• Korean Journal of Occupational Health Nursing
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• v.28 no.3
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• pp.138-147
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• 2019

Purpose: This study was conducted to examine the degree of career plateau in general hospital nurses, to examine the affects of career plateau on nurses' job satisfaction and nursing competency. Methods: The sample consisted of 234 general hospital nurses. Data were analyzed using t-test, ANOVA, Pearson's Correlation and Hierarchical Multiple Regression. Results: Nurses' career plateau was associated with their job satisfaction, nursing competency. A statistically significant difference in job satisfaction was career plateau, charge nurse or higher in position and resilience predicted 41% of variance in job satisfaction of general hospital nurses. A statistically significant difference in nursing competency was total clinical experience, career plateau, preceptorship experience, charge nurse or higher in position and resilience predicted 43% of variance in nursing competency of general hospital nurses. Conclusion: These results of this study as presented above show that general hospital nurses' career plateau is associated with their job satisfaction and nursing competency. Career plateau is the most important variable in nursing competency. Based on the findings, general hospital nurses' career plateau management is empirically verified as a useful and effective method to increase their job satisfaction and nursing competency.

• Korea Journal of Hospital Management
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• v.17 no.2
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• pp.34-51
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• 2012

This study is an empirical research to identify difference of education training satisfaction by demographic variables, and to investigate the influence of education training satisfaction on the member's organizational commitment in general hospitals. As a result of ANOVA, t-test based on the data of 325 employees in 7 general hospitals in Korea, education training satisfaction has a significant difference by a construct and demographic variables. Education training satisfaction has a significant difference by a construct such as education training system, education training administration and education training practice. Education training satisfaction has a significant difference by occupation, career, scholarship. Education training satisfaction has a partly significant difference by status, age. But it has not a significant difference by sex distinction. Satisfaction of education training system and education training practice has a significantly positive relationship with organizational commitment. But Satisfaction of education training administration has a partly positive relationship with organizational commitment. By these results, the advanced education training structure needs to equipped in order to elevate management performance in general hospitals.

• Journal of the Korean Institute of Oriental Medical Informatics
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• v.22 no.1
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• pp.27-36
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• 2016

Purpose: The purpose of this study was to compare the level of job stress, burn-out and job satisfaction between intensive care unit nurses and general unit nurses. Methods: The subjects of this study were 100 intensive care unit nurses and 100 general unit nurses in university's hospitals. The data were collected using self-report questionnaires. The data were analyzed by descriptive statistics, -test, ANCOVA, t-test, ANOVA, and Pearson correlation coefficient by using the SPSS WIN 20.0 program. Results: There were significantly negative correlation in the score of job stress and job satisfaction in both groups of nurses. Job stress of intensive care unit nurses was significantly differences according to department satisfaction. Burn-out of intensive care unit nurses was significantly differences according to position, department satisfaction. Job satisfaction of intensive care nurses unit was significantly differences according to department satisfaction. Job stress of general unit nurses unit was significantly differences according to department satisfaction. Burn-out of general unit nurses was significantly differences according to clinical experience, position, department satisfaction. Job satisfaction of general unit nurses was significantly differences according to clinical experience, department satisfaction. Conclusions: The appropriate rewards for intensive care nurses and general unit nurses to decrease their job stress will be needed in hospital settings. In addition, a plan for systemic nurse training program is needed to provide high quality nursing education for each unit nurses effectively.

• Journal of Korean society of Dental Hygiene
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• v.6 no.2
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• pp.93-102
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• 2006

This study investigated the satisfaction level of aged patients over sixty five years old or over who were treated in a dental hospital or clinic in the metropolitan area. The difference in satisfaction level by general characteristics of aged patients and characteristics related to the treatment as well as the correlation of satisfaction level by each factors with the overall satisfaction level of the treatment were analyzed, resulting as follows. 1. Satisfaction level of dentures by each factors resulted as following. Average general satisfaction level marked $3.47{\pm}0.74$, average functional satisfaction level marked $2.66{\pm}0.83$, and aesthetic satisfaction level marked $3.78{\pm}0.65$. 2. There were no significant difference in general and functional satisfaction level by each factors from the population statistic of the participants. Aesthetic satisfaction level differed by the educational background(p=0.01). 3. There were no significant difference in general and aesthetic satisfaction level by the oral health condition as well as the treatment quality. Functional satisfaction level differed by the oral health condition(p=0.01). 4. The correlation of satisfaction level by each factors with the overall satisfaction level of the treatment differed as follows. In case each factors were satisfactory, the overall result of the treatment marked satisfactory as well. However, in case each factors were dissatisfactory, the overall result of the treatment marked dissatisfactory showing difference with the above result(p=0.000). 5. Each factor showed statistically positive correlation. Functional satisfaction level and general satisfaction level showed the highest correlation(r=0.677).

• Journal of the Korean Society of Physical Medicine
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• v.13 no.2
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• pp.115-127
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• 2018

PURPOSE: This study aimed to investigate the effect of empowerment on job satisfaction for physical therapists in general hospitals. METHODS: A total of 297 physical therapists working in general hospitals throughout the country participated in the study survey using self-administered questionnaires. The questionnaires comprised three major parts, i.e., questions about general characteristics, empowerment, and job satisfaction, which were rated using a 5-point Likert scale. Statistical analysis was performed to analyze the frequency and percentage of participants, and the independent t-test and analysis of variance were performed to determine the difference in job satisfaction according to the general characteristics. Stepwise multiple regression was used to evaluate the factors that affect job satisfaction. RESULTS: The average of total empowerment, including two subordinate concepts, was 3.29 points, that of psychological empowerment was 3.53 points, and that of structural empowerment was 3.05 points. The average job satisfaction of the participants was 3.43 points, and it showed a significant difference in age, overall work experience, current work experience, position, annual salary, and daily work hours. Moreover, job satisfaction increased as the subordinate factors for empowerment, i.e., support, resources, chance, and competence, increased. Other factors that affect job satisfaction were daily work hours, number of colleagues, type of work, annual salary, and therapeutic assistance. CONCLUSION: This study demonstrated that job satisfaction of physical therapists working in general hospitals was related to empowerment, thereby indicating that job satisfaction and work performance can be increased by improving their empowerment.

