• 벤처창업연구
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• 제13권2호
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• pp.159-175
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• 2018

본 연구는 요양보호사의 이직의도에 직업적응이 미치는 영향에 대한 이해를 통해 요양보호사의 위기와 역경을 극복할 수 있는 요인을 규명하고 장기적으로는 요양보호사의 다양한 문제 해결에 기여하는 것을 목적으로 한다. 이를 실증적 연구과제로 확인하고자 위험요인과 보호요인, 조사대상자의 일반적 특성요인, 직업적응 및 이직의도를 선정하였으며, 요양보호사의 위험요인과 보호요인이 이직의도에 영향을 미치는데 있어서 직업적응이 매개역할을 하는지를 검증하고자 하였다. 이에 서울 경기지역의 노인의료복지시설에 재직 중인 요양보호사 291명을 대상으로 설문을 실시하여 분석한 결과는 다음과 같다. 첫째, 요양보호사의 위험요인 및 보호요인과 직업적응의 관계에서 요양보호사의 관계갈등이 심할수록, 직장문화에 대한 부적응이 높을수록 직무만족과 조직몰입에 악영향을 미치고, 정서적지지, 평가적지지, 정보적 지지가 높을수록 직무에 만족감을 느끼고 직무에 몰입하게 되는 것으로 나타났다. 둘째, 요양보호사의 위험요인 및 보호요인과 이직의도의 관계에서 요양보호사의 관계갈등이 높을수록, 직장이 불안정하다고 느길수록, 직장문화에 적응하는 것이 어렵게 느껴질수록 이직의도를 더 많이 갖게 되는 것으로 확인되었다. 마지막으로 요양보호사의 위험요인 및 보호요인과 이직의도의 관계에서 직업적응의 매개효과에 대한 검증결과, 직업적응의 하위요인인 직무만족은 매개역할을 하는 것으로 나타났지만 조직몰입은 위험요인인 직무스트레스와 이직의도의 관계에서만 매개역할을 하고, 보호요인인 자기효능감이나 사회적 지지와 이직의도의 관계에서는 매개변인 역할을 하지 않는 것으로 나타났다. 즉, 요양보호사가 평소 직무에 대한 만족감을 느끼고 있다면 직무에 대한 스트레스도 덜 받게 되고, 자기효능감이 향상될 것이며, 사회적 지지에 대한 긍정적 사고방식을 갖게 되어 이직률을 낮출 수 있다는 사실을 알 수 있다. 또한 요양보호사가 조직에 몰입하면 할수록 직무스트레스를 덜 받게 되고 이직의도를 감소시킬 수 있으나 자기효능감이나 사회적 지지에 대한 인식에는 큰 영향을 미치지 못하는 것으로 확인되었다. 이를 바탕으로 시설장은 요양보호사들이 보다 직업에 적응할 수 있도록 갈등해소를 위한 노력과 직장문화에 대한 적응도를 높일 수 있는 방안을 모색하여 시설운영의 안정을 도모하고 질 높은 서비스 제공을 위한 노력을 해야 하며, 요양보호사들의 직무만족과 조직몰입의 향상을 위한 적극적 경영전략 및 제도적 뒷받침을 위한 개발이 요구되어진다.

• 한국융합학회논문지
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• 제9권10호
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• pp.377-382
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• 2018

본 연구의 목적은 G시에 거주하는 성인 남 녀 150명의 홍채 스트레스링과 스트레스의 융합적 상관관계를 규명하기 위해 실시하였다. 연구기간은 2014년 3월부터 10월까지이며 연구대상자들의 홍채 촬영 및 자기기입식 설문조사를 실시하였다. 수집된 자료의 통계처리는 SPSS ver.20.0 프로그램을 이용하여 처리 하였다. 분석결과 대상자들의 연령 및 직업에 따른 스트레스링은 유의한 차이가 있었으며(p<.05), 홍채분석을 통한 스트레스링과 스트레스는 유의한 양의 상관관계가 있는 것으로 나타났다(r=.709, p<.001). 본 연구는 홍채분석을 통해 스트레스에 관련된 질병을 진단 할 수 있는 기초정보를 제공하는데 의의가 있으며 향후 임상에 있어 홍채분석을 통한 스트레스 예견과 조기진단을 통한 예방적 치료에 도움이 될 것으로 사료된다.

