• Human Ecology Research
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• v.51 no.5
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• pp.527-535
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• 2013

The objective of this study was to investigate whether childcare teachers' job satisfaction plays a mediating role between their intention to change jobs and directors' emotional leadership. The participants of this study were 282 childcare teachers in Seoul. The instruments for this study were Director's Emotional Leadership Scale (2 factors with 18 items), Childcare Teacher's Job Satisfaction Scale (K-CTJSS, 6 factors with 40 items), and Childcare Teacher's Intention to Change Jobs Scale (1 factor with 7 items). These instruments were verified by Cronbach's ${\alpha}$ as a reliability and factor analysis as a validity. The data were analysed by Pearson's productive correlation, stepwise multiple regression and path analysis by the SPSS ver. 20.0 and AMOS ver. 20.0. The results were as follows: First, there were significant negative correlations between directors' emotional leadership and childcare teachers' intention to change jobs, and between childcare teachers' job satisfaction and their intention to change jobs, whereas there were significant positive correlations between directors' emotional leadership and childcare teachers' job satisfaction. Second, the directors' emotional leadership was explained by 22% and the childcare teachers' job satisfaction was explained by 9% of their intention to change jobs. Last, the childcare teachers' job satisfaction mediated between the directors' emotional leadership and childcare teachers' intention to change jobs.

• Human Ecology Research
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• v.52 no.4
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• pp.405-414
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• 2014

The purpose of this study was to investigate the influences of organizational culture and childcare teachers' job satisfaction on their intention to change jobs. The participants of this study were 290 childcare teachers from the Busan and Gyeongnam areas. The instruments used in this study were the Organizational Culture Scale (4 factors with 16 items), Childcare Teacher's Job Satisfaction Scale (6 factors with 40 items), and Childcare Teacher's Intention to Change Jobs Scale (1 factor with 7 items). The data were analyzed by descriptive statistics, one-way analysis of variance, Pearson's product moment correlation, and stepwise multiple regression with SPSS ver. 21.0 software. The results were as follows: First, the higher childcare teachers' intention to change jobs, the lower was their monthly income, age, and career level, and the total number of children that they had to serve. Second, there were significant positive correlations between childcare teachers' intention to change jobs and their innovative, collective, and rational organizational culture. Further, there were significant negative correlations between childcare teachers' intention to change jobs and hierarchical organizational culture. and between childcare teachers' intention to change jobs and their job satisfaction. Finally, childcare teachers' intention to change jobs was found to be 46% about job satisfaction and organizational culture and was explained the most by the director's childcare center management. This study primarily suggests that a director's role is important in the lowering of childcare teacher's intention to change jobs.

• Culinary science and hospitality research
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• v.10 no.2
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• pp.38-58
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• 2004

The purpose of this study is to show how to increase customers' satisfaction of the food service enterprise by examining degree of customers' satisfaction with food quality on the basis of the responses of cooks in top-level hotels in Seoul and their customers. The results of this study shows that cooks of hotels who were more satisfied with their jobs work better and cook better foods than cooks who were not satisfied with their jobs. Thu, food quality of hotels whose cooks were more satisfied with their jobs was better evaluated by their customers.

• Journal of Korean Society for Quality Management
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• v.38 no.1
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• pp.52-63
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• 2010

The purpose of this study is to investigate whether or not belt's jobs represent a source of job enrichment that translates into positive job characteristics and satisfaction. Hackman and Oldham's 5 job characteristics, 3 critical psychological states and MPS are utilized for analyzing results of the study. The results indicate that Black and Master Black Belt's jobs have positive effects on all five job characteristics, 3 psychological states, and MPS score. However, the findings indicate that Black and Master Black Belt's jobs are no direct effect on job satisfaction suggesting that growth need strength controls on job satisfaction. The result shows that there is a support for the prediction that growth needs strength controls the effect of belt's jobs on job satisfaction.

• Asia pacific journal of information systems
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• v.5 no.2
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• pp.199-226
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• 1995

This study is an empirical research in order to clarify whether or not the correlation between the satisfaction of users that is the performance measurement factor and the following three:(1) the attitude of users as an individual characteristic, (2) the supports of organization as an organizational characteristic, (3) the routine degree of jobs as an job characteristic, is the same as the previous study results. In addition, another empirical research was done to make clear how organizational supports and routine degree change the attitude and satisfaction of users. This study put a particular emphasis on the moderating effect because the study of this issue has not been done in any previous research. 38 corporations, whose computerization has already been made to some extent and who are listed on the stock exchange market as a leader group, was selected for research, given some hypotheses on the basis of theoretical studies. As results of this empirical study, first, the supports of organization and the routine degree of jobs changed the attitude of users, which was the same as the previous studies. Moreover, the supports of organization, the routine degree of jobs and the attitude of users had an influence on the satisfaction of users. Second, in respect of the correlation between the attitude of users and the satisfaction of users, the routine degree of jobs showed a moderating effect, but the organization supports did not show any moderating effect.

• KSII Transactions on Internet and Information Systems (TIIS)
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• v.9 no.4
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• pp.1302-1320
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• 2015

In cloud, everything can be provided as a service wherein a large number of users submit their jobs and wait for their services. hus, scheduling plays major role for providing the resources efficiently to the submitted jobs. The brainwave of the proposed ork is to improve user satisfaction, to balance the load efficiently and to bolster the resource utilization. Hence, this paper roposes an Adaptive Multilevel Scheduling System (AMSS) which will process the jobs in a multileveled fashion. The first level ontains Preprocessing Jobs with Multi-Criteria (PJMC) which will preprocess the jobs to elevate the user satisfaction and to itigate the jobs violation. In the second level, a Deadline Based Dynamic Priority Scheduler (DBDPS) is proposed which will ynamically prioritize the jobs for evading starvation. At the third level, Contest Mapping Jobs with Virtual Machine (CMJVM) is roposed that will map the job to suitable Virtual Machine (VM). In the last level, VM Scheduler is introduced in the two-tier VM rchitecture that will efficiently schedule the jobs and increase the resource utilization. These contributions will mitigate job iolations, avoid starvation, increase throughput and maximize resource utilization. Experimental results show that the performance f AMSS is better than other algorithms.

