• Korean Journal of Culture and Social Issue
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• v.25 no.1
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• pp.27-53
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• 2019

The purpose of this study is to investigate the influence of techno-overload and techno-invasion on emotional exhaustion and the mediating role of psychological contract breach. In addition, this study examines the moderating role of voice behavior in the relationship between techno-overload, techno-invasion and psychological contract breach. The results from 296 participants provided evidence that (1) techno-overload and techno-invasion are positively related to psychological contract breach, (2) psychological contract breach is positively related to emotional exhaustion, (3) psychological contract breach partially mediates the relationship between techno-overload, techno-invasion and emotional exhaustion, (4) voice behavior moderates the relationship between techno-overload, techno-invasion and psychological contract breach. Based on the results, implications of these findings, limitations, and future research are discussed in general discussion.

• Journal of Ocean Engineering and Technology
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• v.2 no.2
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• pp.122-129
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• 1988

Recently with the rapid development in marine and shipbuliding industries such as marine structures, ship and chemical plants, there occurs much interest in the study of corrosion fatigue characteristics which was closed up an important role in mechanical design. In this study, the 5086 Al-alloy was tested by use of rotary bending fatigue tester. The retardation effect of overload on the corrosion fatigue crack propagation in sea environment was quantitatively studied. 1) Retardation effect of corrosion fatigue crack propagation is most eminent when overload ratio is 1.52, overload magnitude corresponds to about 77% and 55% of yield strength and tensile strength respectively. 2) After overload ratio 1.52 was used, retardation of corrosion fatigue crack growth rate is largely retarded and quasi-threshold stress intensity factor range($\Delta\textrm{K}_{th}$) appears. 3) According to m of experimental constant, retardation effect of corrosion fatigue crack propagation corresponds to about 25% of constant stress amplitude when overload ratio is 1.52. 4) When overload ratio 1.52 was used, retardation parameter (RP) decreases to about 0.43 and corrosion sensitivity (S)decreses to about 2.1.

• Journal of Industrial Convergence
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• v.21 no.10
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• pp.141-150
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• 2023

The purpose of this study is to empirically analyze the impact of role stress (role conflict, role ambiguity, and role overload) on career commitment and turnover intention in small and medium-sized hospital workers in Busan. The subjects of the study were 418 nursing and administrative workers engaged in hospitals and general hospitals in Busan. Frequency analysis, correlation analysis, and regression analysis were conducted for empirical analysis. The results of the study are as follows. First, significant differences in some research variables were identified according to gender, age, educational background, marital status, and working years. Depending on the job type, there were significant differences in all variables such as role conflict, role ambiguity, role overload, career commitment, and turnover intention. Second, role stress was found to have a significant negative effect on career commitment and a significant positive effect on turnover intention. Among the role stress, it was confirmed that the role overload had the strongest influence on career commitment and turnover intention. This study is meaningful in that it analyzed the influence of role stress, including workers in all occupations, including nursing jobs, and empirically revealed the meaning of role stress as an explanatory variable of career commitment and turnover intention.

• Journal of Digital Convergence
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• v.6 no.3
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• pp.53-63
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• 2008

This paper examined the relationship between job stressor and job satisfaction according to the general property of disabled workers. Role ambiguity, role conflict, and role overload were cast as the factors of job satisfaction to explore their relationship with the general property and type of disabled workers. The results revealed that role ambiguity had the strongest meaningful relationships with job satisfaction and role conflict, role overload had not shown the meaningful relationships with their Job satisfaction. The reason of this results seemed to be from the fact that the work type available or not available to disabled worker was determined beforehand according to their disability type. Finally, these findings provide a guidelines of efficiency human resource management and strategic development program for the disabled workers.

• Proceedings of the Korea Committee for Ocean Resources and Engineering Conference
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• 2003.05a
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• pp.306-311
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• 2003

A growing fatigue crack is known to be retarded on application of an overload cycle. The retardation may be characterized by the total number of cycles involved during retardation and the retarded crack length. The overload ratio plays an important role to influence the retardation behavior. The objective of the present investigation is to study the effect of different overload ratio on the retardation behavior. For DENT(double edge notched tension) specimens and ESET(eccentrically-loaded single edge crack tension) specimens, fatigue crack growth tests are conducted under cyclic constant-amplitude loading including a single tensile overloading with different overload ratios. The proposed crack retardation model predicts crack growth retardation due to a single tensile overloading. The predictions are put into comparison with the experimental results to confirm the reliability of this model.

• Journal of the Korea Safety Management & Science
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• v.16 no.1
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• pp.89-99
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• 2014

This paper reviewed the relationship between job demands/resources and safety compliance, and the mediating effect of job burnout. Based on the responses from 247 employees, the results of multiple regression analysis appeared as follow; 1) two demands factors(role ambiguity and role overload) effect positively on safety compliance. 2) job resources factors(autonomy and social support) effect negatively on safety compliance. 3) job burnout effects negatively on safety compliance. 4) job burnout mediates between 4 job demands/resources(role ambiguity and role overload, autonomy, social support) and safety compliance.

