• Journal of International Academy of Physical Therapy Research
• /
• v.9 no.3
• /
• pp.1528-1532
• /
• 2018

This study aimed to analyze the six personality factors of rehabilitation therapists and to identify the effects of these factors on their job stress and turnover intention. This study involved physical therapists and occupational therapists as rehabilitation therapists. A structured questionnaire was distributed to rehabilitation therapists, and 186 answered copies were used for data analysis. The results of the survey were as follows: Among the six personality factors, the rehabilitation therapists showed the highest level of honesty-humility and the lowest level of openness to experience. In terms of job stress, the subjects experienced the highest level of stress from job autonomy and the lowest level of stress from relationship conflict. In terms of turnover intention and work motivation reduction, the subjects scored above the median points, showing their high levels of turnover intention. In addition, higher levels of extraversion and agreeableness in the rehabilitation therapists led to a statistically significant reduction in their turnover intention and a statistically significant decrease in most of their job stress factors. Based on these results, organizational management aimed at increasing the personality factors of extraversion and agreeableness is necessary as a measure to effectively manage rehabilitation therapists' job stress and turnover intention.

• Journal of the Korea Construction Safety Engineering Association
• /
• s.53
• /
• pp.52-62
• /
• 2011

Purpose of this study was to comprehend the influence that worker's lob stress caused by the distinct characteristics of construction work affect on construction management. Proven through previous studies of job stress measurement method, physical environment, job demands, job autonomy, interpersonal conflict are derived as typical factors. We analyzed causal relationships between the factors using structural equation modeling under the hypothesis that job stress have effect on the construction management. As a result, successful job stress management for construction management plan is proposed.

• Research in Community and Public Health Nursing
• /
• v.17 no.4
• /
• pp.521-529
• /
• 2006

Purpose: This study was to measure the degree of job stress and job satisfaction and the relationship between job stress and job satisfaction of 119 relief squads. Methods: The subjects were 170 members of 119 relief squads in the Fire Department of D City, and data were collected from 1 April to 20 April, 2006 through a survey using a questionnaire composed of questions on general characteristics (11 items), job stress (6 items) and job satisfaction (20 items). Collected data were analyzed through frequency, percentage, t-test, ANOVA and Pearson's correlation using the SPSS program. Results: The average item score for job stress was 2.77. Role sharing with peers was highest as 3.05. There were significant differences in the degree of job stress according to religion, working period and applying motive. The average item score for job satisfaction was 2.93. Group conflict was highest as 3.18. There were significant difference in the degree of job satisfaction according to religion, working period and applying motive. There were significant differences in the negative correlation between role-sharing with peers among the job stress factors and decision-making factor (r=.53), group conflict factor (r=.58), role implementation factor (r=.63) and personal social-culture factor (r=.53) among the job satisfaction factors. Also, there were significant differences in the negative correlation between co-workers among the job stress factors and decision-making factor (r=.607), group conflict factor (r=.51) and personal social-culture factor (r=.45) among the job satisfaction factors. Conclusion: It is important to develop various methods of job stress management to increase job satisfaction in 119 relief squads.

• The Journal of the Korea Contents Association
• /
• v.9 no.12
• /
• pp.270-278
• /
• 2009

Most of previous studies on civil servants' stress factors and job satisfaction have been focused on low job satisfaction caused by stress from role relations and human relations. In case of fire officers, however, their stress is expected to be influenced by their unique job characteristics such as risk, urgency, stand-by, and shift. Thus, this study divided fire officers'stress factors into job-related factors (risk, urgency, stand-by, alternation) and role-related factors (role conflict, role ambiguity, role overload), and empirically analyzed how these factors affect their job satisfaction. According to the results of this study, fire officers' job characteristics and their roles in the organization had a significant effect on their job satisfaction. Particularly, among the job-related factors, urgency and stand-by had a positive effect on job satisfaction, and among role-related factors, role conflict and role overload had a negative effect on job satisfaction. In addition, fire officers' stress and job satisfaction were significantly different according to their job (fire fighting, rescue and first aid, fire administration, others), and according to their workplace (fire fighting headquarters, fire station, 119 safety center).

• Journal of Preventive Medicine and Public Health
• /
• v.34 no.2
• /
• pp.141-148
• /
• 2001

Objective : To investigate the sources, extent and related factors in South Korean doctors. Methods : The study subjects were 934 doctors in Taegu, Kyungpook Province, Korea(540 independent practitioners, 105 employed at hospitals and 289 residents in training). Information concerning job stress was obtained using a 9-item questionnaire. Information regarding related factors such as demographic characteristics(age, sex, marital status), perceptions on the socioeconomic status of doctors and working conditions(work time, on-call days per week) was also obtained by self-administered questionnaire during April and May, 2000. Results : Major sources of job stress included clnical responsibility/judgement factor, patient factor and work loading factor. The job stress score of residents was the highest among three groups. The score was lower in older doctors. The score was low among those who thought doctors' socioeconomic status was not good. The longer the work time, the higher the job stress score was. Multiple regression analysis was conducted to control for the mutual influence of independent variables. In regression analysis, the score of residents was higher than practitioners. Work time and socioeconomic status perception had negative effects on job stress score. Conclusion : The average job stress score of the doctors was high. Age, work type, working conditions and perceptions of socioeconomic status were found to besignificantly related to job stress score. Although the job stress of doctors is somewhat inevitable due to the nature of the doctor's job, control of work time, development of coping tools and other intervention methods are needed to reduce job stress of doctors. Further studies are required to understand the characteristics of iob stress and reduce the job stress of doctors.

