• Journal of Society of Preventive Korean Medicine
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• v.14 no.1
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• pp.13-24
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• 2010

Objectives : This study aimed to investigate the current job-related characteristics coordinators in East-West Collaborative Medical Practices(EWCMP) and to develop activation plans for them. Method : The participants were 51 personnel who were supporting EWCMP in the 28 institutions. Data were collected with self-administered questionnaires and analyzed with descriptive statistics. Results : The major role of the participants was educating and consulting patients(74.5%) and followed by supporting collaborating physician(70.6%). They assumed to be helpful to make the patients easy to use EWCMP(98%) and to give patients full information what they asked(96%). However, participants responded lack of adequate educational programs and role ambiguity as chief complaints(91.7%). They showed relatively high level of job importance(78.7points on 100points) and job satisfaction(72.8points on 100points). Coordinators were expected to have bachelor and more than 8 years clinical career, and communication skill. Conclusions : Coordinators have played key roles in giving information for the patients and coordinating EWCMP. However their roles and job description was not clear, and educational programs was insufficient as required. Therefore, it is needed to clarify their roles and job description and establish professional educational programs for supporting coordinators.

• Journal of Korean Society of Occupational and Environmental Hygiene
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• v.27 no.3
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• pp.221-230
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• 2017

Objectives: This study was conducted to investigate general characteristics, job characteristics, characteristics of hospitals, and hospital coordinators, and to investigate the factors affecting the job satisfaction of medical workers. Methods: The data was collected through a self-reported questionnaire among 435 workers in plastic surgery and dermatology clinics in metropolitan city G. We investigated general characteristics, job-related characteristics, characteristics of medical institutions and hospital coordinators, job performance of hospital coordinators, and job satisfaction of medical workers. T-tests, ANOVA, correlation, and multiple regression analyses were conducted to investigate the factors related with job satisfaction. Results: The job satisfaction of the medical workers and the perceived job performance of hospital coordinators were $3.55{\pm}0.40$ and $3.74{\pm}0.43$, respectively. In multiple regression analysis, drinking frequency, number of night shifts, number of work days, and hospital coordinator introduction years were associated with the job satisfaction of medical workers. The more the overall job performance of hospital coordinators increased, the higher was job satisfaction(B=0.458, p<0.001). In detail, the more job roles(B=0.218, p<0.001), core competency(B=0.145, p=0.005), and leadership(B=0.099, p=0.037) increased, the higher was the job satisfaction of medical workers. Conclusions: The job satisfaction of the medical institution workers was associated with the perceived job performance of the hospital coordinator. In order to increase the job satisfaction of medical institution workers, a hospital coordinator with specialized job performance will be able to improve job satisfaction by carrying out efficient work in the medical institution.

• The Journal of Korean Academy of Orthopedic Manual Physical Therapy
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• v.20 no.2
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• pp.21-26
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• 2014

Background: In the present study, we examined gender roles, job satisfaction, and the relationship between the two among orthopedic manual physical therapists (OMT). Methods: The subject of this study was 208 physical therapists working in the general hospital and rehabilitation in Daejeon. In order to examine the nature of the subject, we calculated the ratio of second finger length for fourth finger of predominant hand and completed the questionnaire to determine the general characteristics and job satisfaction. Results: The OMT and NOMT (non OMT) digit ratio results were not significantly different (p>.05). Digit ratio based on gender was also not significantly different between groups (p>.05). Among the job satisfaction survey items, OMT was significantly higher than NOMT in terms of Pride, Reflection of opinions, aptitude match, and field satisfaction (p<.05); however, there were no significant differences between groups for the remaining items. Digit ratio was not significantly related to any of the job satisfaction items (p>.05). Conclusions: We determined that gender roles had a limited influence on selecting and continuing with orthopedic physical therapy.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.11
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• pp.499-506
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• 2020

The study examines the influence of individual characteristics, training content, and manager support on the effectiveness of on-the-job (OJT) training in the banking and finance industry. A simple random sampling technique was used to select the samples. Questionnaires were distributed to respondents in order to obtain the data. Using cross-sectional data obtained from 396 respondents in Bank A in Malaysia, the multiple regression results show that self-efficacy, motivation to learn, training content, and manager support have positive influence on OJT training effectiveness. Among all these factors, manager support is very highly correlated with OJT training effectiveness. The findings have given fruitful insight of the crucial roles of OJT training in the respective bank, particularly to bring forward the roles of systematic design and implementation of OJT training. This study is not only expanding knowledge in OJT and training, but offers managers practical insights in developing good OJT training program by considering employees need, capabilities, skills and job requirement. Furthermore, this study also provides a valuable framework in identifying the effectiveness of OJT training program for certain jobs. Further discussion of the research findings and its implications to theoretical knowledge of training and managers are promised at the end of the article.

• Safety and Health at Work
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• v.14 no.1
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• pp.85-92
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• 2023

Background: Presenteeism is closely related to work performance, work quality and quantity, and productivity at work. According to the job demand-control-support model, job demand, job control, and support play important roles in presenteeism. The present study investigated job characteristics profiles based on the job demand-control-support model and identify the association between job characteristics profiles and presenteeism. Methods: This secondary data analysis used the Sixth Korean Working Condition Survey, a nationwide cross-sectional dataset. The study included 25,361 Korean wage workers employed in the workplace with two or more workers. Participants were classified into four job characteristics profiles based on the job demand-control-support model, using latent profile analysis, and logistic regression was performed to examine the association between study variables. Results: Overall, 11.0 % of study participants reported experience of presenteeism in the past 12 months. Age, sex, location, monthly income, shift work, work hours, health problems, and sleep disturbances were significantly associated with presenteeism. The rate of presenteeism was the highest in the passive isolate group. The passive collective, active collective, and low-stain collective groups had a 23.0%, 21.0%, and 29.0% lower likelihood of experiencing presenteeism, respectively, than the passive isolate group. Conclusions: The job demand-control-support profiles and the risk of presenteeism were significantly associated. The most significant group that lowered the experience of presenteeism was the low-strain collective group, which had a low level of demand and high levels of control and support. Therefore, we need a policy to reduce job demand and increase job control and support at the organizational and national levels.

