• Korean Journal of Community Nutrition
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• v.14 no.2
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• pp.216-228
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• 2009

The purpose of the study was to investigate the influences of contract foodservice managers' personal characteristics, foodservice characteristics and organizational characteristics on job satisfaction, including interpersonal relationships, self-actualization and promotion opportunity categories. A survey was administered to four hundred contract foodservice managers of five large companies and five small/medium companies in the Seoul and Kyungin areas. The final response rate was 66%(N=265), and the data were analyzed using SPSS Windows(ver. 12.0). The respondents were 76.1% female, average age 28.8 years, and 73.0% were regular workers. Contract foodservices have profit and loss contracts(69.1%), single menu types(59.6%) and buffet serving styles(37.7%). There are significant differences of job satisfaction by some personal characteristic variables(gender, martial status, age, education, position, work hours, period of working for the present company, and payroll per year) and foodservice characteristic variables(type of contract and charge of food costs). In three job satisfaction categories, foodservice managers reported the highest interpersonal relationship satisfaction, following self-actualization satisfaction and promotion opportunity satisfaction in both large companies and small/medium companies. However, foodservice managers of large companies tended to be more satisfied regarding their promotion opportunities than foodservice managers of small/medium companies(p<0.05). Work hours, number of meals served/day, male, workload, communication with the clients, relationship with co-workers, obvious role and autonomy were significant factors to increase the job satisfaction in contract foodservices of large companies. On the other hand, relationships with co-workers and males were significant factors to increase the job satisfaction in contract foodservices of small/medium companies. This research suggests that contract foodservice companies need to understand the characteristics of their managers, foodservices and organizations to enhance the job satisfaction of foodservice managers and to develop specified human resource management strategies that can be applied to each company scale.

• The Journal of Korean Academic Society of Nursing Education
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• v.6 no.2
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• pp.345-358
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• 2000

The purpose of this study is to investigate the effect of the preceptorship on nursing performance and job satisfaction of the preceptor. This study was as a one group pretest-posttest study. The subjects were 33 nurses who was selected as preceptors in 1998. This study was carried out from 16 April 1998 to 25 May 1998. Nursing performance was measured on a 6-D scale developed by Schwirian (1978) and job satisfaction was measured by a tool developed by Slavitt et al.(1978) and interpreted by Yoon (1990). The collected data were analyzed by paired t-test with SPSSWIN. The results were summarized as follows: 1. After the preceptorship, nursing performance of the preceptor increased significantly compared to before the preceptorship. All of the score of subscales was increased. 2. After the preceptorship, job satisfaction of the preceptor was increased slightly compared with before the preceptorship, but it was not statistically significant. The scores of the subscales increased in job status, interaction, autonomy, and organization. However, the score of the task requirement was decreased. Through the results of this study, increase in nursing performance, but only a slight increase in job satisfaction can be observed(not statistically significant). It seems that the content of preceptor program, the principle of adult learning, scientific problem solving, communication, feedback, and direct teaching experience affect the individual nursing performance of the preceptor. The preceptorship was useful with personnel development in terms of organization. To fully carry out the role of educating the preceptee, it is important to motivate the preceptor and to induce job satisfaction of the preceptor.

• Journal of the Korea Convergence Society
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• v.11 no.3
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• pp.351-360
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• 2020

This study was conducted to compare and analyze occupational stress and satisfaction levels of the nurses in two different units to provide data for effective nursing resource management. Survey was conducted in four hospitals in June 2019 and data was obtained from 62 nurses in comprehensive nursing service units (CNSU) and 62 nurses in general units (GU). CNSU nurses had higher level of job satisfaction than GU nurses. Contributing factors included pay, professional status, administration, autonomy, task requirements, and interaction. Job stress level was not significantly different between groups. GU nurses had higher stress levels from nursing practice, conflict with doctors, and patients and caregivers, while CNSU nurses had higher stress levels in working condition. Negative correlation was found between job satisfaction and stress in GU nurses, whereas not in CNSU nurses. Clear definition of task, smaller work load, appropriate reward, and educational support is suggested to enhance job satisfaction.

