• Title/Summary/Keyword: 핵심직무특성

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Relationship between Core Job Characteristics and Attitude of Small Business Employees (소상공인의 핵심직무특성과 태도의 관계)

  • Kim, Chan-Jung;Cho, Jun-Hee
    • The Journal of the Korea Contents Association
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    • v.11 no.5
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    • pp.328-337
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    • 2011
  • For certify job characteristic affecting attitude of employee, this study is to examine the relationship between core job characteristics(skill variety, task identity, task significance, autonomy, feedback) and attitude(job satisfaction, organizational commitment, turnover intention) of small business from a 'human resource management' point of view. Concretely, it is confirmed whether how influence of ore job characteristics on attitude and whether there is a moderating effect of growth needs of strength between core job characteristics and attitude of small business. The results of regression analysis using 315 domestic employees are as followings. First, it is confirmed that the skill variety and task significance has influence on job satisfaction positively, skill variety and feedback has influence on organizational commitment positively, and skill variety and feedback has influence on turnover intention negatively. Second, there is moderating effect only the relationship between task significance and turnover intention. On the basis of these study results, it suggested strategic implications to job design and business strategy for heightening attitude of small business employees.

A Study on the Effect of Social Worker's Job Characteristics on Their Job Satisfaction (사회복지사의 직무특성이 직무만족에 미치는 영향에 관한 연구)

  • Kang, Heung-Gu
    • Korean Journal of Social Welfare
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    • v.58 no.2
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    • pp.355-375
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    • 2006
  • The objective of this study examined the effect of job characteristics on the job satisfaction of social worker employed by 1st social agency, hospitals. Data were collected by 240 social workers. Based on Hackman and Oldham's(1975) theory of core job characteristics, this study was to defined other element of job characteristics, in social worker's duties, focused on moderating effect of self-confidence for job satisfaction, and compared to social worker's job characteristics between 1st social agency and hospitals. The results of this study were summarized as follows; first, job autonomy, feedback among Hackman and Oldham's 5 core job characteristics showed positive influence on job satisfaction. The other job characteristics found out significantly effected social worker's job satisfaction than Hackman and Oldham's 5 core job characteristics. Second, identities of social worker's job, cognition of professional level, necessity, and self-confidence variables were found to have a statistically significant strong relationship with job satisfaction of 1st setting social worker. The other side, necessity, self-confidence, sex, social worker's academic career variables positive influenced medical social worker's job satisfaction. Third, the moderating variables which had significant difference among social worker's working conditions. 1st setting social worker's self-confidence partial moderated the effect of job characteristics on social worker's job satisfaction. But, medical social worker's self-confidence not moderated the effect of job characteristics on job satisfaction. As a result, Social worker's job satisfaction depended on job characteristics and self-confidence. Therefore, to assure the job satisfaction, redesign for social worker's job characteristics, reinforced their self-confidence. Staff-development education program, supportive environment, supervision program is strongly recommended.

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The Moderating Effects of Managerial Coaching between Job Characteristics and Job Performance (직무특성과 직무성과 간의 관계에 미치는 코칭 리더십의 조절효과)

  • Woo, Hyung-Rok
    • The Journal of the Korea Contents Association
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    • v.15 no.10
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    • pp.425-435
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    • 2015
  • While managerial coaching has increased popularly as an effective leadership initiative in organization, the relationship between managerial coaching and its effects on performance has not been scholarly well defined. This study examined the role of managerial coaching as a moderator between job characteristics and job performance. Based on the sample of 453 employees in a financial firm, HLM was conducted to test the research model at multiple levels of organizational hierarchies. First, we found that managerial coaching has a direct impact on employee performance. Second, the strength of the relationship between job meaningfulness and job performance is positively related to the level of managerial coaching. Third, managerial coaching positively moderates the association between autonomy and job performance. However, any cross-level moderating effects of managerial coaching on the relationship between feedback and job performance is not observed. These results show that managerial coaching by managers could promote employees' performance through maximizing the impact of job characteristics on employees' motivation.

