• Korea Journal of Hospital Management
• /
• v.2 no.1
• /
• pp.137-161
• /
• 1997

This study purports to investigate the determinants of propensity to stay among nursing staff working at Korean hospitals. The independent variables contains three groups of determinants: environmental variables(job opportunity, spouse support, and parent support), psychological variables(met expectations, work involvement, positive affectivity, and negative affectivity), and structural variables(job autonomy, work unit control. routinization, supervisor support, coworker support, role ambiguity, role conflict, workload, resource inadequacy, distributive justice, promotional chances. job security, job hazards, and pay). The sample used in this study consisted of 329 nurses and 175 nurse aides from two university hospitals in Seoul and its surburbs. Data were collected with self-administered questionnaires and analyzed using path analysis. The results of this study indicate that: (1) the following variables, listed in order of size, have significant positive effects on propensity to stay among hospital nursing staff: job satisfaction, met expectations, supervisor support, job security, and positive affectivity, (2) the following variables, listed in order of size, have significant negative total effects on propensity to stay among hospital nursing staff: job opportunity, negative affectivity, and rutinization, (3) the model explains 44.2 percent of the variance in propensity to stay among nursing staff working at two university hospitals, and (4) managerial support for improving the job autonomy, distributive justice, and promotional opportunity for nurse aides are needed.

• Health Policy and Management
• /
• v.9 no.1
• /
• pp.201-233
• /
• 1999

This study was carried out to find out the factors affecting on organizational commitment of hospital employees. For the purpose, the questionnaire-based research was done with 1280 hospital employees who were working in 2 university hospitals and 4 general hospitals located in Taegu City and Kyungpook Province from November 20, 1997 to December 22, 1997. The results of the study were summarized as follows. There were significant correlations among environmental variables, psychological variables, structural variables, vertical conflict, horizontal conflict, job satisfaction, and organizational commitment. By path analysis, variables such as pay, work involvement, work definiteness, met expectations, positive affectivity, distributive justice, job security, expectations before entering a hospital had significant positive effect on job satisfaction in order of size, while, vertical conflict, job opportunity, and horizontal conflict had significant positive effect on job satisfaction in order of size, while, vertical conflict, job opportunity, and horizontal conflict had signifecant negative effect in order of size. Variables such as job satisfaction, job security, work involvement, pay, vertical conflict, met expectations, distributive justice, positive affectivity, work unit control, job autonomy, and job routinization had significant positive direct effect on organizational commitment in order of size, while, job opportunity, job hazards and resource inadequacy had significant negative direct effects in order of size. It was found that the following variables, listed in order of size, had significant total effects on organizational commitment : job satisfaction, job security, job opportunity, work involvement, pay, met expectations, distributive justice, positive affectivity, job hazards, and work unit control. In considering abovc findings, it is recommended that programs for job satisfaction promotion, job security, decrease of intent to leave, work involvement promotion, adequate pay, met expectations, distributive justice, positive affectivity promotion, job hazards decrease, and work unit control grant should be implemented to increase organizational commitment.

• Journal of Industrial Convergence
• /
• v.21 no.4
• /
• pp.101-109
• /
• 2023

The aim of this study is to verify the relationships of factors affecting nursing performance of clinical nurses focused on positive affective events. The subjects of this study were 275 clinical nurses from secondary and tertiary general hospitals. Data collection was conducted for two months from May 2021 through an online survey through snowball sampling. Data analyzed was using SPSS 26.0 and AMOS 26.0. The variables affecting job satisfaction included direct effect of positive affective events (β=.65, p<.001), and direct effect of positive affectivity (β=.10, p=.038). Job satisfaction (β=.47, p<.001) had statistically significant direct effects on nursing performance. Positive affective events (β=.32, p=.003) and positive affectivity (β=.05, p=.039) had statistically significant indirect effects on nursing performance. These variables explained for 22% of nursing performance. However, emotional labor had no significant effect on job satisfaction and nursing performance. The results indicate that positive affective events and positive affectivity result in high degree of job satisfaction. Job satisfaction would increase the level of nursing performance. Therefore, in order to improve nursing performance, it is necessary to provide educational opportunities and interventions that can promote positive work environment and positive affectivity.

