• 융합정보논문지
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• 제12권5호
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• pp.278-289
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• 2022

본 연구는 미용종사자의 업무가치감이 직무만족을 매개로 서비스 생산성에 미치는 영향을 실증적으로 분석한 연구이다. 연구결과 서비스 생산성에 영향을 미치는 요인을 실시한 결과는 업무가치감이 높고, 직무만족이 높을수록 서비스생산성이 높아짐을 알 수 있다. 또한 가치충족인식, 내재적만족, 업무가치인식, 자기가치인식, 외재적 만족이 높을수록 서비스생산성이 높아짐을 알 수 있었다. 또한 미용종사자의 업무가치감이 직무만족을 매개로 서비스향상에 미치는 영향을 알아본 결과 |Z|=15.057로 Z값이 1.96보다 큰 값을 보여 sobel test에서도 직무만족의 매개효과는 유의한 것으로 나타났다. 본 연구 결과를 토대로 미용종사들이 스스로 자신의 업무가 의미있고, 가치 있으면 보람되다고 인지할 수 있도록 내적동기를 상승시키고 일 자체에서 오는 만족감, 내재적 직무만족을 향상시킴으로서 서비스 생산성을 극대화 시킬 수 있을 것으로 기대한다.

• 지역사회간호학회지
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• 제18권4호
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• pp.624-633
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• 2007

Purpose: The purpose of this study was to develop and test a structural model on work-related musculoskeletal disorders of women workers. Method: Data were collected from 237 women workers from industries such as electronics, food production and garment production, and analyzed by LISREL 8.54. Result: The fitness indices of the model are GFI=.87, NNFI=.91, PNFI= .74. Eight out of the ten paths were proved to be statistically significant: work environment$\rightarrow$social support, work environment$\rightarrow$health behavior, work environment$\rightarrow$-WMSDs, domestic work$\rightarrow$health behavior, social support$\rightarrow$health behavior, social support$\rightarrow$job satisfaction, health behavior$\rightarrow$job satisfaction, and job satisfaction$\rightarrow$WMSDs. Work environment. social support, health behavior and job satisfaction significantly influenced WRMDs. WRMDs were accounted for 35% by the predictor variables. Conclusion: In conclusion, this study identifies that work environment, social support, health behavior and job satisfaction are important factors affecting WMSDs. Therefore, in order to prevent WRMDs, it is most important to improve both physical work environment for female workers such as appropriate work station and tools fit for them and psychological environment such as less job demand and more decision latitude(worker control).

• 한국직업건강간호학회지
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• 제13권2호
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• pp.118-129
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• 2004

Purpose: The purpose of this study is to investigate effects of shift work on married nurses' role conflict and job satisfaction. Method: Study subjects consisted of married nurses employed at four general hospitals with over 500 beds located in Seoul and Kyunggi area. The data were collected from March 15th to April 7th, 2004 using the survey and the subjects were asked to reply through self-administrative method. Results: Mean value of role conflict of nurses who worked shift work was measured 3.12 out of 5, and that of nurses who did not was measured 2.98. Mean value of job satisfaction of nurses who worked shift work was measured 2.79 out of 5, and that of nurses who did not was measured 2.86. There was a significant reverse correlation between mean level of role conflict and of job satisfaction. Both groups, nurses who worked shift work and nurses who did not, showed significant reverse-correlation in two areas. In the case of nurses who worked shift work, role conflict not showed a significant correlation. Job satisfaction showed a significant correlation with the plan to work as a nurse and remuneration in the case of nurses who worked shift work. Duty of supporting family was the factor affecting role conflict and measured 4.2% in the case of nurses who worked shift work, and the plan to work as a nurse and the academic background in the case of nurses who did not work shift work. Conclusion: To reduce role conflict and to improve the degree of job satisfaction, there should be taken a measure to improve a financial compensating system for working shift work for nurses who worked shift work, and to help nurses not working shift work to design plans for their job as nurses with stability.

