• Title/Summary/Keyword: job satisfaction factors

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The Effect of Internal Marketing Factors in Import Apparel Company on Job Satisfaction (패션수입업체의 내부마케팅 요인이 판매원의 직무만족에 미치는 영향)

  • Lee, Ju-Yeon;Kwon, Hae-Sook
    • Journal of Fashion Business
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    • v.13 no.5
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    • pp.66-80
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    • 2009
  • The main purpose of this research is to investigate the present circumstances of internal marketing in domestic apparel-import company and study if the internal marketing activities in import apparel company have a significant effect on salespersons' job satisfaction. As a preliminary investigation, the interviews with 6 expert salespersons of imported apparel company were taken to develop a practical measuring tool. As a result, 21 categories which effect on internal marketing and 6 factors which influence on job satisfaction were extracted. Next, a survey with the salespersons who work in apparel-import company was taken, and 186 collected data were used in this study. To analyze the data, factor analysis, frequency analysis, and multiple regression analysis are executed by a statistics package, SPSS v12.0. The results are as follows. First, five factors which effect on internal marketing activities in have been identified as welfare, incentives, employment & training, communication, empowerment. Among them, four factors of welfare, incentives, employment & training, and communication have been come out as statistically significant factors which influenced on salesperson's job satisfaction. Second, the internal marketing activities of import apparel company according to salesperson's demographic factors - payment, working periods, and marriage have been demonstrated significant difference on salespersons' job satisfaction. When the marriage is examined, the job satisfaction of the single mostly depends on incentives while that of the married does on welfare. On the consideration of working periods, the less does the group have working experience, the more does it have a dependence on incentives. On the other hand, the group which has much payment and experience mostly relies on welfare. The middle class show to be dependent on communication and employment&training as well as welfare and incentives.

The Effects of CEO Leadership on Employees' Job Satisfaction in Tourist Hotels (관광호텔 CEO의 리더십이 종사원 직무 만족에 미치는 영향)

  • Kim, Sung-Keun;Yoo, Kyung-Min
    • Culinary science and hospitality research
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    • v.14 no.3
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    • pp.85-95
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    • 2008
  • This study examines the effects of CEO leadership on Employees' job satisfaction in tourist hotels. Samples were the employees working at 10 deluxe hotels in Seoul and a total of 300 copies of the questionnaire were distributed, among which 191 valid ones were used for the analysis. After data cording, answers were processed by SPSS 12.0. As a result of the factor analysis on CEO leadership, 3 factors(management style, settlement style, and work style) were extracted; for employees' job satisfaction, 3 factors(work environment, service environment, and job environment) were extracted. As the results of the study, management style and work style among CEO leadership factors have a statistically positive impact on work environment. Next, management style has a statistically positive impact on service environment. Finally, management style and work style has a statistically positive impact on job environment.

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Effects of job stress, resilience, and empathy on job satisfaction in firefighters (소방공무원의 직무스트레스, 회복탄력성, 공감능력이 직무만족도에 미치는 영향)

  • Soeun Park;Junghee Park;Yongseok Kim;Yeongho Myoung
    • The Korean Journal of Emergency Medical Services
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    • v.27 no.2
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    • pp.19-29
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    • 2023
  • Purpose: This study attempted to identify job stress, resilience, and job satisfaction among firefighters and to identify factors that influence job satisfaction. Methods: The study was conducted among 150 active firefighters who agreed to participate after reading an explanation of the purpose and importance of the study. They were sent a link to the self-report questionnaire URL via text message. Results: The mean scores for the variables were 2.26 for job stress, 3.55 for resilience, 3.30 for empathy, and 3.23 for job satisfaction. There was a significant difference in job satisfaction based on age. Job satisfaction was significantly positively correlated with empathy (r=248, p=.002) and resilience (r=463, p<.001) and significantly negatively correlated with job stress (r= -.740, p<.001). In other words, higher resilience and empathy were associated with higher job satisfaction, while higher job stress was associated with lower job satisfaction. And job stress was the influencing factor of job satisfaction, with an explanatory power of 55%. Conclusion: To improve firefighters' job satisfaction, management programs should be developed to enhance resilience and empathy and specific measures should be taken to reduce job stress.

An Analysis on Fashion Model Types

  • Kim, Jung-Won;Bae, Jong-Kil
    • Fashion & Textile Research Journal
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    • v.3 no.5
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    • pp.415-422
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    • 2001
  • Focusing on working with fashion show as fashion model in South Korea, this study was develop a fashion model typology based on specific model characteristics related demographics and body, job satisfaction/dissatisfaction factors. The survey was done through questionnaire and 194 fashion models were used in the data analysis. The statistical analysis used in this study were frequency, ${\chi}^2$-test, cluster Analysis, MANOVA. ANOVA and Duncan multiple range test. The results of this study were as follows: 1) The majority of sample were as follows: unmarried, college graduate and undergraduate, resident in the Seoul, 20 to 24 yrs old female with 175-177 cm, 52-54 kg, B-W-H (33-24-35 inch). 2) The types of fashion model were classified into 4 types: showing type, lack of professionalism type, matured professionalism type, dissatisfaction with job-environment type. The model segments were profiled on levels of various job related attitude factors, job satisfaction/dissatisfaction, model education, working condition, human relation, regulation discrimination, fashion show stage level, the job of model, body & clothing, and promising job. 3) There were significant differences found between their sex, academic background, guarantee, and in all factors in their job related attitude factors, job satisfaction/dissatisfaction, model education, working condition, human relation, regulation discrimination, fashion show stage level, the job of model, body & clothing, style promising job.

