• 한국디지털정책학회:학술대회논문집
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• 2003.12a
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• pp.585-598
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• 2003

The new way of doing education in the cyber space is not limited by time or locations. The students do not need to attend classroom physically and simultaneously. This study tries to probe the relationships among demographic variables and instructional variables with students' satisfaction with the management class in a cyber university. The results demonstrate that demographic variables are not significantly related with students' satisfaction. Rather instructional variables such as personal interactions with professors, job related contents and careful reduction of difficulties countered during the class proceeding are more significantly related with learning satisfaction. The result shows the newly emerged internet based education system requires in-depth cooperation among professors, system engineers, education instrument designers, and students.

• The Journal of the Korea Contents Association
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• v.13 no.11
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• pp.902-912
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• 2013

This study on the training of police officers job satisfaction and job performance is to identify the relationship. This study of 2012 Police Training Institute courses in related expenses 5 population in the process of initiation of a national police officer selection, and note that the sampling method used to extract a total of 300 samples, but the number of cases that were used in the final analysis, 268 people. Data processing by the SPSSWIN 18.0 factor analysis, reliability analysis, multiple regression, path analysis. Conclusions are as follows. First, the police officer's training affects job satisfaction. In other words, work-related, of course the more positive the evaluation of job training job satisfaction is high, education, the stronger the motivation and job satisfaction also higher education can be. Second, the education and training of police officers affects job performance. In other words, work-related, educational motivation, job training curriculum for the more positive job performance rating is also high. Third, the police officer's job satisfaction affects job performance. In other words, education can be a higher job performance and job satisfaction also high. Fourth, the training of police officers on the job satisfaction and job performance directly or indirectly affected. That is, the internal job satisfaction and job performance, job training parameters are the important variables.

• Journal of Korean Academy of Nursing Administration
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• v.18 no.4
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• pp.434-441
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• 2012

Purpose: The purpose of this study was to identify perception of recovery, self-esteem, role performance, job satisfaction and factors influencing job satisfaction of psychiatric mental heath nurses. Methods: Data were collected from 161 psychiatric nurses from G city & J province who understood the purpose of the study and agreed to participate. Data were analyzed using descriptive statistics, t-test, Pearson correlation coefficient, and multiple regression with SPSS 18.0. Results: There were significant differences in job satisfaction between upper 25% and lower 25% group for perception of recovery, self-esteem, and role performance. Results from the multiple regression analysis revealed difference in the related factors and in the magnitude of the relationship evaluated by standardized beta coefficients. Significant factors, listed by the magnitude of beta coefficients, were role performance, self esteem, roles and responsibilities in recovery, expectations regarding recovery in perception of recovery. These variables accounted for 16% of job satisfaction. Conclusion: Results indicate that to improve psychiatric nurses' job satisfaction, there is a need to develop programs including personal qualities and perception of recovery. Further research is necessary in order to establish consensus on roles of the related factors of job satisfaction.

• The Journal of Fisheries Business Administration
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• v.27 no.1
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• pp.15-45
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• 1996

The sustained economic growth cannot be expected without the balanced development in all the realms of industries. Korea has recorded the continuous high growth rate of economy, but it is now facing some difficulties in keeping the normal economic growth, because industrial workers do not like to work in some fields, the typical one of which is the fishery works. This thesis aims at studying the determinants of fishermen's job satisfaction(FJS) and the determinants of affecting the fishermen's trunover intention(FTI) to obtain and maintain the man power for fishing boats. This study assumes that the determinants which affact FJS are fishermen's work values, job characteristics, the attitude of accepting their fishery work, and that the determinants which affect FTI are FJS and their perceptions of labor market. This study concerns two kinds of Job satisfaction : one is an intrinsic satisfaction which comes directly from the work itself, and the other is an extrinsic satisfaction comes from the compensation for the work, but in this study “Pollnac's work satisfaction factor” is added as an additional determinant of FJS. There is a difference in job satisfactions between the individuals who have different work values. Some feel more satisfacttion than the others, which can be explained by the internal work values which assume the work is only a means for another objective of life. This study applies Hackman and 014ham's studies to the job characteristics that a worker's job satisfaction is positively related to the core job characteristis of the job. In addition, this study transformed their studies into variables. A job enrichment to reduce the simplicity of a work and make it more valueable can increase a job satisfaction, but an existing organization has limitation in redesigning the job for its enrichment. A reasonable answer about this matter can be obtained from the workers' subjective perceptins to highly regard the objective job characteristics. Worker's previews of fishery work also affect their job satisfaction because they are already informed of the details and charcteristics of the job that they have to carry out. A Job dissatisfaction causes their intention to leave jobs owing to general perceptions prevailing in labor markets.

