• Journal of Technologic Dentistry
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• v.34 no.3
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• pp.249-261
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• 2012

Purpose: This study was carried out in order to examine the relationship of job satisfaction and quality of life on the dental technicians and to analyze its influence. Methods: A self-reported questionnaire survey was carried out by having convenience sampling as 220 dental technicians who work in Seoul Metropolis, Gyeonggi-do Province, Daejeon and Chungnam Province from March 12, 2012 to April 13. A research tool was used questionnaire that was proved reliability and validity. It was prepared with totally 50 questions such as 12 items for subjects' general characteristics, 18 items for job satisfaction measurement, and 20 items for life quality measurement. An analysis of the collected data was computationally processed by using SPSS Win 17.0 program. An analytical technique was made by using statistical techniques such as frequency & percentage, T-test or One-way ANOVA analysis. The following are the analytical results of the collected materials. Results: As a result of analyzing research subjects' job satisfaction level, there was significant difference(P<0.05) in items of religion, hobby life, working environment, and rest time out of daily work. The whole mean in job satisfaction was indicated to be relatively high with 3.13. However, job satisfaction with social recognition, salary, and safety was indicated lowly. As a result of analyzing research subjects' life quality level, there was significant difference(P<0.05) in items of religion, hobby life, working environment, and rest time out of daily work. The whole mean in quality of life was indicated to be relatively high with 3.10. However, the satisfaction was indicated lowly in the whole life quality and the life environment sphere. As a result of analyzing correlation between job satisfaction and life quality, all variables were indicated to be positive correlation in high significance level, thereby having been indicated that the higher job satisfaction leads to the higher life quality. Conclusion: As a result of research, the dental technicians' job satisfaction was indicated to have high correlation with quality of life. An effort is judged to be necessary for establishing fair compensation system, improving welfare policy and enhancing social recognition and position in order to promote dental technicians' quality of life.

• Journal of Intelligence and Information Systems
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• v.14 no.1
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• pp.117-129
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• 2008

The cost-based scheduling work has been done in both the Operations Research (OR) and Artificial Intelligence (AI) literature. To deal with more realistic problems, AI-based heuristic scheduling approach with non-regular performance measures has been studied. However, there has been little research effort to develop a full inter-job cost propagation algorithm (CPA) for different jobs having multiple downstream and upstream activities. Without such a CPA, decision-making in scheduling heuristics relies upon local, incomplete cost information, resulting in poor schedule performance from the overall cost minimizing objective. For such a purpose, we need two types of CPAs : intra-job CPA and inter-job CPA. Whenever there is a change in cost information of an activity in a job in the process of scheduling, the intra-job CPA updates cost curves of other activities connected through temporal constraints within the same job. The inter-job CPA extends cost propagation into other jobs connected through precedence relationships. By utilizing the cost information provided by CPAs, we propose cost-based scheduling heuristics that attempt to minimize the total schedule cost. This paper develops inter-job CPAs that create and update cost curves of each activity in each search state, and propagate cost information throughout a whole network of temporal constraints. Also we propose various cost-based scheduling heuristics that attempt to minimize the total schedule cost by utilizing the cost propagation algorithm.

• Journal of the Korea Convergence Society
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• v.13 no.1
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• pp.269-282
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• 2022

The purpose of this study is not only to explore the effects of emotional labor on job stress but also to investigate the moderating effects of grit and social support between emotional labor and job stress. A survey was conducted for 804 call center counselors in Daegu, Daejeon and Suwon to figure out research questions, and the collected data were analyzed with SPSS 25.0. The results of the data analysis are as follows. First, emotional labor of customer counselors was found to have a positive effect on job stress. Second, in the relationship between emotional labor and job stress of customer counselors, grit showed different results according to sub-factors. The higher the Perseverance of Effort, the higher the job stress, and the higher the Consistency of Interest, the lower the job stress. Third, in the relationship between emotional labor and job stress of customer counselors, supervisor support of social support had a moderating effect, while peer support had no moderating effect. It shows that in order to prevent job stress of customer counselors, who have a high intensity of emotional labor, it is necessary to intervene to help them develop a positive perception of themselves through non-cognitive factors such as grit and the support provided by a trusted target. In addition, appropriate intervention methods and educational environment should be supported.

