• Journal of the Korea Safety Management & Science
• /
• v.7 no.1
• /
• pp.167-178
• /
• 2005

This study was analyzed to job satisfaction of 318 Instructors who are teaching HapKiDo, a martal art. The analysis is based on social and economic variables such as age, occupation, educational background, income, size of gymnasiums, the number of students, a length of training and the rank of skills (DAN). The study also made some helpful suggestions for better treatment to HapKiDo Instructors. To explore Instructors degree of satisfaction with their jobs. I considered their human relationship, job task, working conditions, compensation, the improvement of professionalism and social status. The study drew some important results.: First, Job satisfaction in terms of human relationship is very high(3.88). wheres the satisfaction in terms of compensation is very low(3.10). Second, the differences in job satisfaction were partially significant in terms of human relationship, job tasks, working conditions, compensation, the improvement professionalism and social status.

• Journal of the Korea Safety Management & Science
• /
• v.13 no.4
• /
• pp.43-52
• /
• 2011

This study investigates the effect of the relationships among ethical leadership, LMX(leader-member exchange) and job satisfaction, and the mediating effect of LMX on the relationship between ethical leadership and job satisfaction. In order to verify the relationships and the mediating effect, the data obtained from convenient sample of 256 nurses in a city were analyzed by using SPSS 12.0. The findings were as follows: First, ethical leadership were positively related to LMX and job satisfaction. Second, LMX was positively related to job satisfaction. Finally, LMX played as a partial mediator on the relationship between ethical leadership and job satisfaction. Based on these findings, the implications and the limitations of the study were presented including some directions for future studies.

• Journal of the Korean Home Economics Association
• /
• v.42 no.3
• /
• pp.91-104
• /
• 2004

This study analyzes the critical factors that decide the job continuity of married women after one of their life events, childbirth. It is based on the employment data from KLIPS(Korea Labor and Income Panel Study). Vols. 1-4, having observed 128 young mothers who gave birth to children after 1997. The analysis showed that women's employment after their maternity leave depend on whether new mother return to their previous job or not. The Following results are obtained: First, women's age, education, availability of caretakers for their children, and family income have a positive effect on the women's return to their pre-leave employers after childbirth. Second, professional or office work and the frequency of job transition before childbirth have a positive effect on women's employment in new jobs after childbirth. Third, women's age, availability of caretakers of their children, and professional or office work are critical factors that have a positive effect on women's job continuity after childbirth, whereas the frequency of job transitions has a negative effect on employment for women.

• International Journal of Advanced Culture Technology
• /
• v.10 no.2
• /
• pp.106-115
• /
• 2022

This study is to investigate factors that influence job performance of hair salon workers such as self-leadership, empowerment, and self-efficacy. Data were collected by distributing 450 questionnaires to hair salon workers in the S. Excluding the questionnaires with insufficient responses, 433 copies were used for analysis with SPSS 26.0 for Windows. The survey was conducted from March 21 to 27, 2022. As a result of the analysis, first, the self-leadership of hair salon workers was found to have an effect on job performance. Second, the empowerment of hair salon workers was also found to have an effect on job performance. Third, the self-efficacy of hair salon workers was found to have an important effect on job performance. This study is expected to contribute to the development of hair salon workers by identifying ways to maximize job performance and increasing customer satisfaction.

• International Journal of Advanced Culture Technology
• /
• v.12 no.2
• /
• pp.104-109
• /
• 2024

In this paper, we examine American career self-help advice in the context of white-collar labor market changes in the U.S., especially how it tries to motivate and empower white-collar job seekers and how fundamentally flawed this is. In this regard, we focus on What Color Is Your Parachute? by Richard Nelson Bolles, as it is the foundational and representative literature in the field of career self-help advice. We first look at the white-collar labor market changes in the U.S. and the growth of career self-help advice along with its influence. We then show that What Color Is Your Parachute? seeks to motivate and inspire job seekers by defining job searching in individual terms and overlooking its structural nature. From this, we point out the most problematic aspect of career self-held advice, i.e., shifting job search responsibility as well as its outcome solely to individual job seekers, while also making it difficult to scrutinize and understand the broader context affecting job searching.

