• 한국철도학회:학술대회논문집
• /
• 한국철도학회 1999년도 추계학술대회 논문집
• /
• pp.81-90
• /
• 1999

This study focuses on what factors influence the job satisfaction of KNR. For solving this research question, three important factors affected job satisfaction are selected through literature review : harmonics communication, fairness of personnel management, satisfaction of human relations. This study tests that the cognitive degrees of above factors are defending on different personal characteristics, and also searches the relationship between job satisfaction and the three factors. This study makes the hypothesis based on a conceptual model elicited from the outline of the previous study. To verify the hypothesis, using SPSS WIN 7.5 package is practiced.

• The Journal of Asian Finance, Economics and Business
• /
• 제5권3호
• /
• pp.133-142
• /
• 2018

The purpose of this study was to examine the effect of two-dimensional factor of motivators and hygiene on civil servants' job satisfaction using the partial least square structural equation modeling (PLS-SEM) as a technique employed to analyze the measurement and structural models. Exploratory study was deployed to evaluate the relationship among variables. By using multistage stratified sampling, statistical data was collected from a survey of 441 public municipal civil servants who have employed in various levels (municipal government, districts and communes) in Vietnam. The findings provided evidence that hygiene factors (relationship with leader, salary, relationship with coworker and working environment) directly impact on civil servants' job satisfaction. Meanwhile, only career development factor from motivators significantly influenced on public employee's job satisfaction. Based on the empirical results, the hygiene factors of job satisfaction are more dominated that the motivators one. This finding suggests that municipal governments should focus policies on improving the hygiene factors which lead to higher job satisfaction on civil servants. Gaining a thorough understanding of the determinants of job satisfaction toward municipal public servants will enable policy makers to grasp the factors that results in retaining employees. Finally, the policy makers can use this knowledge to promote civil servants' job satisfaction.

• The Journal of Asian Finance, Economics and Business
• /
• 제8권8호
• /
• pp.259-270
• /
• 2021

The purpose of this study is to explore the link between job satisfaction and organizational commitment at higher education institutions (HEIs) in emerging countries such as Vietnam and to determine extrinsic work factors that influence job satisfaction. Higher education is critical for socio-economic growth and the overall development of each country. Hence, an understanding of what motivates employees' actions and attitudes should be obtained before determining the extent of employee satisfaction. The conceptual model was developed by incorporating job satisfaction-related variables, their relationships, and the impact of job satisfaction on organizational commitment. An empirical study was conducted on a study sample of public and private universities, with 316 academics and non-academic employees surveyed. The current study employed the partial least squares structural equation modeling to test the proposed hypotheses. The results reveal a positive and significant relationship between job satisfaction and organizational commitment. The findings confirm that extrinsic work factors (job itself, supervision, working conditions, payment, and reward and recognition) have a positive and significant relationship with job satisfaction. Furthermore, the study indicates that employees at HEIs who have a high level of ability utilization and supervisor support are more likely to be satisfied with their jobs.

• 동서간호학연구지
• /
• 제16권2호
• /
• pp.179-189
• /
• 2010

Purpose: The purpose of this study was to investigate the relations among professionalism, organizational commitment and job satisfaction, and to the investigate the influencing factors of organizational commitment and job satisfaction among clinical nurses. Methods: The participants were 386 nurses sampled from Seoul and Gyeonggi provinces. A structured questionnaire was used to collect data, and the data were analyzed by applying t-test, ANOVA, Pearson correlation coefficient, and stepwise multiple regression with SAS 8.12. Results: A positive correlation existed among professionalism, organizational commitment and job satisfaction. Major factors that influenced organizational commitment were job satisfaction, religion, educational status, and a sense of calling (one of the subcategories of professionalism), which explained 54.1%. Major factors that affected job satisfaction were organizational commitment, educational status, and the subcategories of professionalism including a sense of calling, a service to the public, self-regulation and professional autonomy, which explained 60.8%. Conclusion: Based on the findings of this study, the professionalism is one of the critical factors linked to organizational commitment and job satisfaction among clinical nurses. In order to promote organizational commitment and job satisfaction among nurses, an appropriate practical support system, which is applicable to diverse conditions, should be developed and applied in nursing.

• 한국직업건강간호학회지
• /
• 제26권2호
• /
• pp.93-104
• /
• 2017

Purpose: This is a mixed method study to understand the experience regarding the job satisfaction of Physician Assistant (PA) male nurses. Methods: First, factors influencing job satisfaction were analyzed using quantitative approach and job adaptation processes by qualitative research was done through interviews. Finally both of the collected data were comprehensively compared. Results: The factors which had the greatest influence on job satisfaction in the regression analysis were job stress (${\beta}=-.49$, p<.001) and job identity (${\beta}=.46$, p<.001) and the explanatory power explaining these variables was 58% (Adj. $R^2=.58$). The results of qualitative research were categorized using the same four variables with qualitative research variables. Five themes in job satisfaction, three themes in job identity, five themes in job stress and six themes in job value were identified by content analysis. Conclusion: This finding identified that the job stress and job identity were important variables related to job satisfaction. Therefore, the factors influencing job identity have to be strengthened, and a systematic management and interest to develop them are necessary.

