• 대한치과기공학회지
• /
• 제24권1호
• /
• pp.51-63
• /
• 2002

The purpose of this study was to be of use for getting rid of job stress from dental technicians, by examining how much they were stressed out at work place as one of the professional medical personnels. The subjects in this study were 255 selected dental technicians who were working in the region of Taegu. The one-on-one interview was conducted from March 1 to 30, 2001, with structured questionnaire. The questionnaire sued in this study included 19 question items about the general characteristics and 29 items regarding job stress. The job stress was categorized into seven subareas based on earlier studies and considering the job situations of dental technicians: heavy workload, job conflicts, improper treatment, role and job knowledge, human relations, physical environment and personal matters. The job stress extent was measured on five-point Likert scale that is widely used in social science: one point for no stress, two for little stress, three for so-so, four for a little stress, and five for severe stress. Therefore, a higher point means a severer job stress. The reliability of the questionnaire turned out very good with Cronbach a = 0.9272. The findings of this study were as follows: 1. The general characteristics of the dental technicians investigated could be described as below: (1) By gender, 80.4% of the dental technicians were male, and 50.2%, the largest percentage, were in their 20s, followed by those in their 30s, those in their 40s, and those in their 50s in the order named. (2) The most common work place was dental technician shop(92.5%), followed by dental technology room in dental hospital or clinic and in general hospital in the order named. The primary duties were coating materials work(30.6%), followed by sculpture, grinding, partial and full denture and orthodontics in the order named. 2. The most larges (1) The most largest motivation to be a dental technician was its being a professional(33.7%), followed by the advice from others, their own aptitude, and good economic treatment in the order named. 3. Their job stress could be explained as below: (1) Their collective job stress average was 3.96$^{\circ}{\ae}$0.50 on the basis of 5 point, which showed that they were exposed to a fairly severe job stress. (2) By area, they were most stressed out from heavy workload (4.12), and they also were severely stressed from role and job knowledge(4.02) and personal matters(4.00). (3) By situation, they were most stressed when the disagreement of prosthesis that results from a specific error is unconditionally attributed to them(4.43). And they were also stressed a lot when their workload increases due to the rework(4.38), when a dentist asks something difficult for them to resolve(4.20), when heavy workload makes their working hours irregular and it's impossible to lead a personal life or have leisure time(4.16), and when they are o work for an excessively short time(4.16). This fact indicated that most of the dental technicians were exposed to a lot of stress in conjunction with job performance. 4. The main duties they took charge of didn't make any significant difference to their job stress, but yielded a significant difference to the extent of job stress in individual areas and the order of the most stressful one. Those who were engaged in grinding were most stressed from their own matters, whereas heavy workload was most stressful for those who were engaged in the other types of works. 5. As a result of seeing if their personal characteristics yielded any differences to job stress, the personal characteristics that made their job stress vary significantly were working hours, motivation of being a dental technician, job satisfaction and willingness to continue doing dental technology works. There was a tendency that longer working hours led to severer job stress, and those who chose to be a dental technician according to their own aptitude were less stressed than the others who became a dental technician because of economic reason or advices from others. And the people who were satisfied with their job were exposed to less job stress than the others who weren't, and those who had an intention to keep that job as much as possible were less stressed, compared to the others who hadn't.

• 융합정보논문지
• /
• 제11권8호
• /
• pp.109-118
• /
• 2021

본 연구는 보육교사의 자아탄력성, 낙관성, 직무스트레스 정도와 이들 변수간의 관계를 파악하고 직무스트레스의 영향 요인을 규명하기 위한 서술적 조사연구이다. 연구방법은 2021년 3월부터 4월까지 D광역시에서 일하고 있는 보육교사 191명을 대상으로 하였다. 보육교사의 자아탄련성, 낙관성 및 직무스트레스를 검사도구를 통해 설문 조사하였다. 자료분석은 SPSS WIN 20.0 프로그램을 이용하여 빈도, 백분율, 신뢰도분석, t-test, ANOVA, correlation, multiple regression을 실시하였다. 본 연구의 결과 첫쨰, 자아탄력성과 낙관성은 정적 상관관계, 자아탄력성과 직무스트레스는 부적 상관관계, 낙관성과 직무스트레스는 부적 상관관계를 보였다. 둘째, 보육교사의 직무스트레스의 영향요인을 분석한 결과 자아탄력성이 영향을 미치는 것으로 나타났다. 이러한 결과에 따라 보육교사의 직무스트레를 낮추기 위해서는 자아탄력성을 향상시키고, 직무스트레스를 낮출 수 있는 프로그램이 개발 및 제공되어야 할 것이다.

