• Journal of Korean Academy of Rural Health Nursing
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• v.8 no.2
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• pp.75-85
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• 2013

Purpose: The descriptive study was done to examine empowerment and job satisfaction of caregivers caring for elders in long term care facilities. Methods: Data were gathered during September 2009, through a survey methodology. The participants were 189 caregivers who worked in long-term care institutions and home care clinics located in city and rural areas. The collected data were analyzed using t-test, ANOVA, Pearson correlation coefficient and stepwise multiple regression analysis. Results: For the relationship between empowerment and job satisfaction, there was a significant positive correlation between empowerment and job satisfaction (r=.503, p<.01). Empowerment explained 52.5% of the variance in job satisfaction. Conclusion: The results indicate that the level of empowerment influences job satisfaction. Therefore human resources management planning should focus on increasing empowerment in these caregivers in order to raise their job satisfaction.

• Korean Journal of Child Studies
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• v.26 no.1
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• pp.359-373
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• 2005

This study examined the child care teachers' job satisfaction in relation to their self-esteem and the differences in their job satisfaction by demographic variables. Subjects were 285 child care teachers in Chungnam province. The instruments were 'Teachers' Job Satisfaction Scale' and 'Rosenberg Self-Esteem Scale'. The collected data were analyzed by one-way ANOVA, Pearson's correlation, stepwise multiple regression(forward), Duncan test for a post hoc test, Cronbach's a for reliability, and factor analysis by SPSS PC program(10.0 version). The results were as follows; first, child care teachers' job satisfaction and self-esteem were above average. Second, child care teachers' total job satisfaction was high in high school graduation and married status and their self-esteem was high in over 5 years career, married status, and over 40 years old. Third, the correlation coefficient was -.29 in relation of teacher's job satisfaction and self-esteem. Finally, teachers' self-esteem and demographic variables explained about 622%.

• Korea Journal of Hospital Management
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• v.27 no.4
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• pp.1-12
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• 2022

Purposes: This study is comparative analysis of the job satisfaction by enneagram personality types of general hospital workers. Methodology: The data were collected from 312 workers of 3 general hospitals using standardized questionnaires. Personality types were examined using the enneagram, and job satisfaction was analyzed according to personality 9 types. Findings: In all personality types, it was found that communication had the most important influence on job satisfaction. In 1 type, reward system, working environment·welfare, and communication had a significant positive(+) effect on job satisfaction. In 7, 9 types, empowerment and communication had a significant positive influence on job satisfaction. Practical Implications: According to the personality type of the hospital workers, job satisfaction factors were found to be different. These results are expected to be important reference materials for human resources management in hospitals.

• Journal of the Korean Dietetic Association
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• v.21 no.4
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• pp.261-279
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• 2015

This study aimed to investigate the effects of job satisfaction and self-esteem on psychological burnout in dietitians at a geriatric hospital in Busan. The survey was conducted from July 8 to August 31, 2014, and the data were analyzed using the SPSS program. The age group of over 36 years showed higher job satisfaction than the 'Under 25' group. Subjects that worked less than 2 years at their present jobs showed lower job satisfaction in job-itself than the 'Over 4 years' group did, and those who worked less than 1 year showed lower job satisfaction in terms of communication, appraisal compensation, and co-workers than did the other groups. Those who worked in '100~149 bed' hospitals showed higher job satisfaction than those in the 'Under 100 bed' group did. 'Over 200 bed' hospital dietitians showed higher satisfaction in supervision of superiors than did the other groups. Their experience of psychological burnout turned out to be 2.39 out of 5. Psychological burnout had a negative relationship with job satisfaction and self-esteem. Higher emotional exhaustion correlated with lower satisfaction in job-itself, less communication, and less supervision of superiors. Dehumanization correlated with lower satisfaction in job-itself, lower self-esteem, and worse communication, and while decreased personal achievement correlated with lower self-esteem, worse co-workers, lower satisfaction in job-itself, worse appraisal compensation, and worse communication. These results suggest that it would be effective for prevention and management of psychological burnout to mediate factors of job-itself, communication, supervision of superiors, co-worker, and appraisal compensation of dietitians in geriatric hospitals.

• Journal of The Korean Society of Integrative Medicine
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• v.8 no.1
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• pp.177-191
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• 2020

Purpose : This study aimed to evaluate the relationship between self-esteem and quality of life according to the job satisfaction occupational therapists, and to contribute to wards providing positive directions to improve the quality of work performed by the occupational therapists and their quality of life. Methods : A total of 118 occupational therapists working on site were surveyed during the study period, from April 8, 2019, to May 10, 2019. The collected data were expressed as frequency and percentage and were subjected to Pearson's correlation analysis and multiple regression analysis using SPSS (Windows ver. 20.0). Results : First, the occupational therapists' job satisfaction job satisfaction averaged 3.20 points, with the highest chance of promotion among the lower factors, followed by the conservative level, the work itself, and interpersonal relationships. Second, the analysis of job satisfaction according to the general characteristics of the subjects revealed statistically significant differences with respect to age, marital status, highest education level, service period, average pay, and average working hours of the occupational therapists. Third, the sub-category of job satisfaction and self-respect showed the most positive correlation with the person-in-charge, and the sub-category of job satisfaction and the quality of life showed the most positive correlation with interpersonal relationships. This shows that higher job satisfaction increases the self-esteem and quality of life. Fourth, the significant task satisfaction sub-factor predictor for the self-esteem of the occupational therapists was the job itself, and the significant job satisfaction sub-factor predictor for quality of life was interpersonal relationships. Conclusion : The results of this study showed that among the sub-categories of job satisfaction of the occupational therapists, work itself and interpersonal relationships had the greatest effect on the self-esteem and quality of life of the occupational therapists.