The Effects of Job Characteristics on Turnover Intention of Service Industry Employees in China Focused on the Mediating Effects Self-Efficacy (중국 서비스 구성원의 직무특성이 이직의도에 미치는 영향: 자기효능감의 매개효과를 중심으로)

  • Huang, LanJun;Jin, Chunhua
    • Journal of Digital Convergence
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    • v.19 no.6
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    • pp.47-52
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    • 2021
  • This research emphasized that the importance of key elements of job characteristics such as technical diversity, task identity, task importance, autonomy, and feedback. Moreover, it focused on verifying the effects of these five elements on turnover intention through Self-Efficacy. To verify this, an empirical analysis was conducted on employees of the service industry in China. Through empirical analysis, it was found that all five elements of job characteristics improve Self-Efficacy. Furthermore, Self-Efficacy was found to degrade the level of turnover intention. Furthermore, it has been verified that self-efficacy has a fully mediated effect in the relationship between the two elements(technical diversity, autonomy) of job characteristics and turnover intention. Through this research, it was revealed which elements of job characteristics had the greatest influence on self-efficacy. Finally, based on this research, we presented useful implications in human resource management to practitioners of Chinese service companies and Korean service companies seeking to enter China and future research directions were discussed.

분석 -애니메이터 실태조사

  • Gwon, Gyeong-Hui
    • Digital Contents
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    • no.2 s.141
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    • pp.80-80
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    • 2005
  • 핵심적인 문화산업으로 높은 부가가치를 인정받고 있는 애니메이션 산업이지만, 정작 애니메이터들의 근무 환경을 상당히 열악한 것으로 조사됐다. 한국문화콘텐츠진흥원 애니메이터 500명을 대상으로 실시한 실태분석 결과를 지난달 7일 발표했다.이번 조사는 국내 문화콘텐츠산업 인력에 대해 실시한 최초의 실태조사로 애니메이터의 직무특성, 직무경력, 교육 및 훈련과정,인력수요, 근로조건, 직무만족도 등에 대한 항목이 조사됐다.

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DACUM Job Analysis of Management Teacher of industry-academy cooperation of Specialized high school (데이컴(DACUM) 기법을 활용한 특성화고 산학협력부장 교사의 직무 분석)

  • Kim, Jong-Wook;Kim, Jinsoo
    • 대한공업교육학회지
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    • v.43 no.1
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    • pp.76-93
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    • 2018
  • The purpose of this study is to analyze job of management teacher of industry-academy cooperation of specialized high school using DACUM method. The contents of this study are to identify the duties, tasks and the level of importance, difficulty, frequency and entry level on each task. Finally, based on the job analysis results, the DACUM chart of management teacher of industry-academy cooperation of specialized high school was developed. The workshop for DACUM job analysis consisted of one DACUM facilitator who acquired Level-I license, eight members of DACUM who had more than five years experience, one clerk and one practitioner for two days. The results of the study are as follows. First, this study defines management teacher of industry-academy cooperation as 'a person who career teachers in charge of career guidance, NCS-based field practice, establishment of industry-academia-government relations, external business administration, industry-academia cooperation administration, teaching subject class'. Second, the job of management teacher of industry-academy cooperation were total 7 duties and 80 tasks. Third, the importance, difficulty, and frequency of each task are classified into high (A), normal (B), and low (C) according to degree. Finally, this study make out a DACUM chart of management teacher of industry-academy cooperation of specialized high school based on the results of DACUM job analysis. And knowledge, skills, tools, and positive behaviors, future trends/concerns about management teacher of industry-academy cooperation of specialized high school were presented.

An empirical Study on the Effects of Micro Business Consultant's Job Satisfaction and Organization Commitment (소상공인 전문상담사 직무만족과 조직몰입 요인에 관한 연구)

  • Kim, Ki-Yeal;Lee, Cheol-Gyu;Yoo, Wang-Jin;Lee, Dong-Myung
    • Proceedings of the Korean Society for Quality Management Conference
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    • 2010.04a
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    • pp.102-112
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    • 2010
  • 소상공인지원센터'는 1999년 개설 이해 2010년 현재 61개 센터(분소 16개 포함)가 운영되고 상담수요도 증가하고 있으나, 동시에 비효율성의 문제도 증가하고 있지만 이에 대한연구는 전무한 상태이다. 이에 동 센타의 핵심역량인 '전문상담사'의 직무만족과 조직몰입에 영향을 미치는 요인을 규명하여, 효율성을 제고한 양질의 상담서비스를 제공함으로서 소상공인 및 예비창업자들의 창업이나 경영성과 향상에 기여함과 동시에, 공공서비스 품질향상 척도로서 활용되기를 기대하며 본 연구를 추진한다.

