• Journal of Society of Preventive Korean Medicine
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• v.17 no.3
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• pp.115-128
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• 2013

Objectives : This study was aimed to investigate burn out degree of K.M.D.s(Korean medicine doctors) who work at convalescent hospitals and to find contributional factors for the result. The relationship between burn out and job performance was also studied. Methods : 77 K.M.D.s(Male 49(63.6%), Female 28(36.4%)) participated in this survey that has 62 main questions about burn out, job performance, job environment and Social demographic characteristics. Survey was conducted from 19th Aug. 2013 to 6th Nov. 2013. Results : Average of burn out degree of K.M.D.s was 2.62 out of 5. Emotional exhaustion was highest (2.80) and depersonalization was lowest(2.20) among subordinate concepts of burn out. Work place location and average income of the subjective which are subordinate concepts of social demographic characteristics showed significant correlation with job performance. Role conflict, relation of co-worker, workload were significant factors for emotional exhaustion and meaning of the job, will of patient, challenge were significant factors for lack of feeling of accomplishment by multiple regression analysis. Relation of co-worker, aggression of patient and meaning of the job were also significant factors for depersonalization. Conclusion : Emotional exhaustion and lack of feeling of accomplishment among subordinate concepts of burn out were high in the subjective who participated this study. Significant factors that contribute to burn out of this study, shows different result compare to the studies that show other factors contribute to burn out who works at convalescent hospital or other place.

• Journal of the Korean Society of Marine Environment & Safety
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• v.29 no.7
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• pp.879-886
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• 2023

The purpose of this study was to verify the relationship between job calling consciousness and job enthusiasm for the development of marine police izations and individuals. A study was conducted on 136 Korea Cost Guard officials. Sub-variables of vocational calling consciousness consisted of transcendent calling, the existence of purpose and meaning, and pro-social-oriented motivation, and job enthusiasm consisted of vitality, immersion, and dedication. As a result of the verification, it was found that transcendent calling, purpose, and meaning, which are sub-variables of occupational calling recognized by Korea Cost Guard officials, have a positive (+) effect on vitality, and commitment. However, it was found that pro-social-oriented motivation did not affect vitality, commitment, and immersion. Through the analysis results, practical implications of the maritime police ization were proposed.

• Culinary science and hospitality research
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• v.19 no.4
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• pp.176-192
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• 2013

This study examined how empowerment of restaurant cooks influences job satisfaction, organizational commitment, and customer orientation, targeting 260 restaurant cooks in the Busan area. SPSS 18.0 was employed to perform frequency, factor, reliability, and multiple (simple) regression analyses. Empowerment was analyzed using 3 factors (self-authority, meaning and competence) while job satisfaction, organizational commitment, and customer orientation were analyzed using 1 factor each. Results of a correlation analysis of the hypothesized model revealed positive correlations among the variables. Multiple (simple) regression analyses of the hypothesized model found that the sub empowerment factors will have a positive influence on job satisfaction with self-authority (${\beta}$=.372, p<.001), meaning (${\beta}$=.451, p<.001), competence (${\beta}$=.240, p<.001). It was also found that the sub empowerment factors will have a positive influence on organizational commitment with self-authority (${\beta}$=.433, p<.001), meaning (${\beta}$=.473, p<.001), competence (${\beta}$=.302, p<.001). Lastly, the hypotheses that job satisfaction will have a positive influence on organizational commitment (${\beta}$=.775, p<.001), that job satisfaction will have a positive influence on customer orientation (${\beta}$=.467, p<.001), and that organizational commitment will have a positive influence on customer orientation (${\beta}$=.567, p<.001) were adopted.

• Journal of Families and Better Life
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• v.30 no.2
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• pp.47-64
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• 2012

Purpose of this research is to analyze young job-seekers' preparation for employment process. Participants for the present research include 30 unmarried single males and females in their 20s, who are preparing for employment after graduating four-year colleges. To follow the rule of data triangulation, data includes in-depth personal interviews, field notes, memorandums, coding books, and additional questionnaires. There are 556 abstracted meaning units, 15 subcategories, 11 main categories, and final 5 themes from the data analysis. The result showed that young job-seekers were experiencing a typical cycle of preparation, attempt, failure, slump, and downgrade in job seeking standard. It is also observed that youth unemployment was a persistent phenomenon of vicious circle not easy to overcome. Especially, young job seekers were reported to restructure the perception on employment as they struggle for seeking a job, in particular, at times of experiencing hardship during the job hunting process. The interviewees responded that the possibility of getting a job declines as the job hunting period drags on eventually ending up with applying for a job of lower qualification standard.

• Journal of Fisheries and Marine Sciences Education
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• v.27 no.4
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• pp.1136-1146
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• 2015

The purpose of this study was to clarify the meaning of marine officer's self-efficacy, job satisfaction, definition of self-development and factors of determination. It shows that how their self-efficacy affects job satisfaction, self-development and that how their job satisfaction affects self-development. To achieve the purpose of the research, checked the definition and factors of marine officer's duty, self-efficacy, job satisfaction and self-development. Furthermore, cultivated a research model about the factors to influence between self-efficacy and job satisfaction, self-efficacy and self-development, job satisfaction and self-development. A result of hypothesis test by regression analysis is that 11 hypotheses were adopted among 17, and the rest of them were dismissed. The contents of hypotheses were set as follows; self-efficacy and internal job satisfaction, self-efficacy and external job satisfaction, self-efficacy and self-development, job satisfaction and self-development.

