• Journal of Information Technology Applications and Management
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• 제31권1호
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• pp.45-55
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• 2024

How to create high levels of employee engagement and how to avoid burnout in the workplace is main issue in human resource management. According to Job Demands-Resources (JD-R) model, this study aims to investigate when self-efficacy plays as a mitigator on the impact of job demand on burnout, and explains why job resources are translated into work engagement. A sample of 237 Mongolian employees is used to test hypotheses. Results show that self-efficacy does offset the relationship between job demands and burnout. Meanwhile, self-efficacy plays as a mediator on the impact of job resources on work engagement. The implications of these findings for the context of JD-R model are discussed.

• 한국사회복지학
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• 제56권3호
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• pp.279-301
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• 2004

아동학대예방센터는 우리나라의 학대받는 아동의 발견, 학대여부 판정에 따라 아동과 가족의 욕구를 사정하고 서비스를 제공하여 아동의 안전하고 바람직한 성장에 중요한 역할을 하는 최일선 기관이다. 개소 4년째를 맞는 아동학대예방센터의 상담원은 시 도당 1개소에 7-8명으로, 24시간 대기태세로 비인간적이고 때로는 범죄적인 처우를 받는 아동을 치료 보호하고 의료기관 행형기관 교육기관 및 사회복지기관과 밀접한 연계를 맺어야 하는 스트레스가 높은 상황에 있다. 아동보호사업에서는 이처럼 다양한 역할을 집중적으로 소화해야 하는 상담원들의 역할이 서비스 효과의 측면에서 매우 중요한데 비해 정작 이들의 직무상황과 소진에 대한 주목은 찾아보기 어렵다. 본 연구에서는 상담원들의 사회인구학적 특성, 직무관련특성, 직업만족도가 아동학대예방센터 상담원들의 소진에 어떤 영향을 미치는지를 검토하여 소진예방의 기초 자료로 제시하고자 하였다. 2003년 3월 현재 전국의 상담원들이 조사대상이었으며 최종적으로 90명의 설문지가 분석되었다. 연구결과, 아동학대예방센터 상담원들의 소진의 정도를 보면, 소진의 수준은 정서적 탈진, 개인적 성취감, 비인간화의 세 가지 영역 모두 매우 심각한 상태로 나타났다. 상담원이 미혼인 경우와 일선상담원인 경우, 그리고 나이가 적을수록 소진의 정도가 높은 것으로 나타났다. 또한 교육 훈련 경험이 부족하다고 느낄수록, 슈퍼비전이 부족하다고 느끼는 상담원의 경우 소진의 정도가 높게 나타났으며 직업만족도가 낮을수록 소진의 정도가 높았다. 따라서 충분한 교육과 훈련기회의 제공, 적절하고 충분한 슈퍼비전의 확립 및 직업만족도 향상을 위한 기관수준의 노력이 요구된다 하겠다.

• 직업교육연구
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• 제30권4호
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• pp.129-141
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• 2011

본 연구는 고용지원센터 직장인의 심리적 소진에 미치는 요인을 살펴보고자 하였다. 본 연구대상은 2009년 12월부터 2010년 1월까지 부산, 울산, 김해, 진해에 소재한 고용지원센터에 근무하는 직장인 180명을 대상으로 우편을 이용하여 설문지를 배포하였다. 180부 설문지 중 140부가 회수되었으며 무응답과 불성실하게 답변한 8부를 제외하고 132부만 본 연구에서 사용되었다. 본 연구에서는 고용지원센터 직장인의 심리적 소진에 미치는 요인을 탐색하기 위해 SPSS 프로그램을 사용하여 다음과 같은 통계분석을 실시하였다. 각 변인들과 고용지원센터 직장인의 소진간의 관계를 알아보기 위해 상관관계 검증을 실시하였으며, 고용지원센터 직장인의 심리적 소진에 미치는 영향을 알아보기 위하여 중다회귀분석을 실시하였다. 본 연구에서 나타난 결과는 자기효능감과 정서노동이 고용지원센터 직장인의 심리적 소진에 영향을 미치는 것으로 나타났다. 고용지원센터 직장인의 심리적 소진에 자기효능감, 정서노동, 사회적 지지 순으로 영향을 미치는 것으로 나타났다. 이것은 고용지원센터 직장인의 자기효능감이 심리적 소진에 전반적인 영향을 미치므로 고용지원센터 직장인의 심리적 소진을 감소시키기 위하여 자기효능감과 사회적 지지를 높여 주어야 한다는 것을 의미한다. 마지막으로 연구의 제한점과 후속연구를 위한 제언을 기술하였다.

