• Korean Journal of Occupational Health Nursing
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• v.17 no.1
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• pp.34-44
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• 2008

Purpose: This study was conducted to find out the effects of self-efficacy on job stress symptoms and coping strategies depending on perceived job stress. Method: The subjects were 447 workers employed in a manufacturing company. Demographic characteristics, self-efficacy, job stress, job stress symptoms and coping strategies were assessed by a self-administered questionnaire. Each envelope to keep the secret sealed completed questionnaires. Result: Job stress and job stress symptoms in workers with a high level of self-efficacy were lower than those of a low level of self-efficacy. Active coping strategies in workers with a high level of self-efficacy group were higher than those of a low level of self-efficacy. In multiple regression analysis, job stress symptoms were significantly higher in increasing job stress, increasing self-efficacy, office workers, manager group and increasing age. Active coping strategies were significantly higher in increasing self-efficacy, increasing career, males and decreasing job stress. Whereas passive coping strategies were significantly higher in females, increasing job stress and increasing self-efficacy. Conclusion: This study suggests that self-efficacy is a significant factor on job stress, job stress symptoms and coping strategies. Therefore, developing a job stress management program to increase self-efficacy and verifying its effects are needed.

• Journal of the Ergonomics Society of Korea
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• v.29 no.5
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• pp.751-762
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• 2010

The purpose of this study was to investigate the job stress factors of aircraft composite material part manufacturing workers using survey based on 'Job stress factors evaluation tool for Koreans' that was developed by KOSHA in 2003. Two hundred and fifty workers participated in this study, and among them 204 responses were analyzed for this study due to the unreliability and insincerity of responses. The eight job stress factors which are physical environment, job autonomy, job insecurity, organizational system, workplace culture, unfair compensation, relationship conflict, and job requirement were analyzed. The results showed that the stress level of the six job stress factors which are physical environment, job autonomy, job insecurity, organizational system, workplace culture, unfair compensation was relatively higher than that of other industry workers. Generally, all eight job stress factors showed higher stress with temporary workers than with permanent workers, and especially job autonomy, job insecurity, organizational system, and unfair compensation factors showed statistically significant differences (p<0.05). Since the temporary workers are insecure with their job, weak position in organization, having little self-control for the job and lower pay level than that of permanent workers though the job is as same as permanent workers', the stress level of above job stress factors would be much higher than that of the other factors. The group of unsatisfactory with workplace showed higher job stress than group of satisfactory with workplace in all job stress factors, as expected, at the statistically significance level (p<0.05). From the results of this study, the work loss due to the job stress could be prevented, and accurate stress factors could be removed at the workplace. Also the job stress management program can be implemented to improve the work efficiency and the workers' quality of life.

• Korean Journal of Occupational Health Nursing
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• v.22 no.2
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• pp.83-92
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• 2013

Purpose: This study was to compare job stress and job satisfaction between ward nurses and outpatient nurses, and to identify the correlation between job stress and job satisfaction. Methods: The subjects of this study were 200 ward nurses and 85 outpatient nurses in G and I University Hospital in Incheon. The data were collected in March 2010 and analyzed with t-test and Pearson correlation coefficient. Results: There was no significant difference in overall job stress between two groups, but slightly higher stress level for ward nurses. In sub-area of job stress, 'nursing duty' was primary for both groups. And in 'nursing duty' (t=2.05, p=.041), 'conflict with patients' (t=2.73, p= .007), and 'working environment' (t=3.37, p<.001) ward nurses showed significant higher level of stress than outpatient nurses. For job satisfaction, outpatient nurses showed higher level significantly (t=-2.98, p=.003). And both groups of nurses' job satisfaction was negatively correlated with job stress significantly (r=-.31, p<.001). Conclusion: It will be possible to reduce job stress and promote job satisfaction level for both groups of nurses by adding staffs, and specifically for ward nurses by improving facilities for relax and appropriate supply, and for outpatient nurses by managing interpersonal stress and reducing side tasks.

