• Journal of Korean Academy of Nursing
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• v.18 no.1
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• pp.5-18
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• 1988

Herzberg and his associates concluded from their findings that job satisfaction consisted on two independent dimension ; the first dimension was related to job satisfaction, the second to job dissatisfaction. According to the Herzberg theory, the satisfiers are related to the nature of the work itself and the rewards that flow directly from the performance of that work. The dissatisfaction factors are associated with the individual's relation to the context or environment in which he works. The purpose of this study was to investigate selected factors which result in job satisfaction / dissatisfaction of nurses employed in general hospital. In a study of this nature, it is important that the population be as homogenous as possible in order to reduce the effects of the different environments and backgrounds on job satisfaction. A job satisfaction questionnaire developed by Slabitt et als. was used for this study. It contains 45 statements and utilizes a Likert type scale of 5. Participants were asked to select response which were congruent with their perceptions of the item. It was decided to conduct the study in one general hospital in Seoul. A sample of 505 clinical nurses were selected to participate in this study. The results of this study were as follows ; 1. The overall mean score for the 45 five-point scales of job satisfaction items was 2.945, showing that the subjects of this study were neither satisfied nor dissatisfied. 2. To identify the specific job related factors that result in Job satisfaction / dissatisfaction, the 45 items of job satisfaction were divided into 6 areas and the mean scores and % of agreement were compared. The specific job related factor that resulted in job satisfaction was the job status and those that resulted in job dissatisfaction were salaries, task requirements and organization requirements. But the areas of autonomy and interaction did not belong to either side of the specific job related factors. 3. To identify the relationship between the job satisfaction and the subject's general characteristic, data was analyzed using the t-test and the Pearson correlation coefficient. It was found that the relationship between the job satisfaction and the request for rotation and intention to remain on the job were statistically significant at .05 level, but the relationship between the job satisfaction and age, work experience, and educational background were nor statistically significant at the .05 level.

• Journal of Korea Society of Industrial Information Systems
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• v.24 no.1
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• pp.95-108
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• 2019

Urban railway engineers' job stress cause fatal evils to both individuals and entire society and brings a significant loss in competitiveness. Thus, this research aimed to examine the factors affecting engineers' job stress and their negative results and seek ways to reduce job stress. This study analyzed the effects of job characteristics(job insecurity, job demand) and organization characteristics(irrational workplace culture) on job stress as well as the effects of job stress on psychological depression and human errors. Also, this study analyzed the moderating effects of organizational support in the relationships between job stress and psychological depression as well as job stress and human errors. A survey was conducted on urban railway engineers and the results were as follows. First, the high level of job insecurity and job demand had a positively effect on job stress while an irrational workplace culture had a positively effect on job stress. Second, job stress had a positively effect on psychological depression and human errors. Third, while job stress and perceived organizational support had a significant interaction effect on psychological depression, there was no significant interaction effect on human errors.

• Journal of Korean Academy of Nursing Administration
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• v.9 no.2
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• pp.217-232
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• 2003

Purpose : This paper was attempted to identify the job stress related factors among the staff nurses and to provide the basic data concerning development of stress management program focused on hospitals. Method : The subjects were 309 staff nurses at two general hospitals in Seoul. Data were collected with self-reported questionnaires and analyzed by SPSS-PC+10.0 for descriptive analysis, ANOVA, stepwise multiple regression, factor analysis. Results : The subjects exhibit significantly highest level of 'the participation in decision making factor'. The mean score of 'control coping strategies' was higher than 'avoid coping strategies'. The mean scores of social support and stress responses were high. The main factor that affected the stress responses was 'the job characteristic factor' and it was explained 23.0% out of the total variance of the stress responses. Also, it would be explained 42.6% out of the total variance of the stress responses with 'the control coping strategies, work overload factors, social support, and participation in decision making factors'. Conclusion: For developing the hospital- focused stress management program for staff nurses, 'the participation in decision making factors' and 'the job characteristics' should be considered. Also, the organizational efforts and supports should be required to support and use of 'control coping strategies' of nurses

