• 대한물리치료과학회지
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• 제9권4호
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• pp.73-81
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• 2002

The purpose of this study was to investigate factors affecting physical therapist's job satisfaction at public health center. The data were collected from May 10 to 12, 2002 and 117 valid questionnaires were obtained and analyzed. They were analyzed by the percent, frequency, t-test, one-way ANOVA and Pearson correlation coefficiency. The results of the study were as follows: 1. The average marks by their job satisfaction factors indicated 3.56 for identity guarantee, 3.20 for administration, 2.78 for duty volume, 2.53 for relation with colleague. 2. There was statistically a difference of the education degree in relation with colleague. 3. There were statistically a difference of the age, total career, grade in rank, the number of colleague in identity guarantee. 4. No statistical significance were observed with the factors of incumbent satisfaction, duty volume, flexibility at work, administration.

• 성인간호학회지
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• 제14권4호
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• pp.581-590
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• 2002

Purpose: The purpose of this correlational study was to identify relationships among job stress, health beliefs and health behaviors of aircrews and contributing factors to aircrew's health promoting behaviors. Method: Two-hundred twenty-four aircrew members completed questionnaires. The questionnaires were composed of a demographic form, health behavior scale, self-efficacy scale, perceived benefit scale, perceived barrier scale, job demand scale, and latitude scale. Result: The subject's health behavior has shown significant correlations with self-efficacy, benefit, and barrier. Significant negative correlations were found between job stress and self-efficacy. Relationships between job stress and barriers were also statistically significant. In demographic features, statistically significant difference were found between subject's rank and job stress score. Also, there was a significant difference between health behavior and the subject's age. Conclusion: Future efforts should focus on the development of a program to consider aircrew's perceived benefits, perceived barriers and self-efficacy to the compliance of health promoting behaviors.

• 한국식생활문화학회지
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• 제20권6호
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• pp.688-694
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• 2005

The objective of this study is to identify factors affecting the job satisfaction of cook(n= 173) employed in school food service and to propose a plan to improve school foodservice quality. The subjects were cook employed by school in Chungchon province, Gwangju area. The average of cook's job satisfaction was 3.06, the rank factor for nature of work(4.25). the co-workers(3.28), the organic environment(3.17), promotion welfare payment(2.31), the physical environment(2.29) shown respectively. The highest satisfaction with nature of work and organic environment was indicated in the areas of the group of higher age, and cooks who received college education showed significantly lower job satisfaction in physical environment. The highest satisfaction for promotion welfare payment, and physical environment shown in the group of higher length of service who receive higher wages. The groups of regular job shown higher result in the nature of work(3.46>2.94), organic environment(3.46>2.94), promotion welfare payment(2.88>1.94) comparing to irregular job. It is necessary to elevate cook's low satisfaction for improving their work efficiency and the quality of elementary school foodservice.

• 한국보건간호학회지
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• 제9권1호
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• pp.1-16
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• 1995

The purpose of this study was to find out and analyze the satisfaction degree related to job by general characteristics, satisfaction factors. This survey was based on the questionnaire method. The sample consisted of 51 noncommissioned officers, 72 administrative officers and 160 nurse officers from army hospitals. The data were collected from March 14 to April 18, 1994 and statistically analysed by percentage, mean and $x^2$ test. Factors of job satisfaction consist of 6 categories; job pristige, interaction, autonomy, task requirements, pay, and organizational requirements. The overall job satisfaction degree was $62.8\%$ in NCOs, $54.2\%$ in administrative officers and $33.3\%$ in nurse officers. The job satisfaction of NCCs increased in factors of job prestige (p<0.01), autonomy (p<0.05), task requirement (p<0.05), and was higher as age. There were statistically significant in the factors of pay in school background, Job prestige in rank (p<0.05). 'I'm OK and You're OK' type was $76.5\%$ which was the highest rate and A major personal traits also showed the highest job satisfaction $(63.7\%)$. There were significant difference between major personal traits and interaction (p<0.01), autonomy (p<0.05), organizational requirement (p<0.01), pay (p<0.05) and task requirement. The job satisfaction of administrative Officers was represented significant differences in factors of pay (p<0.05), task requirements (p<0.05) by school background. Long term Workers showed the highest job satisfaction and significant difference in factors of job prestige and organizational requirement (p<0.01). Job satisfaction in 'I'm OK but you're not OK' type was slightly high, and CP major personal traits also showed the highest job satisfaction. The job satisfaction of nurse officers was represented significant difference in factors of autonomy (p<0.01), job prestige (p<0.05), organizational requirement (p<0.05), and pay by age. In CP major personal traits. job satisfaction showed the highest rate (75.0)

