No abstract available.
Job Satisfaction*

No abstract available.
Job Satisfaction*

PURPOSE: The purpose of this study was to investigate the moderating effects of social support between emotional labor and job satisfaction in clinical nurses. METHODS: Participants were 311 clinical nurses and data were collected from July 11th to 18th, 2014. The data were analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation coefficient and hierarchical multiple regression with SPSS 21.0. RESULTS: The job satisfaction indicated a significant relationship to surface-acting (r=-.191, p=.001), deep-acting (r=.179, p=.002) and social support (r=.342, p<.001) respectively. Emotional labor significantly affected job satisfaction (F=11.592, p<.001), and explained 5.4% of the variance in job satisfaction. The social support acted as a moderator on the relationship between emotional labor and job satisfaction at significant level (F=11.416, p<.001). CONCLUSION: The results of this study suggest that it is important to develop social support promoting and stress relief program for clinical nurses to improve job satisfaction.
Job Satisfaction*

PURPOSE: In this study, differences and relationship between teaching style, personality, job stress, and job satisfaction among preceptors were examined. METHODS: The participants were 121 preceptors. Data were collected in November and December 2010 and analyzed using descriptive statistics, ANOVA, Scheffe's test, and Pearson correlation coefficients. RESULTS: The most frequent teaching style was judgement-initiative, and personality scores were highest for conscientiousness. Job stress was average (3.05+/-.59), and job satisfaction was below the mid-point level (2.76+/-.39). Job stress and job satisfaction were significantly different according to teaching style. Significant correlations were found between personality and job stress, and personality and job satisfaction. CONCLUSIONS: These findings indicate that changes in perceived teaching style, and personality may be necessary to decrease job stress, and to promote job satisfaction among preceptors. The results of this study should be considered in the development of effective preceptor training programs.
Job Satisfaction

The information on job strain among crane operators in Malaysia is lacking. The aim of this study was to determine the prevalence and contributing factors of job strain among crane operators working in port container terminals. A cross sectional study was carried out at a port container terminal in Malaysia. Data was collected using validated self-administered questionnaires, which consisted of the Job Content Questionnaire (JCQ), and the Depression, Anxiety, and Stress Scale (DASS-21). All crane operators in the selected terminal participated in the study. Data was analyzed using SSPS version 19. Two-hundredand-forty crane operators participated in the study.. The prevalence of job strain determined from the JCQ was 43.8%. Job strain was significantly associated with psychological job demand, decision latitude, anxiety, physical isometric loads and muscle ache. The prevalence of job strain in this study was high. There is an urgent need to recognize the existence of this problem among crane operators by their respective management. Implementation of comprehensive stress management programs are recommended to reduce job strain among these workers. Keywords:I
Job Satisfaction

OBJECTIVES: Work-family conflict can arise from two opposite directions: the experiences at work interfere with family life and the experiences in the family interfere with work life. This study explored the effects of the presence of two income sources on the association between work-family conflict and job attitude. METHODS: Responses to structured survey questionnaires were received from 236 two-income families living in the Seoul Metropolitan Area. RESULTS: A differential effect was observed between single-income families and two-income families. Higher job satisfaction was related with lower work interference with family (WIF) among single-income families and with lower family interference with work (FIW) among two-income families. CONCLUSIONS: Employee welfare programs need to be expanded to enhance job satisfaction for the increasing number of two-income families.
Humans ; Job Satisfaction ; Questionnaires

PURPOSE: This study was done to investigate the correlation among emotional labor, nursing professional values, and job satisfaction and identify factors that affect job satisfaction of nurses working in small and medium-sized hospitals. METHODS: Data were collected from 214 nurses in S city. The following measurement tools were used: Emotional labor by Morris et al. (1996), Nursing Professional Values Scale by Yeun et al. (2005), and Index of Work Satisfaction by Stamps et al. (1978). Collected data were analyzed with SPSS/WIN 18.0 using descriptive statistics, t-test, ANOVA, Pearson correlation coefficient, and multiple regression. RESULTS: Participants' scores for emotional labor, nursing professional values and job satisfaction were 3.11+/-0.48, 3.46+/-0.39, and 3.02+/-0.29 respectively. Emotional labor showed a negative correlation with job satisfaction (r=-.33, p<.001), while nursing professional values showed a positive correlation with job satisfaction (r=.58, p<.001). Emotional labor and nursing professional values were identified as factors influencing job satisfaction. The model explained about 39% of the variance in job satisfaction (F=67.40, p<.001). CONCLUSION: The results of this study suggest that it is important to manage emotional labor as well as to improve professional values and job satisfaction of nurses working in small and medium-sized hospital.
Job Satisfaction* ; Nursing*

PURPOSE: This study was done for the purpose of identifying the relationship between work stress and job satisfaction of nurses who were evaluating medical insurance. METHOD: The participants in the study were 154 nurses who were in charge of evaluating medical insurance in 32 hospitals in Korea. Data were collected for 1 month from April 20 to May 20, 2001. RESULT: The mean total work stress score was 93.79. In comparison with work stress scores according to the work stress factors, 'work overload'(2.95) had the highest work stress score. The mean total job satisfaction score was 69.56. The total work stress scores did not show significant differences for any of the variables. The total job satisfaction score showed significant differences for the variables of age (F=3.51, p=.01), position (F=3.16, p=.02) and reason for transfer from one department to another (F=3.40, p=.003). CONCLUSION: The total work stress score showed a inverse correlation(gamma=-.36, p=.001) with the total job satisfaction score.
Insurance* ; Job Satisfaction* ; Korea

PURPOSE: The purpose of this study was to investigate the effects of emotional labor, emotional intelligence and social support on job stress in clinical nurses. METHODS: Participants were 123 clinical nurses and data were collected from October to December, 2011 and analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation coefficients and multiple regression with SPSS 18.0. RESULTS: A positive correlation was found between job stress and emotional labor. Emotional labor showed a significant negative correlation with emotional intelligence and social support, whereas a positive correlation was found between emotional intelligence and social support. The strongest predictor of job stress was emotional labor. In addition, institution satisfaction (dissatisfaction) and the reason for selecting the job (opportunities for service) accounted for 21% of variance in job stress. CONCLUSION: The results of this study suggest that it is important to manage emotional labor as well as to improve job satisfaction in order to reduce job stress in clinical nurses.
Emotional Intelligence ; Job Satisfaction

PURPOSE: In this research, we recognized the effects of DISC behavior styles of office workers on job satisfaction, organizational commitment and job performance, and tried to present a basic data for designing an efficient working system and enhancing the quality of personal life by applying them in the real office work environment. METHODS: A survey was conducted for 315 office workers in D city from Jan. 28th to May 30th 2010, and the collected data were analyzed with the SPSS/WIN 17.0. RESULTS: 1. The differences on job satisfaction, organizational commitment and job performance according to the general characteristics of subjects, were significant except for the gender in job satisfaction and education in organizational commitment. 2. Relationships in job satisfaction, organizational commitment and job performance of subjects, showed positive correlation. 3. Job satisfaction, organizational commitment and job performance according to the DISC behavior styles, were generally not significant. However, some questions were characterized by the DISC types. CONCLUSION: It is necessary to seek an efficient design method by identifying the differences of individual behavior types to enhance job satisfaction, organizational commitment and job performance of office workers, and such an effective job design should be made at the organizational level.
Humans ; Job Satisfaction