• Journal of Technologic Dentistry
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• v.38 no.4
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• pp.381-399
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• 2016

Purpose: The purpose of this study was to examine the awareness of dental technicians on demand for this occupation, their occupational satisfaction and factors affecting the supply and demand of dental technicians. Methods: A self-reported questionnaire survey was carried out by having convenience sampling as 200 dental technicians who work in Seoul Metropolis, Gyeonggi-do Province, Chungnam-do Province from September 26, 2016 to October 15. An analysis of the collected data was computationally processed by using SPSS Win 19.0 program. An analytical technique was made by using statistical techniques such as frequency & percentage, T-test, One-way ANOVA or ANCOVA analysis. The following are the analytical results of the collected materials. Results: When the occupational satisfaction of the selected subjects was analyzed, there were significant differences according to academic credential, marital status, duties in charge, position and monthly income. Their preference for this occupation as a lifelong job significantly varied with age, academic credential, duties in charge, position and monthly income. Their turnover plans significantly differed with age, position, career and monthly income(p<.05). As a result of analyzing what factors affected manpower supply and demand, they placed a lot of importance on the areas of required time and satisfaction, and they attached a less importance to the areas of interpersonal relationships and workload. Their total average score in these areas was 3.06. Conclusion: As a result of research, the manpower supply and demand factors that exerted significant influences on occupational satisfaction were pride. required time and the appropriateness of the number of workers, and the manpower supply and demand factors that had significant impacts on job preference as a lifelong occupation were satisfaction, pride and the appropriateness of the number of workers. The manpower supply and demand factors that affected turnover plans in a significant way were pride, satisfaction and the appropriateness of the number of workers.

• Journal of dental hygiene science
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• v.11 no.1
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• pp.41-46
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• 2011

The purpose of this study was to examine the work and turnover of dental hygienists in a bid to find out problems with them and feasible reform measures. The subjects in this study were 383 dental hygienists, on whom a self-administered survey was conducted in May and June, 2010. Concerning the work of the dental hygienists by the type of dental institution, the largest group placed importance on treatment cooperation as the major duty. Both of the dental clinic(54.3%) and the dental hospital employees(30.0%) faced the most difficulties in providing treatment counseling. As to the work awareness of the dental hygienists by career, the greatest group gave weight to treatment cooperation as the major duty, and the gaps in that aspect were statistically significant (p<.05). In dental clinics, working conditions (27.2%) and in dental hospitals, salary increase (37.1%) should be given top priority for improvement. The most common reasons for which dental hygienists changed theirs jobs were significantly different between dental clinics and dental hospitals: discord with supervisors (39.3%) in dental clinics and dissatisfaction with the salary (28.6%) in dental hospitals. The difference between the two results were statistically significant (p<.05). These findings indicate that independent working and improvement in working conditions of dental hygienists are urgently needed.

• The Journal of the Korea Contents Association
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• v.19 no.12
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• pp.321-326
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• 2019

The purpose of this study was to examine the degree of awareness of burnout among social workers in consideration of the importance of burnout. Through this, social welfare institutions will use the basic data to identify the level of exhaustion of social workers and at the same time, suggest ways to improve the problems of the social workers' exhaustion. In addition, it will be used as a material to lower the intention of turnover of social workers. A total of 93 people were surveyed at 5 social welfare centers in Cheongdo-gun, Gyeongbuk. The average and standard deviation were analyzed using SPSS 23.0. As a result, first, social workers tended to be exhausted overall. Second, emotional depletion tended to be higher than other subregions, and dehumanization and deterioration of personal achievement tended to be higher.

