• Management & Information Systems Review
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• v.33 no.5
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• pp.155-169
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• 2014

We meet many difficult challenges from many factors such as crime, natural disasters, social unrest, financial problems, employment, and so on. It therefore essential to cope with these negative stressful events to attain a state of personal well-being. Lately in the field of psychology and psychiatry, a concept called 'resilience' has received increasing attention. Resilience embodies the personal qualities that enable one to thrive in the face of adversity. Also it refers to the process of overcoming the negative effect of risk exposure, coping successfully with adversity, and avoiding the negative trajectories associated with risks. Resilience people were expected to do their innovative work behavior well. And SUS(supervisor support), COS(coworker support), OEMC(organizational error management culture) influence the relationship of resilience between Innovative Behavior. This study focused on three question. First, how is resilience relate to individual performance in the organization? And second, are there any moderate factors between resilience and individual performance. As the result of the hierarchical regression analysis, resilience indicates positive effects on IB and IB was predicted by interaction of resilience by SUS and OEMC. Findings in this study indicated that the level of SUS and OEMC should be considered in interpreting the resilience and Innovative Behavior.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.22 no.2
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• pp.496-506
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• 2021

This study examined the relationship between job stress and fatigue symptom of fire-fighting officials. The study subjects were 330 fire-fighting officials working at five fire stations in the D metropolitan city. The study survey was a structured self-administered questionnaire from September 1 to October 31, 2019. The level of fatigue symptoms and job stress were significantly higher (p<.0.001). By the sub-region, the level of fatigue symptoms and job demand were significantly higher (p=0.046), but the decision latitude, the supervisor support, and co-worker support were lower (p=0.006, p<0.001, and p<0.001, respectively). The level of fatigue symptom showed a significant positive correlation with the total score of job stress (r=0.348, p<0.05) and the job demand (r=0.301, p<0.05). In contrast, it showed a significant negative correlation with the decision latitude (r=-0.306, p<0.05), supervisor support (r=-0.340, p<0.05), and co-worker support (r=-0.355, p<0.05). Multivariate logistic regression showed that the odds ratio of the high-risk fatigue group was significantly higher in the high-risk group of job stress than in the low group of job stress (ORs=3.03, 95% CI=1.13~8.12). These findings suggest that the level of fatigue symptoms of fire-fighting officials is related significantly to job stress.

• Safety and Health at Work
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• v.12 no.3
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• pp.296-303
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• 2021

Background: Rapid population aging in developed countries has resulted in the working-age population increasingly being tasked with the provision of informal care. Methods: An educational intervention was delivered to 21 carer-employees employed at a Canadian University. Work role function, job security, schedule control, work-family conflict, familywork conflict, and supervisor and coworker support were measured as part of an aggregated workplace experience score. This score was used to measure changes pre/post intervention and at a follow-up period approximately 12 months post intervention. Three random intercept models were created via linear mixed modeling to illustrate changes in participants' workplace experience across time. Results: All three models reported statistically significant random and fixed effects intercepts, with a positive coefficient of change. Conclusion: This suggests that the intervention demonstrated an improvement of the workplace experience score for participants over time, with the association particularly strong immediately after intervention.

• Asia-Pacific Journal of Business
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• v.10 no.3
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• pp.95-112
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• 2019

It is important for the Startup team to enhance their employee's work & life balance in recent ages. this study is to research the effect of work & life balance on organizational pride, job satisfaction and performance. Also, we explore how the organizational climate which compose with autonomy, leader's support and trust affects work & life balance. This study analyzed the path effect with PLS method using data from 151 Startup teams. The results of analysis are as follows. First, it was confirmed that supervisor's support, trust of team climate positively influence work & life balance but autonomy is not confirmed to have the relationship with work & life balance. Second, work & life balance have a positive effect on organizational pride and job satisfaction. In addition, this study shows that organizational pride and job satisfaction have the relationship between work & life balance and team performance. Also, Startup team managing the work & life balance will get better performance and retain the competition.

