• 한국컴퓨터정보학회논문지
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• 제23권5호
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• pp.47-53
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• 2018

This study is aimed to determine types of job values which is searched by 242 university student in Gwangju, to study characteristics of each type, and to analyze key competency of each type. The data were analyed with PASW 18.0 using frequency analysis, k-mean cluster analysis, crosstabs and one-way ANOVA. According to findings, first of all, university student types of job values are divided into 4 groups; a type of intrinsic job values(27.7%), a type of active job value(32.2%), a type of external job value(12.4%), a type of passive job value(27.7%). Secondly, the type of job values showed statistically significant difference only in the monthly allowance of socio-economic variables. Thirdly, the type of job values showed statistically significant difference 'communication', 'mathematics', 'problem solving', 'self development', 'resource management', 'interpersonal skills', 'technical ability', 'understanding organizations' and 'work ethics'.

• 기본간호학회지
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• 제22권1호
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• pp.7-15
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• 2015

Purpose: This study was done to investigate the correlation among emotional labor, nursing professional values, and job satisfaction and identify factors that affect job satisfaction of nurses working in small and medium-sized hospitals. Methods: Data were collected from 214 nurses in S city. The following measurement tools were used: Emotional labor by Morris et al. (1996), Nursing Professional Values Scale by Yeun et al. (2005), and Index of Work Satisfaction by Stamps et al. (1978). Collected data were analyzed with SPSS/WIN 18.0 using descriptive statistics, t-test, ANOVA, Pearson correlation coefficient, and multiple regression. Results: Participants' scores for emotional labor, nursing professional values and job satisfaction were $3.11{\pm}0.48$, $3.46{\pm}0.39$, and $3.02{\pm}0.29$ respectively. Emotional labor showed a negative correlation with job satisfaction (r=-.33, p<.001), while nursing professional values showed a positive correlation with job satisfaction (r=.58, p<.001). Emotional labor and nursing professional values were identified as factors influencing job satisfaction. The model explained about 39% of the variance in job satisfaction (F=67.40, p<.001). Conclusion: The results of this study suggest that it is important to manage emotional labor as well as to improve professional values and job satisfaction of nurses working in small and medium-sized hospital.

• 한국조리학회지
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• 제23권6호
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• pp.78-88
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• 2017

The main goal of this study was to demonstrate the causal relationships between multi-dimensional work-values, job satisfaction and task performance of Y generational employee in the Korean hotel industry. In order to achieve the purpose, the data were collected from Y generational employees working in the major cities in Korea. To analyze the data, frequency, exploratory factor analysis, reliability analysis, PROCESS Macro analysis and simple regression analysis were undertaken by using SPSS 18.0. The results were as follows; 1. Work-values were found out as five factors; Prestige workvalues, Personal development work-values, Work condition work-values, Personal welfare work-values, Social/ Altruistic work-values. 2. All five factors were found to be significant in enhancing job satisfaction. 3. Two factors which were prestige work-values and personal welfare work-values were found to be significant in facilitating task performance. 4. Job satisfaction was revealed as a mediator between all work-value factors and task performance. This study provided practical information about work-values of Y generational hoteliers to positively affect their job satisfaction and task performance. This study also confirmed that it is important to enhance job satisfaction in order to make employees perform their service duties better.

• 한국응용과학기술학회지
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• 제41권3호
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• pp.575-585
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• 2024

This study is a descriptive survey research conducted to confirm the effects of work values and career adaptability on job preparation behavior in Graduation year nursing students. The subjects are 4th grade students who are attending two university nursing departments in city G and N, and data were collected from September to October 2023. The data were analyzed by descriptive statistics, t-test, ANOVA, Pearson's correlation analysis and controlled regression analysis. The research results are as follows. Intrinsic values (β=-.127, p=.122) had not statistically a significant effect on job preparation behavior. Extrinsic values (β=.168, p<.001) and career adaptability (β=.415, p<.001) had statistically a significant positive effect on job preparation behavior. The variables predicting the job preparation behavior of nursing students were identified in the order of career adaptability and extrinsic values. The study model accounted for 35.5% of job preparation behavior. It suggests that strategies are needed to enhance the extrinsic values and career adaptability in order to promote job preparation behavior in nursing students. However, considering the nature of nursing and the sense of calling of nurses who perform nursing, we should not overlook the fact that the intrinsic values of nursing itself is also an important aspect that nursing students preparing to become future nurses must cultivate.

