• Korean Journal of Human Ecology
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• v.12 no.3
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• pp.303-319
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• 2003

This study was designed to examine the extent of job-related stress and job satisfaction and factors affecting job satisfaction of educare center teachers. Special attention was given to the differences due to the various organizational types of educare centers. Two hundred and twenty two public and private educare center teachers of C city were drawn as samples of this study. Self-administered questionnaire method containing items (m job-related stress, Job satisfaction and socio-demographic background was employed and the data were analyzed with SPSSWlN using descriptive statistics, factor analysis and regression analysis. Findings suggested that the major job-related stresses were related to work experiences, working hours, and the number of on-the-job training opportunities. Work place characteristics such as the total number of children in the class, working hours and wage also affected the level of Job satisfaction. Additionally significant statistical differences were found on the job-related stress and the job satisfaction between teachers in public and private educare centers. In the question of the effect of job-related stress on the job satisfaction, job-related stress explained 12% of work-satisfaction, 33% of satisfaction related to the current working place. Accordingly it was possible to draw a conclusion that educare center teachers' job-related stresses. were not ascribed by personal characteristics but by work-related factors such a, poor administrative support low wage and the overwhelming task related stressors The main stressor of job satisfaction was poor administrative support. Differences on job-related stress and job satisfaction_between among teachers of public and private unit were distinctive throughout the study. These results, implicate that workshops are recommended to help diminish the job-related stress among educare center teachers. It is imperative that enhanced work benefits and improved working environment will in turn enhance the quality of services in educare centers.

• Journal of Information Technology Services
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• v.23 no.2
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• pp.31-47
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• 2024

With the spread of COVID-19, non-face-to-face social exchanges around the world have increased, leading to a rise in the demand for telework. The recent advancement in technology has facilitated the emergence of metaverse platforms, with telework utilizing the metaverse gaining significant popularity. Such metaverse telework is signaling innovative changes in the business environment, yet sufficient research has not been conducted. This study analyzed the factors affecting the perceived work productivity, job performance, and job satisfaction of metaverse telework users. To achieve this, an online survey was conducted, focusing on individual factors (self-management tactics, sense of belonging, social presence, IT complexity) and situational factors (perceived workload, organizational support, metaverse telework environment, and flexible work arrangements). Out of the total responses, 358 valid questionnaires were used for the analysis, excluding any insincere responses. The SPSS 27.0 software was employed to verify the research hypotheses. This study proposed effective strategies to enhance the efficiency of telework within the metaverse.

• Journal of Korean Academy of Nursing Administration
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• v.7 no.3
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• pp.455-472
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• 2001

The purpose of this study was to serve as a basis for mapping out successful strategies to build the professional self-image of nurses through uniform, by examining their satisfaction with uniform and professional self-image by general characteristics, and identifying the correlational relationship between the two factors. The subjects in this study were 205 nurses who served in general departments of two university hospitals in Seoul. The departments where special uniform was required, including ICU, RR, OR and CSR, were excluded. The data were collected from September 15 through 22, 2000. For measurement of uniform satisfaction level, a uniform satisfaction scale was prepared by myself, and Arthur(1990)'s PSCNI translated and modified by Song Kyong Ae and Rho Chun Hee(1996) was employed. The Cronbach a of the uniform satisfaction scale and PSCNI was 0.90 and 0.86 respectively. The collected data were analyzed by SAS, and real number, percentage, average and standard deviation were calculated. Besides, t-test, one-way ANOVA, Pearson's r procedures were utilized, and Scheffe test was conducted as a posttest. The findings of this study were as below: 1. The uniform satisfaction of the nurses investigated was scored 2.52 on the basis of 4 points, which was on the medium level. By subarea, symbolicity satisfaction was 2.48, and aesthetic satisfaction was 2.60. The functionability satisfaction was 2.44. So the esthetic satisfaction was greatest. 2. Among general characteristics of the subjects, two factors made a significant difference to their uniform satisfaction : age(F=4.05, P=.0189), and total career(F=4.25, P=.0061). 3. Their professional self-image got 2.75 on the basis of 4 points, which was on upper middle level. The subarea score was 2.79 for professional work, 2.52 for satisfaction and 2.97 for communication. The communication area was rated highest, and the satisfaction area was scored lowest. 4. Among the general characteristics of the subjects, professional self-image was different according to five factors : age(F=17.83, P=.001), marital status(T=5.18, P=.0000), educational background(F=8.72, P=.0002), position(T=-5.29, P=.0000) and total career(F=15.23, p=.0001). Better professional self-image was possessed by the older group than the younger one, by the married group than the singles, by the better-educated group than the less-educated, by the nurses in position equal to or higher than charge nurse, or by the higher-career group. 5. The correlational relationship of uniform satisfaction to professional self-image was statistically significant, yet very weak(r=.1978, p=.0045). The satisfaction area of professional self-image was correlated to every uniform satisfaction area, including symbolicity(4=.4393, p=.0001), aesthetics(r=.2471, p=.0004), functionability(r=.3094, p=.0001) and total satisfaction(r=.4050, p=.0001). Therefore, the uniform satisfaction gave an impact on the satisfaction area of professional self-image of the nurses, and there was a significant correlational relationship between uniform symbolicity area and total professional self-image(r=.2416, p=.0005).

