• The Journal of the Korea Contents Association
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• v.11 no.12
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• pp.378-385
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• 2011

The purpose of this study was to investigate the relationship of job-stress, job-family conflict, and mental health according to lifestyles of married office worker. Data were collected by structured questionnaires form 185 married office worker by convenient sampling methods from May to August 2011. In our research outcomes, it found that job-stress was positively related to job-family conflict in the self-belief type, family-centralized type, heeding duty type and creative type. Job-family conflict was negatively related to mental health in the heeding duty type. And job-stress was positively related to metal health in the creative type and individual success pursuing type. These findings show that it is necessary to develop therapeutic psychosocial nursing intervention and to locate social-support-resources for reducing high job-stress, solving job-family conflict, and improving mental health in the married office worker.

• Journal of dental hygiene science
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• v.20 no.3
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• pp.171-177
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• 2020

Background: Maintaining a skilled workforce by minimizing the turnover of competent dental hygienists is very important for securing dental competitiveness. Therefore, it is necessary to find a predictor of turnover and lower turnover intention. To understand dental hygienist turnover, it is necessary to study the resilience, a positive factor of personal characteristics and job embeddedness that induces residual tissue. The purpose of this study was to investigate the effect of dental hygienists' job embeddedness and resilience on turnover intention. Methods: A survey was conducted on licensed dental hygienists nationwide, from March 19 to July 19, 2020. T-test and one way ANOVA analysis were performed to compare the job embeddedness, resilience, and turnover intention according to the general characteristics. Pearson's correlation analysis was performed to identify the correlation between job embeddedness, resilience, and turnover intention. Multiple regression analysis was performed to determine the effect on the turnover intention. Results: Job embeddedness was the highest with link and resilience scoring 3.57 and 4.16, respectively. The turnover intention scored 3.53. Among the general characteristics, age, marriage, total dental clinic career, education degree, and position showed statistically significant differences in job embeddedness, resilience, and turnover intention. Suitability, link, and sacrifice of job embeddedness were shown to affect the degree of turnover intention, with an explanatory power of 26.2%. Conclusion: In order to reduce the dental hygienists' turnover intention, job embeddedness and resilience should be increased. Thus, measures should be undertaken for professional and systematic program development and human resources management.

• Korea Journal of Hospital Management
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• v.17 no.4
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• pp.1-20
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• 2012

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.

• Journal of Environmental Health Sciences
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• v.32 no.2 s.89
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• pp.103-110
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• 2006

The present study is designed to analyze reliability and validity of the instruments used to measure job stress of radiological technologists mainly by means of the questionnaires from 'Korean edition of NIOSH check list'. The subjects of this study are 890 radiological technologists active at 44 general hospitals in 16 provinces and cities across the country. The item-total reliability revealed that 10 factors in 6 are the major causes of stress in job life of radiological technologists. The measuring instrument proved to be valid with reliability coefficient of internal consistency by factors being more than 0.7. The factors found to be applicable herewith include limit and authority of job (0.73), cohesion within departments (0.86), resources control (0.81), mental requirements (0.85), job load (0.82), and job stability (0.72). When job autonomy item of causes are modified for proper use to radiological technologists, the measuring instruments are expected to show high reliability. It seems, however, necessary to develop a measuring instrument to analyze and use the validity of related measuring instruments since the reliability here was rated low, with statistical coefficients lower than 0.7 in such factors as job management (0.57), conflicts within departments (-1.13), sense of responsibility for patients (0.66) and usage of education (0.26). As this study was intended to examine reliability and validity of the concepts related to measurement of job stress on the part of radiological technologists, it nay not be proper to apply the results of this study to general use, but is advised to utilize them as basis for developing instruments to verify reliability and validity by comparing with and analyzing other measuring instruments.

• Korean Security Journal
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• no.17
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• pp.277-300
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• 2008

The effect of satisfaction through job performance competency on management performance is enormous, for private security industry depends upon human resources generally till quite recently and often makes contact with clients. Although high-quality personnel who were taught professional education are held in high repute in private security industry, the studies of job satisfaction and recruit education for private security guards are insufficient. Consequently, this investigation analyzes the effect of recruit education program on job satisfaction searchingly for incumbent facility guards. The effect of recruit education program for facility personnel on job satisfaction is as follows. First of all, the differences of personal characteristics, training characteristics, work environment, job satisfaction are inspected in accordance with sociodemographic characteristics. After then, there is a remarkable contrast. Secondly, the former from among of learning expectation and self efficacy as personal characteristics has a positive effect on job satisfaction statistically. Thirdly, educational facility and contents as training characteristics have a positive effect on job satisfaction statistically. Finally, work environment including supervisor's support and maintenance has a positive effect on job satisfaction statistically.

