• Korean Journal of Occupational Health Nursing
• /
• v.3
• /
• pp.31-40
• /
• 1993

The objective of this study was examine sick leave rates of hospital employees. The sick leave data of 2,123 employees in three(3) general hospitals located in Seoul during the period from January 1, 1992 to December 31, 1992 was analyzed to achieve the study objective. The sick leave rates were computed in compliance with the standards recommended by the International Association on Occupational Health. Univariate analysis methods($X^2$-test and ANOVA) were used to assess the sourse of variance in the rates. The results were as follows : 1. The total annual rates of sick leave were 4.8% in frequency(persons), 0.23% in lost time, 0.68 days in duration and 14.0 days in severity. 2. The sick leave rates of frequency(person). duration and lost time were significantly higher in female than male, in groups of 40-49 years than in the other age group, the married than the unmarried and in the long employment of 8 years or above than the short employment. But there was no significant difference in the rate of severity. Only the sick leave rate of frequency(person) was significantly related to the educatial status, but there was no significant difference in other analytical factors of sick leave rate. 3. The main causes of sick leave were injury and poisoning(24.3%), and disease of the digestive system, disease of the nervous system and sense organs, and complications of pregnancy, childbirth and puerperium(respectively 11.6%). The severity rate was the highest in neoplasms(32.2 days), and followed by endocrine, nutritional and metabolic disease and immunity disorders, injury and poisoning, and infections and parasitic disease in descending order. 4. The sick leave rates of frequency(person), duration and lost time were the highest in nutritional workers followed by registered nurses. However, severity rate was the highest in doctors and pharmacists and followed by in nutritional works. 5. The main cause of sick leave was complication of pregnancy, childbirth and puerperium in registered nurses(26.3%), injury and poisoning in nutritional workers(78.6%) and disease of respiratory system and digestive system in other workers.

• Journal of Korean Academy of Nursing Administration
• /
• v.21 no.3
• /
• pp.233-242
• /
• 2015

Purpose: This was a correlational study to identify effects of perception of clinical ladder system on job satisfaction and intention to leave in perioperative nurses. Methods: Participants were 154 of perioperative nurses from larger general hospitals in Seoul. Data were collected from April, 16 to 22, 2013 using self-report questionnaires which included items on perception of clinical ladder system, job satisfaction, and intention to leave. Data were analyzed using frequency, t-test, ANOVA, $Scheff{{\acute{e}}$ test, Pearson correlation coefficients, and multiple stepwise regression. Results: The average mean score for perception of clinical ladder system was midline at 2.69 point out of 4 point. Perception of clinical ladder system correlated positively with job satisfaction (r=.38, p<.01) and negatively with intention to leave (r=-.88, p<.01). Perception of clinical ladder system was the factor which most influenced job satisfaction explaining 17.1% of the variance, also perception of clinical ladder system was the factor which most influenced intention to leave, explaining 12.7% of the variance. Conclusion: Results of this study suggest that there is a need to enhance the perception of the clinical ladder system and to find ways to fulfill the expected effects for improving perioperative nurses' job satisfaction and reducing the intention to leave.

• Korean Parent-Child Health Journal
• /
• v.21 no.1
• /
• pp.20-27
• /
• 2018

Purpose: The purpose of this study was to review the literature on paternity leave and family health over the last 10 years. Methods: Nine studies that met the criteria were selected from sixty-four studies. General characteristics, study design, and major findings about paternity leave were analyzed using an established analysis framework. Results: From the integrative review, paternity leave was found to affect the health of fathers, mothers, and children, as well as family health and gender equality. The father's paternity leave resulted in an increase in mothers' breast feeding rate, a decrease in maternal depression, a reduction in parenting stress, a reduction in all-cause mortality of men, feelings of instinctive paternal love, increased parenting, skills, and positive parent-child relationships. It was interpreted that paternity leave had a positive effect on the mental and physical health of individual members of the family. Conclusion: This study provides the basic data on the health effects of father's parental leave on the family system in a holistic view. In addition, this study proposes the direction of paternity leave and family health research and policy needs.