• Journal of the Korea Convergence Society
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• v.13 no.4
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• pp.531-540
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• 2022

This study is a descriptive survey study attempted to find out the difference in stress by occupation before and after responding to COVID-19 among care facility for the elderly. In this study, a survey was conducted on workers in care facility for the elderly in Chungcheongnam-do and Gyeonggi-do from March 22 to April 25, 2021. Of a total of 220 questionnaires, 206 were collected, and the data were analyzed through t-test, one way ANOVA, and chi-square test. According to the research results, the difference in the sub-areas of job stress before and after the COVID-19 response of nursing home workers shows that nurses have job demands(t=-3.90, p<.001), job instablity(t=-3.30, p=.002), the nursing assistant has job demands(t=-2.45, p=.018), nursing care workers have job autonomy(t=-3.34, p=.001) showed a significant difference. Therefore, in order to effectively solve job stress according to the occupation of workers in care facility for the elderly in the COVID-19 era, stress relief programs for each occupation must be customized.

• Journal of Industrial Convergence
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• v.20 no.9
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• pp.1-10
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• 2022

The purpose of this study is to provide strategic implications so that non-cognitive abilities such as personal and job characteristics can be used for human resource development of financial companies by identifying the effects of personal and job characteristics on self-development intentions. The results of this study are as follows. First, Intimacy was analyzed to have a positive (+) effect on self-development intention. Second, Job importance was found to have a positive (+) effect on self-development intention. Third, job stress, a moderating variable, had a significant negative (-) moderating effect on intimacy and self-development intention.

• The Journal of the Korea Contents Association
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• v.11 no.7
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• pp.306-315
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• 2011

The study defines the job characteristics anxiety of the private security workers and the effect of the performance. While the study selected the private guards working at the private security companies registered at the National Police Agency in Seoul 2011 and sampled total 300 people by using the judgment sampling method, the final input case number is 266 people. The study used alpha value of the reliability analysis and the maximum-likelihood classification of the covariation structure analysis in order to verify the validity of the survey and the reliability. With the research method and the process the result of the study is as follows. First, the task importance of the private security workers affects the minus influence to the characteristic anxiety. Second, the feedback of the private security workers affects the minus influence to the characteristic anxiety. Third, the job autonomy of the private security workers affects the minus influence to the characteristic anxiety. Fourth, the feedback of the private security workers affects the plus influence to the task performance. Fifth, the job autonomy of the private security workers affects the plus influence to the task performance. Sixth, the skill variety of the private security workers affects the plus influence to the task performance. Seventh, the characteristic anxiety of the private security workers affects the plus influence to the task performance.

• Culinary science and hospitality research
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• v.21 no.2
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• pp.60-74
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• 2015

This study seeks to determine causal relationships between hotel internal marketing practices and job satisfaction, and ultimately on organizational commitment, to contribute information enabling hotel management to better understand employees working in hotel culinary departments. SPSS 18.0 and AMOS 18.0 were employed for the statistical analysis (e.g. frequency statistics, exploratory factor analysis, confirmatory factor analysis, reliability analysis, and structure equation model). Results revealed that the formulated model showed proper model fit (${\chi}^2=227.154$(df=179), p-value=0.009, CMIN/DF=1.269, RMR=0.013, GFI=0.931, AGFI=0.911, NFI=0.906, CFI=0.978, RMSEA=0.031), and confirmed construct reliability and convergent validity. Three factors (benefit package, educational training, work autonomy) were extracted based on the results of the factor analyses. Specifically, benefit package and work autonomy exhibited an effect on job satisfaction with benefit package asthe most significant factor (t-value 3.311, p<0.001), partially supporting the first hypothesis of this study. In addition, job satisfaction has found to have a positive influence in organizational commitment, confirming the second hypothesis of this study.

• Journal of Industrial Convergence
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• v.21 no.5
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• pp.123-132
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• 2023

The purpose of this study is to examine the effects of emotional labor on job stress and the professional identity of sports coaches for people with disability. 190 surveys targeting sports coaches for people with disability working at sports associations for people with disability, rehabilitation sports centers, and welfare centers for people with disability in the metropolitan area were collected and used for analysis. Using the SPSS 22.0 statistical program, the collected data were subjected to frequency analysis, correlation analysis, and multiple regression analysis. As a result of the study, it was confirmed that emotional dissonance, a sub-factor of emotional labor, affects role ambiguity and role overload in job stress. The expression diversity, a sub-factor of emotional labor, had an impact on publicity, use of professional organizations, and sense of responsibility, which were sub-factors of professional identity. It was confirmed that emotional dissonance affects the autonomy of professional identity and the sense of responsibility. It was also confirmed that role ambiguity, a sub-factor of job stress, had an effect on professional identity, and that role overload had an effect on publicity and autonomy. As a follow-up, a detailed in-depth study including perceptions and thoughts on the types of emotional labor of sports coaches for people with disability according to national regions and categories other than metropolitan areas is needed.

