• Journal of Labour Economics
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• v.40 no.2
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• pp.31-68
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• 2017

This study examined the moonlighting behavior in Korea, to which relatively less attention has been paid. Based on the wage earners of 25 to 65 year old married, the results show that about 1.4% of the sample have dual jobs, working very long hours, on average 60 hours for a week combining both the primary job and the secondary job. The results of the fixed effects logit model on the moonlighting participation indicate that the wage rate and the hours of work in the primary job have a negative effect on moonlighting participation while the insecurity of the primary job appears to lead to a higher probability of taking a secondary job. The results of the moonlighting hours analysis suggest that hours worked in the primary job have a negative effect on moonlight hours while the wage of the primary job does not appear to have any significant effect on moonlighting hours. Interestingly enough, the wage of the secondary job appears to have a negative impact on moonlighting hours, which might be very plausible considering the long working hours moonlighters are engaged in.

• Safety and Health at Work
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• v.9 no.4
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• pp.454-461
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• 2018

Background: Working conditions and psychosocial work factors have acquired an important role explaining the well-being and performance of professional drivers, including those working in the field of public transport. This study aimed to examine the association between job strain and the operational performance of public transport drivers and to compare the expositions with psychosocial risk at work of three different types of transport workers: taxi drivers, city bus drivers, and interurban bus drivers. Method: A sample of 780 professional drivers was drawn from three transport companies in Bogota (Colombia). The participants answered the Job Content Questionnaire and a set of sociodemographic and driving performance questions, including age, professional driving experience, work schedules, and accidents and penalties suffered in the last 2 years. Results: Analyses showed significant associations between measures of socio-labor variables and key performance indicators such road traffic accidents and penalties. Furthermore, multiple linear regression analysis contributed to explain significantly suffered accidents from key variables of the Job Demand-Control model, essentially from job strain. In addition, throughout post-hoc analyses, significant differences were found in terms of perceived social support, job strain, and job insecurity. Conclusion: Work stress is an issue that compromises the safety of professional drivers. This research provides evidence supporting a significant effect of job strain on the professional driver's performance. Moreover, the statistically significant differences between taxi drivers, city bus drivers, and interurban bus drivers in their expositions to work-related stress suggest the need for tailored occupational safety interventions on each occupational group.

• Proceedings of the Korean Institute of Building Construction Conference
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• 2014.11a
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• pp.210-211
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• 2014

This study was conducted to present the improvement in professional perception among construction workers engaged in domestic construction sites by analyzing the reality of their professional perception. The results are as follows: First, with regard to professional perception of the construction industry, managerial workers made their positive reply to items regarding construction and construction workers but had their negative attitude towards construction as a job and as a recommendable job for others; whereas production workers showed their negative reply to all the items. Second, with respect to factors for construction being firmly regarded as an 3D industry, managerial workers selected 'long working hours' and production workers replied with 'low wages and income insecurity.' Third, as for improvement activities for professional perception of construction, most of construction workers simply knew about activities being performed but expressed their intention to participate in the activities.

• Journal of the Korea Convergence Society
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• v.8 no.12
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• pp.379-389
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• 2017

The purposes of this study were to identify the relationships among job stress, emotional labor, resilience, mental health and to determine the influences on mental health in firefighters. The participants were 391 firefighters in Chung-Nam and some variables related to job stress, emotional labor, resilience, mental health were measured using reliable instruments. There showed significant positive relationships of mental health with job stress, emotional labor and negative relationships with resilience. Among predictors, job stress(job insecurity, lack of reward, occupational climate), emotional labor, resilience had statistically significant influence on mental health. Mental health programs to decrease job stress and emotional labor, and to enhance resilience are essential to improve the mental health of firefighters.

• Journal of the Korean Society of Safety
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• v.32 no.4
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• pp.73-78
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• 2017

In this study, the risk level of architectural works was calculated by applying work period and number of input workers based on accidents records from 2012 to 2014 and the architectural works were divided into four groups(High-High, High-Low, Low-High, Low-Low) according to risk levels of fatal accidents and loss time accidents. And then questionnaire on the job stress level of workers was performed for 670 workers working in the architectural work using Korean Occupational Stress Questionnaire Form developed by KOSHA. And then the relationship between the risk level and job stress level of four groups was analyzed. Results showed that 1) risk levels of fatal and loss time accidents applied by work period and input workers were analyzed to be different with those of previous research based on the number of fatal and loss time accidents; 2) job stress level of workers has been analyzed to have a significant relationship with the risk level of fatal and loss time accident; 3) specially, the average of job stress level of 'HH(High-High)' group was higher than those of other groups; 4) among the subfactors of job stress, interpersonal conflict, job insecurity, organizational system and lack of reward were analyzed to be key factors to affect the risk level.

• The Journal of the Korea Contents Association
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• v.21 no.11
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• pp.528-542
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• 2021

The purpose of this study is to examine the commonalities and differences that appear across the types of perceptions toward job changes according to the Industrial 4.0. among job seekers and workers. For an approach to subjective beliefs, viewpoints and preferences, the data investigated using Q methodology, was analyzed using the QUANL program for PC. From the Q-methodology, the types of perception toward job changes due to Industrial 4.0 and their features were drawn. The perception types were classified as four types: negative perception type, neutral perception type, high evaluation about quality of jobs, and employment increase perception type. The results found that views toward job transition due to Industrial 4.0 are were diverse beyond the dichotomy and institutional and educational efforts should be required to mitigate job insecurity and cope with job changes caused by technological advance.

