• Asia-Pacific Journal of Business
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• v.14 no.1
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• pp.427-437
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• 2023

Purpose - The purpose of this research is to examine the impact of job satisfaction related attributes on the level of life satisfaction of individuals with disabilities. Job satisfaction related elements consist of wage level, job stability, working condition, career development, and communication. Design/methodology/approach - For the data collection, this research made use of The Korean Panel Survey of Employment for people with disabilities, with the study period consisting of 2016-2018, and the number of observations measuring 4405. For the data analysis, the ordinary least square, fixed effect, and random effect regression models were used. Findings - The results indicate that the life satisfaction of people with disabilities is positively influenced by wage satisfaction, job stability satisfaction, working condition satisfaction, career development satisfaction, and communication satisfaction. Research implications or Originality - This study informs policy makers for the design of welfare for people with disability, specifically related to their labor conditions.

• Korean Journal of Occupational Health Nursing
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• v.26 no.2
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• pp.93-104
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• 2017

Purpose: This is a mixed method study to understand the experience regarding the job satisfaction of Physician Assistant (PA) male nurses. Methods: First, factors influencing job satisfaction were analyzed using quantitative approach and job adaptation processes by qualitative research was done through interviews. Finally both of the collected data were comprehensively compared. Results: The factors which had the greatest influence on job satisfaction in the regression analysis were job stress (${\beta}=-.49$, p<.001) and job identity (${\beta}=.46$, p<.001) and the explanatory power explaining these variables was 58% (Adj. $R^2=.58$). The results of qualitative research were categorized using the same four variables with qualitative research variables. Five themes in job satisfaction, three themes in job identity, five themes in job stress and six themes in job value were identified by content analysis. Conclusion: This finding identified that the job stress and job identity were important variables related to job satisfaction. Therefore, the factors influencing job identity have to be strengthened, and a systematic management and interest to develop them are necessary.

• The Research Journal of the Costume Culture
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• v.23 no.2
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• pp.270-283
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• 2015

The purpose of this study was to investigate the relationship between working environment and quality of life of fashion vendor company workers by using working environment variables such as job stress, job burnout, job satisfaction, and turnover intention. Preliminary test was conducted by interviewing fashion vendor company workers in order to find out factors that were more suitable for their working environment. Main survey was conducted to 200 fashion vendor company workers and 194 responses were analyzed. The results of correlation analysis showed that job stress, job burnout, job satisfaction, turnover intention, and factors of quality of life had significant relationships. Boss stress, role stress, achivement decrease, and personal condition satisfaction showed a significant relationship with turnover intention. The results of path analysis showed that job stress had a positive relationship with job burnout and job burnout had a negative relationship with job satisfaction. Both job stress and job burnout had a positive relationship with turnover intention, whereas job satisfaction had a negative relationship with turnover intention. Also, the results showed that job burnout and turnover intention had a negative relationship with quality of life of fashion vendor company workers, whereas job satisfaction had a positive relationship with quality of life of fashion vendor company workers.

• Korean Journal of Occupational Health Nursing
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• v.13 no.1
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• pp.30-39
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• 2004

Purpose: This study was performed to identify the factors of the job stress and to analysis affecting job satisfaction in clinical nurses, using the Job Stress Model by the National Institute for Occupational Safety and Health (NIOSH). Method: Data collection was done from July 21 to July 30, 2003. The study was involved in 203 nurses who work at the hospital. It was examined the self-recording questionnaire about general characteristics, work-related factors, non-work factors, instrument revised by NIOSH Job Stress questionnaire translated by the Korea Occupational Safety & Health Research Institute(1999). Instrument about shift work was the tool developed by Kim and Gu(1984). Result: Job satisfaction of subjects at an average level with $1.96{\pm}0.37$ score on the basis of 3 points. According to general characteristics, job satisfaction was high in those with older age and married group. According to work related general factors, job satisfaction was high with working career, an officer to higher grade. According to work characteristics factors, job satisfaction was low with much role conflict at work and much workload and much interpersonal conflict. As for the relationship between job satisfaction and non-work factor, job satisfaction was did not show statistically significant differences. As a result of Stepwise multiple regression analysis, job satisfaction was influenced by shift work, conflicts of between group and grade of office. Conclusion: Therefore, it suggests that the nurses need stress management related shift work for improvement of job satisfaction.

