• Journal of Preventive Medicine and Public Health
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• v.42 no.4
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• pp.231-236
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• 2009

Objectives : This study was conducted to determine the appropriate sampling time of the salivary stress markers, chromogranin A (CgA) and cortisol as objective indices of job stress assessment in adult females. Methods : The subjects were 20${\sim}$39-year-old women (13 office workers, 11 sales-service workers, and 11 college students) who were eligible for the study and free of acute and chronic medical conditions. Salivary CgA and cortisol levels were determined by enzyme-linked immunosorbent assay (ELISA). Saliva samples were collected (2 $m{\ell}$ each) at 7:00, 8:00, 10:30, 12:00, 17:30, and 22:30 on a typical day. Salivary CgA and cortisol levels, according to sampling time, were compared among the three groups using general linear model. The full version of the Korean Occupational Stress Scale (KOSS), which includes socioeconomic characteristics, health behavior, workrelated characteristics, and BMI, was used to access the subjects' job stress. Multiple regression analysis of the job stressors identified by the KOSS was performed on salivary CgA and cortisol levels. Results : The salivary CgA level peaked at 7:00 (time of awakening), then decreased and were maintained at a low level throughout the day, and increased slightly at 17:30. The salivary cortisol level increased steeply within the 1st hour after awakening, followed by a gradual decrease by 12:00, and was then maintained at a low level throughout the day. The salivary cortisol levels of subjects who worked ${\leq}$5 days per week and graduated from the university were significantly lower at 8:00 (p=0.006). The salivary cortisol levels of non-smokers were significantly lower at 7:00 p=0.040) and 8:00 (p=0.003) compared to smokers. There were no significant differences in salivary CgA and cortisol levels at 10:30 and 12:00 in general characteristics. The regression coefficients on salivary CgA level were significant with interpersonal conflict at 17:30 and job insecurity at 22:30. Regression coefficients on salivary cortisol level were significant with organizational system and total job stressors at 17:30. Conclusions : We suggest that the appropriate sampling times for the salivary stress markers, CgA and cortisol, are at 7:00 (time of awakening), 8:00 (1 hour after awakening), 17:30 (early evening), and 22:30 (before sleep).

• 대한예방의학회:학술대회논문집
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• 2005.10a
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• pp.374-374
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• 2005

• Journal of Home Health Care Nursing
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• v.10 no.1
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• pp.34-40
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• 2003

Purpose: The purpose of this study was to investigate the job stress in home care nurses. Method: The subjects were 139 home care nurses of hospital in an urban cities. The data were collected from 26 Man to 27 June by self report adherence questionnaire. Job stress was measured using CHN-PWRSQ(Community Health Nurses Perceptions of Work-Related Stressors Questionnaire). Result: The average score of job stress was 60.8. There were significantly high levels of job stress in those who have less than 10 years office period, those who have less than 2000000 won monthly salary than in their counterparts. With regard to the level of job stress by item, 'driving long distance and traffic jam', 'risk of traffic accident', 'bad weather condition', 'uncooperative family members', and 'uncooperative client/patient' were higher than other items. The age and office period were negatively correlated with job stress. Conclusion: The average score of job stress was 60.8. 'driving long distance and traffic jam', 'risk of traffic accident', 'bad weather condition', 'uncooperative family members', and 'uncooperative client/patient' were higher than other items. The age and office period were negatively correlated with job stress.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.6
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• pp.48-54
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• 2019

This study was based on Job Demand-Resource Model and tried to understand the causes of presenteeism that work but have decreased productivity in spite of health problems. In order to examine the psychological causes of presenteeism, we reinterpreted job resources as psychological capital, which is a psychological resource of personal dimension, and examined the positive and negative aspects of job demands by classifying job demands into challenge and hindrance stressors. Data analysis was conducted using SPSS 21.0 and AMOS 20.0 statistical programs. Data were gathered from 329 employee in Korea. The results of this study are as follows: Hindrance and challenge stressor and psychological capital were fully mediated in the influence of presenteeism through job engagement, and hindrance stressor and psychological capital were fully mediated in the influence of presenteeism though job burnout. Based on the results.

• Journal of Korean society of Dental Hygiene
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• v.11 no.5
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• pp.811-822
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• 2011

Objectives : The purpose of this study was to examine the relationship of the self-efficacy of dental hygiene students to their stressors and ways of stress-adaptation patterns. Methods : The subjects in this study were dental hygiene juniors in four selected colleges located in the metropolitan area. Results : 1. They got a mean of 3.22 in self-efficacy. They gave the highest mark(3.50) to an item 'I can attain it if I set a primary goal.' 2. They got a mean of 3.18 in stressors. Among the stressors, task assignments(3.74) were identified as the greatest stressor, followed by the curriculum(3.25), learning environments(3.16), prospects of employment (3.07) and test anxiety(2.95). 3. They got a mean of 2.02 in stress-adaptation method. They got 2.31 and 1.72 in long-term and short-term adaptation respectively, which showed that long-term stress adaptation method were more prevailing than short-term ones. 4. As a result of analyzing whether there would be any gaps in self-efficacy according to general characteristics, statistically significant gaps were found in that regard according to experience of preparing for college admission after leaving high school, academic standing, satisfaction with the department of dental hygiene and prospects of employment(p<.05). 5. As a result of checking the relationship of their self-efficacy to their stressors and ways of stress adaptation method, there were statistically significant differences in that aspect according to examinations and prospect of employment(p<0.05). As for ways of stress adaptation method, there were statistically significant differences in long-term adaptation method (p<0.05). Conclusions : As it's found that the level of the self-efficacy of the dental hygiene students was linked to the efficiency of their ways of stress adaptation method, the development and implementation of programs geared toward boosting the self-efficacy of dental hygiene students are required to teach them to successfully cope with various kinds of stress that they are likely to face after getting a job.

