• 한국디지털정책학회:학술대회논문집
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• 한국디지털정책학회 2006년도 춘계학술대회
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• pp.77-86
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• 2006

This paper aims to examine the main factors of the job embeddedness on organizational citizenship behavior and job performance. To accomplish these purposes, the main factors of the job embeddedness such as fit, linkage, and sacrifice were found from the previous studies. The questionaries of 250 were distributed to the employees working at the Gumi Industrial Complex. The questionaries of 220 were obtained and 202 were analyzed through frequencies, correlation and multiple regression. The results of this study are as followings; First, we conducted exploratory factor analysis for three constructs (fit, linkage, and sacrifice) using oblique rotation method that did not assume independence among the factors and main factors of job embeddedness were grouped together by three factors. Second, it is shown that three main factors of job embeddedness have a positive influence on the organizational citizenship behavior and job performance (p<0.05). This study, however, have limitations of number of sample and survey area. The future study should consider these limitations in improving model applicability in practice.

• Journal of East Asia Management
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• 제4권2호
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• pp.1-18
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• 2023

This study examined the degree of job mismatches and how job mismatches affects wages and job satisfaction of women wage workers who graduated from college. The four-year data from the 20th to 23rd (2017-2020) of the Korean Labor & Income Panel Study (KLIPS) were integrated and used for analysis. As a result of the study, first, it was found that female workers graduating from universities in Korea are experiencing serious job mismatches such as education, skill, and major mismatches. The degree was more pronounced as the level of education increased. Second, it was found that it had a negative (-) effect on wages according to the degree of job mismatch, such as education, skill, and major mismatch. Third, it was confirmed that job satisfaction decreased according to the degree of job mismatch such as education, skill, and major mismatch.

• Korean Journal of Social Welfare Studies
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• 제45권2호
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• pp.123-146
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• 2014

This study aims to investigate the employment duration and the probability of quitting the job at first return-to-work of injured workers. This study collected data with structured questionnaires and finally included 515 injured workers. The Kaplan-Meier method is used for describing the employment duration, and the Cox regression is used to identify significant factors on the probability of quitting the job at first return-to-work. The results show that among the all respondents, the 5.65% quitted the job within 1 month, 14.14% within 3 months, 23.7% within 6 months, and 32.81% within 1 years. The Cox regression results show that the probability of quitting the job at first return-to-work is significantly affected by age, marital status, education, employment period when happened the accident, job retention, income change, and classification of diseases. As a result, some implication and policies are suggested for the return-to-work and employment durability of injured workers.

• Journal of Korean Academy of Nursing Administration
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• 제12권1호
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• pp.122-130
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• 2006

Purpose: This study was performed to examine the level of reward's importance and job satisfaction perceived by nurses, understand how nurses' demographics, reward and reward's subcategories affected their job satisfaction. Method: The data were collected at the six general hospitals in five cities, Korea from July 15th to August 26th, 2005. Two questionnaires were used. One was the important level of reward and the other was job satisfaction. The data were analyzed by SPSS/PC ver 12.0. Result: The average scores of reward and job satisfaction were $3.77({\pm}.34)$ and $2.80({\pm}.32)$ of 5.0 that was full mark. In differences of the important level of reward, marital status was the only different characteristics. In differences of job satisfaction, age, education level, working period, and position had differences significantly. Among the job satisfaction and the reward's subcategories, there was the only significant correlation between the job satisfaction and the job contentment reward. And nurses' job contentment reward and position explained 40.5% of their job satisfaction Conclusion: Nurses' job contentment reward and position should be first considered in order to improve their job satisfaction. Since nurses' job contentment reward is the most important factor to improve their job satisfaction, a special strategies that can develop their job contentment reward is needed to nursing managers.

• The Journal of Asian Finance, Economics and Business
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• 제8권7호
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• pp.647-655
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• 2021

Job crafting refers to changes that individuals make in their work to achieve their preferences and needs. Contingent on the social exchange theory, the aim of this study is to explore the relationship between job crafting and job performance. In addition, the study examines the mediating effect of social capital in the relationship between job crafting and job performance. The data was collected from 387 employees in Vietnamese industrial enterprises through a questionnaire survey using both qualitative and quantitative methods. The information was then analyzed by explanatory factor analysis (EFA) confirmatory factor analysis (CFA) as well as structural equation modeling (SEM). The results show that all three dimensions of job crating positively affect job performance and that social capital plays a mediating role in that relationship. This study contributes to the field of human resources management, particularly job crafting, by examining different dimensions of job crafting that impacts job performance. Moreover, this is the first study to test the mediating role of social capital on the relationship between job crafting and job performance. These insights may help the organizational managers to encourage beneficial job crafting.

