• International Journal of Internet, Broadcasting and Communication
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• 제12권4호
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• pp.156-165
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• 2020

We study empirically analyzed the final 216 copies of the responses from SME organization members in Seoul and Gyeonggi regions using statistical programs of SPSS24.0 and AMOS 24.0. In other words, the effect of job satisfaction on the organizational culture and job environment characteristics perceived by members of the organization, and the relationship between job satisfaction and job performance is shown as follows. First, the organizational culture of consensus, development, hierarchy, and rationality was statistically significant in job satisfaction. Therefore, the hypothetical one-man organizational culture was adopted by showing a positive (+) effect on job satisfaction. Second, job environment characteristics such as autonomy in job performance, compensation system, physical environment, and human environment had a positive effect on job satisfaction. That is, the job environment characteristics of hypothesis 2 were adopted as a positive (+) influence relationship on organizational satisfaction. Third, job satisfaction was expressed as a positive (+) influence relationship with job performance, so hypothesis 3 was adopted. As a result of this study, the higher the organizational member's perception of organizational culture and job environment characteristics is, the higher the job satisfaction is, and the improvement in job satisfaction is meaningful in that it provides theoretical and practical implications that indicate job performance.

• 대한간호학회지
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• 제28권2호
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• pp.431-440
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• 1998

The purposes of this study were to determine the factors that influence job satisfaction for ICU nurses and to analyze group differences in job satisfaction based on the nurses' preference and perception of the work environment with an enhanced professional role. A total of 231 nurses who had been working in Intensive Care Units at least for 6 months at selected university hospitals participated in the study while head nurses or those with administrative positions were excluded. The study participants had an average of 33 months of clinical experience with an age range of 23 to 40 years. The data were analyzed by utilizing SPSSWIN and the results are as follows. 1) Hierarchical multiple regression analysis showed that work characteristics defined by Job characteristics theory and nurses' preference / perception of ideal work environment together explained 33% of variance in job satisfaction. Skill variety, task identity and autonomy as well as individual perception of work environment were significant variables for explaining job satisfaction. Job satisfaction was not significantly related to age, marital status, education, and clinical experience. 2) The groups classified by nurses' preference and perception of work environment were significantly different in their job satisfaction. Nurses with high preference and high perception showed significantly higher general and specific job satisfaction than other nurses. The nurses who showed high preference but perceived their work environment as not reflecting ideal job characteristics reported the lowest job satisfaction among the groups. In conclusion, the role of individual preference and perception of the work environment in explaining the relationship between the redesign of work environment and job satisfaction was supported by the study, The preferences of nurses to the innovative work characteristics should be considered in the process of enhancing job characteristics to lead job satisfaction and low turnover and ultimately to improve quality of care.

• 간호행정학회지
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• 제22권3호
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• pp.292-302
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• 2016

Purpose: This study was done to build and verify a model of clinical nurses' turnover intention using organizational characteristics, job satisfaction and job embeddedness. Methods: The study participants were 389 hospital nurses. SPSS and AMOS 22.0 program were used to analyze the data and the modeling of turnover intention. Results: A total of 41% of turnover intention was explained by job satisfaction, job embeddedness and organizational characteristics. Nurses with higher job satisfaction and job embeddedness showed lower turnover intention, while organizational characteristics had an indirect effect on their turnover intention. It was found that organizational characteristics had positive effects on both job satisfaction and job embeddedness, and job embeddedness played a mediating role between organizational characteristics and turnover intention. Conclusion: To reduce nurses' turnover intention, hospitals' organizational characteristics should be considered. Nurse managers should strive to increase nurses' job satisfaction and job embeddedness through an understanding of the factors of organizational characteristics such as organizational fairness, nursing work environment, motivation, organizational citizenship behavior, and transformational leadership.

• 산경연구논집
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• 제13권7호
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• pp.1-6
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• 2022

Purpose: This study verified the influence of teachers' job characteristics on empowerment and job performance, and the mediating effect of empowerment in the relationship between job characteristics factors and job performance. Research design, data, and methodology: As a factor influencing human resources that influence organizational success or failure, job characteristics induce an important psychological state in organizational members, which affects individual motivation and job satisfaction, thereby achieving the goal of securing stable management and job security. In this study, a questionnaire survey of private academy instructors was conducted and reliability and factor analysis, and multiple regression analysis were used. Results: The purpose of this study was to understand the effect of the job characteristics of academy instructors on empowerment and job performance, and to verify whether empowerment plays a mediating role in the relationship between job characteristics and job performance. Conclusions: As a result of verifying Hypothesis 1, the educational environment, expertise, and social support of academy instructors all had a significant positive (+) effect on job performance. As a result of the verification of Hypothesis 2, empowerment greatly mediated the relationship between the educational environment, expertise, and job performance. However, empowerment did not mediate the relationship between social support for academy instructors and job performance.

