• Proceedings of the KAIS Fall Conference
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• 2011.05b
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• pp.663-666
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• 2011

본 연구는 피부미용사들을 대상으로 근무환경에 대한 만족도와 스트레스가 직업 만족도에 영향을 미치는 요인을 분석하고 근무환경 만족도, 스트레스, 직업 만족도 간의 인과관계를 규명하여 피부미용사들의 직업적 긍지를 높이고 그들의 삶의 질 증진에 기여하고자 시도 되었다. 전국의 여성 피부미용사 351명을 대상으로 설문 조사한 후 분석한 결과, 조사 대상자의 근무환경에 대한 만족도는 40세 이상, 유배우자, 부부와 자녀가 같이 사는 경우, 대졸이상의 학력자, 고소득자, 질병이 없고 건강할수록 높았고, 직업특성별 근무환경 만족도는 복합 상가, 1~2명의 직원수, 10년 이상 근무기간, 경영자가 가장 높게 나타났다. 스트레스는 30~39세, 무배우자, 혼자 사는 경우, 고졸이하 학력, 저소득자, 질병이 있고 건강하지 않는 경우가 가장 높았다. 또한 5명 이상의 직원수, 근무기간이 짧은 경우, 경영자직책이 가장 높았다. 직업만족도는 40세 이상 연령이 가장 높았고 배우자 유무와 동거형태에 따라서는 유배우자와 부부와 자녀가 같이 사는 경우, 학력에서는 대졸 이상, 월 소득은 소득이 많은 경우, 거주지역에서는 대도시, 건강상태와 질병 유무에 따라서는 질병이 없고 건강한 경우 직업만족도가 높았다. 직장위치는 복합상가가 가장 높고 근무기간과 직책에 따라서는 근무기간이 길고 경영자, 직원 수는 1~2명, 피부미용업 선택이유와 장래 근무계획에서는 적성에 맞아서와 계속근무가 직업만족도가 높았다. 근무환경, 스트레스, 직업만족도에 관하여 공분산 구조분석을 한 결과 근무환경이 좋을수록 스트레스가 적었고(p<0.001), 근무환경이 좋을수록, 스트레스가 적을수록 직업만족도가 높았다(p<0.001).

• Journal of Yeungnam Medical Science
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• v.24 no.2
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• pp.296-304
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• 2007

Background : The main aim of this study was to analyze the factors that could be used to predict job satisfaction of assistant nurses in general hospitals. Material and Methods : This study was based on a survey of assistant nurses in the Daegu region from January 1, 2006 to January 31, 2006. Originally 300 questionnaires were distributed and among them 291 were completed. The data was collected and used for the statistical analysis. Descriptive and inferential statistics, such as the frequency, t-test and one-way ANOVA were used for the analysis. Results : Among the respondents, the average score for job satisfaction was lowest in the university-trained nurses and highest in the nurses who had only graduated from high school. Conclusion : The working conditions, work place and motivation are significantly associated with job satisfaction. In particular, there was lower job satisfaction in those nurses who wanted to change their occupation.

• Industry Promotion Research
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• v.3 no.2
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• pp.33-40
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• 2018

The purpose of this study is to analyze the effect of flexible working system for work - family connection on job satisfaction. A total of 73 questionnaires were analyzed for workers. The results of this study are as follows: First, flexible work system for work and home affairs has a statistically insignificant relationship with job satisfaction, flexible work system, work satisfaction, work status, flexible work system, organizational satisfaction, But the correlation between job satisfaction and organizational satisfaction showed a low correlation of .313, p <.01. Second, according to the regression analysis on the job satisfaction of the flexible work system, it was analyzed that the flexible work system for work and home affair did not have a statistically significant effect on the job satisfaction. Third, there was a significant relationship between the number of employees and average years of service. The average number of years of service was below 5 years. No child (38.4%), 1 person (15.1%), 2 children (11% ). & Lt; / RTI & gt; The purpose of this study is to examine the effect of the flexible work system on the job satisfaction of the worker and the family, and to verify the effectiveness of the flexible work system by increasing the flexible work system and the job satisfaction by activating the flexible work system.