• 한국직업건강간호학회지
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• 제20권1호
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• pp.14-23
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• 2011

Purpose: The purpose of this study is to examine the clinical nurses' resilience, occupational stress, and occupational satisfaction and to identify the correlations among them. Methods: Structured questionnaires were administered with total 75 questions for 433 nurses working at a university hospital in Jin-ju from July 19 to 30, 2010. Data from the completed questionnaires were analyzed with the SPSS/WIN program. Results: The resilience had a significant difference according to the age, marital status, religion, education level, annual income, motive of choosing the nursing science, clinical career, position, and workplace. Resilience had a negative correlation with occupational stress (r=-.405), and had a positive correlation with occupational satisfaction (r=.380). Occupational stress had a negative correlation with occupational satisfaction (r=-.637). Conclusion: The higher their resilience was, the lower their occupational stress and the higher the occupational satisfaction. It is recommended that intervention program be developed that can enhance personal resilience in nurse.

• 한국직업건강간호학회지
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• 제21권2호
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• pp.134-144
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• 2012

Purpose: The purpose was to investigate the relations among job-stress, self-efficacy, and depression of nurses. Methods: The data were collected from a random sample of 213 nurses working in two general hospitals of a local area. A self-reported questionnaire was used to assess the level of job-stress, self-efficacy, and depression. Results: The mean score of job-stress was 49.1 and the score of job demand was the highest. The mean score of self-efficacy was 3.4, and depression was 18.2. The prevalence of depression was very high. The job-stress and depression were negatively correlated with self-efficacy. Hierarchial multiple regression showed that the self-efficacy and the high job demand, lack of reward, and organizational injustice of job-stress explained 53% of the variance for the nurses' depression. Conclusion: The findings indicated that the self-efficacy and job stress, especially job demand, organizational injustice, and lack of reward contributed to the depression. In order to prevent and decrease the depression, the developing programs to improve self-efficacy are needed.

• 한국직업건강간호학회지
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• 제21권2호
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• pp.154-163
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• 2012

Purpose: The purpose of study was to identify the relationships among attitude on job rotation, job stress and organizational commitment of hospital nurses. Methods: The data were collected from the self-reported questionnaire responses of 430 nurses from Sep. 1 to Sep. 30, 2010 at a university hospital in D city and analyzed by descriptive statistics, t-test, ANOVA, Scheff$\acute{e}$ test and Pearson correlation coefficients. Results: Nurses who experienced job rotation showed negative attitude on job rotation (t=-4.84, p<.001), high level of job stress (t=3.81, p<.001) and low level of organizational commitment (t=-1.99, p= .047). There was a significantly negative correlation between nurses' attitude on job rotation and job stress (r=-.13, p<.01). Also, there was a significantly positive correlation between nurses' attitude on job rotation and organizational commitment (r=.32, p<.001). Conclusion: These results suggest that job rotation in nurses needs to be planned based on the individual attitude, opinion, specialty and capability in nurse for reducing their job stress and enhancing organizational commitment of hospital nurses.

• 한국직업건강간호학회지
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• 제21권2호
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• pp.116-124
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• 2012

Purpose: This study was conducted to examine the influencing factors of social support, self efficiency and depression among the hearing-impaired and physically disabled on their job stress. Methods: The data were collected from Jan.1 to Aug. 30, 2010 from 151 disabled workers. The instruments for this study were the Korean Occupational Stress Scale (KOSS), Social Support Scale, General Self-Efficacy Scale and Beck Depression Inventory-Korean Version (K-BDI). The data were analyzed using t-test, Pearson correlation coefficient and multiple regression with the SPSS/WIN 18.0. Results: The physically disabled show higher social support (t=0.284, p= .001) and self efficacy (t=0.165, p= .024) but lower in depression (t=0.789, p<.001) than the hearing-impaired. There are negative correlation between job stress and social support, job stress and self efficacy but a positive correlation between job stress and depression. These three factors explained 42.9% of the variance in job stress. Conclusion: Social support and self efficacy have positive impacts on job stress but depression has negative impact.