• Nutrition Research and Practice
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• 제5권1호
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• pp.80-87
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• 2011

The objectives of the study were to investigate job burnout and leader-member exchange (LMX) levels as well as to evaluate buffering effects of LMX on burnout among dietitians and chefs at institutional foodservices. Hypotheses were proposed based on the Job Demands-Resources model and LMX theory. The study population consisted of dietitians and chefs who were in charge of managing unit operations in a nationwide contract management company. Positive/negative affectivity, workload, job burnout, and LMX scales that bad been validated in previous research were adopted A total of 552 questionnaires were distributed and 154 responses were returned. Results indicated that respondents' burnout levels were moderate and emotional exhaustion was greater than cynicism. In terms of LMX, the surveyed dietitians and chefs showed higher respect toward their supervisors than loyalty. When positive affectivity and negative affectivity were controlled, workload influenced emotional exhaustion and professional efficacy significantly. With affectivity and workload controlled, however, LMX did not influence any dimensions of burnout. The moderating effect of LMX on the relationship between workload and cynicism was significant. That is, the effect of workload on cynicism was weak if the dietitians and chefs perceived the relationship with their supervisor positively. Based on the findings and literature reviewed, how to mitigate job burnout among foodservice managers is discussed.

• 한국치위생학회지
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• 제16권5호
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• pp.751-758
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• 2016

Objectives: The purpose of the study is to investigate the influence of emotional labor on job burnout in dental hygienists based on the moderating effect of employee support. Methods: A self-reported questionnaire by Likert 5 point scale was completed by 219 dental hygienists in Ulsan and Gyeongbuk from March 15 to April 9, 2016. The study instruments consisted of emotional labor, job burnout og Maslach Burnout Inventory, and employee support. Data were analyzed by descriptive analysis, Pearson's correlation, multiple regression analysis, and hierarchical regression analysis using SPSS 18.0 program. Results: Surface acting had a positive influence on achievement and negative influence on impersonal chemistry. Inner acting had a positive influence on emotional burnout and achievement. Employee support had a moderating effect on emotional labor and job burnout. Conclusions: The strategy of emotional labor management for dental hygienists is very important for job burnout solution.

• 한국체육학회지인문사회과학편
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• 제58권1호
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• pp.187-201
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• 2019

본 연구의 목적은 요가지도자의 감정노동과 직무소진, 조직시민행동의 영향관계를 분석하는데 있으며, 특히 감정노동의 두 가지 유형인 표면행동과 내면행동이 조직시민행동에 영향을 미치는데 있어 직무소진의 매개효과를 검증하는데 주목하였다. 자료수집을 위하여 요가지도자 250명을 대상으로 설문조사를 실시하였고, 221부의 표본이 최종분석에 활용되었다. 연구가설의 검증을 위하여 AMOS 23.0 프로그램을 이용한 구조방정식모형 분석을 실시하였으며, 분석을 통해 도출된 연구결과를 요약하면 다음과 같다. 첫째, 표면행동은 직무소진에 정(+)의 영향을 미치는 것으로 나타났으나, 내면행동은 직무소진에 유의미한 영향을 미치지 않았다. 둘째, 직무소진은 조직시민행동에 부(-)의 영향을 미치는 것으로 나타났다. 셋째, 표면행동은 조직시민행동에 영향을 미치지 않는 것으로 나타났으며, 내면행동은 조직시민행동에 정(+)의 영향을 미치는 것으로 나타났다. 넷째, 직무소진은 표면행동과 조직시민행동의 관계를 완전매개 하는 것으로 나타났으며, 내면행동과 조직시민행동의 관계에서는 직무소진의 매개효과가 발견되지 않았다.