• SUVANNABHUMI
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• v.16 no.1
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• pp.303-343
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• 2024

Globalization and the flow of foreign direct investment (FDI) in the post-pandemic context continue to play a critical role in shaping the workforce of emerging countries. In Vietnam, evidence obtained during the pandemic revealed that the well-being of employees, especially migrant workers, was extremely poor due to both work and non-work factors. This paper examines the most significant factors that impact the well-being of workers employed by various FDI companies in two Vietnamese industrial parks. The survey evidence (n=200) shows that worker well-being is influenced by seven key factors categorized in three dimensions, namely material stressors, social stressors, and human stressors. A further qualitative analysis of 60 participants provides an understanding of the ways in which each factor affects workers' well-being and how elements of well-being in the Vietnamese context are different compared with other countries. Low salaries, lack of social support, work-life imbalance due to job demands, and the interplay between these three determinants significantly affect the overall well-being of workers. In the current business climate, it is important to have well-targeted policies that encourage high-tech investments as well as persuade domestic firms to address low salaries and economic migration. To manage valuable human resources and keep competitive advantages, foreign firms need to authentically implement corporate social responsibility (CSR) initiatives focusing on workers' benefits, especially providing workforce housing. This will bring about win-win outcomes of improved employee well-being and business sustainability.

• Journal of the Korean Society for Railway
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• v.14 no.5
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• pp.442-451
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• 2011

The purpose of this article is to find out and analyze the diverse factors that are incurring stress to the railway drivers, and to depict the moderating effects of personality factors(Locus of Control, Self-Efficacy, and Organization-Based Self Esteem) on the causal relationship between job stressors and job satisfaction in two groups(drivers who experienced accidents and drivers who did not). To attain this purpose, the 212 questionnaires received from the drivers of KORAIL, Seoul Metro, and Seoul Metropolitan Rapid Transit. Most crucial finding was that certain aspects of a driver's personalities measured by locus of control, self-efficacy, and organization-based self esteem showed significant moderating effects in predicting the level of job satisfaction, job stress and accidents. This result implies that the drastic testing of personality factors is so important when staffing drivers in the future.

• 한국노년학
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• v.31 no.1
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• pp.97-109
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• 2011

The purpose of this work is to examine how work stressors are related to the burnout among staff in long-term care facilities for the elderly. This study offers some responses to a growing stress and burnout for the long-term care workers. The demand for long-term care workers is set to rise in light of an increasing share of older people and dependent elderly. Long-term care workers provide long-term care services to persons with a reduced degree of functional, physical or cognitive capacity. Cross-sectional survey data were collected from 216 staff in long-term care facilities. The standardised Maslach Burnout Inventory(MBI) was used to assess levels of burnout in long-term care workers. The MBI consists of 22 items using a 5-point Likert scale, measuring three sub-scales of burnout; Emotional exhaustion, Depersonalization, and Personal accomplishment. Data were analyzed using regression. This study is empirically tested the degree of association between burnout and its antecedents. The majority of differences in burnout could be explained by work stressors such as client relationship, job overload, job role conflict, and conflicts with clients' family. The study also identified workers' perceptions of their image in society and emotional support as predictors of burnout. Therefore long-term care facilities are encouraged to review their practices so that workers well-being is supported. The study findings suggest attention for organizational oriented initiatives to cope with burnout.

• Journal of Advanced Navigation Technology
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• v.15 no.5
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• pp.871-878
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• 2011

Airline pilots are known as a high stressed group and they are exposed to physical, and psychological stressors. Pilots are important components of airline company and require a significant amount of finances and time for assession training and maintaining certified license validity. The purpose of this study is to examine the correlation between job stress perceived by airline pilots and their turnover intension. The results are as follows: organizational stress and reward stress had impacts on turnover intention. In conclusion, this study is meaningful to improve the efficiency of pilots organization and suggest better ways of human resource strategies and eventually for the success of airline company.

• Safety and Health at Work
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• v.9 no.2
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• pp.216-223
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• 2018

Background: Many studies have reported negative psychological or physical effects of emotional labor. Relationship between work-related musculoskeletal disorder and psychosocial factors has been reported. To manage organizational and psychosocial factors of musculoskeletal disorder with work place intervention among emotional laborers, the factors contributing to musculoskeletal pain must be identified and clarified. Methods: Data from the fourth Korean Working Conditions Survey was analyzed. Based on the questionnaire, we selected emotional laborers and included 3,979 participants, excluding participants whose variables were of interest to the researcher. Weight variable was applied. The association with musculoskeletal pain and psychosocial factors, such as workload, monotonous work, job control, social support, and job satisfaction, was investigated. Results: Univariate analysis demonstrated that there was a statistically significant relationship between social support, job satisfaction, and musculoskeletal pain. In multivariate analysis, job satisfaction showed a strong correlation with musculoskeletal pain at all sites. Social support was significantly associated with backache. Monotonous work seemed to reduce the pain in the neck and/or upper limbs. Job control and work intensity were not significantly associated with musculoskeletal pain. Conclusion: In this study, job satisfaction was significantly associated with musculoskeletal pain, and social support among the social psychological stressors could reduce musculoskeletal pain. However, unlike previously known, the presence of monotonous work resulted in reduced musculoskeletal pain. The results of this study will help to establish the direction of improvement of atmosphere in the workplace to prevent the musculoskeletal pain of emotional laborers.