• Korean Journal of Occupational Health Nursing
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• v.21 no.2
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• pp.108-115
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• 2012

Purpose: The purpose of this study was to investigate the relationship of psychiatric and community mental health nurses' job satisfaction. Methods: This was a descriptive and correlational study in which 151 psychiatric and community mental health nurses (PCMHNs) took part between September and October 2009. Results: The mean score for job satisfaction of the participants was 3.25. In job satisfaction, there were significant differences between psychiatric and community mental health nurse practitioner (PCMHNP) and nurse in community mental health center. All variables except role conflict were positively correlated with job satisfaction. As a result, factors influencing job satisfaction were reward system (${\beta}$=.46, p<.001), self-esteem (${\beta}$=.35, p<.001), leadership (${\beta}$= .27, p<.001), career as a PCMHNP (${\beta}$=-.12, p<.007), job-related characteristics (${\beta}$=.11, p<.24), and career as a nurse in community mental health center (${\beta}$=.09. p<.045). These factors explained 70.3% of the total variance. Conclusion: The results indicated that the comprehensive understanding of job satisfaction to the independent variables could suggest the way how to increase the job satisfaction for psychiatric and community mental health nurse who are a catalysts promoting mental health in community mental health center.

• The Korean Journal of Community Living Science
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• v.15 no.2
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• pp.43-54
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• 2004

The purpose of this study is to examine the job satisfaction of teachers in urban and rural day care centers. The subjects of this study were 134 teachers in urban(n=68) and rural(n=66) areas. Participants completed an early childhood job satisfaction survey. The statistics used for this data were t-test, one-way ANOVA (Duncan's test), and multiple regression analysis. The study showed significant differences between urban and rural teachers' job satisfaction in the job itself, human relationships, and working environment. The job satisfaction of the teachers in urban day care centers was influenced significantly by the related variables: age of teacher, marital status, education level, educational career, capacity, number of classes, class size, working hours, and the age of the children in class. The job satisfaction of the teachers in rural day care centers was influenced significantly by the above variables. The important factors on predicting the job satisfaction of the urban day care teachers were found to be the age of teachers, educational career, education level, and number of classes. The important factors for predicting the job satisfaction of the rural day care center teachers were found to be the age of teacher, educational career, education level, number of classes and working hours.

• The Korean Journal of Food And Nutrition
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• v.19 no.4
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• pp.366-373
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• 2006

Employee turnover and job satisfaction are the main concerns of Foodservice indusryy because of a high dependence on human resources. This study was carried out to find out the differences of job satisfaction of employees in Foodservice industry and identify the effects of job satisfaction on turnover intention by major at the college or university. In comparison of job satisfaction of employees by 3 groups of food-related majored, tourism-business majored, and other majored, there were no significant differences among groups. But in the correlation between overall and 6 factors of job satisfaction, there were all significant correlations in food-related majored and tourism-business majored employees. Employees in Foodservice industry were satisfied by different demographic characteristics according to what they majored at college. Statistically significant variables that affect to the job satisfaction were gender, employment status, length of employment, monthly income, working hour per week in the food-related majored employees and employment status in the tourism-business majored employees. Finally, among job satisfaction factors, intention to quit was negatively affected by supervision in food-related majored and tourism-business majored employees, but positively affected by job environment only in tourism-business majored employees.

• Journal of Korean Academy of Fundamentals of Nursing
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• v.25 no.2
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• pp.89-98
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• 2018

Purpose: The purpose of this study was to examine the relationship of psychosocial wellbeing status and self leadership with job satisfaction of fire officers. The effects of these variables on job satisfaction were also examined. Methods: The study design was a descriptive, correlational design. For this study, data were collected from 189 fire officers in B metropolitan city, K and Y cities. Data were analyzed using descriptive statistics, t-test, one-way ANOVA, and multiple regression analysis with SPSS 21.0 program. Results: The results showed that job satisfaction had a significant correlation with psychosocial wellbeing status (r=-.38, p<.001) and self leadership (r=.26, p<.001). Psychosocial wellbeing status had a significant correlation with self leadership(r=-.47, p<.001). Multiple regression analysis for job satisfaction revealed that the most powerful predictor was psychosocial wellbeing status followed by self leadership. Pychosocial wellbeing status, self leadership, age, marital status and current job task career explained 25.0% of the variance in job satisfaction. Conclusion: Findings indicate that various factors are related to the job satisfaction of fire officers. Based on the results of this study, further development and application of programs to improve fire officers' job satisfaction are needed.

