• 한국콘텐츠학회논문지
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• 제18권9호
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• pp.217-230
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• 2018

제조업의 기술고도화에 따라 생산직 근무자들에게 요구되는 직무역량은 과거의 숙련도 중심에서 전문기술과 지식으로까지 확대되고 있어 인력과 역량 관리에 대한 패러다임이 변해야 경쟁력 유지와 안정적인 조직 운용이 가능한 상황이다. 다양한 분야에서 직무역량이 직무만족에 긍정적인 영향을 미친다는 연구 결과가 존재하지만 제조업 생산직 근무자들의 직무역량에 대한 연구자들의 시각은 숙련도에 국한되어 왔으며 이에 따라 생산직 근무자들의 확장된 직무역량에 대한 연구가 필요한 상황이다. 이에 본 연구에서는 제조 환경의 변화가 빠른 S기업의 가전제품 조립 공장의 생산직 근무자들을 대상으로 직무지식과 숙련도가 이직 의도에 미치는 영향과 직무만족의 매개효과를 실증 분석하였다. 분석 결과 생산직 근무자들의 직무지식, 숙련도는 직무만족에 긍정적인 영향을 주고 직무만족은 이직의도에 영향을 주는 것으로 확인되었다. 이는 최근 변화된 제조업 생산 조직의 역할을 배경으로 그 구성원들의 직무지식과 이직의도와의 관계를 측정함으로써 제조 근무자들의 직무역량 관리에 대한 기초 자료를 제공하는데 의의가 있다.

• 한국조리학회지
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• 제14권3호
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• pp.223-237
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• 2008

The purpose of this study is to investigate the effects of employees' psychological empowerment on job satisfaction, organizational commitment and the intention of changing an occupation, and then to suggest the ideal ways to improve productivity through human resource management and to get competitive advantages for efficient management. In order to achieve the purpose of this study, we performed both literature review and empirical research. There are conclusions to investigate psychological empowerment about employees in family restaurants. First, self-determination ability, competence and the influential power of which components of empowerment employees perceived affect job satisfaction significantly. In other words, empowered people feel job satisfaction and commit to their organizations. In the relation between empowerment and organizational commitment, influential power and roles affect them significantly, but self-determination ability and the meaning do not. Next, job satisfaction significantly affects organizational commitment and the intention of changing jobs, but organizational commitment doesn't affect the intention of changing jobs significantly. Finally, we suggest some implications about the management of family restaurants based on the results of this study.

• 대한물리의학회지
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• 제5권2호
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• pp.183-192
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• 2010

Purpose : This study purposes to suggest some basic data for the efficiency of a hospital management by drawing out the efficient ways to manage manpower to professionalism of rehabilitation service. Methods : The study used the questionnaire written by respondents themselves, and conducted the regression analysis on the relationships among the job characteristics, the empowerment and organizational commitment. Rusults : Among job characteristics, the wage was the influential factor on the empowerment(psychological, structural), and the specialty physical therapist license was the factor affecting on the psychological empowerment. Among the psychological empowerment factors, the higher meaning of his/her existence, the lower self-decision level, the higher structural empowerment are, the higher organizational commitment was. Conclusion : There were not identified any significant job characteristics influencing on the organizational commitment. Among the structural empowerment factors, the apply of job performance was the largest factor affecting on the organizational commitment.

• 복식문화연구
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• 제24권2호
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• pp.198-217
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• 2016

This study analyzed the effects of organizational culture on psychological empowerment and organization efficiency, and the effects of psychological empowerment on organization efficiency in fashion companies. In addition, this study analyzed the differences between organizational culture, psychological empowerment and organization efficiency across demographic characteristics. The survey was conducted among employees of fashion companies, and 320 responses were used in the data analysis. As a result, the group culture and innovative culture in fashion companies positively influenced the competence and meaning of psychological empowerment. An innovative culture and rational culture positively influenced the self-determination, and the group culture and rational culture positively influenced the impact of psychological empowerment. The group culture, innovative culture, and rational culture of fashion companies positively influenced job satisfaction, and the group culture, innovative culture, and hierarchical culture positively influenced job commitment. The group culture and innovative culture negatively influenced the turnover intention, but the hierarchical culture positively influenced the turnover intention. In addition, the psychological empowerment (competence, self-determination, impact, and meaning) positively influenced job satisfaction, and the competence, self-determination, and impact positively influenced job commitment. Competence negatively influenced the turnover intention, but the impact positively influenced the turnover intention. There was a difference in the group culture and turnover intention by ages, as well as a difference in the hierarchical culture and self-determination by work departments. The results of this study will be helpful for the establishment of the management and business strategies in fashion companies.

• 가족자원경영과 정책
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• 제4권1호
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• pp.59-68
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• 2000

Everyone lives in a home. We pursue happiness and the meaning of life through home life or family life. Home life, therefore, has an important meaning in the whole life, But home life can be sustained only through housework and wage labor. All human activities can be divided into two kinds of activities. The one has intrinsic value, the other has extrinsic value. Housework belongs to the activity with intrinsic value, but wage labor belongs to the activity with extrinsic value. In view of home life, housework has primary meaning, and wage labor has subsidiary meaning. In other words, wage labor is only means of home life. We mush not forget that important fact. But we cannot help thinking that nowadays people consider wage labor itself as an aim of life. It is said that we are achieving self-actualization through wage labor, but it is not ture. To tell the truth, most of us are experiencing self-alienation in job. We must recover the legitimate relation between housework and wage labor. Wage labor is means of home life, therefore it is on the extension line of housework. If we achieve happiness through home life, we must recognize that wage labor is only means of home life, not an end in itself.

