• 한국식품조리과학회지
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• 제32권6호
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• pp.745-753
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• 2016

Purpose: This study was conducted to provide basic data for human resources management of hospital foodservice employees by determining their job characteristics, job satisfaction, and organizational commitment according to recent hospital environment changes. Methods: Our survey was administered to 248 hospital foodservice employees in Busan area from September 1 to September 25, 2014. A total of 158 questionnaires were used for final analysis. Results: The mean score of job characteristics showed significantly difference by work experience (p<0.001), annual salary (p<0.01), and cooking certification (p<0.05). Job satisfaction had significantly difference by the age (p<0.05), annual salary (p<0.001), and turnover intention (p<0.001). Organizational commitment showed significantly (p<0.001) difference by age, work experience, and annual salary. There was positive correlation (p<0.001) between organizational commitment and job characteristics, job satisfaction. Organizational commitment had significantly positive correlation with skill variety (p<0.001), feedback (p<0.01), and task significance (p<0.001) of job characteristics, with work (p<0.001), pay (p<0.001), and co-workers (p<0.001) of job satisfaction. Job characteristics (${\beta}=0.249$, p<0.001) and job satisfaction (${\beta}=0.380$, p<0.001) had positive influences on the organizational commitment(p<0.001). In sub factors of job satisfaction, work (${\beta}=0.291$, p<0.001) and pay (${\beta}=0.252$, p<0.01) had positive influences on organizational commitment. Conclusion: To develop the organizational commitment, hospital managers need to reinforce responsibility and fulfillment by job enrichment and to consider increasing salaries to get a higher satisfaction from foodservice employees.

• 치위생과학회지
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• 제14권2호
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• pp.176-182
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• 2014

전문가치면세정술을 받은 임플란트 보철환자 214명을 대상으로 만족도와 지속여부 및 이유, 비용 지불의사가격과 관련요인을 분석한 결과 다음과 같다. 대상자의 전문가치면세정술 평균 만족도는 4.60점이었다. 성별에서는 남성이 높았으며, 연령에서 가장 높은 군은 40~49세 군이었고, 60세 이상 군이 가장 낮았으며, 음주횟수와 운동 횟수가 많을수록 높은 만족도를 나타냈다(p<0.05). 전문가치면세정술을 지속적으로 받을 의사는 92.5%를 나타냈으며, 이유로는 개운함이 84.7%였고, 비용지불은 84.1%가 의사가 있음을 밝혔으며, 지불가격은 평균 28,100원이었다. 월평균수입, 전문가치면세정술 만족도가 높을수록, 연령은 낮을수록 전문가치면세정술에 대한 지불의사가격이 높아졌으며, 남자가 여자보다 높은 가격을 형성하였다. 전문가치면세정술의 가격을 합리적이고 현실적으로 제시하여 정착시키는 것은 성공적인 임플란트 유지관리와 사회경제적 비용을 감소시키는 데 매우 유용할 것으로 기대된다.

• 방송공학회논문지
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• 제19권3호
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• pp.385-395
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• 2014

본 연구는 모바일 환경의 핵심 서비스로 부각되고 있는 모바일 IPTV 서비스의 수익 개선 조건으로서 지불의사(willingness to pay)의 결정 요인들에 대해 구조방정식 모형을 통해 분석하였다. 분석 결과, 첫째, 서비스의 다양성은 유용성에, 서비스의 품질은 유용성과 용이성에 영향을 미쳤고, 둘째, 용이성이 태도와 만족 요인에 영향을 미쳤고, 셋째, 태도와 만족은 모두 지불의사에 영향을 미치는 것으로 나타났다. 이상의 결과는 모바일 IPTV 서비스의 수익 개선에 있어 QoS 등 품질 보장과 UI/UX 등 용이성 개선이 필수적임을 의미한다. 이 연구는 도입단계인 모바일 IPTV 서비스에 대한 선도적 연구로서 서비스의 구성 및 가격 전략, 서비스 결합 판매 전략을 제안하는 데 의의가 있다.

• 한국항해항만학회지
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• 제37권5호
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• pp.471-480
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• 2013

Pay-for-performance plans are some of widely used human resource practices in many firms, including shipbuilding, for productivity and motivational improvement purposes. Such plans play an important role in industries that are highly labor-intensive, and where effective management of human resources is critical to business operations, such as the shipbuilding industry. Those practices can have large impact on employee performance and ultimately company competitiveness. Research studies that show how such incentive plans improve productivity and reported pattern of adoption by firms have spurred the use and adoption in many firms. However, there are also researchers who point out that there are negative consequences to using incentive plans. Therefore it is important for companies to carefully consider the practices they use. In this paper, I discuss research findings that support the practices and critical viewpoints related to pay-for-performance plans. Research findings from Korean literature are, then, discussed. The shipbuilding industry is chosen because proper human resource management is critical in reducing turnover and increasing employee satisfaction. Through a shipbuilding company case, problems related to using pay-for-performance incentive plans and how they affect work-related issues of employee morale, cooperation, and teamwork will be discussed. While positive aspects have been emphasized to drive greater adoption among firms, the resulting consequences of the pay plans need to be seriously considered and improvements upon the plans made by firms. Improvement suggestions are discussed in the conclusions and implications.

