• Korean Journal of Social Welfare
• /
• v.61 no.4
• /
• pp.137-161
• /
• 2009

In an effort to identify predictors of job performance, research studies in social work administration has been so far on the individual practitioners' levels of knowledge and skills, which could be used in a workplace. As the theoretical concept of organizational environment was fully introduced into social work administration research, however, studies on practitioners' job performance began to have interest in the team or the organizational level variables as well as individual level variables. Along the course of this tendency, this study attempted to test the effect of individual, team, and organizational level variables on the job performance of human service workers. The individual level variables consisted of knowledge, skills, job satisfaction, personality, and counter-productive work behaviors of workers. The team or the organizational level variables included situational constraint, organizational justice, job characteristics, government-dependency, and inter-organizational cooperation. Multi-level complex survey data collected by cluster sampling method from 314 practitioners in 23 organizations were analyzed using Hierarchial Linear Model. Results showed that both task and contextual performance were affected by individual, team, and organizational level variables in various ways.

• Journal of the Korean Home Economics Association
• /
• v.36 no.11
• /
• pp.91-101
• /
• 1998

The purpose of this study was to identify which of the variables were associated with ineffective parental child-rearing practices and to examine the effects of cumulative risk factors on ineffective child-rearing practices. The subjects for this study consisted of 120 mothers and 120 fathers of two to six year old children attending a university child development laboratories. Self-report questionnaire were used to collect data on the following variables: 1) family backgrojnd characteristics; 2) child temperament; 3) quality of life; 4) social support; 5) intergenerational trasmission of parenting; and 6) parental disciplinary practices. Descriptive analysis, t-test, and chi-square analyses were used for data description and analysis. The major findings were as follows: 1) Mothers who perceived the child as being less emotional, more soothable, and who had higher levels of marital satisfaction and job satisfaction engaged in more effective child-rearing practices. 2) Fathers who perceived the child as being less emotional, and who have boys provided more effective child-rearing practices. 3) For both mothers and fathers, parents with higher levels of quality life, social support, and family income exhibited more effective child-rearing practices. 4) Parents exposed to several risk factors were much more likely to exhibit ineffective child-rearing practices than parents exposed to no risk factors. The results of this study indicate that the characteristics of the child, parent, and contextual factors all contribute to the parental child-rearing pracitices.

• Korea Journal of Hospital Management
• /
• v.4 no.2
• /
• pp.1-20
• /
• 1999

Objectives: Quality of Working Life(QWL) is a set of employee's physical, mental conditions which are perceived at their work. Most employees and managers are concerned about the quality of working life as a strategy for improving organizational effectiveness. The purpose of this study is to investigate the relationship between QWL and organizational effectiveness of employees at the general hospital. Methods : Data were collected by self-administered questionnaires at the general hospital in Kyunggi-Do. Survey was conducted to 675 workers. QWL was measured by using 5 items from the scale developed by Walton(1973). Organizational effectiveness was measured by measuring organizational commitment, intention of job-shift, and job satisfaction. Results: The recognitions to each component of QWL were significantly different by socio-demographic characteristics such as sex, age, education levels and working duration. Also, QWL were significantly different by types of organizational culture. Multiple regression analysis and multiple logistic regression analysis were applied to find the relationship of QWL and organizational effectiveness. As a result, job-pride, compensation, working condition, human relationship and development showed significant relationship with organizational effectiveness. Conclusions: These results show that QWL is significantly related to organizational effectiveness. So we expect that this result will be used as basic informations for management and motivation of employees at the general hospital.

• Journal of the Korea Society of Computer and Information
• /
• v.27 no.11
• /
• pp.305-314
• /
• 2022

In this paper, we propose a "social mentality" of primary and secondary school teachers in Anshan City, China. To conduct the study, 298 teachers in Ansan City were selected and a survey was conducted. This study adopted the method of combining literature research and questionnaire survey. The results showed that the overall level of "social mentality" of primary and secondary school teachers in Anshan was relatively high. Teachers' social support levels differed significantly from educational background, teaching section, administrative position, and school location. The path model shows the interaction mechanism between variables. It appeared that general self-efficacy and job involvement play an important role in the mechanism.

• Women's Health Nursing
• /
• v.6 no.3
• /
• pp.358-371
• /
• 2000

The purpose of this study was to provide the basic, data for developing a program for effective prevention for Postpartum Depression (PPD) by investigating the level of PPD in postpartum 2 weeks women. The subjects were 384 women who visited obstetrical clinics for postnatal care. The data were collected from June 29. 1999 to April. 2000, using a 46-item questionnaire related to PPD, and analyzed by SAS program for t-test, ANOVA, Scheffe test, stepwise multiple regressions. The results were as follows : 1. The level of PPD according to general characteristics Women had mild PPD (Min score; 46.0, Max score; 124.0). The PPD levels were significantly differences according to religion and marital satisfaction (p<0.05). 2. The level of PPD according to obstetrical characteristics 1) Characteristics related to pregnancy The PPD levels were significantly differences according to mood change, confidence of body weight recovery, depression related to appearance change, husband's help to housework, and husband's emotional support (p<0.05). 2) Stressful events during pregnancy The PPD levels were significantly differences according to financial problem, conflict between partners, conflict between family, and husband's job change (p<0.05). 3) Characteristics related to delivery and post natal period The PPD levels were significantly differences according to baby's health state, parenting confidence, and difficulties related to postpartum care (p<0.05). 3. The variables to predict postpartum depression in postpartum women are depression related to appearance change (10.4%), parenting confidence (8.8%), husband's help to housework (2.7%), confidence of body weight recovery (2.4%), husband's job change (1.9%), baby's health state (1.9%), difficulties related to postpartum care (1.6%), mood change (1.2%), conflict between partners (0.6%), marital satisfaction (0.5%), financial problem (0.4%). The sum total of all the above variables can account for 32.4% of postpartum depression. 4. The level of PPD according to PPD factors. Women had the highest degree of PPD in biophysiological phenomena-disturbance of physical functioning factor. The factors of relationship to baby-negative feeling and cognitive phenomena-self concept disturbance were showed the lowest degree of PPD. As a result of the above findings, a systemic and individualized program is strongly recommended for PPD prevention, diagnosis, and care for PPD in postpartum women. In near future, this study should be expanded to investigate the coping skills according to the PPD levels in postpartum women.

