• Korean Security Journal
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• no.48
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• pp.9-33
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• 2016

The purpose of the present study was to find out cause-and-effect relationship between job requirements and job resources, with job burnout as a mediator variable, and the effects of these variables on organizational effectiveness. The population in the present study was private security guards employed by 13 private security companies in Seoul and Gyeonggi-do areas, and a survey was conducted on 500 security guards selected using purposive sampling technique. Out of 460 questionnaires distributed, 429 responses, excluding 31 outliers or insincere responses, were used for data analysis. For analysis, data were coded and entered into SPSS 18.0 and AMOS 18.0, which were used to analyze the data. Descriptive analyses were performed to find out sociodemographic characteristics of the respondents. The exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) were used to test the validity of the measurement tool, and the Cronbach's Alpha coefficients were calculated to test the reliability. To find out the significance of relationships among variables, Pearson's correlation analysis was performed. Covariance Structure Analysis (CSA) was performed to test the relationship among latent factors of a model for job requirements, job resources, job burnout, and organizational effectiveness of the private security guards, and the fitness of the model analyzed with CSA was determined by the goodness-of-fit index ($x^2$, df, p, RMR, GFI, CFI, TLI, RMSEA). The level of significance was set at .05, and the following results were obtained. First, even though the effect of job requirements on job burnout was not statistically significant, it had a positive influence overall, and this result can be considered such that the higher the perception of job requirements by the member of the organization, the higher the perception of job burnout. Second, the influence of job resources on job burnout was negative, which can be considered that the higher the perception of job resources, the lower the perception of job burnout. Third, even though the influence of job requirements on organizational effectiveness was statistically nonsignificant, it had a negative influence overall, and this result can be considered that the higher the perception of job requirements, the lower the perception of organizational effectiveness. Fourth, job resources had a positive influence on organizational effectiveness, and it can be considered that the higher the perception of job resources, the higher the perception of organizational effectiveness. Fifth, the results of the analysis between job burnout and organizational effectiveness revealed that, even though the influence of job burnout on organizational effectiveness was statistically nonsignificant, it had partial negative influences on sublevels of organizational effectiveness, and this may suggest that the higher the perception of job burnout by the organization members, the lower the organizational effectiveness. Sixth, the analysis of mediating role in the relationship between job requirements and organizational effectiveness, job burnout was taking partial mediating role between job requirements and organizational effectiveness. These results suggest that reducing job burnout by managing job requirements, organizational effectiveness that leads to job satisfaction, organizational commitment, and turnover intention can be maximized. Seventh, the analysis of mediating role in the relationship among job requirements, job resources, and organizational effectiveness, job burnout was assuming a partial mediating role in the relationships among job requirements, job resources, and organizational effectiveness. These results suggest that organizational effectiveness can be maximized by either lowering job requirements or burnout management through reorganizing job resources.

• Culinary science and hospitality research
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• v.14 no.4
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• pp.317-328
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• 2008

A food coordinator and a food stylist have become one of the prospective jobs in the food industry. Nonetheless, they have not been definitely classified, even regarded as the same meaning. This study was conducted to investigate the different characteristics and job requirements between food coordinators and food stylists by examining the curricula for food coordinators and food stylists of related departments in 13 colleges. According to the result of this study, the definitions of them in the job category have not been clearly distinguished. It was also showed that the job domain of food coordinators was broader than that of food stylists. Therefore, education curricula related to this field need to be reviewed to cultivate the human resources who fit the job requirements for food coordinators and food stylists respectively.

• International Commerce and Information Review
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• v.15 no.4
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• pp.69-95
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• 2013

This paper provides a comparison and analysis of job requirements in logistics industry. Over 300 job advertisements were collected from online job sites and companies' homepage, and analysed to explore the skills that employers want from job seekers by conducting content analysis. A comprehensive requirements and skills containing 11 main categories and 36 subcategories emerged from 332 job advertisements related logistics. From the analyses we identify that top three requirements for logisticians are more or less the same for industry employers regardless of industry sector. The findings of this study are also valuable for developing a new and up-to-date logistics curriculum.

