• 보건행정학회지
• /
• 제9권1호
• /
• pp.178-200
• /
• 1999

The present study purports to examine the relationship between organizational and occupational commitment and to find the determinats of occupational commitment for salaried physicians working in hospitals. For the purpose of comparison, those of hospital administrative and clerical employees were also investigated for the purpose of comparison. The sample for jthis study consists of 77 salaried physicicas and 185 administrative and clerical employees (comparison group) from two university hospitals in Seoul and its surburbs. Data were collected by questionnaires and analyzed using ANOVA, ANCOVA, and multiple regression. The main findings of the study are as follows : 1) organizational and occupational commitment were positively correlated for both salaried physicans and clerical employees; 2) the variable of job variety had a positive impact on occupational commitment for salaried physicians; and 3) three variables of fairness of rewards, autonomy, and job variety had positive impacts for clerical employees. These findings were discussed and implications for organizational analysts and hospital administrators were suggested.

• 한국병원경영학회지
• /
• 제18권2호
• /
• pp.104-126
• /
• 2013

The goal of the study is to find what managerial characteristics affect the community spirit and participation of medical and psychiatric social workers. To do this, managerial characteristics were divided into organizational structure and culture as well as job satisfaction. As a result of an empirical study, while Herzberg's motivators or mental rewards, such as autonomy, sense of accomplishment, and sense of respect, improved the levels of community spirit and participation, Herzberg's hygiene factors or economic rewards did not have any relationship with them statistically. This means that mental rewards equivalent to those of other professions in hospitals will improve the professional identity and activities of social workers, who are working with diverse professions in hospitals. On the other hand, organizational structure and culture were not significant statistically.

• 기술혁신연구
• /
• 제7권1호
• /
• pp.124-150
• /
• 1999

This study examines the personal characteristics, organizational attitudes, technical performances, and reward preferences of R&D professionals with Ph.D. degree in large private companies in Korea. Based on survey data from 887 professionals in nine different R&D organizations, the following results are found; 1) R&D professionals with Ph.D. degree exhibit higher autonomy preference, need for achievement, self-efficacy, technical career orientation, and performance proficiency than other R&D professionals; 2) As their organizational tenure increases, performance proficiency and transfer career orientation increases but their socialized level of organizational goals and values does not change; 3) They produce more technical publications and exhibit more positive organizational attitude than other R&D professionals; 4) They are more likely to prefer job content, professional, and job security rewards. These empirical findings suggest several theoretical and practical implications for the management of R&D professionals with Ph.D. degree in the large Korean firms.

• 한국산학기술학회논문지
• /
• 제11권6호
• /
• pp.2169-2177
• /
• 2010

본 연구는 공무원들의 스트레스나 피로수준과 같은 사회심리적 건강상태가 그들의 직급, 근무경력 등의 직업관련 특성이나 업무요구도, 업무자율성, 직장 내에서의 사회적 지지와 같은 직무스트레스 내용에 의해 영향을 받고 있는지를 구조방정식모형을 통하여 검토하고자 시도하였다. 연구대상은 대전광역시의 5개 정부 공공기관에 근무하는 일반 사무직 행정공무원 805명이었으며, 자료 수집은 2009년 10월 1일부터 11월 30일까지의 기간 동안에 표준화된 자기기입식 설문지(self-administered questionnaire)를 사용하여 실시하였다. 연구결과, 공무원들의 스트레스 및 피로수준은 직급, 근무경력, 업무만족도, 업무자율성, 상사의 지지도 및 동료의 지지도와는 유의한 음의 상관관계를 나타낸 반면, 년 간 결근일수, 업무요구도와는 유의한 양의 상관관계를 나타내었다. 구조방정식모형 분석 결과 연구대상자들의 직무스트레스 요인은 직업관련 특성 요인보다 사회심리적 건강상태에 더 큰 영향을 미쳤으며, 직무스트레스가 높을수록 사회심리적 건강상태를 나타내는 스트레스와 피로수준을 높여주는 것으로 나타났다. 한편, 직업관련 특성의 인지정도가 높을수록 직무스트레스 요인을 감소시키는 효과가 있는 것으로 나타났다. 따라서 공무원들의 스트레스나 피로를 감소시키기기 위해서는 직업관련 특성에 따른 직무내용의 개선을 위한 프로그램의 개발 및 시행이 필요할 것으로 생각된다.

