Journal of the Korean Operations Research and Management Science Society
/
v.23
no.1
/
pp.67-95
/
1998
This research addresses flow time prediction in the dynamic unbalanced job shop scheduling environment. The specific purpose of the research is to develop the job flow time prediction model in the dynamic unbalance djob shop. Such factors as job characteristics, job shop status, characteristics of the shop workload, shop dispatching rules, shop structure, etc, are considered in the prediction model. The regression prediction approach is analyzed within a dynamic, make-to-order job shop simulation model. Mean Absolute Lateness (MAL) and Mean Relative Error (MRE) are used to compare and evaluate alternative regression models devloped in this research.
Purpose: This study examined the effect of work environment and job satisfaction on service quality among staff caring for the elderly. Methods: A convenient sample was 192 staff members from 95 elderly facilities. Data collection occurred from June to July, 2011 using a self-administered questionnaire. Data was analyzed using SPSS/WIN 18.0. Results: Among the subscales of Work Environment Scale, the self-realization score was the highest followed by workload, nervousness, and conflict. The mean score of job satisfaction was 71.43. Reliability was the highest followed by assurance, empathy, responsiveness, and tangibles. Predictive factors of service quality included self-realization work environment and job satisfaction. Conclusion: Exploration of strategies to improve the recognition of self-realization work environment and job satisfaction will be necessary in order to increase of service quality among staffs in elderly facility.
The purpose of this study is to find out the job satisfaction of the korean medical clinic workers, and understand the factors that affect the satisfaction thereby increasing the efficiency of human resource management and providing the basic data to establish the management strategy. We visited 50 korean medical clinics which were chosen randomly from the korean medical clinics in the city of Changwon, Gyungnam. First, we explained the purpose of the study and survey contents to the surveyees, then distributed the Questionnaire and collected them. The data analysis was done statistically using the SPSS WIN IBM 20.0 program. The results were as follows: Professional career, interpersonal relationship, work autonomy, and overall job satisfaction showed significant differences depending on ages. While satisfaction of interpersonal relationship showed significant difference depending on final education. Depending on marriage status, while married persons showed significantly high satisfaction on professional career, interpersonal relationship, work autonomy, administration, and overall job satisfaction, there is no significant difference on income satisfaction. The number of years worked in the current clinic showed significant difference on administration satisfaction. Also, daytime working hours showed significant difference on administration and overall job satisfaction. The work area showed significant difference on overall job satisfaction. The income level showed significant differences on professional career, administration, and overall job satisfaction. From this study, it was confirmed that demographic characteristics and work environment factors showed significant differences on overall job satisfaction of workers in korean medical clinics. Therefore, in order to facilitate efficient manpower utilization and organization efficiency maximization, and motivation of human resources, a detailed plan should be developed to improve working environment and take demographic characteristics into consideration.
Purpose : This study was to figure out the factors affecting the job satisfaction of dental hygienists working in dental clinics. To gain the data to establish the systems for enhancing the job satisfaction of the dental hygienists. This research has been conducted dental hygienists working in dental clinics institutes located in Jeonju and Iksan city, Jeollabuk-do, korea. Methods : The collected data were analyzed by using an SPSS statistical program, obtaining the following results. Result : The average satisfactory level of the dental hygienists was 3.45 out of 5 points. The most important factor affecting of the job satisfaction was the relationship with patients as 3.83 points and the least influencing factor was the compensation as 3.09 points. The management system and the satisfactory level were also correlated. For each of details, communication structure and working environment showed the highest correlation with Pearson's correlation coefficient of 0.610. Among the management system the general job satisfaction according to the communicational structure was higher when they had better communication with dentists. Among the management system, the job satisfaction according to structural factors was higher when they have manuals for the job, when their job is taken partial charge of the responsibility As for job satisfaction by the welfare support factor in the clinic management system, the better an informal social gathering, the higher general job satisfaction. As for job satisfaction by the job autonomy factor in the clinic management system, the more evenly distributed job opportunities and chances of reeducation for professional development led to higher general job satisfaction. Conclusion : The compensation-related grade was the lowest among the 6 constituent factors of the job satisfaction, it seems that improvement of wages and incentives is required to enhance the satisfaction of the dental hygienists. Also, improving factors affecting the management system of the dental service institute can increase the job satisfaction since the job satisfaction was higher when the institutes have the better management system.