• 한국직업건강간호학회지
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• 제21권2호
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• pp.77-86
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• 2012

Purpose: The purpose of this study is to identify nursing professional values and job satisfaction depending on the types of personality in visiting nurses. Methods: Two hundred twenty six visiting nurses participated in this study. Data collection was conducted in 26 Public Health Centers in Korea. The Korean version of the Enneagram nursing professional values and job satisfaction was used to measure the nursing professional values and job satisfaction. Results: The most common personality is type 9, a center of the Instinctive Center where energy tends to stress outwards. There was a significant difference in nursing professional values depending on the type of personality. The type 1, 2 and type 9 had a significant difference by depending on the type of personality. There was but no difference in job satisfaction. There was a negative correlation between nursing professional values and job satisfaction by depending on the type of personality. The nurses with the type 9 and type 1 of personality showed a significant differences with the negative correlation between professional values and job satisfaction. Conclusion: The findings of this study showed the necessity of a self-understanding program to improve the working efficiency by increasing the professional values and job satisfaction of visiting nurses.

• 대한가정학회지
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• 제24권1호
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• pp.59-64
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• 1986

The contents of proximate components of the polished adn unpolished Job's tears, Coix agrestis, were determined. And also the phisical and the chemical properties of fatty acids composition and the oxidative rancidity of the crude oil extracted from Job's tears were examined. RESULTS : 1.The contnets of moisture, total ash, crude protein, crude fat, and carbohydrate in Job's tears were shown to be about 9.2%, 2.1~5.0%, 19.5~20.8%, 3.7~7.2%, 60.7~67.0%. 2. The average values of specific gravity, refractive index iodine value, saponification value, acid value of the crude oil extracted from Job's tears were 0.917~0.920, 1.47574, 107~111, 198~199, 1.3~2.0, respectively. 3. The fatty acids composition in the crude Job's tears oil showed oleic acid 48.97~49.97%, linoleic acid 37.33~36.16%, palmitic acid 13.70~13.87%. 4. Generally, the peroxide values and thiobarbituric acid values of the Job's tears oils and control during 40 storage days at 40±1℃ showed very low increase. After 32 days, the peroxide values and TBA values of soybean oil showed higher than those of the Job's tears oils. Conclusively, the Job's tears oils were shown to be more stable than the soybean oil.

• 한국식품조리과학회지
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• 제23권1호통권97호
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• pp.62-69
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• 2007

Competitions among domestic foodservice businesses get more intense as the presence of new competitors has rapidly increased. For the past decade, our domestic foodservice industry has shown outstanding growth and overcome poor industrial environments. The poor work conditions employees suffer from will cause negative effects on organization values and effectiveness. Although facing severe problems, most of foodservice businesses do not take aggressive counteraction to eliminate these issues. With this in mind, the study has been implemented to empirically investigate the effects of the foodservice business on organization values and organization effectiveness and then to utilize the findings of the study to develop various marketing strategies for the foodservice industry. The findings of the study were as follows: first, with respect to the effects among organization values, job satisfaction, and organization loyalty, the organization value was found to have positive effects both on job satisfaction, and organization loyalty. The findings demonstrated that the levels of job satisfaction and organization loyalty of employees may be increased by promoting organization values, as positive relationships were found between organization values, job satisfaction, and organization loyalty of employees. second, organization values were found to have a positive effect on organization loyalty. Therefore, job satisfaction should be considered as a key factor for achieving overall organizational loyalty of employees in the foodservice industry.