• Health Policy and Management
• /
• v.11 no.4
• /
• pp.109-128
• /
• 2001

This study was conducted to investigate the factors affecting on organizational commitment of military hospital nursing officers. For the purpose of this study, the self-administerd questionnaire survey was done with 440 military hospital nursing officers during february, 2001. The major results of the study were summarized as follows: By path analysis using LISREL 7.0, variables such as met expectations, work involvement, pay, work definiteness, positive affectivity, family support, peer support, promotion opportunity, expectations before entering a military hospital had significant positive effect on Job satisfaction in order of size, however, vertical conflict and horizontal conflict had significant negative effect in order of size. Variables such as job satisfaction, met expectations, promotion opportunity, positive affectivity, pay had significant positive direct effect on organizational commitment in order of size, however, job routinization, job opportunity had significant negative direct effect in order of size. It was found that the following variables, listed m order of size, had significant total effects on organizational commitment: job satisfaction, met expectations, positive affectivity, promotion opportunity, pay, vertical conflict, job routinization, family support, work involvement, work definiteness, job opportunity. In considering above findings, the program or plan for job satisfaction promotion, met expectations, fair promotion opportunity, adequate pay, work definiteness, solving conflict, positive affectivity promotion would be implemented to increase organizational commitment of military hospital nursing officers.

• Nutrition Research and Practice
• /
• v.5 no.1
• /
• pp.80-87
• /
• 2011

The objectives of the study were to investigate job burnout and leader-member exchange (LMX) levels as well as to evaluate buffering effects of LMX on burnout among dietitians and chefs at institutional foodservices. Hypotheses were proposed based on the Job Demands-Resources model and LMX theory. The study population consisted of dietitians and chefs who were in charge of managing unit operations in a nationwide contract management company. Positive/negative affectivity, workload, job burnout, and LMX scales that bad been validated in previous research were adopted A total of 552 questionnaires were distributed and 154 responses were returned. Results indicated that respondents' burnout levels were moderate and emotional exhaustion was greater than cynicism. In terms of LMX, the surveyed dietitians and chefs showed higher respect toward their supervisors than loyalty. When positive affectivity and negative affectivity were controlled, workload influenced emotional exhaustion and professional efficacy significantly. With affectivity and workload controlled, however, LMX did not influence any dimensions of burnout. The moderating effect of LMX on the relationship between workload and cynicism was significant. That is, the effect of workload on cynicism was weak if the dietitians and chefs perceived the relationship with their supervisor positively. Based on the findings and literature reviewed, how to mitigate job burnout among foodservice managers is discussed.

• Science of Emotion and Sensibility
• /
• v.19 no.2
• /
• pp.67-78
• /
• 2016

The purpose of this study was to investigate relationships among the older drivers' subjective evaluation and objective performances for driving ability, mobility and subjective well-being. Scores for mobility and subjective well-being were obtained using questionnaires. Diagram-based driving scenarios and driving simulation were used to measure subjective and objective driving abilities, respectively. The results can be summarized as followings. First, subjective evaluation scores of driving ability but not objective driving performance significantly correlated with mobility. Second, the higher level of mobility predicted higher life satisfaction, higher positive affectivity, and lower negative affectivity. Third, the older driver's higher scores of subjective driving ability induced higher level of mobility, which, in turn, increased life satisfaction and positive affectivity but lower negative affectivity. The results suggested that subjective rather than objective ability for driving is more important in determining the level of old driver's subjective well-being.

• Health Policy and Management
• /
• v.5 no.2
• /
• pp.173-201
• /
• 1995

A causal model of organizational commitment on the basis of Western literature was tested with a sample of 1,164 employees from two university hospitals in Korea. The model contains three groups of determinants : environmental variables(job opportunity, spouse support, and parent support), psychological variables(met expectations, work involvement, positive affectivity, and negative affectivity), and structural variables(job autonomy, work unit control, routinization, supervisor support, coworker support, role ambiguity, role conflict, workload, resource inadequacy, distributive justice, promotional chances, job security, job hazarda, and pay). The data were colleted with questionnaires and analyzed with the LISREL maximum likelihood method. It is found that (1) the following variables, listed in order of size, have significant total effects on organizational commitment : job satisfaction, met expectations, supervisor support, job security, routinization, job opportunity, negative affectivity, work involvement, distributive justice, and promotional opportunity, (2) the model explains fifty-nine percent of the variance in organizational commitment, and (3) the link with expectancy theory is justified by the results for met expectations. Two conclusions can be drawn from these findings. First, the model of organizational commitment appears to be generalizable to Korean hospitals. Second, the model of organizational commitment should include such theoretical variables as environmental, psychological, and structural factors.

