• International Journal of Internet, Broadcasting and Communication
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• v.12 no.4
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• pp.156-165
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• 2020

We study empirically analyzed the final 216 copies of the responses from SME organization members in Seoul and Gyeonggi regions using statistical programs of SPSS24.0 and AMOS 24.0. In other words, the effect of job satisfaction on the organizational culture and job environment characteristics perceived by members of the organization, and the relationship between job satisfaction and job performance is shown as follows. First, the organizational culture of consensus, development, hierarchy, and rationality was statistically significant in job satisfaction. Therefore, the hypothetical one-man organizational culture was adopted by showing a positive (+) effect on job satisfaction. Second, job environment characteristics such as autonomy in job performance, compensation system, physical environment, and human environment had a positive effect on job satisfaction. That is, the job environment characteristics of hypothesis 2 were adopted as a positive (+) influence relationship on organizational satisfaction. Third, job satisfaction was expressed as a positive (+) influence relationship with job performance, so hypothesis 3 was adopted. As a result of this study, the higher the organizational member's perception of organizational culture and job environment characteristics is, the higher the job satisfaction is, and the improvement in job satisfaction is meaningful in that it provides theoretical and practical implications that indicate job performance.

• Culinary science and hospitality research
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• v.11 no.4 s.27
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• pp.59-76
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• 2005

The purpose of this study is to illuminate the influence happened by the process of acquirement of professional cooking skills related to satisfaction with duty of hotel cooks according to the development and expansion of the food service industry. First, interaction with colleagues, working environment, accomplishment of duty, satisfaction of duty etc. have a big effect on improvement of cooking skills, that is, acquirement and accumulation of cooking skill. Therefore, it's confirmed that improvement of skill can be promoted if we focus on this kind of factors and meet more positively. Second, field education training should be operated professionally with systematic education training. Third, duty rotation has an effect on skill advancement. It can be interpreted that oppressive feelings caused by ability, skill, knowledge, human relations etc. which is required in new business related to frequent change of the business in one's charge can have an effect on duty satisfaction. It's considered that comprehensive and in-depth study should be accomplished in future concerning duty rotation, field training.

• Journal of Korean Academy of Nursing
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• v.53 no.6
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• pp.622-634
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• 2023

Purpose: This study aimed to identify the mediating effects of career motivation and job-esteem and the effect of the nursing work environment on intention to stay among hospital nurses. Methods: Data were collected from 289 nurses working at an advanced general hospital. The research model design was based on the PROCESS macro proposed by Hayes and analyzed using SPSS 24.0 program. Results: The results showed a positive correlation between intention to stay and nursing work environment (r = .19, p = .001), career motivation (r = .34, p < .001), and job-esteem (r = .37, p < .001). Nursing work environment (B = 0.34 [.09~.59]) and job-esteem (B = 0.27 [.04~.49]) had a direct effect on intention to stay. There was a two-mediator sereal mediation effect of career motivation and job-esteem. The nursing work environment showed a significant effect on the intention to stay among hospital nurses through career motivation and job-esteem. Conclusion: In order to increase the retention rate of hospital nurses, it is suggested that government and medical institutions provide multifaceted support that can increase nurses' motivation for career development and recognition of the nursing profession through improvement of the nursing work environment.

• Journal of Technologic Dentistry
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• v.28 no.1
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• pp.83-102
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• 2006

The purpose of this study is to understand the present conditions and problems of the joint education between industry and the academic world in the field of dental technology which were identified by the department of dental technology with the related industries and to meet their expectations for the cooperative education. The results of this study will be able to be furnished as basic data in deciding the direction of policy toward skillful dental technicians with a view to improving job employment rate of college graduates. The questionnaires for data were done by the dental technicians working in Daegu City and Kyeongbuk Province and students studying at the department of dental technology, Daegu Health College. The questionnaires of this study were processed by SPSS program. We could confirm through the investigation that on-the-job training as one of the joint policies between industry and the academic world is closely related to all the college education and that the results of on-the-job training can be expected under the close cooperation and the complementary relationship between industry and the academic world. Therefore, this study indicates the directions of policy toward skillful technicians through the cooperation between industry and the academic world as follows : 1. The cooperative systems among industry, academic world, and government are needed for the improvement of efficient job employment rate. The continuous training programs are needed to be built up for the maintenance and development of the technicians'specialty after employment. 2. The all-in-one educational programs both education and employment are needed for the on-the-job training through the cooperation between industry and the academic world, and the activation of the organizations which fully operate them is also needed. That's because the sufficient on-the-job training as one of the joint policies between industry and the academic world and the education of the whole man and the improvement of sociality for the expectant graduates in the academic world can be the methods which reduce the jobless rate and the job-change rate.

• Industry Promotion Research
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• v.2 no.2
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• pp.7-13
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• 2017

This study analyzed the effect of human resource management on the performance of franchise restaurant workers. First, employment management of franchisees did not have statistically significant effect on business performance. Second, evaluation management (p<.05, ${\beta}=1.887$) showed a significant effect on job improvement, but did not affect financial performance significantly. Third, career management (p<.05, ${\beta}=1.715$) was found to have an impact on financial performance, but it did not significantly affect job performance. Fourth, there was a somewhat higher correlation between job improvement and job management (.441), job improvement and evaluation management (.476), p<.01, and financial performance and employment management (.375) (.356), and financial performance and career management (.371) were found to be correlated with p<.05 significance level. This study analyzes the effect of human resources management on the performance of franchise restaurant workers, and finds out the importance of characteristics of factors such as recruitment management, career management, and evaluation management. Research has significance.

