• Child Health Nursing Research
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• 제23권1호
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• pp.61-69
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• 2017

Purpose: The purpose of this study is to examine the relationship between social capital, labor intensity and incivility and effects the job burnout in pediatric nurses. Methods: A survey is conducted with 186 nurses working in pediatric units at 10 hospital in B, Y, K city. The data was analyzed with SPSS 21.0 program using descriptive statistics, t-test, ANOVA, Pearson's correlation coefficient, $Scheff\acute{e}s$ test and multiple linear regression analysis. Results: A score of 3.31 out of 5 for the level of social capital, a score of 3.16 out of 5 on the labor intensity, and 2.20 points on a 5point on incivility, 4.15 points on a 7 point on job burnout. Job burnout explained 21.7% of the variance in incivility, social capital-shared values, job satisfaction, and labor intensity. Conclusion: The findings indicate that the major factors effecting pediatric nurses job burnout are incivility. Thus, in order to reduce pediatric nurses job burnout are to investigate degree of incivility, it is nesessary to develop intervention programs to incivility and labor intensity that reduced organizational level of measures need to establish.

• 한국응급구조학회지
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• 제13권3호
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• pp.107-120
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• 2009

Purpose : The purpose of this study was to investigate the influence of organizational culture on job satisfaction of fire officials. Method : The subjects of this study were 251 fire officials in Gongju and Choengju province and Daejeon City. Data were collected using self-administering questionnaire from February 20 to March 20 in 2006. Collected data were analyzed using SPSS 14.0 program. Real number, percentage, mean and standard deviation were calculated, and t-test, ANOVA, Pearson correlation coefficient, multiple regression were analyzed. Result : The results of this study were as follows : 1. The job satisfaction was found to be significant positive correlations with full organizational culture(r = .595, p = .000). 2. The job satisfaction was found to be in significant positive with rational goal culture, open system culture and human relation culture. 3. How organizational culture affects the job satisfactions was as follows; 25.2% of core values of manpower, 6.3% of rational goal culture, and 4.9% of job initiative. Conclusion : Enhancing the job satisfaction of fire officials would improve personalized factors and changes rational goal culture.

• 한국IT서비스학회지
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• 제20권4호
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• pp.53-68
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• 2021

Many organizations try to hire and retain a well-trained workforce to get their security level of IT assets and networks. However, most academic studies have focused on only how many workforces are needed to keep the secure function. We have to transit to other aspects of cybersecurity HRM studies because well-training workforces are not the problem of numbers but the quality. This study proves how the person-job fit and the work values impact job satisfaction of the cybersecurity workforce in early careers who graduated school recently and have a high turnover intention. The results of this study provide a lot of practical implications regarding job satisfaction of the cybersecurity workforce in an early career as follows. First, the major-job fit of the cybersecurity workforce doesn't influence job satisfaction, unlike other studies. Second, what graduates learned in college is little helpful in hands-on work, so retraining the cybersecurity workforce in an early career is very important. Third, the cybersecurity HRM plans have to center on realizing the self-realization of workforces to improve job satisfaction.

• International Journal of Knowledge Content Development & Technology
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• 제13권4호
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• pp.51-79
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• 2023

A person's job performance is the result of their efforts, influenced by their skills, personality, and perceptions of their role. Job performance is the execution of statutory obligations or functions based on the area of expertise of library personnel that are directed toward achieving the library's goals. The purpose of this study was to investigate the impact of staff motivation and self-efficacy on the job performance of library personnel in Kwara State, Nigeria. The descriptive survey approach of correlational type was used in this investigation. To cover all the library personnel at the participating public libraries in Kwara State, Nigeria, total enumeration or census survey methodologies were used. Eight objectives are used to steer this investigation. The findings demonstrated a significant correlation between staff motivation and job performance, while self-efficacy and job performance have a significant negative relationship. The authors recommend that library personnel who receive training, particularly training focused on providing them with development chances, may perceive that the organization values them as individuals, which increases their sense of self-worth and, as a result, helps them create stronger job performance.

• 벤처창업연구
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• 제13권2호
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• pp.51-61
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• 2018

