• 기술혁신학회지
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• 제22권1호
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• pp.85-118
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• 2019

본 논문은 정부출연연구소의 연구인력의 직무특성과 조직성과의 관계에서 조직공정성의 조절 효과에 대해 분석하는 것을 목적으로 하고 있다. 이를 위해 정부출연연구소 연구인력 459명의 설문자료를 바탕으로 회귀 분석을 실시하였다. 연구결과, 첫째, 직무특성의 하위 요인 중 다양성을 제외한 자율성, 중요성, 정체성, 피드백이 직무만족에 정(+)의 영향을 미치는 것으로 나타났다. 둘째, 직무특성 중 자율성, 정체성, 피드백은 조직몰입에 정(+)의 영향을 미치는 것으로 나타났다. 마지막으로 직무특성과 조직성과의 관계에서 조직공정성의 조절효과를 검증한 결과, 직무특성 중 자율성과 다양성이 직무만족에 자율성, 중요성, 피드백은 조직몰입에 통계적으로 유의적인 조절효과를 보이는 것으로 나타났다.

• 한국지능시스템학회논문지
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• 제25권1호
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• pp.85-90
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• 2015

본 논문은 중소기업의 CEO의 핵심역량 24개를 FSM을 이용하여 구조분석을 하고 5개의 그룹으로 분류하였다. 또한 CEO의 업무별로 CEO의 업무능력과 핵심역량과의 관련성을 파악하기 위해 회귀분석을 실시하였다. 본 논문의 특징은 중소기업 CEO의 역량에 대한 분류와 구조화를 통한 층별 상호간의 관계를 알 수 있고, CEO의 업무능력에 무슨 역량그룹이 영향을 주는지를 알 수 있게 해준다.

• 한국안전학회지
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• 제15권2호
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• pp.136-142
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• 2000

One of the major requirements in preventing Work-related MusculoSkeletal Disorders(WMSDs) is to know definitely what vigorous exertion requirements are contained in a job. This requires improved job analysis tools which can accurately evaluate potentially harmful stresses to the musculoskeletal system. But to simply evaluate the level of stress at a joint, or in a muscle is not enough to motivate job changes. Therefore, the development of ergonomic evaluation tools for the jobs are important to ergonomics. The main objective is compared of the results that made by the ergonomic evaluation tools (e.g., BRIEF and RULA) in actually shoes manufacturing. These were developed in the foreign. So, it is priory needed to research of the ergonomics about Korean characteristic work by physiology and biomechanics.

• 대한간호학회지
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• 제27권2호
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• pp.253-263
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• 1997

This second study on the effectiveness of nursing organization was designed to test the relationships between effectiveness of nursing organizations and structural variables that had been significant variables in the first study, the group design variable and the personal characteristic variables that had not been analyszed in the first study based on personal resource productivity model. The data were collected through self-reported questionnaires completed by 605 nurses working in hospitals in seoul and 782 patients being hospitalized in 5 tertiary hospitals in Seoul. The results showed that according to the canonical correlation analysis, the managing job design, nursing delivery system. nurse's age, career. and formalization were revealed as predicting variables of a nurses' job satisfaction and patients satisfaction among the five hospitals. Hospitals in which the team nursing method was used showed a higher score in nurses' job satisfaction and patient satisfaction than in hospitals which used the functional nursing model.

• 아동학회지
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• 제22권4호
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• pp.189-199
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• 2001

The purpose of this study was to explore the relationship between caregivers' characteristic variables and quality of child care and to investigate the magnitude of the association between variables and quality of child care according to children's age. The following factors were suggested as the caregivers' characteristic variables: Total years of caregiving experience, educational level, job satisfaction, amounts of turnover, time for commuting, salary, pay step, years of work in charge of current children, perception on the recommended caregiver/child ratio. The results of the study were as follows : First, it was found that caregivers' salary, total years of caregiving experience, pay step, perception on the recommended caregiver/child ratio, age, and amounts of in-service program were significant among caregivers' variables. Second, when the caregivers' characteristic variables were examined in terms of children's age respectively, the effects of teacher-related variables to influence the child-care quality were significantly different according to children's age group.

