• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.7
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• pp.46-57
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• 2017

This study examined the level of job satisfaction of rescue workers in accordance with the sociodemographic and health related characteristics, as well as job-related factors. Moreover, this study aimed to know the relationship between job satisfaction and violence experience, job stress, and burn-out. A total of 1,240 rescue workers, who works in 14 fire stations across the country, were surveyed. The survey was conducted by self-administered questionnaires during the period between March 1st and April 30, 2016. As a result, the score of job satisfaction according to the sociodemographic and health related characteristics were significantly lower in the younger-aged group, unmarried group, no-regular exercise group, and poor group of subjective sleep evaluation, unhealthy group of subjective health status than their respective counterparts. From the perspective of job-related characteristics, the job satisfaction scores were significantly lower in the groups of lower rank, lower job career, lower monthly income, hard group of physical burden of work, dissatisfaction group of sense of satisfaction in work, unfit group of the job, without group of consider quitting the job than their respective counterparts. The score of job satisfaction, in accordance with violence experience, job stress, and burn-out were significantly lower in groups with higher scores of violence experience, job stress, and burn-out. In a logistic regression analysis, the adjusted odds ratio of the low-risk job satisfaction were significantly increased in the very high group than in the low group of violence experience, in middle, high and very high group than in low group of job stress, in very high group than in low group of burn-out. The results suggest that the job satisfaction of rescue workers is significantly influenced by various factors, including socio-demographic characteristics, health-related behaviors, job-related characteristics, violence experience, job stress, and burn-out.

• Journal of Digital Convergence
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• v.13 no.2
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• pp.205-213
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• 2015

This study is a survey and research attempted to seek the ways of effective human resource management and improving the quality of nursing - targeting the nurses working for the general hospitals - by analyzing the impact of job satisfaction and job stress factors on exhaustion and turnover intentions, so as to find the nurses' turnover factors and remove those factors in advance. Although we cannot raise job satisfaction to the level we are satisfied by monetary compensation, i.e. salary alone, but as seen in this study, it is worth considering such ways as the subjects with high salaries showed relatively higher job satisfaction. Finally, in order to prevent the turnover of the competent nursing staff at an early stage, active systematic supplements and efforts are required; it is also necessary to provide constant job training, by taking into account of the specificity of nursing units and to secure and place adequate nursing staff, and to establish fair and objective promotion criteria.

• Korean Journal of Occupational Health Nursing
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• v.22 no.3
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• pp.228-239
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• 2013

Purpose: This study aims to assess the effects of psychosocial work environment and self-efficacy on stress, depression, and burn-out among office workers. Methods: Survey data were collected from 331 office workers who worked in one workplace from April 10 to 30, 2012. The impact of psychosocial work environment and self-efficacy on stress, depression, and burn-out was analyzed with hierarchical multiple regression using SAS version 9.3. Results: Work-family conflicts and emotional demands were identified as main factors influencing mental health. Other work environment factors influencing mental health were role clarity for stress, possibilities for development, meaning-of work, social support-from supervisors and job insecurity for depression, and social community at work for burn-out. Self-efficacy was correlated with most psychosocial work environment and factor with independent influence on stress and depression. The final models including general characteristics, psychosocial work environment, and self-efficacy accounted for 34%, 44%, and 36% for stress, depression, and burn-out respectively. Conclusion: To promote mental health in office workers, there is a need to decrease work-family conflicts and emotional demands and to improve work organization and job contents, social support, and self-efficacy.

