• Journal of the Korean Dietetic Association
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• v.26 no.1
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• pp.54-75
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• 2020

This study examined the job satisfaction of nutritionists, and its effect on organizational commitment and turnover intention in public health centers. The response data of 174 nutritionists were analyzed. The overall average of job satisfaction was 3.94 out of 7 points, which was determined to be below 'normal'; however, the job suitability of sub-factors scored 5.26, which was more than 'normal'. The variables affecting job satisfaction that were provided by the respondents included job-related licenses (P<0.01) and co-nutritionists (P<0.01). Organizational commitment ranked 'normal' with a score of 4.35. Normative commitment (4.90) of the sub-factors was 'normal' or more, and differed when considering 'age' (P<0.01), 'employment status' (P<0.01), 'salary per year' (P<0.05), and 'working area' (P<0.05). The turnover intention was analyzed to be below 'normal' with 3.88 points, and the variables affecting turnover were significantly higher for subjects in their 20s (P<0.01), less than two job-related licenses (P<0.05), and less than two co-nutritionists (P<0.01). The four variables of job satisfaction, 'business discretion' (P<0.05), 'work environment' (P<0.01), 'job suitability' (P<0.01), and 'reward' (P<0.01), positively affected the organizational commitment. Moreover, organizational commitment had a mediating effect (P<0.01) on job satisfaction and turnover intention. Taken together, our results suggest that public health centers need to develop improvement plans for business discretion, work environment, job suitability and reward.

• Journal of Korean Academy of Nursing Administration
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• v.5 no.1
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• pp.39-61
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• 1999

This thesis is attempted to ananlyze the relationship between the empowerment in the nursing work environment, the job-related personal charateristics and the nursing job performance according to the individual variables of hospital, age, experience, education, position, practice area, number of nurses in the practice area, number of beds. 'Opportunity', 'support', 'informantion', ,resource' are used as structural factors of empowerment suggested by Kanter's theory of structural power in organization, and 'self-efficacy', 'burnout', 'motivation', 'organizational commitment' are defined as four job-related personal charateristics. The ultimate goal of this study is to find out the work effectiveness of the structural factors of empowerment and the job-related personal charateristics. The basic data consists of two sets of questionaires. One is the self-reporting quetionaires for the staff nurses and the other one is questionaires answered by nursing managers. The latter is designed to objectively measure the job performance. A total of 523 items of data are collected randomly from nursing population of 7 different university teaching hospitals in Seoul metropolitan area. The data were analyzed mainly using descriptive statistics, correlation analysis. ANOVA, and Duncan test according to the various purposes of the analysis. The main results of this study are as follows : 1. The mean score of four structural empowerment factors are ranked by support, opportunity, resource, and information. And among the four job-related personal charateristics self-efficacy factor shows especially high score. 2. The results of the correlation analysis between the empowerment factors and the job-related personal charateristics are as follow: 1) The 'opportunity' factor is correlated with organizational commitment' (r=.37), 'motivation' (r=.36), 'burnout' (r=-.17), and (r=.09). 2) The 'information' factor is correlated with 'organizational commitment' (r=.44), 'motivation' (r=.39), 'burnout' (r=-.24), and 'self-efficacy' (r=.17), 3) The 'support' factor is correlated with 'organizational commitment' (r=.47). 'motivation' (r=.42), 'burnout' (r=-.24), and 'self-efficacy (r=.20), 4) The 'resource' factor is correlated with 'burnout' (r=-.28), 'organizational commitment' (r=.26), and 'motivation' (r=.26), 3. The job performance are correlated with 'motivation' (r=.24) , 'self-efficacy' (r=.16), 'burnout' (r=-.16) and 'organizational commitment' (r=.12), 4. The job performance are correlated with' support' (r=.17), 'information' (r=.12) 'opportunity' (r=.10), 5. The result of ANOVA for analysing the relationship between the structural factors of empowerment and individual variables shows that the level of empowerment are significantly different by the variables such as 'hospital' and 'the number of beds in the practice area'. In summary, there were several findings in this study, First, the structural factors of empowerment defined as opportunity, support, information are significantly correalted with the job-related personal charateristics that are supposed to relate to the level of job performance. These results support the basic hypothesis suggested by Kanter's theory and implies that for improving the job performance of nurses, hospital has to have more concern about the structural factors of nursing environment.