• Journal of Technologic Dentistry
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• v.28 no.1
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• pp.143-159
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• 2006

Objectives; The purpose of the present study is to investigate workplace satisfaction level of dental technicians and the differences between that of dental lab owner's and that of employed dental technicians, who are working in dental laboratories. Methods; Samples were comprised of 137 dental technicians working in dental laboratories. Data were collected through self-administered questionnaires and analyzed to frequency distribution, correlation, t-test and multiple regression analysis. Results; 1) Dental technicians generally are 'somewhat or a bit satisfied' with their workplace situations, regardless of position, sex, and individual career. 2) Mean values of 4 items out of 11 work situation factors of employed dental technicians were significantly lower than those of lab owner's. The 4 items are the openness of management, working environment, pay, and policy in promotion and raise. They would be sources of dissatisfaction and conflict. 3) Level of satisfaction was significantly correlated with 2 subordinate variables, i.e. working conditions and administration policy. There is a tendency that administration policy is a bit more important for lab owners, while working conditions are a bit more important for employed dental technicians. Conclusion; The employer-employee relationship of dental technicians seems to be sound, as no signs of troublesome problem is detected. But the discrepancy revealed in the above results is telling that there certainly exist some disagreement in the viewpoints of the two groups. It is necessary for the dental technicians to find ways to deal with the possible triggers of discord and discontent.

• Journal of Korean Society of Occupational and Environmental Hygiene
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• v.7 no.2
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• pp.289-297
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• 1997

Work-related low back pain(below LBP) is one of the major cause of morbidity, disability, limitation of activity and economic loss. Therefore the work-related LBP is one of the major issue in the field of industrial safety and health. This study was performed for detecting the risk factors and proposing the effective control programs of work-related LBP. The subjects were male workers employed at the welding and metal factory. The data was collected by self-reported questionnaire, interview and checking abdomen muscular and grasping power for two days on October, 1993. The contents of questionnaire were as follow: the experience of LBP, general characteristics, physical characteristics, employment status, type of work and working environment. The number of cases was 104 with a history of work-related LBP, so the prevalence of work-related LBP was 35.0%, and the number of controls was 140 without any history of LBP. As a result, marital status, educational level, abdomen muscular power, tenure, category of job, satisfaction of job, working posture, satisfaction for table and chair and lifting materials showed a statistical significance between the case and control groups. 284 Lifting jobs were quantified by NIOSH lifting equation method and ergonomic computer modelling methods. There were no significant differences in the action limit and disc compression force between group with LBP and without LBP. But in the lifting frequency and cumulative disc compression force there were significant differences. Therefore work-related LBP should be prevented by the ergonomic and environmental control.

• Journal of Animal Science and Technology
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• v.44 no.2
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• pp.261-270
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• 2002

This study was executed to elucidate the degree of satisfaction with working environment and the factors affecting it for workers who are engaged in the composting plants with livestock manure in the Han-river watershed. As an evaluation on site, we applied the self-administered questionaire including general characteristics, working conditions, degree of satisfaction with working environment, and degree of satisfaction with working condition. Simultaneously, we analysed the exposure levels of odor (ammonia, hydrogen sulfide, and odor intensity) in the boundary area of plants. As a result of the study, health condition, odor, work load, dust, and smoking were proved to be the main factors affecting the degree of satisfaction with working environment for workers who are employed in the composting plants with livestock manure in the Han-river watershed. Of them, it was investigated that health condition, odor, and work load accounted for 61.3% of the total degree of satisfaction with working environment and health condition(p$<$0.01), odor(p$<$0.05), work load(p$<$0.05), and dust(p$<$0.05) were statistically significant. It was concluded that the degree of satisfaction with working environment was high for the workers who had good health status and low for the workers who had the relatively considerable work load and were often exposed to odor and dust. Therefore, to increase the degree of satisfaction with working environment for workers who are engaged in the composting plants with livestock manure, the measures that can reduce the exposure levels of odor and dust emitting from the composting plant with livestock manure should be improved.