• Journal of Korean Academy of Nursing Administration
• /
• v.21 no.1
• /
• pp.88-98
• /
• 2015

Purpose: To evaluate the relationship between organizational socialization and intention to leave, and to identify factors affecting on intention to leave in operating room nurses. Methods: This study used a descriptive design. Seventy operating room nurses recruited from three hospitals under the same management style, in-service educational system, and working conditions agreed to participate in this study, and completed self-administered questionnaires of the organizational socialization and the intention to leave questionnaire. Respondents were classified by career as advanced beginner, competent practitioner, proficient practitioner and expert practitioner by Benner's stages of nursing proficiency. Data were analyzed with t-test, ANOVA with multiple comparisons, Spearman correlation, and multiple regression analysis. Results: Nurses unsatisfied with the current in-service continuous education had lower organizational socialization and higher intention to leave. In advanced beginners, job performance was lowest and organizational commitment was highest. In expert practitioners, intention to leave was highest. Organizational commitment, interpersonal relationship, identity and burnout were associated with intention to leave. Mutual trust, burnout, and interpersonal relationship were predictors of intention to leave explained 20.8% of variance. Conclusion: The career ladder program to enhance nurses' organizational socialization and intention to stay should be established and expanded for well-experienced operating room nurses.

• Journal of The Korean Society of Integrative Medicine
• /
• v.9 no.2
• /
• pp.153-164
• /
• 2021

Purpose : This study aims to assess the impact of the emotional labor on female dental clinic employees' intention to leave, and the moderating effect of internal marketing, reducing the intention to leave and providing basic data for an effective human resources management of dental clinics. Methods : The structured self-administered questionnaires were distributed to dental hygienists, dental assistants and other employees (including administrative staff and dental coordinators, but excluding dentists) working at a dental hospital and at dental clinics in the Busan and Gyeongnam area. This study used SPSS Windows version 18.0 program (Chicago, IL, USA) to perform frequency factor, reliability, correlation, and hierarchical regression analyses were performed using SPSS. Results : First, emotional labor had a positive effect on the intention to leave. Two components of the internal marketing, communication and employee welfare system, had a significant moderating effect on the relationship between employees' emotional labor and their intention to leave, while the education/training component of the internal marketing showed no moderating effect. Conclusion : Enhancement of communication and the employee welfare system will help dental care organizations reduce their employees' emotional labor and hence employees' turnover.

• Journal of the Korean Society for Aviation and Aeronautics
• /
• v.15 no.4
• /
• pp.64-82
• /
• 2007

In this study, the work attitude of flight attendants who were performing emotional labor, had been explored. The organizational support system had been analysed to test its effect as a moderator on increasing positive job attitudes. It was found emotional labor had influence on work attitude of flight attendants. Emotional labor consisted in this study deep acting and surface acting. First, deep acting found positively related with job satisfaction and organizational commitment, negatively related with intention to leave. Second, surface acting negatively related with job satisfaction and positively related with intention to leave. This study put organizational support systems as moderator. First, Training has moderating effect on the relationship between deep acting. Organizational support has moderating effect on the relationship between deep acting, intention to leave. Counselling has moderating effect on the relationship between deep acting, job satisfaction. Peer support has same effect on the relationship between deep acting and intention to leave.

• Korean Architects
• /
• s.632
• /
• pp.225-227
• /
• 2021

• Journal of dental hygiene science
• /
• v.23 no.4
• /
• pp.396-407
• /
• 2023

Background: This study investigated the awareness and utilization of maternity protection and work-family balance support policies among dental hygienists in dental hospitals and clinics. Methods: We surveyed 200 dental hygienists. Twenty-two who did not meet the inclusion criteria were excluded, leaving 178 participants for analysis. The self-administered 48-item questionnaire gathered information on demographics, workplace details, policy awareness, government knowledge, and suggestions for improvement. Results: Awareness of maternity and family support programs significantly differed with age, marital status, number of children, and clinical experience. Dental hygienists in general hospitals and university hospitals reported greater ease of utilizing these policies compared to those in dental clinics. Among the participants, 27.7% took pre- and post-maternity leave, 26.6% took parental leave, 16.9% had reduced working hours during pregnancy, 15.8% had reduced working hours during childhood,and 8.5% during family leave. To promote program uptake, participants suggested mandatory implementation across workplaces (68.4%), expanded support for substitute workers (48.6%), and increased education and promotion of government support (42.4%). Conclusion: While most dental hygienists were aware of the Maternity Protection and Work-Family Balance Assistance Policy, utilizing it proved challenging due to several factors. Organizational policies or practices may not fully implement this policy, while workplace culture could discourage its use. Unfair treatment and the lack of available substitutes further hindered access. To prevent career interruptions for dental hygienists due to pregnancy, childbirth, childcare, and family care, and to maintain career continuity, the dental community and government should establish a multifaceted social support system. This system should prioritize several key areas: strengthening policy promotion, fostering a family-friendly atmosphere, improving management and supervision of policy implementation and developing a robust support system for substitute personnel.

