• 제목/요약/키워드: Job Leaving Attitude

검색결과 5건 처리시간 0.019초

방사선사의 직무만족도에 영향을 미치는 융복합요인 (Convergence factor Influencing Job Satisfaction of Radiographer)

  • 이미화
    • 디지털융복합연구
    • /
    • 제13권8호
    • /
    • pp.357-368
    • /
    • 2015
  • 대한방사선사협회에 등록이 되었고 현재 근무를 하는 방사선사 213명을 대상으로 방사선사의 직무만족도를 높이기 위한 융복합요인과 직무스트레스를 낮추기 위한 기초자료로 제공하고자 하였다. 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. 심리적요인은 학력이 높을수록, 근무처가 서울에 있는 경우, 사명감을 많이 느끼는 경우, 이직의도가 없는 경우 직무불안정의 스트레스가 낮을수록 직무만족도가 높았다. 환경적요인은 급여가 낮은 그룹이 직무만족도가 높았다. 구조적요인은 사명감이 높을수록, 이직의도가 없는 경우, 조직체계 및 보상 부적절, 직장문화에 대한 스트레스가 낮을수록 직무만족도가 높았다. 전체 만족도는 사명감이 높을수록, 이직의도가 없는 사람, 보상부적절, 직장문화에 대한 스트레스가 높을수록 직무만족도가 낮았다. 방사선사의 안정적인 일자리 제공과 적절한 보상 및 조직문화에 관련된 제도가 필요하다.

치과위생사의 이직관련 요인 (Relative factors intent to leave for dental hygienists)

  • 고은정;조영하;윤희숙
    • 한국치위생학회지
    • /
    • 제9권4호
    • /
    • pp.644-658
    • /
    • 2009
  • Objectives : This study was to find out the status of job satisfaction and intent to leave the job for dental hygienists, and those factors affecting their intent to leave, so as to prevent dental hygienists from leaving their jobs in advance, and to strive for extending the life span of the job, contributing to improve dental care services provided by dental hygienists. Methods : The data were collected from 280 dental hygienists working in dental clinics or hospitals in Busan and Gyeongnam area by using a structured and self-administered questionnaire through mail, from February 1 to March 15, 2009, and were analyzed by using SPSS WIN 14.0 program. Results : First, It was the most prevalent for the dental hygienists surveyed to be between 100 to 149 thousand won in the level of monthly as 42.3%, and to be the assistance of dental examination and treatment for main duty as 62.5%. Leaving job was experience by 51.6% of the subjects, with work condition as the most common reason for 32.2%. Second, the degree of job satisfaction was 3.4 points overall in the score of 5 point Likert's scale on the average, showing affirmative level above the average, and significantly different according to certain characteristics such as age, education level, total years of work career, years of work career in the current job, monthly salary level, whether to provide monthly paid leave, and the number of patients treated per day. It also was significantly correlated with some structural factors and variables consisting attitude and value, including equity in pay(r=0.612), job perception as dental hygienist(r=0.573), work environment(r=0.552), self growth(r=0.531), affirmative attitude(r=0.421), and so on. Third, the mean score of intent to leave was 2.73 overall and lower than the average, showing significant relationship with some characteristics, such as age, marital status, education level, total years of work career, years of work career in the current job, monthly salary level, whether to provide monthly paid leave, and the number of patients treated per day. Intent to leave also showed the highest correlation with job satisfaction(r=-0.708), followed by equity in pay(r=-0.482), self growth (r=-0.453), job perception as dental hygienist(r=-0.392), work environment(r=-0.362), etc. Forth, job satisfaction was significantly influenced by some factors including equity in pay, followed by job perception as dental hygienist, relationship with fellow colleagues, affirmative attitude and work environment, and so on. Fifth, the intent to leave was significantly affected not only by job satisfaction but also by some structural factors including equity in pay, self growth and job perception as dental hygienist. Conclusions : The above results showed that the equity in pay was the most important factor for the intent to leave the job as well as job satisfaction among dental hygienists, thus suggesting that systematic measures should be provided to improve the job satisfaction to prevent economic loss due to leaving job frequently, and to provide pertinent reward system as a profession to enhance the motivation for accomplishment on job for dental hygienists.

  • PDF

종합병원 직원의 직렬별 직무만족도, 조직애착도 및 이직의도에 영향을 미치는 요인 (Factors Affecting Job Satisfaction, Organizational Attachment and Job Leaving Attitude of General Hospital Employees by Job Category)

  • 임영아;김건엽;최세묵
    • 한국산학기술학회논문지
    • /
    • 제13권8호
    • /
    • pp.3586-3596
    • /
    • 2012
  • 본 연구는 종합병원에서 근무하는 직원들의 직렬별 직무만족도, 조직애착도 및 이직의도에 영향을 미치는 요인을 밝혀내기 위한 것이다. 연구자료는 대전지역에 위치한 종합병원에 근무하고 있는 간호사, 의료지원직, 행정직을 대상으로 2008년 8월 15일부터 약 20일에 걸쳐 종합병원 근무자 360명을 대상으로 자기기입식 설문조사에 의해 자료를 수집하였다. 결과를 보면 간호직은 직무만족도나 조직애착도는 높으나 외부취업기회로 이직의도가 높은 것을 알 수 있고, 의료지원직은 직무만족도나 조직애착도에 비해 이직의도는 낮으나 외부취업기회, 직무량으로 인해 이직의도가 있는 것을 알 수 있다. 행정직은 직무만족도가 가장 낮고 조직애착도는 가장 높은 부서이며 직원들의 부정적 심성으로 인해 이직의도 역시 가장 높은 것으로 나타났다. 이런 결과를 잘 활용하여 동기부여 전략을 사용한다면 이직을 줄이고 병원관리에도 기여할 것으로 기대된다.

