• Journal of Technologic Dentistry
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• v.33 no.2
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• pp.159-170
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• 2011

Purpose: This study were to analyze satisfaction with job ability development training among Dental Technicians', examine the degree of their actual satisfaction with training courses and their status, and provide some basic data to help improve the quality level, satisfaction, and effective operation of job ability development training in the future. Methods: This study carried out self-administered questionnaire survey from January 15, 2011 to March 10 by having research subjects as 180 dental technicians who participated in the course of employees' Job Ability Development Training by 'Gil Occupational Training Institute,' which is being conducted as part of dental technicians' job ability development in Seoul region. Among these things, 160(88.8%) copies were collected. Except 19 copies with incomplete response, 141(78.3%) copies were used as the materials of final analysis. Results: First of all, as a result of grasping the whole satisfaction with training according to general characteristics, the significant difference was indicated in the whole satisfaction with training depending on gender & age, and voluntary participatory intention. Second, the satisfaction with contents of Job Ability Development Training was in order of helpful level in ability development with 4.10(${\pm}.70$), co-worker's recommendation and a plan for reparticipation with 4.08(${\pm}.77$), consistence with the content goal with 4.07(${\pm}.71$), and reflection of demand with 4.01(${\pm}.70$). Third, examining satisfaction with instructors of Job Ability Development Training, it is being indicated with a little higher score compared to the satisfaction with other items. Fourth, satisfaction with service of supporting learners in job ability development training was shown to be slightly low in all the items. Especially, the convenience of administrative procedure was indicated to be the lowest with 3.52(${\pm}.92$) Fifth, satisfaction with the facility of job ability development training was showing very low satisfaction compared to other satisfaction items. Conclusion: A continuous effort will be needed in order to be possibly strengthened dental laboratory technicians' professionalism and reinforced qualitative level in major ability through offering more educational opportunities and education in good quality.

• Culinary science and hospitality research
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• v.20 no.5
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• pp.11-15
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• 2014

The current study investigated the interrelationship among job-training satisfaction, job satisfaction, and turnover intention in foodservice operations. The findings suggested that the more satisfied employees were with their job training the more likely they were to be satisfied on their job. Furthermore, improving employees' job satisfaction led to lower turnover intention. However, job-training satisfaction by itself did not prove to have a negative relationship with turnover intention. Implications of the findings and future research are discussed.

• The Journal of Asian Finance, Economics and Business
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• v.9 no.2
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• pp.255-260
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• 2022

SME sector's success also depends on its employees' job satisfaction as satisfied employees are likely to be more productive at the workplace and positively enhance SME business performance. Small and medium firms are the heart of the economy, and employees are the main and valuable asset for the SME firms. If SME business managers can increase employee satisfaction, then SMEs' performance will also increase in the future. Hence, the current study aims to determine the job satisfaction of SME employees by analyzing the impact of job training (JT) and promotion (PRO) opportunities on employee job satisfaction. Purposive sampling is applied in the study, and 202 SME employees have participated as sample respondents. The final sample size is n = 202. SPSS 26.0 version is used to analyze the hypotheses. The study findings show that both job training (JT) and promotion (PRO) have a positive effect on SME employee job satisfaction. It does indicate that SME managers need to provide necessary training programs and timely promotion to their current working employees to keep them satisfied with their job. Promotion and effective job training will certainly enhance employees' job satisfaction. The study has also offered a few strategic implications for SME business managers.

• Journal of Korean society of Dental Hygiene
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• v.5 no.1
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• pp.1-13
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• 2005

The study aimed to estimate the importance of job tasks, job training requirement and work satisfaction felt by dental hygienists to help dental hygienists work efficiently and effectively. A total of 142 dental hygienists working in dental hospitals located in J participated in the study. A SPSS 10.10 for Windows was used for statistical analysis. The statistical significance was defined as ${\alpha}$=.05. The results of the study are summarized as follows: 1. The mean score for the importance of job tasks was 4.09. The respondents considered dental clinic management and assistance to dentists the most important among their job descriptions showing the mean score of 4.44. The need for job training was 4.15 in average. The respondents wanted to have training on how to make a dental health insurance claim to receive payment other than any training with the mean score of 4.42. The work satisfaction of the respondents was 3.65 in average. The respondents were most satisfied with their work in dental assistance. 2. By the category of job tasks, the levels of importance of job tasks, job training requirement and work satisfaction were higher in plague removal with an ultrasonic scaler related to clinical oral prophylaxis, pit and fissure sealants related to preventive dental treatment and instruction in the correct usage of toothbrush related to public dental health education 3. In dealing with dental radiation machines, the radiation protection was considered the most important. While the training for periapical radiography was most needed, the respondents were satisfied with working in the same area. The levels of job importance, training requirement and work satisfaction were high in preventive dental care in the community performed in relation to the public dental health care. 4. In the dental health insurance claim category, the levels of importance of job task, training requirement and work satisfaction were higher in insurance claiming. The levels of job importance and training requirement were high in dental clinic management and assistance to dentists performed for preventive dental treatment. The work satisfaction was higher in maintaining medical chart records. The levels of job importance, training requirement and work satisfaction were higher in dental assistance in relation to dental protection. 5. There was significant relationship between the level of importance and work experience. Those with a longer period of work experience had higher levels of job importance in dental health insurance claim, dental clinic management and assistance to dentists and the overall task(pE0.05). 6. A significant relationship was observed between the need for job training in dental cleaning and preventive dental treatment and work experience. Those with more than 8 years of work experience demonstrated that job training is most needed(pE0.05). 7. The work satisfaction level was higher in the group with more than 8 years of work experience, compared with those in other work experience periods(pE0.05). 8. A positive correlation was seen between the level of importance and the need for job training among three variables.

