• Journal of agricultural medicine and community health
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• v.31 no.2
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• pp.165-176
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• 2006

Objectives: This study aimed to evaluate job satisfaction and its related factors among radiological technologists. Methods: The subjects were 302 persons in various hospitals and the data were collected from 22 May to 17 July, 2005 using a structured questionnaire. It was composed of socio-demographic characteristics, job-related factors, and job satisfaction with the duty inner factors, the duty outside factors, and the organizational factors. Results: Men were more satisfied than women in their employment(p<0.05). Job satisfaction level of university hospital workers were higher than the general hospital, the hospital, and medical clinics. Job satisfaction level of the general radiological technologists showed lower than the chief radiological technologists (p<0.05). In monthly average grant, the more gained, the higher the satisfaction level(p<0.05). By multiple linear regression analysis, the related factors of job satisfaction level were medical field and duty position (p<0.05). Conclusions: The research shows that job satisfactions levels of the radiological technologists are determined by the health and safety of the work environment. Therefore more improvements must be made for radiological technologists to be more satisfied in their jobs.

• Journal of Korean Academy of Nursing Administration
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• v.22 no.5
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• pp.553-561
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• 2016

Purpose: This study was conducted to identify the mediating effect of affective commitment on the relationship between ethical leadership and job satisfaction. Methods: Participants were 216 nurses drawn from three general hospitals in C city. Data were analyzed using descriptive analysis, t-test, ANOVA, Pearson correlation coefficient, and multiple regression. Results: The findings from multiple regression were as follows. First, people orientation, ethical guidance of ethical leadership factors showed significant positive effects on affective commitment. Second, people orientation, ethical guidance of ethical leadership factors showed significant positive effects on job satisfaction. Finally, when ethical leadership factors and affective commitment were entered into the regression model at the same time, ethical leadership factors showed no significant effects on job satisfaction, however, affective commitment showed a significant effect and so affective commitment had a mediating effect between ethical leadership and job satisfaction. Conclusion: Results of this study indicate that affective commitment with an effect on the relationship between ethical leadership and job satisfaction plays a full mediating role. Thus, developing ethical leadership training programs for head nurses would likely increase the affective commitment and job satisfaction of staff nurses.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.5
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• pp.473-483
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• 2021

This study's fundamental purpose is to examine the personality factors of business school faculty members in job satisfaction and job performance. Results show the significant impact of multicultural faculty members' job performance in a diverse environment in the Business schools of Karachi. The data is collected through the multi questionnaires from the various teaching, non-teaching staff, and students of private business schools of Karachi in Pakistan. The data has been tested through the Jamovi-by-medmod, and the regression model is to scrutinize and find the effect dependent variables to mediation. Simultaneously, results are calculated by mediation estimates and path estimates through the medmod technic and regression test from data. It provides a comprehensive insight into various factors such as personality traits, self-efficiency, Psychological diversity climate, self-esteem, and human resource management practices. These are the primary evaluated factors that affect multicultural faculty members' job satisfaction and job performance. However, results show a positive relationship between diversity climate and job performance, which mediates by job satisfaction. Similarly, personality traits show a positive relationship with job performance that mediates by job satisfaction. Correspondingly, self-esteem spectacles are a positive inter-relationship with job performance which is mediated by job satisfaction.

• Journal of Digital Convergence
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• v.18 no.11
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• pp.1-11
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• 2020

Economic factors are important in improving life satisfaction of disabled people. In addition, the impact of job satisfaction on life satisfaction has been verified. However, according to Herzberg's motivation-hygiene theory, hygiene factors such as wages only lowers dissatisfaction and does not directly affect job satisfaction. This study raises questions about Herzberg's theory and seeks to confirm through empirical analysis. Based on data from the 2017 Employment Panel Survey for the Disabled, this study seeks to answer analyzes whether hygiene factors proposed by Herzberg affect the job satisfaction of disabled people or not. Furthermore, this study proposes what regional policies are needed to enhance job satisfaction for the disabled. An analysis of structural equation model showed that hygiene factors such as working environment, interpersonal relationship and personal life directly affect the disabled worker's job satisfaction. In addition, through hierarchical linear model analysis, it was confirmed that local governments ought to provide education supports to the disabled workers in order to improve their job satisfactions.

