• 한국노년학
• /
• v.30 no.1
• /
• pp.195-220
• /
• 2010

This study is to examine the job satisfaction of the social workers who manage the elderly care service in country, in order to find political alternatives and practical strategies for improving job satisfaction. The Factors to effect on job satisfaction are categorized as three groups ; personal factors, working environment factors and service related factors. The survey was conducted by 231 social workers who participated in a national seminar among 244 elderly care facilities in country, and 220 effective data were collected. Which factors effected on the job satisfaction of social workers and how much effected on it by them were mainly analyzed. The mean of job satisfaction status was 3.01, which was slightly higher than average(2.5). Men had higher job satisfaction than women. The unmarried than the married, permanent workers than contract workers, and workers who didn't execute other jobs had higher job satisfaction also. And The main factors which effected on job satisfaction were sex among personal factors, the manager willingness and not executing other jobs among working environment factors, and service attitude among service related factors. Particularly, the manager willingness was shown to effect on job satisfaction the most, and then service attitude, not executing other jobs and sex effected on it in order. The result showed that the elderly care facilities which had stronger manager willingness and better service attitude provided higher job satisfaction, and men who didn't execute other jobs than women had higher job satisfaction. The job satisfactions of payment and benefits, employment stability, appropriateness of working amount and working time, working environment and welfare conditions were lower than average. Therefore, the strategies to improve the lower job conditions are promptly required. Above all, the low payment strategy that has not been increased at all for 3 years has to be changed. In addition, it is important for the social workers not to execute other jobs as much as possible in order to reduce working amount and working time appropriately. In conclusion, it is required to try to improve the job satisfaction of the social workers who are the core of human service continually, which will make the elderly care service successful and effectiveness improved.

• Journal of Digital Convergence
• /
• v.15 no.7
• /
• pp.239-246
• /
• 2017

We study convergent influence on Job Satisfaction(JS) and its association with Self Efficacy(SE), Job Characteristics(JC) and Occupational Stress(OS) among Hospital Administrative Staff(HAS). The survey was administered to 221 staff from 11 general hospitals located in Jeonbuk area from Nov. 1st, 2016 to Jan. 31st, 2017. The structured self-administered questionaries were used. JS was positively correlated with SE and three sub-domains of JC, and it was negatively correlated with seven sub-domains of OS. With the analysis of covariance structure, OS was more influential on JS than SE and JC. The study found the higher SE and JC, and the lower OC tend to increase JS. The results indicate that the efforts, to increase SE and JC, and to decrease OS, are required to increase the JS of HAS. The results are expected to be useful for organization personnel management to increase the JS of HAS. In the following study, the analysis about convergent additional factors of influence on JS will be needed.

• The Korean Journal of Health Service Management
• /
• v.7 no.3
• /
• pp.95-109
• /
• 2013

The objective of this study is to assess the utilization and satisfactions about public health centers in Korea. For the analysis, the study utilize the nationwide data of 229,229 person on '2010 Community Health Survey' of Ministry of Health & Welfare. The statistical methodology used in the study is ${\chi}^2$, ANOVA, logistic regression model and multiple regression model. This study have four major findings. First, the significant affecting socio-demographic factors in utilizing public health center were gender, age, region, national basic living secured, married, income, education, job, state of health, chronic disease, unmet medical needs and utilization reason. Second, the most serviced category of health center user was vaccination both city and rural area and the next was certificate, primary care, health screening, other use, the mother and child in city area, primary care, health screening, certificate, home visiting health in rural area. Third, the significant affecting socio-demographic factors in satisfaction degree on health center service were age, region, national basic living secured, income, education, job, state of health, utilization degree and reason. Fourth, the most satisfied service of health service center was home visiting health in city area and mental health service in rural area and the next was nutritive control and the lowest satisfied service was user of certificate. The utilization and satisfaction on health center service were identified as different with residental area and user's characteristics. The politic effort are needed to support socially disadvantaged class and to narrow regional gap.

