• Journal of the Korean Society of Food Culture
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• v.31 no.5
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• pp.430-441
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• 2016

The purpose of this study was to determine the association between school administrator support as perceived by nutrition teachers (dietitians) and job satisfaction in order to provide data concerning efficient job performance of nutrition teachers, to determine effects of school administrator support on job satisfaction in nutrition teachers, and to provide basic data that could help improve school meals. Major supporters of nutrition teachers (dietitians) were chief administrators (55.3%), principals (27.2%), assistant principals (15.0%), and managers in charge (2.4%). Nutrition teachers (dietitians) scored 3.38 for perception of school administrator support, 3.66 for emotional support, 3.27 for informational support, 3.22 for instrumental support, and 3.11 for evaluation support. Support of nutrition teachers (dietitians) by school managers included emotional support (3.66)>informational support (3.27)>instrumental support (3.22)>evaluative support (3.11). Nutrition teachers (dietitians) scored 3.37 for job satisfaction, as follows: work performance (4.19)>interpersonal relationships (3.39)>job satisfaction in general (3.37)>job itself (3.29)>job environment (3.07)>performance rating and benefits system (2.70). Statistically significant correlation was observed between perception of school administrator support and job satisfaction (r= .771, p< .01). Therefore, school administrators are necessary to provide evaluative supports to nutrition teachers (dietitians), performance assessment, employee benefit packages, and improvement of school meal plans and quality.

• Journal of Convergence for Information Technology
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• v.10 no.3
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• pp.22-30
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• 2020

The purpose of this study is to examine the effects of social support and job satisfaction on job embeddedness in the small and medium size hospital nurses. The subjects were small and medium hospital nurses in G city, and 197 data were analyzed. Data were analyzed descriptive statistics, t-test, ANOVA, Pearson correlation analysis, and hierarchical regression analysis. As a result, supervisor support, peer support of social support, job satisfaction were reported positively correlated with job embeddedness. The study model accounted for 28.0% of job embeddedness. The most powerful variable affecting job embeddedness was job satisfaction(β=.33 p<.001). In order to promote job embeddedness of small and medium hospital nurses, it is suggested that measures for improving job satisfaction and supervisors support of social support.

• Journal of Korean Academy of Nursing
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• v.33 no.2
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• pp.265-274
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• 2003

Purpose: The purpose of this study is to investigate the role of social support in the experience of job stress among hospital nurses. Method: This study was carefully designed to overcome methodological shortcomings found in past research, and examined two organizational effectiveness variables(job satisfaction and organizational commitment) as outcome variables. The sample used in this study consisted of 602 nurses from 5 general hospitals. Data were collected with self-administered questionnaires and analyzed using hierarchical regression and LISREL technique. Result: It was found that: (a) three job stress variables(workload, role conflict and conflict with other medical staff) have negative effects on job satisfaction and organizational commitment; (b) social support have positive main effects on the two output variables; (c) the negative effects of job stress variables on job satisfaction and organizational commitment are not buffered by social support, and (d) social support mediates the effects of job stress on job satisfaction and organizational commitment, and the size of the mediating effects is small. Conclusion: Further research needs to be done to further refine this study.

• Journal of Digital Convergence
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• v.12 no.12
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• pp.427-439
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• 2014

This study analyzed the effects of job stress, job burnout, and social support on turnover intention for beauty salon workers in Busan. First, the younger, the higher levels of emotional labor; the younger, the lower education levels, the shorter career, and the lower position, the higher job stress and the higher job burnout; and the younger, the lower education levels, and the fewer days off, the higher turnover intention. Second, directors, designers and the staff had emotional labor, job stress, job burnout, and social support associated with turnover intention. Third, owners and designers had their turnover intention in general affected by emotional control, role stress, supervisor support, and colleague support and had their workplace-related turnover intention affected by emotional control, role stress, colleague support, and depersonalization, while the staff had their turnover intention in general and workplace-related turnover intention affected by supervisor support, colleague support, and depersonalization and had their job-related turnover intention affected by supervisor support.

• Safety and Health at Work
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• v.7 no.4
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• pp.354-362
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• 2016

Background: The present study aims at investigating whether and how (1) job demands and job resources are associated with work-to-private-life interference (WLI) and (2) job resources moderate the relationship between job demands and WLI. Methods: Data were collected by a self-report questionnaire from three hospitals in Italy. The sample consisted of 889 health-care workers. Results: All job demands (i.e., quantitative demands, disproportionate patient expectations, and verbal aggression) and job resources (i.e., job autonomy, support from superiors and colleagues, fairness, and organizational support), with the exception of skill discretion, were related to WLI. The effects of quantitative demands on WLI were moderated by support from superiors; fairness and organizational support moderate the effects of all job demands considered. Support from colleagues moderated only verbal aggression. Job autonomy did not buffer any job demands. Conclusion: The present study suggests that the work context has a central importance in relation to the experience of WLI among health-care workers. The results indicated that intervention in the work context may help to contain WLI. Such interventions would especially be aimed at improving the social climate within the unit and quality of the organizational process.

