• Journal of the Korean Society of Food Culture
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• v.24 no.6
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• pp.711-720
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• 2009

The purpose of this study was to understand the effects of hotel employees' physical attractiveness on person-job fit and to empirically analyze whether self-esteem and self-efficacy play a mediating role in the causality between an employee's physical attractiveness and person-job fit. Self-administered questionnaires were completed by 345 employees and the data were analyzed by frequency analysis, factor analysis, reliability analysis, correlation analysis and multiple regression analysis. The primary results were as follows: Multiple regression analysis showed that hotel employee physical attractiveness had a positive significant influence on self-esteem ($\beta=.504$, p<.001) and self-efficacy ($\beta=.441$, p<.001). Also, employee selfesteem ($\beta=.281$, p<.001) and self-efficacy ($\beta=.478$, p<.001) each had a positive significant influence on person-job fit. As a result of analyzing the mediating role, the effect of hotel employees' physical attractiveness on person-job fit was partially mediated by self-esteem and self-efficacy.

• Journal of Korean Academy of Nursing Administration
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• v.11 no.4
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• pp.361-369
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• 2005

Purpose: The purpose of the study was to analyze the present status of community health practitioner activities and efforts to improve the job performance. Method: This study employed descriptive exploratory design. The sample consisted of 1,892 community health practitioners which was 90 % of population of community health practitioners. The data was analyzed by using SPSS Windows 10.0. Result: The most popular activities of community health practitioners were women's health, chronic degenerative disease management, elderly health, and outpatient care of primary health care. The activities that community health practitioners want to strengthen were outpatient care, disease prevention, rehabilitation, health promotion, and counseling. The efforts to improve the job performance were consult to other health care professionals, discussion with patient and families to choose effective treatment options. Community health practitioners knew that they were exposed to malpractice and hould try to make many efforts to improve their performance. Conclusion: The roles and activities of community health practitioners should be changed to the shift of health care environment and systems.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.14 no.6
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• pp.2908-2914
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• 2013

This study investigated hospital EMT' scope of work perceived by emergency medical service providers by surveying 122 emergency medical service providers working at university hospitals in Daejeon and Chung-nam in order to provide basic materials for improving EMT' roles and legal regulations related to their works and enhancing the quality of emergency medical services. According to the results of this study was $3.23{\pm}0.67$ for the 40 items surveyed, which was somewhat higher than average. By area, job awareness was highest for trauma care, which was followed by hospital phase and breathing assistance, and lowest for medication. In order for emergency medical service providers to recognize hospital EMT' works, first of all, EMT need to carry out their jobs and roles faithfully. Therefore, educational institutions should provide substantial education programs. What is more, legally clear definitions should be made on the job of EMT, and campaigns and monitoring should be made continuously for EMT.

• Journal of Convergence for Information Technology
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• v.11 no.10
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• pp.230-238
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• 2021

This study sought to understand the mediating effect of job enthusiasm in relation to work-life balance and job performance of hospital workers. The data collected through a self-contained survey using structured questionnaires for employees of medical institutions in Busan and South Gyeongsang Province were analyzed using SPSS 26.0 and Process Macro programs. As a result of the analysis, job performance and non-role performance were the most influenced by passion (+), and work-life balance was evaluated as a factor that increased job enthusiasm. In addition, work-life balance directly influenced job performance, but indirectly influenced job performance as a medium. In particular, the work-life balance and the relationship between performance other than roles were fully mediated. In order to improve the job performance of hospital workers at the organizational level, it is necessary to increase job enthusiasm, which means that efforts are needed to establish an organizational culture that values work-life balance.

• The Journal of the Korea Contents Association
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• v.13 no.10
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• pp.495-510
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• 2013

The purpose of this study was to explore the effects of work rewards on the organizational effectiveness including mediator role of self-efficacy, and also the work rewards was divided into three categories of task rewards, organizational rewards and social rewards, organizational effectiveness into two categories of organizational commitment and job satisfaction. Research findings are follows; First, job diversity and job challenge of task rewards, payment of organizational rewards, superior support of social rewards have a positive influence on organizational commitment. Second, job diversity, job challenge and job autonomy of task rewards, superior support of social rewards have a positive influence on job satisfaction of finance public enterprise employees. Third, tested mediator role of selt-efficacy between work rewards and organizational effectiveness, and found out moderating roles between work rewards and organizational commitment, but its role between organizational rewards and job satisfaction was found only in job stability of organizational rewards. In terms of the results of this study, the theoretical and practical implications of the findings were discussed and directions for future research were presented.

