The occurrence of nurse burnout, which could affect the quality of nursing, largely depends on the characteristics of a hospital department. An operating room (OR) environment comes with a high possibility of nurses committing errors, and OR nurses respect the value of patient safety and perform their safety management duties as needed. Although patient safety culture in an OR might affect OR nurse burnout, there is insufficient evidence to show such an association.

This cross-sectional study was conducted in a hospital in Seoul, South Korea in 2019. One-hundred and twenty-two OR nurses completed the Safety Attitude Questionnaire Korean version 2 and Maslach Burnout Inventory that measured perceived levels of patient safety culture and burnout, respectively.

Correlation analyses found that lower burnout was significantly associated with better patient safety culture. Through a multiple regression, the predictors of emotional exhaustion in patient safety culture identified were job satisfaction (β=−.524, p=.000) and working conditions (β=−.282, p=.015). Working conditions predicted depersonalization (β=−.323, p=.009), while job satisfaction predicted lack of personal accomplishment (β=−.250, p=.004). Meanwhile, years in the unit (β=−.397, p=.001) predicted lack of personal accomplishment.

These results suggest an important role for two dimensions of patient safety culture in mitigating burnout among OR nurses. It would be effective to improve working conditions in ORs by reducing the nurse-patient ratio, and to enhance job satisfaction among OR nurses by securing resources introduced by the conservation of resources theory.

The purpose of this study was to examine the differences in work-life balance (WLB) between hospital nurses and female wage workers and to investigate its effect on job satisfaction and turnover intention.

This exploratory comparative study used data from five general hospital nurses (n=437) and college-graduate level female wage workers (n=786). After propensity score matching, the effects of WLB subtypes (work→life balance, life→work balance) on job satisfaction and turnover intention were analyzed.

Hospital nurses had lower levels of WLB subtypes (2.6±0.5, 2.6±0.5), lower job satisfaction (2.8±0.7), higher turnover intention rate (65.5%) than wage workers (3.1±0.4, 2.9±0.4, 3.5±0.5, 1.7%). Analysis of job satisfaction showed significant relationship between work→life balance and job satisfaction in both groups (β=0.32, p≤.001; β=0.18, p=.004). Second, the analysis of turnover intention differed between the two groups. Among hospital nurses, the higher the level of work→life balance, the lower the turnover intention rate (OR=0.49, p=.015), while among wage workers, the opposite was true (OR=0.29, p=.038).

The level of WLB of hospital nurses was relatively low, negatively affecting job satisfaction and turnover intentions. Despite being one of the major female professions, the nursing occupation lacks support for WLB, suggesting a need for tailored support through organizational and social systems.

This study was a descriptive survey research on nurse’s job satisfaction to identify the effects of emotional labor, job stress, social support.

The participants were 177 shift nurses working at three general hospital. Data were analyzed using descriptive statistics, t-test, ANOVA, pearson correlation coefficients and multiple regression with SPSS 22.0.

Job satisfaction of nurses was positively correlated with deep acting of emotional labor and social support, while job satisfaction and job stress were negatively correlated. Social support was positively correlated with deep acting of emotional labor. And job stress had a positive correlation with the surface acting of emotional labor. The most important factor affecting nurse’s job satisfaction was deep acting of emotional labor (β=.446), social support (β=.326), job stress (β=−.198), and age (β=.161), which together explained there job satisfaction up to 42.5% (F=22.690, p<.001).

Through this study result, we found the factors influencing nurse’s job satisfaction were such as deep acting of emotional labor, social support, job stress, and age, among which the deep acting was the most influential factor. The results of this study reveals that an operation of educational program relating to the deep acting is needed for improving the nurse’s job satisfaction. And social support is also required highly, such as the active communication programs for cooperation of nurses and the providing resources necessary for work. In addition, a special program coping the stress intensification should be operated to reduce job stress.

For efficient management of an organization’s human resource, it is crucial to increase the job satisfaction of women managers, since it is closely related to an individual’s job performance and company’s one. In this regard, this research explores how women managers’ job stress and managerial efficacy affect their job satisfaction.

This research uses the fifth wave of Korean Women Manager Panel (KWMP) collected in 2015. The 1,537 women managers who work at a company with 100 or more employees are employed and the data are analyzed using ordinary least squares (OLS).

Income, job stress, and managerial efficacy have a statistically significant effect on job satisfaction. In addition, managerial efficacy has a moderating effect between job-related stress and job satisfaction.

This study suggests the meaningful findings that in terms of boosting women manager’s job satisfaction, it is requested to promote their managerial efficacy at the human resource management level.

The aims of this paper is to investigate the moderating effect of emotional intelligence on the relationship between emotional labor and job satisfaction of hotel employees and to find a way to increase job satisfaction of them.

This study is a cross-sectional empirical study conducted for hotel employees in Korea. A total of 314 completed responses were collected and analyzed. Hierarchical regression analysis was employed to test the hypotheses.

Emotional dissonance decrease job satisfaction, but emotional effort improves it. “Ability to understand emotion” and “ability to understand others’ emotion” are moderating factors that increase job satisfaction joining with emotional effort.

In order for hotel employees to be satisfied with their jobs, it is necessary to develop and implement an emotional intelligence improvement education program that can improve job satisfaction by positively moderating emotional labor.

This study explored how the personal and job characteristics, professionalism, organizational commitment and depression of public social work officials affect their job satisfaction in Korea.

296 samples were selected from the raw data of the public social work officials working in the Seoul-Gyeonggi metropolitan area, which were collected by a research center in Korea, for this study. It conducted multiple regression analysis.

As results of the augmented regression analysis, gender, organizational commitment and depression were key factors to determine the job satisfaction of social work public officials in Korea.

Findings of this study recommended us policy and administrative implications to increase their job satisfaction.