• 한국학교보건학회지
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• 제19권1호
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• pp.17-29
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• 2006

Purpose : The purpose of this study were to examine the degree of job duty importance and difficulty of nutrition teachers in elementary school and then to make their future duties and roles clearly. Methods : The duties of nutrition teachers were classified into four fields such as foodservice management, nutrition education, nutrition counseling and educational experience of Korean agricultural products, and then each field were divided into job duties and job tasks. The subjects was 139 dietitians at elementary schools in Dague and Kyungpook Province who appraised the degree of importance and difficulty of the above four job duties with the Likert 5-point scale through a questionnaire survey. Results : From the results of the survey, it was found that every dietitian had highly assessed the importance of the four job duties of nutrition teachers. In a survey of the degree of job duty importance and difficulty on the dietitians, subjects recognized the following such as haccp management in the field of foodservice management is of the most importance(4.30), and the personal management has the most difficulty (3.80). In the field of nutrition education, the work of establishment nutrition education plan is of the most importance(4.33), and the developing of nutrition education materials and programsn are the most difficulty (4.13). In the field of nutrition counselling, students of that than parents and teachers counselling is of the most importance (4.15) and the most difficulty (4.08). Finally, in the field of our agricultural products experience education, which of he work is the most importance(4.07), and difficulty (4.02). Conclusion : Therefore, it is judged that nutrition teachers in the future should not only have a foodservice management, as their main job duty, but also aid in constructing life-long health management system for students and teachers by conducting a nutrition education and counseling, and also exert their energies in the job duties of menu development and experience education utilizing our agricultural products.

• Child Health Nursing Research
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• 제21권3호
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• pp.253-260
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• 2015

Purpose: Child Health nurse practitioners (CHNPs) in Korea have important roles in disease management and health promotion for children and adolescents. Yet, practices of CHNPs licensed and employed in hospitals have not been adequately identified. Thus, in this study the scope of practice by CHNPs and job satisfaction and stress were investigated and compared according to the CHNPs' position in the working place. Methods: A descriptive cross-sectional survey design was used. All 53 licensed CHNPs participated in the mail survey which included a 71-item questionnaire on job performance and job satisfaction and a job contents questionnaire. Descriptive statistics, ${\chi}^2$ test, independent t-test and Mann-Whitney U test were used to compare CHNPs employed as nurse practitioner (NP) and CHNPs employed as staff nurses. Results: Compared to CHNPs employed as staff nurses, CHNPs employed as NPs more frequently provided education, environment management, coordination and research in their practice areas. No significant difference was found in job satisfaction between the two groups except for the administration and income subdomains. Only the physical exertion subdomain in job stress was stressful to CHNP employed as staff nurse. Conclusions: Job performance of CHNPs in Korea needs to be revised to include more practical practice in education, coordination, and research related areas.

• 디지털융복합연구
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• 제14권10호
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• pp.217-224
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• 2016

본 연구의 목적은 변혁적 리더십이 조직구성원의 직무만족에 미치는 영향과 변혁적 리더십과 직무만족 간의 관계에서 직무자율성의 조절효과를 살펴보는 것이다. 선행연구의 검토를 통해 적절한 가설을 만들고 위계적 회귀분석을 실시하여 가설내용들을 검증하였다. SAS 9.1과 Smart PLS 3.0을 이용하여 기술통계, 확인적 요인분석, 위계적 회귀분석을 실시하였으며, 대기업, 중소기업, 공기업 등 30여개 기업의 조직구성원들을 대상으로 분석하였다. 분석결과는 다음과 같다. 첫 번째, 변혁적 리더십은 직무만족에 정(+)의 영향을 미치는 것으로 나타났고 두 번째, 변혁적 리더십과 직무만족 사이에서 직무자율성이 조절역할을 하는 것으로 나타났다. 따라서 본 연구를 통해 직무만족에 영향을 미치는 과정과 변수들(변혁적 리더십, 직무자율성)을 이해함으로써 조직구성원을 관리하는데 유용한 정보를 얻을 수 있다. 이러한 실증 연구결과를 바탕으로 시사점과 연구방향을 제시하였다.

• 산경연구논집
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• 제14권12호
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• pp.33-41
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• 2023

Purpose: This study's primary goal is to investigate and evaluate the critical contributions made by industrial-organizational psychologists to raising worker job satisfaction. The study aims to offer insights that can enhance workplace environments, improve organizational processes, and increase employees' general well-being by looking at the particular contributions made by this field. Research design, data and methodology: The study design, data collection strategies using the literature content analysis allow for a thorough analysis and synthesis of the body of knowledge about industrial-organizational psychologists' contributions to improving worker job satisfaction. This method entails a sequential procedure that includes formulating research questions and locating pertinent studies. Results: Numerous previous works have indicated that industrial-organizational psychologists are essential in determining how an organization is run and how satisfied its workforce is with their jobs. The four major roles (Job Design, Leadership, Workplace Culture, and Employee Development) that were found after a thorough analysis of the body of current literature are presented in this section. Conclusions: In sum, the roles found in this study provide organizations with a framework for creating work environments that prioritize the well-being and overall growth of the people who make up the organization while also helping them negotiate the complexity of the modern workplace.

