• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.1
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• pp.516-526
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• 2015

The purpose of this study is to compare with work satisfaction, job stress and turnover intention of nurses who work in Comprehensive nursing care service ward, Anshim unit and general ward. The subjects are nurses of general ward, Anshim unit, Comprehensive nursing care service ward from two hospitals in Seoul and one hospital located in Gyeongi province. The summary of the research is as follows. Nurses in a general ward, a Comprehensive nursing care service ward and an Anshim unit don't have meaningful difference in job satisfaction(F=0.50, p=.602), job stress(F=1.12, p=.326), turnover intention.(F=0.02, p=.972). There were some statistic differences of Work satisfaction, job stress and turnover intention according to general characteristics. Henceforth it needs diverse consideration on these factors to reduce turnover intention of nurses.

• Korean Journal of Occupational Health Nursing
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• v.18 no.2
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• pp.270-280
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• 2009

Purpose: This study was conducted to examine the relationship between job stress and work-related musculoskeletal symptoms of hospital nurses. Method: The questionnaires were administered to 290 nurses working in a general hospital located in S city from September 1 to 15, 2008. The data were analysed with descriptive statistics, and logistic regression test by SPSS WIN 14.0. Results: With the NIOSH criteria 1, the musculoskeletal symptoms were prevalent in 66.8% of the subjects. The musculoskeletal symptoms by body parts appeared mostly on leg/foot(40.6%) and followed by shoulder (38.7%), waist(30.3%), neck(23.6%), hand/wrist/finger(14.0%) and arm/elbow(4.4%). There were statistically significant differences in prevalence rate of musculoskeletal symptoms by age, work department, career and job stress. Conclusion: When developing a management program for musculoskeletal symptoms of hospital nurses, it is necessary to fully understand nurses' work considering each hospital's nursing administration system.

• The Korean Journal of Emergency Medical Services
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• v.14 no.1
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• pp.65-80
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• 2010

Objective : The objective of this study was to survey the job satisfaction and turnover intention of 119 emergency medical technicians who are fire fighters and, at the same time, provide emergency patients with first aid, to examine the correlation between their job satisfaction and turnover intention, and to provide basic materials for the human resource management of 119 emergency medical technicians. Method : The survey was conducted with 152 119 emergency medical technicians working at fire stations in an area of Gyeonggi-do during the period from July 15 to September 14, 2009. Job satisfaction was measured with a tool developed by Kim Sun-sim and Kwon Hye-ran (2002) based on the Index of Work Satisfaction, and turnover intention with the tool developed by Becker (2002) and translated and used by Cho Yeong-sook (2002). The questionnaire was composed of 11 questions on general characteristics, 35 on job satisfaction, and 4 on turnover intention, so a total of 50 questions. The reliability of the questionnaire was Cronbach's ${\alpha}=0.922$ for job satisfaction and Cronbach's ${\alpha}=0.854$ for turnover intention. Using SPSS 14.0, we obtained frequencies, percentages, means, and standard deviations, and performed independent two-sample t-test, one-way ANOVA, and Pearson correlation analysis, and Cronbach's ${\alpha}$. Results : 1) The mean score of the 119 emergency medical technicians' job satisfaction was 2.71, and that of their turnover intention was 2.64. By area of job satisfaction, the mean score was 3.44 for the area of job itself, 2.92 for the interaction area, 2.67 for the organizational demand area, 2.64 for the autonomy area, 2.14 for the wage area, and 1.91 for the working condition area, showing that emergency medical technicians were generally satisfied with their job itself but not with their working condition. 2) As to difference according to the 119 emergency medical technicians' general characteristics, statistically significant difference was observed in job satisfaction according to license type (F = 4.729, p < .010), and in turnover intention according to position (F = 3.768, p < .025). 3) The 119 emergency medical technicians' job satisfaction and turnover intention was in a negative correlation with each other (r = -.44, p < .000) in general, and by the sub-areas of job satisfaction, the correlation with turnover intention was high in order of the autonomy area (r = -.42, p = .000), interaction area (r = -.42, p = .000), job itself (r = -.35, p < .000), organizational demand area (r = -.30, p = .000), wage area (r = -.23, p = .000), and working condition area (r = -.21, p = .008). Conclusion : The 119 emergency medical technicians' job satisfaction showed a negative correlation with their turnover intention. This suggests that turnover intention can be reduced by improving job satisfaction. Furthermore, 119 emergency medical technicians' job satisfaction was high with the job itself, showing their high pride in their job, but was low with working condition and wage. Thus, it is necessary to enhance their job satisfaction by improving the 24-hour work system through supplementing manpower, compensating for overtime works, adjusting work hours per week, etc. These results are expected to be useful in making human resource management plans to lower turnover intention by enhancing 119 emergency medical technicians' job satisfaction.