• 한국직업건강간호학회지
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• 제24권3호
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• pp.194-203
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• 2015

Purpose: This study examined relations between perceiving a calling and job satisfaction in probation officers. Additionally, multiple mediator model was run to examine the mediating effect of work meaning and career commitment in the relations of perceiving a calling and job satisfaction. Methods: Four factors (job satisfaction, perceiving a calling, work meaning, career commitment) were measured with Likert scales. Data collection was conducted from Aug. 1 to Sept. 20, 2014 using self-report questionnaires. Participants (211 probation officers) were selected from 7 probation offices and 1 Juvenile Training School in Seoul of South Korea. Collected data were analyzed using SPSS/WIN 21, AMOS 21, and Sobel test. Results: The study result was as followings. 1) Job satisfaction was influenced by perceiving a calling, work meaning and career commitment. 2) Results indicated that work meaning and career commitment fully mediated the relation between perceiving a calling and job satisfaction. Conclusion: The results of this study indicate that improving job satisfaction and mental health in probation officers is necessary to implement concerning work meaning and career commitment program at the organizational level.

• 가정과삶의질연구
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• 제22권5호
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• pp.265-281
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• 2004

This study aims at studying dual-earner couple's household work time and life satisfaction in modern times. To reach this goal, dual-earner couple's variable of society and population, income for working hours, attitude of sex's role and working hours time were classified as individual variable of study model. In the end of 2000, positive analysis was completed through dual-earner couples' frequencies, percentage, means, paired-samples T Test, one-way ANOVA, duncan test, multiple regression and path analysis to 112 Korean couples in 'Research material for comparative analysis of family's time use in Korea and in the United States' performed by Lee, Ki-young, along with 3 person in the end of 2000. The time of household work performance at home at this stage is about 30 hours. 90% of 30 hours was given by housewife who was working for another job. In the aspect of dual-earner couple's life satisfaction, the life satisfaction is a little over the level of average. In variables couple's life satisfaction, wife's life satisfaction was additionally influenced by variable of wife's profession, age difference of couple, wife's household work time husband's household work time and wife's sex-role attitudes in oder. Husband's life satisfaction was perfectly influenced by his level of education, his household work time and wife's sex-role attitudes.

• 한국농촌생활과학회지
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• 제5권2호
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• pp.159-169
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• 1994

The Purpose of this study was to investigate the actual conditions of rural housewife's sex role attitude, the value consciousness of home management and the satisfaction of household work. Further, basic data for the improvement of the satisfaction of household work and the value consciouseness of home management will be produce through grasping the relationship of them. For these purposes, the data were collected by using questionnaire distributed to 292 housewives living in Cheong Song. The data were analyzed using descriptive statistics, One Way Anova, Pearson's Correlation analysis and Multiple Regression analysis. The results of the research were as follows : 1. Rural housewife's sex role attitude comparatively took the transitional position and the value consciousness of home management was modernized. Housewife's satisfaction of household work was generally usual. 2. There were significant differences in the sex role attitude according to the type of housing. 3. The value consciousness of home management of rural housewives was variable according to housewife's occupation, husband's occupation and the type of housing. 4. Among the independent variables, the number of family member, the number of children and family style. 5. There were significant differences in the satisfaction of household work according to housewife's sex role attitude. 6. Among the independent variables, the number of children, monthly family income, the sex role attitude, the value consciousness about household work, education and leadership had significant influence on the satisfaction of household work.

• 기본간호학회지
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• 제10권3호
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• pp.354-360
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• 2003

Purpose: This study was done for the purpose of identifying the relationship between work stress and job satisfaction of nurses who were evaluating medical insurance. Method: The participants in the study were 154 nurses who were in charge of evaluating medical insurance in 32 hospitals in Korea. Data were collected for 1 month from April 20 to May 20, 2001. Result: The mean total work stress score was 93.79. In comparison with work stress scores according to the work stress factors, 'work overload'(2.95) had the highest work stress score. The mean total job satisfaction score was 69.56. The total work stress scores did not show significant differences for any of the variables. The total job satisfaction score showed significant differences for the variables of age (F=3.51, p=.01), position (F=3.16, p=.02) and reason for transfer from one department to another (F=3.40, p=.003). Conclusion: The total work stress score showed a inverse correlation(v=-.36, p=.001) with the total job satisfaction score.