우리 사회가 성숙해지면서 사회적 자본으로서 신뢰에 대한 관심이 커지고 있으며, 사회적 자본에 대한 연구가 시민사회와 국가경제 발전에 대한 사회학적 관심에서 출발하여 기업의 역량강화에 대한 관심으로 확산되고 있다. 특히 중소벤처기업의 경우 최소인원으로 핵심기능만을 조직화한 창업이 늘어나고, 핵심기능에 집중하는 부문별 Partner의 책임경영 체제가 강조되면서 기업의 가치창조를 결정하는 변인과 과정에 대한 관심이 커지고 있다. 본 연구는 중소벤처기업의 가치창조와 장기적 생존을 위하여 필수적인 구성원의 협력과 조직의 혁신행동을 달성하기 위한 변인과 과정을 알아보기 위하여 실증적 연구를 시도하였다. 기업조직의 수준에서 Nahapiet & Ghoshal이 제안한 사회적 자본의 3가지 차원 즉, 구조적 차원, 인지적 차원, 관계적 차원의 변수로서 조직공정성, 공유가치, 조직신뢰를 선택하고 기업성과의 선행변수인 직무만족을 거쳐 기업성과의 대용변수인 혁신행동에 긍정적 영향을 미칠 것이라는 가설을 수립하여 검정하였다. 기업의 조직구성과 운영은 사회적 계약관계이므로 조직공정성과 공유가치가 직무만족에 긍정적 영향을 미치고, 직무만족이 혁신행동에 긍정적 영향을 미치며, 조직신뢰는 직무만족과 혁신행동 사이의 관계에 매개효과를 갖는 인지적 과정과 조직적 맥락을 분석하였다. 구체적으로 직무만족이 혁신행동에 미치는 직접적 효과(69%)에 비하여 조직신뢰가 혁신행동에 미치는 간접적 효과(31%)가 작지 않게 나타났으며 상대적으로 중요한 변수로 관찰되었다. 구성원 30인 이하의 중소벤처기업의 경우에는 직접효과(36%)보다 오히려 간접효과(64%)가 더 큰 것으로 나타났으며, 이는 구성원의 직무만족을 높이기 위한 노력과 함께 조직신뢰를 최우선적으로 확보하여야 한다는 점을 보여준 것이다. 본 연구의 의의는 구성원 30인 이하의 중소벤처기업의 경우 조직신뢰가 조직공정성, 공유가치, 직무만족보다 더욱 큰 영향력을 갖는 변수라는 점을 실증적으로 확인하였다는 점에 있다. 추가적으로 혁신과 생존을 위하여 조직신뢰를 포함한 사회적 자본의 제반요소를 강화하기 위한 실행방안을 논의하였다.

• 한국직업건강간호학회지
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• 제23권4호
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• pp.245-253
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• 2014

Purpose: School foodservice employees (SFEs) could be exposed to the risk of musculoskeletal disease and of job stress due to their job characteristics. This study was to evaluate the level of job stress and the prevalence of work-related musculoskeletal symptoms (WRMS) in Seoul city's SFEs, and to determine associations between job stress and WRMS. Methods: The study design was cross-sectional, and 975 SFEs were recruited. Self-administered questionnaire included the 'Korean occupational stress scale-short form' and the 'KOSHA GUIDE H-9-2012' instrument to evaluate the job stress and WRMS, respectively. SFEs' medians of job stress were compared to the reference values of published study in Korean workers. Results: The participants reported greater levels of job demand and physical environment than the general Korean population. WRMS were reported in 89.0% of participants at any body part, and 41.1% were presumed to need for medical intervention. High levels of job demand and of physical environment were significantly associated with WRMS. Conclusion: Subscales of job demand and physical environment were relatively high in SFEs and those were related to the occurrence of WRMS. To reduce the WRMS prevalence, a job stress management program focused on job demand and physical environment may be required.

• 유통과학연구
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• 제13권5호
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• pp.113-120
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• 2015

Purpose - As the rapid development of ICT has been made recently, many domestic companies are trying to introduce smart work infrastructure. The purpose of institution of smart work is to enhance their performance. To this end, it is necessary to advance the way of working. Developing employees' collective intelligence should be regarded as a prerequisite for advancing the way of working. Job satisfaction of the employees is another important factor to enhance organizational performance. So this study aims to provide the theoretical background of systematic approach to smart work quality by empirically analyzing the effect of smart work quality on collective intelligence and job satisfaction. Research design, data, and methodology - A structural equation model was designed to examine cause-and-effect relationships among three latent variables(smart work quality, collective intelligence, job satisfaction). Three hypotheses were formulated. The first hypothesis is that the effect of smart work quality on collective intelligence will be positively and statistically significant. Likewise, the second hypothesis is that the effect of smart work quality on job satisfaction will be positively and statistically significant. Finally, the third hypothesis is that the effect of collective intelligence on job satisfaction will be positively and statistically significant. Based on the previous researches, 34 questionnaire items were developed to measure the effect of the three variables. The survey was conducted on 162 employees who are working under smart work environment. The number of the effective questionnaires for the analysis was 154. PASW Statistics 18 and AMOS 18 were used for the statistical analysis. Results - The validity and reliability test for questionnaire items have been carried out. From the factor analysis, 1 out of 34 items was eliminated. As a result, 33 out of 34 items were used for analyzing. The values of Cronbach's α ranged from 0.701 to 0.910, indicating the acceptable reliability of the questionnaire items. The values of χ2, df, CFI, TLI, RMSEA of the model are 102.838, 51, 0.949, 0.935, 0.082, respectively. So the structural equation model was statistically significant. The first and third hypotheses were supported. But the second hypothesis was rejected. Conclusions - An analysis using structural equation model showed meaningful implications about the effect of smart work quality on collective intelligence and job satisfaction. First, as the five quality elements of the smart work improved, the level of collective intelligence increased. Second, the statistical analysis showed smart work didn't have a direct effect on job satisfaction, which is inconsistent with the prior findings. The main purpose of smart work is to help achieve greater performance. The companies also need to make efforts to improve job satisfaction of their employees along with achieving greater performance. Third, an organization with higher level of collective intelligence showed greater job satisfaction. The companies under smart work environment need to develop functions to encourage participation, sharing, openness, and collaboration. This research will provide useful information for the companies which want to introduce smart work, distribution information system, management information system, etc.

