• 동서간호학연구지
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• 제18권2호
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• pp.81-87
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• 2012

Purpose: The purpose of this study was to study the job satisfaction and influential factors of clinical nurses. Methods: Data were collected using questionaires from 323 nurses who were working at hospitals located in M city. For data analysis, t-test, ANOVA, Duncan test, Pearson correlation coefficient and multiple regression were used. Results: The means of self-esteem, organizational commitment, and job satisfaction were 3.01, 3.23, and 3.04, respectively. There were statistically significant correlations among self-esteem, organizational commitment, and job satisfaction. Significant predictors of job satisfaction were organizational commitment and education opportunity. These two factors accounted for 50.9% of variance in job satisfaction of the nurses. Organizational commitment was the most influential variable. Conclusion: In rapidly changing environments, hospital system has been transformed into a highly complex and specialized structure. To manage human resources and reduce turnover rates, it is necessary to develop a strategy for nurses to improve the levels of self-esteem, organizational commitment, and job satisfaction.

• 가정간호학회지
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• 제24권1호
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• pp.69-78
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• 2017

Purpose: The purpose of this study was to identify the frequency and duration of primary health practitioners' work, and their job satisfaction, and to confirm differences in work and job satisfaction by type of primary health care post. Methods: Work frequency, duration of work, and job satisfaction were estimated by 371 primary health practitioners. Chi-square test and t-test were used to identify the differences in working patterns and job satisfaction by type of primary health care post. Results: Primary health practitioners were found to spend more time working with the elderly population than with students, pregnant women, children, people with disabilities, and multicultural families. Those in costal areas were more concerned with students than those working inland. In the latter group of practitioners, more time was spent working with patients with chronic diseases, pregnant women, women, children, multicultural families, and mental health clients. Also, the job satisfaction of inland primary health practitioners was significantly higher than that of costal practitioners. Conclusion: It is necessary to identify the characteristics of primary health practitioners' work, focusing on changes in the medical service environment. Furthermore, it is necessary to provide job training according to type of primary health care post, as practitioners' approaches should differ between posts.

• 한국직업건강간호학회지
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• 제25권3호
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• pp.177-187
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• 2016

Purpose: This cross-sectional descriptive study was to explore the relationship among practice environment, organizational justice, and job satisfaction of male nurses. Methods: Subjects were 115 male nurses who were the member of the Korean man nurses association, and they were asked to complete self-administration questionnaires via internet site for this survey which included nurse's practice environment, organizational justice, and job satisfaction. Collected data were analyzed using SPSS/WIN version 21.0 software. Results: The mean scores of the nurse's practice environment, organizational justice, and job satisfaction were 2.9, 3.0, 3.1 out of 5 Likert scale respectively. The job satisfaction was positively correlated with the nurse's practice environment (r=.70, p<.001) and organizational justice (r=.78, p<.001). The job satisfaction was affected by procedure-related justice, interpersonal justice, adequacy of staffing and resources in nursing work environment, compensation justice, and good healthy status. These variables explained 68.6% of male nurse's job satisfaction. Conclusion: This finding suggest that suitable organization management for male nurses are necessary through improvement of practice environment and organizational justice in hospital.

• 한국치위생학회지
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• 제13권4호
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• pp.535-542
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• 2013

Objectives : The purpose of this study was to examine the correlation between the professionalism and job satisfaction of clinical dental hygienists. Methods : The subjects were 310 dental hygienists in private and group practiced dental clinics. A self-reported questionnaire was conducted from December, 2012 to February, 2013. Data were analyzed using SPSS WIN 12.0. Results : Dental hygienists revealed the highest score in a sense of calling (3.41) and the lowest score in professionalism (2.85). They showed the highest score in the relationship with dentists (3.56) and the lowest score in pay (2.83). Highly educated and aged dental hygienists wanted to get more clinical career as professionalist. So there was a very significant positive correlation between professionalism and job satisfaction. Conclusions : Dental hygienists showed job satisfaction. Therefore it is important to develop the linking system of professionalsim and human resources development program.

• Journal of the Korean Data and Information Science Society
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• 제16권1호
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• pp.79-94
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• 2005

This study examines which factors affect on Job-Satisfaction of Tour Guide in Korea, perceiving that Job-Satisfaction of Tour Guide affects customer satisfaction, and outcomes of business. In the tourism industry, Tour Guides are one of the most important factors influencing customer satisfaction, because they are one of the key front- line players. Ultimately, the purpose of this study is to present the importance of efficient management for human resources through investigating Job-Satisfaction of Tour Guide. To active purpose of this study, both literatures and empirical research based on Japanese, and Chinese Tour Guides in Korea were adopted and conducted. In conclusion, in order to improve psychological and behavioral outcomes of the Tour Guides, job satisfaction factors have to be improved in many ways and also travel managers should consider them.

• 한국콘텐츠학회논문지
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• 제18권9호
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• pp.217-230
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• 2018

제조업의 기술고도화에 따라 생산직 근무자들에게 요구되는 직무역량은 과거의 숙련도 중심에서 전문기술과 지식으로까지 확대되고 있어 인력과 역량 관리에 대한 패러다임이 변해야 경쟁력 유지와 안정적인 조직 운용이 가능한 상황이다. 다양한 분야에서 직무역량이 직무만족에 긍정적인 영향을 미친다는 연구 결과가 존재하지만 제조업 생산직 근무자들의 직무역량에 대한 연구자들의 시각은 숙련도에 국한되어 왔으며 이에 따라 생산직 근무자들의 확장된 직무역량에 대한 연구가 필요한 상황이다. 이에 본 연구에서는 제조 환경의 변화가 빠른 S기업의 가전제품 조립 공장의 생산직 근무자들을 대상으로 직무지식과 숙련도가 이직 의도에 미치는 영향과 직무만족의 매개효과를 실증 분석하였다. 분석 결과 생산직 근무자들의 직무지식, 숙련도는 직무만족에 긍정적인 영향을 주고 직무만족은 이직의도에 영향을 주는 것으로 확인되었다. 이는 최근 변화된 제조업 생산 조직의 역할을 배경으로 그 구성원들의 직무지식과 이직의도와의 관계를 측정함으로써 제조 근무자들의 직무역량 관리에 대한 기초 자료를 제공하는데 의의가 있다.