• Journal of Engineering Education Research
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• v.20 no.5
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• pp.3-13
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• 2017

The purpose of this study was to investigate the effect that completing long-term on-site training with varying grades of success had on the job satisfaction of former university students after obtaining employment. Although the grades themselves achieved during long-term on-site training did not directly affect job satisfaction, positive effects on job satisfaction were shown due to the mediating effects of job match and organizational commitment. The results of this study are as follows: First, it was found that employees who participated in long-term on-site training showed different results in belonging and attachment to their organizations according to their achievement. The higher the grades during long-term on-site training, the higher the degree of reported job match and organizational commitment, suggesting a positive correlation with job satisfaction. Therefore, long-term on-site training should not be operated as simply a program for temporary experiential learning, but instead should be optimized by companies and schools to motivate their students to achieve high grades for the purpose of their future job satisfaction.

• 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 the Korea Academia-Industrial cooperation Society
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• v.21 no.2
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• pp.315-321
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• 2020

The purposes of this study were to examine the relationships between education and training, job satisfaction, and life satisfaction for female managers and to analyze the mediating effect of job satisfaction on the relationship between education and training and life satisfaction. Statistical analysis was conducted on a total of 1,381 female managers using the data from the 6th Korean Women Manager Panel Survey. The results of the study were as follows. First, education and training had a significant positive impact on job satisfaction. Second, education and training had a significant positive impact on life satisfaction. Third, job satisfaction had a significant positive impact on life satisfaction. Fourth, job satisfaction had a partial mediating effect on the relationship between education and training and life satisfaction. Additional research on education, job satisfaction, and life relations of female workers is needed. In order to establish a virtuous cycle of education and training, work, and life for female managers, related government policies and systems need to be improved.

• Journal of Engineering Education Research
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• v.21 no.1
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• pp.44-55
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• 2018

The purpose of this study is to investigate the relationship between post - employment job satisfaction and both short-term (4-12 weeks) and long-term (12+weeks) on-site training. For this purpose, 405 graduates who had completed on-site training (205 short-term, 200 long term) during the school year were surveyed. The results of the comparative analysis of both short-term and long-term on-site training participants are as follows: In both short-term and long-term on-site training, it was found that on-site performance during the school year did not directly affect post-employment job satisfaction. In the case of short-term on-site training participants, job match and organizational commitment were found to have no mediating effect on the correlation between on-site training performance and job satisfaction. On the other hand, in the case of long-term on-site training participants, the analysis showed that job match and organizational commitment had mediating effects on the correlation between on-site training performance and job satisfaction. These effects are not solely attributable to differences in duration of training; the differences in operating systems and the degree of preparation derived from these systems also affect the level of on-site training for students, businesses, and schools. This paper summarizes these findings and suggests the following improvement plans for on-site training in the future: First, short-term on-site training is required to establish a systematic basis in order to enhance students' preparedness level. Second, both short-term and long-term on-site training should improve the skills and field understanding for students' majors through systematic quality management during the training period. Third, it is necessary for universities to increase expectations and quality of short-term on-site training for all involved while simultaneously reducing the gap between educational goals and practice in this field.

• Journal of Distribution Science
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• v.18 no.4
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• pp.27-37
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• 2020

Purpose: This exploratory research is to give managerial implication to sales personal management. This study focused on antecedents of job satisfaction and organizational commitment specially in HRD programs and system by participation and effect toward job. Research design, data and methodology: This research focuses on relationship analysis among job satisfaction, organizational commitment and HRD programs of logistics and sales personnel in Korea. HRD program consider two parts one is participation and other is effect toward job. And three HRD program is included education & training, system and self-directed Learning. This study used 7th HCCP data from KRIVET and 748 employee data is analyzed. SPSS18 is used and frequency, reliability, correlation and regression analysis are conducted. Results: Result shows that job satisfaction is positively affected by education & training participation, HRD system participation and HRD system effect toward job. Organizational commitment is positively affected by education & training participation, HRD system participation, education & training effect toward job and HRD system effect toward job. However self-directed Learning participation negatively affect organizational commitment. Lastly job satisfaction partially mediates between HRD and organizational commitment. Conclusions: Based on the results, this paper provide implication to academic, practical HRD and suggest feature research.

• Culinary science and hospitality research
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• v.20 no.4
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• pp.253-265
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• 2014

This study was empirically to investigate awareness of the on-the-job training of university students of co-op programs and satisfaction of the training for their job intention. The main study results as follows; First, the results of the influential relationship between the importance of on-the-job training and the satisfaction with the training, it was found that students participating in on-the-job training is related to curriculum of the department, job specification, language ability, and future job prospect. Second, the results of influential relationship between the importance of on-the-job training and the satisfaction with the job intention was connectivity factor. That is why the students had the intention to work for a company that is matched for their major and the company where they took the on-the-job training. Third, the results of influential relationship between the satisfaction with the on-the-job training and the satisfaction with the job intention, satisfaction with the on-the-job training was influenced by the satisfaction with the job intention. Through the on-the-job training, it was evaluated that work ability and skills of the students were improved, and they were satisfied with the future employment.