• Journal of Preventive Medicine and Public Health
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• 제47권5호
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• pp.258-265
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• 2014

Objectives: To examine whether the nursing practice environment at the hospital-level affects the job satisfaction and turnover intention of hospital nurses. Methods: Among the 11 731 nurses who participated in the Korea Health and Medical Workers' Union's educational program, 5654 responded to our survey. Data from 3096 nurses working in 185 general inpatient wards at 60 hospitals were analyzed using multilevel logistic regression modeling. Results: Having a standardized nursing process (odds ratio [OR], 4.21; p<0.001), adequate nurse staffing (OR, 4.21; p<0.01), and good doctor-nurse relationship (OR, 4.15; p<0.01), which are hospital-level variables based on the Korean General Inpatients Unit Nursing Work Index (KGU-NWI), were significantly related to nurses' job satisfaction. However, no hospital-level variable from the KGU-NWI was significantly related to nurses' turnover intention. Conclusions: Favorable nursing practice environments are associated with job satisfaction among nurses. In particular, having a standardized nursing process, adequate nurse staffing, and good doctor-nurse relationship were found to positively influence nurses' job satisfaction. However, the nursing practice environment was not related to nurses' turnover intention.

• 중환자간호학회지
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• 제9권2호
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• pp.36-47
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• 2016

Purpose: The study examined core job characteristics and job preference to explain work performance among critical care nurses. The theoretical model was constructed based on the job characteristics model with core job characteristics as exogenous variables, and work performance and job preference as endogenous variables. Methods: A total of 228 hospital nurses participated in the study from May to September, 2015. Data were collected through structured questionnaires and analyzed using structural equation modeling. Results: The model showed a good fit to the data with $x^2/df=2.90$, goodness of fit index = .91, root mean square residual = .20, comparative fit index = .93, and incremental fit index = .93. The core job characteristics explained 64% of the variance in job preference. The core job characteristics and job preference explained 52% of the variance in work performance. Conclusions: The core job characteristics can explain the work performance among critical care nurses through job preference. Effective strategies to improve the work performance among critical care nurses should focus on the application of the core job characteristic into a productive work environment. Further studies are warranted to explore the role of job preference of critical care nurses in promoting their work performance.

• 보건의료산업학회지
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• 제6권3호
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• pp.141-155
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• 2012

The purpose of this study is to analyze the effects of job stress on job attitude among nurse practitioners, determine moderating effects of perceived organizational support in this process, and provide preliminary data to devise a scheme for managing job attitude effectively in nursing manpower. The research model was composed of 7 sub-variables of job stress, which was a independent variable; job attitude, which was a dependent variable, was divided into job satisfaction and organizational commitment; and variables of moderating effects included perceived organizational support. The data for empirical analysis of the model were collected from 300 nurses working in one university hospital and two general hospitals in Busan by using structured self-administered questionnaires. The main results of empirical analysis were as follows: Perceived organizational support was effective in preventing job stress from worsening job attitude. Moderating effects of perceived organizational support were found to exist in relations between job stress and organizational commitment. These results imply that a sense of organizational support has both direct and moderating effects on job attitude and can be a good means of managing job attitude.

• 한국산업보건학회지
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• 제26권1호
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• pp.75-89
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• 2016

Objectives: The purpose of this study was to investigate job stress and satisfaction by general characteristics of engineers industrial hygiene management, and we expect to provide basic data for strategic plan to strengthen the role related to the job. Methods: The subjects of this study was 184 persons who belong to the Korean Industrial Health Association, and 178 completed questionnaires were analyzed. The survey was conducted from June 29 to July 3, 2015. Conclusions: It is necessary to decrease the stress caused by additional job through increasing manpower and developing detailed manual according to the position and systematic job assignment considering general characteristics. Also, it is judged that job satisfaction should increase by vitalizing mentoring, club, small group activity in workplace for maintaining and improving good personal relationship with team members, and implementing incentive system to acknowledge and reward personal duty result.

• 한국IT서비스학회지
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• 제16권1호
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• pp.1-26
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• 2017

Keeping good, talented people is one of the most significant factors in a company's success. HR analytics is an important area for applying big data analysis techniques to human resources. It provides organizational insight that enables effective management of employees, allowing management to reach their business goals quickly and efficiently. Job satisfaction and employee turnover analysis are the keys to HR analytics. Job review web services have been becoming popular. Because people exchange information about job satisfaction and turnover through these web services, useful information about HR Analytics is accumulated on the job review web sites. In this paper, we identified factors of employee retention by analyzing a Job Satisfaction/Retention group, and the factors of employee turnover by analyzing a Job Unsatisfaction/Turnover group. In order to do this, we first classified employees according to whether their self-reported job satisfaction or turnover was true. We collected and analyzed data from Jobplanet, a popular job review site. Through dominance analysis and LDA topic modeling, we found major factors, topics, and keywords of the classified groups by IT, service, and manufacturing domains. Our approach is a novel model to apply the analysis of reviews and text mining to the HR domain, and it will be practically helpful for setting new strategies that improve job satisfaction.