• The Journal of the Korea Contents Association
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• v.13 no.4
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• pp.376-388
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• 2013

This study investigated the role of organizational communication, culture and trust as a moderator of the organizational performance(the growth of production and quality improvement) and job satisfaction. Using data collected from 248 workers at 128 establishments in Changwon industrial complex, morderated regression analyses explored the proposed model. As a result, communication activity and organizational trust was found negatively to moderate the relationship between job satisfaction and quality improvement/the growth of production. And organizational culture was found positively to moderate the relationship between satisfaction and quality improvement. Implications of these findings were discussed.

• Journal of dental hygiene science
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• v.20 no.3
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• pp.163-170
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• 2020

Background: Job satisfaction of dental hygienists has been discussed continuously in dental hygiene research. It has been the most representative performance variable in dental and human resource management. However, in quantitative research, most of the studies have analyzed the causal relationship with variables related to dental hygienists' job satisfaction. The existing qualitative research contains only the studies that targeted dental hygienists with an experience of more than 10 years. The present study aimed to understand and to characterize the job satisfaction of dental hygienists with an experience of 2 to 10 years and to compare it with the qualitative research on dental hygienists with an experience of 10 or more years. Methods: An in-depth interview of dental hygienists with 2 to 10 years of experience working in 10 dental clinics was conducted. For data analysis, Giorgi's analysis method was used. Results: After analyzing the meaning of job satisfaction of dental hygienists, 180 semantic words and 19 subcategories were derived. The results of the interview were categorized into for central meanings: recognition and rewards, work experience and ability improvement, occupational characteristics, and work characteristics. Recognition and rewards included workplace recognition, patient recognition, self-effort and recognition, and the feeling of being rewarded. Work experience and ability improvement included various work experiences and factors relates to improving the work ability. Occupational characteristics included professional job, interest and persistence, job extensibility, and no burden of employment. Work characteristics included working conditions and separation of work and private life. Conclusion: The development of tools to measure the level of dental hygienists' job satisfaction after long-term service and to conduct follow-up research regarding ways and effects to improve job satisfaction is needed.

• The Korean Journal of Emergency Medical Services
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• v.11 no.1
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• pp.73-80
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• 2007

This study is a descriptive survey research to know the levels of job satisfaction and influential factors for emergency medical technicians(EMT). This study sampled Level 1 and Level 2 Rescue Members from fire stations and EMT from general hospitals in the Gwangju City and JeollaNamdo area. Interviews for the 75 participants of this convenience sample were conducted for a two month period from July to September 2006. Data was collected on interviewing questionnaires. When looking at the results above internal factions were most influential towards satisfaction and self-responsibility, fulfillment, displays of Aptitude were highest for satisfaction. However, organizational factors were the lowest. There is a need for reform in promotion term periods and policy as well as promotion opportunities. Influential factors for job satisfaction were Role Performance Ability, Intentions for Changing Jobs, and Job Selection Motivation. Therefore, the more insufficient your ability to perform your job the less satisfied you are with it and the more fear you feel from experiences on the job the less satisfied you are with your job. Henceforth, there is a need to reform the educational programs offered to EMT for job training emphasizing job performance ability and the ability to judge for oneself on emergency situations, and reform the promotional system. Finally, there is a need for psychological consultation to offer stability to those after treating an emergency situation and encouragement for personal religion.

• Journal of Digital Convergence
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• v.16 no.1
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• pp.21-33
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• 2018

This study aims to analyze whether there are mediating effects of emotional labor on the relationship between job characteristics of elderly caregivers and their job satisfaction and burnouts. The sample was consisted of 299 elderly caregivers working for the long-term elderly care centers from Seoul and Kyunggi areas. Both hierarchical multiple regression analysis and mediated regression analysis are used for statistical analysis. The findings from the study are as follow. First, the job characteristics of elderly caregivers have significant effects on their job satisfaction, burnouts, and emotional labor levels after controlling for background variables. Second, emotional labor has a significant effect on burnout, but it has no effect on job satisfaction. Third, there are mediating effects of emotional labor on the relationship between job characteristics of elderly caregivers and their job satisfaction/burnouts. These results suggest that enhanced supervision and stress management education as well as job improvement for elderly caregivers be carried out for the improvement of both their job satisfaction and burnouts. Furthermore, the improvement of the working conditions of elderly caregivers should be paid attention by the government as well as individual elderly care centers.

• International Journal of Contents
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• v.6 no.4
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• pp.57-61
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• 2010

This paper designed and developed internet based competency developing system for small IT (Information & Technology) companies. The purpose of this system was to provide career development opportunities to small IT business workers for their longstanding employment and self-improvement job skills. This study analyzed job competencies based on job descriptions from two IT companies. The survey was conducted to analyze employees' self-assessed current job competency level and effective ways of improving their current level of competencies. From the results of survey, most of subjects indicated their job competencies were in between mid-level to low level, and they required the need of training programs to improve their job knowledge and experience. Based on the interview from field experts about job competency development, this study designed and developed the internet based competency development system to provide effective and efficient way of improving job competencies and needed training programs for small IT business employees.