• 한국콘텐츠학회논문지
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• 제19권6호
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• pp.271-280
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• 2019

목적: 본 연구는 경제활동을 하는 노인의 우울과 일 만족도가 삶의 만족도에 미치는 영향을 파악하고 우울이 삶의 만족도에 영향을 주는 데 있어 일 만족도의 매개효과를 규명하는 것을 목적으로 하였다. 방법: 자료는 한국보건사회연구원에서 주관한 2017년도 노인실태조사 자료를 근거로 이차 자료분석을 실시하였으며 65세 이상의 노인 중 경제활동을 하는 노인 3060명을 대상으로 하여 경로모형을 만들고 경로분석과 매개효과 분석을 통해 가설을 검증하였다. 결과: 우울과 일 만족도, 삶의 만족도는 모두 유의한 상관관계를 보였다. 삶의 만족도에 영향을 주는 요소들의 효과 크기는 우울(.38, p=.019)과 일 만족도(.22, p=.009) 모두 유의하였으며 일 만족도에 영향을 주는 우울(.20, p=.009)의 효과도 유의하였다. 우울이 삶의 만족도에 영향을 미치는 데 있어 일 만족도의 매개효과(Z=7.17, p<.001)가 유의하여 우울은 일 만족도를 매개로 하여 삶의 만족도에 영향을 주는 것으로 나타났다. 결론: 경제활동을 하는 노인의 우울과 일 만족도는 삶의 만족도에 영향을 미치며 그 중 우울은 일 만족도를 매개로 하여 삶의 만족도에 영향을 미친다. 따라서 노인의 삶의 만족도를 증진시키기 위해서는 일 만족도를 높일 수 있는 정책 및 간호 중재가 필요하다.

• 간호행정학회지
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• 제6권3호
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• pp.347-356
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• 2000

The purpose of this study was to identify the relationship between the nursing organizational characteristics and job satisfaction. Subjects were 362 nurses at a general hospital in Seoul. Data were collected from November 1, 1999 to November 31, 1999 with the structured questionnaires and analyzed by $SPSS-PC^+$ 8.0 for descriptive statistics, ANOVA, Pearson correlation, and stepwise multiple regression. The results were as follows; 1. The average score of the nursing organizational characteristics was 3.7. The score of head nurse's leadership was highest and supervisor's was lowest. The average score of the job satisfaction was 3.1 and was similar to the results of other studies. 2. Being regarded to the nursing organizational characteristics and job satisfaction by general demographic variables, The head nurse's leadership, the supervisor's leadership and interaction, and the overall nursing organizational characteristics showed significant differences by year of career, position status, and service-department(p<.1, p<.05). The job satisfaction showed significant difference by position status(p<.01). 3. There were correlations between the nursing organizational characteristics and job satisfaction(r=0.358-0.815). 4. The most important variable in the job satisfaction was 'organizational climate' and it was explained 32.0% out of the total variance of job satisfaction and 'all of nursing organizational characteristic factors' explained 47.5%. According to the results of this study, the suggestions were as follow: 1. To improve nurses' job satisfaction, the strategy for the development of the cooperative nursing organizational climate and for the strengthening of 'the nursing manager's leadership and interaction' in the nursing department are necessary. It should to be considered the differences in the nursing organizational characteristics and job satisfaction by nursing manager and staff nurses. 2. Further study needed to analysis the organizational climate for the management of the nursing organization. Also it is necessary for further investigation regarding to the relationship between the nursing organizational characteristics and job satisfaction of pre and post-organizational change.

• 한국IT서비스학회지
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• 제15권3호
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• pp.157-171
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• 2016

As unemployment rates and concerns about turnover keep growing, the need for information is also increasing. In these situations, the job reviews which share information about the company catch people's attention because they are usually created by people who worked at the company. The development of SNS and mobile environments has led to an increase in the web services that provide job reviews. For example, Jobplanet is a job review service in Korea, and Glassdoor.com offers a similar service in the US. Despite this attention, however, research utilizing job reviews is insufficient. This paper asks whether there are differences in ratios of job satisfaction factors by industry, using LDA topic modeling and co-occurrence analysis to explore the differences. Through the results of LDA, we find that the ratios of job satisfaction factors are similar by industry. At the same time, the results of co-occurrence analysis show that the co-occurrence frequency of some job satisfaction factors appears high: pay and welfare, balance of work and life, company culture. We expect that the result of this research will be helpful in comparative analysis of job satisfaction factors by industry. Furthermore, in this paper we suggest how to use the job review data in organizational behavior research.

