• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.12 no.11
• /
• pp.4914-4923
• /
• 2011

This study aims to investigate the factors influencing job satisfaction to job stress of physician assistant(PA) nurses. This research design was a descriptive study. The subjects in this study were 104 PA nurses. Data were collected from September 1, 2010 to January 10, 2011, and analyzed by SPSS PASW statistics 18.0 program. The mean score of men on the job stress was 43.47(${\pm}13.77$), The mean score of women was 45.07(${\pm}9.78$). The mean score of job satisfaction was 2.72(${\pm}0.30$). There was no statistical difference between general characteristics and job satisfaction. There were statistical difference between unmarried subjects and organizing system(p<.05), inadequate compensation(p<.01). In the results of multivariate regression analysis, adjusted $R^2$ value was 0.567. The model fit was 56.7%. Job satisfaction was low in the insufficient job control and inadequate organizing system. It is hospital policies for the reduction of job stress(particularly, insufficient job control, and organizing system stress).

• Anxiety and mood
• /
• v.16 no.1
• /
• pp.24-31
• /
• 2020

Objective : The purpose of our study was to investigate the relationship between job stress and depressive disorder among emotional laborers in a city. Methods : A total of 677 emotional laborers living in Jeonju-city participated in this study. The participants completed survey questions regarding demographic characteristics, job stress (using the Korean Occupational Stress Scale-24, KOSS-24), and depression (the Patient Health Questionnaire-9, PHQ-9). Logistic regression was performed to estimate the association between job stress and depression. Results : Our results indicated that 34.9% of the participants had a high risk of total job stress and 21.7% of participants had depression. In the multivariate logistic regression analysis, female sex (OR=1.66, 95% CI=1.01-2.72) and total job stress (OR=3.84, 95% CI=2.57-5.75) were significantly associated with depression after adjusting for confounding factors. Among the subscales of job stress, job demand (OR=3.06, 95% CI=1.99-4.72) and occupational climate (OR=1.88, 95% CI=1.19-2.97) were significantly associated with depression. But insufficient job control, interpersonal conflict, job insecurity, the organizational system and lack of rewards were not. Conclusion : Among the emotional laborers, job stress, particularly job demand and occupational climate, were major contributing factors associated with depression. Early screening and preventive strategies focusing on job stress could reduce the impact of depression in emotional laborers.

• Fire Science and Engineering
• /
• v.33 no.6
• /
• pp.142-151
• /
• 2019

This study examined job satisfaction among fire protection system management workers in the fire industry and analyzed how job satisfaction affects turnover intention. The results revealed that, among the control variables, including age, rank, academic background, payment, total career, license, and tasks, significant differences in job satisfaction were found in the tasks between groups, while no significant differences in turnover were found in any control variable between groups. Additionally, the results revealed that, among the lower variables of job satisfaction, increased satisfaction with payment and organizational system affected the degree of turnover intention, while work and promotion did not. These results are to be used as data for human management of technicians and for creating alternatives. Future studies are required to establish a reasonable task rotation cycle for raising job satisfaction, to examine the current status of low-cost orders and countermeasures, and to analyze the direction of development of fire protection system management business.

• Korean Journal of Occupational Health Nursing
• /
• v.9 no.2
• /
• pp.110-120
• /
• 2000

The purpose of this study was to examine which factors affected the job stress of workers in the manufacturing industry. The subjects were 128 workers in automobile component manufacturing companies located in Kyonggi-do province. Data were collected through self-reporting technique for 8 days, October 24-31, 2000. The instrument to test the work related truss was NIOSH's Work-related Stress Inventory revised by Korea Occupational Safety and Health Association(KOSHA) in 1999. The collected data were analysed with SAS. and frequency, percentage, mean value, standard deviation, t-test, ANOVA. Scheffe's post hoc test and Pearson's Correlation Coefficients. The major findings were as follows: 1. Mean job stress score for the job-related stress was $2.6{\pm}0.5$ on the basis of 5.0 points. Job stress was significantly different according to gender. The stress by role conflict showed higher score than the stress by role ambiguity. 2. Discretionary power(freedom to determine) of workers was scored $2.6{\pm}0.7$ on the basis of 5.0 points. And it was significantly different according to gender, duration of work and shift experience. 3. The work environment scored $2.2{\pm}0.3$ on the basis of 3.0 points and significant difference according to gender, age, marital status, type of employment, type of service, and shift work. 4. Role ambiguity showed significant negatively correlate with job control(r=-.32, P=.000) and decision making(r=-.31, P=.000). And decision making showed positively correlated with job control(r=.62, P=.000), and role conflict(r=.26, P=.003).