• Journal of Korean Society of Occupational and Environmental Hygiene
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• v.29 no.1
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• pp.108-118
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• 2019

Objective: The purpose of this study was to investigate the effects of occupational stress factors on the level of stress and depression of entertainment program producers and entertainment program writers. Methods: This study was based on analysis of a survey collected by 65 respondents out of 224 questionnaires who are entertainment program PDs and entertainment program writers. The survey was conducted from December 20, 2017 to February 20, 2018. Results: In the logistic regression analysis conducted to investigate the factors affecting the stress level in the job-related characteristics of a) higher total career, b) shorter working period in the current firm, c) longer weekly working hours and d) more count of weekend work, the results found higher stress levels. In the sub-factors of job stress, the stress level encountered by respondents was significantly higher for those with a) higher job demand, b) lower insufficient job control and c) higher job instability. In the logistic regression analysis conducted to investigate the factors affecting depression, the depression level in entertainment PD was higher than the entertainment writer in the sociodemographic characteristics. In the sub-factors of job stress, the stress level was significantly higher for those with higher job demand, lower insufficient job control, and higher job instability. For job-related characteristics, depression was significantly higher for longer weekly working hours. Conclusions: Entertainment program producers and entertainment program writers suffer from psychosocial stress and depression which are caused by excessive job demands, lack of job autonomy and job instabilities. Those factors must be managed and also their workweek should be shortened.

• The Journal of the Korea Contents Association
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• v.13 no.12
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• pp.463-469
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• 2013

In this study, I examine whether differences in the levels of stress exist with regard to the police department size. To accomplish this, a way ANOVA analysis of variance(One-way ANOVA) was conducted. As a result, a significant difference was found in Job stress and traumatic stress according to the department size and grade. Specifically, first, in the job stress level on the department size, the smaller department size was, the higher job stress level was and the bigger department size was, the lower job stress level was. Second, in the traumatic stress level on the department size, the smaller department size was, the higher traumatic stress level was and the bigger department size was, the lower traumatic stress level was. Third, in the job stress level on the department grade, the lower department grade was, the lower job stress level was and the higher department grade was, the higher job stress level was. Fourth, in the traumatic stress level on the department grade, the lower department grade was, the lower traumatic stress level was and the higher department grade was, the higher traumatic stress level was.

• Korea Journal of Hospital Management
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• v.15 no.3
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• pp.17-32
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• 2010

The purpose of this study is to analyze the influence of DISC behavior pattern, stress-managing method, and the stress level on job attitude of hospital Employees, and to provide suggestions for effective human resources management in hospital settings. First, the research suggested emotional or aversive stress-managing method had significant influence to the stress level, whereas DISC behavior patterns did not. Second, to the job satisfaction, Influence, Compliance and Steadiness of DISC behavior patterns, challenging or aversive stress-managing method, and the stress level showed immediate meaningful effect. Third, for the system immersion, challenging or emotional ress-managing method as well as the job satisfaction showed direct influence. Especially, the challenging method had not only a direct but an indirect effect through mediating job satisfaction.

• Korean journal of food and cookery science
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• v.25 no.5
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• pp.619-631
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• 2009

The purpose of this study was to provide basic information to school foodservice employees so that they can meet their professional responsibilities by understanding the relationship of job burnout, job engagement, job stress and level of job satisfaction and analyze the influence between these factors according to the general characteristics of the employees. The subjects included employees at 426 school foodservices in Busan. The mean job engagement was significantly different in the reason that cooks chose this profession(p<0.05), and readiness to quit(p<0.001). The mean job stress was significantly different in different age groups(p<0.01), cooking certification(p<0.01), reason that cooks chose this profession(p<0.01), and readiness to quit(p<0.05). The mean job stress was significantly different in the reason cooks chose this profession(p<0.01), and readiness to quit(p<0.05). In terms of the level of satisfaction of coworkers, the subfactor of job burnout, 'self-confidence' and 'achievement' had positive influences (p<0.01) and for the level of satisfaction of the work, it had positive influences on 'achievement'(p<0.01) and negative influences on 'exhaustion' (p<0.01). In terms of the level of satisfaction of co-workers and work, the subfactor of job engagement, 'absorption' had positive influences(p<0.01). Among the level of job satisfaction, for the level of satisfaction of pay, the subfactor of job stress, 'unstable job' had negative influences(p<0.01) and 'role conflict' had positive influences(p<0.05). For the level of satisfaction of co-workers, the subfactor of job stress, 'role conflict' had negative influences(p<0.01), and for the level of satisfaction of work, 'inappropriate circumstance' and 'unstable job' had negative influences (p<0.01).

