• Title, Summary, Keyword: Job Rotation

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A Study on the Relation Between Nurses' Satisfaction with the Job Rotation and Their Organizational Commitment (간호사의 부서이동제도에 대한 만족과 조직몰입의 관계)

  • Jeon, Gil-Jeong;Lee, Myung-Ha
    • Journal of Korean Academy of Nursing Administration
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    • v.7 no.1
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    • pp.127-144
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    • 2001
  • The purpose of this study is to provided a basic administrative data for effective personnel management of nurses' by investigation their assessment and satisfaction with the job rotation and by analyzing the relation between their satisfaction and organizational commitment. Data were collected from Nov. 20 to Nov. 25, 2000 through self-reporting questionnaires taken by 280 nurses working at a university hospitals The 3 structured instruments were used for collecting the data; Questionnaires for measuring the utility and the problem of job rotation, Questionaires for measuring the satisfaction with the job rotation, and Mowday's Organizational Commitment Questionnaires. The data obtained were analyzed using frequency, percentage, average, standard deviation, range, Cronbach's alpha coefficients, Peason's correlation coefficients, t-test, one-way ANOVA, and chi-square test, multiple regression. The Results were as follows : 1. The supporters for regular job rotation account for 67% while the opponents to it account for 33%. The chief reason for endorsing the regular job rotation is quoted ${\lceil}$to attain more diverse job experiences${\rfloor}$, followed in order by ${\lceil}$to improve the job motivation and morale through the realization of personal needs${\rfloor}$, ${\lceil}$to place the right man in the right position${\rfloor}$. The reasons for opposing to the regular job rotation were listed in order ${\lceil}$difficulties to secure the expertise of nursing${\rfloor}$, ${\lceil}$personal needs not fully reflected in the job rotation${\rfloor}$, ${\lceil}$job rotations prompted rather by the administrative needs than by personal aptitude and ability${\rfloor}$. 2. In the assessment of job rotation, the points affirming the utility of the job rotation are $2.60({\pm}.66)$ out of possible 5 points and those admitting the problems the job rotation are $3.58({\pm}.59)$. The satisfaction with the job rotation is rated at $2.98({\pm}.55)$. 3. In the analysis into the relation between the assessment of job rotation and satisfaction with the job rotation, fairly high positive correlation is revealed between the satisfaction and utility of job rotation, whereas, considerably high negative correlation is seen between the satisfaction and problems with the job rotation(p=.000). 4. There is relatively high positive correlation between the satisfaction with the job rotation and organizational commitment(p=.000). In conclusion, the utility of on the job rotation and their satisfaction with the job rotation have positive correlation and the satisfaction with the job rotation and organizational commitment showed the positive correlation, too. Therefore, it is thought desirable to take administrative strategies well as education to improve the recognition of the job rotation's utility and to reduce the recognition of the problems with the job rotation to remain in the direction toward contributing to enhancement of the organizational commitment.

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Effect of Job Rotation on Job Satisfaction, Occupational Safety and Health

  • Jeon, In Sik;Jeong, Byung Yong
    • Journal of the Ergonomics Society of Korea
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    • v.32 no.5
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    • pp.429-435
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    • 2013
  • Objective: This study aims to analyze job satisfaction and accident prevention according to job rotation system types in a motor company. Background: The study of a motor company's job rotation system has come to attention with enhancing productivity, preventing musculoskeletal disorders, and improving quality. Method: In this study, a survey was conducted to show job satisfaction rates according to job rotation systems. Also an investigation was done regarding industrial accidents and previous workers who are receiving treatment for musculoskeletal disorder over the last five years. Results: The job rotation system in this study has been carried out by voluntary decision of workers. Out of the job rotation types, the medium rotation complexity type had high job satisfaction whereas in a high or low rotation complexity type, which many workers prefer, led to less number of accidents and days of sick leave. Application: The results of this study are expected to be a fundamental data to job design.

The Survey of Job Rotation Implementation at Medium- and Small-Industries

  • Yoon, Sang-Young;Jung, Myung-Chul
    • Journal of the Ergonomics Society of Korea
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    • v.32 no.2
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    • pp.199-205
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    • 2013
  • Objective: The aim of this study is to investigate the job rotation implementation at medium- or small-industries and to identify the viewpoint on job rotation as preventive activity of work-related musculoskeletal disorders(WMSDs). Background: Job rotation has been implemented in many industrial areas in order to prevent the WMSDs as one part of ergonomic program. Generally, the cases of implementation of ergonomic program or successful cases of job rotation were reported on the side of major or large company. Therefore, this study tried to inspect the current state of job rotation implementation at medium- or small-industries. Method: Survey was carried out for randomly contacted forty seven mangers responsible for safety. Survey contained the questionnaires on the general state of company, shift-work and job rotation. Results: The ratio of work-shift in medium- and small-industry was 34.0% and the ratio of job rotation was 19.1%. For manufacturing industry, the ratio was 37.9% and 17.2%, respectively. Conclusion: The implementation ratio of job rotation was relatively low considering the results of previous studies. Many managers appealed the quality decreasing of goods and the injuries of workers due to job rotation, though agreed to train the multi-functional worker and to prevent the WMSDs. Application: The results can be used for the fundamental data how the job rotation will be properly implemented in medium- and small-industry as an administrative control for MSDs.