• 대한지역사회영양학회지
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• 제4권3호
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• pp.441-453
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• 1999

This study aims to investigate the effects of job characteristics and work on both organizational commitment and job satisfaction of the school foodservice dietitian for the purpose of providing information for quality improvement in productivity of school foodservice. The subjects were 401 school foodservice dietitians in Taegu and the Kyungpook area. The survey questionnaires consisted of five parts including demographic characteristics, job characteristics(JCI), work values, organizational commitment(OCQ) and job satisfaction(JDI). More than half of the subjects(65.3%) were between the age of 26 to 30 years. Seventy-one percent of the participants had bachelor’s degrees and monthly wages of 83.2% ranged from 700,000 to 1,200,000 won. The education of thedietitians was found to have a significant relatinship with job satisfaction in all fields. Job characteristics such as feedback, job characcteristics such as job autonomy, feedback and friendship were positively correlated with job satisfaction. The group of dietitians with high work value scores for work as a central life interest had significantly high scores in organizational commitment(p<0.01) and overall job satisfaction(p<0.05). Job satisfaction such as work-itself, pay, supervision, promotion and co-workers were positively correlated with organizational commitment. According to the Lisrel program, organizational commitment was affected by educational level(-0.23). Job satisfaction was also affected by educational level(-0.18), autonomy(0.24), friendship(0.12), feedback(0.08), individualism(-0.07) and organizational commitment(0.44) directly. In conclusion, school foodservice dietitians may increase the level of their commitment to organization and job satisfaction by increasing autonomy, feedback adn friendship of job characteristics and work values.

• 치위생과학회지
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• 제4권2호
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• pp.55-60
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• 2004

본 연구는 치위생과 학생들의 새로운 직업가치관 유형을 구명하는데 있으며, 3개 대학 치위생과 신입생 280명을 대상으로 자료를 수집하였으며, 이 중 242매를 분석하였다. 2차에 걸친 요인분석에 의해 직업가치관을 유형화 하였으며, 이 연구를 통해 얻어진 결과는 다음과 같다. 1. 치위생과 신입생들의 직업가치관 유형은 (1) 지위 (2) 경제적 보상 (3) 사회 기여 (4) 성취 (5) 능력 (6) 직업흥미 등 6개 유형으로 분류할 수 있다. 2. 사회기여, 성취, 능력, 직업흥미 유형은 내재적 가치관으로, 지위와 경제적 보상 유형은 외재적 직업가치관으로 분류할 수 있다. 3. 치위생과 신입생들의 외재적 가치관(4.24점)은 내재적 가치관(3.86점)보다 다소 높게 나타났다. 4. 치위생과 신입생들이 중요하게 생각하는 직업가치관 유형은 경제적 보상(4.39점), 지위(4.09점), 성취(4.07점), 능력(3.98점), 직업흥미(3.91점), 사회기여(3.46점) 순으로 나타났다.

• 가정∙방문간호학회지
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• 제12권1권
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• pp.1-40
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• 2005

This study investigated the relationship among home care nurses' perception of ethical values and conflicts and job satisfaction. The subjects of the study were 257 home care nurses working at 101 institutions involved in home care practice, the data were collected between December 28, 2004 February 14, 2005. The instruments were perception of ethical values, ethical conflicts, and job satisfaction and it was revised by the author. The reliability of Cronbach's a was .74, .93, .85, respectively. SAS 8.0 program was used to analyze the data, and frequency, percentage, unpaired t-test, ANOVA, $Scheff\`{e}$ test, and Pearson's Correlation Coefficient were calculated for data analysis. Followings are the results of the study: The scores of home care nurses' perception of ethical values were average 3.8points (5points scale). There was no significant difference between the groups according to general characteristics such as age (P=.001), religions (P=.001), ethical standard (P=.018), and current job satisfaction (P=.000). The scores of home care nurses' ethical conflicts were average 2.9points (5points scale). There was significant difference according to pay (P=.008) and employment status (P=.001) of general characteristics; conflicts was showed to go up with higher pay and temporary employment status. The scores of home care nurses' job satisfaction were average 3.3points (5points scale). There was significant difference among the groups according to age (P=.023), pay (P=.001), job career of home care (P=.030), and current job satisfaction (P=.000) of the general characteristics. There was significant positive correlation between subject's perception of ethical values and ethical conflicts (P=.004) and perception of ethical values and job satisfaction (P=.005). However, ethical conflicts and job satisfaction (P=.772) showed negative correlation, but it was not significant. With the results, home care nurses showed firm perception of ethical values and relatively higher job satisfaction. However, they showed ethical conflicts regarding the lack of administrative support and dignity of human life. In conclusion, It requires some alternative measures to solve the ethical conflicts and to enhance job satisfaction of home care nurses through the support in policy, continuous ethics education, rewarding system, and introducing laws to protect individual home care nurses.