• Journal of the East Asian Society of Dietary Life
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• v.17 no.1
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• pp.143-151
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• 2007

The effects of job stress factors on psychological job stress and job satisfaction levels of school dietitians were evaluated. Questionnaires were distributed to 163 elementary school foodservice dietitians in the Seoul and Incheon area. Statistical data analysis was completed using the SPSS program. The highest stress factor was the importance of the job followed by role ambiguity, autonomy and identity, communication and participation. When dealing with job stress, the subjects showed improved and positive behaviors when communicating and participating with each other. The analysis of the relationships between job stress factors and job satisfaction revealed that the importance of the job had a negative effect on jog satisfaction. while role conflict and overload, personal relationships, and experience accumulation had positive effects. Ample occupational experience and background had highly positive effects on school dietitians' job satisfaction level whereas negative results were shown concerning circulated appointments(p<0.01). Based on these results, we suggest that role conflict and overload should be reduced in order to lower job stress levels and enhance job satisfaction levels.

• The Journal of the Korea Contents Association
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• v.21 no.5
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• pp.47-69
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• 2021

Data scientists are new knowledge workers representing the knowledge economy era. Knowledge workers perform unstandardized works that solve ambiguity-intensive problems. Therefore, self-leadership, which emphasizes self-motivated, autonomous judgment and execution, significantly influences their work-related outcomes. Even knowledge workers have high occupational commitment, they usually show low organizational commitment. Knowledge workers' intention to leave is also relatively high due to this reason. This study focused on data scientists' self-leadership, predicted that self-leadership would increase an organization's commitment and intention to leave. Based on the trait activation theory(TAT), the author also confirmed how perceived job autonomy enhances self-leadership influences. Results showed that data scientists' self-leadership significantly lowered intention to leave through organizational commitment and this mediating effect was moderated by perceived job autonomy. This study broadened the theoretical understanding the effects of knowledge workers' self-leadership and presented practical implications for managing data scientists.

• Journal of muscle and joint health
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• v.26 no.3
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• pp.251-260
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• 2019

Purpose: The purpose of this study was to investigate the relationships between resilience, job satisfaction, and job stress among nurses working at general hospitals. Methods: This study was a descriptive study using a questionnaire. The resilience scale, satisfaction scale and job stress scale were used. The data from 194 infection control nurses, who work for below 3 years at general hospitals, were collected from March 2 to September 30, 2017. Data were analyzed using SPSS 22.0 Win program. Results: In this study, job stress showed significant negative correlations with resilience (r=-.14, p=.043) and job satisfaction (r=-.50, p<.001). However, there was a significant positive correlation with infection control experience (r=.32, p<.001). Also, the level of job requirement stress and job autonomy stress scored higher than other sub-dimension of job stress. Job satisfaction was the most significant predictor (β=-.43, p<.001) in job stress. Conclusion: The findings of this study suggest that systematic training courses and education programs for new infection control nurses should be developed to decrease nurses' job stress and increase their resilience. Holding this program can help reduce nursing job stress and help to adapt individuals to existing changes.

• Proceedings of the Korean Society for Quality Management Conference
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• 2007.04a
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• pp.444-448
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• 2007

The purpose of this research is to test the effects of employee perceived job characteristics on service quality. Empirical analysis was based on the data of 692 hotel employees from Seoul and Gyung-gi province. To test the relationship between job characteristics and service quality, multiple regression analysis was applied, and hierarchial regression analysis(Cohen & Cohen, 1983) applied to test the moderating effects of gender and tenure. Multiple regressional analysis showed that job importance, job variety, and feedback had an affirmative impact on tangibility, reliability, responsiveness, assurance, empathy, but autonomy had a negative impact on tangibility, reliability, responsiveness, assurance.

• The Korean Journal of Health Service Management
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• v.6 no.1
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• pp.65-75
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• 2012

The purpose of this study is to provide information to Efficient utilization of human resources management by studying the factors influencing the turnover intention of employees working in the Hospital. The study, the area of medical institutions located in more than 30 hospital-grade medical workers engaged in the collection of data aimed at the September 2010 and October 1 days and 1, 794 were used for the analysis, data processing and analysis package, SPSS 18.0 was used. The findings are as follows: First, the study found that age, job position had a significant and negative effect on turnover intentions. The turnover intention rates were highest among nursing staffs, followed by medical technicians and healthcare supporters and then administrators. Secondly, high degree of autonomy, job skills recognition and less job satisfaction in a positions have been identified to affect the significant. It also has turned out that job suitability and emotional commitment have influenced the turnover intentions.