• Journal of Korean Dental Hygiene Science
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• v.5 no.2
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• pp.85-96
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• 2022

Background: This study was aimed at determining the relationship of the Dominance, Influence, Steadiness, and Conscientiousness (DISC) personality type with the major satisfactions and job preferences of dental hygiene and technician students. Methods: We enrolled 264 dental hygiene and technician students from a junior college in Chungcheong-do. A questionnaire survey was conducted to determine the DISC behavior type, major satisfaction level, and job preference of the participants. Statistical analyses were performed with the independent-samples t-test, one-way analysis of variance, and multiple regression. Results: Dental technician students had higher major satisfaction (p< .001) and preferred jobs with potential for growth (p= .020) or matching their vocation and interests (p= .013) compared to dental hygiene students. Factors influencing major satisfaction were grade (β= .160, p= .008) and a social personality type (β= .146, p= .070). Factors influencing preference for jobs with high growth potential were the personality type (β= .236, p= .001), grades (β= .157, p= .002), and major satisfaction (β= .429, p< .001). The conscientiousness personality type was conducive to preferencefor jobs with high growth potential. The steadiness personality type was conducive to preference for jobs aligned with vocation and interest (β= .249, p= .004). The conscientiousness personality type (β= .137, p= .041) and high major satisfaction (β= .193, p= .003) were conducive to preference for jobs with a satisfactory working environment. Conclusion: The results of this study could serve as a basis for customized career counseling and education programs according to personality types.

• Korean Journal of Occupational Health Nursing
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• v.26 no.1
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• pp.55-64
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• 2017

Purpose: This study was performed for the effective management of nursing organization as surveyed choice motives and job satisfaction about nurses who changed to public hospitals. Methods: This study is a descriptive study. This study surveyed 214 nurses who changed jobs to public hospital in six Gyeonggi-do hospitals from October 23 to November 20, 2015. The collected data were analyzed for descriptive statistics, t-test, one-way ANOVA, sheffe test, multiple linear regression analysis using the SPSS/WIN 21.0 program. Results: Most of the nurses chose public hospitals due to benefits correspond to public officials. They had worked in general hospitals located on provinces and changed jobs due to a heavy workload and low benefits. Of the participants 84.1% were satisfied with changing jobs to public hospitals and the advantages of public hospitals of their choice were job stability and good employee benefits(guaranteed maternity and paternity leave, etc). On the other hand there were complaints about low salaries compared to the workload after changing jobs to public hospitals. Conclusion: Hospitals need to enhance job stability and provide nurses with good employee benefits to reduce turnover rate.

• Journal of Korean Academy of Nursing Administration
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• v.2 no.1
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• pp.5-15
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• 1996

The purpose of this study is analysis of the relationship between autonomy and group cohesiveness perceived by nurses and their job satisfaction, organizational commitment, motivation and intend to stay on jobs to develope the nursing staff management. The results are as follows: 1. Characteristics of subjects are not significantly different in perceived autonomy, but group cohesiveness, organizational commitment and intend to stay on jobs are different in nursing unit(p<.05). Educational background is significantly different in job satisfaction: nurses who has diploma show higher scores than who has baccalaureate degree(p<.05). 2. Perceived autonomy is related with job satisfaction, motivation and intend to stay on jobs but is not related with organizational commitment(p<.05). 3. Group cohesiveness perceived by nurses is significantly related with job satisfaction, organizational commitment motivation and intend to stay on jobs and their correlation coefficients are higher than that of perceived autonomy(p<.05). 4. The interaction effect of autonomy and group cohesiveness with all dependent variables is not significant(p>.05). The main effect on all dependent variables is presented as group cohesiveness. 5. The canonical correlation coefficient of independent variables and dependent variables is 0.503(p<0.000). The above results are important in the aspect of the development of strateges for retension of qualified nurses performing quality of nursing care and organizational efficacy. Autonomy and group cohesiveness perceived by nurses are important factors in nursing staff management; the further studys on job redesign and intervention strateges for enhancing group cohesiveness are needed.

• Korean journal of food and cookery science
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• v.20 no.3
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• pp.299-309
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• 2004

This study investigated the degree of expectation and satisfaction with internship program of undergraduates majoring in culinary studies, and suggested improvements in satisfaction for training programs. Differences between expectation and satisfaction were significant in all 21 items including pay for internship program, rest spaces, and break time during working. Expectation questions were extracted to five factors. Factor 1 circumstances of kitchen Factor 2 staff's ability and attitude Factor 3 working environment Factor 4 working hours and pay and Factor 5 rotation, period, and placement of jobs. Five factors were also obtained from factor analysis of satisfaction. Factor 1 working hours and rest Factor 2 staff's attitude and pay Factor 3 facilities and sanitation Factor 4 circumstances of kitchen and Factor 5 period and placement of jobs. Overall satisfaction values showed significant differences depending on gender, school-year system, grade, age, and school. The working hours and rest factor had the most significant influence on the overall satisfaction with internship program of undergraduates majoring in culinary studies.