpose: The purpose of this study was to identify the roles of empowerment and emotional intelligence in the relationship between job embeddedness and turnover intension among general hospital nurses. Methods: The sample for this study consisted of 224 nurses from four general hospitals of less than 500 beds located in Seoul and Gyunggi Province. Data were analyzed using frequency, percentage, mean, standard deviation, t-test, ANOVA, Scheff$\acute{e}$ test, Pearson Correlation and Hierarchical Multiple Regression. Results: It was found that: (a) Job embeddedness and emotional intelligence had negative effects on turnover intension; (b) Emotional intelligence moderated the relationship between job embeddedness and turnover intension, but empowerment did not. Conclusion: Findings indicate a need to reduce the degree of turnover by enhancing job embeddedness among general hospital nurses. Further research needs to be done to refine this study.