• Quality Improvement in Health Care
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• v.9 no.2
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• pp.148-163
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• 2002

Background : The personnel of emergency department have been under tremendous pressure to manage unexpected emergency situations and excited patients. And interpersonal conflict has existed always, because emergency department was consisted of various personnel of their own specialty. The patient's satisfaction has to come from the personnel's satisfaction. The purpose of this study was to evaluate emergency department personnel's job satisfaction and its related factors and to improve quality of emergency medical service Methods : A self-administered questionnaire survey to the emergency department personnel was conducted between September 1 and October 31, 2001. The response rate was 90.2%. Using SAS program (Version 6.12), the collected data was analyzed by frequency, ANOVA, multiple comparison, Pearson correlation procedure, and stepwise multiple regression analysis. Result : The analysis of related factors of job satisfaction showed high score of interpersonal interaction (3.246), professional prestige (3.095), autonomy (2.916), task requirements (2.701), organizational requirements (2.444), and pay (1.953) in order of item mean. Professional prestige (0.498), task requirements (0.464), and organizational requirements (0.408) were highly positive correlated with overall level of job satisfaction. The factors influencing the job satisfaction were professional prestige and task requirements which explaining efficacy were 37.6% and 32.2% respectively. The total explaining efficacy was 33.6%. Conclusion : It was found out that emergency department personnel's job satisfaction can be raised by promoting professional prestige and task requirements. The personnel of emergency department have to be satisfied through their job, and the administration of the hospital has to pay more attention to their employees' job satisfaction and it related factors.

• Journal of Korean Public Health Nursing
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• v.9 no.1
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• pp.1-16
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• 1995

The purpose of this study was to find out and analyze the satisfaction degree related to job by general characteristics, satisfaction factors. This survey was based on the questionnaire method. The sample consisted of 51 noncommissioned officers, 72 administrative officers and 160 nurse officers from army hospitals. The data were collected from March 14 to April 18, 1994 and statistically analysed by percentage, mean and $x^2$ test. Factors of job satisfaction consist of 6 categories; job pristige, interaction, autonomy, task requirements, pay, and organizational requirements. The overall job satisfaction degree was $62.8\%$ in NCOs, $54.2\%$ in administrative officers and $33.3\%$ in nurse officers. The job satisfaction of NCCs increased in factors of job prestige (p<0.01), autonomy (p<0.05), task requirement (p<0.05), and was higher as age. There were statistically significant in the factors of pay in school background, Job prestige in rank (p<0.05). 'I'm OK and You're OK' type was $76.5\%$ which was the highest rate and A major personal traits also showed the highest job satisfaction $(63.7\%)$. There were significant difference between major personal traits and interaction (p<0.01), autonomy (p<0.05), organizational requirement (p<0.01), pay (p<0.05) and task requirement. The job satisfaction of administrative Officers was represented significant differences in factors of pay (p<0.05), task requirements (p<0.05) by school background. Long term Workers showed the highest job satisfaction and significant difference in factors of job prestige and organizational requirement (p<0.01). Job satisfaction in 'I'm OK but you're not OK' type was slightly high, and CP major personal traits also showed the highest job satisfaction. The job satisfaction of nurse officers was represented significant difference in factors of autonomy (p<0.01), job prestige (p<0.05), organizational requirement (p<0.05), and pay by age. In CP major personal traits. job satisfaction showed the highest rate (75.0)

• Journal of the Korean Society for Library and Information Science
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• v.42 no.2
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• pp.189-208
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• 2008

This study aims to deane prototypes of professional librarians as well as their job requirements by analyzing international demands for librarianship. Demands analysis starts with examining librarian job posting websites in the US, UK and Canada, followed by inquiring incumbent librarians in Korea. As for the job requirements. the study parallels definitions by IFLA and ALA with job announcements by hiring institutions. As a result, we identified 21 professional librarian prototypes by subject(7), task(12) and object(2), and defined the job requirements as 1) MLS or equivalent school knowledge with undergraduate degree of library science, and/or at least six years of relevant business experience, or 2) at least nine-rear experience as a second-level full-time librarian with two-rear experience and/or professional training in the job relevant field.

