A Study on the Relationship between Fatigue Level, Job Stress and Quality of Life for Workers / 한국직업건강간호학회지

PURPOSE: The purpose of this study was to seek ways to improve the quality of life of workers by separating workers into the low fatigue group and the severe fatigue group depending on the level of fatigue level, and analyzing and understanding the difference between quality of life and job stress according to the fatigue level. METHODS: For the 'Development of Mibyeong management system which was a consumer-directed health care service', the data of job stress, fatigue and quality of life was collected from 115 workers who visited the oriental hospitals located in J city and C city from Jul, 2012 to Dec, 2012. RESULTS: The severe fatigue group showed significantly higher job stress than the low fatigue group in physical environment (p=.004), job demand (p<.001), interpersonal conflict (p=.012), lack of reward (p=.062). The severe fatigue group showed lower degrees both in physical component summary (PCS) (p<.001) and mental component summary (MCS) (p<.001) measured by SF-12 and the quality of life (p<.001) measured by EQ5D than the lower fatigue group. A relatively strong negative correlation was found in the item of mental component summary (MCS) measured by SF-12. CONCLUSION: Considering our results that high fatigue level show negative impact on quality of life and job stress, we suggest to provide a variety of health promotion strategies to improve the quality of life through the prevention and relief of fatigue for workers.

Correlation between Fatigue and Quality of Life Caused by Stress of Researchers' Work / 한국직업건강간호학회지

PURPOSE: The purpose of this research was to provide baseline data by utilizing solutions to health problems caused by work-related stress and to examine a way of treatment by comparing and analyzing how the stresses link to fatigue and quality of researchers' life. METHODS: A survey was conducted with 50 researchers working for in H research institute in Daejeon Metropolitan City from April 10th to May 10th, 2012 to examine the correlation of work stress, fatigue and quality of life. The data were analyzed using the Kruskal-Wallis test to look into examine the difference in work stress, fatigue, and quality of life. Also, the correlation of work stress, fatigue and quality of life was measured through by the Pearson correlation coefficient. The data collected through the questionnaires was were analyzed by SPSS 21.0 based on the significant level with a p-value, 0.05. RESULTS: The results showed that fatigue was caused by work stresses in researchers and quality of life was ranked in a relatively low level. Correlation of work stresses, quality of life and fatigue and work stresses against mental health index was negative and fatigue against physical index was also negative. CONCLUSION: It is necessary to maintain more detailed provisions in order to improve mental health and stress level of researchers. Moreover, systematic, in-depth evaluation should be done to reduce researcher's work-related stress and fatigue. In addition, stress management and prevention program should be implemented for these researchers.

The Effects of DISC Behavior Styles of Office Workers on Job Satisfaction, Organizational Commitment and Job Performance / 산업간호학회지

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.

The Effects of DISC Behavior Styles of Office Workers on Job Satisfaction, Organizational Commitment and Job Performance / 한국직업건강간호학회지

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.