• Title/Summary/Keyword: Job value

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The Effect of Hospital Employees' Job Stress Factors on the Turnover Intention : Focused on the Daejeon Metropolitan City (의료기관 종사자의 직무스트레스 요인이 이직의도에 미치는 영향 : 대전지역 병원 중심으로)

  • Kim, Soojung;Park, Sooyong;Lee, Donghyung
    • Journal of Korean Society of Industrial and Systems Engineering
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    • v.37 no.2
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    • pp.35-42
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    • 2014
  • The purpose of this study is to analyze job stress factors of hospital workers, which has an effect on their turnover intention. For identifying the influences on turnover intention, types of hospitals (university hospital, general hospital, private hospital) and types of workers(office workers, technical workers, and nursing staffs) were categorized. We went to the hospitals and carried out the survey under the cooperation with the concerned hospitals. The period of survey was from 23. Sep. 2013 to 30. Oct. 2013, and 293 worker participated in the survey. On the basis of the previous study, the measurement of job stress factors and turnover intention was set up as the survey method, and its reliability and validity were measured. The stress factors were subdivided into seven factors; occupational climate, organizational system, autonomy job control, uncertainty of getting a new job, job ability to perform, job demand, job ambiance. The value of job stress factors by the measuring instrument, Cronbach's Alpha, was 0.805 and the value of the subordination variable of turnover intention was 0.881. IBM SPSS Statistics 21 was used as the statistic analysis tool and the descriptive statistics about job stress factors. As a result, the turnover intention were analyzed depending on the types of hospitals, job groups, working years, and gender. Result shows that the job stress factors are differed according to the types of hospitals, and these job stress factors have influence on turnover intention. Therefore, it could be considered that, if the hospital managers find out the major job stress factors of their employees and resolve them in advance, the job stress of the hospital workers and their turnover intention can be reduced.

The Effect of Fit between Knowledge Conversion Preference and Job Character on Job Effectiveness (지식전환선호도와 직무특성이 직무유효성에 미치는 영향)

  • Ha Gab-Jin;Seong Jeong-Hyeon
    • Management & Information Systems Review
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    • v.17
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    • pp.161-189
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    • 2005
  • As the importance of intellectual assets has been brought into relief, this study aims at positively verifying where the intellectual workers' overall level of their knowledge conversion preference and their job character has reached, and how much the knowledge conversion preference, the job character and the fitness of both factors affects the job effectiveness respectively. For this purpose 3 types of research hypotheses were set up and the result of the verification of the hypotheses is summarized as follows: First, the verification of the relation between the knowledge conversion preference and the job effectiveness revealed that the workers who have the higher synthetic ability in knowledge conversion preference show the higher job satisfaction and job product. Secondly, the verification of the relation between the MPS representing the job character by measured index and the job satisfaction revealed that the absolute value of relative coefficient between the 4 factors excluding the public welfare factor and the MPS is 4, interpreted as medium correlation. Thirdly, the analysis on the degree of relation between the job product measured by the quality of job result and the input effort and the MPS showed that the absolute value of person relative coefficient is 5, interpreted not only as medium correlation but also very meaningful. Accordingly, the main purpose of this study was to give a guideline which can be utilized as an indicator for educating, training and placing the workers. As results, the main effect that the variable of knowledge conversion preference and job character chosen as the independent variable influences on the dependent variable of job satisfaction and job product is very meaningful except the public welfare factor.

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Influence of School Foodservice Dietitians' Work Value on Organizational Effectiveness: Moderating Effect of Expectation to the Institution of nutrition Teachers (학교 급식 관리 영양사의 근로가치관이 조직효과성에 미치는 영향 : 영양교사 제도에 대한 기대감의 조절효과를 중심으로)

  • Cha, Myeong-Hwa;Seo, Sun-Hee
    • Journal of the Korean Society of Food Culture
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    • v.21 no.6
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    • pp.702-713
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    • 2006
  • The purpose of this study was to identify the influence of school foodservice dietitians' work value on job satisfaction, organizational commitment, and turnover intentions. Also, this study explored the role of the expectation to the institution of nutrition teachers as a moderating variable in three relationships: 1) between work value and job satisfaction, 2) between work value and organizational commitment, and 3) between work value and turnover intentions. This study surveyed dietitians who worked at school foodservice in Kyunggii and Daegu${\cdot}$Gyeoungbuk province. A total of 509 responses were collected using on-site survey and online survey (response rate 59.3%). This study conducted hierarchical regression analysis to test the moderating effect of the expectation to the institution of nutrition teachers. Results of hierarchical regression showed that work value of status upgrade had a positive effect on job satisfaction to promotion opportunity and salary, and such effect was more significantly apparent in high expectation to new work. In addition, work value of status upgrade had a positive effect on turnover intention, and such effect was more significantly apparent in low expectation to new work environment improvement. Work value of work activity preference also appeared to have a positive effect on organizational commitment, and such effect was more significantly apparent in high expectation to social status and professionalism.