• The Journal of Asian Finance, Economics and Business
• /
• v.7 no.6
• /
• pp.485-494
• /
• 2020

The study aims to identify and measure factors affecting the salaries of employees in manufacturing enterprises in Hanoi, the important area of Vietnam's economy. We conducted a questionnaire consisting of 31 observation variables with a 5-point Likert scale. Independent variables were measured from 1 "without effect" to 5 "strongly". Based on the literature review and results of interviews, a total of 350 questionnaires were sent to participants; 300 of them met the standards and were subject to be analyzed. The results of Exploratory Factor Analysis (EFA) and Multiple Regression Analysis (MRA) identify six main determinants influencing the salaries of employees in manufacturing enterprises in Hanoi, including Paying views of business leaders (PV), Financial ability of the enterprise (FA), Capacity of workers (CW), Capacity of the contingent of employees engaged in salary work (CC), Role of grassroots trade unions (TU), and State policies and laws on labor - salaries (STL). Based on the findings, some recommendations have been proposed to help the firm leaders design appropriate personnel policies for creating better job satisfactions for employees in the future. On this basis, the authors propose a number of recommendations to improve the salaries of employees in manufacturing enterprises in Hanoi.

• Journal of the Korean Society of Food Culture
• /
• v.15 no.4
• /
• pp.241-251
• /
• 2000

This study was designed to develop the education and training program of dietitians and cooks in contracted foodservice management company. The instruments were developed by reviewing extensive literatures on education programs and by interviewing with dietitians and cooks who were working in contracted foodservice management company. A total of 400 questionnaires were hand delivered at the fourteen contracted foodservice management companies by designated coordinators. A total of 286 questionnaires were usable; resulting in a 70.0% response rate. Statistics data analysis was completed using the SPSS for frequency analysis, reliability, mean value, t-test and ANOVA. The results of this study were summarized as follows: 1. The dietitians wanted to take a management course. The cooks wanted to take a culinary education. The dietitians and cooks took an emphasis on service education, foodborne illness & HACCP and sanitation & safety. Service as well as the taste of food and sanitation was emphasized according to the flow of customer satisfaction. 2. Contracted foodservice management company should provide dietitians and cooks with an education for the job to accomplish customer satisfactions.

• The Journal of Asian Finance, Economics and Business
• /
• v.7 no.8
• /
• pp.613-623
• /
• 2020

In recent years, many firms have built a good recruitment policy, focusing on the requirements set for candidates to meet the employers' satisfaction; they often have certain requirements for each accounting job's position. The study aims to identify and measure factors affecting the employers' satisfaction with accounting graduates in Hanoi, the important locus of firms' labor force. We conducted a questionnaire consisting of 16 observation variables with a 5-point Likert scale. Independent variables were measured from 1 "without effect" to 5 "strongly". Based on the literature review and results of interviews, a total of 150 questionnaires were sent to participants; 135 of them met the standards and were subject to be analyzed. The results of Cronbach's alpha, Exploratory Factor Analysis (EFA) and Multiple Regression Analysis (MRA) identify three main determinants influencing the employers' satisfaction with accounting graduates in Hanoi, including students' experience before graduating (SEG), reputation of universities (RU), and university's recruitment support policy (RSP). Based on the findings, some recommendations have been proposed to help universities design training programs for creating better satisfactions for employers in the future. On this basis, the authors propose a number of recommendations to improve the employers' satisfaction with accounting graduates in Hanoi.

