• Journal of muscle and joint health
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• v.27 no.1
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• pp.41-49
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• 2020

Purpose: This study was a descriptive correlation research to identify the relationships between nursing performance, compassion fatigue, and job stress in emergency room nurses and to provide basic data on reducing job stress in emergency room nurses. Methods: For the research, this study collected data from August 4 to September 26 with 133 nurses who worked at emergency rooms at 3 general hospitals in Gyeonggi-do with 500 beds, and analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation coefficient with the SPSS 21.0 program. Results: Correlation analysis between nursing performance, compassion fatigue, and job stress demonstrated that the job stress had a significant positive correlation with compassion fatigue and nursing performance. On the other hand, there was no statistically significant correlation between compassion fatigue and nursing performance. Conclusion: The study results showed that the emergency room nurse experienced job stress due to intensive compassion fatigue and nursing performance. Thus, it is necessary to develop intervention programs to reduce job stress in emergency room nurses by alleviating compassion stress and having moderate level of nursing performance.

• Asia Marketing Journal
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• v.11 no.3
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• pp.125-149
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• 2009

Many studies have been conducted to find the causal factors that influence salesforce performance and turnover behavior. This study focuses on the turnover intention of salesperson. Specifically this study argues that the causal relationship among job performance, job stress and turnover intention will be mediated by job conflict of salesperson. We develop the hypotheses from the conceptual framework and empirically test them for the salespersons of lifetime insurance companies. Based on the previous studies and conceptual framework developed in this study, we derive 8 hypotheses. <Figure 1> shows the conceptual framework from which hypotheses are derived. Hypotheses for the empirical test are as follows: H1: Job performance will have negative impact on the turnover intention. H2: Job performance will have negative impact on the job conflict. H3: Job stress will have the positive relationship with the turnover intention. H4: Job stress will have the positive relationship with the job conflict. H5: Job conflict will have the positive relationship with the turnover intention. H6: The negative impact of job performance on the job conflict will be moderated by job education/training. H7: The positive impact of job stress on the job conflict will be moderated by job training. H8: The positive impact of job conflict on the turnover intention will be moderated by the switching costs. To test the 8 hypotheses, we estimate the level of fitness and parameters of structure equation model by using AMOS 5.0. <Table 1> shows the results of empirical tests for hypotheses. <Table 2> shows the moderating effect of job training. <Table 3> shows the moderating effect of switching costs. This empirical study finds interesting results. The job training has the moderating effect on the causal relationship between job performance and job conflict. But it is found that the job training has not the moderating effect on the causal relationship between job performance and job conflict. These results may be due to the fact that Korean insurance company mainly focuses on training of the job skill and knowledge, not motivational elation of salesforce.

• Korean Journal of Community Nutrition
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• v.14 no.6
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• pp.798-806
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• 2009

The objective of this study was to investigate how to improve job satisfaction for dietitians and nutrition teachers by identifying influencing factors in Daejeon and Chungnam Province, South Korea. A survey was conducted among school foodservice dietitians and nutrition teachers from selected primary, middle and high school in the area. This survey consisted of general characteristics, status of their job, job satisfaction, work satisfaction and work performance. In this study we found current state of general characteristics and status of their job according to frequency analysis and the level of work satisfaction, work performance and job satisfaction using descriptive statistics. The t-test, ANOVA and Duncan-test were also conducted in order to searching for tendency of job satisfaction according to the general characteristics and the status of their job. Pearson's correlation was carried out in order to find correlation with job satisfaction. Also, factors, which influenced job satisfaction according to regression analysis, were drawn. We describe the difference of job satisfaction between irregular dietitians and nutrition teachers as well. Besides we discussed the improvement of dietitians' (nutrition teachers') work environment to raise their job satisfaction through this study.

• Perspectives in Nursing Science
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• v.9 no.1
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• pp.51-60
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• 2012

Purpose: The purpose of this study was to develop a self-directed e-learning program for ICU nurses and to evaluate how the proposed e-learning program affects the level of knowledge, nursing performance and job satisfaction of ICU nurses. Methods: The e-learning program was developed with the Computer Assisted Instruction Design Model using sources of self-efficacy which included the inactive attainment, vicarious experience, and verbal persuasion of ICU nurses. The program was evaluated by experts. Following the revision of the program, it was applied to a total of 59 ICU nurses (experimental group n=29, control group n=30) from three hospitals. Four weeks later, we measured the level of knowledge, nursing performance and job satisfaction. Results: The level of knowledge significantly improved in the experimental group (t=5.691, p<.001). Moreover, the level of nursing performance significantly increased in the areas of circulatory diagnostic test (t=2.143, p=.039), EKG (t=2.911, p=.006), aortic balloon pump (t=2.491, p=.017), and nebulizer therapy (t=2.085, p=.044). Overall, job satisfaction did not significantly increase (t=1.664, p=.105); however, job satisfaction in terms of relationships with coworkers (t=2.371, p=.023) and the needs of nursing performance (t=2.940, p=.006) were significantly increased. Conclusion: The results showed that the proposed e-learning program using sources of self-efficacy from ICU nurses was an effective learning method to increase the level of knowledge and nursing performance. The propose de-learning program would be a useful teaching tool for ICU nurses improving the quality of ICU patient care.