• Proceedings of the Korean Society of Computer Information Conference
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• 2022.07a
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• pp.347-349
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• 2022

본 연구에서는 장애 임금근로자의 근로환경, 업무특성, 지속근무 의도, 직무만족도 간의 구조적 관계분석을 통해 장애 임금근로자의 직무만족도 향상 방안을 제시하고자 한다. 분석자료는 장애인고용패널 2차웨이브 6차년도 패널데이터 중 15세이상 임금 장애근로자 1,582명을 분석에 사용하였다. 분석결과, 첫째, 장애 임금근로자의 근로환경은 직무만족도에 정(+)적인 영향을 미쳤지만, 지속근무 의도에는 유의한 영향을 미치지 않았다. 둘째, 장애 임금근로자의 업무특성은 지속근무 의도와 직무만족도에 정(+)적인 영향을 미쳤다. 셋째, 장애 임금근로자의 지속근무 의도는 직무만족도에 정(+)적인 영향을 미치는 것으로 나타났다. 넷째, 장애 임금근로자의 근무환경과 직무만족도 사이에 지속근무 의도는 매개효과를 나타내지 않았다. 다섯째, 장애 임금근로자의 업무특성과 직무만족도 사이에 지속근무 의도는 매개효과를 미치는 것으로 분석되었다.

• Journal of Korean Library and Information Science Society
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• v.38 no.2
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• pp.203-221
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• 2007

This study analyzes the influences of the working environments and conditions(job cooperation, working condition, stress, compensation and reward, and achievement) on the job satisfactions, and the differences for the staff members to perceive them among staff members according to demographic variables. One hundred staff members of K library were participated in the survey using questionnaires. There were significant differences in the perceptions on the stress, compensation and reward, and achievement according to demographic variables. The job cooperation and achievement among work environments and conditions significantly influenced on the job satisfactions of the staff members.

• Korean Journal of Childcare and Education
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• v.8 no.2
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• pp.157-174
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• 2012

The purpose of this study was to explore factors associated with life satisfaction among nursery school teachers. To accomplish the study purpose, this study first classified several variables into three broad categories including work environment (social support & work environment), job-related environment (work-related stress & job satisfaction), and burnout. And then, 302 nursery school teachers across the country were surveyed in order to explore whether those factors were associated with life satisfaction. The overall results were as follows. First, social support and work environment had a direct impact on the satisfaction with life. Second, social support and job satisfaction had a direct influence on job satisfaction. Third, social support, work-related stress and job satisfaction directly influenced burnout. Fourth, job-related environment, job satisfaction, and burnout had a direct impact on life satisfaction. Overall, it was found that job-related environment, job satisfaction, and burnout had a direct influence on life satisfaction among nursery school teachers and social support and work-related stress had an indirect effect on life satisfaction via burnout.

• Korean Security Journal
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• no.61
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• pp.255-283
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• 2019