• Journal of Korean Academy of Rural Health Nursing
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• v.1 no.1
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• pp.40-48
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• 2006

Purpose: This study was done to identify the experience of stress and burn-out in caregivers of patients with senile dementia. Method: To evaluate the degree of stress and burn-out in caregivers of patients with senile dementia, 64 caregivers and matched to 64 patients with senile dementia at a Primary Health Care Post in South Kyung Sung Province were selected. The study was carried out from March 6 to March 30, 2001. Data on the degree of dementia in the patients was measured by the MMSE-K (Mini-Mental State Examination-Korea) and caregiver characteristics such as, sex, age, marital status, educational level, job, socioeconomic status, religion, number in family, relationship with patient, duration of care, and chronic disease in caregiver were collected by direct interview with a questionnaire. Results: Of 64 patients with senile dementia, 15.6% were classified as mild dementia (MMSE score 20-24) and 84.4%, as severe dementia. There were no significant characteristics of caregivers associated with the degree of stress and burn-out experience. The degree of burn-out in these caregivers of patients with severe dementia (mean value 94.3) was significantly higher than the 81.4 for those caring for patients with mild dementia (p<0.05). However, the degree of stress was not significantly related with the degree of dementia. The proportion experiencing severe burn-out (above score 4) was 54.7% in the physical domain, 90.6% in the emotional domain, and 73.4% in psychiatric domain, respectively. Conclusion: The above findings suggest that the degree of stress and burn-out experienced by caregivers of patients with senile dementia are high. Also the degree of burn-out experienced by in caregivers of patients with severe dementia was higher than for those caring for patients with mild dementia.

• The Journal of the Convergence on Culture Technology
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• v.9 no.6
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• pp.355-363
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• 2023

The purpose of this study was attempted to confirm the relationship between medical workers' knowledge of the elderly, burn out, job satisfaction and awareness of elder abuse. The study was conducted on 371 doctors, nurses, and nurse's aides working at eight health centers, 15 nursing hospitals, and 30 university hospital institutions. Looking at the relationships between variables, this study found that knowledge of the elderly was a significant positive correlation with awareness of elder abuse(r=.14, p<.01), and burn out was a significant negetive correlation with job satisfaction(r=-.55, p<.01) and awareness of elder abuse(r=-.10, p<.05). Job satisfaction was a significant positive correlation with awareness of elder abuse(r=.13, p<.01). Awareness of elder abuse was a significant positive correlation with knowledge of the elderly(r=.14, p<.01) and was a significant negetive correlation with burn out(r=-.10, p<.05). As a result of this study, it is expected that Hospital workers can have a positive perception and attitude toward the elderly by reducing their burnout and improving their job satisfaction.

• Korean Journal of Occupational Health Nursing
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• v.22 no.2
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• pp.121-129
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• 2013

Purpose: This study is designed to verify affecting variables to turnover intention of nurses in general hospital. Methods: The data were from the self-reported questionnaire responses of 168 nurses in five general hospitals 300-400 beds in Seoul and Gyungi province and analyzed by frequency and percentage, t-test, ANOVA and Sheffe's test and stepwise multiple regression. Results: The means of turnover intention were $3.14{\pm}0.87$, job overload, $3.54{\pm}0.67$, role ambiguity, $2.87{\pm}0.71$ and burnout, $2.68{\pm}0.72$. A significant correlation was found among turnover intention and job overload (r=.24, p<.001), role ambiguity (r=.30, p<.001), and burn out (r=.58, p<.001). The factors that affect turnover intention from the result of multiple regression by the stepwise selection, were emotional exhaustion, role ambiguity, and diminished personal accomplishment. Conclusion: Based on the results, to reduce turnover intention of nurses, emotional support should be provided and also range of roles be clearly defined. In addition, it is needed to improve the working conditions for nurses to get a sense of accomplishment.

• Korean Journal of Child Education & Care
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• v.18 no.1
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• pp.193-216
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• 2018