• Journal of Korean Academy of Nursing Administration
• /
• v.1 no.1
• /
• pp.97-111
• /
• 1995

In our society today, a variety of medical caring system, along with a scientific development in the area of oriental medical science plus national demand, has increased the augmentation and the opening of oriental wards and hospitals (Han Bang), which has come to create an additional requirement of nursing activity at oriental medicine wards should be different from that of the general wards or the same as the other. In view of this, various studies need to be made in this connection. The purpose of this study is to comprehend the number of nurses who want to work at oriental medicine wards and measure job satisfaction in nursing as compared with those working at general wards so as to provide basic materials for future assignment and supplementary training for the nurses. An attempt was made to contribute toward nursing administration on the one hand improving nursing training course on the other hand. A total of 72 nurses currently working at two oriental medicine hospitals available in Seoul and 82 general nurses were selected for this study using the questionaire from December 1993 to January 1994. An instrument for the study was based on the measurement of work satisfaction developed by Paula L. Stamps including 37 questions complemented by Kim for revision (1993) and 14 questions regarding general characteristics and oriental medicine wards. The instrument to test dependability showed Cronbach's=0.7711. The collected data have been processed by computer package SPSS. General characteristics of the two groups and the matters involved in oriental medicine wards were calculated into real figure and percentage an similarities between the two groups were analyzed by t-test and F-test according to the characteristics of variables. The comparative test on work satisfaction among the two groups including general characteristics and work factors were conducted by t-test and F-test. The major findings as a result of the study are as follows : 1. As general characteristics, age group of $26{\sim}30$ years are more than any segment of age. As to marital status, the number of those in single status is slightly higher than the married. Approximately 80% of them are graduates of nursing schools and nursing colleges. They are mostly in service for one to three years. There is no significant difference between the two groups. 2. The number of those who want to work at oriental medicine wards represents 40.3% against 58.4%, being in favor of general wards. 3. The reason for service at oriental medicine wards is that "there is room for potential research" which happened to rank first, followed by "easy job," "good working atmosphere" and "growing interest in oriental medicine." 4. Work satisfactions among nurses who work at oriental medicine wards prove greater than that of nurses who work at general wards. 5. Work satisfaction between the two groups by work factors is reflected with significant difference statistically on task requirement, interaction and doctor-nurse relationships. 6. The general charcateristics and the work satisfaction by work factors prove that there are significant difference in age, marital status, education and the period of work. They tend to be more satisfied with the work as they grow in age. Significant differneces are found in the work factors such as autonomy, adiministration and professional job in the relationship with doctor-nurse. As to marital status, the married are more satisfied than the unmarried. There are significant differneces in the factors respecting administration and doctor-nurse college graduates are highly satisfied with task requirement. However, satisfaction with the professional level has proven the highest degree for those having master degree. The period of work and satisfaction : There are significant differneces in task requirement, administration, interactions, professional level and doctor-nurse relationships. As a general rule, the degree of satisfactions is in proportion to the lengrh of service. The following conclusions are drawn based on the fndings mentioned above. Even though the work satisfaction of the nurse who work at oriental medicine ward is relatively high, it is desired that personal consultation be given as to disposition of nurses when they are assigned to oriental medicine wards. It is also recommended that lectures on oriental medicine be conducted through supplementary training and/or basic nursing course in order that they may be motivated for ingenious activities with an increasing sense of self-esteem which will eventually enhance positive changes for the patients who are in need of oriental medicine nursing and for the medical teams. In addition, joint reseaches involvingclinical care and education should be in constant process for unique and scientific development for those who are subject to oriental medicine nursing care.

• Journal of Digital Convergence
• /
• v.13 no.4
• /
• pp.101-114
• /
• 2015

The purpose of this study is first to understand agent's turnover from both academic and perspectives. Then we suggest convergence of smart work paradigm and supervisor's support as the relieving factors of turnover, The research model of this study is based upon reviews of turnover literature, the smart work and supervisor's support as moderating variables from which research hypotheses were derived. The data came from the survey from financial sector agents such as banking, insurance, and others. The analyses has been done by SPSS 20.0, We used multiple regressions to test the effects of the tested variables on the dependent variable, job satisfaction. The results of this study find significant relations of smart work and supervisor's supports in relations to personal and job-related turnover. The implication is smart work and supervisor's supports play significant role in increasing job satisfactions. Major finding is too much supervisor's supports ignoring agent's situations may bring reverse effects on relieving turnover.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
• /
• v.10 no.5
• /
• pp.175-184
• /
• 2015