• Journal of Distribution Science
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• v.14 no.5
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• pp.91-96
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• 2016

Purpose - Although various studies have been conducted on the stress of service employees, there are still lack of studies regarding job stress and job satisfaction of call center workers. Especially there are quite few studies on the job stress according to employment type. This study focused on job stress and job satisfaction for call center employees and the correlation between the two factors and aimed to provide basic materials for seeking for the plans to reduce job stress and improve job satisfaction. Research design, data, and methodology - Frequency, percentage, and mean value were calculated through descriptive statistics in order to find out demographic characteristics, level of job stress, and job satisfaction. Differences in job stress according to employment type were calculated by using one-way ANOVA. Correlation between job stress and job satisfaction were identified through empirical analysis with Pearson's correlation coefficient. 150 materials were used for final analysis. The collected materials were analyzed to get statistics by using SPSS 20. Results - First, as for the job stress of call center workers, overall mean value was 2.54 in 4-point scales. Among the six sub-factors, job demands had the highest score, which was 2.67. Second, as for the job stress according to employment type, others showed higher score than mean value followed by contract job and full-time job in that order, in terms of job insecurity and organizational system. In terms of inappropriate remuneration, contract job showed higher score than mean value followed by others and full-time job. Third, as for the satisfaction with job, the mean value was 2.37 in 4-point scale and "very much satisfied" was only 3.3%. Lastly, in terms of job stress and job satisfaction, all sub-factors except for job demands showed significant correlation. The more job stress increased, the more job satisfaction decreased. Conclusions - First, as a result of analyzing job stress according to the employment type of call center workers, job stress increased more when the employment type was not full-time. Therefore, it was assumed that self-rescue efforts should be followed for effective employment management of call center business where contract employment takes most part as well as efforts to transfer them to full-time job. Second, decrease in job satisfaction of call center workers may affect the performance of an organization as well as service quality of the company providing the service. Therefore, various supports are required to decrease job stress and increase job satisfaction for call center workers through the expansion of rest area or break time. Third, I could recognize that there were lack of academic research on call center business in the whole service industry. Therefore, further research should be conducted more actively in the future. In particular, this study has special significance in the aspect that there were few studies on the job stress of call center workers according to employment type.

• The Journal of the Korea Contents Association
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• v.11 no.7
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• pp.225-233
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• 2011

The purpose of this study was to investigate the reliability and the validity of the Korean Occupational Stress Scale(KOSS) in occupational therapists. The data were collected from 214 occupational therapists by using the Korean Occupational Stress Scale. The gathered data were conducted the factor analyses and validation process to ascertain the validity. The results of this study suggested that to estimate occupational stress of occupational therapist, modified version of the KOSS which was consist of eight subscales might be more an appropriate measurement scale than the original version of the KOSS which was composed of seven subscales. Eight subscales of the scale were occupational climate, organizational system, insufficient job control, lack of reward, job demand, interpersonal conflict, job ability and job insecurity, and out of these, job ability was newly added for occupational therapist. Also the results indicated that Cronbach's alpha score of this measurement tool was 0.84, and it means that internal consistency of this scale has good reliability, and the number of questions are also valid. This study has significance to suggest necessary psychometric characteristics of the occupational stress scale for job stress study in occupational therapist.

• Journal of the Korea Convergence Society
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• v.7 no.5
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• pp.79-87
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• 2016

The purpose of this study was to determine the moderating effect of internal marketing on the relationship between job stress and turnover intention of dental hygienists. The subjects of the study were dental hygienists in Ulsan, Busan and Kyungnam(N=191). The data were analyzed using SPSS for windows version 18.0. In conclusion, we obtained the next results. First, the influencing factor in turnover intention showed next sequences, job demand, organizational system, job insecurity and interpersonal conflict(R2=.321) Second, internal marketing showed had moderating effect on the relationship between job stress and turnover intention. Third, empowerment and reward system in sub-domain of internal marketing has moderating effect on the relationship between job stress and turnover intention. In conclusion, the results of this study will contribute to the future dental human resource management.

• Journal of the Korean BIBLIA Society for library and Information Science
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• v.23 no.4
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• pp.261-282
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• 2012

This study aims at analyzing librarians' job satisfaction at public libraries in Dae-gu, according to various management and employment styles. As a theoretical study, it discusses management styles of public libraries and argues concepts and factors of job satisfaction. Based on the discussion the study selects 7 factors of job satisfaction and conducts a survey. All the respondents are satisfactory to 4 factors; job, co-worker, superior officer, and business affairs, but are not satisfactory to 3 factors; wages, welfare, and employment. There are differences between contract managed libraries and direct managed libraries. At local government's contract managed libraries there is no difference in a sense of job insecurity between full-time and part-time librarians. The remarkable differences between full-time and part-time librarians are concerning participation in decision making processes and discretion in business affairs. The most significant differences between them are about wages, welfare and employment.