• 한국병원경영학회지
• /
• 제17권1호
• /
• pp.1-22
• /
• 2012

This study tires to examine affects that job and socio-psychological stresses of female office workers influence job satisfaction, organization commitment, and leaving intentions. A complete data are collected by conducting a survey with 240 female office workers from 9 medical institutions regarded as almost general hospital in Seoul. It is analyzed that the relation between socio-psychological stress and job satisfaction, organization commitment, and leaving intentions by using t-test; analysis of variance; correlation analysis; principal component analysis; linear structural equation modeling; etc. The results of this study are summarized as following. First, as it was comprehended by specific characteristics of subjects that the female office workers' level of job and socio-psychological stress, job satisfaction, organizational commitment, and leaving intention, there were statistically significant distinctions from their age, marital status, presence of children, position in the organization, type of employment, and monthly average income. Second, this study regarded relationship between the female office workers' level of job and socio-psychological stresses, job satisfaction, organizational commitment, and leaving intention. Job and socio-psychological stresses were negatively correlated with job satisfaction and organizational commitment, but the stresses were positive with leaving intention. Third, after evaluating effect that 8 features related to the job stress could influence job stress, the most effective valuables were in order to unfairness in organizational structure, workplace culture, inadequate compensation, and relationship conflict. Fourth, when looking at the overall effects of the job and sociopsychological stresses on job satisfaction, organizational commitment, and leaving intention, work autonomy was the most influencing factor of work stress levels. The level of the job stress seemed to be a prevalent impact on the leaving intention and it showed the most negative relationship that path coefficient from leaving intention to organizational commitment and also from organizational commitment to job satisfaction. Based on these findings, it can be defined that the job and socio-psychological stresses strongly influence job satisfaction, organizational commitment, and leaving intention.

• 한국안전학회지
• /
• 제37권1호
• /
• pp.64-69
• /
• 2022

The study measured a subway construction worker's Macpa stress by Heart Rate Variability measuring instrument and conducted a survey of Korean job stress from subway construction workers. Also, the study analyzed the relationship between Macpa stress index and Korean job stress result and suggested managing stress method for each item. According to National Statistical Office data, the first line subway in Seoul was started to open in 1974. The extended total length is 996 kilometers until 2019. Many aged workers are currently working at subway construction sites due to the avoidance of young workers since the past until now. It means that the elderly has a substantial portion among subway construction workers. The productivity has been adversely affected by health problems due to the aging of workers, job stress due to heavy work, and personal health problems. So, the regulation and policies on job stress health management are being strengthened. The data were measured Macpa stress by machine measuring heart rate variability and conducted Korean job stress survey(shortened) from Sa-sang to Ha-dan line Busan subway construction workers for analyzing the relationship. Independent variable were age, job duration, job position, employment type, working type in this study. Macpa's dependent variable was stress index and Korean job stress survey(shortened)'s dependent variables were job requirements, job autonomy, relationship conflict, job instability, organizational structure, inappropriate compensation, working place culture, and total score. SPSS 12.0 K Statistics Program was used for statistical analysis. Kruskal-wallis test, a nonparametric statistical analysis, was used because the data are difficult to be assumed as normal distribution. As a result, the paper indicated the significant correlation between Macpa stress index and Korean job stress(short version). The elderly workers presented higher Macpa index and higher job stress due to aging and heavy-duty work. The majority workers were daily workers who had unstable working condition and uncertainty about the future. The study suggested a manual that could reduce job stress for subway construction workers and future study deriving management tool through analyzing job stress factor is necessary.

• 한국컴퓨터정보학회논문지
• /
• 제17권9호
• /
• pp.181-188
• /
• 2012

이 연구는 사회복지시설 종사자들을 대상으로 하여 외부의 일방적인 간섭과 통제가 아닌, 구성원들 스스로가 담당업무에 대하여 스스로 목표를 설정하고 문제를 해결하는 등 직무수행에 대한 자율성과 자기결정력을 확보시켜 주는 셀프리더십에 대한 탐색적 연구에 초점을 두었다. 이를 위해 사회복지시설 종사자들의 셀프리더십(행동지향 전략, 자연적 보상전략, 건설적 사고전략)이 증가될수록 임파워먼트와 직무만족에 긍정적인 영향을 미침으로써 구성원들의 직무수행의 효율성을 높일 수 있다는 인과모형을 설정하였다. 따라서 이 연구는 향후 이를 기반으로 셀프리더십이 임파워먼트와 직무만족에 미치는 영향관계를 실증분석을 통하여 규명해 봄으로써 인적자원관리의 효율성을 증진시키기 위한 정책적 시사점을 제공할 수 있는 기반 연구라는 측면에 그 의의를 두고자 한다.