• KSII Transactions on Internet and Information Systems (TIIS)
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• 제10권2호
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• pp.484-503
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• 2016

Mobile cloud computing has recently become a new paradigm for the utilization of a variety of shared mobile resources via wireless network environments. However, due to the inherent characteristics of mobile devices, a limited battery life, and a network access requirement, it is necessary for mobile servers to provide a dynamic approach for managing mobile resources efficiently in mobile cloud computing environments. Since on-demand job requests occur frequently and the number of mobile devices is drastically increased in mobile cloud computing environments, a different mobile resource management method is required to maximize the computational power. In this paper, we therefore propose a cooperative, mobile resource sharing method that considers both the inherent properties and the number of mobile devices in mobile cloud environments. The proposed method is composed of four main components: mobile resource monitor, job handler, resource handler, and results consolidator. In contrast with conventional mobile cloud computing, each mobile device under the proposed method can be either a service consumer or a service provider in the cloud. Even though each device is resource-poor when a job is processed independently, the computational power is dramatically increased under the proposed method, as the devices cooperate simultaneously for a job. Therefore, the mobile computing power throughput is dynamically increased, while the computation time for a given job is reduced. We conduct case-based experiments to validate the proposed method, whereby the feasibility of the method for the purpose of cooperative computation is shown.

• 대한산업공학회지
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• 제20권1호
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• pp.53-69
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• 1994

Deadlock in flexible manufacturing systems (FMS) which refers to the stop state of job flow in the system can be commonly occurred in operating FMS. This state mainly due to bad movements of jobs and commonly job routings should be avoided to maximize the utilization of high-capital resources in this study, the deadlock generated from the conflict between flow objects competing to occupy space resources in FMS is investigated. Capacity Designated Directed Graph (CDG) is constructed to represent the space resources and flow object routings. From the characteristics of CDG, an algorithm for the detection of the deadlock possibility is proposed. Finally two deadlock avoidance rule are proposed and implemented in the control on Automated Guided Vehicle system in an FMS.

• 농촌지도와개발
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• 제8권2호
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• pp.159-177
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• 2001

This research aims to clarify what kind of competencies are the source of the competitiveness of an enterprise and the standards for the development of human resources. Its specific objectives are the following; First, to develop methods for examining competencies to carry out one’s job. Second, to draw out the competencies necessary for carrying out the jobs by jobs on the basis of the developed methods. Third, to clarify the competencies commonly needed to carry out all kinds of jobs. This study collected materials for drawing out the competencies needed to perform 21 jobs in six job groups. This was done with the help of a panel of professionals. The process for drawing out the competencies required to perform certain job was designed in six steps. These steps combine classical methods using particular reference groups as well as model methods for particular job competencies. The materials for the R&D job were gathered for three months starting from February 2001. Materials from 20 other jobs were also collected three times from the end of May to the end of October 2001. This was done through workshops with professional groups. The highlights of this study are as follows: 1) The results applying the methods developed for drawing out job competencies to the duties of investigation & research part in R&D job were presented as an example. 2) The job competencies of the company totaled 215 in 21 jobs irrespective of overlapping, which means each job has about 10 competencies on the average. 3) The common job competencies of the whole company totaled eight. namely: competency for collecting information/processing/analyzing, communication competency, presentation competency, competency for utilizing the web, competency for planning projects, competency for solving problems, competency for understanding organization/business/products of the company, and competency for satisfying customers.

• 한국콘텐츠학회논문지
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• 제18권2호
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• pp.626-641
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• 2018

최근 들어 직무순환은 조직 구성원에 다양한 직무경험과 잠재된 능력 개발의 기회를 제공함으로써 개인 및 조직의 경쟁력을 향상시키는 기업 경영의 핵심적인 인적자원관리 전략으로 고려되고 있다. 따라서 본 연구는 공기업 조직구성원의 직무순환 인식이 조직유효성에 미치는 영향을 실증적으로 검증하고자, 문헌연구를 토대로 직무순환 인식의 차원(운영절차, 개인발전, 경력관리)과 조직유효성의 차원(직무만족, 조직몰입, 조직충성도)을 검토하고, 구조적 관계를 실증적으로 분석하였다. 연구결과, 첫째, 직무순환 인식으로서 운영절차는 직무만족에 긍정적인 영향을 미치며, 운영절차와 경력관리는 조직몰입에 긍정적인 영향을 미치는 것으로 나타났다. 둘째, 직무만족은 조직몰입에 긍정적인 영향을 미치는 것으로 나타났다. 셋째, 직무만족과 조직몰입은 조직충성도에 긍정적인 영향을 미치는 것으로 나타났다. 본 연구를 통하여 공기업의 조직유효성 향상을 위한 직무순환 인식의 중요성을 확인하고, 이를 통해 공기업의 개인 및 조직 경쟁력 제고를 위한 실무적 시사점을 제시하였다는 점을 본 연구의 의의라 할 수 있다.