• 보건의료산업학회지
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• 제10권3호
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• pp.27-37
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• 2016

Objectives : This study was conducted to test the influence of job stress and calling on the organizational commitment of clinical nurses. Methods : 220 clinical nurses at two university hospitals in Busan were recruited. They were asked to complete a questionnaire, and 192 data sets were included in the statistical analysis. Results : The mean score of the clinical nurses' organizational commitment was 4.0. All subdomains of job stress and calling were found to have correlations with organizational commitment. The organizational system (t=-6.099, p<.001), lack of reward (t=-3.990, p<.001), purpose/meaningfulness (t=3.624, p<.001), and occupational climate (t=-3.581, p<.001) were revealed to have influences on the organizational commitment. The model was statistically significant, explaining 52.2% of the variance (F=47.808, p<.001). Conclusions : To help clinical nurses become committed to their organizations, administrators need to build fair and rational organizational systems, strengthen various types of rewards, and help nurses reconcile nursing and the meaning of their lives. In addition, every nurse should endeavor to change the nursing organizational climate which is based on vertical collectivism, to a rational climate.

• 간호행정학회지
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• 제9권1호
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• pp.19-30
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• 2003

Purpose : The concept of organizational socialization has been regarded as an abstract concept of organizational learning process and it has been used as strategy for the organizational goal attainment. New graduated nurses' organizational socialization has been a very important process for learning knowledge, skills and behaviors in hospital setting. This study was to analyze and clarify the meaning of the concept of Organizational Socialization. Method : This study use the process of Walker & Avant's concept analysis. Results : The critical attributes of organizational socialization were identified as : 1) Internalization of Value and belief of organization; 2) Learning of organizational rules and modes of living; 3) Improvement of job performance; 4) Maintenance of supportive relationship; 5) Formation of occupational identity. The antecedents of organizational socialization consist of those facts that 1) negative feeling of role; 2) difficulties of interpersonal relationship; 3) unskilled work performance. And the consequences of organizational socialization consist of those facts that 1) organizational commitment; 2) job satisfaction; 3) intention of leave work setting; 4) improvement of job performance; 5) improvement of decision making; 6) maintenance of supportive relationship. Conclusion : Through this concept analysis, the concept of organizational socialization is defined as internalization of value and belief of organization, learning of organizational rules and modes of living, improvement of job performance, maintenance of supportive relationship and formation of occupational identity.

• 한국콘텐츠학회논문지
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• 제20권8호
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• pp.466-479
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• 2020

본 연구는 사회적 농업에서 발달장애인의 일자리 가능성을 모색하여 창출방안을 도출하고자 하였다. 이를 위해 해외 사회적 농업 활동 중에서 발달장애인 대상 사례를 참조하였다. 그리고 국내의 사회적 농장 다섯 곳을 방문하여 관찰하고, 담당자를 인터뷰하였다. 연구내용은 발달장애인의 일자리로서 사회적 농업의 의미와 가능성을 파악하고 사회적 농업에서 지속가능한 발달장애인 일자리 창출방안을 탐색하였다. 연구결과, 국내의 사회적 농업은 초기단계 있으며, 발달장애인에 대한 치유와 돌봄 중심의 농업체험 중심의 활동이 대부분이었다. 향후 지속적인 농업교육과 활동을 통해서 발달장애인에게 적합한 농업 일자리로서의 가능성이 충분하다는 결론을 도출하였다. 이러한 결과를 바탕으로 본 연구에서는 사회적 농업 분야에서 발달장애인 일자리 창출모형을 제안하였다. 본 연구에서 제시하는 일자리 창출모형은 크게 치유중심의 체험형, 돌봄 중심의 보호작업형, 사회적 일자리 모형으로 구분하였고, 사회적 일자리 모형에 스마트 팜 모형과 식물공장 모형을 추가하였다.

• 기본간호학회지
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• 제3권2호
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• pp.259-271
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• 1996