• Journal of Environmental Health Sciences
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• v.30 no.3
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• pp.272-282
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• 2004

Stress is a primary health promotion issue in worksite research because psychological distress is closely related not only to workers　 health status but also to their job performance. This study identified the work environment and work condition factors affecting workers　 stress symptoms among the Korean manufacturing factory workers. A total of 7,818 factory workers employed in 1,562 manufacturing companies participated in the Korean nation-wide occupational health survey conducted by the Korean Occupational Safety and Health Agency in 2003. Participants were selected by the stratified proportional sampling process by standardized industry classification, company size, and locations. Trained interviewers visited the target companies and interviewed the factory workers randomly selected in each company. Work environments included physical work environments (temperature, noise, hazardous organic compounds, and so on) and psychological work environments (job demands, job control, and social support at work), and work conditions included daily working hour, rest time, and so on. Men were 71.5% and the mean age was 34.0 years old. The average working period in the present company was 6.9 years. The average stress score was 26.2 under the perfect score, 50, which means the moderate level of stress. Perceived stress had significant correlations with young age, poor physical work environment, high fatigue, bad perceived health status, and high job demands in Pearson's simple correlation analysis. Perceived health status and perceived fatigue explained 21% variance of stress symptoms and the work environment factor explained 4.8% of that; however, work condition did not have the sufficient effect. In particular, psychosocial work environment variables (job demand, job control, and social support at work) had a clear effect on stress symptoms rather than the physical work environments. Poor perceived health status, severe perceived fatigue, poor physical work environment, high job demands, low social support, heavy alcohol consumption and little exercise were significantly related to high stress symptoms in the Korean manufacturing workers.

• Human Ecology Research
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• v.53 no.4
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• pp.463-473
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• 2015

The fashion industry has distinctive characteristics. It is important to understand the specific working environment and unique problems at fashion corporations in order enhance employee efficiency. However, studies on job stress for fashion employees remain limited. This study used qualitative research to examine major job stress factors for fashion company workers. In-depth interviews were conducted on 6 respondents who work in various departments at fashion manufacturing companies. We identified task-related factors and structural factors as the two major job stress factors. Task-related factors consisted of 4 elements (necessity of massive knowledge, overtime outside work, tight schedules, and organizational tasks); structural factors consisted of 3 elements (burden of sales outcome, formal relationships, and anxiety of salary retirement). The results indicated that respondents consistently tried to gain knowledge about the latest trends and field experiences that caused mental and physical exhaustion due to the necessity of working late. Designers and workers in the sales department were constantly evaluated by their sales results compared to other workers that caused high levels of stress. Respondents answered that building relationships was an important factor in the fashion industry and sometimes felt that building formal relationships was more important than the ability to do work.

• 재활복지
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• v.22 no.1
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• pp.87-114
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• 2018

The purpose of this study is to identify through empirical analysis about factors affecting the period of job maintenance of workers with cerebral palsy. Based on this, workers with cerebral palsy are looking for ways to maintain their job continuously. For this purpose, this study identifies the general characteristics and verify the affect of demographic factors, disability-related factors, employment-related factors, and social environment factors on the job maintenance period of workers with cerebral palsy. For the analysis, frequency analysis, descriptivel analysis, T-test and One-way Anova was conducted for 233 persons with cerebral palsy. The results of the study, of 17 variables of the four factors affecting the job maintenance period, 15 variables obtained statistically significant results. First, the demographic variables were age, household income, marital status, and education level. Second, the disability-related variables were disability grade, disability cause, and communication ability. Third, the employment-related variables were wage, employment type, disability-related organizations and companies, job type, job training, and qualification. Fourth, the social environment variables were assistive technology devices, and labor support personnel services.

