• The Journal of Asian Finance, Economics and Business
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• 제8권11호
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• pp.265-276
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• 2021

The current research aims to examine how workplace ostracism influences employee turnover-oriented intention and investigates the mediating role of job burnout in the workplace ostracism - turnover relationship. Drawing on conservation of resource theory, we hypothesize that higher levels of workplace ostracism develop employee turnover through job burnout. Precisely, we predict that workplace ostracism is positively associated with turnover intention, both directly and indirectly via job burnout. To test our theoretical model, we collected field data from 311 banking employees in Pakistan. Structural equation modeling is used to test the relationship between workplace ostracism and employee turnover intention. The empirical findings reveal that workplace ostracism is positively associated with turnover intention. Furthermore, the relationship between workplace ostracism and turnover intention is mediated by job burnout. By using job burnout as a mediator, the present study sheds light on "why" workplace ostracism is related to employee turnover intention. In doing so, the present research provides a comprehensive understanding of the negative effects of ostracism on the workplace. This has subsequently provided practitioners with new insight into how to reduce employee turnover in organizations. We conclude by discussing the future directions and practical implications of our study.

• 한국비블리아학회지
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• 제29권4호
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• pp.227-249
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• 2018

본 연구는 사서교사에게 직무소진이 발생하는 요인 및 상황을 파악하기 위한 연구이다. 이를 위하여 고등학교 도서관에서 근무하고 있는 15명의 사서교사를 대상으로 심층 인터뷰를 실시하였다. 본 연구의 결과, 사서교사의 직무환경, 사서교사의 역할 및 정체성의 문제, 학교공동체 구성원들의 학교도서관 및 사서교사에 대한 인식 등이 직무소진의 영향 요인으로 밝혀졌으며, 이를 해결하기 위한 방안으로는 사서교사들에 대한 적절한 보상 체계의 마련, 사서와 사서교사간의 명확한 직무 구분, 학교공동체 구성원들의 사서교사에 대한 인식 전환을 위한 계기 및 제도적 장치의 마련, 사서교사의 자기계발 및 재충전의 기회 제공 등이 필요함을 제시하였다.

• 한국보건간호학회지
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• 제36권2호
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• pp.196-211
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• 2022

Purpose: This is a phenomenological study to improve the quality of nursing and understand its essence by comprehensively analyzing job experience of nursing managers in small and medium. Methods: This study focused on deriving the common empirical attributes of all the study participants, rather than their individual attributes. Data on the job experiences of nine nurse managers in small and medium-sized hospitals were collected and analyzed using Colaizzi's phenomenological method. Result: The job experiences of nurse managers in small and medium hospitals were classified after analysis into 14 theme cluster sets and 34 themes in five categories. The categories derived were 'A feeling of pressure as if taking responsibility for the entire hospital', 'Taking on the difficulties of hiring a nurse alone.' 'Difficulty in mediating conflicts within the organization', 'Struggling to endure', 'To take root in the field with a sense of ownership'. Conclusion: This study is meaningful in helping nursing managers in small and medium hospitals perform their duties more efficiently and stably by understanding their job experience.

• 산경연구논집
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• 제14권1호
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• pp.39-47
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• 2023

Purpose: This research aims at determining institutional commitment impact and how it influences job satisfaction. It aims at bridging the gap in research on the study topic. Its major focus is on work content and institutional commitment as the main variables and how they impact companies and employees. Research design, data and methodology: The current research has chosen the literature content approach and it is a reporting guideline for methodical assessments. It offers a consistent approach for conducting and reporting these types of studies, which can help to improve the quality and transparency. Results: The finding of the current research has showed that workers in social companies need jobs with higher values and responsibilities, company policy, among other factors. Workers' organization commitment towards social enterprise for improving workers' job satisfaction factors will include affective commitment, continuous commitment, normative commitment, and the commitment profile of the organization. Conclusions: This research finally insists that the findings of the current research would aid in enhancing employee knowledge and understanding of work satisfaction, as well as the essence of institutional commitment. Most employees lack adequate knowledge of the implications of job satisfaction not forgetting their personal needs as indicated in the individual need model.