• Journal of the Korea Convergence Society
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• v.6 no.5
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• pp.337-346
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• 2015

This study has been conducted for the purpose of elucidating the factors that are affecting the job performances and how this factors have affected the satisfactory of medical record technicians working at general hospitals in south Korea. This study had 428 participants from 60 general hospitals, located in Seoul and 4 different metropolitan cities such as Incheon, Daegu, Gwangju and Daejeon. This study was performed through using the standardized self-administered questionnaires As a result, the job satisfaction had a significant relationship with the participants monthly income, age, position of the job, BMI, satisfactory in performances, consideration of changing the career, having a breakfast regular exercises, and having a perception on socioeconomic status of oneself. Particularly, the hierarchical multiple regression analysis had shown that possessing the appropriate characteristics that are required in that field of career had a high correlation with the job satisfactory. In the future, this study suggests that need of appropriate interventions of work-related characteristics are required in order to improve the job satisfaction of medical record technicians.

• Journal of Korean Academy of Nursing
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• v.18 no.1
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• pp.5-18
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• 1988

Herzberg and his associates concluded from their findings that job satisfaction consisted on two independent dimension ; the first dimension was related to job satisfaction, the second to job dissatisfaction. According to the Herzberg theory, the satisfiers are related to the nature of the work itself and the rewards that flow directly from the performance of that work. The dissatisfaction factors are associated with the individual's relation to the context or environment in which he works. The purpose of this study was to investigate selected factors which result in job satisfaction / dissatisfaction of nurses employed in general hospital. In a study of this nature, it is important that the population be as homogenous as possible in order to reduce the effects of the different environments and backgrounds on job satisfaction. A job satisfaction questionnaire developed by Slabitt et als. was used for this study. It contains 45 statements and utilizes a Likert type scale of 5. Participants were asked to select response which were congruent with their perceptions of the item. It was decided to conduct the study in one general hospital in Seoul. A sample of 505 clinical nurses were selected to participate in this study. The results of this study were as follows ; 1. The overall mean score for the 45 five-point scales of job satisfaction items was 2.945, showing that the subjects of this study were neither satisfied nor dissatisfied. 2. To identify the specific job related factors that result in Job satisfaction / dissatisfaction, the 45 items of job satisfaction were divided into 6 areas and the mean scores and % of agreement were compared. The specific job related factor that resulted in job satisfaction was the job status and those that resulted in job dissatisfaction were salaries, task requirements and organization requirements. But the areas of autonomy and interaction did not belong to either side of the specific job related factors. 3. To identify the relationship between the job satisfaction and the subject's general characteristic, data was analyzed using the t-test and the Pearson correlation coefficient. It was found that the relationship between the job satisfaction and the request for rotation and intention to remain on the job were statistically significant at .05 level, but the relationship between the job satisfaction and age, work experience, and educational background were nor statistically significant at the .05 level.

• Quality Improvement in Health Care
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• v.26 no.1
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• pp.11-22
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• 2020

Purpose: The objective of this study was to compare and analyze the work environment, role conflict, and job embeddedness between comprehensive nursing care service (CNCS) ward nurses and general ward nurses. Methods: This descriptive research study involved 70 CNCS ward nurses and 69 general ward nurses working at an advanced general hospital in Seoul. Data were collected using the structured questionnaire from March 27 to April 14, 2019 and analyzed with the SPSS 24.0 program. Results: The work environment of the CNCS ward nurse was higher than that of the general ward nurse (t=4.38, p<.001), and the role conflict of the CNCS ward nurse was lower than that of the general ward nurse (t=-2.09, p=.038). However, job embeddedness did not show any statistically significant difference (t=0.22, p=.824). Conclusion: The results of this study show that the introduction of CNCS ward has shown improvement in the work environment and strengthened the establishment of the roles in their team, while maintaining the job embeddedness of nurses. These results indicate that improvements in the work environment, such as nurse staffing and material support, would contribute to the qualitative enhancement of nursing and that it would need to extend the introduction of CNCS wards.

• Journal of the Korea Institute of Building Construction
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• v.13 no.5
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• pp.441-448
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• 2013

In recent years, the number of female workers pursuing careers in the construction engineering and management field has increased, despite the fact that the job positions have been traditionally considered as retaining job functions and/or qualities that are more appropriate to male than female. This may be attributed to the fact that the positions also require delicate and/or detail-oriented job functions, which can be successfully performed by female. It is important for project participants to understand the working conditions for female field managers by analyzing their job performance. This study collects expert opinions regarding female's managerial performance on job site. Survey questionnaires were administered to two focus groups, male and female field managers who work for general contractors. This study contributes to encouraging female's social and economic involvement by investigating the challenges they face in the workplace, and provides measures to respond to such challenges.