This reserch has been done in order to improve quality of nursing and medical service. In order to improve those qualities the study has been done to know inpatient perception of kindness and meaning of kindness which patients receive from nurse and also what effect inpatient have when they experience kindness from nurse. The subjects were 454 people who admitted in K Hospital. Time period was from October to December 1995. This survey has been done by personal interview with a written questionnaire. Analysis of data has been done by $X^2-test$ and percentage. The results of the research may be summarized as follows. 1. The inpatients perception of kindness on nurse were explanation(26.8%), tolerance(16.3%), warm-heartedness(12.8%), interest(9.5%), ability(8.4%), confidence(6.4%), respect(4.0%), support(2.65%). 2. In order to find out general moaning of kindness, study classified by age, sex, education, job, experience of hospitalization, inpatient ward. As a result of $X^2-test$, no special meaning of kindness was presented in inpatient perception of kindness. 3. Contents kindness which inpatient experienced were, warm-heartedness(23%), understanding(18.1%), interest(17.8%), ability(12.8%), tolerance(5.7%), confidence(2.6%), 4. Over half of subjects(59.1%) answered stability to effect on kindness of Nurse. Next are self-confidence(7.9%), respect(5.3%), confidence(4.6%), warm-heartedness(3.5%), understanding(2.6%). According to above results inpatient feels that meaning of kindness were explanation, tolerance, warm-heartedness. This meaning has no distinctive difference other than consistent meaning. Likewise, inpatient experience about contents of kindness is similar to meaning of kindness. As a result of this research, which show that kindness of nurse gives patient stability, respect and confidence, we would kindness is important for recovery of inpatient. Therefore, this research outcome could be able to help to improve quality of nursing and medical service.

• 한국산학기술학회논문지
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• 제13권2호
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• pp.654-659
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• 2012

본 논문은 중소기업에서 근무하는 근로자를 대상으로 직무만족도의 관계를 파악하고, 직무만족도의 관계에서 교육훈련성과가 매개하는지를 검증하여 중소기업 남성 근로자의 복지의 질을 향상하기 위한 정책적 기초자료를 제공하는 데 연구의 목적을 두었다. 중소기업 교육훈련의 하위영역인 효율성, 적합성, 우호성, 명확성과 교육훈련의 성과와 직무만족도의 하위 영역인 산업복지, 업무만족수준, 조직관리 및 후생복지, 이직태도 등과 밀접한 상관관계가 있으므로 교육훈련의 하위 변인들을 적절히 조절함으로써 업무의 효율성을 극대화 할 수 있다. 또한 논 연구는 중소기업 근로자들을 대상으로 교육훈련과 직무만족도의 관계에 있어서 교육훈련성과의 매개효과를 밝히는 데 연구의 의의가 있다. 그리고 중소기업 근로자들의 교육훈련요인과 직무만족도, 교육훈련성과의 매개를 기초로 정책적 함의 및 제언을 하였다는 데 그 의의를 찾을 수 있다.

• 간호행정학회지
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• 제8권1호
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• pp.137-150
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• 2002

Today, environments of healthcare and hospital organizations are changing very rapidly. In response to these rapid and uncontrollable changes, organizational members should be required to be empowered, because empowerment makes feelings of powerlessness and frustration reduce and leads to work performance such as Job satisfaction and Organizational commitment. The term 'Empowerment' is frequently used in recent, but there is a lack of study. In nursing administration, studies are also few. Empowerment is defined here as a cognitive, continuous and active process which empower intrinsic work motivation to members. This study takes empowerment as a construct composed of four factors-meaning, competence, self-determination, impact. 1. The purpose is to analyze the relationship of empowerment with job - satisfaction and organizational commitment perceived by nurses. 2. The method : Data were collected from 334 nurses in 2-hospital and gathered during the period 20days from September 11 to September 30, 2000 and ANOVA, Pearson's correlaton etc are conducted for this study. 3. The results were as follows: 1) In characteristics of subjects, age and the period of duty were significantly different in empowerment (p<0.001). Educational background, marriage and motivation to be nurse were different in empowerment(p<0.05). 2) Empowerment degree perceived by nurses was 55.52. 3) Empowerment was related with job satisfaction (p<0.001) but was not related with organizational commitment. 4. Conclusion : The above result was different from other empowerment studys which empowerment is related with job satisfaction and organizational commitment. The study on empowerment is important in the aspect of strategies for increasement of work performance. For the proper tool in nursing practice, we study empowerment in various aspects and the further studys for the relationship of empowerment with organizational commitment are needed.

• 지역사회간호학회지
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• 제15권3호
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• pp.376-384
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• 2004

Purpose: The CHP program has been evaluated as one of the most successful program in the public health area in Korea. The objects of this study were as follows: 1) to evaluate the job activities of the CHP program, using service contents analysis. 2) to figure out personal factors and the outcome of CHP's activities. Method: Data were collected by sending questionnaires to 130 subjects through the mail from May to December 2003. The response rate was 48.0%. The Data were analyzed by the SPSS WIN program with t test and Pearson correlation coefficient. In using these methods. independent variables are CHP's personal factors (age, experience, certification of specialty) and regional factors (geographical classification, aged population, village workers, cooperation of community leaders, work-conditions), and a dependent variable is the outcome of CHP's job activities. Result: The results of t test analysis show that regional differences between factors are influential in the welfare service, the routine job, and the consultation. As a whole, this is shown that CHPs represent experience, the number of village workers and CHPs living condition of work and most of the categories of jobs that influenced over statistical meaning of differences (t=2.417, p=1.043, t=6.123, p=.004, t=4.309, p=.000). There is a significant positive relation between the routine job and the consultation(r=.455, p=.000), the consultation and the education(r=.461, p=.000). Conclusion: Finally, according to the results of this study, the CHP program should be developed and continue to meet the basic health care needs of the residents in accordance with the philosophy of their own primary health care.

