• Journal of Preventive Medicine and Public Health
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• v.27 no.4 s.48
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• pp.777-791
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• 1994

For developing the Group Health Care System, health managers' job structure were analysed in the aspects of content, amount, and process. As a trial research, data were collected by a standardized job analysis table to 6 doctors, 40 nurses, and 11 industrial hygienists of Group Health Care System. Health care managers were performing complex and intellectual jobs such as healh education for workers, managing health care, conference as well as more simple jobs like as filling diary. Especially, job was consisted of general job and health care management job in the proportion of 1:2.18. The major general job were data management related with the health statistics, and major health care management jobs were managing health care, health counselling, environmental management of working sites. Each specific jobs were required differentiated intellectual capacity, creativity, autonomy, psychic stress, and physical work; most respondents perceived that health care management jobs should require more inputs than general jobs. Additionally job satisfaction and perceived need on specific Job items were anzlysed. Results of this research, suggested through the field experiences in working sites, should be considered for improving the Group Health Care System.

• Proceedings of the Korean Operations and Management Science Society Conference
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• 1993.04a
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• pp.6-15
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• 1993

A generalization of one machine maximum lateness minimization problem is considered. There are one achine with controllable speed and n weighting jobs $J_{j}$, j=1, 2, ..., n with ambiguous duedates. Introducing fuzzy formulation, a membership function of the duedate associated with each job $J_{j}$, which describes the satisfaction level with respect to completion time of $J_{j}$. Thus the duedates are not constants as in conventional scheduling problems but decision variables reflecting the fuzzy circumstance of the job completing. We develop the polynomial time algorithm to find an optimal schedule and jobwise machine speeds, and to minimize the total sum of costs associated with jobwise machine speeds and dissatisfaction with respect to completion times of weighting jobs. jobs.

• Journal of Technologic Dentistry
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• v.33 no.4
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• pp.361-368
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• 2011

Purpose: This study is to analyze the curriculum satisfaction and to provide basic information for effective school management of Dept. of Health section. Methods: This survey, modified questionnaires based on Hee-Joo Moon's(2005), is accordance with undergraduate students and shows very high credibility upper than Cronbach's Alpha. 1,500 questionnaires are distributed(01. Oct. 2010~30. Oct. 2010) but only 1,213(80.8%) are returned and, except for 14 insincerely answered, 1,199(79.9%) are used. Results: The results of the study are following. The population characteristic of this survey is that 445(18.1%) are male, 739(61.9%) are female, 595(49.6%) are in health section, and 604(50.4%) are in none health section. 628(53%) chose getting jobs as their motivations for school choice and 727(60.8%) chose getting jobs and career guidance as theirs. The satisfaction of male students was higher than that of female students based on the comparative analysis of the curriculum satisfaction. The satisfaction of the students in none health section was higher than that of those in health section based on the comparative analysis of the curriculum satisfaction. This survey indicates that once the satisfaction with the major courses and career guidance increase, the overall satisfaction grows. Conclusion: The keys to improve the curriculum satisfaction including students' in department of dental technology are to provide and develop differentiated curriculums and support programs that meet students' expectations. In addition, the customized curriculums based on the level and aptitudes of female students are needed.

• Journal of The Korean Society of Integrative Medicine
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• v.11 no.3
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• pp.205-217
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• 2023

Purpose : This study aimed to identify the job satisfaction, organizational commitment, and turnover intention of workers at dementia care centers, and the correlations between these factors. Methods : A survey of 131 dementia care center employees was conducted. This comprised 48 questions covering respondent characteristics, organizational satisfaction, organizational commitment, and turnover intention. Results : Employees with no intention to change jobs had significantly higher job satisfaction and organizational commitment than those with job change intentions. Turnover intention was significantly correlated with both job satisfaction and organizational commitment. The higher the organizational commitment and the lower the turnover intention, the higher the job satisfaction. The higher the job satisfaction and the lower the turnover intention, the higher the organizational commitment. Analysis of the sub-components of the main variables found The lower the work environment, compensation, and sense of belonging to the organization, the higher the turnover intention. Conclusion : Regular educational programs are needed to improve the expertise of workers at the dementia care center, and opportunities for employees to communicate their needs should be maximized. In addition, higher salaries will attract more able and willing employees, reduce turnover, and provide and a sense of of belonging to the organization. Attention to the proper distribution of work and recruitment of appropriate human resources will further improve the working environment. If the job satisfaction and organizational commitment of workers at the dementia care center are increased and the number of employees intending to change jobs is reduced, the length of employee service will increase and contribute to improved care and service quality for dementia patients.