The purpose of this study was to investigate the influences of 5 intrinsic and 5 extrinsic factors on technology teachers' job satisfaction and commitment. The collected data from 108 technology teachers in Gwangju city and Jeolla Nam-do, were analyzed and tested at p<.05 or more by using Multiple Regression through SPSS program. The levels of the teachers' job satisfaction and commitment were respectively M=3.91 and M=3.69 at Likert scale. Among 5 intrinsic and 5 extrinsic factors, other factors except for two factors-work environment and salary were, even if a little, satisfied to the teachers. They were more satisfied with the intrinsic factors than the extrinsic. $R^2$=.515 was found between teachers' job satisfaction and the combination of 10 factors-achievement, work itself, responsibility, opportunity for growth, recognition, job safety, work environment, salary, supervision skill, human relation. $R^2$=.616 was between teachers' commitment with the combination of the factors. The combinations were respectively accountable for 51.5% of the job satisfaction change and for 61.6% of the commitment change. The relative importances of the factors were salary first, achievement second and others not for the job satisfaction, and achievement first, opportunity for growth second and others not for the commitment. The generalization of the above results is limited to improving technology teachers' job satisfaction and commitment at the secondary level in Gwangju city and Jeolla Nam-do.
The present study examined the causal relationships among nurses' job environment /job characteristics(work overload, lack of autonomy, professional role conflict, interpersonal relationships), maturity, job stress, job satisfaction and turnover intention by constructing and testing a theoretial framework. Based on Katz and Kahn's (1978) theory of organizational open system and Kahn, Wolfe, Quinn, and Snoek's (1964) theory of stress, nurses' turnover intention, job satisfaction and job stress were conceived of as outcomes of the interplay between personal characteristics and work environment. Personal aspects associated with outcome variables included professional knowlege and skill, and maturity(challenge, commitment, control, responsibility). The work environment factors involved work overload, lack of autonomy, professional role conflict, and interpersonal relationships (social support). Three university hospitals located in Seoul were selected to participate. The total sample of 443 registered nurses represents a response rate of 96 percent. Linear structural relationships (LISREL) technique was used to test the fit of the proposed conceptual model to the data and to examine the causal relationships among variables. The result showed that both the proposed model and the modified model fit the data excellently, revealing considerable explanatinal power for job stress and job satisfaction. The explanatory power of turnover intention was relatively lower than those of stress and satisfaction. In predicting nurses' stress, satisfaction and turnover intention, the findings of this study clearly demonstrated that professional role conflict might be the most important variable of the all the environmental variables and personal characteristics. The results were dis-cussed, including directions for the future research and practical implications drawn from the research were suggested.
Purpose: This study aimed to analyze factors that influence the job satisfaction of physical therapists working in hospitals. Methods: The study was done using a self-administered questionnaire associated with job satisfaction, which was completed by 352 physical therapists working in hospitals. Results: The average job satisfaction score was 3.16. Sub-items scores for job satisfaction were higher for overall satisfaction (3.21) and lower for job satisfaction of achievement (3.12) than the average score. Job satisfaction of subjects showed statistically significant differences with regard to differences in sex, marriage, type of hospital, year of total career, type of patients and motivation level (p<0.05). The average job stress score was 2.38. The sub-items of job stress consisted of problems pertaining to physical environment (2.28), job demand (2.54), job autonomy (2.31), social support (2.14), job instability (2.36), organized management system (2.44), inner motive (2.24), and job culture (2.26). Multiple regression analysis revealed that job satisfaction became significantly lower with increasing levels of job stress. Conclusion: These results suggest that the job stress of physical therapists is closely related to their job satisfaction. An effort to reduce job stress may be helpful in improving the health and quality of life of physical therapists who work in hospitals.