• Korean Journal of Occupational Health Nursing
• /
• v.10 no.2
• /
• pp.153-163
• /
• 2001

Purpose of the study was to identify the relationship between job stress and health promoting behavior(HPB) among nurses. Samples were 426 nurses working in some university hospitals which were chosen by convenient sampling. Data was collected by using constructed questionnaires from March 28th to April 7th 2001. The instruments used for in the study were 'The Health Promotion Behavior' which was developed by Park(1995) and 'The Job Stress' modified by Kim(1998). The data was analyzed by mean, standard deviation, t-test, ANOVA, Duncan test and Pearson's correlation coefficient in the SPSS program. The results were as follows : 1. The mean score of job stress was 3.51 which is meant to be 'more than moderate' level of stress. 2. The total mean score of health promoting behavior was 2.44; 'Management of Sanitary life' 3.12, 'Harmonious relation-ships' 2.95, 'Emotional support' 2.71, 'Diet control' 2.59, 'Self-achievement' 2.57, 'Self-control' 2.31, 'Healthy diet' 2.29, 'Rest and sleep' 2.26, 'Exercise and activity' 2.12, 'Regular diet' 1.91 and 'Professional health maintenance' 1.61 were shown in each HPB category. 3. There were not any statistical differences between job stress and general characteristics of nurses. 4. The health promoting behavior was significantly influenced by factors of age, marital status, education level, religion, position, career and family income of nurses. 5. There was not any correlations between job stress and health promoting behavior.

• Korean Journal of Occupational Health Nursing
• /
• v.18 no.2
• /
• pp.219-231
• /
• 2009

Purpose: The purpose was to investigate the relations among job stress, depression, social support, and coping strategies of nurses. Method: The data were collected from 362 nurses. A self-administered questionnaire was used to assess general characteristics, job stress, depression, social support and coping strategies. Results: The prevalence of depression was 41.7%. Scores of job demand and insecurity, and organizational climate were very high. Logistic regressions showed that nurses, who were single, their 20s, had less than a career year, or working in private hospitals, associated with an increased risk of depression. The sub-scales of job stress except interpersonal conflict and lack of autonomy contributed to an increased risk of depression (lower group; OR=0.248, 95% CI:0.14-0.43). Also individual and organizational support and control coping strategies were associated with depression(lower group: OR=2.993, 95% CI: 2.11-6.30; OR=2.993, 95% CI: 1.51-5.65; OR=2.372, 95% CI=1.43-3.93). Conclusion: These findings indicated that the job stress, especially organizational climate, insecurity of job, lack of reward, individual and organizational support, and control coping strategies contributed to a risk of depression. In order to prevent the depression, the organizational support and strategies will be needed. The depression in specific context and organizational climate should be considered in future studies.

• Journal of the Korean Society of Hazard Mitigation
• /
• v.9 no.6
• /
• pp.69-75
• /
• 2009

This paper examines the evolving role of ijang(village representative) and his job stress during Pyeongchang floods in 2006. Results based on telephone survey and interviews reveal that ijang played a crucial role in evacuating residents, allocating resources and commanding the recovery, although official job description considered him as only a mediator between local officers and villagers. Moreover, unexpected enormous burden created severe job stress to many ijangs; while 60 percent felt like quitting the job, about three fourth felt fretful whenever the telephone rang and lost some weights. Chi-square analysis also indicated that previous job training, villagers' abuse, and disaster damages were significantly related with job stress. These results suggest that the emergent human resources model rather than the command and control model can be an effective approach for a disaster management plan in rural Korea.