• Safety and Health at Work
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• v.9 no.3
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• pp.334-338
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• 2018

Background: With global changes in the current state of work and employment, the role of health-adverse psychosocial work environments has received increasing attention in developed as well as in rapidly developing countries. Thus, there is a need to apply valid measurement tools for monitoring and preventive purposes. This study aims to examine the factorial structure and psychometric properties of the Persian version of the effort-reward imbalance (ERI) questionnaire, assessing one of the internationally leading concepts of stressful work. Methods: This descriptive cross-sectional study of a random sample of 202 white collar employees in an industrial company in Iran analyzes the ERI scales by exploratory and confirmatory factor analysis. Moreover, aspects of construct and criterion validity are tested. To this end, correlations of ERI scales with subscales of organizational injustice, a complementary work stress model, and also the correlations of ERI scales with a questionnaire assessing psychosomatic symptoms are performed. Results: Internal consistency of the three ERI scales was satisfactoryy (Cronbach ${\alpha}$ effort: 0.76, reward: 0.79, overcommitment: 0.75). Fit indices of confirmatory factor analsis pointed to an adequate representation of the theoretical construct (e.g., adjusted goodness of fit index (AGFI): 0.73, goodness of fit index (GFI): 0.78). Negative correlations with subscales of organizational injustice supported the notion of construct validity of the ERI scales, and positive correlations of ERI scales with psychosomatic symptoms indicated preliminary criterion validity. Conclusion: The Persian version of the ERI questionnaire has acceptable psychometric properties and can be used as a valid instrument in research on this topic.

• Journal of Industrial Convergence
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• v.18 no.4
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• pp.9-14
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• 2020

The purpose of this study is to analyze the relationship between high school teachers' grit and stress coping strategies and to understand differences in stress coping strategies by cluster types of grit. 226 in-service teachers participated in the survey who took the professional development program in the national educational training institute. Results are as follows. First, perseverance of effort in grit was the positively independent variable toward task-oriented and emotion-oriented strategies. The avoidance-oriented strategy was negatively influenced by consistency of interest in grit. Also, the clusters of high grit and high perseverance of effort in grit showed higher means in task-oriented and emotion-oriented strategies than the cluster of low grit. Finally, researchers discussed the importance of strengthening high school teachers' grit for them to cope with job stress effectively.

• The Journal of the Korea Contents Association
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• v.16 no.6
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• pp.636-648
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• 2016

This study attempts to explore impact on the Child Caregiver's Job Satisfaction from Characteristics of Work and Characteristics of Interpersonal Relationship, and provide them with basic data to increase the Child Caregiver's Job Satisfaction and to improve the quality of the child caregiver service business. We was conducted among our surveys the Child Caregivers 114 of S metropolitan city. Key study outcome is as follows. : First, the sociology of population by the Visual Characteristic on Job Satisfaction of the Child Caregiver was showing some significant differences, Some had no effect. Second, Child Caregiver's Characteristic of Work and Interpersonal Relationalship Characteristics, formerly the (+) correlation between Job Satisfaction is analyzed. Third, the estimated result of the regression model Characteristics of Work have to have a meaningful difference in the important influence on Job Satisfaction and Interpersonal Relationship Characteristics and were shown to. In conclusion, co-worker relationships, relationships of the family to receve child care service, relationships of the children to receve child care service, there is a greater Job Satisfaction to be associated entities. Therefore, We must make an effort to increase the child caregiver's job satisfaction and to enhance the quality of child care service from improving the child care system and developing the various education programs.

• Journal of dental hygiene science
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• v.11 no.1
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• pp.7-14
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• 2011

This paper aims to comprehend the career plan and job view of the students of Dept. of Dental Hygiene who are expected to graduate with a bachelor of science degree, explain the characteristics of their jobs after graduation, compare them with the graduates of associate of science degree and finally give a basic data necessary for developing careers in the future. From the survey of 184 would-be graduates of Departments of Dental Hygiene at 6 universities that produce dental hygiene graduates in 2011 and 251 would-be graduates with a A.S. degree of Dept. of Dental Hygiene, whose course takes 3 years, this paper reaches the conclusion below. More graduates with B.S. degree in dental hygiene than those with a A.S. degree want to attend graduate school after graduation. It is found that most of the graduates with B.S. degree in dental hygiene wanted to work as a dental hygienist until they reach retirement age after getting a job. They favor dental hospitals, which give them a higher salary and ensure them of retirement age. They have a lower-esteemed job view: they think that their jobs are socially lower regarded, compared with graduates with a A.S. degree. It is found that those who wish to attend graduate school have lower job satisfaction than those who want to get a job after graduation. It is necessary for the educational institutes of dental hygiene to teach their graduates have a positive attitude their job and for the association to make an active effort to increase the job satisfaction of dental hygiene students as well as dental hygienists by enhancing social recognition of a dental hygiene.