• Journal of Korean society of Dental Hygiene
• /
• v.9 no.4
• /
• pp.644-658
• /
• 2009

Objectives : This study was to find out the status of job satisfaction and intent to leave the job for dental hygienists, and those factors affecting their intent to leave, so as to prevent dental hygienists from leaving their jobs in advance, and to strive for extending the life span of the job, contributing to improve dental care services provided by dental hygienists. Methods : The data were collected from 280 dental hygienists working in dental clinics or hospitals in Busan and Gyeongnam area by using a structured and self-administered questionnaire through mail, from February 1 to March 15, 2009, and were analyzed by using SPSS WIN 14.0 program. Results : First, It was the most prevalent for the dental hygienists surveyed to be between 100 to 149 thousand won in the level of monthly as 42.3%, and to be the assistance of dental examination and treatment for main duty as 62.5%. Leaving job was experience by 51.6% of the subjects, with work condition as the most common reason for 32.2%. Second, the degree of job satisfaction was 3.4 points overall in the score of 5 point Likert's scale on the average, showing affirmative level above the average, and significantly different according to certain characteristics such as age, education level, total years of work career, years of work career in the current job, monthly salary level, whether to provide monthly paid leave, and the number of patients treated per day. It also was significantly correlated with some structural factors and variables consisting attitude and value, including equity in pay(r=0.612), job perception as dental hygienist(r=0.573), work environment(r=0.552), self growth(r=0.531), affirmative attitude(r=0.421), and so on. Third, the mean score of intent to leave was 2.73 overall and lower than the average, showing significant relationship with some characteristics, such as age, marital status, education level, total years of work career, years of work career in the current job, monthly salary level, whether to provide monthly paid leave, and the number of patients treated per day. Intent to leave also showed the highest correlation with job satisfaction(r=-0.708), followed by equity in pay(r=-0.482), self growth (r=-0.453), job perception as dental hygienist(r=-0.392), work environment(r=-0.362), etc. Forth, job satisfaction was significantly influenced by some factors including equity in pay, followed by job perception as dental hygienist, relationship with fellow colleagues, affirmative attitude and work environment, and so on. Fifth, the intent to leave was significantly affected not only by job satisfaction but also by some structural factors including equity in pay, self growth and job perception as dental hygienist. Conclusions : The above results showed that the equity in pay was the most important factor for the intent to leave the job as well as job satisfaction among dental hygienists, thus suggesting that systematic measures should be provided to improve the job satisfaction to prevent economic loss due to leaving job frequently, and to provide pertinent reward system as a profession to enhance the motivation for accomplishment on job for dental hygienists.

• The Journal of the Convergence on Culture Technology
• /
• v.9 no.5
• /
• pp.769-778
• /
• 2023

This study compared and analyzed parental leave and child allowance, two major policies among solutions to the current serious low fertility rate problem, using unstructured data, and sought future directions and implications for related response policies based on this. The collection keywords were "low fertility + parental leave" and "low fertility + child allowance", and data analysis was conducted in the following order: text frequency analysis, centrality analysis, network visualization, and CONCOR analysis. As a result of the analysis, first, parental leave was found to be a realistic and practical policy in response to low fertility rates, as data analysis showed more diverse and systematic discussions than child allowance. Second, in terms of child allowance, data analysis showed that there was a high level of information and interest in the cash grant benefit system, including child allowance, but there were no other unique features or active discussions. As a future improvement plan, both policies need to utilize the existing system. First, parental leave requires improvement in the working environment and blind spots in order to expand the system, and second, child allowance requires a change in the form of payment that deviates from the uniform and biased system. should be sought, and it was proposed to expand the target age.