• Journal of the Korean Society of School Health
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• v.20 no.1
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• pp.53-61
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• 2007

Purpose: The purpose of this study on education and skill of Basic life Support Training in Middle and High School Students. Methods: The Basic life support training courses are taught mostly by Emergency Medical Technician and Paramedic. Sixty five middle school students, Seventy eight High school students and forty six adult received tuition in Basic life support training and subsequently completed questionnaires, test and interviews to assess their theoretical knowledge regarding their likelihood of performing Basic life support training. Under the supervisor, The subjects were evaluated by comparing basic life support education and skill data collected and the education sessions consisted of a 30min video tape. The Basic life support skill sessions used Laerdal manikin, and the data stored from the HeartSim were collected for further analysis. The students were asked to practice what they had been. A statistical analysis was done using the SPSS version 13. Results: Their average age of middle school students were 15.3±1.2 years, high school students (17.3±1.8), and adults(38.3±2.3). The total of 189 subjects were evaluated. The criteria used in the study had the following results First, We found that middle and high school students scored higher than adult. The scores were statistically significant to teach and evaluate the education evaluation showed that the adults scored lower than the middle and high school students. Second, We found that high school students and adult scored higher than middle school students. The scores were statistically significant to teach and evaluate the skills evaluation showed that the middle school students scored lower than the high school students and adult. Conclusion: We found that middle and high school students were superior to adult counterparts in understanding the basic life support education. We found that high school students and adult scored higher than middle school students in the BLS skill training. An expansion of basic life support training to middle and high school students is demanded. The Basic life support skills training seems to be retained between 6 and 12 months. The basic life support training should included in the school education curriculum in school.

• The Journal of Information Systems
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• v.15 no.2
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• pp.1-29
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• 2006

The recent development of IT, consolidation of communication and multimedia technology have brought enormous changes in many organizations. Theses changes are enabling the new educational opportunities such as distance teaming and virtual class room. Recently, e-Learning has grown rapidly in business training field, In the context of companies, e-Learning has merits in terms of access convenience, costs reduction self-directed learning, reciprocity, and flexibility. In this regard, the primary purpose of this study is to investigate which factors of e-Learning influence the effectiveness of education and transfer of loaming in business organizations. Based on the prior studies of the education and business training field, research model and research hypotheses were developed. Factors studied in this paper were as follows: 1) learners' characteristics, 2) organizational support and 3) system environments. The results of our study are as follows. (1) Motivation perceived usefulness in Learner factors had an significant influence on both learning effectiveness and transfer of teaming, whereas Ability, expectation had an influence on transfer of teaming. (2) Support from peer, support from supervisor in Organization factors had an significant influence on both Loaming effectiveness and transfer of teaming, whereas support from organization had influence on learning effectiveness. (3) Appropriate contents in system circumstance had an significant influence on both teaming effectiveness and transfer of teaming, whereas interface design had an influence on learning effectiveness.

• Health Policy and Management
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• v.11 no.1
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• pp.62-86
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• 2001

This study purports to Investigate the determinant of job satisfaction and the organizational commitment of medical insurance review nurses working at Korean hospitals. The independent variables contain three groups of determinants: organizational characteristics variables(job autonomy, work unit control, role variety, role ambiguity, role conflict, workload, resource inadequacy, coworker support, supervisor support, distributive justice, promotional chances, job security, and job hazard), environmental variables(job opportunity, spouse support, and parent support), and psychological variables (met expectation, work involvement, positive affectivity, and negative affectivity). The sample used in this study consisted of 445 medical insurance review nurses from 89 hospitals nationwide. Data were collected with self-administered questionnaires and analyzed using multiple regression analysis. The results of the study are as follows : 1) the following variables, listed in order of size, have significant effects on job satisfaction : role ambiguity(－), distributive justice(＋), work involvement(＋), role variety(＋), met expectation(＋), negative affectivity(－), job autonomy(＋), and positive affectivity(＋). 2) the following variables, listed in order of size, have significant effects on organizational commitment: met expectation(＋), work involvement(.＋), distributive justice(＋), job security(＋), role variety(＋), positive affectivity(＋), negative affectivity(－), resource inadequacy(＋), and tenure(－). 3) the variance of job satisfaction and organizational commitment explained by the variables used in the study are 30.0% and 39.1% respectively. 4) In comparison to the results of other studies on the determinants of job satisfaction and organizational commitment of clinical nursing staff working at hospitals, the results of this study indicate that three variables of distributive justice, work involvement, and role variety are especially important for improving the level of job satisfaction and organizational commitment of medical insurance review nurses.