• Journal of the Korea Safety Management & Science
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• v.23 no.4
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• pp.135-146
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• 2021

It is getting more intensified with the competition among participating companies for global market share in major industrial fields. The situation is accelerating especially within the top 5 market share, and these include electric vehicles, semiconductors, chemicals, and shipbuilding industries. The key to the advantage over the competition within a strategic group is which company leads the innovation in the field. On-the-ground innovation refers to job-based innovation. This paper aims to analyze job unit innovation in the structure of empowerment, LMX, and job crafting. Existing studies on job crafting have suggested a causal structure based on job design in the traditional sense, and there are not many scholars who study the causal structure using a job situational model. Therefore, this paper takes an approach from the perspective of the job situation. As a result of the study, LMX showed a moderating effect on the relationship between autonomy provision and job crafting. While, in the relationship between meaing-giving and cognitive crafting, there is no significant moderating effect shown on the relationship between autonomy provision and cognitive crafting. Therefore, the results of the analysis in this study suggest that the meaning of jobs and participation in decision-making should be managed in an integrated way in structural and design areas, not just qualitative factors such as empowerment and leadership.

• Journal of Korean Academy of Nursing
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• v.39 no.3
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• pp.329-337
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• 2009

Purpose: The purpose of this study was to investigate the determinants of job satisfaction of hospital nurses. The focus was on work rewards. A causal model of job satisfaction of hospital nurses was constructed based on situational perspectives. Methods: The sample for this study consisted of 505 nurses from 2 general hospitals located in Seoul and Kyeonggi Province, Korea. Data were collected with self-administrated questionnaires and analyzed by hierarchical multiple regression. Results: All variables except workload were positively correlated with job satisfaction. It was found that three task reward variables(workload, meaning, and participation), two organizational reward variables(security and promotional chances) and one social reward variable(family support) had significant influence on nurses' job satisfaction. The explained variance for job satisfaction was 41.4%. The data further indicate that task rewards were the most significant determinants of nurse job satisfaction. Conclusion: Theses findings provide strong empirical evidence for importance of task, organizational and social reward variables in explaining job satisfaction of nurses. The model used for this study will be useful for predicting nurse job satisfaction.

• Journal of Digital Convergence
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• v.15 no.3
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• pp.119-128
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• 2017

This study analyzed the effects of job characteristics and empowerment on job satisfaction of ERP system users of small/medium manufacturing & service businesses. In the results of analysis, the detailed factors of job characteristics such as efficiency, authority delegation, and complexity were significant influence factors on ERP users' job satisfaction while the factors of empowerment such as task impact, self-determination, and task meaning had positive effects on users' job satisfaction. However, competence did not have positive effects on job satisfaction. The results of this study showed that most of the ERP system users of small/medium businesses were satisfied with their own jobs.

• Journal of Korean Academy of Nursing Administration
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• v.12 no.2
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• pp.196-203
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• 2006

Purpose: The Purpose of this study was to identify the relationship between leadership styles and empowerment of nursing students. Method: The subjects were 386 nursing students who were in college and university. The data were collected from July 26 to September 18, 2004 by the structured questionnaires. For data analysis, descriptive statistics, Pearson correlation coefficient, t-tets and ANOVA with SAS package were used. Results: Transformational leadership showed a significant difference according to school career, present grade, interpersonal relations, admission motive, satisfaction degree for nursing, satisfaction degree for practice, meaning on nursing job and transactional leadership showed a significant difference according to last session study score, satisfaction degree for nursing. Empowerment showed a significant difference according to school career, present grade, interpersonal relations, satisfaction degree for nursing, satisfaction degree for practice, meaning on nursing job. Charisma, intellectual stimulation, individual consideration and contingent reward perceived by nursing students were positively related to empowerment. Management by exception perceived by nursing students was negatively related to empowerment. Conclusion: The result of this study may be helpful in empowerment improvement of nursing students.

• Journal of the Korean Society of Clothing and Textiles
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• v.34 no.10
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• pp.1687-1700
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• 2010

This study analyzes the effects of leadership by team leaders on team empowerment and the effects of team empowerment on the performance of team members in fashion companies. A survey was conducted from May 1 to June 30 in 2010. The data were collected from team members in fashion companies in the Seoul metropolitan area and 670 respondents were used in the data analysis. The statistical analysis methods were frequency analysis, factor analysis, reliability analysis, and multiple regression analysis. As a result, the leadership of the team leaders was classified by the contingent reward, individualized consideration, intellectual stimulation, charisma, and exceptional management. Team empowerment was classified by the team potency, team autonomy, team impact, and team meaning. The performance of team members were classified by the job accomplishment, job satisfaction, and job commitment. The intellectual stimulation and charisma leadership influenced team empowerment in fashion companies; in addition, the team potency, team impact, and team meaning influenced the performance of team members in fashion companies.