• Journal of Korean Critical Care Nursing
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• v.9 no.2
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• pp.36-47
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• 2016

Purpose: The study examined core job characteristics and job preference to explain work performance among critical care nurses. The theoretical model was constructed based on the job characteristics model with core job characteristics as exogenous variables, and work performance and job preference as endogenous variables. Methods: A total of 228 hospital nurses participated in the study from May to September, 2015. Data were collected through structured questionnaires and analyzed using structural equation modeling. Results: The model showed a good fit to the data with $x^2/df=2.90$, goodness of fit index = .91, root mean square residual = .20, comparative fit index = .93, and incremental fit index = .93. The core job characteristics explained 64% of the variance in job preference. The core job characteristics and job preference explained 52% of the variance in work performance. Conclusions: The core job characteristics can explain the work performance among critical care nurses through job preference. Effective strategies to improve the work performance among critical care nurses should focus on the application of the core job characteristic into a productive work environment. Further studies are warranted to explore the role of job preference of critical care nurses in promoting their work performance.

• Journal of Digital Contents Society
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• v.9 no.2
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• pp.193-202
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• 2008

This paper is a research of job search plan of polytech college based on SEM. We did a through research of factors on the motivation of job seeking and those of job search scheme which are independent variables. We also verified the effects of factors of stable job composition, job seeking surroundings and job selection which are dependent variables. Hence we conducted a survey among polytech college students, studying relationship between factors of dependent variable and independent one. We also analyzed whether motivation of career seeking affects job search plot by utilizing SEM based on AMOS 5.0. The consequence of the research is that stable job and job selection factor were rejected, for they do not highly affect motivation of job seeking. And the factors of job seeking environment (establishment of collaboration between businesses and colleges, hands-on guidance at workplace and the guidance for enhancement of vocational capability), which are dependent variables, were chosen because they are the affirmative factors of motivation of job seeking. After all, they are the crucial factors of job search plan.

• Journal of Technologic Dentistry
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• v.28 no.2
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• pp.375-397
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• 2006

The main purposes of this thesis are to examine the job satisfaction of dental technicians, to explore the factors which have impacts on the job satisfaction of the dental technicians, and finally to address some suggestions for dental technicians in order to improve their job satisfaction. This study is based on the survey data which were conducted among dental technicians engaged in the dental technical places in Daegu area from March 1, 2003, to March 31, 2003. Three hundreds and twenty questionnaires were distributed and 304 of them were collected. Among them 293 questionnaires were eventually used for the statistical analysis. Descriptive and regression analysis were introduced, and in which 12 independent variables and one dependent variable were included. The results of this study are as follows: Approximately 50 percent of the dental technicians in Daegu expressed that they were satisfied with their job, while about 20 percent of them were not satisfied with their job. According to the multiple regression analysis, work environment($\beta$,=0.216), human relationship($\beta$,=0.405), and self-esteem($\beta$,=0.156) have statistically significant positive effects on job satisfaction. On the other hand, conflicts caused in the process of carrying out their jobs have statistically a significant negative effect($\beta$,=-0.166) on job satisfaction. Among 12 independent variables, human relationship has the strongest effect($\beta$,=0.405) on job-satisfaction and 12 independent variables explains approximately 35 percent of variance in the job-satisfaction of dental technicians in Daegu. In conclusion, with regard to the improvement for the job-satisfaction of dental technicians, the association of dental technicians' active concern and long-term plans are necessary. Finally, some suggestions for the increase of the level of job satisfaction of dental technicians are introduced and discussed.

• The Korean Journal of Health Service Management
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• v.6 no.3
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• pp.141-155
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• 2012

The purpose of this study is to analyze the effects of job stress on job attitude among nurse practitioners, determine moderating effects of perceived organizational support in this process, and provide preliminary data to devise a scheme for managing job attitude effectively in nursing manpower. The research model was composed of 7 sub-variables of job stress, which was a independent variable; job attitude, which was a dependent variable, was divided into job satisfaction and organizational commitment; and variables of moderating effects included perceived organizational support. The data for empirical analysis of the model were collected from 300 nurses working in one university hospital and two general hospitals in Busan by using structured self-administered questionnaires. The main results of empirical analysis were as follows: Perceived organizational support was effective in preventing job stress from worsening job attitude. Moderating effects of perceived organizational support were found to exist in relations between job stress and organizational commitment. These results imply that a sense of organizational support has both direct and moderating effects on job attitude and can be a good means of managing job attitude.