• 사회복지연구
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• 제49권4호
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• pp.131-157
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• 2018

사회복지사가 국민 행복을 증진하는 역할을 수행함에 있어서 경험하는 스스로의 행복은 상대적으로 간과되어 왔다. 가치중심적 전문직인 사회복지사가 느끼는 궁극적인 가치와 의미의 유데모니아적 행복의 중요성에도 불구하고, 기존에는 주로 소진과 같은 부정적 측면이나 즐거움 같은 헤도니아적 행복이 주로 다루어져 왔다. 행복은 헤도니아와 유데모니아가 함께 충족되어야 하는 개념으로 사회복지사가 경험하는 두 차원의 직무만족을 모두 이해할 필요가 있다. 이에 본 연구는 한국어판 전반적 헤도니아-유데모니아 직무만족(K-GHEJS) 척도를 사용한 '사회복지사의 유데모니아' 자료를 분석하여 사회복지사 376명의 헤도니아 및 유데모니아적 직무만족과 이에 영향을 미치는 요인에 대해 조사하였다. 조사 결과, 소득이 높을수록, 교육수준이 높을수록, 업무량이 작을수록 헤도니아가 높아졌으나, 유데모니아와는 통계적 관련성이 없는 것이 차별점으로 발견되었다. 본 연구 결과를 바탕으로 사회복지직의 헤도니아와 유데모니아적 직무만족 특성에 대해 논의하였다.

• 한국콘텐츠학회논문지
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• 제14권9호
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• pp.598-612
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• 2014

이 연구는 기업교육 방법의 하나로 실시된 H금융기관 연수원 액션러닝 프로그램에 참여한 성인학습자를 대상으로 액션러닝 프로그램에 대한 경험 의미를 탐색하기 위한 것이다. 연구목적은 액션러닝 프로그램이 학습에 참여한 학습자들의 학습동기 증진과 직무문제해결능력 향상과 액션러닝 프로그램 구성요소 중 학습동기 증진과 직무문제해결능력 향상에 영향을 미치는 핵심 요소를 탐색하는 것이다. 연구방법은 액션러닝 프로그램에 참여한 학습자 9명을 대상으로 학습동기, 직무문제해결능력, 액션러닝의 구성요소관련 중심 질문 3개와 하위질문 15개를 구성한 후 포커스그룹 인터뷰(F.G.I)를 실시하였다. 연구결과, 액션러닝프로그램은 주의집중과 직무관련성이 연계하여 학습동기가 향상되고, 학습 팀 구성 정도가 학습동기 향상의 핵심 요소로 나타났다. 또한 대안개발과 계획/실행을 통하여 참여자의 직무문제해결능력 향상에 영향을 미치는 것으로 나타났고, 스폰서의 관심과 지지가 직무문제해결능력 향상의 핵심 요소로 탐색되었다. 결론적으로 기업의 직무교육활동에서 액션러닝프로그램은 참여자의 학습동기를 향상시킴으로, 직무교육 참여자의 직무문제해결능력 향상을 위해서는 프로그램 운영 시 주의집중과 직무관련성 강화 그리고 액션러닝 프로그램 구성 요소 중 적절한 학습 팀 구성에 관심과 주의를 기울여할 것이다. 이와 함께 계획/실행력을 증진시키기 위해서는 스폰서가 참여자의 문제인식을 파악하고 이들에 대한 지속적 관심과 지지가 필요하다.

• 가정과삶의질연구
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• 제23권1호
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• pp.31-39
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• 2005

This study was conducted to examine the meaning and motivation for family leisure activities, and to analyze how the family's attitude and motivation affect the satisfaction over family leisure activities. The participants of this study were sixty-five married couples who were living in Seoul. Sata were analyzed by frequency, mean, ANOVA, T-Test, and Duncan test. The major results of this research were as follows; first, there were statistically significant differences in the meanings the families attributed to, and motivations for, family leisure activities according to social-demographic characteristics (gender, age, education, job, and income and debt levels). Second, satisfaction over family leisure activities was affected by their meanings and motivations. The participants who participated voluntarily in family activities as 'leisure activities' showed a higher level of satisfaction.