• Journal of the Korean Society of Safety
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• v.17 no.2
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• pp.100-105
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• 2002

This study proposed and examined a model in which perceived organizational support and leader-member exchange are linked to safety communication safety commitment, and accidents. In addition, a moderating effect of role overload in the relationship between safety communication and safety commitment and that of performance monitoring in the relationship between safety commitment to accidents. Data were collected from 193 workers in a railroad company. The results indicated that the goodness of fitness of the proposed model was acceptable. More specifically, both perceived organizational support and leader-member exchange were significantly related to safety communication and safety communication was, in turn, significantly related to safety commitment which was ultimately related to accidents. Also, the moderating effects of both role overload and performance monitoring were found. Implications of these findings for safety and the possible roles of variables in the organizational level are discussed.

• Journal of the Korea Safety Management & Science
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• v.25 no.2
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• pp.59-69
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• 2023

Previous works on safety behavior have paid less attention to the influence of several leadership styles on safety behavior. Among the various leadership styles, I focus on the effect of coaching leadership on safety behavior. To be specific, this paper investigates the impact of coaching leadership on safety behavior and its underlying mechanisms (mediator) as well as contextual factor (moderator). This research examines the sequential mediating effect of perceived organizational support and organizational identification in the association between coaching leadership and safety behavior. Also, work overload will negatively moderate the coaching leadership-perceived organizational support link. My results showed coaching leadership increases employee safety behavior through the sequential mediation of perceived organizational support and organizational identification. In addition, work overload functions as a negative moderator which diminishes the positive effect of coaching leadership on perceived organizational support.

• Human Ecology Research
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• v.59 no.3
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• pp.297-310
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• 2021

This study examined the social wellbeing of working mothers of preschool children with the aim of identifying relationships between social wellbeing and influencing factors, focusing on the individual, relationship, and work environment of the mothers. Data on 390 working mothers were used for this study. The data were analyzed using the SPSS 18.0 program and descriptive statistics. Pearson's correlation analyses and hierarchical regression analyses were performed. The results show that social wellbeing has significantly positive correlations with education, monthly household income, number of children, age of the first child(8 and over), social capital for childcare, division of childcare, maternal role values, spouse's beliefs about paternal parenting involvement, and family-supportive work environment, as well as significantly negative correlations with weekly working hours, sociological ambivalence, spouse's beliefs about father's breadwinner role and gender-role values, job overload, and gender-role attitudes of coworkers. In addition, hierarchical regression revealed that spouse's beliefs about paternal parenting involvement and a family-supportive work environment were significantly positive predictors of working mothers'social wellbeing, whereas working mothers'sociological ambivalence toward their roles, job overload, and gender-role attitudes of coworkers were significantly negative predictors of working mothers'social wellbeing. These results point to ways of changing education and policy to improve the social wellbeing of working mothers.

• Journal of Korean Academy of Nursing Administration
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• v.6 no.1
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• pp.109-122
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• 2000

The present study examined the causal relationships among nurses' perceived autonomy, job satisfaction, work environment (work overload, role conflict, situational support, head nurses' leadership), personal aspects(experiences, need for achievement, professional knowledge and skill) by constructing and testing a theoretical framework. Based on literature review nurses' perceived autonomy and job satisfaction were conceived of as outcomes of the interplay among work environment and personal characteristics. Work environment factors involved work overload, role conflict, situational support, and head nurses' leadership (task oriented leadership, relation oriented leadership). Personal charateristics included experiences, need for achievement, and professional knowledge and skill. Three large general hospital in Chonbuk were selected to participate. The total sample of 516 registered nurses represents a response rate of 92 percent. Data for this study was collected from July to September in 1998 by Questionnaire. Path analyses with LISREL 7.16 program were used to test the fit of the proposed conceptual model to the data and to examine the causal relationship among variables. The result showed that both the proposed model and the modified model fit the data excellently. It needs to be notified, however, that path analisis can not count measurement errors; measurement error can attenuate estimates of coefficient and explanatory power. Nevertheless the model revealed relatively high explanatory power. 42 percent of nurses' perceived autonomy was explained by predicted variables; 32 percent of nurses' job satisfaction was explained by by predicted variables. Tn predicting nurses' perceived autonomy the findings of this study clearly demonstrated the work overload might be the most important variable of all the antecedent variables. Head nurses' relation oriented leadership, situational supports, need for achievement, and role conflict were also found to be important determinants for nurses' perceived autonomy. As for the job satisfaction, role conflict, situational supports, need for the achievement, and head nurses' relation oriented leadership were in turn important predictors. Unexpectedly the result showed perceived autonomy have few influence on job satisfaction. The results were discussed, including directions for the future research and practical implication drawn from the research were suggested.