• Journal of Korean Academy of Nursing
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• v.21 no.3
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• pp.383-395
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• 1991

This study was to investigated the factors influencing the decisions of nurses to resign. The purpose was to contribute information useful for the effective management of nurse staffing resources. The specific objectives were as follows : 1. To investigate the level of job satisfaction of nurses who resign. 2. To analyze the relationship of job expectations and the decisions to resign. 3. To investigate the major reason for nurses' resignations. 4. To identify the relationship of the general characteristics of the nurses and the factors influencing their decisions to resign. 5. To analyze the relationship of the intention to resign and the factors influencing the decisions to resign. The sample consisted of 90 nurses who worked at Y hospital in Seoul from march. 1987 to Feb. 1988 and who had resigned. The instruments used for this study were slavitt et al's Index of Work Satisfaction Scale and a job expectations scale developed by the researcher Analysis of data was done using frequency, t-test and ANOVA. The results of study were as follows : 1. There was no difference in the job satisfaction level of nurses who resigned compared with nurses in active service but the subcategory interaction score was lower and the subcategory salary score was higher than for nurses in active service. 2. Low job expectation scores influenced the decision to resign. 3. The major reason for resigning were personal problems such as marriage, childbirth, and relocation of family. 4. The length of employment and the number of different service areas of the nurses who resigned were associated with the job satisfaction level. 5. The nurses who had have an intention to resign while in active service had lower scores for job satisfaction and the job expectation score was a greater influence on the decision to resign. In conclusion, the factors influencing the decisions of nurse to resign were job satisfaction, job expectations and intention to resign while still in active service.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.6
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• pp.48-54
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• 2019

This study was based on Job Demand-Resource Model and tried to understand the causes of presenteeism that work but have decreased productivity in spite of health problems. In order to examine the psychological causes of presenteeism, we reinterpreted job resources as psychological capital, which is a psychological resource of personal dimension, and examined the positive and negative aspects of job demands by classifying job demands into challenge and hindrance stressors. Data analysis was conducted using SPSS 21.0 and AMOS 20.0 statistical programs. Data were gathered from 329 employee in Korea. The results of this study are as follows: Hindrance and challenge stressor and psychological capital were fully mediated in the influence of presenteeism through job engagement, and hindrance stressor and psychological capital were fully mediated in the influence of presenteeism though job burnout. Based on the results.

• The Journal of Society for e-Business Studies
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• v.4 no.1
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• pp.1-19
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• 1999

Workflow management system provides automation of job processes by maintaining shareability on information about various job process schedules and persons related to those schedules. Existing workflow management systems use file or database to store the information generated in those systems. However, file or database system could manage only non-complicated information for the workflow but not the information resources of an enterprise which is complicated and of various formats. Therefore, we need a data management system that could control those information resources. This system should manage the data which are distributed at several places geographically. Information Repository could meet those requirements. Information Repository may integrate, store and manage information resources requested by application systems. We have an international standard for the information repository, Information Resources Dictionary System(IRDS). The IRDS, however, does not support distributed environment. In this paper, we design and implement an information repository based on IRDS that may be operated in distributed environment. We verify that this information repository is more effective and is more effective than any other file or database system.

• Journal of the Korea Society of Computer and Information
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• v.28 no.10
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• pp.187-195
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• 2023

In this paper aims to identify the effects of professional identity, role conflict and job stress on job satisfaction of nurses in general hospital wards. The subjects of this study were 193 nurses who worked in general hospitals in K district. Data were analyzed using frequency, percentage, mean, standard deviation, t-test, one-way ANOVA, Scheffe test, Pearson's correlation coefficient, and multiple stepwise regression. The results of the study are as follows. First, among the general characteristics, working years in general hospital wards showed a statistically significant difference in professional identity the less the working years in general hospital, the higher the professional identity. Second, professional identity showed a positive correlation with job satisfaction and role conflict, and a negative correlation with job stress. The higher the professional identity, the higher the job satisfaction and role conflict, but the lower the job stress. Role conflict showed a positive correlation with job stress the higher the role conflict, the higher the job stress. Job stress and job satisfaction showed a negative correlation the higher the job stress, the lower the job satisfaction. Third, the factors that affected the job satisfaction of nurses working in general hospital wards were job stress and professional identity, which had an influence of 38%. Thus, to improve the job satisfaction of nurses, it is necessary to develop programs that develop a positive professional identity. In addition, it is necessary to recognize the necessity of relieving job stress caused at work and to secure diverse human and material support resources.

• Proceedings of the Korean Institute of Information and Commucation Sciences Conference
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• 2016.05a
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• pp.554-557
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• 2016

Recently, supercomputer has been increasingly adopted as a computing environment for scientific simulation as well as education, healthcare and national defence. Especially, supercomputing system with heterogeneous computing resources is gaining resurgence of interest as a next-generation problem solving environment, allowing theoretical and/or experimental research in various fields to be free of time and spatial limits. However, traditional supercomputing services have only been handled through a simple form of command-line based console, which leads to the critical limit of accessibility and usability of heterogeneous computing resources. To address this problem, in this paper, we provide the design and implementation of web-based HPC (High Performance Computing) job management framework for computational scientific simulation. The proposed framework has highly extensible design principles, providing the abstraction interfaces of job scheduler (as well as bundle scheduler plug-ins for LoadLeveler, Sun Grid Engine, OpenPBS scheduler) in order to easily incorporate the broad spectrum of heterogeneous computing resources such as cluster, computing cloud and grid. We also present the detailed specification of HTTP standard based RESTful endpoints, which manage simulation job's life-cycles such as job creation, submission, control and status monitoring, etc., enabling various 3rd-party applications to be newly created on top of the proposed framework.