This study was conducted to examine job stress, sleep quality, and fatigue and identify major variables that influence work engagement in order to develop an intervention program for shift duty nurses to enhance their work engagement.

The subjects of this study were 170 nurses working with shift duty at one university hospital and one general hospital located in G city. Data were collected from February to March 2018 with structured questionnaires, and analyzed by descriptive statistics, t-test, ANOVA, Scheffe’s test, Pearson correlation coefficients, and multiple regression.

The mean scores of job stress, sleep quality, fatigue, and work engagement were 3.87, 1.57, 4.64, and 2.36, respectively. The work engagement was negatively correlated with job stress, sleep quality, and fatigue. The most powerful variable influencing work engagement was sleep quality and the model showed explanatory power of 22.5%.

The results of this study indicate that the quality of sleep is most important factor affecting work engagement of shift nurses. This study suggest that it is necessary a variety of strategies in order to improve the quality of sleep and to intervene in job stress and fatigue, eventually lead to enhancing nursing performance.

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.

Burnout is known to be a multidimensional concept consisting of three sub-types, but it is not well known how each sub-type is associated with job stress and job satisfaction.

This study conducted a survey with Nurses (N=192) in Seoul and Gyeonggi province, and analyzed how three subtypes of burnout (measured by Maslach Burnout Inventory (MBI)) were associated with job stress and job satisfaction.

The results suggested that job stress affected, among the subtypes of exhaustion, emotional exhaustion and depersonalization burnout, but did not affect achievement reduction burnout. On the other hand, job satisfaction had significant effects on achievement reduction burnout, but it did not affect emotional exhaustion and depersonalization burnout.

Among the subtypes of burnout, emotion exhaustion and depersonalization may have different psychological processes from reduced achievement.

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 purpose of this study is to explore the effect of teacher mindfulness in teaching settings on job stress and burnout.

Based on the previous studies, this study established a research model in which the teachers’ job stress affects their burnout by the mediation of mindfulness, and verified the relationship between them using the teacher mindfulness scale in teaching situations.

First, female teachers perceived more job stress and experienced higher burnout than male teachers. Second, teacher’s job stress and burnout showed high positive correlation, and mindfulness showed high negative correlation with job stress and burnout. Third, it was verified that teacher mindfulness significantly mediated the effect of job stress on burnout.

This study suggests that teachers’ mindfulness is effective in managing their job stress and preventing burnout.

Purpose of this study was to investigate the degree of burnout and to explore factors affecting burnout among coast guard of west regional headquarters in Korea.

Self-administered questionnaire survey was conducted on 250 coast guard members working in west sea area. A total of 238 data were analyzed with frequency analysis, t-test or ANOVA, Scheffe test, Pearson’s correlation and multiple regression analysis.

The mean score for burnout (2.38±0.91), depression (6.38±5.28), secondary traumatic stress (2.25±0.63), job stress (2.70±0.78), and social support (3.50±0.72) were presented. The significant major predictors of burnout were job stress, depression, social support, current work unit-office, current work unit-vessel, satisfaction with work unit-dissatisfaction, and satisfaction with work unit-medium. Explanatory power for variables was 61.3%.

To prevent and manage burnout on proper level, it is recommended to develop and implement support programs to lower job stress and depression while boosting familial and social support.