• 한국직업건강간호학회지
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• 제14권2호
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• pp.108-117
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• 2005

Purpose: This paper was attempted to focused on the analysis of job stress and job satisfaction according to the moderating effects of social support. Method: Data collected from 302 staff nurses in 2 general hospitals, with self-reporting questionnaires(Wolfgang's HPSI, modified Hagihara's social support, and MSQ). Descriptive statistics, Cronbach's alpha, Pearson correlation, ANOVA, and moderated regression analysis were used. Result: The subjects exhibited significantly highest level of 'the work and patients' conditions'. The perceived job stress was negatively correlated with supervisor and co-workers' support, and job satisfactions. Also supervisor and coworkers' support were positively correlated with job satisfactions. The main factor that affected the job satisfactions was 'work and patient conditions' and it was explained 35.5% out of the total variance of the job satisfactions with 'the work load and disturbing factor', 'supervisor support' and 'co-workers' support'. Supervisor support moderated the relationships between 'the patient care responsibilities and career development factor' and satisfaction. Conclusion: For developing the stress management program for hospital nurses, 'the work and patients' conditions', and the strategies of strengthening 'supervisor and co-workers' support' should be considered. In addition to, it may be considered to examine the effects of social support on the other criterion variables.

• 한국직업건강간호학회지
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• 제27권3호
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• pp.160-170
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• 2018

Purpose: The purpose of this study is to provide preliminary data for alleviating nurses' job stress and support health promotion behaviors. Further, the study reviews the mediating effects of positive psychological capital and nursing work environment in relation to job stress and health promotion behaviors among nurses in a regional general hospital. Methods: A study survey was conducted from June 9 to 16, 2017. The subjects were current nurses working at a regional general hospital in D city. Analysis of a survey questionnaire from 147 participants was conducted. Results: Upon reviewing the mediating effects of positive psychological capital and nursing work environment in relation with health promotion behaviors and job stress, it was found that positive psychological capital (Z=-4.78, p<.001) and nursing work environment (Z=-4.17, p<.001) were significant mediators. Conclusion: As demonstrated through the results of this research, it is necessary to build programs to strengthen individual positive psychological capital and increase the practice of health promotion behaviors among nurses. It is also evident that a systematic approach is needed to improve the nursing work environment.

• 한국직업건강간호학회지
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• 제19권2호
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• pp.236-245
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• 2010

Purpose: The purpose of this study was to examine the relationship of psychosocial distress, intention to quit and nursing performance. Methods: The data were collected through structured questionnaires from 210 registered nurses in a general hospital. They were analyzed by descriptive statistics, t-test, ANOVA, scheffe test, Pearson's correlation coefficient and multiple regression with the SPSS WIN program. Results: The results of the analysis showed that the mean of the psychosocial distress was $25.38{\pm}7.26$, intention to quit was $3.51{\pm}0.78$, and nursing performance was $3.67{\pm}0.46$. In the correlation analysis, the nursing performance had negative correlation with psychosocial distress(r=-.371, p=.000) and intention to quit(r=-.211, p=.002). There were statistically significant differences in nursing performance depending on age, marital status, position and work experience. The psychosocial distress and age explained 15.1% of nursing performance. Conclusion: This study showed psychosocial distress and intention to quit affects the nursing performance. Therefore, nursing executives and unit managers need to concern on the significance of the stress management programs so that these can be organizational support.

• 한국직업건강간호학회지
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• 제19권2호
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• pp.223-235
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• 2010

Purpose: This study was done to investigate the prevalence of job stress and musculoskeletal symptoms, and to identify the factors that affect work-related musculoskeletal symptoms of the 119 Emergency medical technicians (EMT). Method: From August 26 to September 10, 2010, the data were obtained from 456 EMT working in Daejeon city or Choongnam province. For data analysis, descriptive statistics and multiple logistic regression were performed using SAS version 9.1. Results: Physical environment, job demand, interpersonal conflict, and occupational climate were stressful to 119 EMT. The prevalence of musculoskeletal symptoms of female EMT was higher than those of the male EMT's. After gender and age were adjusted, there ware significant relationships between musculoskeletal symptoms and some risk factors including occupational class, hours of intensive musculoskeletal use, previous injury or work-related injury, physical burden, and job stress. Overall, a higher degree of job stress increased musculoskeletal symptoms. Conclusion: Job stress is a major cause of musculoskeletal symptoms. To prevent and manage musculoskeletal disease of 119 EMT, there is a need to develop a management program for musculoskeletal symptoms to reduce occupational stress, considering gender differences.