• Asia Marketing Journal
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• v.20 no.3
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• pp.83-103
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• 2018

The purpose of this research is to investigate the effect of customer-contact employees support on service recovery efforts. Service companies should try to prevent the service failure situation from occurring, but it is realistic that the service failure occurs due to the characteristics of the service. Service recovery efforts of service providers are important because effective responses to service failures can enhance customer satisfaction despite service failures. Social support for customer-contact employees needs to improve service recovery efforts. Specifically, this study focuses on the mediation roles of job burnout and customer orientation in relationship between social support for customer-contact employees and service recovery efforts. Social exchange theory was used as the theoretical underpinning of the research model. Based on reciprocity principle, this paper suppose that support for customer-contact employees and service recovery effort are a kind of social exchange relationship. Social supports for customer-contact employees are categorized into internal and external organization. Internal organization is POS(perceived organizational support) and external organization is customer support. The research model was tested with the data gathered from the flight attendants whose emotional labor intensity was relatively high and the service failure frequently occurred. As a result of analysis, social supports for customer-contact employees classified into organizational support, supervisor support, and customer support are found to have differential impacts on job burnout and customer orientation. It has been found that job burnout of service providers is negatively affecting service recovery efforts. On the other hand, customer orientation of service providers has a positive influence on service recovery efforts. Based on the results of the analysis, we provide practical implications for effective service recovery efforts in service failure situations, and suggest the theoretical implications to explain the process of service recovery effort. Finally, limitations of the study and directions for future research are suggested.

• Journal of Korean Clinical Nursing Research
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• v.28 no.3
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• pp.299-307
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• 2022

Purpose: The purpose of this study was to understand the effects of infection control fatigue and social support on burnout among nurses during the Coronavirus Disease 2019 (COVID-19) pandemic. Methods: This study is a descriptive survey study designed to confirm the effects of nurses' infection control fatigue and social support on burnout among nurses during the COVID-19 pandemic. The collected data were analyzed using frequency, percentage, mean, standard devia analyzed using frequency, percentage, mean, standard deviation, independent t-test, One-way ANOVA, Scheffe test, Pearson's correlation coefficient, and stepwise multiple regression analysis using SPSS Statistics 26.0. Results: An analysis of the correlations between fatigue from infection control, social support, and burnout showed a positive correlation between burnout and fatigue from infection control (r=.39, p<.001), and a negative correlation between burnout and social support (r=-.29, p<.001). Conflict and lack of support due to uncertain circumstances (β=.51, p<.001), support from supervisor's (β=-.22, p<.001), and experience of infection management education during the previous 1year (β=-.15, p=.007) were identified as the factors that influenced burnout among nurses, and explained 39.0% of the variance in burnout. Conclusion: The results of this study demonstrate that fatigue from infection control and social support influence burnout levels among nurses, which suggests the need to establish a new kind of work culture. Additionally, the findings call for the development and implementation of interventional programs that can reduce fatigue from infection control and increase social support for nurses.

• Journal of Convergence for Information Technology
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• v.10 no.3
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• pp.22-30
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• 2020

The purpose of this study is to examine the effects of social support and job satisfaction on job embeddedness in the small and medium size hospital nurses. The subjects were small and medium hospital nurses in G city, and 197 data were analyzed. Data were analyzed descriptive statistics, t-test, ANOVA, Pearson correlation analysis, and hierarchical regression analysis. As a result, supervisor support, peer support of social support, job satisfaction were reported positively correlated with job embeddedness. The study model accounted for 28.0% of job embeddedness. The most powerful variable affecting job embeddedness was job satisfaction(β=.33 p<.001). In order to promote job embeddedness of small and medium hospital nurses, it is suggested that measures for improving job satisfaction and supervisors support of social support.