International Journal of Knowledge Content Development & Technology
/
v.8
no.3
/
pp.29-40
/
2018
This paper discussed motivation, some theories of motivation and motivation of library personnel. The most important aspect of any organization is its workforce. Motivation arouses, energizes, influences and sustains behaviour and performance of employees. Motivating factors include extrinsic factors which pertain to the conditions under which a job is performed and intrinsic motivators which contribute to job satisfaction and subsequently increase productivity. Two levels of motivation were identified in the library: the need-factor motivation and the profession-related motivation. Need-factor motivation is well-pronounced in the lower cadre of library staff such as library assistants, clerical staff, and porters who set their priority on economic needs. The profession-related motivation occurs among professionally trained librarians whose motivation hinges self-fulfillment derived from professional growth and development. Other motivating factor in the library is job design which includes job rotation, job enlargement, and job enrichment. Job design specifies the contents or methods of any job in such a way that various requirements of a job can be effectively satisfied. Adequate motivation of library employees lies with the managers because they generally control work distribution, freedom and autonomy, work challenge Remove, staff development and training, and advancement opportunities. The managers are urged to create enabling environment to ensure improved commitment, satisfaction, and productivity of employees in the library.
Journal of the Korea Academia-Industrial cooperation Society
/
v.19
no.4
/
pp.254-264
/
2018
The study aims were to verify the influences of job environment factors and work attitude on turnover intention of school foodservice employees, and then to verify the mediating effect of organization commitment between six areas of worklife and turnover intention so that organizations can intervene to reduce the turnover intentions of employees. The subjects were 205 employees who were working in the school foodservice field. The job environment factors were measured by six areas of worklife (workload, control, reward, fairness, community, value) and the organizational commitment was measured by two types of commitments (affective, continuance). The results were as follows. First, workload, reward, community and value of six areas of worklife reduced affective commitment, control and fairness increased continuance commitment, and affective commitment reduced turnover intention. Second, only reward and community showed direct effect on turnover intention, but all six areas of worklife had a statistically significant indirect effect on turnover intention through affective commitment. These results showed that job environment factors had both direct and indirect effect on employees' behavior through employees' affection. These findings imply that organizations can control employees' turnover intention by providing education or social support to maintain their affective commitment even when organizations cannot change job environment.
The Purpose of this study was to comprehend the influence that worker's job stress caused by the distinct characteristics of construction work affect on construction management. Proven through previous studies of job stress measurement method, physical environment, job demands, job autonomy, interpersonal conflict are derived as typical factors. We analyzed causal relationships between the factors using structural equation modeling under the hypothesis that job stress have effect on the construction management. As a result, successful job stress management for construction management plan is proposed.
본 웹사이트에 게시된 이메일 주소가 전자우편 수집 프로그램이나
그 밖의 기술적 장치를 이용하여 무단으로 수집되는 것을 거부하며,
이를 위반시 정보통신망법에 의해 형사 처벌됨을 유념하시기 바랍니다.
[게시일 2004년 10월 1일]
이용약관
제 1 장 총칙
제 1 조 (목적)
이 이용약관은 KoreaScience 홈페이지(이하 “당 사이트”)에서 제공하는 인터넷 서비스(이하 '서비스')의 가입조건 및 이용에 관한 제반 사항과 기타 필요한 사항을 구체적으로 규정함을 목적으로 합니다.
제 2 조 (용어의 정의)
① "이용자"라 함은 당 사이트에 접속하여 이 약관에 따라 당 사이트가 제공하는 서비스를 받는 회원 및 비회원을
말합니다.
② "회원"이라 함은 서비스를 이용하기 위하여 당 사이트에 개인정보를 제공하여 아이디(ID)와 비밀번호를 부여
받은 자를 말합니다.
③ "회원 아이디(ID)"라 함은 회원의 식별 및 서비스 이용을 위하여 자신이 선정한 문자 및 숫자의 조합을
말합니다.
④ "비밀번호(패스워드)"라 함은 회원이 자신의 비밀보호를 위하여 선정한 문자 및 숫자의 조합을 말합니다.