• Journal of Korean Clinical Nursing Research
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• v.30 no.1
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• pp.54-64
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• 2024

Purpose: This descriptive survey study aimed to examine the effects of grit, social support, job crafting, and evidence-based practice competency on job satisfaction among nurses. Methods: The participants of this study were 211 clinical nurses with experience of more than six months. Data were collected using through an online survey from February 1 to February 17, 2023. The questionnaires was consisted of general characteristics, grit, social support, job crafting, evidence-based practice competency, and job satisfaction. Data were analyzed using descriptive statistics(frequency, percentage, mean, and standard deviation), t-test, ANOVA, Pearson correlation coefficient, and multiple regression analysis with the SPSS/WIN 28.0 program. Results: The average scores of the main variables were 3.08±0.44 out of four for grits, 3.67±0.52 out of five for social support, 4.20±0.64 out of five for job crafting, 4.84±0.71 out of seven for evidence-based practice competency, and 3.72±0.55 out of five for job satisfaction. In the regression model, the factors affecting the nurses' job satisfaction were grit (β=0.66, p<.001) and social support (β=0.11, p=.046), which explained 78.7% of the variance in job satisfaction. Job crafting and evidence-based practice competency were correlated with job satisfaction; however, there was no statistically significant effects of these variables on job satisfaction. Conclusion: Based on the findings of this study, grit and social support showed the most significant effects on the job satisfaction of nurses. Therefore, active support is needed to develop a strategy to improve nurses' grit and to create a supportive work environment, which would be helpful to increase their job satisfaction.

• Korean Journal of Hospice Care
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• v.7 no.1
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• pp.15-28
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• 2007

This study was focused on figure out what kinds of elements are influencing on job satisfaction with approach of the educational system. It was also to figure out how work characteristics and role conflicts of employees influence on job satisfaction. Objects of study were employeeswho had been working in Hospice and Palliative medical center at least for 6 months, and they were doctors, nurses, ministers, and welfare workers. Collected materials were analyzed by Frequency Analysis, One-way ANOVA, Correlation Analysis, and SimpleRegression Analysis. Results from study can be summarized like below. The first, job satisfaction of workers in Hospice and Palliative medical center were 3.36, and this numerical value is pretty high over all. For saying from the higher to the lower satisfaction level, there were satisfaction with job itself, satisfaction with co-workers, satisfaction with seniors (superiors), and satisfaction with organizations, on the other hands, satisfaction with salaries was turned out as the lowest level among those. The second, role conflict was 2.63, and it is considered as the medium level. after inquiring into it by elements of role conflict, they felt many environmental difficulties compared to other workers in different fields such as environmental difficulty, role ambiguity, insufficient ability, process obscurity, etc. The third, work environment influencing on job satisfaction are as follows. Professional environment among characteristics of work environment was significant statistically. Job satisfaction of ministers was the highest; others were in the order of doctors, welfare workers, and nurses. For employment history, job satisfaction was higher as they have more and longer job experience including whole professional experience both in hospice and palliative medical center. In addition, participating in hospice and palliative programs, intensive training regularly was significantly. Job Motivation was also significant statistically. Especially, job satisfaction was higher when people decided to work in hospice and palliative medical center because of individual desire (self-realization). Lastly, influence of role conflict on job satisfaction is as follows. Environmental difficulty, role ambiguity, insufficient ability, process obscurity, etc showed the significant meaning statistically, and the lower role conflict was related with the higher job satisfaction. Suggestions for next study based on such results are as follows in order to improve or increase job satisfaction of employees in hospice/palliative medical centers. The first, to expand education opportunity of employees is needed to increase job satisfactionof hospice/palliatives medical centers. Participating in intensive programs and seminars by types of occupation and acquiring professional knowledge are very important since employees are motivated by those activities. For that, developing and activating intensive education/programs by professional occupations are suggested. The second, dividing roles of employees and determining each job's limit clearly in hospice/palliative medical centers are required. For that, study developing standard job regulations is suggested for each professional job. Lastly, developing and providing reasonable salaries is needed because low salaries of hospice/palliative medical centers are the absolute reason lowering job satisfaction. Therefore, this paper suggests improving the salary level of employees of hospice/palliative medical centers and developing practical plan for it.

• Journal of Nutrition and Health
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• v.29 no.6
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• pp.651-660
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• 1996