• Journal of Information Technology Applications and Management
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• 제21권1호
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• pp.107-136
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• 2014

This study aims to suggest research implications that may contribute to preventing turnover of personnel in small and medium sized software companies. A research model is developed based on the Bergiel, et al. (2009) and Woo and Hwang (2010). This model describes how human resource management (HRM) practices (compensation, recognition, job autonomy, technical capability development, work-life conflict) affect turnover intention, through the mediating effects of job satisfaction and job embeddedness. 177 questionnaires are collected and analyzed. Validity and reliability of measures, and appropriateness of the structural model are verified. Results of the hypotheses testing are somewhat different from the expected ones: Only compensation and technical capability development are significant, but the remaining variables are not significant in affecting job satisfaction and job embeddedness. As for turnover intention, job embeddedness and job satisfaction are proved to be significant predictors. From the analyses of data, subsequent interview with several respondents and additional data analyses, more research implications are derived. The study has a limitation of not including more diverse variables that might affect job embeddedness and job satisfaction of so called road warriors.

• 가족자원경영과 정책
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• 제12권2호
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• pp.73-93
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• 2008

The purpose of this study was to analyze the effects of workers' human resource development and their recognition of human resource on-the-job satisfaction. A sample of 4,727 workers that was selected from Korea Labor Panel Data was analyzed by t-test and multiple regression, and was tested by causal effects among related variables. The major findings were as follows: First, the workers' recognition of their job performance level vs. educational attainment was affected by their annual income, job status, educational attainment, gender, and experiences of human resource development. Second, the workers' job satisfaction was affected by gender, age, educational attainment, health status, job status, annual income, experiences of human resource development, recognition of their job performance level vs. educational attainment, and recognition for their job availability. Third, the factors that had a causal effect on workers' job satisfaction were educational attainment, gender, age, health status, annual income, and experiences of human resource development. Above all, workers' educational attainment had a strong direct effect on job satisfaction, and annual income had a strong indirect effect on it. From these findings, it can be concluded that workers' effort and trial for development and investment of human resource played an important role in increasing job satisfaction.

• 한국직업건강간호학회지
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• 제13권1호
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• pp.30-39
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• 2004

Purpose: This study was performed to identify the factors of the job stress and to analysis affecting job satisfaction in clinical nurses, using the Job Stress Model by the National Institute for Occupational Safety and Health (NIOSH). Method: Data collection was done from July 21 to July 30, 2003. The study was involved in 203 nurses who work at the hospital. It was examined the self-recording questionnaire about general characteristics, work-related factors, non-work factors, instrument revised by NIOSH Job Stress questionnaire translated by the Korea Occupational Safety & Health Research Institute(1999). Instrument about shift work was the tool developed by Kim and Gu(1984). Result: Job satisfaction of subjects at an average level with $1.96{\pm}0.37$ score on the basis of 3 points. According to general characteristics, job satisfaction was high in those with older age and married group. According to work related general factors, job satisfaction was high with working career, an officer to higher grade. According to work characteristics factors, job satisfaction was low with much role conflict at work and much workload and much interpersonal conflict. As for the relationship between job satisfaction and non-work factor, job satisfaction was did not show statistically significant differences. As a result of Stepwise multiple regression analysis, job satisfaction was influenced by shift work, conflicts of between group and grade of office. Conclusion: Therefore, it suggests that the nurses need stress management related shift work for improvement of job satisfaction.

• 대한간호학회지
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• 제18권1호
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• pp.5-18
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• 1988

Herzberg and his associates concluded from their findings that job satisfaction consisted on two independent dimension ; the first dimension was related to job satisfaction, the second to job dissatisfaction. According to the Herzberg theory, the satisfiers are related to the nature of the work itself and the rewards that flow directly from the performance of that work. The dissatisfaction factors are associated with the individual's relation to the context or environment in which he works. The purpose of this study was to investigate selected factors which result in job satisfaction / dissatisfaction of nurses employed in general hospital. In a study of this nature, it is important that the population be as homogenous as possible in order to reduce the effects of the different environments and backgrounds on job satisfaction. A job satisfaction questionnaire developed by Slabitt et als. was used for this study. It contains 45 statements and utilizes a Likert type scale of 5. Participants were asked to select response which were congruent with their perceptions of the item. It was decided to conduct the study in one general hospital in Seoul. A sample of 505 clinical nurses were selected to participate in this study. The results of this study were as follows ; 1. The overall mean score for the 45 five-point scales of job satisfaction items was 2.945, showing that the subjects of this study were neither satisfied nor dissatisfied. 2. To identify the specific job related factors that result in Job satisfaction / dissatisfaction, the 45 items of job satisfaction were divided into 6 areas and the mean scores and % of agreement were compared. The specific job related factor that resulted in job satisfaction was the job status and those that resulted in job dissatisfaction were salaries, task requirements and organization requirements. But the areas of autonomy and interaction did not belong to either side of the specific job related factors. 3. To identify the relationship between the job satisfaction and the subject's general characteristic, data was analyzed using the t-test and the Pearson correlation coefficient. It was found that the relationship between the job satisfaction and the request for rotation and intention to remain on the job were statistically significant at .05 level, but the relationship between the job satisfaction and age, work experience, and educational background were nor statistically significant at the .05 level.

