• The Journal of Asian Finance, Economics and Business
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• v.7 no.11
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• pp.1105-1111
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• 2020

The study aims to investigates and explore the quality of work life (QWL) and also to find out which QWL factors are considered as primary factors among employees of PT. Duta Transformasi Insani, a consulting service management in Indonesia. The factors of QWL in this study consist of nine components, which are: work environment, organizational culture and climate, relation and cooperation, training and development, reward and compensation, facilities, job satisfaction and job security, work autonomy, and resource adequacy. This study conducted a survey of every employee who works for PT. Duta Insani, which consists of various sample characteristics, such as gender, education level, and length of employment. The descriptive analysis also analyzes how the QWL condition in this company. The method in this research using quantitative descriptive and factor analysis, together with validity and reliability tests, to fulfill the study objectives. The results showed that most dimensions of employees' QWL are within a valid category, with an 80 percent average of this variable. Furthermore, the results also indicate there are two major factors constituting the quality of work life of the employees of PT. Duta Transformasi, which are supportive organizational culture, accounting for 47.75 percent, and organizational facilities, accounting for 13.03 percent.

• Journal of the Korean Society of Child Welfare
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• no.27
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• pp.37-68
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• 2008

Based on the assumption that client violence against social workers may impede the effectiveness of social work intervention, this study investigated the prevalence and negative effects of client violence among child protection workers. A national sample of 207 child protection workers participated to the study. The results showed that 62.8%(n＝130) of the respondents experienced violence by children's parents or other guardians in the year of 2007. This prevalence was similar level to that of other service fields. However, perception about client violence of the respondents was more serious than workers in other fields. Respondents who have experienced client violence showed emotional reactions such as angry, burnout, frustrated. This emotional reaction impacted more on woman respondents. This study further found that client violence had negative effects on such work-related variables as workers job satisfaction and intention to leave.

• Journal of Convergence for Information Technology
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• v.11 no.7
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• pp.39-46
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• 2021

The purpose of this study was to investigate emotional labor, resilience and organizational commitment and to identify affecting factors of organizational commitment on hospital nurses. The subjects consisted of 180 general hospital nurse in the G city. The variables were measured using questionnaires, analyzed using t-test, ANOVA, Pearson's Correlation Coefficient and multiple regression analysis. The average score of emotional labor was 3.21±0.06, resilience was 3.32±0.48, and organizational commitment was 3.16±0.46. The factors influencing on organizational commitment were the satisfaction of the nursing job, total work experience, and resilience. The explanation of organizational commitment was 39%. These results suggest that it is necessary to develop promotion program and stratiges to improve nursing job satisfaction and resilience at the nursing organization and hospital level.

• Journal of Korean Academy of Nursing
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• v.53 no.5
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• pp.525-537
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• 2023

Purpose: This study aimed to develop and test a reward scale for hospital nurses. Methods: The initial items were identified through a literature review and focus group interviews with ten hospital nurses. The content validity of the items was evaluated by ten experts. Fifty-one items were derived from the pilot survey. Four hundred eighty-eight nurses participated in the study: 248 for exploratory factor analysis (EFA) and 240 confirmatory factor analysis (CFA). Data were analyzed using item analysis, EFA, CFA, convergent validity, known-group validity, and internal consistency using IBM SPSS Statistics 29.0 and IBM SPSS AMOS 29.0. Results: The final scale consisted of 31 items and eight factors (decent wage, opportunity to grow and develop, support for special situations, various benefits, flexibility of work, job-related achievement, reflecting career and performance, and recognition), which explained 67.3% of the total variance. The eight-subscale model was validated by CFA. Convergent validity was evaluated by analyzing correlation with intention to leave (r = - .63, p < .001) and job satisfaction (r = .54, p < .001). The known-group validity was evaluated by comparing the reward scales according to age, clinical career, income level and hospital type. The scale was found to be reliable with a Cronbach's α of .89. Conclusion: Both the validity and reliability of the reward scale for hospital nurses are verified, which can enhance the understanding of the range of rewards and may assist nurse managers in establishing an effective reward system.

• Journal of the Korean Home Economics Association
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• v.36 no.9
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• pp.49-62
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• 1998

This paper investigates the parenting stress of fathers who have preschooler. At first, a causal model constructed, including the parenting stress as a dependent variable and the psychological characteristics of paternal self-esteem and parenting efficacy as parameters. Based on the change of parenting stress, self-esteem and parenting efficacy according to various pertinent to fathers, the causal effect of various variables effecting on the paternal parenting stress is analyzed. The SPSS PC program was used for the statistical analysis, where fully exploited were frequencies, percentages, means, standard deviations, Cronbach α, one-way analysis(ANOVA), path analysis. The results can be summarized into 3 parts, in conclusion: 1) The younger a father is, the higher paternal self-esteem becomes. Paternal self-esteem trend was there, for a father who is a member of large family, and for a father whose education level is high, and for a father whose occupation is professional. Regarding parenting sense of competence, a father shows confidence when he has more income, more educated and less children. 2) The variable analysis effecting on the parenting stress dut to the paternal environment shows that a father feels more stress when his income is less and his spouse is working. The sub-factor analysis on the parenting stress shows that 'typical stress dut to the parenting' increases when his income is less and his spouse is working, and 'pressures pertaning to the parental role and distress' increases for a father with less income, working spouse, less educated and non-professional job. Further 'guilty to the parenting by others' shows higher for a father with less income and a working spouse. 3) The path analysis, which were performed to check the causality of the parenting stress dut to various variables, shows that the self-esteem and the parenting efficacy are significant factors directly effecting on the paternal parenting stress, and the job-satisfaction and marriage-satisfaction are significantly effecting on the parenting stress both directly and indirectly.