• Korean Journal of Childcare and Education
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• 제8권2호
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• pp.157-174
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• 2012

The purpose of this study was to explore factors associated with life satisfaction among nursery school teachers. To accomplish the study purpose, this study first classified several variables into three broad categories including work environment (social support & work environment), job-related environment (work-related stress & job satisfaction), and burnout. And then, 302 nursery school teachers across the country were surveyed in order to explore whether those factors were associated with life satisfaction. The overall results were as follows. First, social support and work environment had a direct impact on the satisfaction with life. Second, social support and job satisfaction had a direct influence on job satisfaction. Third, social support, work-related stress and job satisfaction directly influenced burnout. Fourth, job-related environment, job satisfaction, and burnout had a direct impact on life satisfaction. Overall, it was found that job-related environment, job satisfaction, and burnout had a direct influence on life satisfaction among nursery school teachers and social support and work-related stress had an indirect effect on life satisfaction via burnout.

• Journal of the Korea Academia-Industrial cooperation Society
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• 제18권6호
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• pp.228-236
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• 2017

This study examined the effects of college students' voluntary delayed graduation for employment preparation on their employment outcomes. For this purpose, the data were obtained from the 2014 Graduates Occupational Mobility Survey(GOMS). First, the study analyzed the effects of college students' voluntary delayed graduation for employment preparation on their employment status. Second, the study investigated the effect of college students' voluntary delayed graduation for employment preparation on the wage of their first job. The results showed that students who experienced leave for employment preparation were more likely than others to be employed. In addition, those students who delayed their graduation for employment were more likely than others to earn higher wages on their first job. From these findings, this research shows that firms should present specific criteria of recruitment for job applicants. In addition, the colleges should enhance the short term program for work experience during higher education. Finally, the government should intervene in dual labor market to reduce the inequality and decrease the college students' anxiety about their first-job.

• Asia-Pacific Journal of Business
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• 제6권2호
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• pp.63-79
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• 2015

The purpose of this study is to examine the effects of transformational leadership on job satisfaction and to examine the effects of transactional leadership on job satisfaction. This study tried to verify the facial feedback hypothesis in causal relations of charisma, intellectual stimulation, individualized consideration, contingent reward, management by exception, job satisfaction. The self-administerd survey was undertaken against 380 respondents who soldier working in Daegu. A total of 375 responses were collected. Excluding missing data, 337 usable data were used for analysis. Results of this study are as follows. First, it is found that charisma factor is positively impact on job satisfaction. Second, it is found that individualized consideration factor is positively impact on job satisfaction. Third, it is found that contingent reward factor is positively impact on job satisfaction. Fourth, it is found that management by exception is positively impact on job satisfaction. The theoretical implication and practical implication for the army and government are discussed. The limitations are also mentioned.

• The Journal of Korean Institute of Communications and Information Sciences
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• 제5권1호
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• pp.83-87
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• 1980

The distributive processing job in a hierarchical computer network, which supervises and controls the complex relations between the variables periodically for raising the fault folerance, can be defined its periodicity and its execution time. All the job may be composed of the subsets in relation of Tree structure. For a processor job set this paper finds out a job scheduling algorithm that has the less loose time between period than that of FCFS.

• Korean Journal of Childcare and Education
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• 제15권1호
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• pp.75-89
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• 2019

Objective: The purpose of this study was to examine the relationship between ego-resilience, job stress, and turnover intention of child care teachers. Methods: The collected data was analyzed using descriptive statistics, Pearson's correlation, and structural equation models using SPSS 23 and AMOS 22. The effects of a child care teacher's resilience on turnover intention as a result of job stress was indirectly evaluated by bootstrapping. Results: First, all sub-factors of a child care teacher's resilience were negatively correlated with job stress and turnover intention. Job stress was positively correlated with turnover intention. Second, job stress levels of child care teachers showed a full mediating role in the relationship between resilience and turnover intention. Conclusion/Implications: High job stress levels of child care teachers had a negative effect on the daycare field, with significant effects of job stress on resilience and turnover intention.