• 한국산학기술학회논문지
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• 제18권11호
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• pp.584-593
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• 2017

본 연구는 응급구조사가 배출된지 21년이 지난 시점에서 119와 병원에서 근무하는 응급구조사들을 근무 기관별로 업무스트레스와 직무만족도를 비교분석하여 119와 병원의 차이와 장단점을 파악함으로써 우리나라의 1급 응급구조사들의 근무여건을 개선하고 보다 나은 근무환경을 조성하는데 기초자료를 제공하는 것을 목적으로 수행하였다. 광주광역시와 전라남도, 전라북도의 28개 119안전센터와 14개 권역응급의료센터 및 지역응급의료센터에서 근무하는 1급 응급구조사 182명을 대상으로 설문조사를 실시하였다. 통계분석은 SPSS/WIN 20.0을 사용하였으며, 카이제곱검정, t-test, ANOVA, ANCOVA로 분석하였다. 업무스트레스는 119근무자(2.92), 병원근무자(3.01)으로 유의한 차이가 없었다. 직무만족도는 소방근무자(2.98), 병원근무자(2.54)으로 병원근무자들이 크게 유의하게 낮았다(p<0.001). 또한 병원근무자들의 보수 영역에서 가장 낮은 점수가 보였으며($2.07{\pm}0.62$), 월 평균 환자수가 적을수록(p<0.001), 월수입이 높을수록(p=0.047), 휴가가 많을수록(p<0.001) 업무스트레스가 낮고, 직무만족도가 높은 것으로 나타났다. 업무스트레스를 감소시키고 직무만족도를 높이기 위해 119와 병원 모두 근무복지여건의 개선이 필요하고, 119의 경우, 구급대원 폭행 방지 대책과 휴식공간이 필요하고 특히 병원의 경우는 급여와 연간 급여증가율, 고용형태의 안정을 개선해야 한다.

• The Journal of Korean Physical Therapy
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• 제21권3호
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• pp.109-117
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• 2009

Purpose: We investigated the relationship between professional self-concept and the job satisfaction of physical therapists. Methods: The subjects of the study were 221 physical therapists who worked in medical institutions in Seoul city and Kyounggi do. A questionnaire developed by Arthur and adapted by Sohng and Noh was used for measuring the professional self-concept. A questionnaire developed by Kim and Son and adapted by Kim and Jeon was used for measuring the job satisfaction. Results: The levels of the professional self-concept of physical therapists was a mean of 3.51 points and the level of job satisfaction was a mean of 3.32. There was a statistically significant difference for the professional self-concept of physical therapists according to such general characteristics as age (F=6.38, p<0.05), career (F=4.56, p<0.05) and pay (F=15.94, p<0.05), and there was a significant difference of job satisfaction according to such general characteristics as age (F=15.94, p<0.05), career (F=13.65, p<0.05) and pay (F=12.96, p<0.05). (ED note: this sentence made no sense. What I wrote is guesswork. You have to work on it.) The relationship between professional self-concept and job satisfaction showed a positive correlation (r=0.65, p<0.05). Conclusion: These findings show that modifications to the current program may improve the professional self-concept and job satisfaction of physical therapists.

• 임상간호연구
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• 제29권3호
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• pp.238-248
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• 2023

Purpose: This study aimed to examine the relationships between positive nursing organizational culture, organizational communication satisfaction, and the level of work engagement among nurses working in tertiary hospitals, as well as to identify influencing factors on work engagement. Methods: This study used a descriptive research design. Data were collected from 184 general nurses working in four tertiary hospitals in Seoul using self-report questionnaires from March 13 to 30, 2023. The collected data were analyzed using descriptive statistics, t-test, ANOVA, Scheffé test, Pearson correlation, and hierarchical regression. Results: In the hierarchical regression analysis, the variables that significantly influenced work engagement in Model 1 were marital status (β=.26, p=.002), graduate or higher degree (β=.41, p<.001), more than 1 year and less than 3 years (β=.18, p=.030) and 3 years or more but less than 5 years of clinical experience in present hospital (β=.17, p=.023), and satisfaction (β=.27, p=.002) and moderate satisfaction with pay (β=.18, p=.033). In model 2, adding the subdomains of positive nursing organizational culture and organizational communication satisfaction to the Model 1, the variables that had a significant effect on work engagement were trust-based organizational relationships (β=.50, p<.001) and organizational communication satisfaction (β=.25, p=.005). Conclusion: The results suggest that education level, clinical experience, and satisfaction with pay should be considered to improve nurses' work engagement. In addition, it was identified that organizational relationship based on trust and organizational communication satisfaction are the main influencing factors for improving work engagement.