Consulting effects of enterprise management are paying off and growing in the country as well as worldwide. Consulting, the academic research foundation of the consulting classification is narrow and, therefore, the job satisfaction of the involved consultants has not been studied sufficiently. Although there were not enough references, I recognized that consulting industry would have a huge effects on business, I tried to draw the concept of the satisfaction of job performance of consultants in the point of the growth of industry itself, and I studied the correlation between consultant satisfaction and performance. It means, on the causes of consulting performance, the previous studies were quantitatively limited, but this study represents the new perspective and another way of thinking. As a result, this study showed that the performance is affected by the job satisfaction of consultants. Second, it showed that social support on consultants and consulting performance are highly related. Further more, a following-up study can use it to strengthen consulting capabilities such as, self development of consultants, how to make reasonable consulting payments, how to develop and how to establish direction of support policies for consulting. It is possible that this study can be policy data when policy to strengthen industrial competitiveness can be made on the basis of consulting.

• Korea Journal of Hospital Management
• /
• v.7 no.4
• /
• pp.24-56
• /
• 2002

The purpose of this study was to analyze the characteristics of socio-demographic, organizational culture, organizational conflict and organizational commitment, and to examine the interrelation of influential factors in the organizational commitment. The data for this study were collected through a self-administrated survey with a structured questionnaire to 1,027 subjects from several medical doctor staff members, nursing staff members, administration staff members, pharmacist, and technical expert of eleven hospitals. The data were collected by self-reporting questionnaire from July 29 to September 7, 2002. In this analysis frequency test, t-test, ANOVA, multiple regression were used. The main results of this research is as following; 1. According to socio-demographic characteristics the respondents' level of the organizational commitment was higher in a administration staff members than others, for males than females, and for employees aged more than forty, as working for longer time, and as higher level of the working position. 2. According to the organizational culture characteristics the progressive culture, affiliative culture, and task-focused culture among many types of organizational culture were moderately and positively correlated with the level of the organizational commitment while the hierarchical culture was negatively correlated. 3. According to the organizational conflict characteristics as the respondents who got less conflict experience in the organization, their level of the organizational commitment was higher. And, technical conflict experiences were expressed greater than hierarchical conflict experiences. 4. According to the job satisfaction characteristics as his or her satisfaction that is about the promotion, working itself, salary, and fellowship in the organizational was higher, the level of the organizational commitment was higher. The most important factor of the satisfactions was the fellowship among the respondents while the level of job satisfaction for the promotion and salary was average. 5. Overall, according to the result of Multiple Regression as older age and longer working hours, the level of the organizational commitment was higher and as a higher level of the satisfaction for the promotion, working itself, salary, and fellowship in the organization, it caused more effective factors for the organizational commitment. 6. According to the result of Multiple Regression for the doctor staff members in special hospitals rather than general hospitals the hierarchical culture and task focused culture was positively correlated with the satisfaction of working itself while hierarchical conflict factors in the organizational conflict characteristics was negatively correlated with the organizational commitment. For the nursing staff members the affiliative culture and the job satisfaction for the promotion, working itself, salary, and fellowship were positively correlated with the organizational commitment. For the administration staff members as the job satisfaction for the fellowship was positively correlated with the organizational commitment. For medical and pharmacy staff members as more working experience, correlation with the organizational commitment was positive. Besides, as he or she has a high perception of the affiliative culture, it caused statistically more effective factors for the organizational commitment. For the skill and technicians, male worker expressed greater organizational commitment in the organization than female worker. And also older age along with higher education also showed higher organizational commitment. Moreover, the job satisfaction for the fellowship was positively correlated with the organizational commitment. This study identified the major effective factors of the organizational commitment and analyzed the differences among the job category. In that respect, it is significant for the study to be able to provide a reference for managing hospital of industrial accident and organizational development. However, this study has a problem, which is not to identify a valuable model for examining the relationship between organizational factors such as organizational culture, conflict, satisfaction, and commitment. Therefore, further study is needed and strengthened in the field of organizational commitment for hospital for industrial accident.