• Journal of Technologic Dentistry
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• v.25 no.1
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• pp.173-185
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• 2003

This study mainly intends to determine the factors for which dental technicians are satisfied with their jobs and how much the resulting job transfer rate is and thus to identify the correlation between them. For these purpose, 200 subjects were sampled out of dental technicians in Seoul and Incheon, and the survey was performed from July 19, 2002 to August 15 (for 25 days) with self-administered questionnaire. Out of all collected questionnaires, 131 pieces(65.5%) were addressed for this study. As for the tools for this study, the structured questionnaire was used with its proven reliability and feasibility, and the contents of questionnaire consisted of 32 questions on the basis of related references. The contents of questionnaire were categorized into 3 sections: General attribute of subjects; Factors for which dental technicians are satisfied with their jobs; and their intention of job transfer. The questionnaire consisted of total 32 questions which included general attribute of subjects(10 questions), factors of their satisfaction with jobs(17 questions) and intention of job transfer(5 questions). The data analysis was processed by computerized system with SPSS(Statistical Package for Social Sciences). Statistical analysis techniques included frequency, percentage, T-test, F-test analysis and regression analysis. As a result of those analyses, the conclusion can be summarized as follows: 1. As a result of analyzing the factors for which the subjects were satisfied with their jobs, it was found that there were significant differences in career and job title out of question items(P<0.001). It was also shown that the factors of subjects' satisfaction averaged 3.43, which was considerably higher value than I expected. It was found that job and management factors were major job satisfaction factors. 2. As a result of analyzing the intention of subjects to decide their job transfer, it was found that there were significant differences in job title and marital status out of question items(P<0.001). It was shown that the total average of the intention of their job transfer amounted to 3.06. It was shown that dental technicians have relatively higher intention of job transfer from their current work place. 3. It was found that there was inverse correlation between the factors of subjects' satisfaction with their jobs and their intention of job transfer(r=-0.490, P<0.05). Likewise, it was also found that there was inverse correlation mostly between the evaluation value for each independent variable region in term of each factor of job satisfaction and the value for the intention of job transfer. In view of these correlations, it was concluded that higher job satisfaction likely led to lower job transfer. 4. As a result of regression analysis so as to determine the influences of job satisfaction factors on the intention of job transfer, it was found that the highest influential factor was management factor. And it was shown that the test values of model were statistically significant and its explanatory power amounted to 54.6%.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.17 no.4
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• pp.573-586
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• 2016

This study attempted to look into the effects of the job environment and job esteem on job satisfaction in the field of skin beauticians. To achieve this, a survey of their characteristics, job environment, job esteem and job satisfaction was carried out on 470 women in their 20s~50s working at skin care shops in the Seoul and Gyeonggi areas. First, it was found that the effects of the working environment on their vocational satisfaction, sense of belonging, level of contribution, wages and welfare, which are sub-factors of job satisfaction, are relatively high. This result shows that it is important to ensure proper resting facilities and resting areas. Second, it was shown that the higher the social evaluation, self-(implicit) assessment, future value, and self-fulfillment orientation, the higher the sub-factors of job satisfaction. This means that it is important to treat skin beauticians as professionals in order to improve their social recognition. The sub-factors of job environment-working conditions, organizational environment and job stability, and sub-factors of job environment-social evaluation, self(intrinsic) evaluation, future value and self-achievement orientation, had a major effect on the sub-factors of job satisfaction, respectively. Together with the general improvement in the sub-factors of job environment, the future value, as well as social evaluation, self(intrinsic) evaluation and self-achievement orientation, which together constituted the current value of job esteem, were the major factors affecting job satisfaction. Consequently, this study hopes to contribute to the development of the skin beauty industry by providing basic data on personnel management for skin care managers to improve skin beauticians' job satisfaction.