• Journal of Practical Engineering Education
• /
• v.11 no.2
• /
• pp.219-229
• /
• 2019

The purpose of this study was to examine the effect of on-site training environments and goals on learning outcomes of trainees. For this purpose, the study analyzed survey data collected from 752 students who participated in KOREATECH's Industry Professional Practice (IPP) on-site training program from 2017 to 2018. The following summarizes some important findings from the study results: First, on examining whether the effect of job characteristics on the academic competencies differs according to the characteristics of the group, it was found that the factors that affect the whole group were job content, coaching, and welfare benefits, but the effect of job scope was statistically significant. Second, on examining whether the effect of job characteristics on job competencies differs according to the characteristics of the group, it was found that the factors that affect the whole group were job content, coaching, and job scope, but the effect of welfare was statistically significant. Analyzing by training goals, it was found that the major influencers were job content in the Recruitment-intended group; and job content, coaching and job scope in the Training-intended group. Based on the results, the implications of the study and follow-up studies are suggested.

• Journal of Engineering Education Research
• /
• v.20 no.5
• /
• pp.3-13
• /
• 2017

The purpose of this study was to investigate the effect that completing long-term on-site training with varying grades of success had on the job satisfaction of former university students after obtaining employment. Although the grades themselves achieved during long-term on-site training did not directly affect job satisfaction, positive effects on job satisfaction were shown due to the mediating effects of job match and organizational commitment. The results of this study are as follows: First, it was found that employees who participated in long-term on-site training showed different results in belonging and attachment to their organizations according to their achievement. The higher the grades during long-term on-site training, the higher the degree of reported job match and organizational commitment, suggesting a positive correlation with job satisfaction. Therefore, long-term on-site training should not be operated as simply a program for temporary experiential learning, but instead should be optimized by companies and schools to motivate their students to achieve high grades for the purpose of their future job satisfaction.

• Journal of the Korean Home Economics Association
• /
• v.36 no.4
• /
• pp.163-178
• /
• 1998

This study is to identify the influence of dual-earner couples' job related variables on marital satisfaction and quality of life. For the data set 228 dual-earner couples living in Pusan, Korea were chosen. The data were analyzed using M, SD, t-test, one-way ANOVA, scheffe test, and path analysis. The findings of this study are as follows; First, the level of marital satisfaction and quality of life are higher for husbands than wives. Second, for husbands, the level of marital satisfaction were differed by husbands' housework participation, husbands' support, and job satisfaction. Whereas for wives, the level of marital satisfaction were differed by husbands' house work participation, husbnand's job stressorors, and wives' employment motivation. Third, for husbands, the level of quality of life were differed by husbands' housework participation, husbands' support, job satisfaction, and husbands' job stressors. Whereas for wives, the level of quality of life were differed by income, husbands' support, job satisfaction, working hours, husbands' job stressorors, and wives' employment motivation. Fourth, for husbands, marital satisfaction, job satisfaction, and working hours have significant direct effect on quality of life. Besides, husbands' job stressors, and husbands' and husbands' housework participation, and job satisfaction are indirectly associated with quality of life.

• Journal of the Korean Society of Food Culture
• /
• v.33 no.1
• /
• pp.26-35
• /
• 2018

This study conducted an empirical analysis of the effects of job characteristics on work-family conflict relation and quality of life, as well as moderating effects in accordance with operation type, by targeting 245 dietitian/cooks working for contract foodservice companies. The results of this study are as follows. First, the autonomy and feedback had negative (-) effects on work-family conflict while functional diversity had positive (+) effects on work-family conflict. Job identity and job importance had no relation with work-family conflict. Second, work-family conflict had negative (-) effects on job satisfaction, work-family relation, job support, general happiness, and job environment while having positive (+) effects on job stress. Third, in all paths except for the path with effects of work-family conflict on job stress, there were no differences between the group of shops operating 365 days and the group of shops operating 5 days a week. It would be helpful to the effective operation of human resources by emphasizing the necessity of differentiated management for companies with shops operating 365 days and shops operating 5 days a week, as well as managing employees' job characteristic factors, work-family conflict, and even quality of life.

• Journal of the Korean Society for Aviation and Aeronautics
• /
• v.28 no.4
• /
• pp.32-46
• /
• 2020

In this study, an analysis is conducted to understand the effect of the cabin crew's image-making autonomy on job enthusiasm, service performance and organizational performance. And this is conducted on cabin crew members in airlines with autonomy based on image making standards and a total of 109 copies are used for final analysis. First, the image-making autonomy show significant positive (+) influence on all of the sub-factors of job enthusiasm such as job vitality, job commitment, and job commitment. Second, all sub-factors of job enthusiasm, job vitality, job commitment and job commitment show a significant positive (+) influence on service performance. Third, service performance show a significant positive (+) influence relationship on organizational performance. As a result, it is expected that airlines will be used as a basis for easing the regulations for image making of cabin crew and introducing an autonomous management system in the future.