• Health Policy and Management
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• v.16 no.3
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• pp.1-18
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• 2006

The organizational effectiveness of hospital in various environmental fluctuations is a large and complex problem. Hospital CEO leadership characteristics may be a critical determinant of employees' job satisfaction and turnover intention. Several empirical studies on transformational leadership found that transformational leadership behaviors were positively related to workers' job satisfaction and turnover intention. Very little research related to this subject has been done in health care settings in Korea. The author explores the relationship between hospital CEO leadership style and its effect on job satisfaction and turnover intention among the all staffs of general hospital. The relationship of hospital CEO leadership style to employees' job satisfaction was investigated using the Bass's leadership paradigm of transformational and transactional leadership. The Multifactor Leadership Questionnaire(MLQ) and the index of job satisfaction and turnover intention were completed by 493 hospital employees(doctors, nurses, hospital administrators, technicians, and assistants). The findings show a similar trend to the previous studies. Hospital CEO leadership behaviors and employee outcomes were significantly correlated. Correlations showed a significant positive relationship between those hospital CEO exhibiting a transformational leadership style and the job satisfaction of their staffs. The results of multiple regression analysis indicate that the effect of charisma in transformational leadership behaviors is more higher than other variables. Transformational leadership style may be a more effective strategy and have a greater effect on staff outcomes, attitudes and behaviors. The findings of this study reveal implications for efficient hospital management and the importance of understanding relationship between hospital CEO's leadership style and subordinate behaviors in the context of CEO's desirable role and function for hospital strategy planning and future direction.

• Journal of Families and Better Life
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• v.21 no.4
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• pp.117-131
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• 2003

This study were looked for the common patterns of dual-earner couples' parental role conflicts, psychological well-being and the variables that influence their psychological well-being. The data of this study were collected from 265 dual-earner couples, and were analyzed using frequencies, percentage, means, Pearson's correlation, Cronbach's alpha, one-way ANOVA, Duncan test. multiple regression. The major finding are summarized in the following. (1) In general, the wives 'level of parental role conflict was higher than the husbands'. There was no significant differences between husbands and wives in terms of psychological well-being and life, but wives' depression was greater than husbands'. (2) As for the variables that affected parental role conflict, income, the age of the first job satisfaction, work adjustment, parenting satisfaction, parenting participation by the husband, the level of child care expenses, and cognitive assessment of mother employment were found to be significant. (3) For both husbands and wives, psychological well-being was positively related to income, education level, job satisfaction, level of job importance, work adjustment, parenting satisfaction, parenting participation by the husband, cognitive assessment of mother employment. (4) Couples' psychological well-being was influenced by job satisfaction and parental role conflict.

• Journal of the Korean Society of Radiology
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• v.11 no.4
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• pp.263-271
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• 2017

The purpose of this study was to investigate the relationship between general characteristics, job stress and job satisfaction of 150 sonographer working in Busan and Ulsan area and to identify the predictors of job satisfaction. As a result, the higher the age, experienced job change, the more job satisfaction increased. The sub-factors of job stress and job satisfaction are significantly negative correlated with organizational system, lack of reward, occupational climate, job insecurity, insufficient job control, job demand. The most influential variables in job satisfaction were organizational system and lack of reward. Therefore in order to increase the job satisfaction of the sonographer, it is important to establish and institutional device related to effective organization, manpower management and compensation to reduce job stress.

