• Management & Information Systems Review
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• v.17
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• pp.161-189
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• 2005

As the importance of intellectual assets has been brought into relief, this study aims at positively verifying where the intellectual workers' overall level of their knowledge conversion preference and their job character has reached, and how much the knowledge conversion preference, the job character and the fitness of both factors affects the job effectiveness respectively. For this purpose 3 types of research hypotheses were set up and the result of the verification of the hypotheses is summarized as follows: First, the verification of the relation between the knowledge conversion preference and the job effectiveness revealed that the workers who have the higher synthetic ability in knowledge conversion preference show the higher job satisfaction and job product. Secondly, the verification of the relation between the MPS representing the job character by measured index and the job satisfaction revealed that the absolute value of relative coefficient between the 4 factors excluding the public welfare factor and the MPS is 4, interpreted as medium correlation. Thirdly, the analysis on the degree of relation between the job product measured by the quality of job result and the input effort and the MPS showed that the absolute value of person relative coefficient is 5, interpreted not only as medium correlation but also very meaningful. Accordingly, the main purpose of this study was to give a guideline which can be utilized as an indicator for educating, training and placing the workers. As results, the main effect that the variable of knowledge conversion preference and job character chosen as the independent variable influences on the dependent variable of job satisfaction and job product is very meaningful except the public welfare factor.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.13 no.7
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• pp.3112-3122
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• 2012

This study was performed to determine the job satisfaction and its association with sociodemographic and health related characteristics, job-related factors and job stress among nursing officers. The survey was administered to 350 nursing officers working at military hospitals of the ROK Armed Forces, from May 30 to June 15. The structured self-administered questionnaires were delivered and they were collected without respondents' personal information. As a results, The job satisfaction of respondents turned out to be significantly higher in the group of elder, current drunker, higher positional status, a longer job career, department of general wards, satisfied with their work, fit to the job, haven't considered quitting the job, lower job demand, higher decision latitude and higher support from supervisor. Especially, job stress is highly correlated with job satisfaction. Therefore, to initiate inner motives leading to higher job satisfaction to provide a better working environment for nursing officers, serious effort is necessary to improve the factors related with job stress.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.2
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• pp.229-239
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• 2020

This study aims to provide suggestions for effective human resource management at the organization level, by considering the psychological and behavioral attributes of hospital employees. Employees at 4 general hospitals, 5 hospitals, 7 convalescent hospitals, and 7 psychiatric hospitals were surveyed. A three-step model adjustment return analysis was performed using mean centering methods to the moderating effect of organizational performance recognition, for analyzing the relationship between job value and organization value. Assessing the relationship between job value and organization value revealed that awareness of customer response effort and awareness of hospital image has a moderating effect amongst hospital nurses. Considering the administrative employees of hospitals, awareness of customer response effort had negative moderating effect, whereas awareness of hospital image had positive moderating effect. In nurses of convalescent hospitals, awareness of customer response effort had positive moderating effect, but awareness of growth and competitiveness, and awareness of hospital image, had negative moderating effect. Taken together, our results indicate that depending on the hospital type and occupation, the effect of adjustment of organizational performance recognition when considering the relationship between job value and recognition of organization value by hospital employees, is varied.

• Journal of Korean Academy of Nursing Administration
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• v.13 no.1
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• pp.32-39
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• 2007

Purpose: This study is conducted to compare and analyse the health status and job satisfaction of nurses. Method: The subjects were a group of 90 nurses on fixed day nurse and the other group of 100nurses on night nurse. The collected data were analysed by using the SPSS WIN(10.0) program for descriptive statistics, t-test, ${\chi}^2-test$, ANOVA, and Pearson correlation coefficient. Result: There was a significant difference according to years in services. In nurses on day shift, there was a inverse correlation between the health status and job satisfaction. And in nurses on day shift, job satisfaction levels differed significantly depending on personality, satisfaction to pay, and current health status. In nurses on night shift, nurses' job satisfaction levels differed significantly depending satisfaction to pay. Conclusion: It was confirmed that health of nurses is greatly affected by shift work. so, it is very important to maintain and promote their health status in nurses on night shift. We must find out the factors that greatly affect health of nurses, and continuously make an effort to improve the working environment.