Factors Influencing the Customer Value and the Performance of National R&D Information Services of the R&D Managers (연구관리자의 국가R&D정보서비스 고객가치 및 업무성과 영향요인)

  • Suh, Sang-Hyuk;Lee, Sun-Young;Lee, Byeong-Hee
    • The Journal of the Korea Contents Association
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    • v.14 no.7
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    • pp.480-494
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    • 2014
  • The importance of knowledge and information is ever increasing. The ingredients of the customer value of the information offered for free by the public information organizations are different from those of the ordinary products or services. This study aims to identify the factors which affect the information customer value and the job performance of the R&D managers who use national R&D information service(NTIS). The results show the quality of information service and the perception of services organizations have significant positive effect on customer value. In addition, the customer value have significant influence on the job performance. Meanwhile, the perception of information organizations have not effect on the job performance. Regarding the moderating effect of the information using environment, the results are as follows: the information using environment moderates the relationship between the information service quality and between the customer value and the perception of information organizations, and the relationship between the customer value and the job performance, but does not moderate the relationship between the perception of information services organizations and the job performance. According to the research results, we proposed several implications to foster the customer value management in the field of public information as well as future research directions.

The Influence of Nursing Professional Value and Career Decision Self Efficacy on Senior Nursing Students' Job Seeking Stress-Perspectives of Convergence (졸업학년 간호대학생의 간호전문직관과 진로결정 자기효능감이 취업스트레스에 미치는 영향 - 융합적 관점)

  • Ahn, EunKyong
    • Journal of the Korea Convergence Society
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    • v.9 no.6
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    • pp.365-372
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    • 2018
  • This study was conducted to investigate the influence of nursing professional value and career decision self efficacy on senior nursing students' job seeking stress. Subjects were 225 senior nursing students. Data were analyzed using descriptive statistics, Pearson's Correlation Coefficient, multiple regression with SPSS/WIN 22.0. As a result, There was significant positive correlation between nursing professional value and career decision self efficacy and negative correlation between and job seeking stress. Career decision self efficacy was significant factor predicting job seeking stress and accounted for 18% of the variance. Therefore, it is necessary to develop strategies for enhancing career decision self efficacy in order to reduce job seeking stress in senior nursing students.

Generational Differences between Nurses Focus on Work Value and Job Engagement (간호사의 세대 차이에 관한 연구 -직업가치관과 직무열의를 중심으로-)

  • Ahn, Sung Mi;Lee, Hyunsook Zin
    • Journal of Digital Convergence
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    • v.18 no.9
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    • pp.199-210
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    • 2020
  • The objective of this study was to identify generational difference of work value and job engagement. Total 256 nurses participated in Korea. Analysis of variance(ANOVA) was conducted to investigate the generational differences of work value and job engagement and factors of work values influencing to job engagement was identified by multiple regression analysis. Nurses considered financial benefits, job security, and work environment as the most important thing and autonomy, possibilities of promotion, and contribution to society were considered less important in their work life. Y and Z-generation nurses respected more to interests at work and time availability for private life than X-generation in work life.

The effects of salesperson's self-determination, shared value, and communication satisfaction on job satisfaction, organizational commitment, and turnover intention in fashion companies (패션업체 판매원의 자기결정성, 공유가치 및 커뮤니케이션 만족이 직무만족, 조직몰입 및 이직의도에 미치는 영향)

  • Ju, Seong-rae;Chung, Myung-sun
    • The Research Journal of the Costume Culture
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    • v.24 no.6
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    • pp.825-838
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    • 2016
  • The purpose of this study was to empirically examine the effects of salespeople's self-determination, shared value; and communication satisfaction on their job satisfaction, organizational commitment, and turnover intention in a fashion company. Questionnaires were administered to 475 salespeople who worked in fashion shop at the time of the study. The data was analyzed via factor analysis, correlation analysis, and a structural equation model. The results indicated that self-determination was extracted as autonomy, competence, and relatedness. Only the relatedness of self-determination factors was positively correlated with formal and informal communication satisfaction. In addition, recognizing hared value was positively correlated with formal and informal communication satisfaction; whereas, the practice of shared value was positively correlated with formal, but not informal communication satisfaction. Formal communication satisfaction was significantly correlated with job satisfaction and organizational commitment. Conversely, informal communication satisfaction was significantly correlated with job satisfaction, but was not related to organizational commitment. Finally, job satisfaction was significantly correlated with organizational commitment and negatively correlated with turnover intention. Moreover, organizational commitment was negatively correlated with turnover intention. The implications of this research for human resources management within fashion companies are discussed in the concluding section of this paper.