• Journal of Korean Academy of Nursing Administration
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• v.21 no.3
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• pp.308-316
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• 2015

Purpose: The purpose of this study was to identify the level of project perception for those nurses from research-driven hospitals and to analyze the effect of research-relevant performance in the health care field focusing on the mediated effect of research capacity and job satisfaction. Methods: Data were collected from June, 2014 to July, 2014, and participants were 106 research nurses in Research-driven hospitals. Descriptive statistics, Independent t-test, One-way ANOVA, structural equation modeling (SEM). Results: As a result, Research-relevant performance according to project perception of research nurses from Research-driven Hospitals was not statistically significant, but research capacity and job satisfaction had a mediating role. Evaluation System Perception was significantly different from Research Capacity (p<.001), Research Capacity was significantly different from Job Satisfaction (p<.001), Job Satisfaction was significantly different from Research Performance (p<.001) Conclusion: The results indicate that research capacity building and job security research nurses are able to contribute to improving research performance of research-driven hospitals.

• The Journal of the Korea Contents Association
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• v.9 no.2
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• pp.279-288
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• 2009

The purposes of this study were to understand the differences of general characteristics, to compare understanding level of the organization cultures, and to develop more good management methods between outsourcing workers and regular workers in hospitals. Major results of this study were as follows: First, regular workers had higher level than outsourcing workers in major understanding on job satisfaction and organization cultures(pride of their jobs, recognition level of job performance ability, satisfaction on ordering method. etc.). Second, the results showed that the level of job performances related with effective management of the factors in job satisfaction and involvement. Third, through multiple regression analysis to understand factors on job satisfaction and involvement, we understood that regular workers were effected by vision performance of hospital and their value view-point, and outsourcing workers were influenced by recognition levels and education levels of hospital vision, Therefore, to maximize level of job satisfaction and involvement. we have interest in development of education program for outsourcing workers, and selection of adequate persons in hospital culture.

• Journal of vocational education research
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• v.36 no.4
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• pp.21-40
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• 2017

The purpose of this study is to demonstrate the effects of job training program satisfaction on objective training performance such as employment rate. In addition, the NCS(National Competency Standards) level was considered as a moderating variable in order to clarify the boundary conditions between job training program satisfaction and employment rate. The data used for the analysis of the research model are 513 job training programs that provide employment rate information among job training programs of 2016 Gwangju area on HRD-Net. The results of the analysis are summarized as follows. First, The satisfaction score of the job training programs calculated on the basis of the six dimensions of satisfaction is 4.46. The NCS level of the job training programs ranged from 2 to 6. The average score of the programs was 3.32. Second, satisfaction with the job training programs has no statistically significant effect on the employment rate, but the NCS level of the job training programs was found to be statistically significant in the interaction effect. Finally, policy implications, limitations, and further research directions are mentioned through this study.

• Journal of Korean Academy of Nursing Administration
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• v.3 no.2
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• pp.17-40
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• 1997

The purpose of this descriptive, correlational study was to identify, describe the patterns of nursing unit culture, nursing performance, job satisfaction and turnover intention in the hospital setting, and to analyze the relationships between nursing unit culture, nursing performance, job satisfaction and turnover intention among the characteristic of the subjects The subject consisted of 223 nurses who were employed in medical & surgical units of 3 different University hospitals in Seoul. Data collection was done in November, 1996 by means of questionnaire. The instruments used for this study were the questionnaire based on the Nursing unit cultural assessment tool developed by Coeling(1993), Nursing performance scale used by Yoon(1991), Job satisfaction scale developed by Slavitt, et al.(1978) and Turnover intention scale used by Lee(1995). The data were analyzed by percentage distribution. Pearson correlation coefficient and ANOVA. The summarized results were as follows: 1. There was significant differences in the nursing unit culture between individual cultural behavior and group cultural behavior. 2. There was positive correlation between nursing unit culture, nursing performance and job satisfaction. 3. There was negative correlation between nursing unit culture and turnover intention. 4. There was significant difference in nursing performance efficiency according to the age, educational level, professional carrier in the nursing unit, in the hospital. 5. There was significant difference in turnover intention according to the age, educational level. According to these results, the following implications can be made ; 1. It needs to study on the nursing unit culture in other size hospitals and compare them to these results. 2. It is necessary to assess nursing unit culture and endeaveor good climate for the nursing organizational outcomes and prepare the training course of leadership of nurse manager. 3. In nursing administration, there should be an emphasis on assessment of staff nurses' cultural behavior in case of nurses' orientation, allocation, recruitment, continuning education, so that staff nurses' performance and job satisfaction will be increased and trunover intention will be decreased.