• Korean Journal of Occupational Health Nursing
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• v.18 no.2
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• pp.262-269
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• 2009

Purpose: The purpose of this study was to explore job stress, job satisfaction and their relationship among Workers' Compensation Case Managers. Method: 137 Workers' Compensation Case Managers (89 case workers and 48 nurses) responded to a self-administered questionnaire. The data were collected in october, 2006 and analyzed using t-test and Pearson's Correlation Coefficient with SPSS WIN 14.0 program. Result: The mean score of job stress of nurses was 2.60 which was higher than that of the Korean female workers'. The mean score of job satisfaction was 2.30. The significant inverse correlation between job stress and job satisfaction was found (P<.01). In regard to the 7 items, the significant inverse correlations were found in lack of reward, interpersonal conflict, organizational system, insufficient job control, and occupational environment. Conclusion: The result indicated that the Workers' Compensation Case Managers have higher occupational stress and lower job satisfaction. To improve their job satisfaction, it is necessary to reinforce reward, organizational system, job autonomy, and cooperative occupational environment.

• 한국노년학
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• v.32 no.4
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• pp.1199-1215
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• 2012

The purpose of this study is to investigate the determinants of job satisfaction among care givers. Finding out the determinants of job satisfaction among care givers, the dependent variables were defined 3 groups with 9 sub-factors, such as personal factors of growth needs and self-efficacy, job factors of job diversity, job autonomy, job importance, role clarity and workload, organizational factors of comradeship, education & training. For the study, data were collected form 479 care givers working in 52 care facilities of Chung Nam Province and analyzed them by regression analysis technique using the SPSS 20.0 statistical package. The results are as followings, job diversity, job importance, comradeship, education & training have positive effects on job satisfaction respectively, workload effects on it negatively, but growth needs, self-efficacy, job autonomy, role clarity no effectiveness on job satisfaction. Based on the results of study, theoretical implications are discussed for care givers to promote the job satisfaction and suggested the directions for further study. Further more, the findings provide the basic sources for care giver human resource management in long term care facilities which are suffering from recruiting of care giver, and it also contribute to successful management of long term care insurance system as a meaningful suggestion.

• Journal of Korean Academy of Nursing Administration
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• v.21 no.4
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• pp.354-365
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• 2015

Purpose: The aim of this study was to examine the relationship between job characteristics, organizational culture, job satisfaction and turnover intention, including the direct and indirect effects of the variables on turnover intention. Methods: A questionnaire was completed by a convenience sample of 144 nurses working for two public institutions. Data were analyzed using independent t-test, One-way ANOVA, Pearson correlation, Hierarchical multiple regression and Path analysis with SPSS/WIN 21.0 and AMOS 21.0 programs. Results: The mean score for job satisfaction and turnover intention was similar to that of other hospital nurses. The factors affecting job satisfaction were: position, number of job changes, relationship-oriented culture, and hierarchical-oriented culture(Adj. $R^2=.48$, F=14.43, p<.001). The factors affecting turnover intention were: age, position, overtime, and job satisfaction(Adj. $R^2=.61$, F=19.48, p<.001). Job autonomy and relationship-oriented culture had a significant indirect effect on turnover intention. Conclusion: In developing intervention strategies to improve job satisfaction and reduce turnover intention there is a need to consider both the job characteristics and organizational culture of nurses in public institutions.

• Journal of Information Technology Applications and Management
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• v.21 no.1
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• pp.107-136
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• 2014

This study aims to suggest research implications that may contribute to preventing turnover of personnel in small and medium sized software companies. A research model is developed based on the Bergiel, et al. (2009) and Woo and Hwang (2010). This model describes how human resource management (HRM) practices (compensation, recognition, job autonomy, technical capability development, work-life conflict) affect turnover intention, through the mediating effects of job satisfaction and job embeddedness. 177 questionnaires are collected and analyzed. Validity and reliability of measures, and appropriateness of the structural model are verified. Results of the hypotheses testing are somewhat different from the expected ones: Only compensation and technical capability development are significant, but the remaining variables are not significant in affecting job satisfaction and job embeddedness. As for turnover intention, job embeddedness and job satisfaction are proved to be significant predictors. From the analyses of data, subsequent interview with several respondents and additional data analyses, more research implications are derived. The study has a limitation of not including more diverse variables that might affect job embeddedness and job satisfaction of so called road warriors.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.13 no.12
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• pp.5786-5799
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• 2012

In this era of the knowledge-based economy, the most important issue that we faced is the management of the knowledge workers who is the main source of enterprise. There has been a big issue on the organizational commitment recently which is the idea of how much employees have a positive affection to the enterprise they work for and also how much time, knowledge and energy employees are willing to invest for their company success. Improving this concept would provide a meaningful implication in managing the knowledge workers. This research which is based on previous studies, it aims to control the effect on the organizational commitment by Shared Leadership which puts the job characteristics of knowledge workers into a dominant factor. As a result of the study, among the several job characteristics, autonomy and a feedback had a positive effect on the organizational commitment. Shared Leadership as a moderating variable, has shown an affirmative effect on autonomy, a feedback, and problem solving as an independent variable and on the organizational commitment as a dependent variable. However, related to the job complexity, it did not show a notable influence. Also, the Shared Leadership has shown a favorable impact on the feedback and problem solving, but barely effected on autonomy or job complexity.