• Journal of the Korean Society of Safety
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• v.32 no.5
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• pp.76-87
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• 2017

This study examined the role of safety climate, organizational trust, job satisfaction, and organizational commitment. In addition, the study verified the mediating effect of organizational trust between safety climate, and job satisfaction and organizational commitment. Targeting population were the workers in the manufacturing sector. First, it was figured out that employees' recognition of organizations' safety climate has an effect positively on both job satisfaction and organizational commitment. Second, it turns out that individuals' safety awareness has a positive effect on the both job satisfaction and organizational commitment. Third, it was figured out that organizational trust plays a role as mediation when employees' recognition of organizations' safety climate has an effect positively on both job satisfaction and organizational commitment. Fourth, the result revealed that foreign investment company moderated the relationship between safety climate and organizational climate. Fifth, organizational trust mediates the relationship that the individuals' safety awareness are positively affected on the both job satisfaction and organizational commitment. Finally, The results of four hypotheses using intermediary variable in which organizational trust mediates the relationship between the safety climate and "work attitude" such as job satisfaction and organization commitment demonstrate significance of trust in organization in connecting safety climate and work attitude. Therefore, when trust in organization is enhanced, work attitude such as job satisfaction and organizational commitment could be improved.

• The Journal of Asian Finance, Economics and Business
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• v.6 no.2
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• pp.161-171
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• 2019

Personality factors and ethical values are considered as vital element in social and professional life. This present research aims to explore the relationship between Personality and Job Satisfaction. Further, we tried to test the moderating effect of Islamic work ethics (IWE) in the relationship of Personality traits with Job satisfaction. Convenience sampling was used in defining sample as in Pakistan there is no data base which provides information regarding number of employees. Due to moderating variable the data has been collected from respondents who identify themselves as Muslim. To collect data from respondents Self-administered, close-ended questionnaires and e-questionnaire were used in this study and respondents were targeted in the normal working environment. Correlation and regression analysis was used to analyze the data statistically. The results of study indicated that neuroticism exhibits significant negative effect on job s atisfaction. Also, openness to experience, agreeableness and conscientiousness showed positive effect on job satisfaction. Whereas, extraversion exhibits no effect on job satisfaction and IWE has a negative effect on job satisfaction. However, the output indicates that IWE do not act as moderator in the relation of agreeableness and conscientiousness with job satisfaction moderation effect of IWE is observed between the relationship of neuroticism, extraversion and openness to experience with job satisfaction.

• The Journal of Korean Academy of Orthopedic Manual Physical Therapy
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• v.29 no.2
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• pp.11-22
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• 2023

Background: This study examined the relationship between the empowerment, and occupational professionalism of physical therapists, and the factors affecting their job satisfaction. Methods: The subjects of the study were 240 physical therapists who had worked at medical institutions for more than a year. Data were collected from April 1 to 30, 2022. Results: The mean scores for job satisfaction, empowerment, and occupational professionalism were 3.43±.52, 3.60±.60, and 3.74±.40 points, respectively. Empowerment was positively correlated with occupational professionalism (r=.75, p<.001) and job satisfaction (r=.59, p<.001). Also, occupational professionalism was positively correlated with job satisfaction (r=.68, p<.001). The factors influencing job satisfaction were empowerment (β=.17, p<.05) and occupational professionalism (β=.56, p<.001), showing an explanatory power of 48%. Conclusions: The results of this study revealed that the higher the empowerment and occupational professionalism, the higher the job satisfaction of physical therapists. To improve their job satisfaction, it is, therefore, necessary to develop and apply an effective program to improve their empowerment and occupational professionalism level. These research results can be useful as basic data for improving the job environment of these therapists and the policies relating to their work.

• Journal of dental hygiene science
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• v.21 no.3
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• pp.168-177
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• 2021

Background: This study is to identify the factors that affect job satisfaction, psychological ownership, and job engagement of dental hygienists on job performance and use them as basic data for manpower management of dental hygienists. Methods: The survey was conducted by 344 clinical dental hygienists working in dental medical institutions. The collected data is PASW Statistics ver. 20.0 was used to analyze. Results: The job satisfaction level of the dental hygienist was 3.38±0.52, and the question that 'I feel that my ability to solve problems has improved compared to the past.' was 3.92±0.80. There were significant differences in job satisfaction, psychological ownership, and job engagement according to general characteristics in age, marriage, education, career, current work experience, and position. There were significant differences in job performance according to general characteristics in age, marriage, education, career, current work experience, position, and number of dental hygienists. Factors influencing job performance were practical activities, income, patient relations, absorption, vigor, dedication, and the number of dental hygienists. Conclusion: Finding different ways to use psychological ownership and job engagement through the job satisfaction of a dental hygienist, and to and to utilize it as basic data for efficient manpower management through job performance.