• 한국노년학
• /
• v.41 no.1
• /
• pp.49-68
• /
• 2021

The present study aims to examine the mediating role of life satisfaction in the relationship between productive activities and future time perspective in later life. Drawn from the 7^th wave of the Korea Longitudinal Study of Aging, our sample consists of a total of 6,756 older adults aged 55 and over. Complex samples analyses were conducted the relationship between productive activities, life satisfaction and future time perspective measured in two dimensions (i. e., life expectancy and job expectation). Results from complex samples analysis showed that productive activities were associated with life satisfaction and future time perspective. Employed older adults including unpaid family workers tended to have higher levels of life satisfaction and future time perspective (i.e., life expectancy and job expectation) than their counterparts. The relationship between productive activities and future time perspective was mediated by life satisfaction. Findings suggest that engaging in productive activities influences better satisfaction with life among older adults, which is eventually linked to an expansive view of the future. Policy implications were discussed that promoting productive activities in later life and age-friendly working environment should be encouraged.

• Journal of Korean Academy of Nursing Administration
• /
• v.18 no.2
• /
• pp.213-221
• /
• 2012

Purpose: Communication in hospitals is one of the major factors in patient safety. So, the purpose of this study was to identify the relationship between intra-organizational communication satisfaction and the safety attitude of nurses in hospitals. Method: A descriptive survey design with convenience sampling was used. Data collection was done using a self-report questionnaire answered by 278 nurses from one university hospital located in Kyeoung-gi Province, Korea. Result: Intra-organizational communication satisfaction positively correlated with safety attitude (r=.747, p<.01). Among the 6 sub dimensions of safety attitude, perceptions of management (r=.675, p<.01), job satisfaction (r=.640, p<.01) and teamwork climate (r=.600. p<.01) were strongly related to intra-organizational communication satisfaction. Multiple regression analysis was done to identify explanation power of intra-organizational communication satisfaction against safety attitude. The model was significant (F=48.540, p<.01). Intra-organizational communication satisfaction accounted for 60.9% of variance in safety attitude (Adj $R^2$=.609). Conclusions: The results of this study indicate that higher levels of intra-organizational communication satisfaction promote positive safety attitude in hospital nurses and that communication media quality is an important factor in patient safety attitude. Therefore, developing interventions to revitalize intra-organizational communication level based on communication media quality will help in the construction of positive safety attitude in nurses.

• Journal of Labour Economics
• /
• v.29 no.2
• /
• pp.171-199
• /
• 2006

We collected survey data from those who have Vocational Training Teachers' Qualification to investigate the workplace characteristics and job satisfaction of the qualified people. Also, this study analyzed the determinants of the Vocational Training Teachers' monthly wages. Statistically Significant variables were male, age, graduated from graduate school, work duration, total work hours, regular workers, and levels of the certification. Since previous studies argued that the levels of the certification did not have effect on the wage, result of this study suggested that the further study and discussions on the effect of the levels of the certification was needed.

• Journal of the Korean Society for information Management
• /
• v.15 no.2
• /
• pp.119-136
• /
• 1998

The objective of this study is to evaluate the organizational effectiveness of uniersity libraries in Korea. This study models emphasized the situational factors, fundamental factors and types of organiz tional effectiveness. environment, technology, size, strategy, and power were taken as situational factors of organizational structure ; fundamental factors were complexity, formalization, and centralization ; organizational structures were diveded into simple organization, functional organization, departmental organization, subject divisional organization(I), (II). Efficiency, flexibility, information service and satisfaction were taken as effectiveness factors and satisfaction was subdivided into organizational commitment and job satisfaction. In this study, situational factors, fundamental factors and types of organizational structures influence one another, ultimately affect the level of organizational effectiveness. Organizational effectiveness represents no organization of high organizational effectiveness on all levels.

• Journal of the Korea Convergence Society
• /
• v.7 no.6
• /
• pp.105-113
• /
• 2016

This study was conducted to identify the Convergence influence of job satisfaction of care service providers on their psycho-social well-being status. A study subjects were 308 care service providers employed in local self-support centers for Social Service in Gwangju, Jeonam Jeonbuk province, from whom data was collected using self-administrated structured questionnaire after regular holiday education. In consequence hierarchical multiple regression analysis, research findings; adjusting general and occupational characteristics, the higher they perceived sub-dimensions of job satisfaction such as relationship with job demands(${\beta}=0.393$, p=.063), clients(${\beta}=0.669$, p=.000), relationship with peers and supervisors(${\beta}=0.229$, p=.068) the better their psychosocial well-being status was. And psychosocial well-being status of those who held certificate of care provider(${\beta}=4.815$, p=.003), helpers for neonate and mother(${\beta}=4.348$, p=.011) were higher than that of those who did not, which reflexed difference in their clients. As a results, promote mental health of care providers, it would be necessary to provide them training programs for facilitating human relationships with clients, peers and supervisors.