• Title/Summary/Keyword: Job

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An empirical study on the Job Stress in IS Organization (IS 조직의 직무스트레스에 관한 실증적 연구)

  • 이선규;이웅희;서명지
    • Journal of the Society of Korea Industrial and Systems Engineering
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    • v.26 no.1
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    • pp.40-46
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    • 2003
  • The employees in information system organization are highly exposed to stress. However, there is little theoretical or empirical study on the effects of job stress on IS organizations. A major reason is because few researchers consider consequences of job stress. The major purpose of this study is to verify negative effects of job stress for IS organization. This study have three purposes : to investigate the relationship between job stressors and perceived job stress; to understand the effect of perceived job stress and job attitude - job satisfaction, job involvement; to examine the role of moderators such as social support and personality in the relationship between job stressors and perceived job stress in information system organizations. The results of this study suggest that job stressors such as role overload and role ambiguity are significantly related to perceived job stress, the higher the perceived job stress is the lower the job attitudes such as job satisfaction and job involvement, and the employees' personality has moderating effects between the job stressor and perceived job stress.

The Effects of Job Demands and Job Resources on Job Burnout - A Comparison of office workers with service employees. (직무요구와 직무자원이 직무탈진에 미치는 영향 - 일반 사무직과 서비스직의 비교)

  • Yoon, Jang-Won
    • Journal of Applied Reliability
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    • v.6 no.4
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    • pp.255-274
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    • 2006
  • Recently firms become largely changed because of rapid technological innovation and serious global competition. It induces job stress of workers and finally leads to job burnout. This study aims to find the effects of job demands and job resources on job burnout. Job demands contains role ambiguity, role conflict, role overload and job characteristics. Job resources contains job control and feedback, involvement in decision making, learning opportunity and social support. The result reveals that job demands raises job burnout and job resources decreases job burnout. And it reveals that the effects of job demands and job resources on job burnout differs slightly according to job categories.

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Relationship among Job-relevant Cognitions and Emotions : A Conceptual Review (직무관련 인식들과 감정간의 관계에 관한 고찰)

  • Hong Yong-Ki;Cho Kook-Haeng;Park Jong-Hyuk
    • Management & Information Systems Review
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    • v.15
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    • pp.91-108
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    • 2004
  • In this article, We propose research propositions about correlates of job interest, job difficulty, job effort, and job performance as well as job performance and emotions while working. The purpose of this study is to review existing research on emotions and job performance, particularly emotions at work. The purpose of this article is to review existing research on job performance and emotions, particularly at the job relevant cognitions level. In this study, We propose research propositions about correlates of job performance and emotions while working. The purpose of this article is to develop and propose research propositions about potential correlates of perceived performance at the job relevant level. Correlates include those that should function mainly as antecedents of performance, such as job difficulty, job interest, and job effort in the study are emotions experienced concurrently with job performance. Therefore, We suggest the predictive direction and bivariate relationship of the set of among variables in explaining job performance and emotions.

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The Effect of Job Autonomy, Job Feedback and Job Manualization on the Job Satisfaction of the non-regular employees in a Public Corporation (공기업 비정규직 근로자의 직무자율성, 직무피드백, 직무매뉴얼화가 직무만족에 미치는 영향)

  • Lee, Eui-Joong
    • LHI Journal of Land, Housing, and Urban Affairs
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    • v.9 no.1
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    • pp.11-18
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    • 2018
  • This study aims to empirically verify the impacts of job autonomy, job feedback and job manualization on the job satisfaction of the non-regular employees in a public corporation. For the empirical analysis, 163 non-regular employees(valid respondents) have been surveyed who are working in a public corporation. And the multiple regression analysis was used to statistically test the research hypotheses. The independent variables are 'job autonomy', 'job feedback', and 'job manualization'. The dependent variable is 'job satisfaction'. The results are as follows. The effects of 'job autonomy → job satisfaction(β=0.182, t=2.664, p<0.01)', 'job feedback → job satisfaction(β=0.208, t=2.927, p<0.01)' and 'job manualization → job satisfaction(β=0.397, t=5.785, p<0.01)' are all shown positive. Therefore, all the proposed hypotheses are accepted. From this result, we can get some lessons for the organizational management especially for the non-regular employees' job satisfaction. If you recognize that the non-regular workers are also valuable human resources for the company, it can be expected that strengthening the internal motivation of the employees through job enrichment such as autonomy, feedback, and manualization can positively influence the effectiveness of the organization.