• Journal of Environmental Health Sciences
• /
• v.30 no.3
• /
• pp.272-282
• /
• 2004

Stress is a primary health promotion issue in worksite research because psychological distress is closely related not only to workers　 health status but also to their job performance. This study identified the work environment and work condition factors affecting workers　 stress symptoms among the Korean manufacturing factory workers. A total of 7,818 factory workers employed in 1,562 manufacturing companies participated in the Korean nation-wide occupational health survey conducted by the Korean Occupational Safety and Health Agency in 2003. Participants were selected by the stratified proportional sampling process by standardized industry classification, company size, and locations. Trained interviewers visited the target companies and interviewed the factory workers randomly selected in each company. Work environments included physical work environments (temperature, noise, hazardous organic compounds, and so on) and psychological work environments (job demands, job control, and social support at work), and work conditions included daily working hour, rest time, and so on. Men were 71.5% and the mean age was 34.0 years old. The average working period in the present company was 6.9 years. The average stress score was 26.2 under the perfect score, 50, which means the moderate level of stress. Perceived stress had significant correlations with young age, poor physical work environment, high fatigue, bad perceived health status, and high job demands in Pearson's simple correlation analysis. Perceived health status and perceived fatigue explained 21% variance of stress symptoms and the work environment factor explained 4.8% of that; however, work condition did not have the sufficient effect. In particular, psychosocial work environment variables (job demand, job control, and social support at work) had a clear effect on stress symptoms rather than the physical work environments. Poor perceived health status, severe perceived fatigue, poor physical work environment, high job demands, low social support, heavy alcohol consumption and little exercise were significantly related to high stress symptoms in the Korean manufacturing workers.

• The Journal of the Korea Contents Association
• /
• v.8 no.7
• /
• pp.233-242
• /
• 2008

Sales-force management practices(e.g., selection, training, rewards, evaluation) constitute a crucial aspect of the sales force control system, as they influence on the salesperson's role ambiguity, satisfaction and performance. But it is difficult to find studies on the effects of hotel's sales force control system. So, we studied about this subject more deeply. The purpose of our research is to examine important relationships among sales force control system(e.g., sales territory design, training, reward, training, supervisor's support), job attitudes(satisfaction and role ambiguity), and sales force performance. A conceptual model is presented and hypotheses are developed. This study contributes to sales management research of hotel sales person in some important ways. This study offers new insights both to sales practitioners and researchers. First, this study introduces a new approaching method for developing new model of hotel sales-force research. Second, in the practical implications, managers should take actions as like an encouragement, direction, monitering, and education of sales know-how to reduce the employee's role ambiguity and to improve job satisfaction and sales performance.

• Journal of Home Health Care Nursing
• /
• v.30 no.1
• /
• pp.5-14
• /
• 2023

Purpose: This study aims to identify the degree of anxiety and depression related to infection control and job stress in clinical nurses during the COVID-19 pandemic. Furthermore, it seeks to identify the effects of depression. Finally, it intends to develop intervention measures to prevent depression in clinical nurses during epidemics of new infectious diseases and prepare basic data for developing educational programs. Methods: Data were collected using a self-report questionnaire survey administered to 208 nurses. The data were analyzed using the IBM SPSS (Version 26.0) statistics program. Results: The correlation analysis between participant depression, anxiety, and infection control job stress found that depression had a positive correlation with anxiety (r=.63, p<.001) and infection control work stress (r=.26, p<.001). Anxiety (β=0.60, p<.001) was found to significantly affect participant depression with an explanatory power of 40.2%, confirming that higher anxiety levels induce increased depression. Conclusion: Based on the above results, anxiety is confirmed to be a factor that affects depression. Accordingly, education is required to strengthen individuals' physical and mental capabilities and promote a safe working environment, including providing sufficient personal protective devices and other appropriate gear to defend clinical nurses against outbreaks of emerging infectious diseases at medical institutions and through healthcare policies. Other considerations should include sufficient rest hours and paying additional benefits for nurses caring for patients with severe confirmed COVID-19.