• 대한안전경영과학회지
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• 제17권2호
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• pp.55-66
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• 2015

In the perspective of industrial health management, it is important for the employee to decrease their job stress, to improve their productivity and quality of labor. In this study, the job stress, and it's influence on PWI(Psychosocial Wellbeing Index) were investigated by the questionnaire survey of 138 industrial workers who had studied assistive technology in college. The contents of questionnaire consist of the demographic characteristics, job-related characteristics, job stress and psycho-social stress. We evaluated job stress by KOSS-SF(Korean Occupational Stress Scale-Sort Form) and psychosocial stress by PWI-SF(Psychosocial Well-being Index-Short Form). To analyze the results, we evaluated the exposure level of KOSS and PWI by demographic characteristics and job-related characteristics using significance tests. Also, we estimated the relationship among demographic characteristics, job-related characteristics, job stress and psychosocial stress, using correlation analysis. As a results, all workers were found to be in a group under the high risky stress. It showed that the scale index of female's job non-autonomy and pwi were much larger than those of male's. Therefore, to guarantee job autonomy of female workers should be more emphasized, to improve their working environment. Job type had significant relationships with many job stress category; physical environment, job demand, job instability and organization culture. Regarding pwi, the scale index of the workers who is in charge of the civil service such as contacting the disabled and the aged in person, were much larger than that of the other workers. Accordingly, the job stress management program including physical environment, job demand, job instability and organization culture, should be suggested, to decrease the stress of the workers in charge of the disabled and the elders service. The strongest predictors of pwi was organization system through maximum positive relations between organization system and pwi. Therefore, it indicates that improvement of organization system such as a fair merit rating, a manpower supply, demand plan and department cooperation is urgently needed to reduce pwi.

• 한국기록관리학회지
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• 제13권2호
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• pp.57-85
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• 2013

기록연구사들이 기록관리업무를 효율적으로 수행하기 위해서는 직무가 조직화되고, 직무환경에서는 동기가 부여되며 근무여건은 실제의 업무와 관련된 시스템을 갖추도록 하여야 한다. 기초자치단체 기록관 소속 기록연구사의 직무특성 및 직무환경을 조사하여 지방기록연구사의 업무 운영에 관한 문제점을 파악하고, 기록연구사들이 업무를 보다 효율적으로 수행할 수 있도록 하는 개선방안을 제시하고자 문헌조사를 통하여 기초자치단체의 개념, 기초자치단체 기록관 소속 기록연구사의 배치 현황 및 업무, 서울특별시 자치구청 소속 기록관의 현황과 업무에 대하여 조사하였다. 기록연구사들을 대상으로 직무특성요인, 직무환경요인, 근무여건 등의 항목으로 설문조사를 실시하였다. 조사 결과를 분석하여 도출한 문제점에 대한 개선방안으로는 기관장 및 상사와 동료의 기록관리에 대한 인식 개선, 교육에 대한 기관 차원의 지원, 기록관리업무를 담당할 인력충원 혹은 기록연구사가 담당하고 있는 업무분담의 필요성, 중앙기록물관리기관의 업무환경에 맞는 행정적 지원 등이 있다.

• 시큐리티연구
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• 제61호
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• pp.255-283
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• 2019

