• The Journal of Industrial Distribution & Business
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• v.12 no.1
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• pp.7-13
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• 2021

Purpose: Unemployment in its general form is a result stemming from the decisions of workers to search for a new and better paying job. In this study, the view that unemployed workers were not simply desiring any job, but one that would maximize their expected future outcome, was examined. Research design, data, and methodology: In order for collection of data and analysis, the panel dates of individual applications for job openings on job search websites were utilized to examine search effort and period for individuals. Results: It was found that the number of applications sent by a job seeker declined over their period of job searching, and that job seekers over a long duration of time tend to send relatively more applications per week throughout their entire search period. The latter finding contradicts the implications of the standard labor search effort models. Conclusions: It can be observed that these job search models fail to capture several key elements in search efforts, and that the search time for an offer is not entirely predetermined by the labor market conditions and socio-economic (individual) characteristics of the searcher. It can be shortened as he or she intensifies their job search efforts.

• Asia Marketing Journal
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• v.16 no.2
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• pp.1-14
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• 2014

This study applies the job-demands resource (JD-R) model to investigate the interactive effect of job demands and job resources in predicting the development of service employee work engagement and customer-oriented attitude. This paper proposed a theoretical model that suggests that the service employee's work engagement is the consequence of the employee's perceived support from the organization and its customers (customer participation) and leads to a customer-oriented attitude. However, the effect of organizational support is somewhat hindered by job insecurity, demonstrating the inability of an organizationally provided job resource to overcome the job demand of job insecurity. As a type of job demand from customer's perspective, customer crowding is suggested as a negative moderator in the link between customer participation and work engagement. As such, this article proposes how different elements of a service employee's work environment interact to ultimately influence the service employee's customer-oriented attitude. Specifically, the current research focuses on how the negative contextual elements of job insecurity and job crowding (i.e., job demands) interact with the potentially positive elements of organizational support and customer participation (i.e., job resources), as well as with an employee's customer orientation, to ultimately develop a customer-oriented attitude. This study concludes with some propositions for potential causal relationships among key constructs that can be empirically tested in future research, as well as implications of the current study for both managers and researchers.

• Journal of Information Technology Applications and Management
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• v.31 no.1
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• pp.45-55
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• 2024

How to create high levels of employee engagement and how to avoid burnout in the workplace is main issue in human resource management. According to Job Demands-Resources (JD-R) model, this study aims to investigate when self-efficacy plays as a mitigator on the impact of job demand on burnout, and explains why job resources are translated into work engagement. A sample of 237 Mongolian employees is used to test hypotheses. Results show that self-efficacy does offset the relationship between job demands and burnout. Meanwhile, self-efficacy plays as a mediator on the impact of job resources on work engagement. The implications of these findings for the context of JD-R model are discussed.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.7
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• pp.625-633
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• 2021

The study aims to explore the empirical effect of social intelligence, integrity, self-efficacy, and affective commitment on job satisfaction, and also to prove the theoretical model regarding affective commitment as a mediator between social intelligence, integrity, self-efficacy, and job satisfaction. This research uses a quantitative approach to the survey method through a Likert scale model questionnaire. The questionnaire for all research variables is reliable with an alpha coefficient > 0.7. The research participants are comprised of 386 teachers in Indonesia selected by accidental sampling. Data analysis uses path analysis supported by descriptive statistics and correlational matrices. The research results indicate that social intelligence, integrity, self-efficacy, and affective commitment have a significant effect on job satisfaction. Besides, affective commitment also indirectly mediates the effect of social intelligence, integrity, and self-efficacy on job satisfaction. Thus, a new model regarding the effect of social intelligence, integrity, and self-efficacy on job satisfaction mediating by affective commitment was confirmed. The research suggested that the teachers' job satisfaction can improve through social intelligence, integrity, self-efficacy, and affective commitment. Therefore, researchers and practitioners can adopt a new empirical model to enhance job satisfaction through social intelligence, integrity, self-efficacy, and affective commitment in the future.

• Journal of the Korea Society of Computer and Information
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• v.24 no.9
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• pp.135-142
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• 2019

Given the ability and skills required by modern people, marketing can be divided into knowledge-related skill such as marketing plans, market segmentation, and marketing mix management and supportive skill such as communication, inter-organizational management, creativity, and decision making. Knowledge related skills can be nurtured in existing marketing classes, but it is recognized that special educational programs such as self marketing are needed to develop and train supportive skills regardless of education levels or major education. This paper is aimed to design for marketing educational program for the self marketing. In this study, a DACUM method job analysis to extract contents by specialists such as model setting of task and job, job statement, job analysis, education course development, and so on. In the first place, this report presents job analysis model by procedures for developing selection criteria of examination questions of the self marketing qualification. The first step is preparation for job analysis, the second step: the establishment of job models, the third step : the job specification and task analysis, the fourth step: the review of job model, the fifth step: the establishment of subjects for examination matrix table for making questions.