• Journal of Korean society of Dental Hygiene
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• v.8 no.1
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• pp.73-91
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• 2008

In order to investigate the complaint rates of subjective fatigue symptoms and the degree of job-satisfaction among dental hygienists based on their socio-demographic and job characteristics and to find out the factors related with subjective fatigue symptoms and job satisfaction. The study subjects were recruited from 274 dental hygienists who worked at dental hospitals and clinics in Daejon city and South Chungcheong Province during the period between Jan. 5 and Feb. 11, 2008. They were asked to complete the self-administered questionnaires asking about their socio-demographic characteristics. job characteristics. daily life styles, job satisfaction and subjective fatigue symptoms, and the major finding of the results were as follows : 1. The mean scores of job satisfaction were 3.12V0.47 of the total full scores(5.00). and the highest scores were in the sub-domain of interpersonal relationship. and the lowest scores were pay. The scores of job satisfaction by socio-demographic characteristics and daily life styles were not significantly differences, but in job characteristics, significantly increased with those feeling satisfied with their job. those with appropriate amount of duty amount, those free of jop autonomy, those feeling satisfied with their monthly income. satisfactory personal relations at work. 2. The mean scores of subjective fatigue symptoms were 27.6V10.9 of the total full scores(60.0), and the highest scores were in the sub-group of bodily projection of fatigue(Group III), and they were followed by difficulty in concentration(Group II). dullness and sleepness(Group I) in their decreasing order of magnitude. The scores of job satisfaction by socio-demographic characteristics and daily life styles were significantly increased with the group of lower age, the group of irregularly breakfast habit and the worse subjective health status. Based on job characteristics. the score of subjective fatigue symptoms were significantly increased with those group of lower clinical career and monthly income, those feeling unsatisfied with their job, those with inappropriate amount of duty amount. those satisfactory personal relations at work 3. The correlation of subjective fatigue symptoms with job satisfaction showed a negative correlation with rM-0.198(pM0.000), and job satisfaction were higher according to the lower subjective fatigue symptoms. The correlation among the scores of sub-domain of job satisfaction and the sub-group of subjective fatigue symptoms were significantly positive correlation. 4. The affecting factors of significance on job satisfaction included clinical career, duty amount salary satisfaction, with the explanatory power of 32.9%. Those on subjective fatigue symptoms included the eucation and the subjective health statuts, with the explanatory power of 20.8%. When considering these results, the job-satisfaction and the subjective fatigue symptoms were significantly correlated with the job related factors than factors of socio-demographic characteristics and daily life styles. In addition. if job environments of dental hygienist can improved. their job-satisfaction and subjective fatigue symptoms are suggested to be betters.

• Journal of the Korean Society of Food Culture
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• v.9 no.5
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• pp.479-487
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• 1995

The purposes of this study were to: 1) measure the levels of job satisfaction with five facets of a job: the work itself, promotion, pay, supervision and co-workers, 2) investigate the degree of job characteristics inventory which employees perceived, 3) investigate relationships between job characteristics and job satisfaction levels of the employees in hospital foodservice, 4) measure the levels of organizational commitment and investigate its relationships between job satisfaction and job characteristics, 5) investigate the relationships between job performance and job satisfaction, job characteristics of the employees in hospital foodservice. The questionnaire was developed based on modifying Job Descriptive Index developed by Smith, Kendall, Hulin and Job Characteristics Inventory developed by Sims, Szilagyi, Keller and Affective commitment Scale developed by Meyer and Allen. Subjects consisted of 76 employees in hospital foodservice. Data were analyzed for frequency, means, ANOVA, Duncan multiple range test, and pearson correlation using SAS PC Package. The results of this study were as follows. 1) Most of the respondents were 41 years up(39.5%) and married (92%). High school graduates were 59.2%. 10 years working experienced employees were 35%. 2) A majority of the respondents(44.7%) ranked work itself as the most important aspect. 3) They were the most satisfied with co-workers. 4) Satisfaction with work itself, wage, and supervision were found significantly related to age(p<0.05). 5) Task identify was the most prevalent job characteristics and then task identity. 6) Satisfaction with co-workers were found significantly related to job variety(p<0.05). Satisfaction with supervision and promotion were found significantly related to friendship(p<0.05). 7) Job satisfaction have not correlation with job performance. Satisfaction with supervision, co-workers were positively correlated with organizational commitment(p<0.01). 8) Job characteristics of dealing with others were positively correlated with job performance (p<0.05). Job characteristics of variety, autonomy, task identity were positively correlated with organizational commitment(p<0.05, p<0.01).