• 산업진흥연구
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• 제2권1호
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• pp.45-50
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• 2017

본 연구는 충남 서부지역 근로자의 현장훈련교육이 생산성 향상에 미치는 영향을 분석하였다. 한국폴리텍대학 교육 및 노동부 지원 현장교육과정을 수료한 충남 서부지역 근로자를 대상으로 설문지 총 76부를 분석하였다. 연구결과 첫째, 근로자의 현장훈련교육이 생산성 향상에는 현장훈련교육을 받게 된 동기가 높을수록 교육만족도가 향상되는 것으로 나타났으나 직무생산성에는 유의한 영향이 미치지 못했다. 둘째, 훈련경험이 직무생산성과의 상관관계는 통계적으로 유의한 영향을 미치지 못한 것으로 나타났다. 셋째, 직급에 따른 생산성 향상에 미치는 영향으로는 임시직이 평사원(대리급)보다 교육만족도가 높은 것으로 나타났고, 직무생산성은 중간관리자(과.차장급)보다 관리자(부장급)이상이 가장 높게 분석되었다. ANOVA 분석 결과에서는 근무년수, 경력, 직급에 따라 교육만족도, 직무만족도에 유의한 영향을 미치는 것으로 분석되었다. 본 연구는 충남 서부지역 근로자의 현장교육훈련이 생산성 향상에 미치는 영향을 분석함으로써 교육만족도, 직무생산성 향상에 대한 근로자 개인의 훈련경험 및 훈련동기에 대한 특성 요인의 중요도를 파악하고 근로자의 개인적 요인의 효과성을 검증한 데 연구의 의의가 있다.

• 한국산학기술학회논문지
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• 제14권12호
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• pp.6146-6154
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• 2013

본 연구는 국내 전문간호사의 직무개선을 위한 기초자료를 제공하기 위해 전문간호사의 직무만족 및 직무수행에 관한 실태를 파악하기 위한 서술적 조사연구이다. 자료는 한국간호교육평가원에서 시행된 '2009년 전문간호사 직무만족도 조사' 원시자료를 이용하여 2005년부터 2008년까지 전문간호사 자격시험에 합격한 452명으로부터 얻었다. 자료분석은 SPSS 14.0 프로그램을 이용하여 평균, t-test 또는 ANOVA를 실시하였다. 전문간호사의 직무만족도는 평균 2.94점/5.00점으로 나타났다. 전문간호사의 자격분야와 동일한 직무를 수행하는 전문간호사가 그렇지 않은 전문간호사에 비해 직무만족(t=.23, p<.001), 임금상승(t=2.23, p<.05), 직급변화(t=2.56, p<.05), 전문적인 직무수행(t=10.52, p<.001), 상사와 동료와의 신뢰감 상승(t=5.31, p<.001), 직무수행에 대한 자신감 상승(t=5.07, p<.001) 등에서 각각 유의하게 높게 나타났다. 그러므로 정부와 간호계는 전문간호사들이 자격분야와 동일한 직무를 수행할 수 있도록 전문간호사의 적절한 인력수급, 보험수가 정책 마련 및 직무개선 등과 같은 노력이 요구될 것으로 사료된다.

• 한국사회복지학
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• 제59권3호
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• pp.201-227
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• 2007

본 연구는 사회복지사의 사회복지전문직에 대한 경력몰입 결정요인을 살펴보고, 사회복지조직별 경력몰입 수준과 차이를 비교하며 경력몰입이 직무태도에 미치는 효과를 분석하고자 실시되었다. 조사는 부산 경남의 사회복지전담공무원과 사회복지관 및 생활시설에 근무하는 사회복지사를 대상으로 구조화된 설문조사를 실시하여 326명의 자료를 이용하였고, 자료는 SPSS를 사용하여 직무특성모형과 경력특성모형, 역할특성모형, 조직공정성모형 그리고 종합모형으로 분석하였다. 연구결과 사회복지전문직에 대한 사회복지사의 경력몰입은 비교적 높은 수준으로 나타났고, 다만 상대적으로 전담공무원이 낮았다. 개인적 요인으로는 여성보다 남성이, 연령대가 높을수록, 1급보다는 2급이, 대졸보다는 고졸이 높게 나타났다. 경력몰입 결정요인을 분석한 결과 직무가 중요하고 완결된 과업정체성을 갖고 적절한 피드백을 받을수록, 그리고 사회복지직 경력을 만족하고 역할갈등이 적고 분배공정성과 상호작용공정성이 높을수록 경력몰입하고, 오히려 다양한 실천기술을 활용하는 직무일수록 부정적으로 나타났다. 다만 결정요인은 사회복지조직별로 다소 차이가 있었다. 사회복지전문직에 대한 경력몰입은 경력변경의도에 높은 부(-)의 영향을 미치는 반면에 조직몰입과 조직시민행동, 직무몰입 그리고 내재적 직무만족에는 모두 정(+)의 영향을 미치는 것으로 나타나 경력몰입 증진을 위한 조직별 차별화된 접근과 체계적 대책이 요구된다 할 것이다.