제 3 조 (이용약관의 효력 및 변경)
① 이 약관은 당 사이트에 게시하거나 기타의 방법으로 회원에게 공지함으로써 효력이 발생합니다.
② 당 사이트는 이 약관을 개정할 경우에 적용일자 및 개정사유를 명시하여 현행 약관과 함께 당 사이트의
초기화면에 그 적용일자 7일 이전부터 적용일자 전일까지 공지합니다. 다만, 회원에게 불리하게 약관내용을
변경하는 경우에는 최소한 30일 이상의 사전 유예기간을 두고 공지합니다. 이 경우 당 사이트는 개정 전
내용과 개정 후 내용을 명확하게 비교하여 이용자가 알기 쉽도록 표시합니다.
제 4 조(약관 외 준칙)
① 이 약관은 당 사이트가 제공하는 서비스에 관한 이용안내와 함께 적용됩니다.
② 이 약관에 명시되지 아니한 사항은 관계법령의 규정이 적용됩니다.
제 2 장 이용계약의 체결
제 5 조 (이용계약의 성립 등)
① 이용계약은 이용고객이 당 사이트가 정한 약관에 「동의합니다」를 선택하고, 당 사이트가 정한
온라인신청양식을 작성하여 서비스 이용을 신청한 후, 당 사이트가 이를 승낙함으로써 성립합니다.
② 제1항의 승낙은 당 사이트가 제공하는 과학기술정보검색, 맞춤정보, 서지정보 등 다른 서비스의 이용승낙을
포함합니다.
제 6 조 (회원가입)
서비스를 이용하고자 하는 고객은 당 사이트에서 정한 회원가입양식에 개인정보를 기재하여 가입을 하여야 합니다.
제 7 조 (개인정보의 보호 및 사용)
당 사이트는 관계법령이 정하는 바에 따라 회원 등록정보를 포함한 회원의 개인정보를 보호하기 위해 노력합니다. 회원 개인정보의 보호 및 사용에 대해서는 관련법령 및 당 사이트의 개인정보 보호정책이 적용됩니다.
제 8 조 (이용 신청의 승낙과 제한)
① 당 사이트는 제6조의 규정에 의한 이용신청고객에 대하여 서비스 이용을 승낙합니다.
② 당 사이트는 아래사항에 해당하는 경우에 대해서 승낙하지 아니 합니다.
- 이용계약 신청서의 내용을 허위로 기재한 경우
- 기타 규정한 제반사항을 위반하며 신청하는 경우
제 9 조 (회원 ID 부여 및 변경 등)
① 당 사이트는 이용고객에 대하여 약관에 정하는 바에 따라 자신이 선정한 회원 ID를 부여합니다.
② 회원 ID는 원칙적으로 변경이 불가하며 부득이한 사유로 인하여 변경 하고자 하는 경우에는 해당 ID를
해지하고 재가입해야 합니다.
③ 기타 회원 개인정보 관리 및 변경 등에 관한 사항은 서비스별 안내에 정하는 바에 의합니다.
제 3 장 계약 당사자의 의무
제 10 조 (KISTI의 의무)
① 당 사이트는 이용고객이 희망한 서비스 제공 개시일에 특별한 사정이 없는 한 서비스를 이용할 수 있도록
하여야 합니다.
② 당 사이트는 개인정보 보호를 위해 보안시스템을 구축하며 개인정보 보호정책을 공시하고 준수합니다.
③ 당 사이트는 회원으로부터 제기되는 의견이나 불만이 정당하다고 객관적으로 인정될 경우에는 적절한 절차를
거쳐 즉시 처리하여야 합니다. 다만, 즉시 처리가 곤란한 경우는 회원에게 그 사유와 처리일정을 통보하여야
합니다.
제 11 조 (회원의 의무)
① 이용자는 회원가입 신청 또는 회원정보 변경 시 실명으로 모든 사항을 사실에 근거하여 작성하여야 하며,
허위 또는 타인의 정보를 등록할 경우 일체의 권리를 주장할 수 없습니다.
