• The Journal of the Korea institute of electronic communication sciences
• /
• v.7 no.5
• /
• pp.1197-1203
• /
• 2012

This study was to identify the influence of job satisfaction on the role clarity perception of the personnels except medical staffs of hospitals. The study subjects of this study were 486 personnels employed in the supporting departments of hospital. As the result of multiple regression analysis, policy decision showed the highest explanatory power on job satisfaction, We would conclude that in order to improve the performance level of hospital by increasing the job satisfaction of their non-medical personnels, the hospital managers should make efforts to raise the role clarity of them. Our study had some limitations. Especially, because measurement scale on job satisfaction used in our study didn't consist of subdivision, our findings would not show which area was more important in improving job satisfaction.

• The Korean Journal of Emergency Medical Services
• /
• v.15 no.2
• /
• pp.5-14
• /
• 2011

Purpose: The aim of this study is to identify the legal concept of a license and a qualification for health care personnel. We analyze the appropriateness of the qualification for the first-class paramedics and the sufficiency of 3-year job experience in substitution for college level academic major. Method: We reviewed Laws on Healthcare which stipulate academic and career qualifications for healthcare personnel for whom college-level academic training and job experience to get a license. Results: There is no legal consideration which permits major and educational background substituted by job experience. Only third-class hygienist who graduated from a high school or the equivalent with 3 year job experience can apply for first-class hygienist' national license examination without educational requirements. However, it is nothing to compare with first-class paramedics because the work of hygienist is not directly related to patients care and there is no need of doctor's supervision for hygienist' job. Paramedics have a major role in saving emergency patients in making prompt decision, applying appropriate emergency treatment, securing intravenous route, managing intubation, applying defibrillator, and etc. Conclusion: Ministry of Health & Welfare should grant license to paramedics and annul replacement of academic major background. In addition, it is imperative to broaden the scope of paramedics' job so that they can guarantee patient's life saving in emergency situation with quality major curriculum of college level.

• Journal of Korean Academy of Nursing Administration
• /
• v.5 no.1
• /
• pp.169-180
• /
• 1999

The purpose of this study was to identify the degree of stress and job satisfaction and the relationship of stress and job satisfaction of oriental hospital nurses. The subjects were 255 nurses of 9 oriental hospital in Taegu and Pusan cities and data were collected from 20 March to 10 May 1998. The instruments used for this study were a survey of genernal characteristics(7 items). stress(6 items) and job satisfaction(20 items). Analysis of data was done by use of mean, percentage, t-test, ANOVA and pearson correlation with SPSS program. The results of this study are as follows : 1) The average item score for stress was 3.08. Religion, duration of nurse expectancy and work motivation among sociodemographic characteristics were significantly different with the degree of stress. 2) The average item score for job satisfaction was 2.84. Education, religion, marital state, carrier history, duration of nurse expectancy and work motivation among sociodemographic characteristics were significantly different with the degree of job satisfaction. 3) There were significant negative correlation among the variables : working volume and group conflict factors · role implementation fators${\cdot}$personal socialization fators/nursing skill and role implementation fatal's· personal socialization fators/rolesharing with peers and role implementation fators/relationship with co-workers and group conflict factors${\cdot}$role implementation fators${\cdot}$personal socialization fators/relationship with patients and role implementation fators/relationship with supervisors and role implementation fators. And there was a significant positive correlation between role-sharing with peers and decision-making fators.

• Korean Journal of Community Nutrition
• /
• v.2 no.2
• /
• pp.232-245
• /
• 1997

This study was carried out to investigate relationships between characteristics of foodservice and job satisfaction of Korean dietitians. The subjects were 2987 dietitians who responded to the questionnaire distributed at the annual education program of the Korean Dietetic As-sociation in 1995. The results were followings; 1)The level of jov satisfaction of Korean dietitians was low for payment work environment and value achievement as a dietitian while it was relatively high for the relationship with col-leagues. The other parts of job satissatisfaction such as work load work contents supervision by the superiors participation of policy decision and selp disccertion were just below average. 2)The type of operating style menu style and serving time in foodservise were not sig-nificantly related to all fields of job satisfaction but the kinds of meals served a day and the to-tal number of persons served a day were significantly correlated. 3) The dietitians who had to provide meal plans such as breakfast+dinner and + snack or all day serving had significantly lower job satisfaction in all fields. 4)Job satisfaction was significantly higher when the total number of persons served a day was between 500-700.(Korean J Community Nutrition 2(2) : 232~245, 1997)