The purpose of this study was to analyze the mediating and moderating effect of directors' transformational leadership or transactional leadership between early childhood teachers' emotional labor and their burn out. The subjects were 211 early childhood teachers in the kindergartens and day care centers located in Kyonggido. 'Emotional Labor Assessment for Early Childhood Teachers', 'Assessment of Directors' Transformational Leadership or Transactional Leadership', and 'Early Childhood Teachers' Burn Out Assessment' were used in the collection of data. It used Pearson's correlation and Multi-Regression Analysis to analyze the data. The results of this study are as follows; first, there were positive correlations between early childhood teachers' emotional labor and their burn out. And, there was negative correlations between early childhood teachers' burn out and directors' transformational leadership or transactional leadership. Second, it was revealed that early childhood teachers' emotional labor was found as the positive predict variable for effecting their burn out. Third, it was revealed that directors transformational leadership or transactional leadership was found as the negative predict variable for effecting early childhood teachers' burn out. Fourth, directors' transformational leadership was a mediating effect of job environment dissatisfaction which is a sub area of burn out. In addition, directors' transactional leadership was a mediating effect of physical-emotional exhaustion which is a sub area of burn out.

• Korean Journal of Adult Nursing
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• v.29 no.3
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• pp.290-301
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• 2017

Purpose: This study was aimed to identify the level of emotional labor, job stress and professional quality of life and to identify the factors affecting on professional quality of life among nurses in long-term care hospitals. Methods: 136 nurses working at eight different long-term care hospitals were recruited from May 1 to June 30, 2016. Data were analyzed by descriptive statistics, t-test, ANOVA, Pearson correlation, and stepwise multiple regression using SPSS/WIN 22.0. Results: Professional quality of life is consisted of three subcategories as compassion satisfaction, secondary traumatic stress and burn-out. As for the factors affecting on compassion satisfaction, age, satisfaction on working ward and shift pattern of duties were significant factors. The three variables' explanation power on compassion satisfaction was 25.0%. As for factors affecting on secondary traumatic stress, emotional labor was a significant factor. The emotional labor's explanation power on secondary traumatic stress was 13.0%. Factors affecting on burn-out, emotional labor, age, and health condition were significant factors. The three variables' explanation power on burnout is 31.0%. Conclusion: On the basis of results, program development are required to relieve emotional labor and job stress for nurses at long-term care hospitals and to improve their professional quality of life.

• Journal of Hospice and Palliative Care
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• v.13 no.3
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• pp.161-168
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• 2010

Purpose: This study investigated the Korean social workers’ burn-out factors and personal traits in hospice and palliative care field, and also examined the effect and correlation between their professionality, social support and supervision. Methods: Data (N=46) from 46 social workers working at hospice and palliative care field were collected, and the data were analyzed for the inferential statistics using t-test, ANOVA, correlation and multiple regression with the SPSS 12.0 program. Results: General factors of the burn-out were age and work experience. The effect of the organization environment is greatly dependant on social support and supervision, and the burn-out were protected when workers got an emotional support from their family. For the workers with supervision, the less negative feeling, the better for the burn-out protection. Furthermore, the low burn-out was thought about when professional organization, self regulation, job vocation and autonomy were utilized. Regression analysis needed that the burn-out were protected well when individual autonomy among expertise was guaranteed. As for social support, vertical support was able to protect physical burn-out. Conclusion: The training program for social workers in hospices and palliative care field is essential to reduce and prevent the burn-out. Hospice should be more activated and a training program with up-to-date knowledge and information should be adopted.

• The Journal of the Korea Contents Association
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• v.19 no.4
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• pp.621-637
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• 2019

This study verifies the impact of emotional labor of online shopping mall call center counselor on customer orientation and the medium effect of job burnout. The study targets call center counselors from four companies that operate online shopping malls, and 271 copies are used for final data analysis. The results are as follows. First, deep action, a subfactor of emotional labor, has shown to have a significant positive effect on customer orientation. Second, the deep action of emotional labor has shown to have a negative effect on depersonalization and reduced personal accomplishment, while the surface action has a positive effect on job exhaustion and depersonalization. Third, deep action of emotional labor is found to increase customer orientation through depersonalization and reduced personal achievement, which are sub-factors of job burnout, while surface action of emotional labor is mediated by depersonalization, lowering customer orientation. The results of this study confirm that it is necessary to increase deep action and reduce job burn-out in order to improve customer orientation. Also, it is meaningful that the study verifies the role and the mediating effect of job burn-out.