• Journal of Fisheries and Marine Sciences Education
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• v.21 no.2
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• pp.213-229
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• 2009

The purpose of this study is not only to provide students in the fishery high schools with source materials and opportunity, but also to contribute to a comprehensive development in educational program of the fishery high schools. It investigated various factors of aquarium related 6 new occupations : job contents, educational-level for job performance, training period, worker's capacity, the degree of physical activity, working place, and working environment. First, the work intensity is a normal work. The physical activities such as crawling, bending, accurately seeing a nearby thing and using hands are frequently used. The work is mainly conducted inside a room. The condition for a work environment is very moist and humid. Second, the work intensity is a light work. The physical activities such as using hands, speaking and accurately seeing a nearby thing are frequently used. The work is mainly conducted inside and outside a room. The work environment factor did not have any effect on the work. Third, the work is mainly conducted inside and outside a room. The risk in the condition for a work environment is found out as miscellaneous. Fourth, the physical activities such as bending, touching, and accurately seeing a nearby thing are frequently used. The work is mainly conducted inside a room. The work environment factor did not have any effect on the work. Fifth, the work is mainly conducted inside a room. The condition for a work environment is very moist and humid. Sixth, the work is mainly conducted inside a room. The work environment factor did not have any effect on the work.

• Journal of the Korean Society of Costume
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• v.50 no.5
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• pp.77-90
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• 2000

The purpose of this study is to disclose the dimension of job characteristic, working place situation. and clothes selection, which are variable on clothes selection, to research the relation of job characteristic, working place situation, and clothes selection and to disclose the feature of consumers by each group in accordance with job characteristic. The follows are summary of this study result : The concept structure of job characteristic is composed by four types. Working place situation related with clothes selection are consisted of five types. Professional women selected clothes in accordance with nine feature. Job characteristic is related with working palace situation and influences on clothes selection. The persons influenced by activity state regarded personality as important when select clothes. The persons influenced by duty state regarded harmony and control as important, instead of, they ignored conformity. People select occupation according to individual feature, so the feature of consumers, working place environment, working place situation are different in accordance with job characteristic, as a result we can find differences in clothes selection suitable for working palace and purchasing.

• Asian Journal for Public Opinion Research
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• v.7 no.2
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• pp.113-140
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• 2019

Experiencing work as a calling has been associated with various positive work-related attitudes and outcomes. Recent studies have examined personal and contextual factors related to job calling; however, gaps remain in the literature on how employees' perception of organizational environment may lead to the formation of employees' job calling. We focused on psychological climate of innovation as the predictor of employees' job calling and further investigated its effect on extra-role behaviors, including innovative work behavior (IWB) and organizational citizenship behavior (OCB). A total of 165 Malaysian employees from diverse industries and organizations participated in a self-reported online questionnaire. We found support for the mediation model in which the association between a psychological climate of innovation and increased extra-role behaviors through increased job calling. Altogether, these findings provided new insights into the important role of innovative climate on employees' job calling and the mediating role of job calling on extra-role behaviors within occupational settings. Theoretical and practical implications are further discussed.

• Journal of Korean Academy of Fundamentals of Nursing
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• v.23 no.2
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• pp.115-125
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• 2016

Purpose: The purpose of this study was to use meta-analysis to evaluate factors and variables related to the emotional labor of hospital nurses. Method: The study included variables obtained from 66 recently published studies, doctoral dissertations, and master's theses. Results: The related variables were categorized into five factor groups: internal character factor, nursing care related factor, environmental factor, emotional response, and job response. For the defensive variable, job related response (effect size [ES]=-.17), environment (ES=-.14), internal character (ES=-.08), nursing care (ES=-.06), and emotional response (ES=-.06) showed significant effect size among the five categorized variable groups. For the risk variable, internal character (ES=.44), emotional response (ES=.46), environment (ES=.27), job related response (ES=.27), and nursing care (ES=.19) showed significant effect size among the five categorized variable groups. Conclusion: The results of this study identified defensive and risk variables related to emotional labor of hospital nurses. Self-efficacy, social support, leaders' care, and communication are important factors for managing emotional labor of hospital nurses.

• Journal of Environmental Health Sciences
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• v.28 no.3
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• pp.72-76
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• 2002

This study aims to explore the importance of job stress for hospital employees and psychosocial risk factors of their job stress. 1,890 survey questionnaires collected from 14 hospitals are used for the analysis. The study results shows that stress is the most important risk factor perceived by hospital workers. Also stress-related symptoms and diseases are perceived to occur most frequently among hospital employees. The multiple logistic regression analysis shows age, working hours, shiftwork, job demand, decision-latitude and social support from supervisor and colleagues affect stress level of hospital employees.