• Journal of Engineering Education Research
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• v.20 no.5
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• pp.3-13
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• 2017

The purpose of this study was to investigate the effect that completing long-term on-site training with varying grades of success had on the job satisfaction of former university students after obtaining employment. Although the grades themselves achieved during long-term on-site training did not directly affect job satisfaction, positive effects on job satisfaction were shown due to the mediating effects of job match and organizational commitment. The results of this study are as follows: First, it was found that employees who participated in long-term on-site training showed different results in belonging and attachment to their organizations according to their achievement. The higher the grades during long-term on-site training, the higher the degree of reported job match and organizational commitment, suggesting a positive correlation with job satisfaction. Therefore, long-term on-site training should not be operated as simply a program for temporary experiential learning, but instead should be optimized by companies and schools to motivate their students to achieve high grades for the purpose of their future job satisfaction.

• Korea Journal of Hospital Management
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• v.9 no.3
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• pp.98-127
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• 2004

The purpose of this study was to provide basic materials needed to enhance quality of organizational life by identifying the improvements of labor union management in the perspective of hospital organization management. The subjects of this study were 510 employees in 1 University Hospital and 3 General Hospitals in Metro Capital including Seoul. Materials were collected from administrators, nurses and medical technicians in target hospitals from April 26 to May 7, 2004 through survey questionnaires. The main results of this study were as follows: First, From the results of multiple regression analysis to identify major influencing factors of labor union commitment level, In University hospitals, males than females, and those who had senior officer posts in labor union showed higher positive correlation with the attitude of their colleagues. In general hospitals, those who had served in Union for shorter period showed higher commitment in union. Second, When looking into the major influencing factors on the level of commitment in labor union according to their jobs, male administrators showed higher positive correlation in the level of commitment in labor union and the relationship with union. Among nurses, those who had lower education level, those who had higher job satisfaction, those who had higher emotional attachment to their job, those who had better relationship with union and better satisfaction in union showed higher commitment level. In medical technicians, those who had higher emotional attachment to their job showed higher commitment level. To summarize study results, the level of commitment in labor union depends on job satisfaction, managers' attitudes, emotional attachment to their jobs, union satisfaction factors, their colleagues attitudes toward union and thee atmosphere of employer-employee relationship. Therefore hospital managers should have democratic and flexible attitudes toward labor union. Additionally, as job satisfaction is important determinant in union commitment, hospital managers should have countermeasures to enhance the job satisfaction level of hospital employees. Moreover, as managerial factors of the principal of hospital influence union commitment directly, the attitudes of hospital managers toward union and transparency of hospital management should be improved.

• Journal of Agricultural Extension & Community Development
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• v.9 no.1
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• pp.87-100
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• 2002

The purpose of this study were to compare the community attachment between rural and urban communities, and suggest directions for community development plans of rural and urban communities in Korea. The data for this study were collected from two communities(n=285), one from Gochang representing rural community, located in Jeonbuk province(n=142), and the other from Suwon city representing urban community located in Gyunggi province(n=143), utilizing questionnaire. The major finding of this study were as follows; 1) Community attachment was significantly higher in community than in urban community, and the linear development model was more appropriate to explain the results of the study. 2) Community attachment appeared to be significantly related to social bonds, community participation, social trust, community economical activities, and social and cultural environment. 3)In general, determinants such as number of acquaintances, price of cultural heritages of residence, trust for local government, good traffic environment, job satisfaction, etc. explained 55.5% in rural and urban communities.

• Journal of the Society of Disaster Information
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• v.5 no.1
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• pp.104-119
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• 2009

The purpose of this study is to examine the effects of job involvement and organization commitment on job form of security guard. The total 260 subjects are composed of 50 women and 210 men who work at security company for security guards in Seoul and Gyonggi province. First, according to the populational and social character, job involvement was higher in women security guards than men, higher in 'above 41' for age, higher in 'university' for educational level, and higher in '300-400' for incomes. Second, according to the populational and social character, organization commitment was higher in men security guards than women, higher in 'above 41 ' for age, higher in 'graduate school of university' for educational level, and higher in '300-400' for incomes. Third, according to the form of the job, the job involvement was higher in 'under 10' for their career, higher in 'manager' for their responsibilities of work, higher in 'afternoon working' for the time schedules, and higher in 'field service' for the kind of working. Fourth, according to the form of the job, the organization commitment was higher in 'under 10' for their career and higher in 'field service' for the kind of working. However, there was no difference between the responsibilities of work and the time schedules. Fifth, it increases the organization, when the job involvement of the security guards such as work attachment, active performance, and the pursuit of job achievement.