• 한국정보처리학회:학술대회논문집
• /
• 한국정보처리학회 2011년도 춘계학술발표대회
• /
• pp.220-223
• /
• 2011

For successfully commercialized grid systems, it is required to provide an efficient scheduling scheme which is able to optimize benefits for three participants such as consumers, brokers, and providers so that every participant has sufficient benefit to maintain a sustainable market. In this paper, we define this job scheduling problem as an objective optimization problem for three participants. The three objectives are to maximize the success rate of job execution, total achieved profit, and the system utilization. To address the scheduling problem, we propose heuristics referred to as SLA-aware scheduling scheme (SA) for optimal resource allocation. The simulation results show that the improvement and the effectiveness of the proposed scheme and the proposed scheme can outperform well-known scheduling schemes such as first come first serve (FCFS), shortest job first (SJF), and earliest deadline first (EDF).

• 대한방사선기술학회지:방사선기술과학
• /
• 제42권3호
• /
• pp.231-238
• /
• 2019

Medical institutions are abundant in human resources and have a unique structure with diverse professions and various organizational cultures coexist. This organizational culture influences organizational effectiveness and influences the effectiveness of the organization as a factor of leadership and organizational culture. Leadership is an important factor in linking employee behavior to organizational commitment to achieve job satisfaction. The purpose of this study was to analyze the effect of organizational effectiveness on organizational culture, leadership perception, and job stress in a special organization called radiologist. As a result, organizational culture and transformational leadership showed high correlation with 0.627. Among the organizational effectiveness variables, organizational commitment showed the highest influence with transformational leadership(${\beta}=0.284$, p<0.001), and job satisfaction was also the highest with transformational leadership (${\beta}=0.440$, p<0.001). The results showed that the expectation of transformational leadership affects organizational commitment and job satisfaction. In order to expect a positive change in the effectiveness of the organization, the radiologist culture requires an organizational culture that can fully demonstrate autonomy and creativity, and transformational leadership is required for this.

• 기술혁신학회지
• /
• 제10권3호
• /
• pp.531-554
• /
• 2007

본고는 그간 독립적으로 존재해 왔던 학문분류 연구분류 기술분류 산업분류 전공분류 및 취업 분류와 같은 지식활동과 관련된 분류체계를 상호 연계시켜 종합적으로 보는 새로운 모형을 제시하고 그를 구체적으로 구현하는 방법을 다룬 것이다. 중 분야 이상의 의미를 갖는 학문분류와 소 분야 이하의 의미를 갖는 연구분류를 통합시킨 학문/연구분류는, 자체가 연구분야와 적용분야로 구성되는 2차원형이지만, 한편으로는 다양한 기술분류와 산업분류로 연계되고, 다른 한편으로는 전공(교육)분류와 취업분류로 연계된다. 연계시키는 방법은 두 개 이상의 분류체계를 동시에 기재하도록 하고, 그러한 기재를 허용하는 정보시스템과 데이터베이스를 갖추고, 필요에 따라 몇 개의 분류체계를 선택하여 동시에 사용하면 된다. 본고는 새로운 분류체계를 보이고자 한 것이지만 기본적인 의도는 분류체계를 넘어선다. 지식사회의 기본적인 활동인 지식활동을 종합적으로 파악하기 위한 수단을 강구하고자 한 것이다.

• 공학교육연구
• /
• 제20권5호
• /
• pp.59-73
• /
• 2017

This study aims to examine whether a gender works to make the difference on the university experiences of natural sciences and engineering major students; and the income and quality gap between the graduates. In this study, university experiences means job market and job searching related experiences such as job fair attending, The main research questions are as follows; fist, what are the significant university experiences related job preparation and application, and is there a gender gap on those experiences? Second, how is the job market performance of the national sciences and engineering graduates for their income level and quality job, and is there a gender gap on the job market performance of the sample? Third, which variables among the university experiences for job searching and application impacts the job quality and income level of the natural sciences and engineering graduates? To find out the research results, this study conducts a panel data analysis with GOMS (Graduates Occupational Mobility Survey) throughout survey year of 2006 to 2015, towards 568,264 as weighted value number. As analysis methods, this study carries out a descriptive analysis, ANOVA, discriminant analysis, linear regression and T-test. Therefore, here are the brief outputs of the study; first, for natural sciences and engineering students, the off-campus experiences such as job fair, job recruit festival and internship programs are more favored; second, female students are more likely to attend personal and self-driven job preparation programs; third, on job market performance, the graduates' income level and company scale rate are higher in the male but job stability is higher in the female; fourth, as a result of the linear regression, gender factor decides the income level in considerable degree; additionally, gender factor shows the difference of the job satisfaction and self-effectiveness on one's job as a qualitative variables. For obtaining strictness, university program factors are controlled through model fitness process. As above, this study finds out the main factors of university life of natural sciences and engineering graduates which are related their job searching and preparation experiences and figures out stronger factors in job market; and examines the statistically significance of the gender in this casual-effect relationship between job preparation and job quality of the graduates.