• The Journal of Korean Society for School & Community Health Education
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• v.17 no.1
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• pp.35-47
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• 2016

Objectives: The purpose of this study was to examine the mediating effect of self-esteem or social support on job-related stress and depression among emergency medical technicians (EMTs). Methods: Data were collected from EMTs at emergency medical institutions and fire stations (n=257). The data were analyzed using descriptive statistics, t-test, Pearson correlation coefficient, and stepwise multiple regression with SPSS WIN 21.0. Results: Self-esteem and social support of EMTs were found to be at moderate levels (Self-esteem: M=3.04, SD=0.43; Social support: M=3.65, SD=0.43) Job-related stress was positively correlated with depression: the higher the job-related stress score, the higher the depression score. Moreover, self-esteem score or social support score was negatively associated with job-related stress and depression: the higher the self-esteem score or the higher the social support score, the lower the job related stress score and the depression score. Conclusions: Future research should address how social support and networks interact and together affect self-esteem for job-related stress and depression.

• Safety and Health at Work
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• v.10 no.3
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• pp.341-346
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• 2019

Background: Although the concept of workload is important to nursing practice, only a few nursing researchers have focused on the issue of workload within the nursing context. Knowledge of how the dynamics of workload affects the job stress of nurses working in a specific unit or department in a hospital setting, and the influence of coworker support on this relationship, still remains limited. This study, therefore examined the effect of workload on job stress of Ghanaian outpatient department nurses and the moderating effect of coworker support on this relationship. Methods: A cross-sectional survey design was used, and questionnaire was used to collect data from a sample of 216 outpatient department nurses from four major hospitals in Ghana. The data collected measured workload, job stress, and coworker support using National Aeronautics and Space Administration (NASA) Task Load Index, job stress scale, and coworker support scale, respectively. Data were analysed using descriptive statistics, correlation, and hierarchical regression. Results: High levels of workload were associated with high levels of job stress of the nurses. Also, higher levels of workload were related to higher levels of job stress for nurses who received high levels of coworker support, but this was not the case for those who received low levels of coworker support (reserve buffering effect). Conclusion: The finding reiterates the adverse effect of workloads on employees' health, and the reverse buffering effect implies that supporting a colleague at work should be conveyed in a positive manner devoid of negative appraisal.

• Journal of Home Health Care Nursing
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• v.25 no.2
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• pp.175-183
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• 2018

Purpose: This study was to investigate the relationship between social support, emotional exhaustion and job stress job satisfaction and intention to leave of male nurses. Methods: The subjects of this study were 90 male nurses working in hospitals, and data analysis was performed multiple regression analysis to examine factors affecting job satisfaction and intention to leave. Results: The current job satisfaction rate of male nurses was 52.8%, and the rate of intention to leave within one year was 38.2%. Job satisfaction was lower for male nurses as job stress was higher(${\beta}=-.44$), p<.001), and the higher the supervisory support in social support, the higher the job satisfaction(${\beta}=.23$), p=.011). The higher the emotional exhaustion, the higher the intention to leave(${\beta}=.35$, p<.001). Conclusion: In order to maintain male nurses as important nursing staff in hospitals, various policy are needed to reduce the job stress of male nurses and to increase job satisfaction by lowering job stress and to reduce the intention to leave by reducing emotional exhaustion.

• Journal of the Korea Safety Management & Science
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• v.10 no.2
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• pp.25-31
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• 2008

The purpose of this paper is to review the relationship between job characteristics and job stress responses(physiological response, psychological response, behavioral response), and the moderating effect of social support. Based on the responses from 187 employees in small & medium manufacturing industry, hierarchical regressional analysis showed that job characteristics factors have partly negative relationships with job stress response. However, job variety has positive relationship. Social support has partly moderating effect on the relationship between job characteristics and job stress.

• Journal of Korean society of Dental Hygiene
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• v.19 no.2
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• pp.231-239
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• 2019

Objectives: This study was conducted to understand the influencing factors of job satisfaction of clinical dental hygienists in schoolwork, and use the basic data to enhance their job satisfaction. Methods: A self-reported questionnaire was filled out by 210 dental clinic hygienists from June 10 to August 30 of 2018. Data were analyzed using SPSS 22.0. Independent t-test, one-way ANOVA, Scheffe's post-hoc test, and Pearson correlation coefficient were reviewed, and a multiple regression analysis was conducted. Results: The scores of subjects' professional self-concept, self-esteem, job stress, and job satisfaction were 3.37, 3.80, 2.79, and 3.37, respectively. The influencing factors of job satisfaction of clinical dental hygienists in schoolwork included marital status, support in workplace, professional self-concept, and job stress, with 41.6% of the explanatory power. Conclusions: The stronger the professional self-concept, the lower the job-stress and higher the job satisfaction. The job satisfaction was also higher in the group in which the subjects were married and getting support in the workplace compared to the other group with no support in the workplace. Therefore, support systems and institutional support are required for clinical dental hygienists to be continuously educated in the workplace.