• Korean Parent-Child Health Journal
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• v.4 no.2
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• pp.1-15
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• 2002

The purpose of this study is to identify the characteristics and influencing factors of the attachment-oriented caretaking behaviors among the mothers with infants. The total number of 204 mothers participated in this survey as subjects. They all were breast-feeding mothers who had their infants joining in the semi-final round of a healthy breast-feeding infant contest. The data were collected from July 14, 1999 to May 19, 2000. And the data were analyzed by SPSSWIN 10.0 version. The result of this study was as follows ; 1. The mean ages of the subjects were 29.5 and 95.6 percents of them were no-job housewives. 57.8% of them were normal delivery. And the mean months of the infants were 6.2 and the male infants were 57.4%. The first born babies were 62.3%. 2. The mothers are affirmative enough with their attachment-oriented caretaking behaviors (the total mean was $3.58{\pm}.631$). In general, the mothers showed very attachment-oriented caretaking behaviors, but the points that indicated "recording the development characteristics of the infant and discussing them with husband" were very low(score $2.79{\pm}.982$). 3. There are Significant differences in caretaking behaviors of the mothers according to their ages(F=3.497, p=.017), the degree of morning sickness(F=2.633, p=.050) and the birth order of their infants(F=4.854, p=.003). The older mothers and mothers who experienced the less morning sickness showed the higher scores of the attachment-oriented behaviors. The mothers who experienced the more deliveries showed the higher scores of the attachment-oriented behaviors. Accordingly, the above result suggests that the systematic and practical nursing intervention to encourage the attachment-oriented behaviors is essential to the younger, primipara mother.

• Korean Journal of Community Nutrition
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• v.23 no.1
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• pp.28-37
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• 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.

• Korean Journal of Culture and Social Issue
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• v.26 no.3
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• pp.145-166
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• 2020

The present study examines whether fear of negative evaluation, social comparison and self-criticism mediate the relationship between insecure attachment and career indecision. Participants are 401 unemployed people in their 20s who have never had a job. The major findings of this study are as follows. First, correlation analysis indicates that both anxious attachment and avoidant attachment are positively related to fear of negative evaluation and self-criticism. Also, anxious attachment is positively correlated with social comparison, whereas avoidant attachment is negatively correlated with it. Second, both insecure attachments have significant positive correlation with career indecision. Third, it shows the respective unique mechanisms by which each of the two insecure attachment forms are related to career indecision are distinctive: Specifically, The linkage between anxious attachment and career indecision is partially mediated by self-criticism and social comparison, whereas avoidant attachment is indirectly related to career indecision through a full mediation of self-criticism and social comparison. Implications and limitations of this study are discussed.

• Journal of radiological science and technology
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• v.44 no.4
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• pp.389-397
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• 2021

The purpose of this study was to compare the demographic and job characteristics and job satisfaction of sonographers (SONO) and radiological technologists (RT). The subjects were a total of 148 people (69 SONO, 79 RT), who had been working in clinical and hospitals. The method was conducted using a questionnaire with a total of 54 questions consisting of demographic characteristics, job characteristics, and job satisfaction. Reliability was secured with Cronbach's alpha coefficient of 0.6 or higher for the response of the questionnaire. For statistical analysis, descriptive statistics, cross-analysis, independent sample T-test, and correlation analysis using Pearson's correlation coefficient and Spearman's correlation coefficient were performed for each occupation. As a result, first, the SONO had more female workers than RT. They are more than three times as many in graduate school and above. Second, the SONO had 4.5 times more morning shift than the RT and no form of weekend shift. Third, the average monthly salary of the SONO is higher than that of the RT, but when a certain portion of the salary goes up, the salary no longer goes up. Fourth, satisfaction with expectations, growth desire, positive mentality, growth opportunity, job importance, organizational attachment was higher SONO than the RT, but self-efficacy was higher in RT than SONO. Last, SONO had higher educational background than RT. It is hoped that the results of this study will be able to understand the job characteristics of SONO and RT and identify the factors of job satisfaction and provide them as fundamental materials for job selection.

• The Journal of Korean Academic Society of Nursing Education
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• v.20 no.2
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• pp.276-287
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• 2014

Purpose: The purpose of this study was to explore the clear concept of organizational commitment for effective nursing personnel management. Method: This study was conducted using Walker & Avant's conceptual analysis framework(2005). Results: Organizational commitment was identified with six attributes: acknowledgment, acceptance, trust, sacrifice, attachment, regulation. Antecedents of organizational commitment were personal characteristics, perceived organizational support, empowerment, fair compensation, job satisfaction, job autonomy, organizational culture, and leadership. Consequences of organizational commitment were turnover intention, job performance and organizational citizenship behavior. Conclusion: Organization commitment is a core concept for understanding the management of nursing personnel. Appropriate instruments to operationalize the concept of organizational commitment including six attributes need to be developed.

• Journal of Korean Society for Quality Management
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• v.37 no.3
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• pp.18-32
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• 2009

This study investigates whether the efforts of infusing managerial ideologies or organizational visions affect service quality and organizational effectiveness for emotional workers. Data for the empirical analysis were collected from employees (doctors, nurses, and so on) in 14 hospitals on a national scale. The results indicate that ideological infusion efforts have a significant and positive effect on service quality, job involvement, and organizational attachment. Interestingly, the effect of these efforts is greater than the effects of other employment conditions like wage, employment security, and social support.