• The Korean Journal of Health Service Management
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• v.10 no.3
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• pp.173-184
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• 2016

Objectives : This research analyzed the general characteristics of care workers and verified the correlation among self-perceived health, job stress and customer orientation. Methods : We conducted a survey from May 1st, to May 31st, 2015 of 260 care workers who are affiliated with elderly care facilities or home care facilities in Busan, Korea. Results : The more the workers were stressed about their organizational culture, the more they recognized psychological difficulties. However, there was no correlation between organizational culture and their tendency to be oriented toward customers. It was verified that the recognized psychological health has a positive regulation effect between customer orientation and job stress such as job skill requirement(p<0.01), job autonomy(p<0.01), and organizational culture(p<0.01). Conclusions : Because both suppliers and recipients of care services are aging, it is necessary for elderly care facilities to make a greater effort to minimize the physical and psychological losses of recipients.

• Korea Journal of Hospital Management
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• v.19 no.2
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• pp.12-21
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• 2014

Purpose: This study was conducted to examine the factors associated with medical profit per bed related job satisfaction and patients satisfaction in public hospitals. Method: A cross-sectional survey was conducted through staff and patients in 39 hospitals (34 local province hospitals, and 5 red-cross hospitals) from September to October in 2011. A questionnaire was designed to collect information on job satisfaction, inpatients and outpatients satisfaction. The data of medical profit per bed was collected in 2011 annual financial reports from each 39 hospitals. Finally, data from 5,521 staff, 1,730 in-patients and 1,730 out-patients were analyzed. Multiple logistic regression analysis was performed to determine factors associated with medical profit per bed related job satisfaction and patients satisfaction in public hospitals. Results: The medical profit was positively correlated with job satisfaction of staff. As the results of multiple logistic regression, the significant variables of medical profit per bed, were communication satisfaction of staff(OR=0.48, 95% CI=0.25-0.91), hospital environment satisfaction of in-patients(OR=1.53, 95% CI=1.05-2.22). Conclusion: The satisfaction of patient and staff were significantly effect to medical profit in public hospitals. The Government and administrators have make an effort to improve satisfaction of staff and patients in public hospitals.

• Journal of Technologic Dentistry
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• v.33 no.2
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• pp.159-170
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• 2011

Purpose: This study were to analyze satisfaction with job ability development training among Dental Technicians', examine the degree of their actual satisfaction with training courses and their status, and provide some basic data to help improve the quality level, satisfaction, and effective operation of job ability development training in the future. Methods: This study carried out self-administered questionnaire survey from January 15, 2011 to March 10 by having research subjects as 180 dental technicians who participated in the course of employees' Job Ability Development Training by 'Gil Occupational Training Institute,' which is being conducted as part of dental technicians' job ability development in Seoul region. Among these things, 160(88.8%) copies were collected. Except 19 copies with incomplete response, 141(78.3%) copies were used as the materials of final analysis. Results: First of all, as a result of grasping the whole satisfaction with training according to general characteristics, the significant difference was indicated in the whole satisfaction with training depending on gender & age, and voluntary participatory intention. Second, the satisfaction with contents of Job Ability Development Training was in order of helpful level in ability development with 4.10(${\pm}.70$), co-worker's recommendation and a plan for reparticipation with 4.08(${\pm}.77$), consistence with the content goal with 4.07(${\pm}.71$), and reflection of demand with 4.01(${\pm}.70$). Third, examining satisfaction with instructors of Job Ability Development Training, it is being indicated with a little higher score compared to the satisfaction with other items. Fourth, satisfaction with service of supporting learners in job ability development training was shown to be slightly low in all the items. Especially, the convenience of administrative procedure was indicated to be the lowest with 3.52(${\pm}.92$) Fifth, satisfaction with the facility of job ability development training was showing very low satisfaction compared to other satisfaction items. Conclusion: A continuous effort will be needed in order to be possibly strengthened dental laboratory technicians' professionalism and reinforced qualitative level in major ability through offering more educational opportunities and education in good quality.