• 디자인학연구
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• 제16권3호
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• pp.51-58
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• 2003

개인 이미지를 결정하는데 큰 역할을 하는 것은 첫인상으로, 남성의 옷차림에서 상대방 눈 다음으로 시선이 바로 머무르는 곳은 바로 수트의 브이 존(v zone)이다. 따라서 남성의 이미지를 전달하는 데에 넥타이가 순간적으로 강한 영향력을 미치게 된다. 본 연구에서는 남성 이미지 표현에 중요한 역할을 담당하는 넥타이를 소재로 하여, 남성의 이미지를 몇 가지 요인으로 분류하고 이를 표현할 수 있는 넥타이의 디자인적 특징에 대하여 고찰하고 이를 설문조사를 통해 시각적으로 평가하였다. 그 결과, 남성의 이미지는 매력성과 능력성의 2개의 축으로 독특성, 사교성, 온유성, 주목성, 역동성/활동성, 신뢰성의 6가지 요인으로 분류하였으며, 각 이미지에 적합한 넥타이 디자인의 특징을 제시하였다. 또한 각 이미지를 분류된 6개의 직업군과 연결시킴으로써 직업군에 어울리는 넥타이 디자인의 특징을 제시하였다. 이상의 결과를 넥타이 판매에 활용한다던 소비자들은 쉽게 자신의 기호, 상황, 직업과 관련하여 적합한 이미지를 표현할 수 있는 넥타이를 선택한 수 있을 것이며 또한, 이를 통해 보다나은 이미지를 구축할 수 있을 것이다.

• 대한정형도수물리치료학회지
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• 제19권1호
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• pp.21-31
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• 2013

Background: The purpose of this survey is to determine the job and task satisfaction of physiotherapists. These are important factors because they are directly connected to both morale and work efficiency. Methods: Data was collected from March 9th, 2013 to April 15th, 2013 using self-administered questionnaires. First, Cronbach Alpha coefficient was used to evaluate date reliability. Further data analysis used mean and standard deviation to determine frequency and satisfaction for each characteristic. To determine the significance of job and task satisfaction, T-test and an analysis of variance were performed. Also, regression analysis was used to find out a relation between job satisfaction of physiotherapist and task satisfaction of orthopaedic physical therapy. Result: This survey includes results from 197 physiotherapists who engage in orthopaedic physical therapy from major, medium and small cities. The general characteristics of survey respondents include: 112 males (56.9%), 85 females (43.1%); 123 in their twenties (62.4%), 56 in their thirties (28.4%), and 18 over forty (9.1%); 156 had less than five years work experience in orthopaedics, 25 had six to ten years, and 16 had more than eleven years work experience. In the physiotherapist's job satisfaction survey (out of 5), males averaged 3.71 and females averaged 3.43. Individuals with less than five years in the career averaged 3.5, 3.69 for between 6 to 10 years in career, 3.87 for over 11 years in career; this showed a significant difference. Results of the sub-factors of job satisfaction were 3.81 for self-esteem and 3.21 for prospect of occupation. Results of task satisfaction in orthopaedic therapy showed a significant difference between 4.03 for males and 3.66 for females. For sub-factors of task satisfaction scores were 3.81 for vision, 4.29 for task adoption, and 3.57 for task recognition. Conclusion: Physiotherapists will be satisfied when their motivation to work and morale are increased by concerns such as improving the education environment, expert physiotherapist adoption issue, and medical law revision.

