• The Journal of the Korea Contents Association
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• v.20 no.9
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• pp.318-331
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• 2020

The purpose of this study was to find ways to effectively utilize job creation activities that can be an alternative to employment and entrepreneurship in diverse and subdivided labor markets. The effect of business capability on the job creation intention and the mediating effect of entrepreneurship were identified, and gender was used as a control variable for comparison among groups. The questionnaire was composed of 4 questions for 6 variables, and a 7-point Likert scale was used. Frequency analysis, exploratory factor analysis, reliability analysis, descriptive statistics analysis, correlation analysis, confirmatory factor analysis, structural relationship analysis, mediating effect and moderating effect were conducted on 392 people who answered the questionnaire sincerely. As a result of analysis the relationship between the job creation intention in business capability, the entrepreneur passion in business capability and the job creation intention in entrepreneur passion had a positive (+) effect. Entrepreneur passion in the verification of bootstrapping mediating effects played a mediating role in the relationship between business capability and job creation intention. It was found that there was no difference in the job creation intention according to the gender that was compared between groups. The job creation activities must overcome the negative perspectives and worries around them with the differentiation of items experience and know-how a business model that reflects recent trends and a passionate and persistent Jobcreatorship.

• Journal of the Korea Society of Computer and Information
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• v.22 no.12
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• pp.171-178
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• 2017

Investigations into family-friendly company culture have been carried out for various companies and conglomerates. But there has never been such investigation for police organization, so this investigation is intended to see the effect on organizational commitment and job performance of the organization culture that makes use of family-friendly program for the police organization. To this end, how the internal factors of family-friendly organization culture affects organization commitment and job performance is empirically analyzed with structural equation modeling. And it is found that family-friendly program has significant effect on organizational life and welfare, and the welfare, in return, is found to have significant effect on job performance.

• The Korean Journal of Health Service Management
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• v.9 no.4
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• pp.79-90
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• 2015

Objectives : The aim of this study was to investigate the effect of musculoskeletal symptoms and job stress on the fatigability of 268 dental health care workers in Busan. Methods : A structured, self-administered questionnaire was given from Oct 1 through Oct 10, 2015. The collected data were analyzed with the SPSS 18.0 program. Results : The results were as follows. First, for musculoskeletal symptoms, job stress and fatigability, the highest scores were for low back pain (3.23), business stress (2.95) and physical fatigability (3.32), respectively. Second, physical fatigability increased with increasing myofascial pain syndrome, low back pain and business stress. Mental fatigability increased with increasing business stress, human relationships and social activities and decreasing age. Conclusions : Taking the above into consideration, this thesis suggests that there is definite influence from musculoskeletal symptoms and job stress factors on physical and mental fatigability.

• East Asian Journal of Business Economics (EAJBE)
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• v.10 no.2
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• pp.127-137
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• 2022

Purpose - The purpose of this research is to test the impact of transformational leadership on subordinates' performance (job performance and creativity) in Chinese companies. In addition, it intends to verify the mediating effect of subordinates' organizational identification on the relationship between transformational leadership and employee performance. Research design, data, and methodology - To this end, a survey was conducted on the members of Chinese companies. Out of 400 returned responses to the final questionnaire, 349 were used for analysis after excluding invalid responses. Data were analyzed using SPSS 24 and AMOS 24. Result - The analysis results are as follows. First, transformational leadership has a direct effect on subordinates' job performance and creativity. Second, transformational leadership was found to increase subordinates' organizational identification. Third, the mediating effect of organizational identification was verified in the relationship between transformational leadership and performance (job performance and creativity). Conclusion -This study analyzed the effect of the transformational leadership on subordinate's job performance and creativity amid the deepening of China's market economy policies after economic opening. The study expands the related studies.

• Journal of Industrial Convergence
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• v.20 no.11
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• pp.233-240
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• 2022

The purpose of this study is to understand the influence factors of job stress and resilience to recovery in an organization on job satisfaction and immersion in the organization. For this reason, we developed a questionnaire scale based on previous research, and conducted a questionnaire survey of the sales staff of company S. As a result of the analysis, it was found that job stress had a significant effect on job satisfaction, and job stress had a significant effect on recovery elasticity. It was shown that recovery elasticity affects job satisfaction and organizational immersion, and that job satisfaction affects organizational immersion, but the hypothesis that job stress has a significant effect on organizational immersion was rejected. In addition, it was found that recovery elasticity mediates the relationship between job stress, job satisfaction, and organizational immersion. The results of this study are expected to be used as guidelines for various practical plans that can improve the resilience of recovery as well as stress management of organizational members in the organization.