• Journal of Korean Physical Therapy Science
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• v.7 no.2
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• pp.503-512
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• 2000

This study was carried out to find out factors affecting on organizational commitment of hospital physical therapists in Korea. The sample used in this study consisted of 135 physical therapists who were working in hospitals located in Seoul. The data for analysis were collected by questionnaire survey. The major statistical methods used for the analysis were factor analysis and multiple regression analysis. The dependent variable of the study was organizational commitment (responsibility of organization and propensity to stay), and the independent variables were general characteristic of respondents and components of job satisfaction - "task", "organizational operation system", "opportunity of development", "interpersonal relationship" - of hospital physical therapists. Important factors affecting the responsibility of organizational commitment were religion, work period, task satisfaction, opportunity of development. And propensity to stay was significantly affected by religion, work period, and four components of job satisfaction. In considering above findings, for improving factors affecting on organizational commitment of physical therapists, hospitals need to develop strategies for enhancing job satisfaction by providing the adequate job environment.

• Journal of Korean Academy of Nursing Administration
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• v.12 no.4
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• pp.587-596
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• 2006

Purpose: This study aimed to understand the empowerment in clinical nurses and to analyze the influences of job characteristics and professionalism on empowerment. Method: Subjects were 386 nurses in 8 general hospitals at G city and Seoul. Data were collected with self-administered questionnaires and analyzed using SAS 8.1 by applying ttest, ANOVA, Pearson correlation coefficient, and Stepwise multiple regression. Results: Empowerment was $3.58{\pm}0.63$ and among the subscale scores meaningfulness $(3.83{\pm}0.74)$ was the highest and Impact $(3.23{\pm}0.86)$ was the lowest. The level of empowerment was different significantly by age, marital state, education, clinical careers, position, job satisfaction(p<.00). Job characteristic score was $3.60{\pm}0.45$ and Professionalism score was $3.65{\pm}0.52$. Empowerment was positively correlated with job characteristics and professionalism(r= .63, .81, p<.01). Major factors that affect to empowerment in clinical nurses was professionalism, which had an explanation of 66.9%. Conclusions: The more clinical nurses took the professionalism, the higher nurses perceived empowerment. Therefore, empowerment and professionalism in nurses should be generally screened and other factors should be looked into. And if the specified nursing intervention program which increase their empowerment would be developed, it may contribute to qualify the nursing services.

• Journal of Industrial Convergence
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• v.19 no.6
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• pp.21-35
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• 2021

The purpose of this paper is to examine how demand for labor affects the job seeker's decision on the level of investment in education. In the current paradigm of economic growth in which innovations and technological developments generally weaken the strength demand for labor and increases the uncertainty related to employment, this paper provides a theoretical framework that can be used as a basic framework in understanding the decision of investment in education in varying conditions of demand for labor. The following are the findings of this paper. First, the level of investment in education can generally be regarded to be higher as the demand for labor exacerbates but for the job seekers with a certain characteristic. Second, the Arrow-Pratt absolute risk-aversion measure is the characteristic of the job seeker that determines in what direction the job seeker changes in the level of investment in education, For an arbitrary level of demand for labor there exists a certain threshold which determines the minimum degree of risk-aversion required for the job seeker's Arrow-Pratt should go over to increase the level of education as demand for labor weakens. Third, the job seekers lower the level of education even though the demand condition in labor markets weakens if the compensation function does not depend on the level of education. This is surprising because it turns out that one of the reasons why job seekers invest in education is that they want to be recognized in their compensation for their level of education even when more education still raises the probability of employment.

