• The Journal of Asian Finance, Economics and Business
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• 제8권3호
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• pp.605-618
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• 2021

The use of human resources determines the success of enterprises. This study applies the questionnaire design method to analyze the relationship between job stress, job satisfaction, and job performance, noting that few studies have comparatively examined these variables between industries, especially between high-tech and traditional industries. The proposed assessment model in this study can facilitate decision-makers' ability to make the optimal business decisions through their personnel systems, thereby improving employee satisfaction and increasing job performance. This study found that in the traditional and high-tech industries, some demographic variables have significant differences in the job stress, job satisfaction and job performance, but the demographic variables that can significantly affect the differences in these job's variables are differences between industries. This study acknowledges that job stress and performance have a significantly negative correlation, and traditional industries will have more stress factors than high-tech industries. In addition, support for traditional industries exist in job satisfaction and performance has a significantly positive correlation, but not in high-tech industries. Job stress for performance has a significantly negative correlation in two industries. This study reconfirmed the relationship between job stress, satisfaction and performance, found some differences in this relationship and the respective industrial characteristics.

• 한국조리학회지
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• 제14권2호
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• pp.262-272
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• 2008

This study examines whether job satisfaction of cooks working in the luxury hotels in Seoul significantly differs from those in Busan. The data for this study was collected from randomly chosen luxury hotels located in both areas. Out of 264 cooks who participated in the study, 130 and 134 turned out to be from Seoul and from Busan, respectively. SPSS 14.0 version was used for factor analysis to combine job satisfaction variables, identifying five factors; competence development, work environment, salary and employee benefits, co-worker relations, superior relations. While this study used t-test for identifying whether there is a significant difference between the two cities and between the part of demographic variables, ANOVA was applied in other demographic variables such as education, age, job position, and income.

• 아동학회지
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• 제26권1호
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• pp.359-373
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• 2005

This study examined the child care teachers' job satisfaction in relation to their self-esteem and the differences in their job satisfaction by demographic variables. Subjects were 285 child care teachers in Chungnam province. The instruments were 'Teachers' Job Satisfaction Scale' and 'Rosenberg Self-Esteem Scale'. The collected data were analyzed by one-way ANOVA, Pearson's correlation, stepwise multiple regression(forward), Duncan test for a post hoc test, Cronbach's a for reliability, and factor analysis by SPSS PC program(10.0 version). The results were as follows; first, child care teachers' job satisfaction and self-esteem were above average. Second, child care teachers' total job satisfaction was high in high school graduation and married status and their self-esteem was high in over 5 years career, married status, and over 40 years old. Third, the correlation coefficient was -.29 in relation of teacher's job satisfaction and self-esteem. Finally, teachers' self-esteem and demographic variables explained about 622%.

• 한국생활과학회지
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• 제14권1호
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• pp.69-79
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• 2005

The purpose of this study is to investigate child rare teachers' job satisfaction in relation to their burnout and differences in their job satisfaction by demographic variables. Subjects of this study were 285 child care teachers in Chungnam province. They responded to 'Teachers' Work Satisfaction Scale' and 'Teachers' Burnout Scale.' The collected data were analyzed by one-way ANOVA, Pearson's partial correlation, stepwise multiple regression, $Scheff{\acute{e}}$ test for post hoc test, and Cronbach's a for reliability with SPSS PC program(10.0 version). The results are as follows: First, total job satisfaction was high in teachers with high school diploma and those married. Also, burnout level was high in teachers with high school diploma, those with more than 5 year, those married, and those over 40 years old. Second, the partial correlation coefficient of teachers' job satisfaction in relation to their burnout was -.52. Finally, teachers' burnout and demographic variables explained approximately 31% for total score of job satisfaction and $13{\sim}33%$ for subscales of it.

• 한국병원경영학회지
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• 제13권2호
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• pp.64-85
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• 2008

This study purports to investigate the determinant of job satisfaction among workers working at Long-term care hospitals. The independent variables contain three groups of determinants: organizational characteristics variables(job autonomy, job variety, distributive justice, role conflict, supervisor support, job suitability, job significance, job security, organizational support, job growth, promotional opportunity), environmental variables(job opportunity), and psychological variables (met expectation, job efficacy, positive affectivity, and negative affectivity). The sample used in this study consisted of 250 workers from 4 Long-term care hospitals nationwide. Data were collected with self-administered questionnaires and analyzed using multiple regression analysis. The results of the study are as follows: 1) the following variables, listed in order of size, have significant effects on job satisfaction: negative affectivity(-), job significance(+), job growth(+), age(+), positive affectivity(+), organizational support(+), job opportunity(-). 2) the variance of job satisfaction explained by the variables used in the study are 53.8%. When demographic variables added to Model I, job satisfaction explained by variables are 55.4%. 3) the results of this study indicate that three variables of negative affectivity, job significance, job growth are especially important for improving the level of job satisfaction among workers at Long-term care hospitals.