• Health Policy and Management
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• v.8 no.1
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• pp.52-96
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• 1998

To find causal factors and improvement plans of organizational commitment of public servants in urban health centers, a hypothetical causal model, which included 2 endogenous variables(organizational commitment & organizational satisfaction) and 15 exogenous variables, was constructed. Exogenous variables consisted of individual factors (sex, age, education, job-grade, and annual salary), psychological variables(pride for organization, extrinsic motivation, intrinsic motivation and support of supervisor) ad structural variables(formalization, centralization, communication, job-conflict, job-decision, and workload). In the hypothetical causal model, organizational commitment was supposed to be effect variable, and organizational satisfaction was presumed to be intervening variable to mediate between organizational commitment and exogenous variables. For data collection, cross-sectional self-administered questionnaire survey was conducted to 1,295 public servants from 32 urban health centers nationwide. The survey responses were from 934, 72.1% of subjects. But 756 responses(58.4%) were analyzed because of excluding ones with missing values. The hypothetical causal model was fitted by covariance structural analysis with maximum likelihood method. Main results were as follows: (1) The fitted causal model accounted for 33 and 55 percent of total variance of organizational commitment and organizational satisfaction of public servants, respectively. (2) In order of effect size, pride for organization, supervisor support, communication, extrinsic motivation and centralization had an indirect effect effect on organizational commitment through organizational satisfaction. However, the effect of centralization was negative. (3) Pride for organiztion, intrinsic motivation, organizational satisfaction, job-conflict, supervisor support, communication, age, centralization, annual salar and extrinsic motivation had indirect or direct effects on organizational commitment in order of effect size. Among them, effects of job-conflict and centraldization were negative. In conclusion, these results suggested that organizational commitment of public servants in urban health centers could be enhanced by pride for organization, intrinsic and extrinsic motivations, prevention of job-conflict and excess centralization, supervisor support and active communication. Especially, pride for organization and intrinsic motivation were expected to play the most important role.

• Journal of Fisheries and Marine Sciences Education
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• v.21 no.1
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• pp.121-133
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• 2009

This study tested the relations of schools organizational climate and teachers' job stresses, perceived by 913 teachers from 45 elementary, junior- and senior-high schools. Pearson's correlation analysis for the relations between the sub-factors of both organizational climate and job stresses and cannonical correlation analysis for the relative contribution of individual variable of organizational climate upon job stress were applied for the test. The results of Pearson's correlation analysis showed that while 'intimacy', 'esprit', 'considerations', and 'production emphasis' climate had negative correlations with job stress sub-factors, 'disengagement' and 'aloofness' climate had positive correlation. 'Student guidance', a sub-factor of job stresses, did not have statistically significant correlation with any sub-factors of organizational climate. Findings from cannonical correlation analysis showed 2 significant cannonical functions to explain the relations between the sets of variables. 'Disengagement' from organizational climate positively contributed with 'authority forfeiture' and 'dissention and conflict' of the job stresses variables.

• Korean Journal of Child Studies
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• v.26 no.1
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• pp.359-373
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• 2005

This study examined the child care teachers' job satisfaction in relation to their self-esteem and the differences in their job satisfaction by demographic variables. Subjects were 285 child care teachers in Chungnam province. The instruments were 'Teachers' Job Satisfaction Scale' and 'Rosenberg Self-Esteem Scale'. The collected data were analyzed by one-way ANOVA, Pearson's correlation, stepwise multiple regression(forward), Duncan test for a post hoc test, Cronbach's a for reliability, and factor analysis by SPSS PC program(10.0 version). The results were as follows; first, child care teachers' job satisfaction and self-esteem were above average. Second, child care teachers' total job satisfaction was high in high school graduation and married status and their self-esteem was high in over 5 years career, married status, and over 40 years old. Third, the correlation coefficient was -.29 in relation of teacher's job satisfaction and self-esteem. Finally, teachers' self-esteem and demographic variables explained about 622%.