• Journal of the Korean Society for Library and Information Science
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• v.47 no.4
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• pp.211-233
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• 2013

This study aims to evaluate job satisfaction level of employees working at special libraries by analyzing their affiliated institution and personal backgrounds. Results indicated that the job satisfaction level in private institutions was higher for 'remuneration', 'promotion', and 'overall satisfaction' in comparison to public counterparts. Also, employees working at institutions with independent libraries had higher level of satisfaction for 'work itself', 'remuneration' and 'co-workers' in comparison to those working in non-independent libraries. In terms of employment status, satisfaction level for 'remuneration' and 'promotion' was high among permanent employees, whereas 'superior and supervisor' was relatively higher among temporary employees. In terms of position, supervisors had higher level of satisfaction for 'remuneration', 'job system', 'promotion' and 'overall satisfaction' in comparison to non-supervisors. Employees with degrees in library and information science had higher level of satisfaction for 'work itself', 'job system', 'promotion' and 'institutional environment' in comparison to non-majors. This study clarified desires and emotions of employees working at special libraries and eliminated obstacles to higher job satisfaction. These findings may have implications for the improvement of work efficiency in libraries.

• Journal of KIISE:Computer Systems and Theory
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• v.31 no.3_4
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• pp.152-159
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• 2004

The Grid system is an emerging computing infrastructure that will substitute for existing distributed systems. However end users have a difficulty in using the Grid because of its complicated usage, which is an inherent characteristic from the heterogeneous mechanism of the Grid. In this paper, we present the JCML(Job Control Markup Language) and its GUI-based editor, which not only provide users with ease of use, improved working environment, but assist users to execute their jobs efficiently The JCML is a job control language that improves the RSL of Globus, which defines global services in Grid. The JCML is designed to support flexibility among various Grid services using standard XML. And it makes use of a graph representation method, GXL(Graph eXchange Language), to specify detailed job properties and dependencies among jobs using nodes and edges. The JCML editor provides users with GUI-based interface. With the JCML editor, a complicated job order can be easily completed using very simple manipulations with a mouse, such as a drag-and-drop.

• The Journal of the Korea Contents Association
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• v.15 no.12
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• pp.247-256
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• 2015

This study begins with the importance of customer satisfaction in public sector, social welfare and job enthusiasm and how authentic leadership impacts the job engagement and customer orientation. To analyze and to verify the hypothesis, a Structural Equation Model was constructed, with the genuine leadership as an independent variable, the job engagement as a parameter, customer orientation as a dependent variable. Sample data was collected from 230 employees of social welfare organizations located in Yong-in city. Strong association between authentic leadership perception and costomer oreintation was identified from structural equation model, where job engagement plays significant intermediating role. In conclusion, positive perception toward leadership characteristic influence the job performance through desirable attitude formulation. Job engagement as a mediating variable strengthens the influence of autheneic leadership on the improvement in customer orientation which overcame the opposition, the exhaustion due to emotional labor and job burnout from those who are engaged in welfare facilities.

• Management & Information Systems Review
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• v.10
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• pp.1-31
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• 2002

As the modern society is called the narcissistic society, the narcissism is widespread in the personality of individuals and the society at large. In consideration of this side, this study explored for several characteristics of the narcissistic personality and the job stress, and explored for the relationships between the two things theoretically. The narcissism is an attempt to repair self-esteem weakened by the splitting anxiety, the lack and the pathological fusion of self-structure. The job stress is a factor that a characteristic of the job influenced on the behavioral and affective response of the person on the job directly or indirectly. This study selected organizational justices, organizational constraints, role conflict, role ambiguity, role overload, organizational climate, interpersonal relations and career development as factors of the job stress. This study viewed that the stress is made from an interaction between environmental stimulus and personal particular reaction by defining the stress as an interaction model of stimulus-response and personal reaction is caused by psychological adjustment process, personal differences. On this occasion, this study discussed that the narcissistic personality is easy to get stress and weak in the job stress with regarding the personality as a mediation variation of psychological process. As a result, the narcissists estimated themselves positively and their self-esteem is high, but they excessively showed a self biased cognitive and affective response about the negative feedback to protect themselves. Moreover, this positive estimate on themselves and high self-esteem was vulnerable and weak in the self threat. In this view, the narcissistic personality is easy to get more job stress such as organizational justices, organizational constraints, role conflict, role ambiguity, role overload, organizational climate, interpersonal relations and career development.