Relationship among Nurses' Attitude on Job Rotation, Job Stress and Organizational Commitment (간호사의 근무부서이동태도, 직무스트레스 및 조직몰입의 관계)

  • Lee, Eun Young;Kim, Na Hyun
    • Korean Journal of Occupational Health Nursing
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    • v.21 no.2
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    • pp.154-163
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    • 2012
  • Purpose: The purpose of study was to identify the relationships among attitude on job rotation, job stress and organizational commitment of hospital nurses. Methods: The data were collected from the self-reported questionnaire responses of 430 nurses from Sep. 1 to Sep. 30, 2010 at a university hospital in D city and analyzed by descriptive statistics, t-test, ANOVA, Scheff$\acute{e}$ test and Pearson correlation coefficients. Results: Nurses who experienced job rotation showed negative attitude on job rotation (t=-4.84, p<.001), high level of job stress (t=3.81, p<.001) and low level of organizational commitment (t=-1.99, p= .047). There was a significantly negative correlation between nurses' attitude on job rotation and job stress (r=-.13, p<.01). Also, there was a significantly positive correlation between nurses' attitude on job rotation and organizational commitment (r=.32, p<.001). Conclusion: These results suggest that job rotation in nurses needs to be planned based on the individual attitude, opinion, specialty and capability in nurse for reducing their job stress and enhancing organizational commitment of hospital nurses.

Literature Review on Job Rotation

  • Yoon, Sang-Young;Jung, Myung-Chul
    • Journal of the Ergonomics Society of Korea
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    • v.32 no.5
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    • pp.459-467
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    • 2013
  • Objective: The aim of this study is to review the studies on job rotation with various points of view and to classify the studies considering the approach methods. Background: Various work interventions were carried in order to prevent the work-related musculoskeletal disorders(WMSDs) and job rotation was considered as one of the simple and effective methods. Method: Previous studies were systematically collected with the combination of keywords such as job, task, rotation, allocation, line balancing, etc. Collected studies were classified into three categories: field study, laboratory study and optimization approach study. Results: Field studies showed that most studies focused on the evaluation of the factors causing the musculoskeletal disorder. Moreover, the effect of job rotation could be hard to identify because it required a long-period close observation. Laboratory studies covered only simple aspects of tasks or movements. Optimization approach studies showed the systematic approach to establish the job rotation scheme though many limitation and assumptions were adopted. Conclusion: This study collected and classified the previous studies on job rotation and presented the different approaches across various research areas. Application: The results of this study could help the practitioner and ergonomist how to establish the job rotation scheme.

High-tech Employees' Job Rotation Experience Characteristics Influencing Subjective Career Success: The Mediating Effect of Perception of Job Rotation (첨단기업 근로자 직무순환 경험특성이 주관적 경력성공에 미치는 영향: 직무순환 인식의 매개효과를 중심으로)

  • Moon, Dong-Won;Ra, Se-Lim;Kim, Yoon-Ho
    • The Journal of the Korea Contents Association
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    • v.18 no.4
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    • pp.357-368
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    • 2018
  • The purpose of this study is to explore the relationships between high-tech employees' job rotation experience characteristics, perception of job rotation, and subjective career success. It also aims to examine the mediating processes through which high-tech employees' job rotation experience characteristics contribute to employees' subjective career success. The results from hierarchical multiple regression analysis revealed that high-tech employees showed higher subjective career satisfaction when they were transferred to another job voluntarily, and the frequent job rotations have an adverse effect on employees' career satisfaction. It also turned out that employees' perception of job rotation fully mediated the relationship between job rotation experience characteristic and subjective career success. Finally, implications, limitations, and research recommendations are discussed.

