• 대한지역사회영양학회지
• /
• 제14권6호
• /
• pp.798-806
• /
• 2009

The objective of this study was to investigate how to improve job satisfaction for dietitians and nutrition teachers by identifying influencing factors in Daejeon and Chungnam Province, South Korea. A survey was conducted among school foodservice dietitians and nutrition teachers from selected primary, middle and high school in the area. This survey consisted of general characteristics, status of their job, job satisfaction, work satisfaction and work performance. In this study we found current state of general characteristics and status of their job according to frequency analysis and the level of work satisfaction, work performance and job satisfaction using descriptive statistics. The t-test, ANOVA and Duncan-test were also conducted in order to searching for tendency of job satisfaction according to the general characteristics and the status of their job. Pearson's correlation was carried out in order to find correlation with job satisfaction. Also, factors, which influenced job satisfaction according to regression analysis, were drawn. We describe the difference of job satisfaction between irregular dietitians and nutrition teachers as well. Besides we discussed the improvement of dietitians' (nutrition teachers') work environment to raise their job satisfaction through this study.

• 간호행정학회지
• /
• 제23권1호
• /
• pp.42-51
• /
• 2017

Purpose: The purpose of this study was to identify the casual relationship between nurses' social capital, job engagement and nursing performance and to verify the goodness of fit between a hypothetical model and actual data in order to suggest the best model. Methods: This survey was conducted with 250 nurses working in 3 general hospitals in Seoul. Data were collected from June 20 to July 29, 2016 and analyzed using SPSS/WIN 21.0 and AMOS 21.0. Results: Nurses' social capital and job engagement were found to have no direct effect on increasing nursing performance. But, it was found that social capital and job engagement had indirect effects on nursing performance through mediating organizational citizenship behavior. Social capital had direct effects on increasing job engagement and indirect effects on organizational citizenship behavior. Conclusion: Results of this study indicate that nurse managers should concentrate efforts on increasing nurses's job engagement and preparing organization to increase social capital in order to improve nursing performance.

• 한국건축시공학회:학술대회논문집
• /
• 한국건축시공학회 2021년도 가을 학술논문 발표대회
• /
• pp.46-47
• /
• 2021

In the construction industry, due to the nature of the job, the need for job training to maximize the performance of the job and to improve the organization's qualifications is needed to acquire professional knowledge that is practiced according to the training needs of the members of the organization. In the form of education, the government or the government or the government provides systematic and planned professional job training that is implemented to improve qualifications and instill pride in the profession by helping the employees of the design office acquire new knowledge, skills, and attitudes necessary for professional performance. Although it is recommended at the organizational level, as a result of examining the implementation, it was found that most workers did not receive job training activities. Therefore, follow-up studies that can maximize work efficiency at the individual and organizational level of design office workers should be continuously performed.

• 문화기술의 융합
• /
• 제10권3호
• /
• pp.675-681
• /
• 2024

본 연구는 노인장기요양 시설의 요양보호사를 대상으로 요양보호사의 직무특성과 조직의 맥락적 성과에 관한 매개효과를 실증 검증한 연구로서 직무태도, 조직풍토의 이중매개효과를 실증분석 하는 것을 목적으로 한다. 본 연구를 위하여 노인장기요양 시설에서 근무하고 있는 요양보호사 274명을 대상으로 하였다. 수집한 자료 분석은 SPSS Process macro를 사용하였다. 다음과 같은 연구결과가 나왔다. 먼저, 요양보호사의 직무특성, 직무태도, 조직풍토, 맥락적 성과는 유의미한 정적 상관관계를 가지고 있었다. 둘째, 요양보호사의 직무특성과 맥락적 성과 사이에 직무태도, 조직풍토는 이중매개효과가 있었다. 셋째, 요양보호사의 직무특성과 맥락적성과 사이에 직무태도와 조직풍토는 유의한 매개효과 경로가 있는 것으로 확인되었다. 연구를 바탕으로 요양보호사의 직무성과를 향상할 수 있는 심리적인 자발적인 직무역량 방안 마련과 후속 연구를 제안하였다.

• 보건의료산업학회지
• /
• 제9권3호
• /
• pp.81-93
• /
• 2015

Objectives : The objective of this study was to examine preceding variables that affect the dual commitment of outsourced employees working at hospitals and to analyze the influence of these variables on job performance. Methods : Data were collected from 461 outsourced employees, working at 7 general hospitals, which had introduced the outsourcing system, using a structured, self-administered questionnaires. Frequency, validity/reliability, correlation and path analyses were done for data analysis. Results : The results of the path analyses showed that both commitment to the hiring company and commitment to the client company (hospital) had statistically significant positive effects on job performance. Additionally, when the 'single measurement' approach was used, dual commitment had a larger positive effect, compared with the 'parallel approach.' Among the preceding variables, 'satisfaction for the job itself' was found to be the most important variable affecting dual commitment and job performance. Conclusions : In conclusion, to enhance the job performance of outsourced employees, it is important for management to examine and improve the various factors related to job satisfaction. Additonally, for outsourced employees to have organizational commitments to the hiring and client companies simultaneously, management should emphasize a sense of unity and share organizational values.