• 벤처창업연구
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• 제16권1호
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• pp.37-53
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• 2021

본 연구의 목적은 청년창업가의 일자리만족도에 따른 잠재프로파일의 유형을 분석하고 관련 변인의 영향력을 살펴보는 것이다. 이를 위해 청년패널조사 12차년도 자료를 활용하여 잠재프로파일분석을 실시하였다. 분석결과, 청년창업가의 일자리만족도에 따른 잠재프로파일은 5개로 도출되었고, 그 형태에 따라 '낮은 일자리만족 집단', '중하위 일자리만족 집단', '중간 일자리만족 집단', '중상위 일자리만족 집단', '높은 일자리만족 집단'이라 명명하였다. 각각의 잠재프로파일 집단에 대해 영향요인을 살펴본 결과, 성별, 배우자 유무, 주관적 건강상태, 자아존중감, 창업동기, 창업시 어려움, 업무적합도, 내적 직업가치, 외적 직업가치, 사업체 규모, 현직장 임금, 주당 평균근로시간, 창업교육훈련 이수여부, 고용보험 가입여부가 청년창업가의 일자리만족도에 영향을 주는 유의미한 요인이며 집단에 따라 차이가 존재함을 확인하였다. 본 연구는 청년창업가의 일자리만족도의 잠재프로파일 유형과 이에 대한 여러 독립변수의 효과를 알아봄으로써, 청년창업가의 일자리만족도를 높일 수 있는 정책적 시사점에 대해 논의하였다.

• 한국식품과학회지
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• 제45권4호
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• pp.473-477
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• 2013

혼합디자인에 의해 설정된 조건하에서 압출성형한 율무와 밀가루의 압출성형물은 율무 첨가에 대해 여러 반응 요인들이 압출성형물의 특성에 영향을 끼치는 것으로 나타났다. 실험조건은 율무 함량 5-75%, 밀가루 25-95%로 결정하였으며, 수분함량은 20.55%로 고정하여 modified distance based mixture design으로 실험설계 및 분석하였다. Bending 파손강도, WAI, a값 등은 유의성이 없는 것으로 나타났으나, 팽화물의 직경, WSI, L값, b값은 율무와 밀가루의 혼합에 의해 유의성이 존재하는 것으로 나타났다. 팽화물의 직경, L값, b값은 선형 모델로 분석할 수 있었으나 WSI는 quadratic 모델로만 설정이 가능한 것으로 나타났다. 율무의 함량이 많아질수록 외관적으로 팽창되어지는 정도가 적어졌으며, 색상도 어두워지는 것으로 나타났다. 율무의 함량이 증가할수록 L값은 77.84에서 72.73, a값은 1.37에서 1.77로, b값은 19.42에서 17.64로 이동되었다. WSI는 율무와 밀가루가 40%:60%로 혼합되어 압출성형되었을 때 가장 낮게 나타났으며, WAI는 율무와 밀가루 혼합 비율에 대해서는 유의성이 없는 것으로 나타났다. 혼합디자인 계획법은 시리얼류 제품 생산에 적합한 조직 형성과 반응량에 유의한 영향을 미치는 요인 등에 대해 적절한 혼합 비율과 가공 조건 등을 제시할 수 있음을 알 수 있었다. Modified distance based mixture design에 의해, 일반 시중 제품과 유사한 조직감을 나타낼 수 있는 율무와 밀가루, 물의 적정 배합 비율은 60.12:19.42:20.46으로 나타났다.

• 보건의료산업학회지
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• 제9권3호
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• pp.81-93
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• 2015

Objectives : The objective of this study was to examine preceding variables that affect the dual commitment of outsourced employees working at hospitals and to analyze the influence of these variables on job performance. Methods : Data were collected from 461 outsourced employees, working at 7 general hospitals, which had introduced the outsourcing system, using a structured, self-administered questionnaires. Frequency, validity/reliability, correlation and path analyses were done for data analysis. Results : The results of the path analyses showed that both commitment to the hiring company and commitment to the client company (hospital) had statistically significant positive effects on job performance. Additionally, when the 'single measurement' approach was used, dual commitment had a larger positive effect, compared with the 'parallel approach.' Among the preceding variables, 'satisfaction for the job itself' was found to be the most important variable affecting dual commitment and job performance. Conclusions : In conclusion, to enhance the job performance of outsourced employees, it is important for management to examine and improve the various factors related to job satisfaction. Additonally, for outsourced employees to have organizational commitments to the hiring and client companies simultaneously, management should emphasize a sense of unity and share organizational values.