• Journal of People, Plants, and Environment
• /
• v.23 no.3
• /
• pp.277-291
• /
• 2020

Background and objective: The purpose of this study is to investigate the effects of visitors' positive emotions on satisfaction and loyalty with the perception of restorative environment of a healing garden created in an urban agriculture expo. Methods: The psychological indicators to the images of the healing garden were analyzed by the visitors' demographic variables and the three factors of plant cultivation activity level: plant cultivation experience, plant preference, and plant-related event. Results: Between age groups and occupational groups, significant differences were found statistically. The Perceived Restorativeness Scale(PRS) showed significantly differences between age groups in repose, fascination and legibility. The Positive Affect & Negative Affect Schedule(PANAS) showed statistically significant differences between age groups in positive emotions. In addition, we investigated the correlation between the PANAS and the three factors of plant cultivation experience level, the four factors of the PRS, satisfaction and loyalty. The three factors of plant cultivation experience level, the four factors of the PRS, satisfaction and loyalty showed a positive correlation with positive emotions and were inversely correlated with negative emotions significantly. Multiple regression analysis with dummy variables was conducted to examine the effects of plant cultivation activity level, attention restoration, and the PANAS on healing garden visitors' satisfaction and loyalty. As a result, among the four factors of the PRS, fascination and positive affectivity were significant variables that affect healing garden visitors' satisfaction and loyalty. Conclusion: The results indicated that the higher the attention restoration of visitors due to the fascination of the healing garden and the higher their positive affectivity and the more they have plant-related memories, the higher their impact on healing garden visitors' satisfaction and loyalty. Therefore, fascinating natural environments or greenery landscapes like healing gardens where people can contact plants would reduce negative emotions such as anger and sadness but to increase positive emotions such as pleasure, joy and satisfaction.

• Korean Journal of Culture and Social Issue
• /
• v.15 no.2
• /
• pp.291-318
• /
• 2009

The purpose of this study was to find out the impact of psycho-social factors (social relationship and personal) as well as illness history and economic status on physical health and subjective well-being among the retired Koreans elderly. Data were collected from 1,315 elders (mean age = 72.70yrs) residing in Seoul and Chuncheon regional area via interviews(Time 1), and them were re-interviewed two year later(Time 2). Multiple regression analyses indicated that the retired elders' illness history, economic status, marital satisfaction, fulfillment of self-esteem need, drinking behavior, positive affectivity, negative affectivity and physical health to predict their subjective well-being at Time 1(R²=.705). The retired elders' economic status, marital satisfaction, positive affectivity, negative affectivity and physical health to predict their subjective well-being at Time 2(R²=.418). The retired elders' illness history, economic status, expectations for one's offspring, drinking behavior and subjective well-being to predict their physical health at Time 1(R²=.364). And the retired elders' illness history, economic status, marital satisfaction, positive affectivity and negative affectivity to predict their physical health at Time 2(R²=.265). In case of retired elderly, suggested for the psycho-social determenants of subjective well-being and physical health by occupational classification. The implications of this study and the suggestions for furture study were discussed.

• Asia Marketing Journal
• /
• v.13 no.1
• /
• pp.113-141
• /
• 2011

Companies are competing each other, and as the competitions became higher, consumer's information processing for purchase became more complicated. Consumer confusion problem is getting more serious, but there are still not much considerations on this problem. The purpose of this study is to find out that the consumer confusion can causes consumer's negative emotion(anger). This research studied the mediation effect of negative emotion on the relationship between consumer confusion, which was classified into three categories, and two consequences, word-of-mouth and trust. And also it concentrates on moderating effects of negative affectivity and intolerance of uncertainty in the relationship between consumer confusion and negative emotion. For the empirical study, we carried out a survey targeting consumers who live in the Dae-gu metropolitan area. The specific results of this study are as follows. First, all sub-dimensions of the consumer confusion had a positive effect on anger. Second, anger had a positive effect on word of mouth and on the other hand, anger had a negative effect on trust. Third, negative affectivity had a moderating effects on the links between overload and ambiguity confusion with anger, and intolerance of uncertainty only had a moderating effects on the links between overload confusion and anger.