• The Journal of the Korea Contents Association
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• v.20 no.12
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• pp.370-382
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• 2020

In a recent investigation of mental health professionals, since the reported rate about turnover intention was 54.5%, immediate management for related specialists is requested. This study attempted to validate the mediating effect of positive psychological capital in the process that job stress of mental health facility workers regulates turnover intention. A questionnaire survey on work stress, turnover intention, and positive psychological capital was conducted for 250 participants among mental healthcare staffs in Gwangju Metropolitan City and Jeollanam-do. Analyses were conducted to identify mediation effects and significance using with SPSS 21.0. As a result, job stress of workers in mental health facilities showed a significant positive (+) correlation with turnover intention. Second, we confirmed that positive psychological capital such as anticipation and optimism has a considerable mediating effect in the job stress and turnover intention of employees in mental health facilities, respectively. Based on statistic analysis, limitations on this study and suggestions for further studies were discussed.

• Proceedings of the Safety Management and Science Conference
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• 2006.04a
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• pp.1-8
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• 2006

By the effect of globalism and information the workplace environment is complicated and diversified little by little. The job stress due to the life style, the idea and culture, and the automated facility system etc. is to a tendency which compared to increase more. It will not be able to prevent a industrial accident basically because the oriental and western life style is different. Therefore this paper presents the Korean life change unit model through statistical testing in order to minimize industrial accident with the proposed life change unit factors on the workers living In the middle area. Finally, the analytical result of this paper can be easily used in order to minimize the industrial accidents by the job stress with the worker and the occupational safety & health manager in real fields.

• Journal of the Ergonomics Society of Korea
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• v.22 no.4
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• pp.15-25
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• 2003

Recent studies indicate potential links between various psychosocial factors and work-related musculoskeletal disorders (WMSDs). In this research, the effects of job stressors on the WMSDs symptoms were investigated using questionnaire in the largest automotive company in Korea. It was found that perception of workload, over time and shift work, and working using powered hand tools were significant factors for the symptoms of WMSDs, along with smoking habit, periodic exercise, and interpersonal relationship. Practical applications of this research include practitioners taking into account psychosocial work factors and job stress in their efforts to reduce and control WMSDs.

• Korean Security Journal
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• no.13
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• pp.403-422
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• 2007

When people think about stress, they usually consider it as negative. However, stress can be both positive and negative. Positive stress is referred to as eustress, while negative stress is called distress. Stress is derived from the change which can be either positive or negative. Change is an inevitable aspect of life; therefore, people cannot avoid stress. Police works create a lot of stress among officers because of job characteristics. Police works require both physical and emotional strains. These strains lead to stress of officers. Danger, frustration, excessive paperwork, the daily demands of the job, and a lack of understanding from family members, friends, and the public are major causes of stress among police officers. The American Institute of Stress in New York ranks police job among the top ten stress-producing jobs in the United States. In this study, the author proposes the ways of stress management among police officers based on the medical model and the organizational health model. In the medical model, the author introduces the elimination, coping, and counseling as a way of dealing stress as an individual level. In the organizational health model, the author proposes following recommendations from the administrative point of view: 1) rationalization of personnel management system, 2) improvement of the welfare, 3) democratic management of police organization, 4) maintenance of a good partnership with citizens, and 5) development of stress management program for police family members.

• Journal of Digital Convergence
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• v.13 no.12
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• pp.225-233
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• 2015

This study was conducted in an attempt to determine the factors that cause excessive daytime sleepiness among 927 subway station employees located in Seoul. Data were collected with a structured questionnaire through the web site and were analyzed using SPSS 20.0 statistical software. Results showed that marital status made a statistically significant difference in general characteristics, and hobby/leisure activities made a statistically significant difference in health-related characteristics. Workplace and satisfaction with the organization made a significant difference in job-related characteristics, and physical environment, job demand, job autonomy, relationship conflicts, organizational system, inappropriate compensation, and organizational culture made a statistically significant difference in job stress factors. Factors that affect excessive daytime sleepiness were hobby and leisure activities, satisfaction with the organization, physical environment, job demand, job autonomy, organizational system and organizational culture, showing a 20.5% explanatory power. This study proposes the operation of programs that can improve the physical environment, change the organizational system and increase satisfaction with the organizational culture among station employees in order that they can enjoy their hobby/leisure life and relieve job stress so that they can avoid excessive daytime sleepiness.