• 보건행정학회지
• /
• 제22권3호
• /
• pp.347-364
• /
• 2012

Objective : The purpose of this study was to investigate the effect of preceptors' transformational leadership on job stress and clinical performance among new graduate nurses. Methods : The study subjects were 180 new nurses in three University Hospitals. General characteristics, leadership, job stress and clinical performance were collected using self-reported questionnaires. Transformational leadership consisted of charisma, intellectual stimulation and individual consideration. T-test, ANOVA, pearson correlation and multiple regression analysis were performed to access the effect of leadership on job stress and clinical performance. Results : Of 180 subjects, 94.4% were female. The mean scores of transformational leadership, charisma, intellectual stimulation and individual consideration were $3.9{\pm}.46$, $3.9{\pm}.46$, $3.9{\pm}.57$ and $4.0{\pm}.58$, respectively. In multiple regression analysis, overall transformational leadership(${\beta}$=.154, p=.006) and charisma(${\beta}$=.388, p=.008) significantly increased the job stress. On the other hand, individual consideration significantly decreased the job stress (${\beta}$=-.671, p=.048) and increased the clinical performance(${\beta}$=2.472, p=.024). Conclusions : Charisma of preceptors was associated with the increase of job stress, and individual consideration was associated with the decrease of job stress and improvement of clinical performance. Therefore, the preceptors' leadership focusing on individual consideration rather than charisma may reduce job stress and improve clinical performance in the University hospital organization.

• 간호행정학회지
• /
• 제14권2호
• /
• pp.150-158
• /
• 2008

Purpose: The purpose of this study was to analyze the effects of empowerment on job satisfaction, task performance and turnover intention and to identify the relationship among them in hospital nurses. Methods: The subjects were 256 nurses working for one university and three general hospital in J city. The data were analyzed by SPSS 11.5. Results: The mean score of empowerment was 2.86, job satisfaction was 3.00, task performance was 3.29 and turnover intention was 3.01. The empowerment was positively correlated with job satisfaction(r=.63, p<.001) and task performance(r=.32, p<.001), but negatively correlated with turnover intention(r=-.17, p<.05). The significant predictive factors of job satisfaction and task performance were information and support in empowerment. And turnover intention was resources in empowerment. Conclusion: These result suggest that empowerment improvement programs should be development to improve the quality of nursing.

• 대한안전경영과학회지
• /
• 제13권4호
• /
• pp.179-191
• /
• 2011

When it comes to the training program conducted by company to improve job performance ability, it would be not a investment but a waste if the training contents is not practically applied to the business accomplishment. Even though some people raise a question on the job application of postal distance training, funded by employment insurance, the study on the job application of postal distance training shows that the components of the training program have a positive effect on it and the model has 60.5% validity. Moreover, its control effect on environmental support and individual characteristics has been partially established. The study has been conducted by questioning survey with the employees who completed a postal education 3 months ago. With the result, we can find that the postal distance training benefits employees to improve their job performance abilities and expect that it continuously plays a crucial role in the field of company training through the development of high-quality training programs.

• 한국콘텐츠학회논문지
• /
• 제12권10호
• /
• pp.205-215
• /
• 2012

본 연구는 조직문화인식이 지적자본과 직무성과에 영향을 미치는지 탐구하고, 지적자본이 조직문화와 직무성과 간 매개효과가 있는지를 실증분석 하였다. 주요 분석 결과는 다음과 같다. 첫째, 개발문화가 직무성과에 부(-)의 관계가 있었다. 둘째, 개발문화, 집단문화가 지적자본에 정(+)의 관계가 있었다. 셋째, 지적자본이 조직문화와 직무성과 간 매개관계에 있어서 개발문화와 직무성과 관계는 부분매개 효과가, 집단문화와 직무성과 관계에 있어서는 완전매개효과가 나타났다. 이러한 분석결과를 바탕으로 조직문화 인식 속에서 장애인복지관 종사자는 직무성과를 제고하기 위해 지적자본을 활용한 다양한 방안들이 검토되어야 할 것이다.

• 한국콘텐츠학회논문지
• /
• 제18권10호
• /
• pp.368-381
• /
• 2018

본 연구는 코칭리더십이 회복탄력성, 대인관계능력 및 직무성과에 미치는 영향을 살펴보고, 회복탄력성과 대인관계능력이 코칭리더십과 직무성과의 관계에 있어서 매개작용을 하는지를 규명하고자 하였다. 이를 위해 울산의 U대학교 병원 간호사 240명을 대상으로 자료를 수집하였다. SPSS 18.0과 AMOS 18.0을 사용하여 분석하였다. 연구결과는 다음과 같다. 첫째, 코칭리더십은 회복탄력성, 대인관계능력, 직무성과에 유의한 영향을 미치는 것으로 나타났다. 둘째, 회복탄력성은 대인관계능력과 직무성과에 유의한 영향을 미치는 것으로 나타났다. 셋째, 대인관계능력은 직무성과에 유의한 영향을 미치는 것으로 나타났다. 넷째, 코칭리더십과 직무성과 간의 관계에 있어서 회복탄력성과 대인관계능력이 부분매개 역할을 하는 것으로 나타났다. 이러한 연구 결과를 바탕으로 직무성과를 향상시키기 위하여 코칭리더십, 회복탄력성 및 대인관계능력의 중요성을 논의하였다.