• Journal of the Korea Society of Computer and Information
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• v.25 no.6
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• pp.231-237
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• 2020

The purpose of this study is to present theoretical and policy implications based on the results of the empirical analysis of job stress in consideration of insufficient prior research on the level of job stress by public officials in charge of social welfare and public officials in general administration. For this purpose, social welfare and general administrative positions working at the City Hall of G Metropolitan City and five autonomous districts(including the Dong community service center) were selected as subjects for research. The data analysis used the SPSS statistical program to obtain technical statistics based on the average of the lower variables of the job stress. According to the analysis, there is a difference in the subjective perception level of public officials in charge of social welfare and public officials in general administration in both internal factors of job, such as job demands and job autonomy and external factors of job, such as job insecurity, organizational system, conflict of relations, inadequate compensation, and job culture. Based on this, it presented policy measures that require the granting of self-esteem of public officials in charge of social welfare, improvement of their duties, and adjustment of their workload to an appropriate level.

• International Journal of Advanced Culture Technology
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• v.10 no.1
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• pp.67-74
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• 2022

In this study, the core competencies of 7-Eleven, Japan's representative convenience store, were derived through a qualitative analysis method using VRIO (value, rarity, Imitability, and organization) framework, a management strategy model based on Resource-Based View (RBV). As a result of VRIO analysis, the value can be based on the scale that 7-Eleven ranks first in the Japanese convenience store industry in terms of the number of stores and market share that it has developed based on capital. The rarity is based on the fact that raw material procurement, the main activity of a company, is establishing the nation's largest distribution channel in the entire process, from producers to logisticians and franchisees. The difficulty for Imitability is based on a dominant strategy and has secured a competitive advantage by opening stores in a specific area, improving awareness, and raising barriers to entry. As the largest company in the convenience store industry, it is confirmed that 7-Eleven is the result of organizational power that has built stores not only in Korea but also in 16 countries around the world.

• The Journal of the Convergence on Culture Technology
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• v.9 no.1
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• pp.205-211
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• 2023

The purpose of this study is to identify what factors actually affect the turnover intentions of social workers. It is an important task to grasp the factors of turnover of the social worker through empirical analysis because the high turnover rate of social welfare workers in Korea has a negative influence on their organization and ultimately impedes the stable delivery of social welfare services. This study used the results of analyzing 100 social workers in social service companies. In fact, the data used in this study were statistically analyzed only for 82 subjects, except for 18 subjects who did not respond to the variables used. As a result, the general effects of job stress on job turnover and job exhaustion were examined as much as possible. We examined the effect of job stress, an independent variable, on the turnover and exhaustion of social workers. Specifically, job stress was divided into role, organizational, and relationship, and it was found that role - related factor job stress only affected social workers' turnover intention significantly. In addition, the relationship-related affected the exhaustion of the social worker. Therefore, in order to reduce the exhaustion of the social worker, the desirable direction to reduce the stress of the relationship-related factor should be sought.

• Journal of Family Resource Management and Policy Review
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• v.22 no.4
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• pp.33-60
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• 2018

This research was conducted to identify factors that affect work-life balance and happiness among married working couples with a double income. To this end, a survey was administered to 260 married working couples in the Seoul metropolitan region. The analysis of the survey responses using the SPSS (Ver. 21) program yielded several important results. First, the variables that significantly affected work-family balance included the number of family dinners eaten together, meaning of life, efforts to strike a work-life balance, and the availability of social institutions and policies that promote work-life balance. Variables that significantly affected work-leisure balance included meaning of life, number of family dinners eaten together, gender, and the availability of social institutions and policies that promote work-leisure balance. As for work-growth balance, significant variables included meaning of life, communication with colleagues, income, and meaning of work. Finally, variables that significantly affected happiness included meaning of life, income, communication with colleagues, and work-growth balance. Based on these results, follow-up research needs to be conducted on various groups to help determine the factors that will ensure their work-life balance and happiness.

• Journal of Family Resource Management and Policy Review
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• v.25 no.1
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• pp.15-34
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• 2021

Purpose : This study aims to identify the influence of individual, parental, workplace, and policy variables on the intention of marriage of unmarried workers. The results of the study can be used as a basis to come up with policy and practical measures to increase these workers' intention of marriage. Methods : Data was collected from 480 participants through a questionnaire. The measuring tools in this study were tested for reliability and validity. In addition, technical statistics, ANOVA, correlation analysis, and hierarchical regression analysis were performed by SPSS 18.0. Results : First, unmarried workers' willingness to marry was higher above the average. Second, significant differences in the unmarried workers' intention of marriage were revealed based on gender, age, level of education, total assets, and debt status. Significant associations were also found with parents' economic levels and the possibility of parental support for housing and marriage expenses. The differences in response based on employment patterns, job satisfaction, and family-friendly organizational culture were also significant. The correlation between policy variables and marriage intentions also showed the necessity of a funded housing policy and a marriage preparation policy. Third, based on the hierarchical regression analysis using personal, parental, and workplace variables to identify the factors affecting unmarried workers' willingness to marry, it is clear that gender, age, and the likelihood of parental support for housing and marriage expenses have a significant impact. A family-friendly organizational culture and funded housing policy were also significant contributors. Conclusion : The study found that the funded housing policy was the most important factor affecting unmarried office workers' willingness to marry. Additionally, the possibility of parental support for housing and marriage expenses and a family-friendly organizational culture at work were found to have an important impact on the improvement of unmarried workers' willingness to marry.