• 임상간호연구
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• 제17권2호
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• pp.215-227
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• 2011

Purpose: This research was done to identify relationships among job stress, fatigue, job satisfaction, and commitment to organization in emergency department nurses. Methods: Research participants were 513 nurses who worked in the emergency department of 17 tertiary centers and 28 secondary hospitals. Data collection for this descriptive correlational study was done from May to July 2010 using self report questionnaires, and analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation coefficient with the SAS 9.2 program. Results: There were statistically significant differences in organizational commitment according to age, religion, total clinical experience, emergency department experience, current position, frequency of night shift, average sleep hours, wage level, numbers of beds in unit, and reason for working. A positive correlation was found between job stress and fatigue, and between job satisfaction and commitment to organization for the emergency department nurses and a negative correlation between job stress and Job satisfaction, and fatigue and Job satisfaction. Conclusion: Results of this research indicate that job stress in emergency department nurses was the principal variable affecting job satisfaction and commitment to organization along with fatigue. Appropriate stress management strategies based on identification of job stress for these nurses should lead to development of improved management of nursing manpower and a reduction in stress.

• 근관절건강학회지
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• 제19권2호
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• pp.142-151
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• 2012

Purpose: This study was to explore the relationships among emotional labor, social support, job satisfaction, organizational commitment, and turnover intention in healthcare providers. Methods: Participants were healthcare providers (54 male and 328 female) with a mean age of 30.28 years old. Data analysis were done with PASW 18.0 for descriptive statistics and AMOS 5.0 for path analysis. Results: The hypothetical path model showed a good fit to the empirical data (${\chi}^2$=4.178, df=2, p= .124, GFI= .997, NFI= .995, NNFI= .987, RMSEA= .053). Emotional labor, job satisfaction, and organizational commitment had significant direct effects on turnover intention. Social support had a significant direct effect on emotional labor, job satisfaction and organizational commitment, and indirect and total effect on turnover intention. Conclusion: These findings suggest that turnover prevention or education programs for healthcare providers should include maintaining good mood when interact with patients or visitors with various negative moods in healthcare setting. Further strategies may need to resolve emotional labor, enhance job satisfaction and organizational commitment, and provide social support.

• 한국직업건강간호학회지
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• 제26권1호
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• pp.55-64
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• 2017

Purpose: This study was performed for the effective management of nursing organization as surveyed choice motives and job satisfaction about nurses who changed to public hospitals. Methods: This study is a descriptive study. This study surveyed 214 nurses who changed jobs to public hospital in six Gyeonggi-do hospitals from October 23 to November 20, 2015. The collected data were analyzed for descriptive statistics, t-test, one-way ANOVA, sheffe test, multiple linear regression analysis using the SPSS/WIN 21.0 program. Results: Most of the nurses chose public hospitals due to benefits correspond to public officials. They had worked in general hospitals located on provinces and changed jobs due to a heavy workload and low benefits. Of the participants 84.1% were satisfied with changing jobs to public hospitals and the advantages of public hospitals of their choice were job stability and good employee benefits(guaranteed maternity and paternity leave, etc). On the other hand there were complaints about low salaries compared to the workload after changing jobs to public hospitals. Conclusion: Hospitals need to enhance job stability and provide nurses with good employee benefits to reduce turnover rate.

• 한국병원경영학회지
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• 제1권1호
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• pp.37-55
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• 1996

This study attempts to analyze the factors affecting the intention of transferring to another hospitals among radiology technologists. 344 cases were reviewed in 5 university hospitals and 1 general hospital. Self-administered questionaire were given to study the socioeconomic characteristics, working conditions, job satisfaction level, and the reasons for transfer among the technologists. The major findings were as follows : 1. Job position and hospital characteristics had a statistically significant relationship with the intention of transferring to another hospital. 2. Those who were not satisfied with their salaries and promotional opportunity showed a higher tendency towards to transfer. 3. Those who were less satisfied with the opportunity for developing the personal ability and had the negative attitude on their job showed a higher tendency to transfer. 4. Those who did not sustain good relationship with their superiors and co-workers scored high on the tendency to transfer. 5. In the result of mutiple regression, recognition of radiation hazard, job satisfaction, satisfaction with salary levels, job attitude were significantly related to transfer. The above indicate that besides economic incentives, job satisfaction and organizational culture to promote their ability and form a good relationship with organization members were very important to decrease the intention of transfer. Since these results represent only 6 hospitals from a limited area, more hospitals nationwide, especially small and medium-sized institutions where there is a high turnover rate of employment, need to be examined in order to investigate the various factors that affect the intention of transferring.

• 융합정보논문지
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• 제9권12호
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• pp.198-207
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• 2019

본 연구의 목적은 치과의료서비스에 직접적인 영향을 주는 주요 인력인 치과위생사의 셀프리더십, 심리적 임파워먼트와 직무만족도간의 관련성을 규명하여 조직 내 양질의 인적 향상 방안을 마련하고자 시행되었다. 자료수집은 2017년 5월 1일부터 6월 10일까지 대전·전라지역에 치과 병·의원에서 근무하는 임상치과위생사를 편의 표본추출 하였으며, 자기기입식 방법으로 작성하였다. 셀프리더십은 심리적 임파워먼트, 직무만족도와 정의 상관관계를 나타냈으며, 심리적 임파워먼트와 직무만족도도 정의 상관관계를 나타내었다. 심리적 임파워먼트, 치과시스템과 본인 적합성, 셀프리더십이 직무만족도에 영향을 미치는 요인으로 나타났다. 이에 임상치과위생사의 셀프리더십, 심리적 임파워먼트 및 직무만족도와 관련성이 있음이 파악되었고, 치과위생사들의 직무만족도를 향상시키기 위해 긍정적인 심리적 임파워먼트 활용과 적극적인 셀프리더십 융합 프로그램을 정립하여 올바른 치과 조직의 방향성 확보와 운영에 관심을 가질 필요가 있을 것으로 사료된다.