② 당 사이트가 관계법령 및 개인정보 보호정책에 의거하여 그 책임을 지는 경우를 제외하고 회원에게 부여된
ID의 비밀번호 관리소홀, 부정사용에 의하여 발생하는 모든 결과에 대한 책임은 회원에게 있습니다.
③ 회원은 당 사이트 및 제 3자의 지적 재산권을 침해해서는 안 됩니다.
제 4 장 서비스의 이용
제 12 조 (서비스 이용 시간)
① 서비스 이용은 당 사이트의 업무상 또는 기술상 특별한 지장이 없는 한 연중무휴, 1일 24시간 운영을
원칙으로 합니다. 단, 당 사이트는 시스템 정기점검, 증설 및 교체를 위해 당 사이트가 정한 날이나 시간에
서비스를 일시 중단할 수 있으며, 예정되어 있는 작업으로 인한 서비스 일시중단은 당 사이트 홈페이지를
통해 사전에 공지합니다.
② 당 사이트는 서비스를 특정범위로 분할하여 각 범위별로 이용가능시간을 별도로 지정할 수 있습니다. 다만
이 경우 그 내용을 공지합니다.
제 13 조 (홈페이지 저작권)
① NDSL에서 제공하는 모든 저작물의 저작권은 원저작자에게 있으며, KISTI는 복제/배포/전송권을 확보하고
있습니다.
② NDSL에서 제공하는 콘텐츠를 상업적 및 기타 영리목적으로 복제/배포/전송할 경우 사전에 KISTI의 허락을
받아야 합니다.
③ NDSL에서 제공하는 콘텐츠를 보도, 비평, 교육, 연구 등을 위하여 정당한 범위 안에서 공정한 관행에
합치되게 인용할 수 있습니다.
④ NDSL에서 제공하는 콘텐츠를 무단 복제, 전송, 배포 기타 저작권법에 위반되는 방법으로 이용할 경우
저작권법 제136조에 따라 5년 이하의 징역 또는 5천만 원 이하의 벌금에 처해질 수 있습니다.
제 14 조 (유료서비스)
① 당 사이트 및 협력기관이 정한 유료서비스(원문복사 등)는 별도로 정해진 바에 따르며, 변경사항은 시행 전에
당 사이트 홈페이지를 통하여 회원에게 공지합니다.
② 유료서비스를 이용하려는 회원은 정해진 요금체계에 따라 요금을 납부해야 합니다.
제 5 장 계약 해지 및 이용 제한
제 15 조 (계약 해지)
회원이 이용계약을 해지하고자 하는 때에는 [가입해지] 메뉴를 이용해 직접 해지해야 합니다.
제 16 조 (서비스 이용제한)
① 당 사이트는 회원이 서비스 이용내용에 있어서 본 약관 제 11조 내용을 위반하거나, 다음 각 호에 해당하는
경우 서비스 이용을 제한할 수 있습니다.
- 2년 이상 서비스를 이용한 적이 없는 경우
- 기타 정상적인 서비스 운영에 방해가 될 경우
② 상기 이용제한 규정에 따라 서비스를 이용하는 회원에게 서비스 이용에 대하여 별도 공지 없이 서비스 이용의
일시정지, 이용계약 해지 할 수 있습니다.
제 17 조 (전자우편주소 수집 금지)
회원은 전자우편주소 추출기 등을 이용하여 전자우편주소를 수집 또는 제3자에게 제공할 수 없습니다.
제 6 장 손해배상 및 기타사항
제 18 조 (손해배상)
당 사이트는 무료로 제공되는 서비스와 관련하여 회원에게 어떠한 손해가 발생하더라도 당 사이트가 고의 또는 과실로 인한 손해발생을 제외하고는 이에 대하여 책임을 부담하지 아니합니다.
제 19 조 (관할 법원)
서비스 이용으로 발생한 분쟁에 대해 소송이 제기되는 경우 민사 소송법상의 관할 법원에 제기합니다.
[부 칙]
1. (시행일) 이 약관은 2016년 9월 5일부터 적용되며, 종전 약관은 본 약관으로 대체되며, 개정된 약관의 적용일 이전 가입자도 개정된 약관의 적용을 받습니다.