• Journal of Families and Better Life
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• v.23 no.1 s.73
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• pp.223-239
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• 2005

The purpose of this study is to explore the impacts of personality variables, family variables, job variables, work-family conflict and job satisfaction on life satisfaction of family business workers. The major findings are as follows: 1. There was direct causal effects of job satisfaction, Sunday working level, the duration of the family business, an academic background on life satisfaction of family business workers. 2. Such variables family variables(family size, number of family workers, number of unpaid family workers), working time variables (working hours per a day, saturday working level, flexibility of working time), work-family conflict had indirect causal effects on life satisfaction of family business workers

• The Journal of the Convergence on Culture Technology
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• v.9 no.6
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• pp.743-750
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• 2023

This research aims at drawing implications by positive and negative variables affecting burnout of young working adults. The authors derived social support and empathy from sorting out the positive variables, and job boredom and job stress from the negative variables. Many studies have shown that these selected variables are believed to influence considerably on burnout. This research is achieved by the method of hierarchical multiple regression analysis. The results indicate that four positive and negative variables influence on burnout, and the negative variables(job stress, job boredom) have the greater effect than the positive variables(empathy, social support) do. Thus, there is an urgent need for care and concern for the social beginners.

• Journal of Korean Academy of Nursing
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• v.39 no.3
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• pp.329-337
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• 2009

Purpose: The purpose of this study was to investigate the determinants of job satisfaction of hospital nurses. The focus was on work rewards. A causal model of job satisfaction of hospital nurses was constructed based on situational perspectives. Methods: The sample for this study consisted of 505 nurses from 2 general hospitals located in Seoul and Kyeonggi Province, Korea. Data were collected with self-administrated questionnaires and analyzed by hierarchical multiple regression. Results: All variables except workload were positively correlated with job satisfaction. It was found that three task reward variables(workload, meaning, and participation), two organizational reward variables(security and promotional chances) and one social reward variable(family support) had significant influence on nurses' job satisfaction. The explained variance for job satisfaction was 41.4%. The data further indicate that task rewards were the most significant determinants of nurse job satisfaction. Conclusion: Theses findings provide strong empirical evidence for importance of task, organizational and social reward variables in explaining job satisfaction of nurses. The model used for this study will be useful for predicting nurse job satisfaction.

• Korea Journal of Hospital Management
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• v.16 no.4
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• pp.131-160
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• 2011

The purpose of this study was 1) to understand the job transfer in education & training(E&T) programs & organizational situational characteristics, and 2) to analyze the effects of the E&T programs & organizational situational characteristic groups on each of the levels of job transfer. There is intimate relationship between E&T programs characteristics & organizational situational characteristics and job transfer, so we can't think of them separately. With this point of view the most frequently discussed problem is how to apply the theory in actual job, but in reality it's true that the improvement of job transfer can't reach the expectations of the E&T programs. In literature view study, the concepts of job transfer in E&T, the general theory on E&T, and the actual condition and points at issue of the existing E&T practices in the medium and small-sized hospitals were defined. As the results from empirical analysis, we could find followings: First, in evaluation of the job transfer, demographic characteristics (seniority, occupational category, position) variables have a significant different. Second, in degree of the job transfer, E&T programs characteristics(contents of E&T, design of E&T, conditions of E&T, teaching ability of lecturer, methods of E&T) variables have a different influence upon each of the evaluation levels of E&T. Third, support of CEO variables have a different influence on the job transfer according to contents, design, conditions of the E&T programs. Fourth, support of co-works variables have a different influence on the job transfer according to design, conditions, method of the E&T programs. Fifty, support of organizational atmosphere variables have a different influence on the job transfer according to contents, design, conditions of the E&T programs.

• The Journal of the Korea Contents Association
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• v.13 no.12
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• pp.786-796
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• 2013

The purpose of this study was to search for approaches towards the improved the job performance of the community child center workers, by analyzing relations between their job performance and its concerned variables. For that purpose, the investigator searched the characteristics of variables and relations among the variables and empirically analyzed the factors affecting the job performance. As a result, there were significant differences in job performance according to the empowerment, network and job characteristics. The results of hierarchical regression analysis reveal that changes to each of the models were checked by introducing a new group of variables in each stage. Then the influences of the variables including the empowerment, network and job characteristics on job performance were tested through the influence and significance of the variables and the changing explanatory power of the entire models.