• The Journal of Asian Finance, Economics and Business
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• 제9권1호
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• pp.399-408
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• 2022

This paper aims to evaluate the effects of Critical work factors on Work Motivation and Job Satisfaction of young Vietnamese employees. The four most essential work aspects were consisting of the Work environment, Employee empowerment, Salary, and Promotion opportunities. To empirically evaluate the proposed research model, the authors assemble data through conducting questionnaire interviews with young employees working in Vietnamese firms. A sample of 216 respondents was constructed using the PLS-SEM program to highlight the testing of thirteen hypotheses. The testing results indicate that four Critical work factors positively impact the job motivation of young employees, especially two factors as Salary and Promotion opportunities. Surprisingly, the hypothesis regarding the positive direct relationship between Promotion opportunities and Job satisfaction is not supported. Meanwhile, the rest influence factors have a significant connection with the Vietnamese worker's job satisfaction. The mediation role of Work motivation was also tested by examining the indirect positive relationship between four Critical work factors and Job satisfaction. This paper is the first study that focuses on young employees; hence, these research findings provide Vietnamese human resource managers some suggestions for reference, which can be considered the dynamic factors on the young Vietnamese employees.

• 유통과학연구
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• 제13권5호
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• pp.113-120
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• 2015

Purpose - As the rapid development of ICT has been made recently, many domestic companies are trying to introduce smart work infrastructure. The purpose of institution of smart work is to enhance their performance. To this end, it is necessary to advance the way of working. Developing employees' collective intelligence should be regarded as a prerequisite for advancing the way of working. Job satisfaction of the employees is another important factor to enhance organizational performance. So this study aims to provide the theoretical background of systematic approach to smart work quality by empirically analyzing the effect of smart work quality on collective intelligence and job satisfaction. Research design, data, and methodology - A structural equation model was designed to examine cause-and-effect relationships among three latent variables(smart work quality, collective intelligence, job satisfaction). Three hypotheses were formulated. The first hypothesis is that the effect of smart work quality on collective intelligence will be positively and statistically significant. Likewise, the second hypothesis is that the effect of smart work quality on job satisfaction will be positively and statistically significant. Finally, the third hypothesis is that the effect of collective intelligence on job satisfaction will be positively and statistically significant. Based on the previous researches, 34 questionnaire items were developed to measure the effect of the three variables. The survey was conducted on 162 employees who are working under smart work environment. The number of the effective questionnaires for the analysis was 154. PASW Statistics 18 and AMOS 18 were used for the statistical analysis. Results - The validity and reliability test for questionnaire items have been carried out. From the factor analysis, 1 out of 34 items was eliminated. As a result, 33 out of 34 items were used for analyzing. The values of Cronbach's α ranged from 0.701 to 0.910, indicating the acceptable reliability of the questionnaire items. The values of χ2, df, CFI, TLI, RMSEA of the model are 102.838, 51, 0.949, 0.935, 0.082, respectively. So the structural equation model was statistically significant. The first and third hypotheses were supported. But the second hypothesis was rejected. Conclusions - An analysis using structural equation model showed meaningful implications about the effect of smart work quality on collective intelligence and job satisfaction. First, as the five quality elements of the smart work improved, the level of collective intelligence increased. Second, the statistical analysis showed smart work didn't have a direct effect on job satisfaction, which is inconsistent with the prior findings. The main purpose of smart work is to help achieve greater performance. The companies also need to make efforts to improve job satisfaction of their employees along with achieving greater performance. Third, an organization with higher level of collective intelligence showed greater job satisfaction. The companies under smart work environment need to develop functions to encourage participation, sharing, openness, and collaboration. This research will provide useful information for the companies which want to introduce smart work, distribution information system, management information system, etc.

• 한국식품조리과학회지
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• 제25권6호
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• pp.725-738
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• 2009

The purpose of this study was to investigate the effects of working conditions on internship satisfaction. Hotel & Restaurant management students at universities in Jeonju participated in this study. Out of 156 questionnaires, 149 were analyzed using SPSS 17.0 and descriptive analysis, frequency test, factor analysis, reliability test, chi-square, t-test, ANOVA, duncan's multiple regression analysis, correlation analysis and regression analysis were used. Based on the result of the conducting factor analysis, the working conditions were classified into 2 factors: work suitability and work environment. Internship satisfaction was classified into 3 factors: internship preference, education and work satisfaction, company satisfaction. Cronbach's alpha was calculated for the reliability of the survey instrument. Consequently, the working conditions were shown to affect internship satisfaction. Among the working conditions, work suitability had a lower effect on internship satisfaction than work environment. At the resort used in this study, the salary level was high, but the level of work environment, internship preference, and company satisfaction was low. The students wanted attend an internship program at the desired place to be hired and found that it was more important to be assigned to the desired department than having a higher salary.