• The Journal of Industrial Distribution & Business
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• v.11 no.10
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• pp.27-38
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• 2020

Purpose: The public sectors including government and public organizations have put an efforts to improve the quality of people's lives by providing enhanced services. The purpose of this paper is to investigate the factors that affect job attitude, job satisfaction, and job performance in the public sector, that are rarely examined by previous studies. Research Design, data, and methodology: The following research questions have been proposed: i) how do payroll system, personnel management system, cooperative working environment, and self-efficacy affect job attitude?; and ii) how does job attitude affect job satisfaction and performance? This paper used a survey through an online platform and collected data randomly from five classified public institutions. This study applied regression analysis and ANOVA. Results: This study found that cooperative working environment and self-efficacy had significant impacts on job attitude, while payroll system and personnel management system did not affect job attitude. Overall job attitude affected both job satisfaction and performance. Conclusions: The results provide policy implications to the public sector which factors should be considered to improve job attitude, job satisfaction, and job performance. The results also provide managerial implications how such efforts ultimately improve service quality to the citizens.

• Journal of Korean society of Dental Hygiene
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• v.11 no.5
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• pp.823-831
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• 2011

Objectives : This study was to investigate the level of emotional labor and stress on job satisfaction and the significant factors influencing job satisfaction in oral health professional. Methods : Data were obtained from a cross-sectional survey of 297 oral health professional(mean age=$29.95{\pm}8.10$). Participants in the study were recruited when they attended the dental health form in Gwangju. Emotional labor was classified into two factors: external, inner. Stress consisted of four factors: sleep disorder&anxiety, self-confidence, health&vital, social role work. job satisfaction included growth development, stability chase. The data was analysed using t-test, one-way ANOVA, Pearson correlation and multiple regression. Results : The mean score of emotional labor and score was 3.13 out of a maximum 7 points. job satisfaction was negatively correlated with emotional labor and stress. job satisfaction explained 32.0%. Conclusions : Based on the findings, The emotional labor and stress was correlated with job satisfaction. These results suggest that further development should be continued to develop the effective emotional labor and stress to improve the job satisfaction of oral healthcare professional.

• Journal of Korean Academy of Nursing Administration
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• v.18 no.2
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• pp.146-154
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• 2012

Purpose: The purpose of this study was to examine the effects of preceptor nurses' self-leadership on role recognition and job satisfaction. Method: The participants were 171 preceptor nurses worked in one of three general hospitals in Seoul. The data were collected from April 12 to May 12, 2011 and analyzed using descriptive statistics, t-test, ANOVA, pearson correlation, Scheffe, and regression with SPSS Win 19.0 program. Result: The results of the study were as followed. The average score for preceptor nurses' self-leadership was 3.55, for role recognition, 3.81 and for job satisfaction, 3.28. The factors of the preceptors' self-leadership affecting role recognition were self-expectation (${\beta}$=260, p=.002) and goal setting (${\beta}$=199, p=.030), and those factors accounted for 18.9% of explanatory power. The factors of self-leadership influencing job satisfaction were self-expectation (${\beta}$=18.3, p=.021), and rehearsal (${\beta}$=-168, p=.030), and those factors accounted for 31.3% of explanatory power. Among the factors of self-leadership, self-expectation influenced both role recognition and job satisfaction. Conclusions: The results of the study indicate that to improve preceptor's role recognition and job satisfaction, there should be special training programs to enhance preceptor's self leadership.

• Korean Journal of Health Education and Promotion
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• v.21 no.1
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• pp.217-242
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• 2004

This study was carried out to measure job satisfaction and quality of life and to clarify the factors in job satisfaction which influence on quality of life of dental technicians, using developed tools for job satisfaction and WHOQOL-BREF for quality of life. The subjects for this study were 238 people who worked the in the Daegu-Kyungbuk area. The results of this study were as follows； the general characteristics that influenced job satisfaction, were especially education, hobbies, salary level, job career and work hours. The factors that influenced the quality of life, were especially Married status, hobbies, job position, and office hours. All subfactors in job satisfaction were related to each other. Growth-development factor was intensely related with recognition factor. Also, all subfactors in quality of life were in positive relation to each other, especially psychological domain was highly related with social domain. Factors of safety, recognition and accomplishment in job satisfaction intensely affected quality of life. Therefore, It is suggested that social recognition for dental technician should be promoted and it might be needed to adjust office hours and support hobby life.