• Journal of Korean society of Dental Hygiene
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• v.9 no.3
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• pp.507-521
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• 2009

This study purposed to analyze dental hygienists' job satisfaction according to their clinical career as an effort to enhance their job satisfaction and quality and to provide basic materials for dental hygienists' effective job performance. For this purpose, we surveyed 120 dental hygienists working at dental hospitals and clinics in Busan during the period from the $1^{st}$ February to $31^{st}$ March 2009 by using a self administered questionnaire. Job satisfaction was measured using a 5 point Likert scale ranging from 'Absolutely yes' (5 points) to 'Yes' (4), 'So so' (3), 'No' (2), and 'Not at all' (1), and a high score indicates high degree of satisfaction. When it testd the reliability of the job satisfaction scale was tested, Cronbach's Alpha (${\alpha}$) was 0.85 which indicates the instrument is sufficiently reliable. Data collected were analyzed with SPSS. We performed frequency analysis in order to examine the subjects' demographical characteristics, and Chi square and one way ANOVA to examine their perception of their job, job satisfaction, and their aptitude and status as a dental hygienists' according to clinical career. The results of this study were as follows. 1. The longer clinical career the dental hygienists had, the more they thought that they had aptitude as a dental hygienist (p<0.05). 2. The dental hygienists' turnover intention was different according to clinical career (p<0.01). 3. The longer clinical career the dental hygienists had, the more satisfied they were when they were working at a dental hospital or clinic equipped with convenience facilities (change room, lounge, etc.) (p<0.01). 4. The longer clinical career the dental hygienists had, the more power to make decisions they had and the more acknowledgement and trust they received from dentists (p<0.01). 5. Satisfaction with duty coordination was low in general, but it grew higher with increase in clinical career (p<0.01). 6. The longer clinical career the dental hygienists had, the more satisfied they were with patients' appreciation of their treatment (p<0.01). In addition, their time and opportunities to discuss with dentists were different according to clinical career, and their satisfaction with the items was higher when their clinical career was long (p<0.01). 7. As to their perception of dental hygienists' potential for development, they generally believed that they had potential for future growth with the expansion of their work scope (M=3.73). The longer clinical career the dental hygienists had, the more satisfied the more power to make decisions they had and the more acknowledgement and trust they received from dentists and their time and opportunities to discuss with dentists when they were working at a dental hospital or clinic equipped with convenience facilities (change room, lounge, etc.). The longer clinical career the dental hygienists had, the more they thought that they had aptitude as a dental hygienist. In conclusion, the longer clinical dental hygienists' Career had, satisfaction was able to take a highness to a dental hygienist occupation.

• Management & Information Systems Review
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• v.31 no.3
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• pp.185-222
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• 2012

The purpose of this paper is to examine the effects of internal marketings including education and training, internal communication, reward system, and welfare to job satisfaction and organizational commitment in the taxi company in Kangwon province. The results of this study were as follows. Firstly, reward system and welfare are having the positive effect to job satisfaction, but education & training and internal communication are having negative effect on job satisfaction. Secondly, the result of the analysis on the effect of internal marketing to organizational commitment has shown that education & training, reward system, and welfare are have the positive effect on organizational commitment. Unfortunately, the internal communication has shown the negative effect on organizational commitment. Thirdly, the result of the analysis has shown that job satisfaction has the positive effect on the organizational commitment. Lastly, on the result of the hypotheses verification, the internal marketing has an effect to job satisfaction and organizational commitment partly and job satisfaction has a positive effect to organizational commitment. Therefore, through continuous effort of internal marketing activities make a positive effect on taxi driver's job satisfaction and organizational commitment and help to maximize the effectiveness of the organization.

• The Korean Journal of Vision Science
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• v.20 no.4
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• pp.403-411
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• 2018

Purpose : The purpose of this study is to analyze how the certain efforts of the optical shops affect on opticians' job satisfaction and organizational commitment, and to analyze how opticians' job satisfaction and organizational commitment affect on the customer orientation and to suggest the method of maintaining competitiveness. Methods : Two hundred opticians took participations on the surveys via the Internet survey method and social network system (SNS), and SPSS 18.0 statistics program was used for data analysis; frequency analysis, T-test, factor analysis, reliability analysis, and multiple linear regression analysis were conducted. Results : It is analyzed the differences on the job satisfaction and organizational commitment in accordance with type of optical shops, conducting 5 working days/week and flexible time. As a result, higher job satisfaction is presented with 5 working days/week. Relationships with co-workers statistically affect on job satisfaction positively and emotional labor and work overload statistically affect on job satisfaction negatively. In addition, relationships with co-workers and reward statistically affect on organizational commitment positively and emotional labor and work overload statistically affect on organizational commitment negatively. And opticians' job satisfaction and organizational commitment statistically affect on customer satisfaction positively. Conclusion : It is necessary for the optical shops to make an effort for their opticians to improve the job satisfaction and organizational commitment. And to do so, it is needed to form trusting and respecting relationships with co-workers or superiors. In addition, it is necessary to have continuous communication and education for opticians' self-management. Also, it is needed to establish an effective reward system.