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A Study on the Effects of Complication Level of Information Security Professional in the Public Entity on Job Satisfaction and Job Withdrawal Intention (조직내 정보보안 종사자의 갈등수준과 직무만족 및 직무변경의도에 관한 연구)

  • Shim, Mina
    • Journal of Digital Convergence
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    • v.12 no.9
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    • pp.387-406
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    • 2014
  • The purpose of study is desirable and effective conflict management plan and professionally, to promote sustainable job skills beyond. Therefore, the public agency information security professionals to find the causes of conflict and the level of suffering, the relationship, says the help of a job withdrawal intention and job satisfaction relationship further. The results indicated that there are differences in the factors of job withdrawal intention, conflict levels, job satisfaction, according to socio-demographic characteristics. Awareness of conflict factor increases the higher level of conflict. Job satisfaction, negative impact on the job withdrawal intention. We expect to contribute to the field of information security training key personnel in the future as a result, leaving the job to conflict prevention and mitigation, and minimized by applying the improved policies and institutions.

Work Performance of Critical Care Nurses Based on the Job Characteristics Model (직무특성모형에 근거한 중환자실 간호사의 간호업무성과 설명요인)

  • Seong, Ji-Suk;Song, Rhayun
    • Journal of Korean Critical Care Nursing
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    • v.9 no.2
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    • pp.36-47
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    • 2016
  • Purpose: The study examined core job characteristics and job preference to explain work performance among critical care nurses. The theoretical model was constructed based on the job characteristics model with core job characteristics as exogenous variables, and work performance and job preference as endogenous variables. Methods: A total of 228 hospital nurses participated in the study from May to September, 2015. Data were collected through structured questionnaires and analyzed using structural equation modeling. Results: The model showed a good fit to the data with $x^2/df=2.90$, goodness of fit index = .91, root mean square residual = .20, comparative fit index = .93, and incremental fit index = .93. The core job characteristics explained 64% of the variance in job preference. The core job characteristics and job preference explained 52% of the variance in work performance. Conclusions: The core job characteristics can explain the work performance among critical care nurses through job preference. Effective strategies to improve the work performance among critical care nurses should focus on the application of the core job characteristic into a productive work environment. Further studies are warranted to explore the role of job preference of critical care nurses in promoting their work performance.

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DACUM Job Analysis of Die and mold makers for Apprenticeship education of Specialized high school (특성화고 산학일체형 도제교육을 위한 금형제작원의 DACUM 직무분석)

  • Kim, Jong-Wook;Kim, Ji-Won;Kim, Jinsoo
    • 대한공업교육학회지
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    • v.41 no.1
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    • pp.1-21
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    • 2016
  • The purpose of this study is to analyze job of die and mold makers for apprenticeship education of specialized high school using DACUM method. The contents of this study were to identify the duties, specific tasks performed and the level of importance, difficulty, frequency and entry level on each task. This study also make out a DACUM chart of die and mold makers for apprenticeship education of specialized high school. The DACUM committee, which consisted of one facilitator, nine die and mold experts, one recorder and one coordinator, was established to conduct DACUM. The conclusions are as follows; First, this study defines a die and mold makers as 'a person who make it possible to manufacture/assemble/inspect die and mold parts using various machine tool'. Second, duties in job of die and mold makers for apprenticeship education were total 12 and total tasks in job of die and mold makers for apprenticeship education were 86. Third, this study determine the level of importance, difficulty, frequency and entry level about each task. Finally, this study make out a DACUM chart of die and mold makers for apprenticeship education of specialized high school based on the results of DACUM job analysis. And knowledge, skills, tools, and positive behaviors, future trends/concerns about die and mold makers for apprenticeship education of specialized high school were presented.