• Journal of the Korean Institute of Oriental Medical Informatics
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• v.22 no.1
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• pp.27-36
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• 2016

Purpose: The purpose of this study was to compare the level of job stress, burn-out and job satisfaction between intensive care unit nurses and general unit nurses. Methods: The subjects of this study were 100 intensive care unit nurses and 100 general unit nurses in university's hospitals. The data were collected using self-report questionnaires. The data were analyzed by descriptive statistics, -test, ANCOVA, t-test, ANOVA, and Pearson correlation coefficient by using the SPSS WIN 20.0 program. Results: There were significantly negative correlation in the score of job stress and job satisfaction in both groups of nurses. Job stress of intensive care unit nurses was significantly differences according to department satisfaction. Burn-out of intensive care unit nurses was significantly differences according to position, department satisfaction. Job satisfaction of intensive care nurses unit was significantly differences according to department satisfaction. Job stress of general unit nurses unit was significantly differences according to department satisfaction. Burn-out of general unit nurses was significantly differences according to clinical experience, position, department satisfaction. Job satisfaction of general unit nurses was significantly differences according to clinical experience, department satisfaction. Conclusions: The appropriate rewards for intensive care nurses and general unit nurses to decrease their job stress will be needed in hospital settings. In addition, a plan for systemic nurse training program is needed to provide high quality nursing education for each unit nurses effectively.

• Journal of Technologic Dentistry
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• v.29 no.1
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• pp.73-91
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• 2007

The purpose of this study is to investigate relations among job-related attributes of dental technicians. Findings of the study can be summarized as follows. Differences in four job-related attributes among dental technicians in accordance with their titles were investigated to find that dental lab managers were higher in job satisfaction than chief and assistant technicians of the lab. Dental lab managers were given the best work climate, followed by chief technicians of hospital, those of dental lab and assistant technicians. Job competence was highest in part of the managers, followed by chief assistants of hospital, those of dental lab and assistant technicians. But work facilities that were being used by dental technicians were not significantly different in quality in accordance with their titles. Assistant technicians were lower in job satisfaction, given work climate and job competence than managers and chief technicians of both hospital and dental lab. Under same work conditions, female dental technicians were higher in job satisfaction than male ones. Dental technicians' job satisfaction were most affected by work climate, followed by job competence and the quality of work facilities in order. In other words, job satisfaction was higher when work climate was better, job competence was higher or when work facilities were better. Job satisfaction was generally lower in part of male dental technicians than female ones. Considering the fact that job satisfaction is most influenced by work climate, more careful attention should be paid to assistant technicians who while on duty, usually have not so good relationship with seniors or colleagues. Those technicians also usually have few or no opportunity of obtaining latest knowledge or skills, so they should be allowed time for seminars or lectures in which such knowledge or skills are educated. It is also important to raise assistant technicians' pride about their job by empowering them by authorization or giving more remuneration or other rewards for their improved job competence.

• The International Journal of Costume Culture
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• v.8 no.2
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• pp.111-123
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• 2005

In the fashion retail research, the role of fashion salesperson and their job satisfaction have been getting attentions. The purpose of this study was to investigate the elements affecting the job satisfaction of fashion salesperson. A hypothetical path model of job satisfaction of fashion salesperson was developed and tested. Empirical data were collected with a written survey instrument. Data were collected from 150 fashion salespersons during 2001 fall, and finally 101 responses were analyzed. As results of series of regression analysis, final job satisfaction model was identified. Job satisfaction of fashion salesperson was affected by subjective job aptitudity, salary, fashion product knowledge. fashion involvement, and work experience. Managerial implication and research limitation were discussed.

• Journal of the Korean Society of Food Culture
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• v.16 no.5
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• pp.423-430
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• 2001

The facts of job satisfaction and their perceived importance among elementary school foodservice dietitians were assessed. The survey instrument consisted of three parts: the job satisfaction survey was used to measure facets of job satisfaction and the level of total satisfaction; perceived importance questions for corresponding job facets; and demographic items. A survey of school food service operations was undertaken and detailed information was collected from 170 dietitians. The collected data were processed using the SPSS package program for descriptive analysis and analysis of valiance. School foodservice dietitians' importance and satisfactions scores on their job and working environment were 4.25 and 2.83, respectively. The respondents rated the subscales of 'communication' and 'nature of work' the highest and the subscales of 'pay' and 'working environment' the lowest The results of facet satisfaction scores and corresponding perceived importance scores were paired to be plotted on the Importance-Performance Analysis Grid. IPA grid was used to provide a strategy for food service managers to counteract dietitian dissatisfaction.

• Journal of the Korea Safety Management & Science
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• v.5 no.4
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• pp.195-208
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• 2003

All managers should consider both of job performance and job satisfaction as influential key results to be achieved by people at work. One without the other is simply insufficient to meet the high standards of today's workplace. Some workers achieve a sense of personal satisfaction from their jobs while others do not. the others achieve high levels of task performance while others do not. The test of a manager's skill in building value added jobs is to discover what work means to other people, and then to create work environments that help them achieve high levels of both performance and satisfaction. this study set out to investigate the job satisfaction of the employees at work station along with the needs resulting from exploding population of salary citizens. This paper aims to survey and analyze the job satisfaction of the workers and a potent influence factors of Job stress for organization management.