• Journal of Korean Academy of Nursing Administration
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• v.5 no.1
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• pp.39-61
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• 1999

This thesis is attempted to ananlyze the relationship between the empowerment in the nursing work environment, the job-related personal charateristics and the nursing job performance according to the individual variables of hospital, age, experience, education, position, practice area, number of nurses in the practice area, number of beds. 'Opportunity', 'support', 'informantion', ,resource' are used as structural factors of empowerment suggested by Kanter's theory of structural power in organization, and 'self-efficacy', 'burnout', 'motivation', 'organizational commitment' are defined as four job-related personal charateristics. The ultimate goal of this study is to find out the work effectiveness of the structural factors of empowerment and the job-related personal charateristics. The basic data consists of two sets of questionaires. One is the self-reporting quetionaires for the staff nurses and the other one is questionaires answered by nursing managers. The latter is designed to objectively measure the job performance. A total of 523 items of data are collected randomly from nursing population of 7 different university teaching hospitals in Seoul metropolitan area. The data were analyzed mainly using descriptive statistics, correlation analysis. ANOVA, and Duncan test according to the various purposes of the analysis. The main results of this study are as follows : 1. The mean score of four structural empowerment factors are ranked by support, opportunity, resource, and information. And among the four job-related personal charateristics self-efficacy factor shows especially high score. 2. The results of the correlation analysis between the empowerment factors and the job-related personal charateristics are as follow: 1) The 'opportunity' factor is correlated with organizational commitment' (r=.37), 'motivation' (r=.36), 'burnout' (r=-.17), and (r=.09). 2) The 'information' factor is correlated with 'organizational commitment' (r=.44), 'motivation' (r=.39), 'burnout' (r=-.24), and 'self-efficacy' (r=.17), 3) The 'support' factor is correlated with 'organizational commitment' (r=.47). 'motivation' (r=.42), 'burnout' (r=-.24), and 'self-efficacy (r=.20), 4) The 'resource' factor is correlated with 'burnout' (r=-.28), 'organizational commitment' (r=.26), and 'motivation' (r=.26), 3. The job performance are correlated with 'motivation' (r=.24) , 'self-efficacy' (r=.16), 'burnout' (r=-.16) and 'organizational commitment' (r=.12), 4. The job performance are correlated with' support' (r=.17), 'information' (r=.12) 'opportunity' (r=.10), 5. The result of ANOVA for analysing the relationship between the structural factors of empowerment and individual variables shows that the level of empowerment are significantly different by the variables such as 'hospital' and 'the number of beds in the practice area'. In summary, there were several findings in this study, First, the structural factors of empowerment defined as opportunity, support, information are significantly correalted with the job-related personal charateristics that are supposed to relate to the level of job performance. These results support the basic hypothesis suggested by Kanter's theory and implies that for improving the job performance of nurses, hospital has to have more concern about the structural factors of nursing environment.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.10
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• pp.285-295
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• 2021

This study estimates the influence of organizational-level factors on work motivation and job performance of middle managers of small and medium enterprises (SMEs) in Vietnam. A 5-point-Likert-scale structural questionnaire consisting of 36 observation variables was used to survey middle managers of Vietnamese SMEs. 425 out of 500 responses collected were valid for multivariate data analysis. The results of confirmatory factor analysis and structural equation modeling reveal three main findings. First, philosophy and policy, compensation and benefits, goal system, and leadership have positively significant impacts on the work motivation of middle managers under investigation. Second, there is a significantly positive influence of work motivation on job performance. However, there is no indication that growth opportunities, work environment, evaluation system have significant impacts on the work motivation of respondents. Based on the findings, the study suggests four recommendations for Vietnamese SMEs to improve motivation and job performance of middle managers, which are (1) ensuring the clarity and soundness of the organizational policies and philosophies, especially human resources policy that boosts employees' work motivation; (2) building a comprehensive compensation and benefit system to attract and retain talented employees; (3) developing a clear and adequate goal system; (4) enhancing top-level managers' leadership abilities.