• Educational Technology International
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• v.8 no.1
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• pp.17-39
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• 2007

The purpose of this study was to identify the relationships among organizational commitment, job satisfaction, and learning organization culture. This study was conducted in five sub-organizations of one Korean conglomerate company. One thousand employees were randomly and proportionately selected, with 669 useable cases obtained, for a response rate of 67%. The organizational commitment instrument used from the "affective, continuance, and normative commitment" scale (ACNCS) of Allen and Meyer (1990). The "Dimensions of Learning Organization Questionnaire" of Watkins and Marsick (1997) was used to measure learning organization culture. The short form MSQ (Minnesota Satisfaction Questionnaire), developed by Weiss, Dawis, England, and Lofquist (1967), was the third instrument used. Descriptive statistics, correlational statistics, and inferential statistics (ANOVA and t-tests) were used. Organizational commitment (except for continuance) is moderately and positively related to job satisfaction and moderately and positively related to learning organization culture. In addition, learning organization culture is weakly to moderately and positively related to job satisfaction. No differences by age were found. Four-year college graduates are more likely to have higher creating continuous learning opportunities in learning organization culture than graduate school degree holders. Males are likely to have higher affective and continuance organizational commitment than females. Employees working in R&D, Engineering, and Manufacturing (REM) are likely to have higher continuance organizational commitment than do other types of jobs. Employees are more likely to have higher learning organization culture and job satisfaction than assistant managers. Assistant managers have higher continuance organizational commitment than managers. Managers generally have higher organizational commitment, learning organization culture, job satisfaction than assistant managers. They also have higher learning organization culture than employees. Employees who had worked for less than four years in their current job and organization have higher promoting inquiry and dialogue in learning organization culture than those who have worked for ten years or more. Employees in the insurance organization have higher affective organizational commitment, learning organization culture, and job satisfaction than those of the other organizations. Finally, employees of the electronic company have higher continuance organizational commitment in learning organization culture than those of other companies. In summary, this research enables CEOs and HRD and HRM practitioners to view organizational commitment, learning organization culture, and job satisfaction as important variables in exploring diverse ranges of topics related to the workplace. And then, they can diversely apply their management, interventions and practices to fit these diverse characteristics.

• Convergence Security Journal
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• v.17 no.5
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• pp.179-186
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• 2017

The purpose of this study is to analyze the relation of security officers' martial arts training and job performance. To this end, we conducted surveys on security practitioners. The questionnaire consisted of three variables, "necessity of martial arts training, application to practical security work, improvement of job satisfaction". In this study for reliability analysis, Chronbach's Alpha coefficient was calculated. In order to verify the validity of the measured variables, exploratory factors were analyzed using the Berimax method. Both AVE and CR values of the measured variables were above the reference value of 0.5, indicating that the convergence validity was good. As a result of the hypothesis test, the standardization coefficient is 0.636 for "need for training in martial arts training${\Rightarrow}$practical security work", 0.986 for "practical security work${\Rightarrow}$job satisfaction improving", and the relationship between the two hypotheses is positive(+). In order to improve the job satisfaction of security-related practitioners, it seems necessary to raise the need for martial arts training.

• The Korean Journal of Emergency Medical Services
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• v.10 no.3
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• pp.71-85
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• 2006

Purpose: The purpose of this study is to investigate the relationship among the variables, personality type, stress, and job satisfaction in firefighters. Methods: The questionnaire research was conducted for field service firefighters who work in two cities for the period of June 20, 2005 through July 20, 2005. A total number of 308 data were used for this analysis. For analysis of the data, the SPSSWIN 10.0 program was used to analyze descriptive statistics, correlation analysis, t-test and one-way ANOVA. Results: The mean score of subjects' stress was 3.30 and the mean score of job satisfaction was 2.86. There were significant differences on stress and job satisfaction by general characteristics. Stress was significantly differed by field of working. Job satisfaction was significantly differed by marital status and field of working. Also, there were significant differences on stress and job satisfaction by characteristics related to working. Stress was significantly differed by sleeping time at night shift, witness their superior's or companion's death or injury, and a threat to death or injury. Job satisfaction was significantly differed by an aptitude for field of working and wish to change the field of working. But there was no significant differences on stress and job satisfaction by personality type. There was statistically significant negative correlation between stress and job satisfaction. Conclusion: Strategies that can decrease their stress need to be developed to increase job satisfaction.