• 임상간호연구
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• 제23권2호
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• pp.131-141
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• 2017

Purpose: This study was to investigate the nationwide operational status of the professional medical support staffs (PMSS) who practice the expanded roles in the hospital setting. Methods: The data were obtained through survey from 36 hospitals with over 500 beds from 25th May to 12th July 2016. Data from 1,666 PMSS were analyzed. Results: Since the job titles varied, we classified them into 5 groups according to their roles; advanced practice nurse, clinical nurse expert, PA (physician assistant), coordinator, and others. There were differences in the operation status of PMSSs depending on the region, nurse staffing grade and number of hospital beds. Qualification criteria varied from hospital to hospital, and almost half of the hospitals didn't have any qualification standards for them. There were differences in age, educational level, clinical careers, rewards, and job satisfaction in 5 groups. Especially PA group had low salary, poorer working conditions, more difficulties in performing their work, and lower job satisfaction than other groups. Most PMSS (99.5%) were using a delegated prescription authority, however only 68.3% had job description and 19.9% had documented delegated role. Conclusion: Adequate training curriculum, documented delegated roles, and the protocols for legal protection and efficient medical services are needed.

• 산업융합연구
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• 제9권1호
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• pp.67-78
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• 2011

It is revealed that there is still considerable interest in job satisfaction and that a growing number of methods are being used to study satisfaction. In particular I reviewed studies using methodologies such as interviews, questionnaires, and diary studies. Overall. my review suggests that working roles change for individuals and theoretical perspectives fade or rise for scholars, the experience of job satisfaction continues to play a central role in understanding life at work.

• 간호행정학회지
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• 제18권4호
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• pp.434-441
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• 2012

Purpose: The purpose of this study was to identify perception of recovery, self-esteem, role performance, job satisfaction and factors influencing job satisfaction of psychiatric mental heath nurses. Methods: Data were collected from 161 psychiatric nurses from G city & J province who understood the purpose of the study and agreed to participate. Data were analyzed using descriptive statistics, t-test, Pearson correlation coefficient, and multiple regression with SPSS 18.0. Results: There were significant differences in job satisfaction between upper 25% and lower 25% group for perception of recovery, self-esteem, and role performance. Results from the multiple regression analysis revealed difference in the related factors and in the magnitude of the relationship evaluated by standardized beta coefficients. Significant factors, listed by the magnitude of beta coefficients, were role performance, self esteem, roles and responsibilities in recovery, expectations regarding recovery in perception of recovery. These variables accounted for 16% of job satisfaction. Conclusion: Results indicate that to improve psychiatric nurses' job satisfaction, there is a need to develop programs including personal qualities and perception of recovery. Further research is necessary in order to establish consensus on roles of the related factors of job satisfaction.

• 한국보건간호학회지
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• 제26권2호
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• pp.314-327
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• 2012

Purpose: This study was conducted in order to investigate the relationship between the level of emotional labor and job stress for public health nurses. Methods: The survey was conducted from Mar. to Oct. 2010 for collection of data from public health nurses (N=195). Descriptive statistics, ANOVA, t-test, Tukey HSD, and Pearson's correlation coefficient were used in performance of data analysis. Results: Results of this study indicate that as the nurses grow older, they receive a larger salary and their emotional labor is reduced. The results of this study also demonstrate that the emotional labor is highest when their total nursing job work duration and public health nurse work duration are between six and 10 years. There is a significant difference in job stress of the two age groups between occupational roles and personal strain. This means that job stress is highest in nurses who are in their thirties and low fifties. Emotional labor showed positive correlation with occupational roles and personal strain of job stress, but showed negative correlation with personal resources. Conclusion: According to the results of this study, we suggest development of interventions to reduce emotional labor and job stress, taking into account the characteristics of age.

• 한국IT서비스학회지
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• 제17권2호
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• pp.1-16
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• 2018

Large corporations have the work and roles of employees clearly defined in accordance with their established internal structure whereas small and mid-sized firms may lack an official job specification or a written job description, causing ambiguity in the role of employees. In IT service companies, especially, there is a relatively large number of tasks requiring one person to play multiple roles and they are often highly dependent on few key players. In this reality where about 80% of the job seekers end up in SMEs, it is therefore necessary to look into how the turnover factors such as job strain and occupational burnout caused by the role ambiguity from extra work affect the turnover intentions of small and medium sized IT service firm employees. The outcome of this study is as follows. First, the relationship between job strain and turnover intention has been examined to find that a weak inverted U shaped relationship exists between role overload, which is a subset of job strain, and turnover intention. Second, the hypothesis based on the competing values framework has been tested that the fitness with organizational leadership and culture would moderate the relationship between job strain and turnover intention and it has been confirmed that the degree of relationship between role conflict and role ambiguity, the subsets of job strain, and turnover intention has changed. In conclusion, in order to discourage turnover intention, it is necessary to increase the fitness with the organization and leadership or generate a sufficient level of strain in case of an organization with low fitness.

• 대한안전경영과학회지
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• 제20권1호
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• pp.23-31
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• 2018

Industrial disasters cause lots of damages from individuals to companies and country. Especially, damages caused by constructional disasters take very large portion in the whole industry and are accompanied by huge personal physical damages. For the prevention of disasters, roles of safety manager are very important and especially, effects of disaster prevention can be changed by occupational ability of construction safety manager. To improve job abilities of safety manager, job education is very important. This research suggested a model for job education management of construction safety manager and proposed improvements as a study on improvement of curriculum for vitalization of job education of construction safety manager so as to improve occupational ability of safety manager. To achieve them, this research examined standard and operation status of current job education of safety manager and the problems and suggested a model materializing job educational contents as a measure to vitalize job education system of safety manager.