• 한국콘텐츠학회논문지
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• 제8권4호
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• pp.211-226
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• 2008

본 논문은 지역아동센터 파견 아동복지교사의 직무 만족도 및 적성/직업 인식도를 파악하고, 이를 바탕으로 앞으로 보다 나은 아동복지정책의 기초 자료를 제공하고자 하였다. 먼저 연구대상자의 인구통계학적 특성에 따른 파견 아동복지교사 직무만족도의 인식차이는 성별에 따라서는 상사와의 관계(p<.01), 파견 아동복지교사직에 대한 만족(p<.01), 제공지식정보에 대한 만족(p<.05) 및 전체적인 파견 아동복지교사의 직무만족도에 대해서 유의한 인식의 차이가 나타났다. 적성 및 직업인식도에 대한 인식조사결과, 보다 나은 직장을 얻기 위하여 현재 노력하는지 여부는 학력에 따라서 다소 유의한 인식의 차이가 나타났다. 파견 아동복지교사에 대한 긍지는 현재의 직업에 뚜렷한 사명감과 목표 의식을 가지고 있다는 의견은 27.5%로 나타나 파견 아동복지교사에 대해서는 학생교육을 통한 즐거움과 보람을 통하여 긍지를 느끼는 것으로 인식하였다. 지역아동센터 아동지도프로그램 운영상 어려움은 교육교재부족과 설비부족, 부모님의 참여와 이해부족을 가장 문제점으로 인식하였다.

• 한국간호교육학회지
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• 제20권2호
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• pp.276-287
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• 2014

Purpose: The purpose of this study was to explore the clear concept of organizational commitment for effective nursing personnel management. Method: This study was conducted using Walker & Avant's conceptual analysis framework(2005). Results: Organizational commitment was identified with six attributes: acknowledgment, acceptance, trust, sacrifice, attachment, regulation. Antecedents of organizational commitment were personal characteristics, perceived organizational support, empowerment, fair compensation, job satisfaction, job autonomy, organizational culture, and leadership. Consequences of organizational commitment were turnover intention, job performance and organizational citizenship behavior. Conclusion: Organization commitment is a core concept for understanding the management of nursing personnel. Appropriate instruments to operationalize the concept of organizational commitment including six attributes need to be developed.

• 지식경영연구
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• 제10권3호
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• pp.133-152
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• 2009

The purpose of this study is to enhance an understanding of employee's OCB(organizational citizenship behavior) in manufacturing innovations like a TPM(total productive maintenance). OCB is examined as a dependent variable in three dimensions; compliance behavior, altruistic behavior, and innovative behavior. The six determinants of OCB are considered based on previous literature : organizational culture, team climate, transactional leadership, transformational leadership, job satisfaction, and organizational commitment. And the moderating effect of TPM on the relationships between OCB and determinants are examined. Data is collected through questionnaires and interviews from 684 employees in the Korean medium-sized manufacturing company that are conducting TPM. The result indicates that the important influencing factors of OCB are team climate, organizational culture, and job satisfaction. And the moderating effect of TPM on the relationships between OCB and job satisfaction is founded.

• 한국IT서비스학회지
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• 제12권2호
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• pp.55-71
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• 2013

Despite the growing interest in technostress phenomenon of employees in organizations, few guidelines exist about how mangers can effectively control their technostress. Accordingly, scholars should pay greater attention to how firms can successfully manage employees' technostress. This study conceptually developed and tested a research model for understanding the influence of technostress on psychological and behavioral strains. In addition, we tested technical support provision as a moderator. We obtained 107 samples through a survey questionnaire, and data were analyzed based on structural equation modeling (SEM). As a result, it was empirically demonstrated technostress decreases job satisfaction and individual productivity. We also found that technical support provision have moderating effects on the relationship of technostress and job satisfaction/individual productivity.

• International Journal of Advanced Culture Technology
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• 제9권1호
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• pp.99-104
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• 2021

The most widely used instrument to assess perceiving a calling, the CVQ(Calling and Vocational Questionnaire), is composed of three constructs: transcendent sermon, purposeful work, and prosocial orientation. Recently assessing perceiving a calling has received great attention and it is critical not only for job incumbents but also college students who are in the job search stage. The purpose of this study is to investigate measurement invariance of the Korean CVQ between employees and college students. 339 job incumbents and 252 college students participated in this study, and based on the multiple group confirmatory factor analysis from the structural equation model, we confirmed the measurement invariance between employees and college students at the scale level. Thus, the perceived calling scale is applicable to both employees and college students without biases. This study provided meaningful information in understanding calling, and we discussed limitations and future directions.

• 국제학술발표논문집
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• The 6th International Conference on Construction Engineering and Project Management
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• pp.748-749
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• 2015

Recently Korean construction companies have started launching into the world beyond the Middle East to Southeast Asia. Launching into Central Africa has emerged as the blue chips; therefore, it is needed to study the local people and culture of Central Africa. However, launching Korean construction companies into Central Africa may cause some problems between Korean and African construction laborers' thinking. Therefore this comparative analysis of Korean and Central African construction laborers' job consciousness can provide to Korean companies a minimum understanding of these kinds of problems to expect while launching into Central Africa and so using this analysis as a basic data to supply them.