• Research in Community and Public Health Nursing
• /
• v.18 no.4
• /
• pp.624-633
• /
• 2007

Purpose: The purpose of this study was to develop and test a structural model on work-related musculoskeletal disorders of women workers. Method: Data were collected from 237 women workers from industries such as electronics, food production and garment production, and analyzed by LISREL 8.54. Result: The fitness indices of the model are GFI=.87, NNFI=.91, PNFI= .74. Eight out of the ten paths were proved to be statistically significant: work environment$\rightarrow$social support, work environment$\rightarrow$health behavior, work environment$\rightarrow$-WMSDs, domestic work$\rightarrow$health behavior, social support$\rightarrow$health behavior, social support$\rightarrow$job satisfaction, health behavior$\rightarrow$job satisfaction, and job satisfaction$\rightarrow$WMSDs. Work environment. social support, health behavior and job satisfaction significantly influenced WRMDs. WRMDs were accounted for 35% by the predictor variables. Conclusion: In conclusion, this study identifies that work environment, social support, health behavior and job satisfaction are important factors affecting WMSDs. Therefore, in order to prevent WRMDs, it is most important to improve both physical work environment for female workers such as appropriate work station and tools fit for them and psychological environment such as less job demand and more decision latitude(worker control).

• Journal of Intelligence and Information Systems
• /
• v.21 no.2
• /
• pp.191-204
• /
• 2015

According to the '2013 Performance Assessment Report on the Financial Program' from the National Assembly Budget Office, the unfilled recruitment ratio of Software(SW) Developers in South Korea was 25% in the 2012 fiscal year. Moreover, the unfilled recruitment ratio of highly-qualified SW developers reaches almost 80%. This phenomenon is intensified in small and medium enterprises consisting of less than 300 employees. Young job-seekers in South Korea are increasingly avoiding becoming a SW developer and even the current SW developers want to change careers, which hinders the national development of IT industries. The Korean government has recently realized the problem and implemented policies to foster young SW developers. Due to this effort, it has become easier to find young SW developers at the beginning-level. However, it is still hard to recruit highly-qualified SW developers for many IT companies. This is because in order to become a SW developing expert, having a long term experiences are important. Thus, improving job continuity intentions of current SW developers is more important than fostering new SW developers. Therefore, this study surveyed the job continuity intentions of SW developers and analyzed the factors associated with them. As a method, we carried out a survey from September 2014 to October 2014, which was targeted on 130 SW developers who were working in IT industries in South Korea. We gathered the demographic information and characteristics of the respondents, work environments of a SW industry, and social positions for SW developers. Afterward, a regression analysis and a decision tree method were performed to analyze the data. These two methods are widely used data mining techniques, which have explanation ability and are mutually complementary. We first performed a linear regression method to find the important factors assaociated with a job continuity intension of SW developers. The result showed that an 'expected age' to work as a SW developer were the most significant factor associated with the job continuity intention. We supposed that the major cause of this phenomenon is the structural problem of IT industries in South Korea, which requires SW developers to change the work field from developing area to management as they are promoted. Also, a 'motivation' to become a SW developer and a 'personality (introverted tendency)' of a SW developer are highly importantly factors associated with the job continuity intention. Next, the decision tree method was performed to extract the characteristics of highly motivated developers and the low motivated ones. We used well-known C4.5 algorithm for decision tree analysis. The results showed that 'motivation', 'personality', and 'expected age' were also important factors influencing the job continuity intentions, which was similar to the results of the regression analysis. In addition to that, the 'ability to learn' new technology was a crucial factor for the decision rules of job continuity. In other words, a person with high ability to learn new technology tends to work as a SW developer for a longer period of time. The decision rule also showed that a 'social position' of SW developers and a 'prospect' of SW industry were minor factors influencing job continuity intensions. On the other hand, 'type of an employment (regular position/ non-regular position)' and 'type of company (ordering company/ service providing company)' did not affect the job continuity intension in both methods. In this research, we demonstrated the job continuity intentions of SW developers, who were actually working at IT companies in South Korea, and we analyzed the factors associated with them. These results can be used for human resource management in many IT companies when recruiting or fostering highly-qualified SW experts. It can also help to build SW developer fostering policy and to solve the problem of unfilled recruitment of SW Developers in South Korea.