• 한국비블리아학회지
• /
• 제25권1호
• /
• pp.217-237
• /
• 2014

본 연구는 장애인 대상 도서관 자원봉사자들의 직무만족에 영향을 주는 요인에 대해서 분석하였다. 이를 위해 국내외 학자들의 선행연구를 중심으로 자원봉사자 직무만족의 영향요인을 종합적으로 고찰한 후 요인들을 추출하였다. 연구결과 개인특성요인 중 결혼여부, 연령, 학력, 봉사활동 참여경로에 따른 직무만족에 차이가 있었으며, 참여동기요인 중 이기적 동기는 직무만족에 영향을 미치고 있으나, 이타적 동기는 직무만족에 영향을 미치지 않았다. 환경요인은 보상모델, 이전 경험, 역할모델 모두 직무만족에 영향을 미치지 않았으며 활동가치인식요인 중 기대합치, 업무적절성이 직무만족과 정적인 것으로 나타났다.

• The Journal of Korean Physical Therapy
• /
• 제23권1호
• /
• pp.67-75
• /
• 2011

Purpose: This study aimed to analyze factors that influence the job satisfaction of physical therapists working in hospitals. Methods: The study was done using a self-administered questionnaire associated with job satisfaction, which was completed by 352 physical therapists working in hospitals. Results: The average job satisfaction score was 3.16. Sub-items scores for job satisfaction were higher for overall satisfaction (3.21) and lower for job satisfaction of achievement (3.12) than the average score. Job satisfaction of subjects showed statistically significant differences with regard to differences in sex, marriage, type of hospital, year of total career, type of patients and motivation level (p<0.05). The average job stress score was 2.38. The sub-items of job stress consisted of problems pertaining to physical environment (2.28), job demand (2.54), job autonomy (2.31), social support (2.14), job instability (2.36), organized management system (2.44), inner motive (2.24), and job culture (2.26). Multiple regression analysis revealed that job satisfaction became significantly lower with increasing levels of job stress. Conclusion: These results suggest that the job stress of physical therapists is closely related to their job satisfaction. An effort to reduce job stress may be helpful in improving the health and quality of life of physical therapists who work in hospitals.

• 대한지역사회영양학회지
• /
• 제23권1호
• /
• pp.28-37
• /
• 2018

Objectives: This study was conducted to identify differences in job stress, satisfaction and commitment of cooking employees working in hotel kitchens with and without HACCP systems. Methods: Culinary employees of 12 five-star hotels were surveyed and 504 valid data were used for SPSS analysis. Sub factors of working environment factors (job stress, job satisfaction, and job commitment) were examined for analysis. Results: The results showed that hotels that implemented the HACCP system had significantly higher values for the five sub factors of employee job stress (job demand, relationship conflict, organizational system, lack of job autonomy, and job instability; p<0.001). For the sub factors of job satisfaction (internal and external satisfaction) statistic showed a statistically significant value in hotels that did not implement the HACCP system (p<0.001). Job attachment and job importance, which are sub factors of job commitment, showed no difference in relation to the implementation of HACCP system, and job responsibility showed a higher p-value in hotels that did not implement HACCP (p<0.05). Conclusions: The results of the study indicate that culinary employees working at venues with HACCP systems have more job related stress, lower job satisfaction and partially less job commitment. Based on this outcome, venues that have already implemented or are planning to implement HACCP systems should consider the implications regarding their management of employees. Managerial policies that enhance autonomy, job stability, achievement, self-development, promotion, and compensation should also be implemented. Finally, meticulous attention and high investments into the work environment and human resources are necessary.

• 한국컴퓨터정보학회논문지
• /
• 제22권11호
• /
• pp.151-160
• /
• 2017

IIn this paper, I investigate the effect of special education teachers' self-leadership on job-satisfaction. The data was collected from 141 special education teachers to analyze the correlations between self-leadership, job and life satisfaction. In addition, another purpose is to analyze how self-leadership influence on job satisfaction (human relationship, assigned tasks) and life satisfaction. The results are shown as follows. First, self-expectation and goal setting, self-expectation and human relationship, human relationship and assigned tasks have meaningful correlation. Second, self-expectation and self-rewarding are sub-factors of self-leadership that have great influence on human relationship which is a subordinate factor of job satisfaction and assigned tasks. Third, self-expectation and self-rewarding are factors of self-leadership that have a great influence on life satisfaction. Finally, it shows that self-leadership has an effect on life satisfaction through assigned task, which is a factor of job satisfaction. However, through human relationship, self-leadership does not have a meaningful effect on life satisfaction. This study is significant by finding sub-factors which influence special education teacher's self leadership, job satisfaction and life satisfaction by using Bootstrap method.

• 대한안전경영과학회지
• /
• 제13권4호
• /
• pp.35-41
• /
• 2011

This paper reviewed the relationship between job quality, job satisfaction and occupational injuries, and the mediating effect of job satisfaction. Based on the responses from 278 employees in manufacturing sector, the results of multiple regression analysis showed that all job quality factors(job variety, autonomy, job importance, feedback) have positive relationship with job satisfaction and job satisfaction has negative relationship with number of injuries. Also, job satisfaction was found to mediates the relationship between all job quality factors and occupational injuries.