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Assessment of 12-hour Shift-worker's Job Satisfaction in Manufacturing Industry (제조업에 종사하는 2교대근무 작업자의 직무만족도 평가)

  • Kim, Dae-Ho;Park, Keun-Sang
    • Journal of the Ergonomics Society of Korea
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    • v.26 no.1
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    • pp.55-61
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    • 2007
  • The purpose of this study is to assess the welfare level for shift workers by means of their satisfactions to the jobs in manufacturing environment. As a measurement tool of job satisfaction, we use the JDI(Job Descriptive Index) which can ensure reliability and are widely used. Measurement factors are investigated by means of the duty, payment, promotion, supervisor, co-workers, and general job satisfaction of shift workers. For the application of job satisfaction, 109 workers, 12-hour shift workers in domestic five companies related with manufacturing industry are considered. They treat general facilities in night shift work. The result of this study may be used as a strategic data of welfare policy for improving the welfare level of shift workers.

Influence of Job Stress, Professionalism, Job Satisfaction, and Intention- to- Retention of Visiting Nurses: A Descriptive Study (보건소 방문간호사의 직무스트레스, 전문직업성, 직무만족도과 재직의도)

  • Baek, Hee Chong;Kim, Hye Ryoung;Moon, Ji Hyun
    • Journal of Home Health Care Nursing
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    • v.26 no.3
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    • pp.319-328
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    • 2019
  • Purpose: The purpose of this study was to establish baseline data for the development of employment policies to improve the efficiency and stability of visiting healthcare services. It identifies factors affecting visiting nurses' intention-to-retention at healthcare centers in Seoul. Methods: This descriptive study investigated subjective health perception, job stress, professionalism, job satisfaction, and intention-to-retention of 269 nurses with more than one year of work experience as a visiting nurse. These factors were analyzed using t-tests, chi-square, partial correlation, and stepwise multiple regression. Results: The results indicate that satisfaction for professional status in job satisfaction, educational level, autonomy in professionalism, and visiting nursing career were significant factors that impacted the retention of visiting nurses. Conclusion: It is necessary to frame policies and provide support to enhance the satisfaction and autonomy for visiting nurse as a profession for the efficiency and stability of visiting healthcare services.

Mediating effects of burnout and moderating effects of organizational support on the relationship between emotional dissonance and job satisfaction in dental hygienists (치과위생사의 감정부조화와 직무만족도 간의 관계에서 소진의 매개효과와 조직적 지지의 조절효과)

  • Kim, Cho-Rong;Choi, Jun-Seon
    • Journal of Korean society of Dental Hygiene
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    • v.18 no.4
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    • pp.489-499
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    • 2018
  • Objectives: The purpose of this study was to investigate the mediating effects of burnout and to identify the moderating effects of individual factors and organizational factors on the relationship between emotional dissonance and job satisfaction. Methods: This cross-sectional study included 270 dental hygienists working full-time at dental care facilities. The data on the socio-demographic characteristics, emotional dissonance, burnout, job satisfaction, and individual and organizational factors were collected. The individual (self-efficacy and ego resilience) and organizational (social support, organizational support and wage satisfaction) factors were considered as the moderating variable. For statistical analyses, t-test, one-way ANOVA and multiple linear regression were used. Results: Burnout was found to be a significant mediator on the relationship between emotional dissonance and job satisfaction(p<0.001). The variables moderating the relationship between emotional dissonance and burnout were identified as social support, organizational support and wage satisfaction (p<0.05), while the variables moderating the relationship between burnout and job satisfaction were wage satisfaction and ego resilience (p<0.05). Conclusions: To prevent the decrease in job satisfaction due to emotional dissonance, the management of dental care facilities should have a better understanding of burnout in dental hygienists, which requires individual and organizational efforts to be moderated. In addition, as organizational support has been identified as the factor mitigating the negative effects of emotional dissonance, it is highly necessary to adopt the preceptor system, improve communication systems and expand welfare policies of organizations.