• International Journal of Contents
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• v.5 no.3
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• pp.1-7
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• 2009

The importance and the value of call center callers are increasing since they play very crucial roles as representatives of their companies at the closest contact point with customers. However, they have low satisfaction at work and are more likely to leave their jobs due to the fact that they are exhausted from heavy work load; they provide less pay and less chance for promotion than other jobs in the same industry. The high turnover costs companies high expenses on finding and training new callers. In the mean time, customer satisfaction may drop and it can give the customers negative image of the company. Therefore, solutions are required to keep the turnover of call center callers to the minimum. In this study, call center employees in Gwangju area were investigated for their job attitude and turnover intention. Based on the results, several implications are suggested.

• Journal of Korean Public Health Nursing
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• v.26 no.2
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• pp.314-327
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• 2012

Purpose: This study was conducted in order to investigate the relationship between the level of emotional labor and job stress for public health nurses. Methods: The survey was conducted from Mar. to Oct. 2010 for collection of data from public health nurses (N=195). Descriptive statistics, ANOVA, t-test, Tukey HSD, and Pearson's correlation coefficient were used in performance of data analysis. Results: Results of this study indicate that as the nurses grow older, they receive a larger salary and their emotional labor is reduced. The results of this study also demonstrate that the emotional labor is highest when their total nursing job work duration and public health nurse work duration are between six and 10 years. There is a significant difference in job stress of the two age groups between occupational roles and personal strain. This means that job stress is highest in nurses who are in their thirties and low fifties. Emotional labor showed positive correlation with occupational roles and personal strain of job stress, but showed negative correlation with personal resources. Conclusion: According to the results of this study, we suggest development of interventions to reduce emotional labor and job stress, taking into account the characteristics of age.

• Journal of Korean Academy of Nursing
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• v.32 no.2
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• pp.219-230
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• 2002

This study was aimed at comparing and evaluating one main role, the professional self concept and job satisfaction of public health nurses and clinical nurses. Method: The data was collected from 72 nurses in 8 health centers and 86 nurses in 5 hospitals in Daegu city and Kyungpook province from May 5th to June 5th, 2001. This study was interviewed by trained social workers. The origin of questionnaires used in this study were PSCNI(Professional Self-Concept of Nurses Instrument) to measure the professional self concept of nurses and JDI(Job Descriptive Index) to measure the job satisfaction of nurses. The data was analyzed by SAS(version 6.12) and statistical methods used were Chi-square test, t-test, ANOVA(analysis of variables) and ANCOVA(analysis of covariate). Result: The findings of this study were as follows: 1. The most important domain in the main role of public health nurses were as counsellors, managers, mediators and evaluators. In clinical nurses, their main roles were, directors of nursing, researchers, spokesmans, and informers. 2. Public health nurses showed lower scores in the professional self concept of nurses than clinical nurses, what statistically significant tool was used to suggest this finding. 3. Public health nurses showed higher scores in job satisfaction than clinical nurses, but again, explain the tool used in these findings for give a rationals. 4. For public health nurses, general characteristics which affected professional self concept were age, educational level, and duration of job. In clinical nurses, the general characteristics which affected professional self concept were age, religion, marital status, and duration of job. 5. For public health nurses, there was no general characteristic which affected job satisfaction. In clinical nurses, the general characteristics which affected job satisfaction were age, religion, and duration of job. Conclusion: Nursing profession should give a training to competent nurses who can deliver high quality care to meet the needs of health consumers. The role of nurses has been expended and specialized as health conception has been changed in Korea.

• Journal of Digital Convergence
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• v.14 no.9
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• pp.265-279
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• 2016

The purpose of study was to test the effects of job characteristics and job stress on job satisfaction in the ICT Convergence Venture Companies and the moderating role of social support between job characteristics and job satisfaction. For this study, the data were collected from 15 ICT Convergence Ventures in metropolitan area by using structured questionnaires. The sample of 301 employees was selected and analyzed by hierarchical regression technique. The results showed that job characteristics had a positive effect on job satisfaction and job stress had a negative effect. And also found out social support had the moderate roles between job stress and job satisfaction except coworker support with regard to role ambiguity, whereas it did not serve as a moderate role between job characteristics and job satisfaction. The research results are summarized, the implications for ICT convergence Ventures were discussed, and the directions for future research were suggested.

• The Journal of the Korea Contents Association
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• v.9 no.12
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• pp.270-278
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• 2009

Most of previous studies on civil servants' stress factors and job satisfaction have been focused on low job satisfaction caused by stress from role relations and human relations. In case of fire officers, however, their stress is expected to be influenced by their unique job characteristics such as risk, urgency, stand-by, and shift. Thus, this study divided fire officers'stress factors into job-related factors (risk, urgency, stand-by, alternation) and role-related factors (role conflict, role ambiguity, role overload), and empirically analyzed how these factors affect their job satisfaction. According to the results of this study, fire officers' job characteristics and their roles in the organization had a significant effect on their job satisfaction. Particularly, among the job-related factors, urgency and stand-by had a positive effect on job satisfaction, and among role-related factors, role conflict and role overload had a negative effect on job satisfaction. In addition, fire officers' stress and job satisfaction were significantly different according to their job (fire fighting, rescue and first aid, fire administration, others), and according to their workplace (fire fighting headquarters, fire station, 119 safety center).