• Korean Security Journal
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• no.61
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• pp.255-283
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• 2019

This study conducted a survey of 315 facility security workers in Daejeon, South Chungcheong Province and Gyeonggi Province for about a week from August 7 to August 13, 2019 to identify the impact of work environment and job stress on job satisfaction, and finally collected 293 of the total 315 parts of the data, excluding non-response and inappropriate responses. The STATA 14.2 Statistical Package Program was used for analysis of the collected data, frequency analysis was performed to determine the distribution ratio of the subjects, and reliability analysis and correlation analysis were performed with respect to the established key variables. Next, t-test and one-way ANOVA were conducted to verify differences in work environment, task stress and task satisfaction factors according to demographic characteristics, and the results were as follows: There were differences in work environment, job stress and job satisfaction recognition depending on demographic characteristics. In detail, the factors for the work environment indicated significant differences in age, academic background, number of years of service, wages and types of service in the recognition of the work environment. Job stress factors indicated significant differences in age, education, wages and types of service in job stress recognition. In job satisfaction factors, age, academic background, number of years of service and wages (monthly benefits) showed significant differences in job satisfaction recognition. In addition, the results of multiple regression analyses to identify the working environment, job stress, and job satisfaction are as follows. The working environment has had a positive impact on job satisfaction, and the better the job environment, promotion and organizational characteristics, the higher the job satisfaction. It has been shown that job stress has had a negative impact on job satisfaction, conflict of relationship (promoting colleagues). job autonomy increases job satisfaction, and job satisfaction decreases when job requirements and job insecurity increase. In terms of the impact of work environment on job satisfaction, the higher the work promotion, job environment and organizational characteristics, the higher the job satisfaction level, the report showed. According to these studies, the better the working environment, the lower the job stress, and the lower the job stress, the higher the job satisfaction. In addition, the better the working environment, the more satisfied the job was found to be, and the empirical research result was verified that improvement of the working environment of security workers can reduce job stress and improve job satisfaction through improvement of the working environment.

• Journal of the Korean Society of Clothing and Textiles
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• v.27 no.6
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• pp.705-714
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• 2003

Recent Studies have shown evidence of a positive relationship between market orientation and performance. However, some scholars have suggested that customer satisfaction, salespeople's job satisfaction, and product quality etc. could moderate this relationship. According to the increase of market oriented efforts of apparel firms and importance of the salespeople's role, this study focuses on the effect of market orientation on performance of apparel firms through the salespeople's job satisfaction and customer satisfaction. It is found that market orientation has a positive effect on the salespeople's job satisfaction and customer satisfaction. The salesperson's job satisfaction was found to influence on the performance through the customer satisfaction. The customer satisfaction has strong influence on the performance directly. Market orientation appears to provide a unifying focus for the efforts of salespeople within the organization, thereby leading to customer satisfaction and superior performance.

• Korean Journal of Occupational Health Nursing
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• v.21 no.3
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• pp.221-228
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• 2012

Purpose: The purpose of this study was to identify the degree of satisfaction of part-time work of the mentally disabled and the factors affecting their job satisfaction. Methods: The subjects of this study were 106 part-time workers with mental illness in the city of B and Y. The data were collected from February 1, 2012 to May 30, 2012 using self-report questionnaires including the measurement scales of job satisfaction, family support, work volition and the degree of satisfaction with work environment. The data were analyzed using t-test, ANOVA, Pearson correlation coefficients, multiple regression with the SPSS/WIN 18.0 program. Results: The mean of score for job satisfaction was $61.8{\pm}13.84$. Job satisfaction was highly related to family support, work environment and work volition. The associated factor of the subjects job satisfaction were family support, work environment, work volition, and the period of employment. The combination of these four factors showed an explanation for job satisfaction at the rate of 80.2%. Conclusion: The results imply that job satisfaction needs to be increased for the job continuity of employees with mental illness. In addition to this, work environment, work volition and family support should first be improved for the increase of job satisfaction.

• Journal of the Korean Society for Railway
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• v.15 no.6
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• pp.645-653
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• 2012

This study analyzes the effects of the KTX driver's person-environment(job, organization, Coworker) fit on job satisfaction, organizational commitment and turnover intention. It, additionally, examines the mediating effect of job satisfaction and organizational commitment between person-environment fit and turnover intention. Consequence of the analysis indicates that person-environment fit has mostly meaningful influences on job satisfaction, organizational commitment and turnover intention. But person-job fit makes a meaningless impact on job satisfaction, and person-coworker fit also makes a meaningless impact on job satisfaction and turnover intention. The mediating effect of job satisfaction and organizational commitment is mostly effective, but the mediating effect of job satisfaction does not affect the relation between person-organization fit and turnover intention. In conclusion, this study implies that, in order to grasp KTX driver's turnover intention and to protect actual turnover, it is important to enhance job satisfaction and organizational commitment as well as to improve overall person-environment fit.