• Journal of Digital Convergence
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• v.11 no.12
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• pp.185-192
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• 2013

The main purpose of the stuey is the impacts of applying two dimensions of Learning Organization on Job Satisfaction and the mediating effect of the Job Embeddedness. As a result, Structural Factor had not positive effect and Human Factor had positive effect on the Job Satisfaction. The mediating effect of Job Embeddedness had significant effect between Learning Organization and Job Satisfaction. The result of this study is not presented at the existing research. Therefore, the results have many theoretical and practical implications.

• Journal of the Korea Safety Management & Science
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• v.16 no.1
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• pp.53-68
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• 2014

The purpose of this study is to verify the relationships among innovative behavior, turnover intention, and job security. An additional purpose was to examine partial mediating effects on psychological ownership. The baseline of analyzing those relationships in this study is that the role of psychological ownership will be a mediator between job security and turnover intention as well as innovative behavior in the organization. To accomplish these purposes, a model was built among job security as predictor variable, the psychological ownership as mediating variable and turnover intention, and innovative behavior as criteria variables based on the studies conducted in the various areas. The 248 questionnaires surveyed from the area of DaeGu and Kyungbuk were used in the statistical analyses. The detail statistical techniques are such as descriptive analysis, reliability analysis, factor analysis, correlation analysis, and multi regression analysis. The results of the study show that job security had positively significant effect on turnover intention and innovative behavior. In addition, only the psychological ownership of organization-level thinking have partial mediating effects between job security and innovative behavior also job security and turnover intention. The results may indicate that the psychological ownership of organization-level thinking be a key factor to alleviate the turnover intention of employees and to encourage the innovative behavior during their works for the small-medium size companies showing the unstable job security.

• Industry Promotion Research
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• v.1 no.1
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• pp.19-25
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• 2016

This study is to determine the status of satisfaction and well-being and work environment aimed at SME workers, deficiencies is to improve the overall satisfaction improvement. As a result of the confidence analysis to verify the reliability of the measurement tool, all of the factors is somewhat higher reliability coefficient was found to less than 0.6. Job factors, relationship factors, compensating factors are subjected to multiple regression analysis as job satisfaction and welfare duties factors to determine the impact on satisfaction, relationship factors, the compensation factor as an independent variable and dependent of each job satisfaction and welfare satisfaction variable result of three factors, job factors and compensation factors, two factors had significant influence on job satisfaction. When the job factor ${\beta}$ value(0.584), the compensation factor(0.369) showed a net impact on job satisfaction big. By improving the business environment and well-being through improved employee satisfaction, it came to a positive attitude to business is expected to have a positive impact on the satisfaction of external customers.

• Asia-Pacific Journal of Business
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• v.14 no.4
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• pp.217-231
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• 2023

Purpose - The purpose of this study is to determine the impact of workaholism according to personality on the job satisfaction of organizational members. Design/methodology/approach - Workaholism was defined as excessive working and compulsive work, suggesting a negative impact on job satisfaction, while predicting that conscientiousness would alleviate this effect and presented as a hypothesis. The unbalanced panel data constructed based on 19,283 samples of 6,863 people from the Korea Labor Institute's Korea Labor Panel Survey was used. Findings - Both excessive working and compulsive working were found to have a direct negative effect on job satisfaction. Additionally, as a result of verifying the interaction effect of conscientiousness, it was found that the negative impact of excessive work on job satisfaction was moderated and alleviated by conscientiousness. In other words, for employees with high conscientiousness, the negative impact of excessive work on job satisfaction is alleviated and the negative impact of overworking is offset, whereas for employees with low conscientiousness, the negative impact of overworking on job satisfaction is strengthened. Research implications or Originality - This study shows that the impact of workaholism on job satisfaction varies depending on personality. While existing research has treated personality only as a determinant of workaholism, this study contributes to previous research in that it expands the role of personality. In addition, in practical terms, it is suggested that differential treatment based on individual values or personality is necessary.

• Journal of Fashion Business
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• v.6 no.6
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• pp.12-18
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• 2002

This study was conducted out of necessity for attempting to identify what degree of satisfaction contemporary beauticians having to accomplish this expanded role of theirs had and what factors had an effect on their job satisfaction. Based on the study results, the following conclusion was drawn: 1) It was found that beauticians‘ level of job satisfaction with its components was in the order of 'vocational pride'(3.66), 'human relations'(3.39), 'autonomy'(3.29), 'required job'(3.13), and 'vocational duty'(3.01). 2) It was found that as to the level of job satisfaction according to religions beauticians with Buddhism had the highest level of job satisfaction with each of its components, followed by 'Others'(3.37), 'Christianity'(3.26), 'Catholicity'(3.25) and 'No Religion'(3.24). 3) It was found that as to the level of job satisfaction according to the future plan beauticians saying 'I will stop working at the same time that I marry'(3.68), 'I will continue working'(3.33), 'I will work for several more years'(3.30) and I will stop working at any time depending on circumstances'(3.29).