• Journal of Distribution Science
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• v.15 no.2
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• pp.111-120
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• 2017

Purpose - Service employees who work at airline check-in counters in airport are typically employed to undergo emotional labor. Emotional labor of airport service employees is an important managerial issue that must be solved. This study attempts to examine the underlying mechanism of emotional labor on turnover intention. It focuses on the consequences of emotional labor of service employees. The purpose of this study is to examine and empirically test how the two-types of emotional labor(deep-acting & surface-acting) of service employees differently affect the level of their job satisfaction and job stress. It also investigates the relationship between job satisfaction, job stress, and turnover intention. For this purpose, first, this study identified the structural relationship between emotional labor, job satisfaction, job stress, and turnover intention. Second, it investigated the mediating effects of job satisfaction between deep-acting and turnover intention. Research design, data, and methodology - To empirically test these structural relationships among research variables, data were collected by a interview from service manager of domestic airline companies and survey from 179 service employees who are working at single domestic airline check-in counters in airports in Korea using a self-rating questionnaire with total 19 items dealing with emotional labor, job satisfaction, job stress, and turnover intention. To test the research hypotheses, collected data were analyzed by confirmatory factor analysis (CFA) and structure equation model (SEM). Results - This study obtains meaningful research results. The results from this study are as follows. First, deep-acting has a positive effect on job satisfaction, whereas, deep-acting has a negative effect on job satisfaction. Second, surface-acting has a positive effect on job stress, whereas, the effects of surface-acting on job satisfaction did not show statistically significant result. Also, job satisfaction has partial mediating roles to the relationship between deep-acting and turnover intention. Conclusions - Based on the results of this empirical study, emotional labor of service employees is one of the key factors influencing their job satisfaction and job stress. In particular, deep-acting is the important factor in emotional labor to increase job satisfaction and reduce job stress. Finally, theoretical, managerial implications, and research limitations are mentioned in discussion parts.

• Journal of Korean society of Dental Hygiene
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• v.21 no.2
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• pp.159-170
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• 2021

Objectives: This study aimed to investigate factors for retention intention among long-term employed dental hygienists and to provide basic data for improving the long-term service (working) environment. Methods: A total of 202 dental hygienists with more than five years' work experience at dental hospitals and clinics located in Seoul, Gwangju, and Jeonnam Province, South Korea, were surveyed. The data were analyzed for each factor using exploratory factor analysis, and differences according to the general characteristics of the participants were analyzed using an independent sample t-test, one-way ANOVA and a hierarchical multiple regression analysis. Results: At the current workplace, a better working environment, and higher job satisfaction were associated with higher retention intention. However, lower professionalism in dental hygiene as a subdomain of the professional self-concept domain was associated with higher retention intention. Conclusions: To increase retention intention among dental hygienists, it is necessary to improve the working environment in which dental hygienists can perform professional roles and seek ways to establish their identity as professionals in dental healthcare settings.

• Journal of The Korean Society of Integrative Medicine
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• v.11 no.4
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• pp.221-235
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• 2023

Purpose : Delegating authority to employees exerts a positive effect on the efficient operation and service of a company. In particular, investigating how the delegation of authority granted to social workers, who have a greater workload compared with those of other occupations, influences job satisfaction and commitment to the organization is meaningful. Therefore, this study aims to investigate the impact of the empowerment of social workers on job satisfaction and organizational commitment. Methods : Toward this end, surveys were distributed to social workers employed at social welfare facilities in Daegu metropolitan city. Prior to the study, the researcher visited the institutions in which the social workers were working, explained the content in person, and conducted the self-administered survey accompanied by two research assistants who received prior training. Out of the 233 collected responses, those with unreliable responses and missing data were excluded, which left a sample of 224 for analysis. Data were analyzed using SPSS 18.0. Results : First, social workers who were older, had higher positions, and with longer years of service exhibited higher levels of empowerment in terms of differences in empowerment according to general characteristics. Second, for job satisfaction and organizational commitment according to general characteristics, the longer the period of employment, the higher the level of job satisfaction. Third, empowerment exerted an effect on job satisfaction and organizational commitment, and a positive correlation was found. Conclusion : The empowerment of social workers exerted a positive effect on job satisfaction and organizational commitment. Therefore, to improve service quality and the efficient operation of social welfare organizations in this practice, improving the empowerment of social workers is necessary by providing appropriate treatments, improving working environments, and providing appropriate discretion and decision-making authorities that are considered necessary for work performance.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.7
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• pp.233-243
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• 2020

This study determined the relationship between organizational conflicts and job satisfaction of administrative staff members employed in university hospitals. The sample consisted of 232 hospital administrators working at four different college hospitals located in D city. The survey was conducted using a self-administered questionnaire during the period from January 10th 2019 to February 15th 2019. As a result of the study, the job satisfaction levels were significantly different according to age, education, BMI, subjective sleep evaluation, subjective health status, job position, monthly income, physical burden of work, sense of satisfaction at work, fit to the job and consideration to quit the job. The job satisfaction levels according to the organizational conflicts were significantly lower with higher organizational conflicts. Further, the job satisfaction level showed a significant negative correlation with organizational conflicts. The risk ratio of lower job satisfaction significantly increased for the group with higher organizational conflict scores than that of the group with lower organizational conflict scores. The results suggest that job satisfaction of administrative staff at university hospitals is significantly related with organizational conflicts. It is necessary to present specific measures to resolve conflicts within an organization in order to enhance job satisfaction for administrative staff at university hospitals.