How Much does Job Autonomy Matter for Job Performance of Chinese Supervising Engineers: A Quantitative Study

  • CUI, Nan;XIAO, Shu-Feng
    • East Asian Journal of Business Economics (EAJBE)
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    • v.9 no.3
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    • pp.71-82
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    • 2021
  • Purpose - The purpose of this study is to examine the intermediary role of job satisfaction between job autonomy and job performance and whether the process was adjusted based on the work context. Research design, data, and methodology - This study was conducted by sample survey method on 334 supervising engineers. Data analysis methods were frequency analysis, confirmatory factor analysis, reliability analysis, correlation analysis, and structural equation model analysis. Result - The results of this study suggest that: (1) after controlling for age, position, and working years, job autonomy had a significant positive impact on job performance, (2) job autonomy can not only directly affect job performance but also indirectly affect performance through job satisfaction, (3) job satisfaction has an intermediary effect on job autonomy and job performance, and (4) the relationship between job autonomy and job satisfaction is moderated by the work context, and the result showed a negative moderating effect. Conclusion - This study suggests that job autonomy significantly improves job performance, and the higher job autonomy a supervising engineer has, the more satisfied they are with their work, thus enriching the precursor research on dynamic changes in job performance. When the working environment is poor, supervisors are more sensitive to the perception of job autonomy and have a stronger impact on job satisfaction and performance.

대학 졸업예정자들의 직업탐색활동의 변화와 개인적 특성의 영향에 관한 연구

  • An, Gwan-Yeong
    • 한국산학경영학회:학술대회논문집
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    • 2005.11a
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    • pp.1-9
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    • 2005
  • Job search research has been criticized for failing to study the dynamics and change of the job search process. A lot of previous researches have used cross-sectional designs and treated job search as a static process. As a result, job search research has failed to examine how job seekers' behaviors change during the course of their search. This paper examined changes In job search behaviors(preparatory and active job search behavior, and job search intensity) and the effects of individual difference variables(self-esteem, self-efficacy, extroversion, agreeableness, conscientiousness, openness) on job search behaviors. Data were gathered from 404 university students who had not found employment at the time of beginning of second semester The results of t-test pairs indicated that job seeking students increased their preparatory job search behavior and active job search behavior, but didn't job search intensity. The results of multiple regression showed that self-efficacy had strong relationship with preparatory and active job search behavior, and job search intensity, but self-esteem had not any relationship with them. Among big-5 personality, extroversion had relationship with active job search behavior and job search intensity, and agreeableness only with job search intensity.

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Structural Equation Modeling of Job Engagement in Pediatric Nurses Based on the Job Crafting Model (잡 크래프팅 모델에 근거한 아동간호사의 직무열의 구조모형)

  • Kang, Jung Mi;Cho, Hun Ha
    • Child Health Nursing Research
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    • v.26 no.2
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    • pp.201-211
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    • 2020
  • Purpose: The goal of this study was to construct a structural equation model of job engagement in pediatric nurses based on Tims and Bakker's job crafting model. Methods: In total, 203 pediatric nurses participated in this study, which was conducted to analyze the relationships among the concepts of job demands, job resources, person-job fit, job crafting and job engagement. Data were collected from July 24 to August 30, 2017, and analyzed using SPSS 20.0 and AMOS 21.0. Results: The hypothetical model appeared to fit the data. Six of the nine hypotheses selected for the hypothetical model were statistically significant. The job engagement model showed significant direct effects for job crafting, person-job fit and job resources, which collectively explained 61.5% of the variation in pediatric nurses' job engagement. Conclusion: Based on the findings of this study, a strategy will be needed to improve job resources and person-job fit in order to promote job engagement among pediatric nurses. Job crafting was affected by the factors of job resources and person-job fit, which should be addressed in job crafting promotion programs.