• International Area Studies Review
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• v.13 no.3
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• pp.667-692
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• 2009

The deregulation on non-standard workers is inclined to make companies increase the employment of the non-standard workers because of cost-saving effect. As non-standard work rises, so involuntary choice of it does. This trend has resulted in the decline of the non-standard workers' job satisfaction. The internalization of firm-specific skills is strong in Japanese companies. Therefore, even though cost-saving effect is high, the companies cannot assign all the jobs to non-standard workers. Hence, the companies are likely to divide the jobs into standard worker's and non-standard workers' ones. The standard workers' jobs, which focus on high firm-specific skills, has reduced, while the non-standard workers' jobs, which can be outsourced from outside the companies, has increased. As a result, the productivity of standard workers has improved, and their wage levels have increased. Since the deregulation on non-standard workers, their job satisfaction has deteriorated. On the contrary, the job satisfaction of standard workers has increased.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.9
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• pp.199-209
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• 2020

This study was a descriptive study performed to identify factors affecting medical satisfaction in multicultural members. The survey participants were 301 multicultural members in A city. The data were analyzed using descriptive statistics and Independent t-tests, One-way ANOVA, and Stepwise multiple regression analysis with the SPSS 14.0 program. Stepwise multiple regression analysis revealed that the predictors of satisfaction among the medical staff were satisfaction with age and health insurance, which accounted for 28% of all variance. Predictors of satisfaction with the medical environment were age and jobs, which accounted for 17% of all variance. Predictors of satisfaction with medical expenses were multicultural form, educational level, and jobs, which accounted for 33% of all variance. These results suggest that we need to develop and implement strategies and programs that can enhance satisfaction with medical use among multicultural members.

• Journal of Family Resource Management and Policy Review
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• v.9 no.2
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• pp.127-144
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• 2005

The purpose of this study was to find out the characteristics of the exchange resources when women choose their spouse, and their marital satisfaction in accordance with those resources. For this, women under marriage of less than five years were subjected, categorized into three groups according to the age difference of the couple, and were examined the influence of the personal and parental resources when choosing their spouse on the early marital satisfaction. The results of the study were as follows: First, the personal and parental resources for each age difference of the married couple didn't have a meaningful difference in general. Second, it is shown from the characteristics of the marital satisfaction of each age difference group that there is no particular meaningful difference. Finally, when it comes to the difference in marital satisfaction in accordance with the exchange resources, the personal resources had a meaningful difference in the value field in case of having the same religion. In case both the husband and wife were the second child or younger, there was a meaningful difference in the mutual action field than there was when they were both first-born. In the emotional and the mutual action field of marital satisfaction, a meaningful difference was seen when the couple had the same kind of jobs than when wives had upper level jobs. Concerning the parental resources, a meaningful difference was shown in the mutual action field of the marital satisfaction when the parents of the both sides had the same level of scholastic attainment.

• Journal of Korean Dental Hygiene Science
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• v.6 no.2
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• pp.51-64
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• 2023

Background: This study was conducted to determine the association with dual jobbing on dental hygienists' job satisfaction and to identify the factors that lead to dual jobs. Methods: This study was an online survey of 110 currently employed dental hygienists conducted during the month of May 2022. To determine job satisfaction, we used the 20-item Korea-Minnesota Satisfaction Questionnaire (K-MSQ). Survey questions related to dual job were adapted and supplemented from the dual job survey instrument for dental hygienists to identify intention to dual job and future intention to dual job. Descriptive statistics, independent t-test, ANOVA and Scheffe's post hoc analysis, and multiple logistic regression were performed. Results: The dual job rate and future dual job rate of the participants in this study were about 27% and 47%, respectively. The means for Intrinsic job satisfaction, Extrinsic job satisfaction, and job satisfaction were 3.44, 3.15, and 3.36, respectively. It was statistically significant that extrinsic job satisfaction increased with increasing position, and intrinsic job satisfaction, extrinsic job satisfaction, and job satisfaction increased with increasing salary. Those currently working dual jobs cited "self-actualization" as a reason for doing so, and those who intended to work dual jobs in the future cited "not being paid enough in their primary job" as a reason. We found that a one-unit increase in intrinsic job satisfaction and job satisfaction increases the odds of future intention to dual job by about 1.07 and 1.05 times, respectively (p<0.05). Conclusion: This study confirmed the influence of dental hygienists' job satisfaction on intention to dual job and future intention to dual job, and self-actualization was found to be the main factor. Therefore, the consideration of dual jobs in the future will affect the improvement of dental hygienists as professionals and the reduction of turnover through better working conditions.

