• Journal of Industrial Convergence
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• v.22 no.6
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• pp.1-11
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• 2024

This study aims to examine the mediating effect of job satisfaction on the relationship between working conditions, including wages, employment status, working hours, tenure, and turnover intention among social welfare workers. To achieve this, path analysis was conducted using SPSS and AMOS with data from the 2020 Survey on Compensation Levels and Working Conditions of Social Welfare Facility Workers conducted by the Ministry of Health and Welfare and the Korea Institute for Health and Social Affairs. The direct and indirect effects of variables were verified and compared. The analysis results revealed that job satisfaction among social welfare workers showed a complete mediating effect in the relationship between wages, working hours, and turnover intention, while it showed a partial mediating effect in the relationship between employment status, tenure, and turnover intention. Based on these findings, the study proposes measures to reduce turnover intention among social welfare workers, such as ensuring employment stability, managing job satisfaction based on tenure, and enhancing job satisfaction through wage and working hour management.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.2
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• pp.472-482
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• 2018

The purpose of this study is to examine the effects of work value of vocational counselors on organizational commitment and the mediating effect of job satisfaction. For this aim, this study conducted a survey concerning vocational counseling, work value, organizational commitment and job satisfaction targeting 207 vocational counselors in the Jeonbuk region. Analysis results found higher work value of vocational counselors resulted in higher organizational commitment. Second, concerning the relationship between work value and organizational commitment of vocational counselors, job satisfaction showed a significant mediating effect. Furthermore, in accordance with the type of work value, the relationship between organization commitment and both inherent and extrinsic work value had significant mediating effects on job satisfaction. Through this, the study confirmed that when vocational counselors recognize not only the inherent value of work is high, but also the extrinsic value such as benefits that could be obtained socially and economically through job, it is more likely to lead to increased organizational commitment. In particular, it was confirmed that extrinsic value is relatively more influential on job satisfaction and organizational commitment compared with inherent value. This indicates the importance of improving extrinsic value, such as material compensation and job stability, as well as inherent value, such as confidence and pride about the job, for increasing job satisfaction and organizational commitment.

• 한국사회정책
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• v.19 no.2
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• pp.9-38
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• 2012

Little research has empirically examined cross-sector job mobility between non-profit and for-profit sector despite the rise and increased importance of this phenomenon in Korea. Using the panel data of Graduates Occupational Mobility Survey(GOMS) by the Korea Employment Information Service, this study attempts to examine changes in job satisfaction(overall score and 10 facet scores) associated with four types(retention at non-profits, turnover from non-profits to for-profits, turnover from for-profits to non-profits, and retention at for-profits) of cross-sector job mobility among college graduates by employing a first difference model. Major results reveal that (1) in the group of retention at non-profits, 'overall job satisfaction' is consistently higher; (2) in the group of retention at non-profits, negative change in 'overall job satisfaction' is the largest; (3) in the group of 'for-profits to non-profits,' negative change in 'stability of employment' is the smallest; (3) in the group of 'non-profits to for-profits,' negative change in 'job contents' is the smallest; (4) in the group of 'non-profits to for-profits,' negative change in 'weekly work hours' is the largest; (5) in the group of retention at non-profits, negative change in 'potential growth & development' is the largest; and (6) in the group of retention at non-profits, negative change in 'social reputation' is the smallest;. This study has made a start in a new area of inquiring attempting to explain cross-sector job mobility and raises implications for future research.

• Proceedings of the Computational Structural Engineering Institute Conference
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• 2001.10a
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• pp.175-182
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• 2001

Effective length factor approach for framed column design has long played an important design-aid role. This approach, however, is effective only when the columns are in the form of prismatic or uniform cross sections. Structural engineers who have to design or analyse framed columns with variable cross sections need some means to do their job. By using the finite element method, the stability analysis of the isolated compression members with variable cross sections and that of the framed columns are performed. The parameters considered in the stability analysis are taper and sectional property parameters of the columns, the second moment of inertia ratio of beam to column, and beam span to column height ratio. On the basis of the stability analysis results, effective length factor formulas for the columns with variable sections are derived.

• Proceedings of the Korean Geotechical Society Conference
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• 2002.10a
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• pp.507-512
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• 2002

Generally gneiss regions catagolized as metamorphic ground are very complicated and difficult for geotenical engineer to establish stability, this slopes include falt zone and many folding structures. therefore the slope in this study is very complicated and highly wheathered and framentation conditions are irregular by this study, we hope that geotechical engineers who are confronted with the same complicated slope as this slope are doing his job easily and they know which system are adequate to establish the slope stability in large-scale slope with complicated geological structure, and besides through our work flow and modeling process, we hope that our study can be useful for geotenical engineer who may work slope design and construct in complicated ground.

• International Journal of Highway Engineering
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• v.17 no.2
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• pp.21-30
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• 2015

PURPOSES : The purpose of this study was to evaluate the performance of rapid-setting polymer-modified asphalt mixtures with a high reclaimed asphalt pavement (RAP) content. METHODS: A literature review revealed that emulsified asphalt is actively used for cold-recycled pavement. First, two types of rapid-setting polymer-modified asphalt emulsion were prepared for application to high-RAP material with no virgin material content. The quick-setting polymer-modified asphalt mixtures using two types of rapid-setting polymer-modified asphalt emulsion were subjected to the following tests: 1) Marshall stability test, 2) water immersion stability test and 3) indirect tensile strength ratio test. RESULTS AND CONCLUSIONS : Additional re-calibration of the RAP was needed for laboratory verification because the results of analyzing RAP aggregates, which were collected from different job sites, did not deviate from the normal range. The Marshall stability of each type of binder under dry conditions was good. However, the Type B mixtures with bio-additives performed better in the water immersion stability test. Moreover, the overall results of the indirect tensile strength test of RAP mixtures with Type B emulsions exceeded 0.7. Further research, consisting of lab testing and on-site application, will be performed to verify the possibility of using RAP for minimizing the closing of roadways.