A Study on Nurses' Perception of Job Rotation and an Organizational Commitment (임상간호사의 부서이동제도에 대한 인식과 조직몰입)

  • Lee, Young-Ok;Kwon, Myung-Soon
    • Journal of Korean Academy of Nursing Administration
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    • v.10 no.4
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    • pp.459-472
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    • 2004
  • This study was designed to investigate perception of job rotation and an organizational commitment of staff nurses working at K hospital and find the way of increasing an organizational commitment for the groundwork for efficient changes in the nursing staff. Data were collected from Aug. 20 to Aug. 28, 2004 through self reporting questionnaires taken by 318 nurses working at a hospital. The three structured instruments were used for collecting the data; Questionnaires for measuring the perception of job rotation, Questionnaires for measuring the utility and the problem of job rotation, and Mowday's Organizational Commitment Questionnaires. The Results were as follows : 1. 66.0% of 318 staff nurses approved of regular job rotation; 34.0% of them disapproved 34.3% of them wanted to get transferred to another department; 65.7% of them didn't. 2. Of general characteristics, age(F=17.469, P=.000), marital status(F=-2.781, P=.006), religion(F=5.688, P=.001), education level(F=8.816, P=.000), position(F=15.591, P=.000), a total clinical career(F=11.606 p=.000) and field in practice(F=4.206, P=.000) were significantly related to an organizational commitment. 3. There is relatively positive correlation between the perception of job rotation and an organizational commitment. In conclusion, the utility of on the job rotation and organizational commitment showed the positive correlation.

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A Study on the Job Rotation Types of Assembly Workers in a Motor Company (자동차 조립작업자들의 직무순환 형태에 관한 연구)

  • Jeon, In-Sik;Jeong, Byung-Yong
    • Journal of the Ergonomics Society of Korea
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    • v.29 no.6
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    • pp.951-957
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    • 2010
  • The purpose of this study is to identify the types and features of job rotation being operated in a motor company. The types of job rotation have been classified according to the range of rotation and its cycle. Also, the features of the favorable rotation types were examined by the worker's age and their types of tasks. The results show that workers prefer broader ranges and slower cycles of rotations as they age. Moreover, older workers tend to show an increase in the preference of participating in job rotations. The result of this study is expected to be applied as fundamental data to job design.

Effects of Job Rotation of Public Employees on Organizational Effectiveness (공기업 조직구성원의 직무순환 인식이 조직유효성에 미치는 영향)

  • Ryu, Ho-Hun;Jo, Dong-Hyuk
    • The Journal of the Korea Contents Association
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    • v.18 no.2
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    • pp.626-641
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    • 2018
  • As job rotation provides various job experiences and opportunities to develop potential abilities to employees, it is considered as a strategy for key human resources management to improve individual and organization's competitiveness. Therefore, to practically verify how employees at public companies having perception of job rotation influences on organization effectiveness, based on document research, we examined the viewpoints of perception on job rotation(operating procedure, individual development, career management) and viewpoints of organization effectiveness(job satisfaction, organizational commitment, organizational loyalty) and empirically analyzed organizational relationships. As a result, First, as the perception of job rotation, the operational procedures have a positive effect on job satisfaction, and the operational procedures and career management have a positive effect on organizational commitment. Second, job satisfaction has a positive effect on organizational commitment. Third, job satisfaction and organizational commitment have a positive effect on organizational loyalty. From this research, importance of perception on job rotation is verified in order to improve public companies' organizational effectiveness. This research has a purpose to suggest practical implication to improve the competitiveness of individual and organization at public companies.

A study on the relationships among inter-department rotation. job motivation and organizational commitment of nurses (간호사의 근무부서 이동이 직무동기, 조직몰입에 미치는 영향)

  • Yoo, Moon-Sook;Kim, Yong-Soon
    • Journal of Korean Academy of Nursing Administration
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    • v.5 no.2
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    • pp.225-235
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    • 1999
  • This study was conducted to offer a basic material for effective human resource management of nurses by studying correlations among inter-department rotation, job motivation and organizational commitment. For this study 159 nurses in a medical college hospital were surveyed. Organization Assessment Instrument(Van de Ven. 1980) and Organizational Commitment Questionnaire (Mowday, 1979) were used. SPSS was used to analyze the data. The results of this study are as follows : 1. Nurses who had been rotated to other departments showed higher motivation scores than those who had not. 2. Nurses who had been rotated also indicated higher organizational commitment scores than those who had not. 3. There was significant positive correlations among nurse's age, job motivation and organizational commitment of nurses. 4. There was significant positive correlations among nurse's experience, job motivation and organizational commitment of nurses. 5. Inter-department rotation times were significant positive correlation with job motivation. 6. "The sense of achievement perceived form performing one's duty" was the most important criteria that nurses consider in measuring their job motivation. As to the criteria for inter-department rotation, some respondents stated that it is needed when "current assignments are not suited for particular individuals" and such rotations would job motivation and elevate the morale of nurses involved." Many opposed using the rotations as a "means of reprimanding individuals." In conclusion, inter-department rotation has a positve effect on the nurse's job motivation and organizational commitment, so regular inter-department rotation have to be recommended to nurses who want rotation.

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