우리나라 단독가구의 실태에 관한 소고 (A Study on One Person Households in Korea)

  • 배화옥
    • 한국인구학
    • /
    • 제16권2호
    • /
    • pp.125-139
    • /
    • 1993
  • Korea has successfully achieved a lowered fertility level owing to the strong population control policy and effective family planning program. Along with fertility decline and decreased number of children in family, average number of household members has decreased and nontraditional households such as one person household and households composed of unrelated individuals have prolifirated, even though the absolute number of them are found minimal in Korea. However in recent years several data and survey results suggest that one person households are gradually in the increasing trend. The study aimed at investigating the real state of one person households in Korea and next analyzing the proportional distribution of one person households by a few socioeconomic characteristics, thus providing basic for eatablishing far-singhted population and social welfare policy in the future. Korea has experienced high growth rate of economy through government-led development plans starting from the 1960s. During the past three decades, Korea has shifted from the agricultural state to the industrialized one. In compliance with the economic growth, urbanization and industrialization have brought about rural-to-urban migration and a great bulk of young population migrated to urban areas, who are seeking for educational and job opportunities. Korean society has also been under drastic change in every aspect of life involving norms, tradition, and attitude, etc. Therefore, in spite of the prejudice on 'living alone' still remaining, young people gradually leave parents and home, and further form nontraditional households in urban areas. Current increase in the number of one person households is partly attributable to the increase in high female educational attainment and female participation in economic activities. As the industrial structure in Korea changes from primary into secondary and tertiary industries, job opportunities for service/sales and manufacturing are opened to young female labor force in the process of industrialization. Contrary to the formation of one person households by young people, the aged single households are composed when children in family leave one by one because of marriage, education, employment. In particular, a higher proportion of aged female single households occur in rural areas due to the mortality difference by sex. Based on the data released form the 1990 Population and Housing Census and National Fertility and Family Health Survey in 1985 and 1991, the study tried to examine the state of one person households in Korea. According to Census data, the number of one person households increased to 1, 021, 000 in 1990, comprising 9.0 percent of total households. And the survey reveal that among total 11, 540 households, 8.0 percent, 923 households, are composed of one person households. Generally, the proportion of female single households is greater than that of male ones, and a big proportion of one person households is concentrated in the 25-34 age bracket in urban areas and 65 years and more in rural areas. It is shown than one person householders in urban areas have higher educational attainment with 59.2 percent high schooling and over in 1991, Job seeking proved to be the main reason for leaving home and forming one person households. The number of young female single households with higher education and economic self-reliance are found nil and the study did not allow to analyze the causal realtionship between female education and employment and one person household formation. However more research and deep analysis on the causal facors on one person household formation using statistical method are believed to be necessary.

  • PDF

미숙아 어머니의 퇴원교육 프로그램 강화활동 (Discharge education reinforcement activities for mother of premature infants)

  • 이희정;설현아;이경남;서경옥;문수미;김기휘
    • 한국의료질향상학회지
    • /
    • 제20권1호
    • /
    • pp.76-88
    • /
    • 2014
  • Objectives: Parents of a premature baby feel a pressure on their baby's growth and they are highly in need for proper education. However, the lack of proper education can cause the difficulty of follow-up care and rehospitalization. Currently, methods of education among each nurse are based on verbal explanation and can be often different. Therfore, it is true that the psychological burden is great during education. Hence, by enforcing discharge education activities, we intend to provide information; induce participation of parents; promote the level of performance; standardize education program; and increase the job satisfaction of nurses. Methods: NICU conducted a questionnaire survey of the demand and satisfaction for discharge education among mothers that left hospital. And before and after the improvement activity, the satisfaction level of mothers and nurses were studied, and rehospitalization rate were analyzed. Results 1)The survey results of the satisfaction level of mothers towards education program as followes: The level of understanding of content, general babysitting, special situation, education method, and educator attitude showed statistically significant increase. 2)The survey results of the satisfaction level of nurses towards education program as followes: While, the need for education program decreased, the adequacy of education content and method, consistency of education, understanding of learner, and learner's performance increased. All the factors except for the need for education program and the adequacy of education content showed statistically significant difference. 3)Rehospitalization rate of premature babies decreased. According to analysis of the cause of rehospitalization, breast-feeding related apnea turned out to be the highest. Conclusion: Through QI, satisfaction of mothers and nurses improved more than 10%. And rehospitalization rate of premature babies decreased by the same amount as well. Therefore, with the help of the standardized discharge education program, mothers who is not easy to take care of after leaving hospital can be seen to significantly affect their healthy growth and development.