• The Korean Journal of Emergency Medical Services
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• v.8 no.1
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• pp.71-86
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• 2004

This study selected emergency medical technicians at 24 fire police boxes in Jeonnam in order to examine the relationship between job stress, fatigue and job satisfaction of 119 emergency medical technicians. Data were collected from Apr. 10 to May 9, 2004, questionnaires were mailed and returned by mail. Total 109 questionnaires were distributed and 89 questionnaires were collected and 80 except 9 omitting answers and showing inappropriate answers were used for final analysis. The results of this study are as follows. A. The total mean of areas composing job stress in the degree of job stress of 119 emergency medical technicians was over the average as 2.54 (SD .44) of 4 full marks. According to the degree of job stress by each area, the highest area of job stress was crisis situation (2.98), followed by role conflict as professional job (2.58), social factors (2.57), involvement in organization (2.55). To the contrary, the areas of the lowest job stress were professional knowledge and technique (2.35), psychological burden of medical limitation (2.38), conflicts in personal relationship and services (2.45) and improper treatment (2.53). B. The degree of fatigue of 119 emergency medical technicians by areas was over mean as 2.09(SD .49) of 4 full scores and physical fatigue was highest (2.18), followed by mental fatigue (2.11) and neurosensory fatigue (1.99). C. The degree of job satisfaction of 119 emergency medical technicians was 2.71 of 5 full scores and working condition area (3.70) showed the highest job satisfaction, followed by requirement of organization (2.85) and the lowest job satisfaction area was job itself (2.18), followed by desire for job (2.49). D. According to differences in demographical characteristics of 119 emergency medical technicians, there was no variable of statistical difference at job stress and job satisfaction in significance level .05, but fatigue showed statistical difference at final education (F=2.393, p=.046). E. According to differences related to job characteristics of 119 emergency medical technicians, job stress showed statistical differences at motif of current services (F=4.935, p=.003), fatigue showed those at health conditions (F=2.732, p=.008), job satisfaction at overtime (F=3.038, p.034) and the greatest reason of having job (F=3.217, p=.017), F. As a result of analyzing correlations between job stress. fatigue and job satisfaction of the subject, job stress showed positive correlations (r=.411, p=.000) with fatigue and negative correlation (r=-.267, p=.008) with job satisfaction. Fatigue showed negative correlation (r=-.287, p=.005) with job satisfaction. Therefore, the hypothesis of this study. "There will be relationship between degree of stress, fatigue and job satisfaction of subjects." was supported.

• East Asian Journal of Business Economics (EAJBE)
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• v.8 no.2
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• pp.1-14
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• 2020

Purpose - The current study analyzes effects of hotel restaurant cook's emotional labor on job satisfaction and customer orientation. Research design and methodology - In order to achieve the current study's goal, sample was extracted targeting cooks working in 5-stars hotels located in Seoul considering spatial and time limitation. Method of research was direct research method with survey. Survey was conducted from April 1st, 2018 to April 20, 2018 (approximately 20 days). Total of 300 surveys were distributed to cooks working in 5-stars hotels located in Seoul, and among those 250 surveys were returned. Among returned 250 surveys, 246 surveys. Results - First, in order to test H1, effect of hotel restaurant cook's emotional labor on job satisfaction (satisfaction on superior and coworker) was analyzed. Second, in order to test H2, effect on hotel restaurant cook's emotional labor on job satisfaction (satisfaction on compensation and promotion) was analyzed. Third, satisfaction on superior and coworker had statistically significantly positive effect on customer orientation, while satisfaction on compensation and promotion did not have statistically significant effect. Conclusions - First, deep acting had statistically significantly positive effect on job satisfaction (satisfaction on superior and coworker), while surface acting did not have statistically significant effect. Second, both deep and surface acting had statistically significantly positive effect on job satisfaction (satisfaction on compensation and promotion). Third, satisfaction on superior and coworker had statistically significantly positive effect on customer orientation, while satisfaction on compensation and promotion did not have statistically significant effect.