The purpose of this study was to examine and analyze the degrees and the influence factors of job satisfaction of dietitians working in hospitals in relation to performance of duty in their works and to provide effective management of hospital dietitians for high quality health and food service in hospital. The questionaire was prepared with reference to the previous studies on job satisfaction of dietitians working in hospitals throughout the nation. 201 dietitians in the country were surveyed. The period of research was from January 20 to February 28, 1995. The results are as follows. 1) In regard to the degree of job satisfaction of hospital dietitians, they showed the highest degree of job satisfaction in the relationships with fellow dietitians followed by worth and self-confidence, aptitude and interests, relationships with cooks, job stability, degree of recognition of the dietitians competence, supervision of the superiors, degree of application of professional knowledge, work load, wage level, degree of recognition of the importance of duty, cooperative relationships with load, wage level, degree of recognition of the importance of duty, cooperative relationships with doctors, degree of performance of clinical work, the number of dietitians, the prromotion system, and welfare system in that order. On the other hand, they showed the highest dissatisfaction with food service facilities. 2) The influence factors on job satisfaction are as follows. (1) Wage factor : Shorter weekday working hours and higher bonuses make greaster job satisfaction (R2=0.3115). (2) Working condition factor : Larger number of monthly holidays(R2=0.5142), shorter weekday working hours(R2=0.1077), longer previous food service experience and computer utilization (R2=0.1432) make greater job satisfaction. (3) Welfare factor : Welfare system (R2=0.4132) and promotion system (R2=0.1624) have to do with computer utilization. Job stability has to do with marital status and computer utilization (R2=0.1165). consequently, those married dietitians who use computers show higher job satisfaction. (4) Human relationship factor : Smaller mumber of patients receiving food makes greater job satisfaction (R2=0.1334). (5) Superivision factor : Shorter weekday working hours and larger number of monthly holidays make greater job satisfaction (R2=0.1709). (6) Achievement factor : Marriage, larger number of dietitians(R2=9.2293), age, larger number of monthly holiday, higher monthly wages and computer utiliazation (R2=0.1088) make greater job satisfaction. (7) Speciality factor : Marriage, longer current hospital tenure, higher position and working in seoul(R2=0.1142) make higher job satisfaction. (8) Job inclination factor : working in general hospitals rather than in oriental hispitals, working in seoul(R2=0.1776) and better bonuses(R2=0.1078)make greater job satisfaction. As a result, the following is suggested for the job satisfaction of hospital dietitions on the basis of this study : hospital dietitians can achieve miximum job satisfaction through smooth relationships with coworkers, and the responsible managers should improve welfare and working conditions for the job satisfaction of hospital dietitians.

• Journal of Korean Public Health Nursing
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• v.26 no.2
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• pp.195-203
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• 2012

Purpose: This study was conducted in order to investigate the relationships between job stress or social support and job satisfaction, and the function of social support, theoretically considered to mediate the relationship between job stress and job satisfaction. Methods: After obtaining informed consent from participants, data were collected from 122 taxi drivers. Gamma was used for testing of the first and second hypotheses. Partial Gamma was used to test the third hypothesis. Patterns of elaboration described by Babbie (1986) were selected for interpretation of the relationship among the three variable analyses. Results: First, a negative relationship was observed between job stress and job satisfaction (Gamma=-.543, p=.001) and a positive relationship was observed between social support and job satisfaction (Gamma=.741, p<.001). Second, when controlling for social support, the relationship between job stress and job satisfaction showed a decrease under conditions of both low and high social support. As for the mediating effect of social support, job stress was found to affect social support and social support was found to affect job satisfaction. Conclusion: The results showed that social support had a mediating effect between job stress and job satisfaction. Therefore, development and implementation of appropriate social support interventions is needed in order to reduce job stress and promote job satisfaction.

• Journal of vocational education research
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• v.37 no.2
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• pp.145-165
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• 2018

The purpose of this research is to investigate the relationship between job stress and job satisfaction of special education teachers, and to grasp the situation of those instructors, and to suggest a suitable method to increase their job satisfaction. From 21 August to 18 September 2017, an online survey was conducted on 217 special education teachers for 4 weeks. As such, the research questions were, first, is there any difference in level of job stress and job satisfaction in accordance to their variable? Second, what is the influence of job stress on job satisfaction? Following are the results on the research question. First, female teachers have higher job stress and lower job satisfaction even to those who served in public school, and over 10 years. Second, as a result of examining the effect of job stress on job satisfaction, job satisfaction decreases as job stress increases. Referring from these results, in order to lower the job stress and increase job satisfaction of special education teachers, suggestion is proposed.

• East Asian Journal of Business Economics (EAJBE)
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• v.9 no.3
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• pp.71-82
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• 2021

Purpose - The purpose of this study is to examine the intermediary role of job satisfaction between job autonomy and job performance and whether the process was adjusted based on the work context. Research design, data, and methodology - This study was conducted by sample survey method on 334 supervising engineers. Data analysis methods were frequency analysis, confirmatory factor analysis, reliability analysis, correlation analysis, and structural equation model analysis. Result - The results of this study suggest that: (1) after controlling for age, position, and working years, job autonomy had a significant positive impact on job performance, (2) job autonomy can not only directly affect job performance but also indirectly affect performance through job satisfaction, (3) job satisfaction has an intermediary effect on job autonomy and job performance, and (4) the relationship between job autonomy and job satisfaction is moderated by the work context, and the result showed a negative moderating effect. Conclusion - This study suggests that job autonomy significantly improves job performance, and the higher job autonomy a supervising engineer has, the more satisfied they are with their work, thus enriching the precursor research on dynamic changes in job performance. When the working environment is poor, supervisors are more sensitive to the perception of job autonomy and have a stronger impact on job satisfaction and performance.