• Journal of Digital Convergence
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• v.15 no.7
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• pp.435-444
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• 2017

This study investigated differences between job satisfaction and professionalism by job-related variable and analyzed the effects of job-related variables and job professionalism on job satisfaction among a total of 144 beauty salon workers in Busan and Ulsan. The main results are as follows. First, a difference between job satisfaction and professionalism was found by average monthly income and environmental satisfaction. Second, in terms of correlations with variable, job professionalism revealed static correlation with average monthly income, employment period and environmental satisfaction while job satisfaction showed static correlation with average monthly income, environmental satisfaction and job professionalism. In employment period, a significant difference was observed. Third, regarding the influence of variables on job satisfaction, job satisfaction became higher as average and job professionalism increased. In particular, job professionalism was the highest in terms of exploratory power. So a plan for allowing beauticians to improve confidence in professionalism and job satisfaction was presented.

• Journal of the Korean Home Economics Association
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• v.38 no.11
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• pp.115-126
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• 2000

This study investigated the relationship of demographic and psychological variables with job and family-related stress among 293 employed wives. We found that age, job types, working in weekend, and family cohesion significantly contributed to the explanation of job-related stress. We also found that job types, working in weekend, family adaptation, family cohesion, and employment motivation significantly contributed to explaining the variation of family-related stress. Job-related stress was more explained by demographic variables than psychological ones, whereas family-related stress was more explained by psychological variables than demographic ones. Practical implications of the current findings were discussed.

• Culinary science and hospitality research
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• v.14 no.2
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• pp.262-272
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• 2008

This study examines whether job satisfaction of cooks working in the luxury hotels in Seoul significantly differs from those in Busan. The data for this study was collected from randomly chosen luxury hotels located in both areas. Out of 264 cooks who participated in the study, 130 and 134 turned out to be from Seoul and from Busan, respectively. SPSS 14.0 version was used for factor analysis to combine job satisfaction variables, identifying five factors; competence development, work environment, salary and employee benefits, co-worker relations, superior relations. While this study used t-test for identifying whether there is a significant difference between the two cities and between the part of demographic variables, ANOVA was applied in other demographic variables such as education, age, job position, and income.

• Journal of Digital Convergence
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• v.13 no.8
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• pp.357-368
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• 2015

This cross-sectional study was performed to offer radiographer who registered to the Korean Association of Radiographers as a basic material promote job satisfaction and lower job stress. A total of 213 radiographer were surveyed using a self-administered questionnaire. The 105 questionnaires consist of general characteristics, job characteristics, job stress, and job satisfaction. The job satisfaction was categorized into 3 sub-scales; psychological variables, environmental variables, and structural variables. The job stress insufficient job control, interpersonal conflict, job insecurity, organizational system, lack of reward, and occupational climate. Job satisfaction in psychological variables of radiographer was higher in the radiographers who have a high level of education, work in seoul,have a high sense of mission, don't have job leaving attitude, have a lower job insecurity. Job satisfaction in environmental variables of radiographer was higher in the radiographers who get lower salary. Job satisfaction in structural variables of radiographer was higher in the radiographers who have a high sense of mission, don't have job leaving attitude, have a lower organizational system, lack of reward, and occupational climate. Job satisfaction of radiographer was higher in th radiographers who don't have job leaving attitude, have a high sense of mission, have a lower lack of reward, and occupational climate.

• Journal of Preventive Medicine and Public Health
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• v.29 no.2 s.53
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• pp.295-309
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• 1996

The purpose of this study is to investigate the effect of job stress and social support on the organizational effectiveness of hospital employees and to examine the role of social support in the experience of job stress among the employees. Previous studies have yielded mixed results regarding the role of social support. Some studies provide supporting evidence for the buffering effect of social support, while others do not. Still others report findings about reverse buffering effects. These inconsistent findings are, in part, accounted for by methodological problems such as poor measurement, small sample size, and the existence of high multicollinearity. To examine more rigorously the role of social support in relation to the negative effects of job stress, this study was carefully designed to overcome methodolgical shortcomings found in the past research. In addition, unlike the previous studies, which were concerned mostly with health-related variables as consequences of job stress, in this study, three work-related variables (job satisfaction, organizational commitment, and intent to stay) which had close relationships with organizational effectiveness were examined as output variables. The sample used in this study consisted of 353 employees from a university hospital in the surburbs of Seoul. Data were collected with self-administered questionnaires and analyzed using canonical analysis and hierarchical regression analysis. The results of this study indicate that; (1) job stress has negative main effects on job satisfaction, organizational commitment, and intent to stay; (2) social support has positive main effects on the same three output variables, (3) social support does not moderate the harmful effects of job stress on the three outcome variables, and (4) the three-way interaction effects of (social support * job stress * gender) and of (social support * job stress * education) are not supported. The implications of these findings for the management of human resources are discussed.