• Health Policy and Management
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• v.14 no.1
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• pp.65-88
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• 2004

In general, empowerment is defined as the motivational concept of autonomy and self-efficacy. Recently, the concept of empowerment is applied to improve organizational staff's job satisfaction and organizational commitment in many organizations. Empower-ment in service organizations, i.e., hospitals, has certainly generated more publicity than any other organizations. The objectives of this study are, first, to measure the degree of hospital employees' empowerment using Spreitzer(1995)'s empowerment theory, second, to analyze the causal relationship of organizational and job characteristics, a degree of empowerment, and organizational performance(job satisfaction and organizational commitment), and third, to offer the strategy for the improvement of job satisfaction and organizational commitment. Spreitzer insists that the empowerment is composed of 4 dimensions(meaning, competence, self-determination, and impact). And he argues that various work-related characteristics is a direct cause of empowerment and the indirect cause of job satisfaction and organizational commitment, mediated by the empowerment latent variable. In order to perform this study, data were collected by self-administered questionnaires from hospital employees working in administrative department of 3 university hospitals in Inchon and Kyunggi-Do region. The number of cases is 181(response rate; 86%). The Collected data were analyzed with SPSS Ver. 10.0 and AMOSV Ver. 4.0. First, to test validity of variables, the factor analysis was used. Second, to test reliability, Cronbach's alpha coefficients was calculated. Cronbach's alpha of empowerment variable is 0.8323 showing that there's no problem in regard to the internal consistency. Also the Cronbach's alpha of other variables are 0.8301 of the degree of perceived control, 0.6705 of job characteristics, O.8787 of compensation, 0.9254 of job satisfaction, and 0.8389 of organizational commitment, respectively. Among the questions of job characteristics, two survey questions are deleted due to lowering the reliability. Third, to test multicollinearity and correlation of variables, the correlation analysis was performed. There was no problem of multicollinearity. Finally structural equation modelling (SEM) analysis was conducted to find the causal relationship of organizational and job Characteristics, empowerment, job satisfaction and organizational commitment. The 16 variables are included for the SEM analysis. The major results of this study are as follows: First, in the case of model fitness, the condition of x$^2$ statistic(92.187) is not fully satisfied, but the indices of GFI(0.912), AGFI(0.863), NFI(0.917) and CFI(0.928) are partially satisfied, which needs to upper 0.90. Second, in the result of hypotheses testing, all hypotheses are accepted and have a positive effect in 95% or 99% confidence interval(P<0.05 or P<0.001) except the effect of compensation variable on empowerment(P=0.082). Third, in regard to the direct, indirect, and total effect of variables, the direct effect of perceived control, task characteristics, and compensation on job satisfaction are 0.728, 2.264, 0.328 and on organizational commitment are 0.094, 1.411, 0.418, respectively. Also the indirect effect of perceived control, task characteristics, and compensation on job satisfaction are 0.311, 0.196, 0.028 and on organizational commitment are 0.210, 0.132, 0.019, respectively. Thus, these findings imply that various work-related factors are direct effect of empowerment and indirect effect of result variables, job satisfaction and organizational commitment. Also These results showed that the workplace empowerment is significant mediating factor of employee's job satisfaction and organizational commitment.

• Human Ecology Research
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• v.60 no.1
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• pp.131-145
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• 2022

The purpose of this study was to reveal the effects of sales services and organizational member relationships of fashion brand salespersons on job performance and job satisfaction, as well as how job performance, job satisfaction, salesperson services, and organizational member relationships differ according to the sales career and job position. The data were collected by administering a questionnaire to fashion brand salespeople in Gwangju from September to October 2020. Using 235 responses, the data were analyzed with SPSS 27.0 for frequency analysis, reliability analysis, t-test, factor analysis, and regression analysis. The research results were as follows. First, the basic services of the salesperson comprised factors such as 'consideration and convenience', 'appearance and dress', and 'kindness and greeting', which are considered better variables to explain job performance than job satisfaction. Second, the salesperson's professional service consisted of 'fashion product knowledge', 'professional self-management', and 'store display technology' factors, which are good variables to predict job performance. Third, the relationship between the members of a salesperson's organization consists of factors such as 'headquarters relations', 'colleague relations', and 'emotional labor', which was better for explaining job satisfaction than job performance. Fourth, depending on the position, professional salespeople exhibited significantly higher values in job performance, basic and professional services of salespersons, and 'headquarters relations' factors, whereas there were no significant differences in job satisfaction, 'colleague relations' and 'emotional labor'. Lastly, the more sales career, the higher the job performance, and the basic services, professional services, and 'headquarters relations' factors of salespeople were also good.