• Korean Journal of Child Studies
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• v.26 no.4
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• pp.55-70
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• 2005

The Teachers' Job Stress Scale(D'Arienzo, 1981) and the General Self-Efficacy Scale(Kim & Cho, 1996) were used to study 170 child care teachers. Data were analyzed by one-way ANOVA, Pearson's partial correlation, stepwise multiple regression(forward), path analysis, Internal consistency(Cronbach's $\alpha$), and factor analysis. Results showed that job stress was low for teachers of the national child care center, university graduates, higher salaried, and married teachers. Self-efficacy was high among teachers with more than 2 years experience, married status, and previous experience. Correlation between teacher's job stress and self-efficacy was -.19. Self-efficacy and demographic variables for job stress explained 8~22% of the variability. Self-efficacy intermediated between job stress and demographic variables. Monthly salary directly affected job stress.

• Journal of radiological science and technology
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• v.32 no.4
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• pp.371-380
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• 2009

This study was executed to find out the intensity of turnover intention and its associated factors of radiologic technologists who worked for private clinic and university hospitals in Daejoen. Such variables as social and demographic characteristics, job-related features, job stress, job satisfaction, job performance, organizational commitment and turnover intention were investigated based on the survey of randomly sampled 400 radiologic technologists. The results are summarized as follows. 1. College graduates of private clinic workers were significantly higher than junior college graduates of them in the mean score for turnover intention. And low age groups, unmarried group, no religion group, low job career groups and low income groups of university hospital workers were significantly higher than high age groups, married group, religion group, high job career groups and high income groups of them respectively in the mean score for turnover intention. 2. Private clinic and university hospital workers' low and high groups in the variables of job demand, job control, supervisor support, job satisfaction, organizational commitment showed significant difference in the mean score for turnover intention. specially private clinic workers' low and high groups in the variables of coworker support, job performance showed significant difference in the mean score for turnover intention. 3. A hierarchial multiple regression analysis was conducted to catch the influence of related variables on turnover intention according to private clinic workers and university hospital workers. As a result of the analysis, the higher the degrees of education and job demand were and the lower the degree of job satisfaction was for private clinic workers, the higher the degree of turnover intention was. And the lower the degrees of age, job career, job satisfaction and organizational commitment were for university hospital workers, the higher the degree of turnover intention was. In conclusion, it was found that job demand and job satisfaction for private clinic workers and job satisfaction and organizational commitment for university hospital workers influenced on turnover intention.

• Human Ecology Research
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• v.52 no.6
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• pp.629-638
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• 2014

This study was designed to investigate variables influencing the job satisfaction of visiting supervisors for multicultural families in charge of childcare services. It focused on personal characteristics including personal and job characteristics. The subjects in this study were 784 visiting supervisors for multicultural families in charge of childcare services in 140 multicultural family centers located across Korea. The job satisfaction of these visiting supervisors was measured using a self-administered questionnaire, and the collected data were analyzed using a frequency analysis, analysis of variance, and post hoc tests. The findings of this study were as follows: first, these visiting supervisors showed a relatively high level of job satisfaction. However, the job satisfaction subscales of treatment and salary were relatively low. Second, the results revealed significant differences in effects of the variables related to the personal characteristics of the visiting supervisors, such as their age, education level, and their major in college, on their total job satisfaction and subscales (job performance, treatment and salary, work ethic and aptitude). Finally, the results revealed significant differences in the effects of the variables related to the job characteristics of the visiting supervisors, such as their responsibilities, career, number of children to handle, and age of children to handle, on the total job satisfaction and subscales (treatment and salary, relationship with caregivers).