• Korean journal of food and cookery science
• /
• v.28 no.2
• /
• pp.97-110
• /
• 2012

The purposes of this study were to examine the levels of job stress and job burnout perceived by nutrition teachers and dietitians in school foodservice in Gyeongsangnam province and to analyze job stress factors affecting job burnout. A total of 270 questionnaires were distributed from December 10 to 29, 2010 and 252 were returned (response rate : 93.3%). A total of 245 were used in the final analysis (usage rate : 90.7%), excluding seven improper questionnaires. The results of this study were as follows : 100% of the respondents were women, and their mean age was 38. 60% were nutrition teachers and 40% were dietitians. The level of job stress and job burnout of the respondents were 2.89 points (on a 5-point Likert scale) and 3.70 (on a 7-point Likert scale), respectively. In regard to job stress factors, job demand (3.97) recorded the highest scores, followed by organizational system (2.99), lack of reward (2.85), interpersonal conflict (2.69), job insecurity (2.63), organizational climate (2.63), and insufficient job control (2.45) in that order. Exhaustion burnout (4.60) recorded the highest points among job burnout factors, followed by cynicism (3.46), and professional efficacy (3.04) in that order. Job stress factors affecting job burnout were organizational system (p<.001), job insecurity (p<.001), lack of reward (p<.001), and organizational climate (p<.01). In conclusion, it is necessary to provide human resources management strategies to lower job demand and workload in order to reduce job stress and job burnout for dietitians and nutrition teachers in school foodservice.

• The Korean Journal of Emergency Medical Services
• /
• v.17 no.3
• /
• pp.39-51
• /
• 2013

Purpose: The purpose of the study is to investigate the influencing factors of turnover intention in hospital paramedics. The factors included the job condition, job stress, and turnover intention. Methods: The subjects were 200 paramedics in hospital. Data were analyzed using frequency, t-test or one way ANOVA, Pearson's correlation, and multiple regression analysis with SPSS WIN 20.0 program. Results: Job stress was 3.59 points; job condition, 2.96 points; turnover intention 3.64 points. When the job stress was high, the satisfaction with job condition was very low and the turnover intention increased. When the job satisfaction was high, turnover intention decreased. factors affecting the turnover intention were annual income, turnover frequency, workload, and working department, role conflict, and personal relationship. Conclusion: It is necessary to establish the job description of paramedics and improve the working condition in the hospitals.

• Korean Journal of Occupational Health Nursing
• /
• v.13 no.1
• /
• pp.30-39
• /
• 2004

Purpose: This study was performed to identify the factors of the job stress and to analysis affecting job satisfaction in clinical nurses, using the Job Stress Model by the National Institute for Occupational Safety and Health (NIOSH). Method: Data collection was done from July 21 to July 30, 2003. The study was involved in 203 nurses who work at the hospital. It was examined the self-recording questionnaire about general characteristics, work-related factors, non-work factors, instrument revised by NIOSH Job Stress questionnaire translated by the Korea Occupational Safety & Health Research Institute(1999). Instrument about shift work was the tool developed by Kim and Gu(1984). Result: Job satisfaction of subjects at an average level with $1.96{\pm}0.37$ score on the basis of 3 points. According to general characteristics, job satisfaction was high in those with older age and married group. According to work related general factors, job satisfaction was high with working career, an officer to higher grade. According to work characteristics factors, job satisfaction was low with much role conflict at work and much workload and much interpersonal conflict. As for the relationship between job satisfaction and non-work factor, job satisfaction was did not show statistically significant differences. As a result of Stepwise multiple regression analysis, job satisfaction was influenced by shift work, conflicts of between group and grade of office. Conclusion: Therefore, it suggests that the nurses need stress management related shift work for improvement of job satisfaction.

• Korean Journal of Community Nutrition
• /
• v.23 no.1
• /
• 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.

• Journal of Digital Convergence
• /
• v.15 no.2
• /
• pp.405-409
• /
• 2017

The purpose of this study is to obtain basic data to be used in social welfare intervention for relieving psychological burdens caused by job stress in the eco-boomer generation that will be the center of Korean society in future, by estimating job stress change trajectories of the eco-boomer generation in the convergence era, figuring out predicting factors and examining job stress factors that individuals experience, in accordance with the degree of job stress and the changes. This is a longitudinal study using secondary data and for analysis, the Latent Growth Model(LGM) was applied to the 1st year to the 7th year Korean Welfare Panel Data. Self-esteem was one of job stress predicting factors of the eco-boomer generation. Since most of eco-boomers were students in the early measurement period, the level of job stress was low, but over time, the burden of job increased by gradation. This study has significance by providing an empirical basis for predicting factors of job stress changes of the eco-boomer generation to understand job stress in the eco-boomer generation.