• 한국직업건강간호학회지
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• 제9권1호
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• pp.62-71
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• 2000

In order to investigate the social support and the job satisfaction of the public health nurse, questionnaire survey was carried out on 297 nurses who were working in 25 public health centers in Seoul. The results of the study were as follows; 1. Mean score of job satisfaction was the highest in interaction(3.55) followed by-professional position(3.46), relationship between nurses and doctors(3.23), autonomy(2.85), administration(2.60), requirements(2.43) and pay(2.30) in descending order, and total mean score was 2.92. 2. The level of the job satisfaction was significantly higher in group with longer than 20 years' career and 15 years' in Public Health Center, 5th job rank and income more than two million won a month. 3. The mean score of social support was 3.57 out of 5. The social support tended to be higher in direct social support(3.61) than in indirect social support(3.54). 4. Job satisfaction was significantly correlated with social support(r=0.407). 5. The primary factor which influenced the job satisfaction was the social support which had the 25.5% explaining efficacy. The total explaining efficacy which included pay(6.4%) was 31.0%. In conclusion, it was found out that there existed Pearson's correlation between the job satisfaction and the social support of nurses of Public Health Centers in Seoul. Therefore, what is needed to increase the job satisfaction of nurses of public Health Centers is the politic support for the systems of the social support such as nurse's family, the system of Public Health Center, and the working environment. Finally it is important to increase the job satisfaction of nurses of Public Health Centers through the politic support.

• 보건교육건강증진학회지
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• 제17권2호
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• pp.125-149
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• 2000

The purpose of this study was practiced to investigate factors affecting dental hygienists's stress. The results executed by percentage and Likert scale (on a scale of 5) producing a mean standard deviation, T-test, one way ANOV A and person correlation coefficient using SPSS according to purpose of study. The results of study were as follows: 1. Mean point of stress from administration system dental hygienists's was 3.49 2. The dental hygienists's job place was significantly related to stress from duty volume (p=0.000), stress from personal relation(p=0.028) and stress from atmosphere of job(p=0.000). 3. The dental hygienists's career was significantly related to stress from safe job. 4. The dental hygienists's grade in rank was significantly related to stress from pride ＆ self-conceit. 5. The number of colleague worked public health center was significantly related to stress from duty volume. 6. There is a significant relationship between stress from duty volume and stress from conflict of job(p〈0.01, r=0.280). There is a significant relationship between stress from dissatisfaction and stress from personal relationship(p〈0.001, r=0.396). There is a significant relationship between stress from pride ＆ self-conceit and stress from personal relationship(p〈0.001, r=0.423). There is a significant relationship between stress from personal relationship and stress from atmosphere of job(p〈0.001, r=0.662).

• 한국응급구조학회지
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• 제22권3호
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• pp.131-148
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• 2018

Purpose: This study examined the associations of job stress and burnout with the quality of life (QOL) among 119 emergency medical technicians (EMTs). Methods: Using a descriptive correlational design, 260 EMTs working in D City or S City completed the questionnaires. Hierarchical multiple regression analysis was conducted to determine the predictors of QOL among 119 EMTs. Results: Overall, there was relatively low job stress among 119 EMTs. There were significant differences in job stress and burnout by general characteristics, especially regarding those of gender, service career, job rank, and self-reported health. In a hierarchical multiple regression, general characteristics explained 29% of QOL (Model I, F=16.369, p<.001). The explanatory power for QOL increased to 49% upon adding job stress (Model II, F=18.737, p<.001), and 59% upon adding burnout (Model III, F=22.621, p<.001). In the last model, self-reported health (${\beta}=.316$, p<.001), job demand (${\beta}=-.130$, p=.009), job insecurity (${\beta}=-.136$, p=.010), lack of reward (${\beta}=-.189$, p=.001), emotional exhaustion (${\beta}=-.196$, p=.004) and lack of personal accomplishment (${\beta}=-.334$, p<.001) were significant predictors of QOL among 119 EMTs. Conclusion: Based on the results, it is necessary to assess and manage job stress and burnout systematically among EMTs, and to develop health improvement programs for better QOL.