• 토지주택연구
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• 제9권1호
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• pp.11-18
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• 2018

This study aims to empirically verify the impacts of job autonomy, job feedback and job manualization on the job satisfaction of the non-regular employees in a public corporation. For the empirical analysis, 163 non-regular employees(valid respondents) have been surveyed who are working in a public corporation. And the multiple regression analysis was used to statistically test the research hypotheses. The independent variables are 'job autonomy', 'job feedback', and 'job manualization'. The dependent variable is 'job satisfaction'. The results are as follows. The effects of 'job autonomy → job satisfaction(β=0.182, t=2.664, p<0.01)', 'job feedback → job satisfaction(β=0.208, t=2.927, p<0.01)' and 'job manualization → job satisfaction(β=0.397, t=5.785, p<0.01)' are all shown positive. Therefore, all the proposed hypotheses are accepted. From this result, we can get some lessons for the organizational management especially for the non-regular employees' job satisfaction. If you recognize that the non-regular workers are also valuable human resources for the company, it can be expected that strengthening the internal motivation of the employees through job enrichment such as autonomy, feedback, and manualization can positively influence the effectiveness of the organization.

• 한국산학기술학회논문지
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• 제9권6호
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• pp.1874-1881
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• 2008

본 연구에서는 가전제품 서비스 엔지니어의 직무만족도에 어떠한 요소들이 영향을 미치는 지를 조사 분석하였다. 직무만족도는 현직만족도와 계속근무의사로 구분하여 분석하였다. 그 결과 엔지니어 개인적 특성에 있어서는 성격이 직무만족도에 영향을 미치는 요인으로 파악되었다. 조직적 특성에 있어서는 사회적 지지와 급여 및 복리후생이 영향을 미치는 것으로 파악되었다. 결론적으로 이러한 직무만족도를 높이는 방법은 무엇보다도 외향적인 성격을 가지고 있는 직원을 채용하고, 급여 및 복리후생이 잘되어 있고 업무의 량을 적정하게 분배하는 것이 중요한 것으로 분석되었다.

• 대한치과기공학회지
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• 제25권1호
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• pp.173-185
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• 2003

This study mainly intends to determine the factors for which dental technicians are satisfied with their jobs and how much the resulting job transfer rate is and thus to identify the correlation between them. For these purpose, 200 subjects were sampled out of dental technicians in Seoul and Incheon, and the survey was performed from July 19, 2002 to August 15 (for 25 days) with self-administered questionnaire. Out of all collected questionnaires, 131 pieces(65.5%) were addressed for this study. As for the tools for this study, the structured questionnaire was used with its proven reliability and feasibility, and the contents of questionnaire consisted of 32 questions on the basis of related references. The contents of questionnaire were categorized into 3 sections: General attribute of subjects; Factors for which dental technicians are satisfied with their jobs; and their intention of job transfer. The questionnaire consisted of total 32 questions which included general attribute of subjects(10 questions), factors of their satisfaction with jobs(17 questions) and intention of job transfer(5 questions). The data analysis was processed by computerized system with SPSS(Statistical Package for Social Sciences). Statistical analysis techniques included frequency, percentage, T-test, F-test analysis and regression analysis. As a result of those analyses, the conclusion can be summarized as follows: 1. As a result of analyzing the factors for which the subjects were satisfied with their jobs, it was found that there were significant differences in career and job title out of question items(P<0.001). It was also shown that the factors of subjects' satisfaction averaged 3.43, which was considerably higher value than I expected. It was found that job and management factors were major job satisfaction factors. 2. As a result of analyzing the intention of subjects to decide their job transfer, it was found that there were significant differences in job title and marital status out of question items(P<0.001). It was shown that the total average of the intention of their job transfer amounted to 3.06. It was shown that dental technicians have relatively higher intention of job transfer from their current work place. 3. It was found that there was inverse correlation between the factors of subjects' satisfaction with their jobs and their intention of job transfer(r=-0.490, P<0.05). Likewise, it was also found that there was inverse correlation mostly between the evaluation value for each independent variable region in term of each factor of job satisfaction and the value for the intention of job transfer. In view of these correlations, it was concluded that higher job satisfaction likely led to lower job transfer. 4. As a result of regression analysis so as to determine the influences of job satisfaction factors on the intention of job transfer, it was found that the highest influential factor was management factor. And it was shown that the test values of model were statistically significant and its explanatory power amounted to 54.6%.