• Journal of muscle and joint health
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• v.22 no.1
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• pp.30-39
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• 2015

Purpose: This study was to identify the level of job stress and turnover intention and to explore the impact of job stress on turnover intention among emergency room (ER) nurses. Methods: With a correlational survey design, 155 emergency room nurses were recruited in D metropolitan city. Data were collected using a structured questionnaire including ER-related job stress, turnover intention, and subjects' characteristics from March 18 to March 26, 2013. Results: Overall mean score of job stress was $284.34{\pm}40.60$, indicating higher level of job stress. The highest job stress category was conflict related inside the hospital and transportation team, and followed by matters related the patient and the guardian, conflicts with doctors, and heavy workload. The average score of turnover intention was $15.41{\pm}3.68$, indicating higher intention to quit their jobs. There was a moderate level of positive correlation between job stress and turnover intention (r=.44, p<.001). Turnover intention was high when ER nurses had higher job stress (${\beta}$=.38), were female (${\beta}$=.22), and wished to move to another department (${\beta}$=.17). Conclusion: The most important factor of turnover intention was job stress among ER nurses. Strategies to lower turnover rate for ER nurses should be focused on seeking ways to reduce their job stress.

• Journal of the Korean Home Economics Association
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• v.37 no.6
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• pp.59-76
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• 1999

This study was to investigate casual relation of psychological well-being and quality of life of married couples. For the data set 434 married couples living in Pusan, Korea were chosen. The data were analyzed using M, SD, t-test, Pearson's correlation, multiple regression, and path analysis. The findings of this study are as follows; First, marital satisfaction and the level of quality of life are higher for husbands than wives. Whereas psychological distress is higher for wives than husbands. Second, for husbands, husband's level of education, job satisfaction, husband's housework participation, and job stress have significant effect on marital satisfaction. For wives, wife's level of education, husband's housework participation, and husband's job stress have significant effect on marital satisfaction. Third, for husbands, job satisfaction and job stress have significant effect on psychological distress. For wives, husband's job stress have significant effect on psychological distress. Fourth, for husbands, job stress, marital satisfaction and psychological distress have significant direct effect on quality of life. Besides, husband's age, husband's level of education, job satisfaction, job stress, husband's housework participation, and marital satisfaction are indirectly associated with quality of life. For wives, marital satisfaction and psychological distress have significant direct effect on quality of life. Besides, wife's level of education, husband's job stress, husband's housework participation, and marital satisfaction are indirectly associated with quality of life.

• Korean Journal of Child Studies
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• v.35 no.4
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• pp.1-15
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• 2014

This study examined how child care teachers' background characteristics, self-efficacy and job stress relate to their job satisfaction. Participants were 400 child care teachers in Seoul and Gyeonggi, Korea. Structural equation models were developed based on the authors' hypothesized model, which proposed that teachers' self-efficacy and job stress have a mediating effect in the relationship between teachers' background characteristics and job satisfaction. The results revealed that career directly influenced on self-efficacy and job stress but had no direct effect on job satisfaction. Education level was found to have a direct effect on job stress but had no direct effect on self-efficacy and job satisfaction. Teachers' self-efficacy affected job stress and job satisfaction and job stress affected job satisfaction. Furthermore, self-efficacy mediated the effects of career on job stress and job satisfaction. Additionally, job stress mediated the effects of education level and self-efficacy on job satisfaction. These results suggested that teachers' self-efficacy and job stress were key predictors and mediating variables in the relationship between background characteristics and job satisfaction.