• Journal of Korean society of Dental Hygiene
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• v.10 no.4
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• pp.595-605
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• 2010

Objectives : A precedent research has documented that occupational stress is closely associated with increased the risk of fatigue and decreased in job satisfaction. This study was conducted in an effort to assess the relationship of occupational stress to self-perceived fatigue and job satisfaction by using job strain model. Methods : The number of respondents was 122 dental hygienist who work in dental clinic and period of the investigation was July 2009 through september 2009. A structured questionnaire was employed to evaluate the participants' sociodemographics, job-related factors, health-related behaviors, occupational stress, job satisfaction and self-perceived fatigue. Occupational stress and self-perceived fatigue were assessed using the Korean Occupational Stress Scale-Short form (KOSS-SF) and the Multidimensional Fatigue Scale (MFS), respectively. Results : In job strain model, the ratio of Q2(High Strain Job) group that more susceptible to disease by stress than other group was 16% and the proportion of high fatigue group(Q3, Q4 group) and low job satisfaction group(Q3, Q4 group) was 48%, 45% respectively. In logistic regression analyses, a High Strain Job group was associated with higher odds of react factor(fatigue, job satisfaction) and the odds was down by 3.3%~7.5% after adjustment for age, smoking, alcohol drinking, regular exercise. So the effective strategy for fatigue, job satisfaction reduction for dental hygienist requires additional program focusing on innovated work environment that provide a enough leisure time and exercise program considering the personality traits. Conclusions : The results of this study suggest that occupational stress is a determinant predictor of self perceived fatigue and job satisfaction. Thus, a stress management program for the reduction of occupational stress, and the promotion of dental hygienist impact assessment health and quality of life is strongly recommended.

• Journal of the Korean Society of Radiology
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• v.11 no.4
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• pp.263-271
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• 2017

The purpose of this study was to investigate the relationship between general characteristics, job stress and job satisfaction of 150 sonographer working in Busan and Ulsan area and to identify the predictors of job satisfaction. As a result, the higher the age, experienced job change, the more job satisfaction increased. The sub-factors of job stress and job satisfaction are significantly negative correlated with organizational system, lack of reward, occupational climate, job insecurity, insufficient job control, job demand. The most influential variables in job satisfaction were organizational system and lack of reward. Therefore in order to increase the job satisfaction of the sonographer, it is important to establish and institutional device related to effective organization, manpower management and compensation to reduce job stress.

• Journal of Home Health Care Nursing
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• v.16 no.2
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• pp.145-152
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• 2009

Purpose: To identify the relationship of job stress with job satisfaction and organizational commitment of nurses. Method: The subjects were 288 nurses working in two hospitals in Kyong Ki Island. The study was conducted from August to October 2007. The data was collected by questionnaires and were analyzed using descriptive statistics and Pearson correlation coefficients. Results: The mean score of job stress was $2.86{\pm}.75$ (total of 4 points), mean score job satisfaction score was $2.98{\pm}.33$ (total of 5 points), and mean organizational commitment score was $3.14{\pm}.34$ (total of 5 points). Concerning sub factors, limited medical care was highest and conflicts with the doctors was lowest. The level of job stress was significantly different according to age, marital status, religion, educational status, and type of employment. The level of job satisfaction was significantly different according to type of employment and working style. Job stress and job satisfaction were significantly correlated. Conclusion: It may be necessary further to develop job stress management programs to productively address job stress of nurses.

• Journal of Distribution Science
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• v.22 no.5
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• pp.117-129
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• 2024

Purpose: This research aims to explore the ramifications of job stress on cabin crews within the air service distribution sector, specifically examining its impact on service quality through mediating variables such as job satisfaction and engagement during the pandemic era. Research design, data and methodology: The study is based on a sample size of 312 individuals, exclusively comprising cabin crews employed in the airline industry. Methodologically, Confirmatory Factor Analysis (CFA) and Structural Equation Modeling (SEM) were employed for statistical analysis. Results: The findings reveal that both performance evaluation and job responsibility exerted a significant impact on both job satisfaction and job engagement. Furthermore, job engagement demonstrated a substantial influence on service quality. However, in contrast, factors like unstable employment and the working environment showed no significant impact on either job satisfaction or engagement. Additionally, job satisfaction did not exert a significant influence on service quality. Conclusions: These insights will offer the valuable guidance to the airline industry in preparing for unforeseen external environments that may affect the industry. As the aviation sector navigates the challenges posed by the pandemic, understanding and addressing the intricate relationships among job stress, satisfaction, engagement, and service quality will be crucial for effective industry resilience and adaptation.