• Journal of the Korean Institute of Landscape Architecture
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• v.31 no.1
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• pp.23-33
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• 2003

The purpose of this study is to analyse six different factors of water space that influence interior landscape architecture of officers and commercial spaces. Six different factors of water space that influence interior landscape architecture are the height of the water space, the design form, the blending with the location environment, location, general satisfaction with the water space, and general satisfaction with whole space. The results of this study are as follows: 1. Water space of commercial space was bigger than office space. The satisfaction is the highest in 0∼0.6M(B2) of office space and 3.5M(C6) of commercial space. The cascade form in the office space and large water volume design in commercial areas, which supplies abundant sound and water volume, were the highest. 2. In the analysis of preferences, the design form and the general design of the office space influences satisfaction levels. The height of the water space, and a combination of other factors influence general satisfaction. Water space influences commercial areas in higher degrees. 3. The items were most desired or satisfactory for interior landscape architecture were a cascade, water fall, and small water fountain. 4. A place introduced with water space had higher satisfaction levels. Water space produces higher than general satisfaction and indicates water, space alone cannot make general interior space satisfactory, although it can make interior landscape architecture space satisfactory. 5. There is more general satisfaction in commercial space than in office space. 6. The design of water space influences overall satisfaction: a rest area of office space needs an impressive and aggressive approach, while the office space should harmonize with its surroundings, as a commercial space.

• Korea Journal of Hospital Management
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• v.27 no.4
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• pp.1-12
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• 2022

Purposes: This study is comparative analysis of the job satisfaction by enneagram personality types of general hospital workers. Methodology: The data were collected from 312 workers of 3 general hospitals using standardized questionnaires. Personality types were examined using the enneagram, and job satisfaction was analyzed according to personality 9 types. Findings: In all personality types, it was found that communication had the most important influence on job satisfaction. In 1 type, reward system, working environment·welfare, and communication had a significant positive(+) effect on job satisfaction. In 7, 9 types, empowerment and communication had a significant positive influence on job satisfaction. Practical Implications: According to the personality type of the hospital workers, job satisfaction factors were found to be different. These results are expected to be important reference materials for human resources management in hospitals.

• The Korean Journal of Health Service Management
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• v.10 no.2
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• pp.35-48
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• 2016

Objectives : The purpose of this study was to analyze the effects of job stress on organizational commitment among nurse working in small sized general hospitals and determine moderating effects of job satisfaction. Methods : A self-report questionnaire survey was completed by 292 nurses working at five small sized hospitals in P and K. Data were collected during March 2015 and analyzed with the SPSS 21.0 program. Results : Job satisfaction was a positive factor in organizational commitment. Job satisfaction had significant moderating effects on the relationship between job stress and organizational commitment of nurses working in small sized general hospitals. Conclusions : The results of this study indicate that various job stresses and job satisfaction have a significant effect on the organizational commitment of nurses working in small sized general hospitals. Therefore, to decrease the job stress and increase the job satisfaction of nurses working in small sized general hospitals, consideration must be given to improving the financial and psychological rewards as well as providing differentiated job training. To reduce the psychological burden of nurses, it is necessary to develop adaptation programs of nurses.

• Journal of the Korean Society of Clothing and Textiles
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• v.34 no.3
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• pp.401-410
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• 2010

This study identifies consumer satisfaction with medical services and the patient gowns of hospitals. Also analyzed are the elements that influence hospital satisfaction and the general satisfaction with patient gowns. A survey was conducted among Korean male and female ex-patients regardless of their age. A total of 513 responses were analyzed using descriptive statistics, paired t-test, correlations, regression, and factor analysis derived from data collected in April and May, 2009. The results are as follows. The general satisfaction with the hospital recently visited was higher than the general satisfaction with all of the hospitals visited. The satisfaction with medical services were high in good services, trustful medical examinations, easy access to utilities, and clean utilities. Hospital satisfaction was determined by good services, trustful medical examinations, easy access to utilities, patient gowns, and fresh indoor air. The satisfaction factors of general patient gowns were determined as functionality, fabric/design, sewing, and the management system factors. The most important factor explaining patient gown satisfaction was fabric/design, and this was the most unsatisfied factor at the same time.

• Journal of Korean Academy of Nursing Administration
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• v.18 no.1
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• pp.56-66
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• 2012

Purpose: This study was conducted to compare internal marketing, job satisfaction and customer orientation between nurses in small-medium hospitals and nurses in general hospitals. Method: The participants were 470 nurses were working in 8 small-medium hospitals and 5 general hospitals. Data were collected with structured questionnaires in July, 2010, and analyzed using descriptive statistics, ${\chi}^2$-test, MANCOVA, t-test, One-way ANOVA, and Scheffe test with PASW (SPSS) 18.0 program. Results: There was no significant difference between small-medium hospital nurses and general hospital nurses in internal marketing and customer orientation. But nurses in small-medium hospitals had higher levels of job satisfaction than general hospital nurses. Conclusions: These findings demonstrate the necessity of developing programs that will help to improve job satisfaction in nurses.