• The Journal of the Convergence on Culture Technology
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• v.6 no.4
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• pp.391-400
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• 2020

This research examined organizational climate, multicultural practice competence, and job embeddedness of multicultural family service center and studied on the structural relationship among these variables. The study samples are 175 multicultural practitioners at 7 multicultural family service centers located at Seoul and Gyunggi-Do. The study data was analyzed with descriptive analysis, conformatiory factor analysis and structural analysis by SPSS Statistics 20.0 and Amos 21.0. The study results are as follows. First, organizational climate, multicultural practice competence, and job embededness of multicultural family service centers appeared to be posive by the mean value of 3.5 out of 5. Specifically, work reward and incentives(M=3.33) are relatively low, multicultural practice skills(3.27) are lowest among multicultural practice competence sub-factors and fitness is the highest(Mean=3.79) among job embededness sub-factors. Second, multicultural practice competence have a positive effect on job embededness(Ɓ=0.426, C.R.=5.293, p<.001), and has a mediating effect between organizational climate and job embededness. Third, organizational climate has a positive effect on multicultural practice competence(Ɓ=.206, C.R.=2.499, p<.05) and has a positive effect on job embedednes(Ɓ=0.488, C.R.=6.131, p<.001). Based on the study results, it was suggested to improve job embededness of multicultural practitioners by changing organizational climate and improving multicultural practice competence.

• Korea Journal of Hospital Management
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• v.13 no.2
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• pp.36-63
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• 2008

This study carried out a covariance-structural analysis to verify formed causations between general variables and the influences of Medical Social Work Service of officers and NCOs in Korean Community Military Hospitals. The subjects were 7 hospitals, 337 military hospital executives in rear area, and the results of the survey are as below. First, about empowerment level, culture in the organization turned out to be the primary direct influential factor, and personal, organizational, and functional character were influential factor. There was no indirect influential factor present. Second, in Medical Social Work Service, empowerment level was significant on direct effect. In case of personal character indirect effect was important. It showed that the significant influence factor that affects Medical Social Work Service in total effectiveness is personal character and empowerment level. It's productive to suggest the possibility of application of furnish the outcome as a basic data for Military Medical Social Work Service revitalization plan. On the basis of the result, we propose several suggestions for Military Medical Social Work Service as follow. First, to educate empowerment increase program of officers and NCOs in Military Hospital, specific system which allows entrust education to a certain civil education institution or KAMTSW(Korean Academy of Military Social Welfare) is required. Second, need to provide the medical social work service that matches with Military Hospital and distinct from usual hospital. Last, for specific study we expect various follow-up researches on the basis of this study, which can develop concrete empowerment model by inquiring research, would come out.

• The Journal of the Convergence on Culture Technology
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• v.7 no.4
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• pp.257-265
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• 2021

This study analyzed the influence of career-education on job satisfaction in the multicultural family service centers focused on the mediating effects of multicultural practice competence and organizational climate. A self-reported questionnaire survey was done on 180 multicultural practitionser in Seoul and Kyunggi Do. A total of 175 copies were used for final analysis with ones insincerely made were excluded. Collected date underwent Multivariate structural equation model analysis using AMOS 21.0 and frequency, descriptive, and corelation analysis were made using SPSS 20.0. Statistical program. The study results revealed that career-education directly affect organizational climate and multicultural practice competence, and organizational climate directly affected job satisfaction. Career education did not affect job satisfaction, but organizational climate had complete mediating effect in the structural equation model. Additionally multicultural practice competence didn't have an effect on job satisfaction and mediating effect in the structural equation model. Based on the results, intervention strategies to increase job satisfaction of multicultural practitioners and future study implications were suggested.

• Korean Journal of Social Welfare
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• v.66 no.4
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• pp.101-131
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• 2014

The purpose of this study was to understand the experiences of work-family reconciliation of Korean nonprofit organization workers. To achieve this purpose, researchers collected data from in-depth interviews and analysed the data through qualitative case study approach that is useful to reveal the invisible phenomenon. As results, the researchers found several categories that were related to work-family reconciliation and experiences in those categories. Specifically, 'the richer-get-richer' in the category of institution, 'organizational culture is important', 'can use but also not', 'the pure value of work' in the work, 'struggling: acceptance and easing my mind' in the family and finally 'measuring and tightrope' in between the work and family. Penetrating analysis of the nature of these found three themes, 'ultimate choice, nonprofit', 'proper than the best: a tipped scale is also balanced', 'systems are living things: ever-changing'. Based on these findings, researchers suggested several policies and practical alternatives to support work-family reconciliation of NPOs and their workers in Korea.

• Korean Journal of Social Welfare
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• v.69 no.1
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• pp.33-57
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• 2017

This study examines the effect of working conditions for care workers on the care quality in long-term care facilities, particularly the coexisting perspective on publicness and the marketization of Long-term care services in South Korea brings about. Prior studies have not identified a causal relationship between working conditions and the care quality, only explained cause of a low-wage labor market and low productivity of social services. Theoretical relevance of working conditions and service quality on Long-term care in Korea is to view from a integrated care model by Daly and Lewis(2002). A nonproportional stratified sampling procedure was used to consider Long-term care facility's ownership. A merged dataset combining surveys from 248 Long-Term Care facilities and online resources from NHIC administrative was used and analyzed by multiple regression. The analysis results is showed as follows. Overall, organizations with better working conditions, having higher wage, having greater a fringe benefit, being skills development and training are likely to have good care quality in each area. This research shows that the working conditions, rewards and support to care workers of organizational culture in the normative dimension beyond the minimum standard on labor market policy and evaluation system by government regulations have a positive impact on Long-term care quality.