• The Journal of the Korea Contents Association
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• v.12 no.8
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• pp.318-329
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• 2012

The purpose of this study was to investigate current situation of employment and factors affecting the job maintenance of women with disabilities. The second Panel Survey of Employment for the Disabled(PSED) and the third PSED are used to investigate current situation of employment and factors affecting the job maintenance of women with disabilities. We analysed whether women with disability who were employed in the second PSED maintain employment in the third PSED. The results showed that women with disabilities had lower wages(p<.001) and higher non-regular work(p<.001) than men with disabilities. Also, women with disabilities experienced more consideration of job(p<.05) and working time(p<.001) than men with disabilities. The job stability among job satisfactions of women with disabilities was higher than men with disabilities. The factors affecting the job maintenance of women with disabilities were health status(p<.05), wages(p<.05), consideration of job(p<.05).This study suggested that the health status, wages, consideration of job were needed to consider when establishing employment policy for women with disabilities.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.11
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• pp.584-593
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• 2017

This study provides basic data needed to improve the working environment of the first class emergency medical technicians, in order to decrease their job stress and increase their job satisfaction. Job stress and satisfaction were compared and analysed in emergency medical technicians who were working for 119 rescue and hospitals at the time when twenty-one years had passed after the initial training of emergency medical technicians in order to identify differences between 119 rescue and hospitals, and their advantages and disadvantages. The subjects of the study were 182 first-class emergency medical technicians who were working in twenty-eight 119 rescue centers and fourteen national and local emergency medical centers in Gwangju, Jeollanamdo and Jeollabukdo. The study subjects were interviewed by questionnaire. For statistical analysis, SPSS/WIN 20.0 was used, and the results were analysed with chi-square, t-test, ANOVA, and ANCOVA testing. There was no significant difference in job stress between the subjects working in 119 rescue centers (2.92) and those working in hospitals(3.01). The satisfaction score of fire-fighting workers was 2.98 and that of hospital workers was 2.54. Hospital workers' satisfaction was significantly lower (p<0.001). The score of hospital workers' pay satisfaction was the lowest($2.07{\pm}0.62$). The job stress decreased and job satisfaction increased with decreasing monthly average number of patients(p<0.001), increasing monthly income(p=0.047), and more frequent holidays they had(p<0.001), the less. For less job stress and higher job satisfaction, welfare conditions both at 119 rescue and hospitals should be improved. 119 rescue centers should develop violence prevention measures and offer resting places for emergency medical technicians. Hospitals should pay more attention to the yearly pay increase rate and stability in employment types.

• Journal of the Korean Dietetic Association
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• v.20 no.4
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• pp.257-274
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• 2014

The objective of this study was to examine job satisfaction status and its related factors among dietitians working in hospitals. A survey questionnaire was sent to dietitians working in tertiary, general, and convalescent hospitals in Korea. The study sample hospitals included all tertiary hospitals (n=43), and the sample of general hospitals (n=114) and convalescent hospitals (n=240) was randomly selected using a stratified sampling method. A total of 665 dietitians completed the survey questionnaire. The questionnaire included 27 job satisfaction questions on task, stability vision, working conditions, and relationship areas, and the questions on task improvement need. The job satisfaction scores in all four areas ranged from 2.53/5.00 to 3.89/5.00, implying generally low job satisfaction level in hospital dietitians. The job satisfaction levels in the convalescent hospital group were significantly lower compared to those in the tertiary and general hospital groups. Whereas job satisfaction levels of tertiary and convalescent hospital groups did not differ by number of beds, those of the general hospital group increased significantly with the number of beds for all four areas. Multivariate regression analysis results showed that hospital type was a significant predictor of job satisfaction level for all four areas. Job satisfaction of relationship area was also significantly affected by the number of beds, whereas that of working conditions was influenced by annual income and working experience. The study findings provide useful information in planning clinical dietitians' optimal supply outlook for the improvement of clinical nutrition services.

• The Journal of the Korea Contents Association
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• v.14 no.10
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• pp.639-648
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• 2014

As provider-centered medical environment has changed into consumer-centered, this study intends to improve the efficiency of management by motivation to administrative staffs and improvement in job satisfaction. The purpose of this study is to analyze the factors that influence job satisfaction among administrative staffs in a metropolitan university hospitals. Survey of 305 people in total were used in the data analysis. AMOS 21 Ver. was used to perform Structural model(SEM) equation. First, the validation results showed the follow results $X^2=206.776$, df=77, Q=2.685, P<.001, GFI=.915, TLI=.927, CFI=.946, RMSEA=.074, which supported this research's significance. Second, compensation and working conditions positively affected motivation. Third, motivation positively influenced job satisfaction. Fourth, communication positively influenced job satisfaction. Fifth, after adjusting the mediating effect, in the relationship between compensation and job satisfaction, it was proved that motivation was a complete mediator. Incase of the relationship between the working conditions and job satisfaction, motivation acted as a partial mediator. Fair and reasonable compensation and employment stability, benefits and other working conditions, better internal and external communication between the organization are to increase job satisfaction. To do this, an administrator needs to have attention and will, and a variety of education and training programs need to be developed. The purpose of this study is to provide basic grounds for future policies related to increasing administrative staffs' job satisfaction.