• 한국융합학회논문지
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• 제6권5호
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• pp.337-346
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• 2015

본 연구는 국내 일부종합병원에 근무하는 의무기록사들의 직무만족도 수준을 알아보고 직무만족도에 관련된 요인을 알아보고자 시도하였다. 조사대상은 서울시와 4개 광역시(인천, 대구, 광주, 대전)에 소재하고 있는 60개 종합병원에 근무하고 있는 의무기록사 428명을 대상으로 하였으며, 조사는 표준화된 자기기입식 설문조사에 의해 조사하였다. 연구결과, 조사대상자들의 직무만족도에는 월수입, 나이, 직위, BMI, 업무에 대한 만족도, 직업전환의사, 아침식사여부, 규칙적 운동여부, 응답자 본인의 사회적 위치 전망에 대한 인식이 유의한 관련성이 있는 것으로 나타났다. 특히 위계적 다중회귀분석결과 직업관련특성이 직무만족도와 관련성이 높은 것으로 나타났으며, 향후 의무기록사들의 직무만족도를 향상시키는데 있어 직업관련특성 변수들의 적절한 중재가 필요함을 시사하고 있다.

• 한국식품영양학회지
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• 제31권1호
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• pp.70-79
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• 2018

The purpose of this study was to obtain data on the contribution of job characteristics (work, autonomy, reward, community, fairness, value) towards job burnout (emotional exhaustion, cynicism), job engagement (vigor, dedication, absorption) and turnover intention in school foodservice employees. Typically, 594 school foodservice employees in the Busan area participated in our survey. Workload (${\beta}=-0.512$, p<0.001) had the highest negative influence on emotional exhaustion, whereas reward (${\beta}=-0.216$, p<0.001) and community (${\beta}=-0.214$, p<0.001) had the highest negative influence on cynicism. Community (${\beta}=0.305$, p<0.001) and workload p<0.001) had the highest positive influence on vigor. Community (${\beta}=0.261$, p<0.001) and (${\beta}=0.238$, p<0.001) had the highest positive influence on dedication. (${\beta}=0.287$, p<0.001) and community (${\beta}=0.224$, p<0.001) had the highest positive influence on absorption. Workload (${\beta}=-0.195$, p<0.001) and community (${\beta}=-0.182$, p<0.001) had the highest negative influence on turnover intention. Overall, the results show that job characteristics are very important factors affecting foodservice employee's burnout, engagement, and turnover intention. So should try to reduce the employees' workload and increase the rewards for them along with activating communication among each other.

• 한국치위생학회지
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• 제18권1호
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• pp.55-63
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• 2018

Objectives: The objective of this study is to investigate the relationship among professional self-concept, self-esteem and job satisfaction in the clinical dental hygienists and provide the basic data for the effective management of clinical dental hygienists. Methods: A self-reported questionnaire was filled out by 250 clinical dental hygienists in Seoul, Gyeonggi, Chungcheong, Jeolla, and Gyeongsang Provinces from February 1 to March 30, 2017. Data were analyzed using IMB SPSS/WIN 22.0 program. Professional self-concept, self-esteem and job satisfaction according to the general characteristics and job characteristics were analzyed by independent t-test, one way ANOVA and Tukey. The relationship among professional self-concept, self-esteem and job satisfaction was found by Pearson's correlation. Multiple regression analysis was used to find out the relationship among professional self-concept, self-esteem and job satisfaction in the clinical dental hygienist. The significance level was a=0.05. Results: Clinical dental hygienist's professional self-concept was 3.76 points, self-esteem was 3.08 points and job satisfaction was 3.35 points. In general characteristics, professional self-concept showed the significant differences by age (p=0.043), marital status (p=0.005), level of education (p=0.001), duration of clinical career (p=0.003) and economic level (p=0.001). Job satisfaction showed the significant differences by age (p=0.019) and level of education (p=0.024). In job related characteristic, professional self-concept showed the significant differences by working area (p=0.001), working intensity (p=0.011) and position (p=0.001), while job satisfaction showed the significant differences by working area (p=0.014) and working intensity (p=0.001). Influencing factors in the job satisfaction in the clinical dental hygienists were age, working intensity, self-esteem, and professional self-concept. The explanatory of the model was 29.0%. Conclusions: Professional self-concept, self-esteem and job satisfaction in the clinical dental hygienists are related. To improve job satisfaction of the clinical dental hygienists, program development and institutional support to improve self-esteem and professional self-concept are needed.