• The Journal of Korean Academic Society of Nursing Education
• /
• v.22 no.3
• /
• pp.304-315
• /
• 2016

Purpose: The purpose of this study was to explore the relationships of critical thinking disposition (CT), nursing work environment (NWE), and clinical decision making ability among nurses. Methods: A cross-sectional, descriptive study design was conducted on 192 nurses who had worked for more than six months in five general hospitals. A self-reported questionnaire was used to collect data, which included demographics, CT, NWE, and clinical decision making ability. Results: The mean score of CT was 3.5. The highest score was on the objectivity of CT and the lowest on systematicity. The mean score of NWE was 2.3. The highest score was on the collegial nurse-physician relations of NWE and the lowest on the staffing and resource adequacy. The mean score of clinical decision making ability was 3.3. In hierarchical multiple regression, affecting factors on clinical decision making ability were CT and NWE. Conclusion: The findings showed that clinical decision making ability is associated with CT and NWE. To improve clinical decision making ability, it is important to improve CT. In addition, it should be considered to improve NWE where the nurses can make a decision with their job through critical thinking.

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.18 no.4
• /
• pp.511-520
• /
• 2017

The purpose of this study was to investigate the effect of the outplacement service on the career decision-making self-efficacy of discharged soldiers after mid- to long-term service. The survey carried out for this research was on 557 male discharged solders living in the Seoul, Incheon, and Gyeonggi areas. The information was processed using frequency analysis, factor analysis, reliability measurement, independent sample t-test, one-way ANOVA analysis, correlation analysis, and multiple regression analysis by means of the SPSSWIN 22.0 program. The results of this study suggest that counseling, education and training affect only some sub-factors of the career decision self-efficacy. Administrative support positively affects the job information collection skill, goal setting skill, planning skill, and problem solving skill among the sub-factors of the career decision self-efficacy. Job activities support had no effect on the career decision self-efficacy.

• Journal of dental hygiene science
• /
• v.22 no.4
• /
• pp.256-263
• /
• 2022

Background: The purpose of this study was to confirm the major motivation for and self-efficacy of career decisions among dental hygiene students and to analyze differences in career decision self-efficacy according to the major motivation. Methods: An online survey was conducted among 194 dental hygiene students. To investigate career decision self-efficacy, 18 questions were posed, including 5 questions on future planning, 4 questions on self-evaluation, 4 questions on job information collection, 3 questions on goal setting, and 2 questions on problem solving. The survey was conducted using a 5-point scale. Results: The motives for choosing a major were a high employment rate (68.6%), a desire to become a professional (36.1%), according to aptitude (27.8%), recommendations by others (26.3%), and according to grades (12.9%). The career decision self-efficacy of the study participants was in the order of self-evaluation factors (3.75 points), problem solving factors a (3.62 points), job information collection factors (3.59 points), future planning factors (3.46 points), goal setting factors (3.44 points) score was high. The career decision self-efficacy scores were higher when the major motivation was "because I want to become a professional" and "because I think I have an aptitude for it." Conclusion: It is necessary to give students who wish to major in dental hygiene an opportunity to consider whether they have an aptitude for it by providing information on not only major subjects but also the duties and roles of dental hygienists. In addition, it is necessary to develop a career education program to help dental hygiene students set their career goals.

• Fashion & Textile Research Journal
• /
• v.25 no.5
• /
• pp.634-642
• /
• 2023

This study aimed to investigate the influence of career barriers on employment decisions among high school students specializing in beauty-related field. The subjects of this study were 339 students attending beauty-specialized high schools in Gwangju Metropolitan City and Jeollabuk-do, and a self-written questionnaire was employed for conducting the research. This survey was conducted from April 4 to April 18, 2022. A total of 380 questionnaires were distributed, and 350 responses were collected. Of these, 339 questionnaires were considered for the final analysis, as the remaining 11 had incomplete or insincere responses. The results of this study are summarized as follows. First, the career barriers affecting high school students in beauty-specialized schools were categorized into eight factors: lack of interest, economic difficulties, financial support, interpersonal challenges, job information, anxiety about future, conflict with others, and lack of self-clarity. Second, when assessing the impact of career barriers on employment decision-making, it was observed that the level of employment decision-making had a statistically positive (+) effect, and the lack of interest had a negative (-) effect on the level of employment decision-making. Next, the significance of the regression model, considering the specific factors of career barriers in relation to employment confidence, was established as p<.001. Variables such as a lack of interest, limited access to job information, and lack of self-clarity had a negative (-) effect on the level of employment confidence, with a significance level of 0.05.