• Journal of Korean Academy of Nursing Administration
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• v.4 no.2
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• pp.457-474
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• 1998

This study was aimed to be able to dedicate to the quality promotion of nursing of the nurses and the development of hospital organization by investigating interrelations between job satisfaction degree and organizational commitment of the clinical nurses. The objects of this study have been 507 nurses working in university hospital in Seoul and the materials have been collected through structured questionnaires for 14 days from Feb. 23. 1998 through March 8. The materials have been analyzed and computerized statistically with SPSS. General characteristics have been analyzed by practical number and percentage. and job satisfaction degree and organizational commitment have been analyzed by average evaluation marks and standard deviation and the relation between general characteristics and job satisfaction degree and the relation between general characteristics and organizational commitment have been analyzed by t-test or F-test(ANOVA) according to the characteristics of variable. Correlations between job satisfaction degree and organizational commitment have been analyzed by Pearson's Correlation Coefficient. The followings are the summaries of the results of the study: 1. The degree of job satisfaction of the object was 3.26 in average on the basic of 5 marks and worth area showed highest by 3.78 while wage and welfare 2.70 the lowest when analyzed 11 areas. 2. Organizational commitment of the object showed 3.24 in average on the basic of 5 marks. 3. According to the age. marital status. educational background. employment experience. experience in current department. position. types of work. department of work. wage, satisfaction about the current department, whether they wish to be transferred to the other department and whether they are transferred or not. there were significant differences in the characters of job satisfaction degree when general characteristics and job satisfaction degree have been examined. 4. According to the age. marital status. religion. educational background. employment history. position and experience in current department. types of work. department of work. wage. satisfaction about the department they are assigned. whether they wish to be transferred. Whether they are transferred or not and number of being transferred to the other department. there have been significant differences in the characters of organizational commitment when general characteristics and organizational commitment have been examined relatively. 5. Correlations between the degree of job satisfaction and organizational commitment has shown the degree of organizational commitment higher respectively when the degree of job satisfaction was higher. the degree of sanitation factor was higher and the degree of motive factor was higher (r=.73799. r=.6826. r=.6570). 6. The result of the analysis of correlations between organizational commitment and the turnover intension and job related action has shown comparatively high reverse correlations (r=.6375) between organizational commitment and turnover intension and low reverse correlations(r=.3253) between organizational commitment and job related action. Based on the above results. the study of the ways of increasing the degree of satisfaction about wage. welfare. position and stability and the supervision of the senior which showed the low degree of job satisfaction should be conducted and through the management of the degree of job satisfaction which affects to the organizational commitment, I would like to propose that the ways of increasing the sense of commitment to the hospital organization of the nurses should be studied.

• Korean Journal of Community Nutrition
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• v.23 no.1
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• pp.28-37
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• 2018

Objectives: This study was conducted to identify differences in job stress, satisfaction and commitment of cooking employees working in hotel kitchens with and without HACCP systems. Methods: Culinary employees of 12 five-star hotels were surveyed and 504 valid data were used for SPSS analysis. Sub factors of working environment factors (job stress, job satisfaction, and job commitment) were examined for analysis. Results: The results showed that hotels that implemented the HACCP system had significantly higher values for the five sub factors of employee job stress (job demand, relationship conflict, organizational system, lack of job autonomy, and job instability; p<0.001). For the sub factors of job satisfaction (internal and external satisfaction) statistic showed a statistically significant value in hotels that did not implement the HACCP system (p<0.001). Job attachment and job importance, which are sub factors of job commitment, showed no difference in relation to the implementation of HACCP system, and job responsibility showed a higher p-value in hotels that did not implement HACCP (p<0.05). Conclusions: The results of the study indicate that culinary employees working at venues with HACCP systems have more job related stress, lower job satisfaction and partially less job commitment. Based on this outcome, venues that have already implemented or are planning to implement HACCP systems should consider the implications regarding their management of employees. Managerial policies that enhance autonomy, job stability, achievement, self-development, promotion, and compensation should also be implemented. Finally, meticulous attention and high investments into the work environment and human resources are necessary.