• Journal of the Korean Society for Aviation and Aeronautics
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• v.20 no.1
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• pp.1-12
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• 2012

Many pilots of the Korean Air Force(ROKAF) leave their jobs in order to move out to civilian airlines. Thanks to this considerable turnover phenomenon, the ROKAF faces a serious lack of air defense power. While the common understanding of this problem mainly talks about 'money' as the main cause of turnover, some pilots point out rather different issues. Many pilots say in a large-scale survey that they face serious job stresses not only from relative shortage of their income compared to civilian pilots, camp life, separated family conditions, overly loaded administrative works, but also from their professional flight trainings and low promotion rate to high ranks. The survey shows, however, at the same time, that the ROKAF pilots do not consider their job trainings and overall roles as the military pilots as the main factor causing the intention to turnover. A critical aspect of the pilots' job condition is many stress factors consistently affect overall job satisfaction level which stimulates the decision to turnover when they have to choose between the extension of military service as a pilot and moving-out to civilian airlines for new pilot's life. In other words, they accept the job difficulties as pilot in the military, but their long-term job satisfaction level is negatively affected by the job stresses.

• Journal of Korean Library and Information Science Society
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• v.40 no.1
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• pp.493-516
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• 2009

The study is to suggest the roles of school library professionals upon changes of school libraries according to the 7th Korean Educational Curriculum. With this purpose, it investigates the policies and current status of allocations of school library professionals, and the interview of non-regular librarian about works. The study also compares job understanding of teacher-librarians, teachers managing school libraries and that of non-regular librarians in school libraries. It suggested the desirable roles of school library professionals.

• Journal of Information Technology Services
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• v.18 no.4
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• pp.55-66
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• 2019

The career development of information security workforce affiliated in administrative department is very different from workforce affiliated in private companies. Their career development attempts are made not by voluntary motivation but by involuntary job movement by the principle of internal relocation. So they are not directly linked to monetary compensation or advancement. Due to the nature of the organization, their work attitude is very passive and there is little intention to turnover. They do not need professionalism, but they must be retrained according to the law. In this paper, we investigate and analyze the roles and responsibilities of information security workforce of each administrative department. And we do questionnaire survey to find out current roles and responsibilities of them will not affect the demand for retraining. Through these research, we would like to discuss how to manage information security workforce affiliated in administrative departments.

• Women's Health Nursing
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• v.26 no.1
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• pp.10-18
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• 2020

Purpose: The purpose of this study was to investigate work performance and calling as determinants of job satisfaction among nurse midwives. Methods: The participants of this study were registered nurse midwives who had worked in the delivery room for more than 6 months. Data were collected by face-to-face interviews, postal mail, and mobile devices. Subjects completed self-report questionnaires from July to August 2017. The dataset was analyzed using descriptive statistics, the independent t-test, analysis of variance, the Pearson correlation coefficient, and multiple regression. Results: The mean score for job satisfaction was 3.42±0.45. Among the sub-factors, income had the lowest score (2.67±0.72) and management of delivery had the highest score (3.81±0.66). Job satisfaction was significantly different according to marital status (t=2.25, p=.028), residential area (t=2.43, p=.016), and cause of job satisfaction (F=4.54, p=.012). Job satisfaction showed a significant positive correlation with work performance (r=.29, p<.001) and calling (r=.57, p<.001). The correlation between work performance and calling was also positive and statistically significant (r=.32, p<.001). Purpose and meaning (β=.48, p<.001) and marital status (β=-.15, p=.025) significantly influenced job satisfaction. The model developed in this study explained 45% of variation in job satisfaction. Conclusion: Nurse midwives' job satisfaction may be enhanced by entrusting them with professional roles and tasks. Above all, it is necessary to develop and provide programs that help nurse midwives connect their jobs with the meaning and purpose of their lives.

• Journal of Korean Academy of Nursing
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• v.32 no.2
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• pp.219-230
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• 2002

This study was aimed at comparing and evaluating one main role, the professional self concept and job satisfaction of public health nurses and clinical nurses. Method: The data was collected from 72 nurses in 8 health centers and 86 nurses in 5 hospitals in Daegu city and Kyungpook province from May 5th to June 5th, 2001. This study was interviewed by trained social workers. The origin of questionnaires used in this study were PSCNI(Professional Self-Concept of Nurses Instrument) to measure the professional self concept of nurses and JDI(Job Descriptive Index) to measure the job satisfaction of nurses. The data was analyzed by SAS(version 6.12) and statistical methods used were Chi-square test, t-test, ANOVA(analysis of variables) and ANCOVA(analysis of covariate). Result: The findings of this study were as follows: 1. The most important domain in the main role of public health nurses were as counsellors, managers, mediators and evaluators. In clinical nurses, their main roles were, directors of nursing, researchers, spokesmans, and informers. 2. Public health nurses showed lower scores in the professional self concept of nurses than clinical nurses, what statistically significant tool was used to suggest this finding. 3. Public health nurses showed higher scores in job satisfaction than clinical nurses, but again, explain the tool used in these findings for give a rationals. 4. For public health nurses, general characteristics which affected professional self concept were age, educational level, and duration of job. In clinical nurses, the general characteristics which affected professional self concept were age, religion, marital status, and duration of job. 5. For public health nurses, there was no general characteristic which affected job satisfaction. In clinical nurses, the general characteristics which affected job satisfaction were age, religion, and duration of job. Conclusion: Nursing profession should give a training to competent nurses who can deliver high quality care to meet the needs of health consumers. The role of nurses has been expended and specialized as health conception has been changed in Korea.