• 한국해양공학회:학술대회논문집
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• 한국해양공학회 2003년도 추계학술대회 논문집
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• pp.284-289
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• 2003

As growing importance and concern of waterfront, we have tried to study its landscape, accessibility, landuse and so on as well as its environmentally sound and sustainable development. In fact we had been under the false thought that it always what we wanted, and it was neglected in its economic value. This paper/ looks at on alternative, the non-market value generated by management of waterfront as public resource. We consider the question : how much are people willing to pay to improve, how much are people want to improve? The contigent valuation method was implemented during Sep. 9 to 14 in 3 beaches ; haeundae, Gwanganri, Songjeong. They are representative waterfronts which have been widely known and visited. We find out that households are willing to pay about $12,000{\sim}16,000$ won per year for improving nature elements and inviting more valuable functions about 3 beaches. Especially we pay attention to defference between cognitive and comprehensive satisfaction 3 beaches and their substructural factors satisfaction such as natural environment, public facilities, recreational facilities and etc.

• 대한지역사회영양학회지
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• 제17권3호
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• pp.321-328
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• 2012

The purpose of this study is to investigate how certain factors influence job satisfaction and turnover intention of the dietitians working at the correctional institutions. A total 47 sheets of questionnaires (complete enumeration) were distributed respectively to the dietitians during the period from March 20th to May 18th of 2008. A total of 38 questionnaires (response rate 81%) were analyzed by using SPSS (ver. 19.0). The dietitians were more satisfied with coworkers ($3.63{\pm}0.10$) and supervision ($3.19{\pm}0.13$) than with pay ($2.97{\pm}0.09$) and promotion ($2.55{\pm}0.08$). Among the job burnout dimensions, cynicism ($2.58{\pm}0.09$) was rated higher than exhaustion ($2.47{\pm}0.10$), while professional efficacy level ($3.40{\pm}0.08$) was relatively high. The work dimension of job satisfaction was negatively correlated with exhaustion and cynicism dimensions of job burnout (p < 0.001), and turnover intention (p < 0.01), but positively correlated with professional efficacy dimension (p < 0.001). The co-worker dimension was negatively correlated with exhaustion and cynicism (p < 0.05) and turnover intention (p < 0.01), while the supervision, the pay, and the promotion dimension were not correlated with the job burnout and turnover intention. The turnover intention was positively correlated with exhaustion and cynicism dimensions of job burnout (p < 0.001). A stepwise regression analysis revealed that i) professional efficacy was a factor to significantly increase the work dimension of job satisfaction, ii) exhaustion and cynicism to significantly decrease the work and the co-worker dimension of job satisfaction, respectively, and iii) exhaustion to significantly increase turnover intention. The managerial efforts of the institutions could be focused on the job burnout factors to effectively increase the work dimension and the co-worker dimension of the job satisfaction.

• The Journal of Korean Physical Therapy
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• 제28권3호
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• pp.165-175
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• 2016

Purpose: The current study seeks to examine the continuing education of physical therapist in Gwangju, Jeonnam. Methods: A survey was conducted during the continuing education of physical therapist held in Gwangju in 2015 with 297 participants. The survey questionnaire consisted of 13 questions on characteristics of physical therapist, 7 questions on the level of satisfaction with continuing education, 11 questions regarding the need for continuing education, and 8 questions concerning how to improve continuing education. Results: As for the level of satisfaction with the content of continuing education, the survey results indicated that there were significant differences across respondents' age and career period. Regarding the level of satisfaction with the environment in which continuing education was provided; significant differences were observed across respondents' age, education, marital status, monthly pay, career period, and service period. Regarding the level of satisfaction with the expense in which continuing education was provided; significant differences were observed across respondents' sex, age, education, marital status, dependent family, monthly pay, career period, and position. In terms of the level of satisfaction with the operation method in which continuing education was carried out, there were significant differences across respondents' age, education, and career period. Conclusion: The survey found the level of satisfaction with continuing education to be average among physical therapist in Gwangju and Jeonnam. In addition, as for ways to take continuing education courses for those who have never taken it, online education was mentioned the most. Therefore, there is a need for advertising online continuing education.