• Quality Improvement in Health Care
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• v.4 no.2
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• pp.210-221
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• 1997

Background : Willingness to satisfy patients(WSP) among nurses is essential to promoting patient satisfaction which is a critical component in the quality of health care and its outcomes. This study was carried out to empirically find out the affecting factors of WSP among nurses in hospital settings. Methods : The model contains seven job relating determinants and two intervening variables as follows: i) job relating variables of professional status, task requirements, pay, physician-nurse interaction, nurse-nurse interaction, organizational policies, and autonomy, ii) intervening variables of job satisfaction and organizational commitment. Data were collected from 205 nurses in two general hospitals owned by one foundation located in Pusan, Korea, using a structured and self-administered questionnaire. Results : The major results were as follows: First, the results of ANOVA on WPS by personal characteristics showed a statistically significant relationships between WPS and hierarchical orders(p<.01) ana tenure(p<.10). Comparing with the lower orders and shorter tenure, the higher orders and the longer tenure showed better WPS. Second, the results of simple correlation analysis between WPS and determinants and intervening variables showed the following variables, in order of importance, were statistically significant(p<.01): work satisfaction(+), organizational commitment(+), task requirements(+), nurse-interaction(+), professional status(+), physician-nurse interaction(+). Third, the results of path analysis showed that two intervening variables of job satisfaction and organizational commitment, and three determinants of task requirements, professional status, and nurse-nurse interaction had a positively significant direct effect to WPS. Conclusion : The results suggest that nurses who are more satisfied with task requirements, status, nurse-nurse interaction, overall job satisfaction, and organizational commitment, will behave in ways that patients find more satisfied.

• Health Policy and Management
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• v.7 no.2
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• pp.147-176
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• 1997

This research identifies the most important domains in health care administration from now to the year 2005 and differentiates job skill, konwledge, and ability requirements necessary for successful management. Fellows of the Korean Hospital Association from about thirteen percents of the country responded to mail inquiry. Five of eleven domains, in order of ranked importance, were health care delivery concepts, leadership characteristics, quality management, cost/finance and human resources management. Results indicated that while a business orientation is needed for organizational survival, and equal emphasis on person-oriented skills, knowledge, and abilities is required.

• International Journal of Knowledge Content Development & Technology
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• v.7 no.1
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• pp.79-100
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• 2017

The purpose of this study is to investigate awareness of librarian's job prospects, and to do this a survey was conducted with 502 college students in 14 Departments of Library and Information Science around Korea and 753 librarians in libraries and related agencies. The study results are as follows. First, satisfaction with educational curriculum was higher in students than librarians. Second, both students and librarians regarded workplace based practical training as employment requirements and also evaluated certifications and academic performance as important requirements. Third, both groups asked that information on employment rates be available in a timely manner, and perceived that the librarian's job prospects were not bright. Therefore, in order to improve employment of librarians, it will be necessary to establish a job information system, reorganize the current educational curriculum into a practice-oriented curriculum, and introduce the national curriculum statements (NCS)-based curriculum.

• Safety and Health at Work
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• v.5 no.3
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• pp.165-167
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• 2014

The Dutch construction industry has introduced a compulsory preemployment medical examination (PE-ME). Best-evidence contents related to specific job demands are, however, lacking and need to be gathered. After the identification of job demands and health problems in the construction industry (systematic literature search and expert meeting), specific job demands and related requirements were defined and instruments proposed. Finally, a work ability assessment was linked to the instruments' outcomes, resulting in the modular character of the developed PE-ME. Twenty-two specific job demands for all Dutch construction jobs were identified, including kneeling/squatting, working under time pressure, and exposure to hazardous substances. The next step was proposing self-report questions, screening questionnaires, clinical tests, and/or performance-based tests, leading to a work ability judgment. "Lifting/carrying" is described as an example. The new modular PE-ME enables a job-specific assessment of work ability to be made for more than 100 jobs in the Dutch construction industry.