본 연구는 근무환경, 직무스트레스가 직무만족에 미치는 영향을 규명하기 위하여 2019년 8월 7일부터 8월 13일까지 약 7일 간 대전, 충남, 경기지역에서 근무하는 시설경비업 종사자 315명을 대상으로 설문조사를 실시하였으며, 총 315부의 자료 중 미응답 및 부적절한 응답을 제외한 293부의 자료를 최종적으로 수집하였다. 수집된 자료의 분석을 위하여 STATA 14.2통계 패키지 프로그램을 사용하였으며, 조사 대상자들의 분포비율을 알아보기 위해 빈도분석(frequency analysis)을 실시하였고, 설정된 주요 변인들에 관한 근무환경, 직무스트레스, 직무만족의 신뢰도분석(reliability analysis)과 상관분석(correlation analysis)을 실시하였다. 다음으로 인구통계학적 특성에 따른 근무환경, 직무스트레스, 직무만족요인의 차이를 검증하기 위해 t-test, 일원변량분석(One-way ANOVA)을 실시하였으며 그 결과는 다음과 같다. 인구통계학적 특성에 따른 근무환경, 직무스트레스, 직무만족인식에는 차이가 있었다. 세부적으로 근무환경 요인에서는 연령, 학력, 근무년수, 임금(월급여), 근무형태가 근무환경 인식에서 유의미한 차이를 나타냈다. 직무스트레스 요인에서는 연령, 학력, 임금(월급여), 근무형태가 직무스트레스 인식에서 유의미한 차이를 나타냈다. 직무만족 요인에서는 연령, 학력, 근무년수, 임금(월급여)이 직무만족 인식에 있어 유의미한 차이를 나타냈다. 또한 근무환경, 직무스트레스, 직무만족의 관계를 알아보기 위한 다중회귀분석 결과는 다음과 같다. 근무환경이 직무스트레스에 미치는 영향에서 관계갈등, 직무불안정은 부(-)적 관계를, 직무요구와 직무자율은 정(+)적인 영향을 미치는 것으로 나타났다. 직무스트레스가 직무만족에 미치는 영향에서 직무스트레스는 직무만족에 부(-)적인 영향을 미쳤으며, 관계갈등(동료 격려), 직무자율성이 있으면 직무만족이 높아지고, 직무요구와 직무불안정에 대한 인식이 증가하면 직무만족이 낮아지는 것으로 나타났다. 근무환경은 직무만족에 정(+)적인 영향을 미쳤으며, 직무환경, 근무촉진, 조직특성이 좋을수록 직무만족이 높은 것으로 나타났다. 이러한 연구결과에 따라 근무환경이 좋을수록 직무스트레스는 낮아지며, 직무스트레스가 낮을수록 직무만족이 높은 것으로 나타났다. 또한 근무환경이 좋을수록 직무만족이 높은 것으로 나타나, 근무환경의 개선을 통해 경비업 종사자들의 근무환경 개선이 직무스트레스를 감소시키고, 나아가 직무만족도를 향상시킬 수 있다는 실증적 연구결과를 검증하였다.

• 벤처혁신연구
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• 제5권4호
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• pp.41-56
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• 2022

본 연구는 최근 화두가 되고 있는 smart work 의 다양한 직무 특성이 직무 만족에 미치는 영향 관계를 실증적으로 분석하기 위해 이루어졌다. 이를 위해 smart work 환경하의 직무 특성을 직무 자율성, 직무 유연성, 직무 효율성으로 세분화하였다. 아울러 이러한 직무 특성이 직무 만족에 직접적인 영향을 미치기도 하지만 구성원의 학습 민첩성 역시 중요한 요인으로 작용할 것으로 사료되었다. 연구결과 직무 자율성, 직무 유연성, 직무 효율성 모두 직무 만족에 유의한 정(+)의 영향을 미쳤다. 학습민첩성의 경우 모든 경로에서 매개효과가 있는 것으로 나타났다. 본 연구 결과는 비대면 사회로의 진전에 따른 스마트 워크 직무 특성이 직무 만족에 미치는 영향 관계를 실증적으로 검정했다는 점에서 학술적인 의미가 있다.

• 한국콘텐츠학회논문지
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• 제15권8호
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• pp.408-415
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• 2015

본 연구는 방사선사의 직무특성 및 직무스트레스에 따른 직무만족도를 조사하여, 근무에 대한 만족도를 다각도로 살펴보고 현재 방사선사가 적절한 환경에서 근무를 하고 있으며 그에 합당한 대우를 받고 있는지 조사하였다. 병원에 근무하고 있는 방사선사 213명을 대상으로 일반적특성, 직무특성, 직무스트레스, 직무만족도를 포함한 총 105문항의 설문지를 통하여 자료를 수집하였다. 직무만족도는 심리적요인, 환경적요인, 구조적요인으로 구분하였으며, 직무스트레스는 물리환경, 직무요구, 직무자율성 결여, 관계갈등, 직무불안정, 조직체계, 보상부적절, 직장문화로 구분하였다. 30세 이상보다 30세 미만이, 보람이 낮은 사람보다 높은 사람이, 사명감이 낮은 사람보다 높은 사람이, 근무처가 지방보다 서울이, 병원의 규모가 커질수록, 이직의도가 있는 사람보다 없는 사람이, 직무불안정, 조직체계, 보상부적절, 직장문화, 물리환경이 높은 사람보다 낮은 사람이 직무만족도가 높았다. 이렇듯 방사선사에게 있어서 집단간의 직무만족도에 차이가 다르게 나타나므로 직무만족도에 영향을 미치는 원인들을 규명할 필요가 있다.

• 중환자간호학회지
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• 제9권2호
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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.