• Journal of the Korean Society of Food Science and Nutrition
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• v.36 no.4
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• pp.488-498
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• 2007

The purposes of this study were to: a) provide evidences concerning the effects of emotional leadership b) examine the impacts of emotional leadership on employee-related variables, 'job satisfaction', 'organizational commitment', 'organizational performance' and 'turnover intention', and c) identify a conceptual framework underlying emotional leadership. A survey was conducted from August 23 to November 3, 2005 to collect data from mid-level managers in food service company headquarters (N=219). Statistical analyses were completed using SPSS Win (12.0) for descriptive, reliability, factor and correlation analyses and AMOS (5.0) for confirmatory factor analysis and structural equation modeling. The main results of this study were as follows. First, the managers gave the highest point to their leaders in the emotional leadership competence 'organizational awareness : reading the currents, decision networks, and politics at the organizational level' and gave the lowest point in the emotional leadership competence 'influence: wielding effective tactics for persuasion'. Second, the means of job satisfaction was above the midpoint (3 points). Employees' job satisfaction with 'coworkers' was relatively high. However, the extents of satisfaction with 'payroll' 'promotion', and 'work environment' were relatively low. Third, the organizational commitment was above the midpoint (3 points). In the organizational commitment, 'loyalty' factor was higher than 'commitment' factor. Fourth, the means of organizational performance was above the midpoint. The highest organizational performance variable was 'internal efficiency; trying to reduce cost' and the lowest organizational performance variable was 'internal fairness ; equitable treatment and all are treated with respect with no regard to status and grade'. Fifth, most respondents intended on 'thinking of quitting ; towards turnover process'. Sixth, the test of hypothesis using structural equation modeling found that emotional leadership produced p[Isitive effects on job attitude and job performance. Emotional leadership enhanced job satisfaction and organizational commitment, and in turn, employees' attitude positive effects on organizational performance; emotional leadership also had a direct impact on organizational performance

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.6
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• pp.425-431
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• 2020

The purpose of this study was to provide nurses with the basic data to prepare nurses for systematic job embeddedness, job stress, and burnout in small and medium-sized hospitals and to identify any correlations. The data were collected between 1 November 2018 and 28 February 2019. The factors and general characteristics influencing the job embeddedness were found to be position (t=3.53, p<.001), total career (F=3.46, p=.034), current career (F=5.59, p=.004), and turnover experience (t=-1.72, p=.008). The job embeddedness was negatively correlated with the awareness of burnout (r=-.570, p<.001) and job stress (r=-.349, p<.001). Burnout (β=-.570, p<.001) and job stress (β=-.552, p<.001) had significant effects on job embeddedness (F=46.21, p<.001); the explanatory power of these variables was 34.9%. In other words, nurses in hospitals with fewer than 200 beds experienced higher job stress because they were exhausted. This suggests that it has a negative effect on job arrival, which is the intention to remain in the current organization. Therefore, it is necessary to manage exhaustion and job stress appropriately for the job.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.3
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• pp.325-336
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• 2018

This study was conducted to explore the latest trends in domestic research related to career development for nurses and present a theoretical approach and practical direction of career related papers in the field of nursing and health care. The subject of the study was articles regarding career development of nurses published in domestic journals from 2008 to 2017. The final 29 papers were found after searching the RISS and KISS databases for 'nursing', 'nurse', 'career', 'career development', 'career development program', and 'career management.' To analyze the overall trends, the analysis was reviewed by year, source, research design, and subjects, and content analysis was used to identify trends by topic. The results of content analysis were divided into career development and career development results as the upper categories. The subcategories of career development were divided into organizational career management, personal career management, and career performance. The subcategories of personal career management consisted of career exploration, career planning, career plateau, and career interruption. Organizational career management consisted of CLS development and application, CLS awareness survey, and career development model building. Career performance consisted of career commitment, organizational commitment, turnover intention, change after CLS application, career satisfaction, and career withdrawal intention. The most frequently discussed topics were career commitment among career performance. Therefore, the direction of nursing research related to career development requires integrated research that meets personal and organizational needs, and diversity in subject, research design and research theme is required.