• Journal of Korean Clinical Nursing Research
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• v.14 no.2
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• pp.93-102
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• 2008

Purpose: The purpose of this study was to investigate the degrees of assertiveness and depression in clinical nurses and identify the relationships between them. Method: The study included 261 clinical nurses working at one university hospital in the Kyunggi province. The assertiveness scale and a micro simple mental diagnosis test were used to assess the variables. Data were analyzed using SPSS. Results: The average assertiveness score was $3.04{\pm}0.38$ and an average depression score $1.23{\pm}0.71$. Statistically significant differences in assertiveness were identified with regards to marital status (p=.034), type of families (p=.005), number of counselling persons (p=.007), and subjective mental health status (p<.001). In addition, the assertiveness scores were statistically significant based on job position(p=.032), and the levels of satisfaction with nursing job (p=.015). There were significant negative correlations between assertiveness and depression of clinical nurses(r=-.237, p<.001). Conclusion: These findings suggest that assertiveness training for clinical nurses is necessary, especially for novice nurses, in order to decrease the level of depression.

• The Journal of the Korea Contents Association
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• v.20 no.4
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• pp.416-426
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• 2020

The purpose of this research is to explore the relationship between organizational cultural perception gap and organizational effectiveness. it has rarely been studied in the academia. The research of the organizational cultural perception gap provides entrepreneurs directions on how to manage a company. Since previous studies have been focused on cultural type or strength, this study aims to suggest managerial implication in detail by analyzing present-ideal gap. Furthermore, this study would discover how it is different according to a psychological mechanism. The empirical results of 134 employees showed that the organizational cultural perception gap (i.e. Clan) had a negative effect on job satisfaction and affective commitment. In order to reduce the negative effects of organizational cultural perception gap, it is necessary to reach an agreement with members on organizational culture, which is ideal for organizational level, and understanding the members' internal motivations is important for proper organizational management.

• The Journal of the Korea Contents Association
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• v.13 no.8
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• pp.292-300
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• 2013

This study was to investigate the level of oragnizational culture and self-leadership on organizational effectiveness and the significant factors influencing organizational effectiveness in radio-technologists. The dominant organizational culture was innovation oriented culture. The mean score of self-readership score was 3.35 out of a maximum 5 points. organizational commitment was statistically significant with age, place of work, relational culture, hierarchial culture, self-goal establishmental leader ships. job satisfaction was statistically significant with marital status, realational culture, self reward leaderships, self-goal establismental lederships. these results suggest that further development should be continued to develop the effective self-readership and organizational culture to improve the organizational effectiveness of radio technologists.

• The Journal of the Korea Contents Association
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• v.15 no.10
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• pp.570-586
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• 2015

The purpose of this study is to analyze the effects of middle-aged retirement planning on individual's quality of life and overall satisfaction, and moderating effects of social and psychological sense of crisis, and the differences of measured variables in the demographic characteristics. Retirement planning that may be the most important factor in the country's social costs is aimed to provide a basis for fixing the interest in advance of retirement planning training and retirement. The subjects are workers who live in the Seoul metropolitan area and Gyonggi-do. Total sample size is 350, then 335 samples were collected on the data. The results of this study can be summarized as follows. First, house ownership and education level among demographic variables affects satisfaction of their life. People who do not own a house shows higher satisfaction, and higher education level affects satisfaction positively. Second, satisfaction is affected by transition to rest negatively, on the other hand, it is affected by expect of new beginning positively. Besides, No moderating effect of social and psychological crisis showed that negative life evaluation role to the independent variables. Third, cognitive information is affected by transition to rest and imposed disruption positively. Besides, job dissatisfaction adjusts between them. Fourth, improvement of life quality is not affected by expect of the retirement planning. On the other hand, there is not moderating effects of social and psychological sense of crisis.

• Journal of Information Technology Services
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• v.13 no.2
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• pp.219-250
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• 2014

Corporations look for their competitiveness in many different areas, and one of them is customer call center, which provides professional, special service to the customers. The importance and the value of realization of customer satisfaction at each call center have become significant as it plays a leading role and is responsible for customer recreation and follow-up services. This study held in-depth interviews with 3 groups of professional call representatives (categorized by experience) from popular property and life insurance companies in Korea who operate in and outbound calls. Three variables, emotional quotient, organizational citizenship behavior (OCB), and IT utilization skill, were selected and it was observed how these variables affect the job performance of in and outbound call center representatives. The importance of the relationship between the variables and the key factors in the future direction of improvement of the call center representative organization was analyzed. Emotional quotient refers to the ability to recognize and use the emotion of oneself and others. It was considered it would be effective in enhancing the counseling ability of call center representatives, This study identifies the effect of emotional quotient on job performance and organizational citizenship behavior, which is defined as actions outside of normative roles in the organization. Also, the study aims to prove the effect of emotional quotient on the rapidly developing IT utilization ability in relation to job performance. As a result, it was found that service career (3 months, 3 years, 10 years) had a significant effect on the key factors that affect the organization-emotional quotient, IT utilization skill, and OCB. Especially for OCB, it was considered relatively less important to the new employees, while it greatly affected the job performance, rate of settlement, and sustainment of the working life for those with longer experience. Also, the result of the interview for each variable differed by the service career. Emotional quotient, IT utilization skill, and OCB were close connection for the representatives with longer experience than for those with shorter experience. And the level of intimacy of their relationship with job performance was in proportion to the years of service. Thus, to secure stability for the call center representatives and enhance their job performance continually, the importance of emotional quotient and IT utilization skill shall be reflected in the operation process actively. In particular, in order to lead a organization with outstanding culture, a management system shall apply OCB from the recruitment process.