• Journal of Korean Clinical Nursing Research
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• v.30 no.1
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• pp.54-64
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• 2024

Purpose: This descriptive survey study aimed to examine the effects of grit, social support, job crafting, and evidence-based practice competency on job satisfaction among nurses. Methods: The participants of this study were 211 clinical nurses with experience of more than six months. Data were collected using through an online survey from February 1 to February 17, 2023. The questionnaires was consisted of general characteristics, grit, social support, job crafting, evidence-based practice competency, and job satisfaction. Data were analyzed using descriptive statistics(frequency, percentage, mean, and standard deviation), t-test, ANOVA, Pearson correlation coefficient, and multiple regression analysis with the SPSS/WIN 28.0 program. Results: The average scores of the main variables were 3.08±0.44 out of four for grits, 3.67±0.52 out of five for social support, 4.20±0.64 out of five for job crafting, 4.84±0.71 out of seven for evidence-based practice competency, and 3.72±0.55 out of five for job satisfaction. In the regression model, the factors affecting the nurses' job satisfaction were grit (β=0.66, p<.001) and social support (β=0.11, p=.046), which explained 78.7% of the variance in job satisfaction. Job crafting and evidence-based practice competency were correlated with job satisfaction; however, there was no statistically significant effects of these variables on job satisfaction. Conclusion: Based on the findings of this study, grit and social support showed the most significant effects on the job satisfaction of nurses. Therefore, active support is needed to develop a strategy to improve nurses' grit and to create a supportive work environment, which would be helpful to increase their job satisfaction.

• Journal of the Korean Society for Library and Information Science
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• v.41 no.1
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• pp.165-184
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• 2007

The purpose of this study is to compare the job satisfaction of school library employees with independent variables. and to discern the variables that cause the greatest impact on job satisfaction. The study's 254 questionaries were collected from December 1, 2006 to December 31, 2006 from 327 school library employees. In this study, it is proved that there are differences between the job satisfaction of school library employees and independent variables: gender, the level of school library, length of service. and employment style. Tips for the inherent roles of school library media center were Provided based on inadequacies and other findings revealed through this study.

• Korean Journal of Occupational Health Nursing
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• v.18 no.2
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• pp.205-218
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• 2009

Purpose: The purpose of this study was to learn the affective factors of case managers' occupational stress. Method: A total of 986 participants responded to a self-administered questionnaire that included 24 items of Korean Occupational Stress Questionnaire Short Form (KOSQSF), job satisfaction index, health behaviors, general characteristics, and variables related to work. The data collection of research was done from 17th to 21th of September, 2007. The data were analysed by t-test, ANOVA, and multiple regression with SPSS 11.1 package program. Result: The results of this study were as follows: The overall job satisfaction rate of men and women was highly than that of the Korean worker's standard. There were statistically significant differences in occupational stress in work place, work department, work position, smoking, treatment in out-patient clinic, subjective & relative health-status, work load, supervisor's review on work-ability, and job satisfaction. According to the multi-variate analysis, occupational stress(47.6%) was related to job satisfaction, workload, individual work-ability, supervisor's review on work-ability, health status and gender. Conclusion: Occupational stress varied depending on the ten variables and was influenced by job satisfaction(35.7%) and 5 other variables. The results suggest that further follow-up study on case managers is necessary to relieve their occupational stress.

• Korean Journal of Human Ecology
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• v.20 no.2
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• pp.311-325
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• 2011

The purpose of this study was to analyze patterns of time usage of the retired elderly so as to improve their quality of life. The subjects of this study were 225 elderly people in Jeonnam Province. The statistics used for data analysis were frequency, percentage, mean, standard deviation, t-test, and multiple regression. The major findings were as follows : (1) The retired elderly spend more time in physiological activities and leisure, and there was no day difference in time use. (2) On weekdays, the variables affecting labor time were age, former job, health state, and education. On the weekends, education, health state, and former job had significant effects on the amount of time spent on labor. (3) The variables affecting participation and volunteer time were: monthly living expenses, age, spouse, former job, and house, on weekdays, and on the weekends, significant factors were spouse, age, and former job. (4) The variables affecting leisure time were education, age, monthly living expenses, religion, and economic state, on the weekdays, and on weekends, the significant factors were education, economic state, house, religion, and former job.