The Influence of Work Environment, Job-related Environment and Burnout on the Satisfaction with Life among Nursery School Teachers (사회지지와 근무환경이 어린이집 교사의 삶의 만족도에 미치는 영향 : 업무요인과 소진을 매개로)

  • Kwon, Hwa Sook
    • Korean Journal of Childcare and Education
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    • v.8 no.2
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    • pp.157-174
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    • 2012
  • The purpose of this study was to explore factors associated with life satisfaction among nursery school teachers. To accomplish the study purpose, this study first classified several variables into three broad categories including work environment (social support & work environment), job-related environment (work-related stress & job satisfaction), and burnout. And then, 302 nursery school teachers across the country were surveyed in order to explore whether those factors were associated with life satisfaction. The overall results were as follows. First, social support and work environment had a direct impact on the satisfaction with life. Second, social support and job satisfaction had a direct influence on job satisfaction. Third, social support, work-related stress and job satisfaction directly influenced burnout. Fourth, job-related environment, job satisfaction, and burnout had a direct impact on life satisfaction. Overall, it was found that job-related environment, job satisfaction, and burnout had a direct influence on life satisfaction among nursery school teachers and social support and work-related stress had an indirect effect on life satisfaction via burnout.

A Study of Effecting Factors on Job Satisfaction of the Elderly Care Social Workers (노인 돌봄 서비스관리자의 직무만족에 영향을 미치는 요인연구)

  • Kim, Keun-Hong;Park, Joon-Ki
    • 한국노년학
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    • v.30 no.1
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    • pp.195-220
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    • 2010
  • This study is to examine the job satisfaction of the social workers who manage the elderly care service in country, in order to find political alternatives and practical strategies for improving job satisfaction. The Factors to effect on job satisfaction are categorized as three groups ; personal factors, working environment factors and service related factors. The survey was conducted by 231 social workers who participated in a national seminar among 244 elderly care facilities in country, and 220 effective data were collected. Which factors effected on the job satisfaction of social workers and how much effected on it by them were mainly analyzed. The mean of job satisfaction status was 3.01, which was slightly higher than average(2.5). Men had higher job satisfaction than women. The unmarried than the married, permanent workers than contract workers, and workers who didn't execute other jobs had higher job satisfaction also. And The main factors which effected on job satisfaction were sex among personal factors, the manager willingness and not executing other jobs among working environment factors, and service attitude among service related factors. Particularly, the manager willingness was shown to effect on job satisfaction the most, and then service attitude, not executing other jobs and sex effected on it in order. The result showed that the elderly care facilities which had stronger manager willingness and better service attitude provided higher job satisfaction, and men who didn't execute other jobs than women had higher job satisfaction. The job satisfactions of payment and benefits, employment stability, appropriateness of working amount and working time, working environment and welfare conditions were lower than average. Therefore, the strategies to improve the lower job conditions are promptly required. Above all, the low payment strategy that has not been increased at all for 3 years has to be changed. In addition, it is important for the social workers not to execute other jobs as much as possible in order to reduce working amount and working time appropriately. In conclusion, it is required to try to improve the job satisfaction of the social workers who are the core of human service continually, which will make the elderly care service successful and effectiveness improved.

The effect of self-leadership on organizational effectiveness and job performance in dental hygienist (치과위생사의 셀프리더십이 조직유효성과 업무능력에 미치는 영향)

  • Kim, Ji-Hye;Han, Su-Jin
    • Journal of Korean society of Dental Hygiene
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    • v.16 no.6
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    • pp.1079-1092
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    • 2016
  • Objectives: The purpose of the study is to investigate the effect of self-leadership on organizational effectiveness and job performance in the dental hygienist. Methods: A self-reported questionnaire was completed by 281 dental hygienists in Seoul, Incheon, and Gyeonggido from March 1 to 31, 2016. The questionnaire consisted of general characteristics of the subjects, self-leadership, job satisfaction, organizational commitment, job performance. Data were analyzed by t-test, one-way ANOVA, multiple regression analysis using the SPSS 18.0 program. Results: The average of self-leadership was 3.62, self-reward had highest score of 3.84, followed by rehearsal 3.73, self-expectation 3.72, self-goal setting 3.51, constructive thinking 3.48, and self-criticism 3.45. The average of organizational commitment was 3.11, and that of job satisfaction was 3.11 and the average of job performance was 3.70. Among the sub-factors of self-leadership, self-expectation, self-goal setting, constructive thinking showed a positive correlation with organizational commitment and job satisfaction. All sub-factors except for self-criticism showed a positive correlation with job performance. Among the sub-factors of self-leadership, self-expectation (${\beta}=0.350$), constructive thinking (${\beta}=0.124$), self-reward (${\beta}=0.106$), rehearsal (${\beta}=0.102$) showed a significant effect together with job satisfaction (${\beta}=0.187$) on job performance. Also, age, education level, clinical career, the average monthly salary showed a significant effect on job performance. Conclusions: The self-leadership and job satisfaction of in the dental hygienist had influence on job performance. To improve the job performance of dental hygienists, it is necessary to apply self-leadership development program focusing on the strengthening of self-expectation and constructive thinking.