• Journal of the Korea Convergence Society
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• v.9 no.5
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• pp.43-52
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• 2018

The purpose of this study is to conduct a survey on awareness of the fourth industrial revolution being much debated recently and suggest the educational program for adult learner in order to create a new demand of university according to the social change. Based on earlier researches, the survey was conducted on employees working in the health and medical industry with questionnaire including the relevant educational field, areas of turnover and educational needs from July 1 to July 31, 2017. As a result, the bio-medical device, senior-friendly industry, environment and safety, clinical counselor and food service industry(coffee industry) were identified as necessary education areas. To enhance the validity of research results, in-depth interviews of relevant experts in each field were conducted from August 19 to September 22, 2017, and presented necessary education programs driven by the advent of the fourth industrial revolution and changes in each areas.

• Journal of dental hygiene science
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• v.15 no.6
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• pp.786-793
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• 2015

The purpose of this study to find out factors that affect intention of career discontinuity among dental hygienists. The data was collected from 300 dental hygienists working at dental clinics. The total of 281 copies were used for analysis. Statistical analysis was performed using PASW Statistics 18.0 at the 5% significance level. T-test, ANOVA, factor analysis, reliability analysis, correlation analysis, hierarchical regression analyses were applied in this analysis. The results were as follows: 1. As for intention of career discontinuity by general characteristics, there were statistically significant difference according to age, duration of employment, children, children age and monthly income (p<0.05). 2. As for intention of career discontinuity by job awareness, there were statistically significant difference according to turnover, work-life, retirement age of dental hygienist, duration of job maintenance and re-employment of dental hygienist (p<0.05). 3. As for hierarchical regression analysis of the factors affecting the intention of career discontinuity, the support from employer had most significant influence on intention of career discontinuity (p<0.05). In order to decrease the career discontinuity among dental hygienists, plans that can increase the work-environment should be implemented by improving support from employer.

• Journal of Industrial Convergence
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• v.21 no.10
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• pp.65-80
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• 2023

Through inductive content analysis, this study sought to examine the crisis experienced by the institution, the quality of service, and the distrust of the system and institution based on the experience of distrust in the home-visiting care service of bbeneficiary and guardians. FGI was conducted on five managers of institutions that provide home-visiting care services. As a result, the central phenomenon was found: deterioration of service quality, distrust of systems and institutions, and difficulties in opera-ting long-term care institutions. In order to improve the quality of home-visited care services and build trust in care workers and institutions, first, home-based associations or operating corporations should develop new education program plans and manuals to strengthen the capabilities of care workers and social workers. Second, the NHIS's monitoring system and the professional management system of care workers should be established. Third, it is necessary to improve awareness of the role, expertise, and rights of care workers, and fourth, improvement measures are required to reduce the turnover rate of care workers, which is the cause of the deterioration of the quality of long-term care services.

• Korean Journal of Poultry Science
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• v.41 no.2
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• pp.93-98
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• 2014

This study was conducted to analysis the reason for implementing HACCP system, advantage and disadvantage of HACCP system implemented laying hen farm. The study was carried out by randomly selected fifteen laying hen farms located in all around Korea. All data were collected from fifteen laying hen farms before and after the implementation of HACCP system. The results were as follows: The egg production rate, livability rate and monthly used animal medicine fee did not changed after HACCP system implementation. However, monthly used disinfectant fee tended to be higher in HACCP farm compared to non-HACCP farm. 26.92% of the laying hen farmer responded enhancement of their farm competitiveness as the major propose for implementing HACCP system. The advantages of HACCP implemented laying hen farms were methodical farm management (22.39%), improvement of awareness (21.18%), improvement of the farm sanitation management level (15.30%), safety egg production (15.05%), productivity enhancement (7.29%), reduction of mortality rate (6.82%), and improvement of labor's welfare (5.89%). The disadvantages of HACCP implemented laying hen farms were HACCP recording (43.30%), alteration of consciousness (22.60%), HACCP monitoring (11.11%), HACCP education (9.97%), HACCP verification (6.90%), and A high turnover of labor (6.13%). In conclusion, implementation of HACCP system to laying hen farm did not affect on the productivity or the use of animal medicine. However, the HACCP system may enhance safety and sanitation of egg production for consumer.