• Korea Journal of Hospital Management
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• v.25 no.1
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• pp.58-72
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• 2020

Purposes: This study aims to investigate the determinants of change-oriented organizational citizenship behavior(CO-OCB) of hospital employees and test the mediating effect of the job satisfaction and organizational commitment on the CO-OCB. Methods: Data were collected from the self-administered questionnaire survey for hospital employees of ten hospitals located in five regions, including Seoul. Out of 1,100 questionnaires which were distributed through the administrative routes, a total of 617 copies were returned(response rate 56.1%) and analyzed by frequency analysis, t-tests, correlation analysis, multiple regression, and path analysis using SPSS 21.0 and AMOS 21.0. Findings: The study results revealed that the explanatory power(56.4%) of the model was most significantly increased by the variables of psychological attributes(R²-change 33,5%). Also, the variables of self-efficacy, followed by hope, the organizational climate for innovation, the psychological safety climate, team-member exchange, and leader-member exchange were found to have positive total effects on CO-OCB, through the mediating variables of job satisfaction and organizational commitment. Practical Implications: The study results imply that, in order to improve the CO-OCB of hospital employees, the administrators have to take the integrated approach considering the various domains of factors including the psychological attributes, job characteristics, interpersonal relations, and organizational climate simultaneously.

• Journal of Korean society of Dental Hygiene
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• v.8 no.3
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• pp.65-72
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• 2008

This study has collected 322 clinical dental hygienists working in Daegu and around Daegu, in order to investigate perceived value of work among dental hygienists and extent of organizational attitude and find relationship between these, and we can finds these conclusions as follows; 1. The total average point of perceived value of work is 3.36(5 is a full mark), and we could gain each points as follows; vision realizability 3.53, process efficiency 3.42, product usefulness 3.32, job significance 3.31, social recognition 3.23. 2. The total average point of organizational attitude is 3.13, and job satisfaction, organizational commitment are 3.14, 3.12 respectively. 3. Variables of perceived value of work related job satisfaction are social recognition, vision realizability, process efficiency,(Social recognition is the most effective variable, and next vision realizability, process efficiency are effective in the order named.)($R^2$=.24) and we could find that job satisfaction is proportion to perceived value of work, according to relationship of these variables. Variables of perceived value of work related to organizational commitment are also vision realizability, social recognition, process efficiency,(Vision realizability is the most effective variable, and next social recognition, process efficiency are effective in the order named.)($R^2$=.32) and we could find that organizational commitment is proportion to perceived value of work, according to relationship of these variables. According to these result, perceived value of work and organization attitude(job satisfaction, organizational commitment) of dental hygienists are affirmative. but to make their attitudes be more affirmative, the research about improving perceived value of work is needed. Especially, vision realizability and social satisfaction are very important variables at perceived value of work of dental hygienists.

• The Journal of Korean Institute for Practical Engineering Education
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• v.2 no.1
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• pp.135-145
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• 2010

The purpose of this research is to know the relationship between job satisfaction and ego-identity with psychological well-being, and it will provide a basic information for The Office workers' psychological counseling through this research. To verify it, each level of job satisfaction, ego-identity, and psychological well-being has been measured from 264 office workers in Seoul, Gyunggi, and Incheon, and correlation analysis, regression analysis using SPSS 12.0 has been done. The result of this research is as follows. First, job satisfaction had shown slightly higher correlation with positive relationship with others of psychological well-being and objective orientation of ego-identity, and all the variables of ego-identity except for initiatives had shown a static correlation with psychological well-being. Second, job satisfaction had exercised influence over Positive relation with others, self-acceptance, purpose in life and personal growth but not over autonomy and environmental mastery. Third, initiatives among the sub-ordinate variables of ego-identity had exercised a negative influence over Positive relation with others among the sub-ordinate variables of psychological well-being. Fourth, objective orientation among the sub-ordinate variables of ego-identity had exercised a static influence over job satisfaction but identity confusion had exercised a negative impact. Fifth, as a result of observing an impact job satisfaction and ego-identity had exercised over psychological well-being, it had shown a high impact in general and in particular, purpose in life among the sub-ordinate variables was valued highly. Through these results, it could be expected that job satisfaction and ego-identity would be influenced to increase their objective orientation.

• Proceedings of the Korean Society for Quality Management Conference
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• 2010.04a
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• pp.183-190
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• 2010

The study is to examine the causal correlation between communication skill of organization and their job performance. In our model, we used these variables-innovation awareness, job satisfaction, organizational commitment as a parameter. In order to verify the hypothesis based on research model, a survey among researchers(sample size=117) who work in food company was carried out. Analyzing hypothesized model and following the statistical procedure, we could assure that these exist positive correlation with communication skill, innovation awareness, job satisfaction, organizational commitment and organization performance. A coefficient of coffelation between those variables was clearly high in the group with good communication skill. Among the parameters, the variable of innovation awareness was more effected on their job performance.