This study conducted a survey of 315 facility security workers in Daejeon, South Chungcheong Province and Gyeonggi Province for about a week from August 7 to August 13, 2019 to identify the impact of work environment and job stress on job satisfaction, and finally collected 293 of the total 315 parts of the data, excluding non-response and inappropriate responses. The STATA 14.2 Statistical Package Program was used for analysis of the collected data, frequency analysis was performed to determine the distribution ratio of the subjects, and reliability analysis and correlation analysis were performed with respect to the established key variables. Next, t-test and one-way ANOVA were conducted to verify differences in work environment, task stress and task satisfaction factors according to demographic characteristics, and the results were as follows: There were differences in work environment, job stress and job satisfaction recognition depending on demographic characteristics. In detail, the factors for the work environment indicated significant differences in age, academic background, number of years of service, wages and types of service in the recognition of the work environment. Job stress factors indicated significant differences in age, education, wages and types of service in job stress recognition. In job satisfaction factors, age, academic background, number of years of service and wages (monthly benefits) showed significant differences in job satisfaction recognition. In addition, the results of multiple regression analyses to identify the working environment, job stress, and job satisfaction are as follows. The working environment has had a positive impact on job satisfaction, and the better the job environment, promotion and organizational characteristics, the higher the job satisfaction. It has been shown that job stress has had a negative impact on job satisfaction, conflict of relationship (promoting colleagues). job autonomy increases job satisfaction, and job satisfaction decreases when job requirements and job insecurity increase. In terms of the impact of work environment on job satisfaction, the higher the work promotion, job environment and organizational characteristics, the higher the job satisfaction level, the report showed. According to these studies, the better the working environment, the lower the job stress, and the lower the job stress, the higher the job satisfaction. In addition, the better the working environment, the more satisfied the job was found to be, and the empirical research result was verified that improvement of the working environment of security workers can reduce job stress and improve job satisfaction through improvement of the working environment.

• The Journal of the Korea Contents Association
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• v.17 no.3
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• pp.261-273
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• 2017

The purpose of study is to measure nurses' empathy levels and to examine the effects of their empathy levels on their life and job satisfaction. The questionnaire was administrated to 150 nurses working in hospitals in Busan. The questionnaire consists of three factors : empathy level, life satisfaction, and job satisfaction. Nurses are classed into two : shift work nurse and non-shift work nurse by their work type. 144 out of 150 questionnaires were used for the analysis with IBM SPSS Statistics 21. The shift work nurses with higher empathy levels showed higher job satisfaction. The non-shift work nurses with higher empathy level revealed higher life satisfaction. Interestingly, while empathy level had positive effects on shift work nurses' job satisfaction(${\beta}=.282$, p=.006), it also had impact on non-shift work nurses' life satisfaction positively(${\beta}=.252$, p=.048). As results show, nurses' life and job satisfaction were positively related to their empathy levels. Given the fact that lack of nurses' empathy often lead to conflicts with patients, in order to improve nurses' job performance, we need a new perspective of understanding the important role of empathy in nurses' job satisfaction and life satisfaction.

• The Journal of the Korea Contents Association
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• v.15 no.2
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• pp.233-241
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• 2015

In this study, I examine whether differences in the levels of job satisfaction and turnover intention exist with regard to the police department size. To accomplish this, a way ANOVA analysis of variance(One-way ANOVA) was conducted. As a result, a significant differences were found in job satisfaction and turnover intention according to the department size and grade. Specifically, first, in the job satisfaction level on the department size, the smaller department size was, the lower job satisfaction level was and the bigger department size was, the higher job satisfaction level was. Second, in the turnover intention level on the department size, the result was not statistically significant. Third, in the job satisfaction level on the department grade, the lower department grade was, the higher job satisfaction level was and the higher department grade was, the lower job satisfaction level was. Fourth, in the turnover intention level on the department grade, the lower department grade was, the lower turnover intention level was and the higher department grade was, the higher turnover intention level was.

• Proceedings of the KAIS Fall Conference
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• 2008.11a
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• pp.488-491
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• 2008

본 연구에서는 가전제품 서비스 엔지니어의 직무만족도가 계속근무의사에 어떠한 영향을 미치는 지를 조사 분석하였다. 또한 직무만족도에 영향을 미치는 요인이 무엇인지를 조사 분석하였다. 그 결과 엔지니어 개인적 특성에 있어서는 성격이 직무만족도에 영향을 미치는 요인으로 파악되었으며, 조직적 특성에 있어서는 사회적 지지와 급여 및 복리후생이 영향을 미치는 요인으로 분석되었다. 직무 자체의 특성에 있어서는 업무 적정성이 직무만족도에 영향을 미치는 것으로 파악되었다. 또한 이러한 직무만족도는 계속근무의사에 의미있는 영향을 미치는 것으로 조사 분석되었다.