The Emotional Intelligence Effects on Foreign LCs' Self-Efficacy and Job Stress (외국계 생명보험 설계사의 감성지능이 직무스트레스에 미치는 영향 : 자기효능감의 매개효과를 중심으로)

  • Jung, Kwang-Jin;Park, Sang-Beom
    • The Journal of Industrial Distribution & Business
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    • v.9 no.5
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    • pp.93-104
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    • 2018
  • Purpose - This study is to investigate the relationship among emotional intelligence, self-efficacy and job stress of foreign life insurance consultants focusing on the mediating effect of self-efficacy. Regarding job security, in general foreign life insurance companies in Korea have more severe working conditions in terms of required contract performance. For foreign life insurance consultants, they are assumed to need higher level of emotional intelligence and self efficacy to meet the conditions. In this study, focus is cast on these aspects. Research design, data, and methodology - Basically the research is conducted upon questionnaires responded by foreign life insurance consultants. That is, data are collected from 255 sample of insurance consultants who work for a foreign owned life insurance company. The Questionnaire measure the level of emotional intelligence, self-efficacy and job stress of insurance consultants. The data are analyzed using pearson's correlation coefficient and hierarchical multiple regression, descriptive statistics, t-test, ANOVA, Durbin-Watson test. Results - The general characteristics of respondents are gender, age, marital status, education level, income monthly, career length, change jobs no, working day per week, call no. per week, meeting no. with client per week, contract regularity, contract no. per month and cancellation contract per year. The mean of emotional intelligence is 2.63, self-efficacy is 3.44 and job stress is 2.20. Emotional intelligence is composed with mean value of self emotion appraisal(3.93), other's emotion appraisal(3.78), regulation of emotion(3.29) and use of emotion(3.52). The mean of self efficacy is composed with mean value of self-confidence(3.41), self-regulated efficacy(3.59) and preference task difficulty(3.30). The job stress is composed with mean value of job requirement(2.61), lack of job autonomy(1.99), conflict of personal relations(1.99), job instability(2.38), organizational system(2.19) and inappropriate compensation(2.07). There is a significant positive correlation between emotional intelligence and self-efficacy. The emotional intelligence and self-efficacy are significantly negative correlation with job stress. The self-efficacy is showed a mediating variable between emotional intelligence and job stress. Conclusions - To decrease job stress level, foreign life insurance company should find the factors to improve the emotional intelligence and self-efficacy of life insurance consultants, and develop appropriate plans using a mediating role of self- efficacy between emotional intelligence and job stress.

A study on the value orientation of nursing unit managers and nursing organization performances (간호단위 관리자의 가치지향성 리더쉽유형과 간호조직성과의 관계)

  • Han, Su-Jeong
    • Journal of Korean Academy of Nursing Administration
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    • v.9 no.2
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    • pp.159-170
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    • 2003
  • Purpose : This study is to confirm the relation of the value orientation of the nursing unit manager and the job satisfaction and organizational commitment of the nursing unit nurse. Method : We used the systematic questionnaires as a study tool. The contents were composed of 46 questions in total such as 4 questions of general feature, 23 value-oriented questions, 10 job satisfaction questions, and 9 organizational commitment questions. The period of data collection was from August to September 2000. Result : 1) The value of flexibility was 3.82 points (${\pm}.3788$), which is above average. The values of equalitarianism was 3.37 points (${\pm}.4422$), which is above average. 2) The leadership pattern according to the value orientation perceived by the head nurses in 6 clusters has been divided into 3 patterns of change-oriented leader, task-oriented and stability-oriented leader. 3) The nurses who worked with the change-oriented leader showed higher values of job satisfaction (F=5.941, p=O.003), and affective commitment (F=5.793, p=O.003) than those who worked with the stability-oriented leader. Conclusion : As revealed in this study, we think that we have to consider that the change-oriented leader can produce higher performance of an organization than the stability-oriented leader, and write the basic data for the educational courses of leadership development or workshops etc. in order for the nursing unit managers to play their roles for the effective ward-unit management.

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Assessment of Job Stressors for Dental Technicians in Ulsan City (울산지역 치과기공사들의 직무스트레스 요인 평가)

  • Hong, Young-Ho;Kim, Hae-Kyoung;Hwang, Hae-Young;Choi, Sang-Jun
    • Journal of Technologic Dentistry
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    • v.34 no.4
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    • pp.403-412
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    • 2012
  • Purpose: This study is conducted to evaluate the job stressors for dental technicians in Ulsan city. Methods: The Korean standard job stressors assessment tool developed by Korea Occupational Safety and Health Agency (KOSHA) was used to compare the survey result with Korean reference value. The questionnaire on the social, demographic and job characteristics of dental technicians was also used to find the factors affecting to job stressors by using multiple linear regression analysis. Results: A total of 155 questionnaire was collected from 2010 to 2011. Among the eight fields of stressors, the physical environment (men 50.0, women; 58.3) and job demands (men 57.1, women 57.1) were higher than the median value of the Korean Workers. By multiple linear regression analysis, the significant factors to the physical environment were the satisfaction degree of indoor odor, number of employee, duty and working hours. In terms of the job demand, duty, working hours, age, and the satisfaction to the efficiency of space utilization were significantly associated to the score of job demand. Conclusion: Based on these results, it is necessary to manage appropriate workload, control indoor odor and design an efficient work space for prevention of job stress of dental technicians.