• 임상간호연구
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• 제14권2호
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• pp.83-92
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• 2008

Purpose: This study was done to identify the relationship between experiences of violence, and burnout and job satisfaction of emergency department (ED) nurses and to provide basic information to improve quality of life for nurses and quality of nursing care by increasing the ability of nurses to deal with violent situations and thus, improve job satisfaction. Method: Participants (n=153) were recruited in S and B cities from October 16 to December 22, 2007. Descriptive statistics, t-test, ANOVA, and Pearson correlation coefficient were used to analyze the data. Results: Level for ED nurse burnout was 2.54 out of a possible 4, and for ED nurse job satisfaction, 2.81 out of a possible 5. There were significant differences according to sex (t=-3.217, p=.002), total clinical career (F=5.805, p<.05), and clinical career in the ED (F=1.640, p<.01). There was a significant positive correlation between violence experience and burnout (r=.500, p<.001), and significant negative correlations between violence experience and job satisfaction (r=-.300, p<.001), and between burnout and job satisfaction (r=-.492, p<.001). Conclusion: The findings from this study indicate that experiences of violence in the ED decrease work efficiency of the nurses and increase burnout. So, it is important to reduce occurrences of violence in ED and to prepare programs for dealing with violence and providing emotional support in cases of violence directed at nurses.

• 한국직업건강간호학회지
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• 제22권2호
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• pp.93-101
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• 2013

Purpose: This study aims to find out ultimate forecasting factors of intention to resign by examining the degree of burnout, job satisfaction, organizational commitment and turnover intention to resign in hospital nurses and to look into the differences among them according to general characteristics. Methods: This study used investigation of relationships to analyze relations among burnout, job satisfaction, organizational commitment and turnover intention to resign in hospital nurses to find out factors influencing turnover intention to resign in hospital nurses. Results: This study revealed that the higher job dissatisfaction and burnout of hospital nurses, the higher turnover intention to resign. This study also showed that the higher burnout caused the lower job satisfaction which led to resignation and a forecasting factor that influenced turnover intention to resign was burnout. Conclusion: It is necessary to conduct continuous and systematic research and to seek ways that can prevent the resignation of nurses and improve job satisfaction in hospital nurses.

• 중환자간호학회지
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• 제10권1호
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• pp.31-40
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• 2017

Purpose: The purpose of this study was to identify the factors influencing on burnout in operating room nurses. Methods: Using a cross-sectional design, a total of 109 operating room nurses working at 7 general hospitals with 300 beds or more in B city were analyzed. The instruments used for this study assessed job stress, resilience, professional identity, and burnout. Data was analyzed using descriptive statistics, a t-test, an ANOVA, a Pearson's correlation coefficient and a multiple regression analysis. Results: There was a statistically significant correlation between burnout and job stress (r=.53, p<.001), resilience (r=-.59, p<.001), and professional identity (r=-.47, p<.001). The factors influencing burnout include job stress (${\beta}=.27$, p<.001), resilience(${\beta}=-.37$, p<.001), dissatisfaction with the nursing job (${\beta}=.32$, p<.001), and moderate satisfaction with the nursing job (${\beta}=.19$, p=.014), and the explanatory power was 53.0%. Conclusions: The results suggest that intervention to reduce job stress and to improve resilience, which were the factors influencing burnout in operating room nurses, is necessary.

• 보건의료산업학회지
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• 제13권2호
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• pp.55-66
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• 2019

Objectives: The objective of the present study was to investigate whether gender mederates the mediating effect of job burnout on the relationship between role stress and depression among medical doctors in Local clinics in South Korea. Methods: Questionnaires that assess role stress, job burnout, and depression were administered to. 265 medical doctors who worke in local clinics in Seoul, Busan, Daejeon, and Gyeonggi provinces. Data analysis was conducted using the PROCESS macro in Statistical Package for the Social Sciences(SPSS). Results: Job burnout mediated the relationship between role stress and depression. Further, gender moderated the relationship between role stress and job burnout. Finally, gender moderated the mediating effect of job burnout on the relationship between role stress and depression. Conclusions: On the basis of the emergent findings, effective coping strategies that can alleviate role stress are articulated. However, the findings also suggest that the selection of a suitable intervention must be based on the gender of the medical doctor.