• Child Health Nursing Research
• /
• 제21권3호
• /
• pp.236-243
• /
• 2015

Purpose: In this study self-efficacy, emotional labor, pediatric nurse-parent partnership and job stress of pediatric nurses were examined. Factors affecting job stress of pediatric nurses were also investigated. Methods: The study was done between June and September 2014, with a convenience sample of 145 nurses from 3 advanced general hospitals, 5 general hospitals and 2 children's hospitals. Research data were collected via questionnaires and analysed using SPSS version 18.0. Results: Average levels of self-efficacy, emotional labor and job stress were similar to other general nurses and the average level of pediatric nurse-parent partnership was also similar to other pediatric nurses. Job stress of pediatric nurses showed a positive correlation with emotional labor and negative correlations with self-efficacy and pediatric nurse-parent partnership. The most significant factor affecting job stress in pediatric nurses was emotional labor (${\beta}=0.372$, p<.001). The combination of emotional labor, pediatric nurse-parent partnership and self-efficacy accounted for 25.4% of job stress in pediatric nurses. Conclusion: These results suggest that nursing management strategies to decrease emotional labor and improve pediatric nurse-parent partnerships and self-efficacy are critical to decrease job stress for pediatric nurses. Continued development of nursing management interventions to decrease job stress in pediatric nurses is suggested.

• 한국직업건강간호학회지
• /
• 제24권3호
• /
• pp.173-182
• /
• 2015

Purpose: The purpose of this study was to examine the relationship between upper-scale general hospital nurses' experience of verbal abuse and job stress. Methods: Subjects were 245 nurses working at 3 upper-scale general hospitals in B city and the data were collected by convenience samples using self-reported questionnaires consist of general characteristics, verbal abuse and job stress. The data were analyzed with descriptive statistics, t-test, ANOVA, Scheff$\acute{e}$ test and Pearson's correlation coefficients. Results: The mean score of verbal abuse level was 2.2 points and job stress level was 2.5 points. Experience of verbal abuse and job stress among the subjects had a positive correlation, and verbal abuse against nurses especially showed a strong correlation with job stress. Conclusion: Results of this study show that nurses' experience of verbal abuse increases their job stress. Therefore, continuous education and training programs that are based on the case studies with coping method according to clinical careers and working areas are required to reduce upper-scale general hospital nurses' experience of verbal abuse and decrease their job stress.

• Journal of Communications and Networks
• /
• 제17권3호
• /
• pp.247-255
• /
• 2015

In this paper, we propose an adaptive time division multiple access based medium access control (MAC) protocol, called bitmap-assisted shortest job first based MAC (BS-MAC), for hierarchical wireless sensor networks (WSNs). The main contribution of BS-MAC is that: (a) It uses small size time slots. (b) The number of those time slots is more than the number of member nodes. (c) Shortest job first (SJF) algorithm to schedule time slots. (d) Short node address (1 byte) to identify members nodes. First two contributions of BS-MAC handle adaptive traffic loads of all members in an efficient manner. The SJF algorithm reduces node's job completion time and to minimize the average packet delay of nodes. The short node address reduces the control overhead and makes the proposed scheme an energy efficient. The simulation results verify that the proposed BS-MAC transmits more data with less delay and energy consumption compared to the existing MAC protocols.

• 대한안전경영과학회지
• /
• 제13권4호
• /
• pp.25-33
• /
• 2011

Workers in logistics centers also are exposed to serious musculoskeletal disorders the same as workers in general manufacturing due to operating forklifts and other labor duties. The frequency of these work related injuries decreases, workers' job satisfaction In addition, it causes many employees questioning a job change, which is regarded as the primary factor which drops the productivity. In this paper, we conducted a survey ti perceive the correlation between work related injuries in the fields of distribution centers and job satisfaction. Furthermore we made statistical analysis with our findings. The results of our analysis showed that the frequency of work related injuries due to workers' repetitive loading and unloading work is the primary factor which lowers job satisfaction. In order to improve aforementioned problem we propose first of all loading and unloading on pallet basis, second of all automation and computerization of logistics systems, and third of all ensurinf sufficient break time.