• Korean Journal of Occupational Health Nursing
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• v.29 no.4
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• pp.262-272
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• 2020

Purpose: This study aims to investigate the degree of job demand, job resources, burnout, and the organizational commitment of administrative nurses based on the job demands-resources model. Further, it seeks to confirm the influencing factors affecting nurses' burnout and organizational commitment. Methods: The participants were 188 administrative nurses working at hospitals (one tertiary hospital and six general hospitals) located in D City. The collected data were analyzed with IBM SPSS Statistics 23.0 using frequency, percentage, mean, standard deviation, t-tests, ANOVA, Pearson's correlation coefficient, and multiple regression analysis. Results: The influential factors of burnout were role conflict (β=.50), job demand (β=.18), job position (β=-.17, team leaders and above), and social support (β=-.15). The regression model had an explanatory power of 59%. The influential factors of organizational commitment were appropriate rewards (β=.59), job position (β=.15, team leader or above), working department (β=.14, referral center and health screening administration department), and social support (β=.18). The regression model had an explanatory power of 59.5%. Conclusion: The results support the job demands-resources model, and interventions should be developed to decrease job demand and provide sufficient job resources.

• Korean Journal of Human Ecology
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• v.21 no.1
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• pp.95-111
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• 2012

This study investigated the pathways of factors affecting 173 employed mothers' second childbirth plans. Participants were all employed working mothers with an infant under 10 months old. The hypothetical model used in this research proposed that workplace childcare support, social support, value of children and parenting stress of employed mothers will directly affect second childbirth plans. Additionally, workplace childcare support, social support, value of children, marital satisfaction and job satisfaction will indirectly influence second childbirth plans as a result of parenting stress. The results of this research demonstrated that value of children and parenting stress were the factors which directly affected second childbirth plans of employed mothers. In addition, workplace childcare support, social support, marital satisfaction and job satisfaction indirectly influenced second childbirth plans as a result of parenting stress. This study suggests the need for the establishment and development of workplace childcare support and the need for enhancing the value of children. This research further suggests the need for policies aimed at increasing psychological well-being and decreasing parenting stress for working mothers who are contemplating second childbirth plans.

• The Journal of Korean Society for School & Community Health Education
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• v.15 no.3
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• pp.95-103
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• 2014

Objectives: To identify work stress and affecting factors of the emergency medical technicians(EMT) and to provide basic data for work circumstance improvement and emergency medical service and duty efficiency elevation. Methods: The data were collected by questionnaire from 635 emergency medical technicians throughout the whole country from August 5 to September 20 2013 and analyzed by using the SPSS(version 18.0) program. Factors affecting stress were analyzed by Multiple Linear Regression Analysis(${\alpha}=0.05$). Results: Mean level of job stress was markedly high in the spot situation(3.43 point), user awareness(3.31 point), burden related to work(3.21 point), role and conflict as a professional job(3.10 point), unsuitable treatment(2.95 point) but was lowest in specialty demand of knowledge and skill(2.76 point). Conclusions: To diminish work stress, understanding and cooperation of the residents and reduction of burden related to work must be improved. Above all, positive interest of 119 and related organ and duty environment improvement will and effort and continuous measure establishment and support and cooperation of the government are needed.

• Journal of Korean Academy of Nursing
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• v.39 no.6
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• pp.878-887
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• 2009

Purpose: The study was done to identify turnover intention in new nurses according to characteristics of the nurses and other factors affecting turnover and to provide data to set up a strategy to reduce the turnover. Methods: Data were collected from 1,077 new nurses who had less than 12 months employment experience and worked in one of 188 hospitals. Eight research instruments were used. Data analysis was done using SPSS WIN 15.0 program. Results: Several factors influence new nurse turnover intention. The average score for turnover intention was 2.12. The scores for subscales were self efficacy, 3.76, nursing performance, 3.90, job satisfaction, 2.09, organization commitment, 1.28, stress, 1.32, burnout, 2.82 and nursing organizational culture, 3.29. Turnover intention was related to self efficacy, nursing performance, job satisfaction, organization commitment, stress, burnout, nursing organizational culture, duration of in-class training, duration of on the job training, number of hospital beds, length of employment and duration of employment in current workplace. The predicting factors for turnover intention were burnout, stress, duration of employment in the current workplace, self efficacy and nursing performance. Those factors explained 51.6% of turnover intention. Conclusion: New nurse turnover intention can be reduced by mitigating the factors affecting this intention.

• Korean Journal of Occupational Health Nursing
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• v.24 no.1
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• pp.48-56
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• 2015

Purpose: The purpose of this study was to examine relationships between drinking motivation, drinking refusal self-efficacy, job stress and problem drinking, and identify contributing factors on employees' problem drinking. Methods: A total of 191 employees recruited from two worksites. Data were analyzed using descriptive statistics, t-test, ANOVA, and Pearson's correlation coefficient, and multiple regression. Results: A 65.5% of employees has shown as hazardous drinking. Employees' problem drinking was significantly influenced by coping motives as a sub-factors of drinking motives (${\beta}$=.25) and social pressure as a sub-factors of drinking refusal self-efficacy(${\beta}$=-.57), explained 51.2% of the total variance. Conclusion: Considering the results of this study, healthy workplace culture for preventing employees' problem drinking should be builded. In addition, alcohol education program and effective employee assistance program need to be developed.