• 대한치과기공학회지
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• 제33권4호
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• pp.529-538
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• 2011

Purpose: The purpose of this study was to investigate the factors affecting turnover and job satisfaction, to reduce turnover rate of dental technician. Methods: Subjects included dental technicians in the metropolitan areas of the cities of Daegu and Gyeong-buk. Surveys were filled out by consenting dental technicians. Statistical analysis was done using the Statistical Package for Social Sciences version 18.0 for Windows. We determined frequencies and percentage, calculating means, and standard deviations, and determining statistical significance using t-tests, analysis of variance. Results: Job satisfaction showed differences in General characteristics associated with gender, age, monthly salaray, education. Turnover intention showed differences in General characteristics associated with age, monthly salaray. Job satisfaction showed differences in dental laboratory characteristics associated with Career, Working time. Turnover intention showed differences in dental laboratory characteristics associated with working time. Conclusion: In order to reduce turnover rate of dental technician, Job satisfaction of dental technicians have to find ways to improve. The comprehensive and reliable research which measures job satisfaction of dental technician is necessary.

• 한국안전학회지
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• 제28권1호
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• pp.102-108
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• 2013

This study aimed to examine the impact of workers' perceptions of the safety climate on job satisfaction and intention to turnover in the manufacturing industry. Data was collected from employees(n=143) working in the manufacturing industry. The perceived safety climate included perceptions of the safety commitment of the management, safety leadership of the immediate supervisor, and safety policy. Hierarchical regressions were conducted to identify the significance of the relation between the sub-variable of the perceived safety climate and job satisfaction, and intention to turnover. The results show that safety commitment and safety policy are significant predictors of job satisfaction. The immediate supervisor's safety leadership was significantly correlated with intention to turnover. These results indicated that the perceived safety climate of workers in the manufacturing industry might influence job satisfaction and intention to turnover. Therefore, organizations in the manufacturing industry should focus on improving safety climates to enhance job satisfaction and prevent employee turnover.

• 인터넷정보학회논문지
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• 제21권3호
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• pp.53-60
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• 2020

The period of the Fourth Industrial Revolution is our near future and the ongoing changes in this age. We need to strive to adapt to this changes and also try to create new values. This study focuses on workers' perceptions and attitudes (self-efficacy, expectancy, and acceptance of change) toward the Fourth Industrial Revolution. These positive attitudes toward the upcoming future and the Fourth Industrial Revolution will influence on both the future and the current attitude, behavior and performance of employees. People have certain attitudes to the future, and these attitudes have an impact on current behavior. This paper tries to examine the positive attitudes toward the Fourth Industrial Revolution era and the influence of positive attitudes toward this new age on the current job satisfaction. Through this process, this paper explains what kinds of attitudes the workers should have in the Fourth Industrial Revolution era, and also sheds light on significance and purpose of this paper to explain how these specific attitudes toward the future influence the present performance such as job satisfaction.

• 대한물리치료과학회지
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• 제9권4호
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• pp.73-81
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• 2002

The purpose of this study was to investigate factors affecting physical therapist's job satisfaction at public health center. The data were collected from May 10 to 12, 2002 and 117 valid questionnaires were obtained and analyzed. They were analyzed by the percent, frequency, t-test, one-way ANOVA and Pearson correlation coefficiency. The results of the study were as follows: 1. The average marks by their job satisfaction factors indicated 3.56 for identity guarantee, 3.20 for administration, 2.78 for duty volume, 2.53 for relation with colleague. 2. There was statistically a difference of the education degree in relation with colleague. 3. There were statistically a difference of the age, total career, grade in rank, the number of colleague in identity guarantee. 4. No statistical significance were observed with the factors of incumbent satisfaction, duty volume, flexibility at work, administration.

• 한국산학기술학회논문지
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• 제17권8호
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• pp.103-112
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• 2016

본 연구는 직무요구-자원 모형을 바탕으로 간호사의 직무요구와 직무자원, 직무소진과 직무열의, 건강문제와 이직의도 간의 관계를 규명하기 위한 가설적 모형을 구축하고 이를 검정하여, 간호 조직의 성공적인 자원관리 방안을 위한 기초자료를 제시하고자 시행되었다. 연구 대상자들은 서울시 소재하는 대학병원에서 근무하는 간호사 320명을 대상으로 실시되었다. 연구 결과, 간호사의 직무요구는 직무소진 증가와 직무열의 감소에 직접적인 영향을 미치는 것으로 나타났으며, 직무자원은 직무열의 증가에 직접적인 영향을 미치는 것으로 확인되었다. 직무요구는 직무소진을 매개로 건강문제와 이직의도 증가에 간접적으로 영향을 미치는 것으로 나타났으며, 직무자원은 직무소진과 직무열의를 매개로 건강문제와 이직의도 감소에 유의한 간접효과를 미치는 것으로 나타났다. 직무소진은 건강문제 증가와 이직의도 증가에 직접적인 영향을 미치는 반면, 직무열의는 이직의도에 직접적인 영향을 미치지 않는 것으로 확인되었다. 본 연구의 결과는 간호사들이 지각하는 직무자원과 직무요구가 건강문제와 이직의도에 미치는 영향을 직무소진과 직무열의의 매개 효과로 파악한 기초자료로 간호 관리자들이 조직의 성과를 높이기 위한 전략적 자료로 활용할 수 있을 것이다.