• 대한가정학회지
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• 제39권6호
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• pp.61-78
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• 2001

The objectives of this study were to examine the propensity of job related variables, self-esteem, overall job satisfaction, satisfaction about six categories in the job(task, boss, payment, co-workers, promotion, job environment) of life insurance planners, to investigate the effects of self-esteem, demographic variables, job characteristics variables on the overall job satisfaction and the satisfaction of six categories in the job. The survey of this study was conducted by means of self-administered questionnaire with 275 life insurance planners located in Taegu. Major findings were as follows:(1) The propensity of self-esteem and overall job satisfaction of life insurance planners averages 3.75 and 3.35 points(5 Likert scale). The propensity of satisfaction about task, boss, payment, co-workers, promotion, job environment of life insurance planners averages 4.22, 2.67, 1.68, 2.09, 1.71, 2.65 points separately(5 Likert scale). (2) According to the results for examining the relative influences of variables affecting overall satisfaction of life insurance planners, the relative importance of related variables are in the order of , self-esteem in the job, social dignity of the job, the prospect about the dignity of life insurance planner, the motive of having job. Explanatory power of these variables totaled 43.5%.

• 한국의류산업학회지
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• 제16권3호
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• pp.378-385
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• 2014

This study examined the differences in job related variables, job satisfaction and job performance against demographic characteristics and the impacts of job related variables on job satisfaction and job performance. A questionnaire survey collected data from september $1^{st}$ and $7^{th}$ 2011. A convenience sample was drawn from salespersons working for department stores in Daegu and Pohang. A total of 337 responses were complete and usable questionnaires. Data were tested through factor analysis, t-test, ANOVA, and regression analysis, using SPSS 21.0. The results of this study are as follows: First, six factors were extracted from job related variables (positive reaction of customer, career of salespeople, interpersonal relations, influence of salesperson, customer complaints, overwork). Second, there were significant differences in job related variables, job satisfaction, and job performance according to age, marital status, average monthly income, work period, and job position. Third, regression analysis between job related variables and job satisfaction showed that the most influential predictor of job satisfaction was career of salespeople, followed by interpersonal relations, influence of salesperson, customer complaints, and overwork. The most influential predictor between job related variables and job performance was positive reaction of customer, followed by career of salespeople, interpersonal relations, influence of salesperson, and customer complaints.

• 가정과삶의질연구
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• 제23권5호
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• pp.93-102
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• 2005

The present study examined how demographic, paternal, and children's variables were associated with role satisfaction of Korean fathers with young children. Subjects were 236 fathers of 3-5 year old children living in Jeju island in Korea. Data were collected using questionnaires. Among demographic variables, father's income is an only variable that effects on role satisfaction. Role satisfaction is positively associated with child care, marital, job satisfaction, and child-rearing participation in terms of psychological variables. According to multiple regression, role satisfaction was positively predicted by income, gender, and adaptability of children. Moreover, day care, marital, job satisfaction and child-rearing participation were significant predictors of role satisfaction.

• 한국도서관정보학회지
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• 제38권2호
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• pp.203-221
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• 2007

이 연구에서는 K도서관의 100명의 직원을 대상으로 근무환경 및 근무조건(직무상 협력, 근무조건 업무스트레스 급여 및 보상체계, 성취감)이 직무만족도에 미치는 영향을 분석하였다. 아울러 인구통계학적 특성에 따른 차이도 함께 분석하였다. 분석 결과 업무스트레스 급여 및 보상체계, 성취감의 경우 인구통계학적 특성에 따라 근무환경 및 근무조건에서 영향을 미치는 것으로 나타났다. 직무만족도는 인구통계학적 특성에 따라 유의한 차이가 나타나지 않는 것으로 밝혀졌다. 근무환경 및 근무조건 중 직무상 협력, 성취감이 직무만족도에 유의한 영향을 미치는 것으로 나타났다.

• 대한방사선기술학회지:방사선기술과학
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• 제46권4호
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• pp.325-336
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• 2023

The purpose of this study was to analyze the structural relationship between job satisfaction levels felt during ultrasound examination of radiological technologists (RTs) using a structural equation model. The subjects were a total of 203 RTs currently working in medical institutions. The method was conducted as a survey study using a questionnaire consisting of a total of 29 questions consisting of demographic characteristics and job satisfaction levels that were self-efficacy, job competency, extrinsic compensation, and job satisfaction. The reliability was secured with the Cronbach's alpha coefficient of 0.6 or higher. For statistical analysis, a significant difference between the frequency analysis of demographic characteristics and the mean of the job satisfaction levels were performed by independent sample T-test and one-way analysis of variance (ANOVA) followed by Scheffe's post hoc test. The correlation analysis between variables was tested with Spearman's and Pearson's correlation coefficient. We analyzed the structural relationships between variables by structural equations. As a result, first, job competency and extrinsic compensation had a positive effect on job satisfaction on ultrasound examination of RTs. Second, the self-efficacy of ultrasound examination RTs showed a high correlation with job competency. Third, the job satisfaction levels showed in the order of job competency, job satisfaction, self-efficacy, and extrinsic compensation. In conclusion, this study are expected to be provided as data to identify factors that could improve job satisfaction during ultrasound examination of RTs by empirically analyzing the structural relationship of self-efficacy, job competency, and external compensation.