• Journal of dental hygiene science
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• v.20 no.3
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• pp.163-170
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• 2020

Background: Job satisfaction of dental hygienists has been discussed continuously in dental hygiene research. It has been the most representative performance variable in dental and human resource management. However, in quantitative research, most of the studies have analyzed the causal relationship with variables related to dental hygienists' job satisfaction. The existing qualitative research contains only the studies that targeted dental hygienists with an experience of more than 10 years. The present study aimed to understand and to characterize the job satisfaction of dental hygienists with an experience of 2 to 10 years and to compare it with the qualitative research on dental hygienists with an experience of 10 or more years. Methods: An in-depth interview of dental hygienists with 2 to 10 years of experience working in 10 dental clinics was conducted. For data analysis, Giorgi's analysis method was used. Results: After analyzing the meaning of job satisfaction of dental hygienists, 180 semantic words and 19 subcategories were derived. The results of the interview were categorized into for central meanings: recognition and rewards, work experience and ability improvement, occupational characteristics, and work characteristics. Recognition and rewards included workplace recognition, patient recognition, self-effort and recognition, and the feeling of being rewarded. Work experience and ability improvement included various work experiences and factors relates to improving the work ability. Occupational characteristics included professional job, interest and persistence, job extensibility, and no burden of employment. Work characteristics included working conditions and separation of work and private life. Conclusion: The development of tools to measure the level of dental hygienists' job satisfaction after long-term service and to conduct follow-up research regarding ways and effects to improve job satisfaction is needed.

• Korea Journal of Hospital Management
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• v.17 no.4
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• pp.71-86
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• 2012

The study was a descriptive research to investigate the effect of job satisfaction and self-leadership of members of small and middle-sized hospital on organizational commitment. Collection of data was conducted throughout members of small and middle-sized hospitals with explanation of purpose from 2011, Oct, 1st to 10th. Collected data was analyzed by T-test, ANOVA, Scheffe test and hierarchical regression analysis with utilizing SPSS Win 16.0. As a result of the expected effect, a degree of effect on organizational commitment has explanation 65.1%(F=183.804) on job satisfaction and self leadership. Also, it was job satisfaction that was found to be more effective, where explanation for it was ${\beta}$=.755 and self-leadership ${\beta}$=.264. With considering these facts, both factors are effective for organizational commitment. Therefore, to improve organizational commitment, it pays systemized strategies and ever more proactive efforts. To strengthen the self leadership, it needs changes in cultural aspects of hospitals to enlarge accessibility to information and opportunities for education and to expand freedom in their responsibility. Great effort on changing in cultural aspects of hospital would, based on effective interrelationship with members, improve efficacies of organization and efficiency of management.

• The Research Journal of the Costume Culture
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• v.23 no.6
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• pp.1021-1037
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• 2015

This study analyzed the impact of sense of self-efficacy on job satisfaction and organizational commitment among technical designers in order to acquire information needed for human resources management in the field of technical design. The study was implemented through a normative-descriptive survey method using a questionnaire. The sample consisted of 217 technical designers working at vendors and agents located in Seoul. The results revealed that there were significant differences in the sense of self-efficacy levels among technical designers according to age and work experience. Personal self-efficacy had a positive influence on both intrinsic and extrinsic job satisfaction, but also on affective, continuance, and normative organizational commitment. In addition, personal self-efficacy had a greater influence on extrinsic job satisfaction than social self-efficacy. Both personal and social self-efficacy influenced continuance commitment while there was no relationship between social self-efficacy and affective organizational commitment. However, a clear relationship was found between both social and personal self-efficacy and normative organizational commitment. Nevertheless, social self-efficacy had a greater influence on normative organizational commitment than personal self-efficacy. This fact demonstrates the need to exert more effort to promote the sense of personal self-efficacy of technical designers. These results could be used to provide appropriate proposals for human resources management in the field of technical design.