• 한국안전학회지
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• 제36권2호
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• pp.39-48
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• 2021

This study was conducted to suggest a direction in which safety managers can concentrate on industrial accident prevention and safety management for the organization. The job resources of safety managers were divided into organizational and individual levels, and the magnitude of the impact on organizational commitment was compared. Furthermore, job demands were classified into environmental risk factors and personal psychological factors to confirm their effect on organizational commitment. The moderating effect of job resources and sub-factors of the variable in the relationship between job demands and organizational commitment was verified. In this study, a questionnaire survey was conducted on 193 safety managers in the domestic electric construction business, data were collected, and a questionnaire of 180 people was used for the final analysis. Based on the results, organization-level resources among the sub-factors of job resources and individual psychological factors among the sub-factors of job demand had a more significant influence on organizational commitment. In the relationship between job resources and organizational commitment, the moderating effect of job demand was verified, confirming that job demand had a negative moderating effect. Individual psychological factors had a modulating effect, whereas environmental factors did not. The significance, implications, and limitations of this study are discussed based on the research results.

• 한국정보전자통신기술학회논문지
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• 제10권4호
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• pp.311-317
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• 2017

The purpose of this research is to analyze the effects of social support on the job performance of workers at care facilities for elderly. For the study, a survey was conducted on 176 workers at care facilities for elderly in Gyeongsangbuk-do from the 5th of September of 5th of November, 2016. For the analysis, SPSS WIN 18.0 and Amos 21.0 programs were used to conduct t-test, one-way analysis of variance, correlation analysis and multiple regression analysis at a significance level of 5%. The research results were as follows. First, the level of social support on the workers varied depending on their marital status, religions and years of service, while no difference was found for different genders, ages, education levels, positions, monthly incomes and workloads. Second, the job performance of the workers varied with their marital status, with the married workers performing at higher level then single workers. Third, it was found that the job performance of workers at care facilities for elderly has positive correlation with the level of social support. This paper is required to be used as a primary source for political development on the job performance of workers at care facilities for elderly.

• 한국직업건강간호학회지
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• 제18권1호
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• pp.22-32
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• 2009

Purpose: This study was conducted to measure job stress and to explore risk factors of female workers in the retail and sales industries in Seoul, Gyeonggi and Incheon. Methods: A total of 321 participants responded to a self-administered questionnaire that included 24 items of the KOSS(Korean Occupational Stress Scale) and sociodemographic characteristics. The 240 questionnaires were collected from January to March 2007 and analyzed. Results: The mean scores of female workers' job stress in the retail and sales industries ranged in Q50~74 compared with the average scores of female Koreans. The level of job insecurity was significantly high, and ranged in Q75~. However, the level of insufficient job control ranged in Q~24. Multiple regression analysis was used to explain the risk factors of female workers: monthly salary and insufficient sleep were of statistical significance. Conclusion: High level of job stress suggested that appropriate stress management programs be implemented for female workers in the retail and sales industries.

• 한국컴퓨터정보학회논문지
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• 제24권6호
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• pp.135-140
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• 2019

The purpose of this study was to find the ethical values of dental hygiene students, to establish the right ethical values of the students, and to provide a fundamental material for the ethical education direction and curriculum of the students. In order to examine the general characteristics and ethical job behavior level among dental hygiene students, a research was conducted from 1st April 2017 to $30^{th}$ June 2017 through selecting freshman, sophomore, junior and senior students currently enrolled in the department of dental hygiene at 5 different colleges as the subjects. Statistical analysis was performed using IBM SPSS 22. The frequency analysis was used to examine their general characteristics. The independent t-test was used to examine their ethical job behavior according to their religion, hospital practice experience and code of ethics as a dental hygienist, and the one-way ANOVA was used to examine their ethical job behavior according to grade-specific characteristics. Lastly, the Scheffe's post hoc test was conducted. The significance level was 0.05. Given the results, ethical job behavior was significantly different between the group of students with religion, the group of students with hospital practice experience, different school year students, and the group of students aware of code of ethics as a dental hygienist.

• 한국정보시스템학회지:정보시스템연구
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• 제32권4호
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• pp.229-245
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• 2023

Purpose This study aims to understand the inclinations of young job seekers towards "hidden champions" - small but competitive companies that are emerging as potential solutions to the growing disparity between youth-targeted job vacancies and job seekers. We utilize machine learning techniques to discern the appeal of these hidden champions. Design/methodology/approach We examined the characteristics of small and medium-sized enterprises using data sourced from the Ministry of Employment and Labor and Youth Worknet. By comparing the efficacy of five machine learning classification models (i.e., Logistic Regression, Random Forest Classifier, Gradient Boosting Classifier, LGBM Classifier, and XGB Classifier), we discovered that the predictive model utilizing the LGBM Classifier yielded the most consistent performance. Findings Our analysis of the relative significance of preference determinants revealed that industry type, geographical location, and employee count are pivotal factors influencing preference. Drawing from these insights, we propose targeted strategic interventions for policymakers, hidden champions, and young job seekers.