• Journal of the Korean Dietetic Association
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• v.2 no.1
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• pp.49-61
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• 1996

For the purpose of disclosing the relationship between job characteristics and satisfaction and organizational commitment for foodservice employees, questionnaire survey was carried out on 427 subjects of 14 general hospitals in Seoul, Korea. Questionnaire items consisted of general characteristics, organizational commitment, job satisfaction and characteristics. Data were analyzed by ANOVA, Duncan's multiple range test and Pearson correlation using SPSS PC package. The results were as follows 1. Mean score of value commitment and commitment to stay were 3.57 and 3.67. 2. There were significant differences between value commitment and age, marital status department, period and management, and between commitment to stay and experience and management. 3. Mean score of job satisfaction was the highest in co-workers(3.37) and work itself (3.37) and followed by in supervision(3.25), wage(2.43) and promotion(2.01). There were significant differences between job satisfaction for work itself and age, educational status and job department and management, between job satisfaction for wage and position, department, period and management, between job satisfaction for supervision and age, educational status and department, between job satisfaction for promotion and age, marital status, position, period, and management, between job satisfaction for co-workers and sex and educational status. 4. Mean score of job characteristics was the highest in dealing with others(4.13) and followed by in feedback(3.51), autonomy(3.29), task identify(3.07), variety(2.71) and friendship(2.47). 5. Job satisfaction for work itself, supervision and co-workers were significantly increased with increasing value commitment. Job satisfaction for work itself, supervision were significantly increased with increasing commitment to stay. Job satisfaction for promotion had negative correlation with organizational commitment in all job position. 6. Value commitment had significantly positive correlations with variety, autonomy, identity, feedback and dealing with others, and significantly negative correlation with friendship. Commitment to stay had significantly positive correlations with dealing with others, and significantly negative correlations with friendship. In all job position organizational commitment had significantly negative correlations with friendship.

• Journal of Environmental Health Sciences
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• v.32 no.2 s.89
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• pp.103-110
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• 2006

The present study is designed to analyze reliability and validity of the instruments used to measure job stress of radiological technologists mainly by means of the questionnaires from 'Korean edition of NIOSH check list'. The subjects of this study are 890 radiological technologists active at 44 general hospitals in 16 provinces and cities across the country. The item-total reliability revealed that 10 factors in 6 are the major causes of stress in job life of radiological technologists. The measuring instrument proved to be valid with reliability coefficient of internal consistency by factors being more than 0.7. The factors found to be applicable herewith include limit and authority of job (0.73), cohesion within departments (0.86), resources control (0.81), mental requirements (0.85), job load (0.82), and job stability (0.72). When job autonomy item of causes are modified for proper use to radiological technologists, the measuring instruments are expected to show high reliability. It seems, however, necessary to develop a measuring instrument to analyze and use the validity of related measuring instruments since the reliability here was rated low, with statistical coefficients lower than 0.7 in such factors as job management (0.57), conflicts within departments (-1.13), sense of responsibility for patients (0.66) and usage of education (0.26). As this study was intended to examine reliability and validity of the concepts related to measurement of job stress on the part of radiological technologists, it nay not be proper to apply the results of this study to general use, but is advised to utilize them as basis for developing instruments to verify reliability and validity by comparing with and analyzing other measuring instruments.

• The Journal of Korean Academic Society of Nursing Education
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• v.28 no.2
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• pp.204-217
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• 2022

Purpose: This study was conducted to determine the factors affecting a hypothetical model of testing for general hospital nurses' job embeddedness. Methods: Data were collected from August 20 to September 19, 2021, by a self-administered questionnaire answered by 428 general hospital nurses. The data were analyzed by SPSS and AMOS. Results: Nine of the hypothetical model's 12 hypotheses were supported by the data collected from all participants. The test results indicate that ego resilience, subjective career success, and recovery experience from job stress directly affect participants' job embeddedness. Nurses' work environments were reported to affect ego resilience and subjective career success, while at the same time ego resilience and subjective career success affected the participants' job embeddedness. Work-life balance was found to affect ego resilience and ego resilience affected subjective career success, and at the same time subjective career success directly affected participants' recovery experiences from job stress and job embeddedness. Of these variables, subjective career success had the strongest direct effect on participants' job embeddedness. Work-life balance affected the participants' recovery experiences from job stress, and their recovery experiences from job stress were found to directly affect job embeddedness. Conclusion: These results suggest that different management strategies to enhance hospital nurses' job embeddedness should address nurses' ego resilience, subjective career success, and recovery experiences from job stress.