• 치위생과학회지
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• 제20권3호
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• pp.163-170
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• 2020

Background: Job satisfaction of dental hygienists has been discussed continuously in dental hygiene research. It has been the most representative performance variable in dental and human resource management. However, in quantitative research, most of the studies have analyzed the causal relationship with variables related to dental hygienists' job satisfaction. The existing qualitative research contains only the studies that targeted dental hygienists with an experience of more than 10 years. The present study aimed to understand and to characterize the job satisfaction of dental hygienists with an experience of 2 to 10 years and to compare it with the qualitative research on dental hygienists with an experience of 10 or more years. Methods: An in-depth interview of dental hygienists with 2 to 10 years of experience working in 10 dental clinics was conducted. For data analysis, Giorgi's analysis method was used. Results: After analyzing the meaning of job satisfaction of dental hygienists, 180 semantic words and 19 subcategories were derived. The results of the interview were categorized into for central meanings: recognition and rewards, work experience and ability improvement, occupational characteristics, and work characteristics. Recognition and rewards included workplace recognition, patient recognition, self-effort and recognition, and the feeling of being rewarded. Work experience and ability improvement included various work experiences and factors relates to improving the work ability. Occupational characteristics included professional job, interest and persistence, job extensibility, and no burden of employment. Work characteristics included working conditions and separation of work and private life. Conclusion: The development of tools to measure the level of dental hygienists' job satisfaction after long-term service and to conduct follow-up research regarding ways and effects to improve job satisfaction is needed.

• 대한간호학회지
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• 제33권2호
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• pp.179-188
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• 2003

Purpose: This study was designed to create the job description of Korean transplantation nurse practitioner and examine performance frequencies, criticality, and difficulties of task elements. Method: The sample consisted of 63 nurses and coordinators who performed duties related to transplantation at medical center in Korea. A survey method was used, and the questionnaire included frequencies, criticality, and difficulties of task elements in job description by the DACUM method. Using SPSS WIN 10.0, descriptive statistics such as frequency distribution, means, and standard deviations were conducted to examine the subject's general characteristics, the frequencies, criticality, and difficulties of task performance. Result: The job description of transplantation nurse practitioners revealed 5 duties, 22 tasks, and 85 task elements. On the all five duties, the averages of the performance frequency, criticality, and difficulty were 2.41, 3.38, and 2.78, meaning that the respondents rarely perform the 5 duties, but consider them critical and easy to perform. Conclusion: The job description of the transplantation nurse practitioner included duty, task, and task element and definition of job completed. Thus we recommended a data based trial to confirm and validate the information gathered.

• 한국콘텐츠학회논문지
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• 제10권9호
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• pp.293-301
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• 2010

본 연구는 재활의학과가 있는 병원에서 직접 재활치료를 제공하는 물리치료사들이 인지하는 임파워먼트가 직무몰입 및 조직몰입에 미치는 영향을 분석하여 효율적인 인력관리방안을 도출하여 병원경영의 효율화를 위한 기초자료를 제공하는데 그 목적이 있다. 연구 결과 첫째, 임파워먼트는 3.37점이었다. 둘째, 연구 대상자의 직무몰입도는 3.39점이었고 조직몰입도는 3.37점이었다. 셋째, 연구 대상자는 심리적 임파워먼트의 의미성과 영향력이 높을수록, 구조적 임파워먼트의 발전기회 자원지원 정보제공의 인지정도가 높을수록 직무몰입도와 조직몰입도가 높은 것을 알 수 있었다.

• 인터넷정보학회논문지
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• 제18권5호
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• pp.103-112
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• 2017

Work engagement and job burnout are crucial problems in Korea, particularly in the business environment, and they also indicate people's motivation. Online-based teams in e-business also have these issues. Especially the role of the leader in this new type of teams is more crucial for members' motivation, behavior, and performance. Contingency leadership theories posit that different situations need different traits or behaviors of a leader. For an online-based team, which is internet-based team in e-business, a leader should use specific communication strategies to enhance a team's performance and members' motivation. In an online-based team and an offline-based team, the ways in which leaders motivate members will be different. This paper suggests particular communicative strategies for leaders of online situations. Online-based team members communicate using mobile phones or IT tools, and leaders mayinfluences members in virtual meetings. Moreover, online-based leadership needs to be more entrepreneurial and risk encouraging, and less conservative than offline-based leadership. In addition, online-based leadership should be energetic, decisive, adaptable, and inspiring, and furtherutilize communication tools such as being more gregarious/talkative, assertiveness, linguistic diversity and affect. This paper explains the roles of communicative elements such as coordination, expression, direction-giving/uncertainty reduction, empathy, meaning-making, satisfaction, and competence to decrease job burnout and to increase work engagement. The purpose of this study is to suggest communication strategies' differentiated influences on work engagement and job burnout in an online-based team.

• 가정과삶의질연구
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• 제22권5호
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• pp.29-45
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• 2004

This ethnographic case-study explores the interpretation and behavior in job considering among full-time housewives. The participants of this study are eleven middle class full-time housewives in their thirties and forties. In-depth interviews based on an unstructured Questionnaire were conducted for this study. Findings are as follows: Six full-time housewives tend to think their full-time housewife-lives more convenient, something unable to substitute and more profitable compared to the counter partner's lives. But they are classified into two groups according to the satisfaction for full-time housewife life. One group has found out more positive meaning in their life but the other group has not yet and they are doubtful about real life and other opportunity. In Contrast, other five full-time housewives tend to interpret employment as a more productive source to secure family resource for their children's education and repay the loan used to buy larger apartment. And the job is considered to confirm her own individuality and the feeling for the social entity as a competent social entity. But two of them who have never been employed do not try to get a job as a new identity alternative. And the various elements like household income, job experience, health, children's age and husband's attitude to his wife's employment etc. are defined to influence the interpretation and the job considering behavior among full-time housewives.