• The Korean Nurse
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• v.32 no.4
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• pp.48-62
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• 1993

This study was done for the purpose of analyzing the job-satisfaction and its depressive factors in human relation of operating room nurses of university hospital. Therfore, it makes an offer the basic data to help the resolution and prevention of the problems in operating room nurses. Furthermore, this study was conducted in order to find out some kinds of scientific data for the better control of depressive factors of job-satisfaction expressed by the operating room nurses. The structred questionaire reports of 246 operating room nurses who were employed in 5 different university hospitals which have over 1, 000 beds located in Seoul, Korea were used, which wer collected from August 24th to August 30th of 1992. The author visited supervisors of operating room in each university hospital and explained the aim of this study. The most of them(90.0%) answered to the questionaires. Analysis of the collected data were done by mean, standard deviation, percentage, t-test, F-test, Q-test, correlation analysis, one-way ANOVA.and stepwise multiple regression analysis. Major findings of this study were as follows: 1. The job of the operating room nurses were remarkably related with the satisfaction in human relation, which was defined as the behavioral job with thoughtful action rather than with mechanical action. However, the degree of satisfaction in human relation with personnel in other departments was found to be the lowest and its the main depressive factors were appeared due to the absence of interaction and uncooperative attitudes. Therefore, it was required that the members of other job need more cooperative attitude to the actual works in the operating room nurses. 2. The depressive factors in the satisfaction degree of human relation with offical seniors wer significantly related with their irresponsibility and partialness. Moreover, the job attitude of the operating room nurses is abundantly required to be improved, 3. The depressive factors in the satisfaction of human relation with medical doctors were significantly related with their insincerity and the class-consciousness. It is clearly suggested that the medical doctors do more cooperative behaviors for the jobs of the operating room without the suggested that the medical doctors do more cooperative behaviors for the jobs of the operating room without the superiority feeling of class-consciousness. 4. There was a significantly positive association between the satisfaction degree of human relation of the nurses with the following charateristics. (1) The registered nurses which had a tendency to be satisfied about the registered nurses' job. (2) The registered nurses which had a tendency to be a technique-aptitued in the motivation of the registered nurses'job. (3) The registered nurses which had a tendency to be satisfied about the total hospital working carrier and the aspects of old ages. Finally, these findings indicated that the operating room nurses should require the professional education courses associated with a high-development techniques and setisfaction in their jobs.

• Journal of Internet Computing and Services
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• v.20 no.5
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• pp.67-77
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• 2019

Today, companies are making efforts to improve the performance of workers by utilizing various IT-based mobile and internet devices. In pharmaceutical companies, salespeople are using the e-brochure to search for diverse expertise in real time. Through the e-brochure, pharmacists and doctors can be provided with the information they need, thereby increasing confidence in pharmaceuticals and salespeople. Salespeople can also use e-brochures to improve their work performance and to be more satisfied with their jobs. This study examines which functions of e-brochures satisfy salespeople and what attitudes to the e-brochures they need to have. This paper explains the effect of satisfaction and attitude to the e-brochures on job satisfaction through self-efficacy with statistical analysis. As a statistical result, the functions of e-brochures (professional knowledge, massive amount of data, easy searching, information updates, and the reflection of feedback) and attitudes to the e-brochures (importance, intention to use, belief in improvement, efficacy to use, and negative cognition) influence on self-efficacy of salespeople. Further, self-efficacy has mediating effects on the relationship between the functions of e-brochures / attitudes to e-brochures and job satisfaction. Exceptionally, the mediating effect of self-efficacy was not significant in relation to information updates / reflection of feedback and job satisfaction. These results will explain what functions should be focused for the future development of e-brochures. It will also suggest what attitudes the salespeople should have about e-brochures. Through these efforts, salespeople will be able to utilize new technology of e-brochures to satisfy their jobs and improve their performance.