The Job Stress, Job Satisfaction, and Health of Women Who Work in the Professional Job: Nurses and Teachers (전문직 여성의 직무 스트레스, 직업 만족도, 건강 : 간호사와 교사 그룹을 중심으로)

  • 홍경자;탁영란;강현숙;김금순;박호란;곽월희;김정은;최정례
    • Journal of Korean Academy of Nursing
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    • v.32 no.4
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    • pp.570-579
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    • 2002
  • This research study explores the job stress, job satisfaction, and health of women who works in the professional work place and identify the influence of the job stress and job satisfaction on the mental health status focused on the social and psychological structure of the workplace. Method: 535 participants of registered nurses and teachers from 10 General Hospitals and 15 Middle and High School located in Seoul, Korea were completed the modified version of the short form Work-family stress inventory of questionnaire as used for job stress and mental health problems and perceived overall health status and job satisfaction. Result: Job stress was significantly correlated with job satisfaction, overall health, and mental health. There were also significant group differences in job stress and job satisfaction between nurses and teachers. Multiple regression only moderately supported the effect of job stress and job satisfaction on the mental health of professional working women. Also marital status demonstrated a significant factor of group differences in job stress, work-family stress, job satisfaction, and mental health problem. Conclusion: These results suggest that job stress in the work place has profound impact on job satisfaction and health of women who work in the professional job. This study also identified major sources and types of work-related stress on women's health which should be considered in a management for health promotion.

Job Satisfaction among Korean Child Care Teachers : The Effects of Background Characteristics, Self-efficacy and Job Stress (보육교사의 일반적 배경이 보육교사의 직업만족도에 미치는 영향 : 자기효능감과 직무스트레스의 매개효과를 중심으로)

  • Kim, Youn A;Park, Youn Jung;Kim, Kyoung Eun
    • Korean Journal of Child Studies
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    • v.35 no.4
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    • pp.1-15
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    • 2014
  • This study examined how child care teachers' background characteristics, self-efficacy and job stress relate to their job satisfaction. Participants were 400 child care teachers in Seoul and Gyeonggi, Korea. Structural equation models were developed based on the authors' hypothesized model, which proposed that teachers' self-efficacy and job stress have a mediating effect in the relationship between teachers' background characteristics and job satisfaction. The results revealed that career directly influenced on self-efficacy and job stress but had no direct effect on job satisfaction. Education level was found to have a direct effect on job stress but had no direct effect on self-efficacy and job satisfaction. Teachers' self-efficacy affected job stress and job satisfaction and job stress affected job satisfaction. Furthermore, self-efficacy mediated the effects of career on job stress and job satisfaction. Additionally, job stress mediated the effects of education level and self-efficacy on job satisfaction. These results suggested that teachers' self-efficacy and job stress were key predictors and mediating variables in the relationship between background characteristics and job satisfaction.

The Effects of Job Related Variables on Job Satisfaction and Job Performance of Apparel Salespeople (의류판매원의 직무관련 변인이 직무만족과 직무성과에 미치는 영향)

  • Park, Kwang Hee
    • Fashion & Textile Research Journal
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    • v.16 no.3
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    • pp.378-385
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    • 2014
  • This study examined the differences in job related variables, job satisfaction and job performance against demographic characteristics and the impacts of job related variables on job satisfaction and job performance. A questionnaire survey collected data from september $1^{st}$ and $7^{th}$ 2011. A convenience sample was drawn from salespersons working for department stores in Daegu and Pohang. A total of 337 responses were complete and usable questionnaires. Data were tested through factor analysis, t-test, ANOVA, and regression analysis, using SPSS 21.0. The results of this study are as follows: First, six factors were extracted from job related variables (positive reaction of customer, career of salespeople, interpersonal relations, influence of salesperson, customer complaints, overwork). Second, there were significant differences in job related variables, job satisfaction, and job performance according to age, marital status, average monthly income, work period, and job position. Third, regression analysis between job related variables and job satisfaction showed that the most influential predictor of job satisfaction was career of salespeople, followed by interpersonal relations, influence of salesperson, customer complaints, and overwork. The most influential predictor between job related variables and job performance was positive reaction of customer, followed by career of salespeople, interpersonal relations, influence of salesperson, and customer complaints.