• Journal of Korean Clinical Nursing Research
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• v.22 no.1
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• pp.88-98
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• 2016

Purpose: The purpose of this study was to construct and test a structural equation model of burnout of the critical care nurses based on the job demand-resource model. Methods: A structured questionnaire was completed by 414 critical care nurses. The relationships between concepts of job stress, empathic ability, resilience, job satisfaction, compassion fatigue and burnout were analyzed. Using SPSS WIN 22.0 and AMOS 22.0 programs, the direct and indirect effects of factors affecting burnout among critical care nurses were calculated and modelled. Results: The modified model was yielded as follows: Chi-square= 216.59, GFI= .93, AGFI= .89, NFI= .90, CFI= .93, RMSEA= .07, SRMR= .06 and showed good fit indices. Job satisfaction and compassion fatigue had mediation effects between other three exogenous variables and burnout. Conclusion: The major findings of this study indicate that it is important to develop a support program for critical care nurse in order to improve their job satisfaction and ameliorate their compassion fatigue.

• Journal of the Korea Society for Simulation
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• v.14 no.3
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• pp.91-100
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• 2005

Grid computing is widely applicable to various fields of industry including process control and manufacturing, military command and control, transportation management, and so on. In a viewpoint of application area, grid computing can be classified to three aspects that are computational grid, data grid and access grid. This paper focuses on computational grid which handles complex and large-scale computing problems. Computational grid is characterized by system dynamics which handles a variety of processors and jobs on continuous time. To solve problems of system complexity and reliability due to complex system dynamics, computational grid needs scheduling policies that allocate various jobs to proper processors and decide processing orders of allocated jobs. This paper proposes a service prediction-based job scheduling model and present its scheduling algorithm that is applicable for computational grid. The service prediction-based job scheduling model can minimize overall system execution time since the model predicts the next processing time of each processing component and distributes a job to a processing component with minimum processing time. This paper implements the job scheduling model on the DEVS modeling and simulation environment and evaluates its efficiency and reliability. Empirical results, which are compared to conventional scheduling policies, show the usefulness of service prediction-based job scheduling.

• Proceedings of the Korea Society for Simulation Conference
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• 2005.05a
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• pp.29-33
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• 2005

Grid computing is widely applicable to various fields of industry including process control and manufacturing, military command and control, transportation management, and so on. In a viewpoint of application area, grid computing can be classified to three aspects that are computational grid, data grid and access grid. This paper focuses on computational grid which handles complex and large-scale computing problems. Computational grid is characterized by system dynamics which handles a variety of processors and jobs on continuous time. To solve problems of system complexity and reliability due to complex system dynamics, computational grid needs scheduling policies that allocate various jobs to proper processors and decide processing orders of allocated jobs. This paper proposes the service prediction-based job scheduling model and present its algorithm that is applicable for computational grid. The service prediction-based job scheduling model can minimize overall system execution time since the model predicts a processing time of each processing component and distributes a job to processing component with minimum processing time. This paper implements the job scheduling model on the DEVSJAVA modeling and simulation environment and simulates with a case study to evaluate its efficiency and reliability Empirical results, which are compared to the conventional scheduling policies such as the random scheduling and the round-robin scheduling, show the usefulness of service prediction-based job scheduling.

• Korean Journal of Occupational Health Nursing
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• v.24 no.2
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• pp.103-113
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• 2015

Purpose: This study was to construct a structural equational model for explaining and predicting job stress of intensive care unit (ICU) nurses based on the Integrated model of stress of Ivancevich and Matteson (1980). Methods: The subjects of this study were 220 nurses at ICU. The data were collected from August 5 to 30, 2013 through self-reporting questionnaire survey. Results: According to the hypothetical model of this study, perceived nursing practice environment, perceived role conflict, perceived transformational leadership and perceived self-esteem showed statistically significant effects on job stress of ICU nurses directly. Professional self-concept indirectly affect job stress of ICU nurses. In conclusion, job stress of ICU nurses was directly influenced by nursing practice environment, role conflict, transformational leadership and self-esteem. Professional self-concept of the relationships among variables did not have a direct impact on job stress. Conclusion: Based on the results of this study, it is needed to develop stress management measures and programs considering these variables in order to adequately manage job stress of ICU nurses.

• Journal of Industrial Convergence
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• v.8 no.1
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• pp.33-48
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• 2010

This study is to examine the relationship between emotional leadership and turnover intention and mediating role of job stress. A model was established and hypotheses were verified on the basis of literature. In a model proposed for this study, emotional leadership was used as antecedents to job stress while turnover intention was used as consequences for job stress. The sample included 215 employees. Structural equation modeling was used to employed the hypothesized relationships in the conceptual model. Results indicated that emotional leadership has a negative impact job stress and turnover intention, and job stress has a positive impact turnover. Also, emotional leadership negatively affects turnover intention through job stress as expected. Implications are discussed and future research directions are outlined.