• 디지털융복합연구
• /
• 제18권9호
• /
• pp.199-210
• /
• 2020

본 연구는 간호사 세대별 직업가치관과 직무열의의 차이를 확인하고, 직업가치관이 직무열의에 미치는 영향을 확인하기 위해 실시되었다. 간호사 256명이 연구에 참여하였고, 간호사 세대별 직업에 대한 가치관과 직무열의의 차이를 확인하기 위하여 일원배치분산분석(ANOVA)을, 직업가치관이 직무열의에 미치는 영향을 확인하기 위해 다중회귀분석을 실시하였다. 간호사들은 직업생활에서 경제적 보상, 고용안정성과 쾌적한 근무환경을 중요하게 생각하고, 자율성을 포함하는 자유 재량권, 승진기회 그리고 사회적 기여를 상대적으로 덜 중요하게 생각하였다. 세대별 차이에서 Y-세대와 Z-세대는 X-세대에 비해 일의 흥미와 시간적 여유에 높은 가치를 두었고, 직무열의에 영향을 미치는 직업가치관의 세부요인은 사회적 기여가, 직업가치관 외 요인으로는 전반적인 건강상태, 업무에 대한 육체적 부담감, 우울로 파악되었다. 세대별 직업가치관이 직무열의에 미치는 영향요인으로 X-세대는 사회적 기여가, Y-세대는 사회적 인정이, Z-세대는 시간적 여유와 자아실현으로 나타났다. 본 연구는 세대별 직무열의에 미치는 영향요인을 파악하여, 다양한 세대가 함께 일하는 간호조직에서 효과적인 인적자원관리를 위한 정책개발에 필요한 기초자료를 제공함에 그 의의가 있다.

• 한국융합학회논문지
• /
• 제12권3호
• /
• pp.261-272
• /
• 2021

스마트워크가 확산되면서 업무와 비업무의 경계가 모호해 지고 있으며, 이로 인해 테크노스트레스가 유발되고 있다. 그러나 테크노스트레스는 수동적으로 그 결과를 받아들이기 보다는 일과 비업무의 경계를 능동적으로 조절함으로써 극복될 수 있다. 스마트워크 환경에서 업무/비업무 영역이 모호해지면서 발생하는 업무 영역에서 기술침해로 인한 스트레스에 대한 대응전략을 파악하기 위해 직무 만족도에 영향을 미치는 요인과 스마트워크 참여자가 적극적으로 선택하는 경계관리전략의 역할을 이해할 필요성이 있다. 본 논문은 비업무의 업무 간섭, 직무 자율성, 직무 몰입, 직무 만족 간의 인과관계와 경계관리전략 유형별 조절 효과를 담은 연구 모델을 개발했다. 스마트워크 참여자를 대상으로 수집된 설문을 분석한 결과, 전체 5개 가설이 채택되었으나, 경계관리전략 유형별로 나눠 검증한 결과는 각 유형에 따라 직무만족에 영향을 주는 3개 가설의 채택과 기각이 상이하게 나타났다. 이러한 결과는 스마트워크 사용자의 경계관리전략에 따라 차별적인 변화관리를 마련할 필요가 있다는 점을 시사한다.

• 한국치위생학회지
• /
• 제11권2호
• /
• pp.179-188
• /
• 2011

Objectives : The study set out to analyze correlations between emotional labor and job stress among dental hygienist, who have direct and lasting relationships with patients in dental clinic, and provide basic data to resolve stressors and manage stress. Methods : A survey was taken among dental hygienists working at dental clinics, and 200 questionnaires were used in analysis. The gathered data were put to Cronbach's alpha with the SPSS WIN12.0 program to test the reliability of the inventories to measure their emotional labor and job stress. In addition, correlation analysis was conducted to examine relations between the items of emotional labor and those of job stress along with regression analysis to examine relations between emotional labor and job stress. Finally, t-test and One-way ANOVA were conducted to test mean differences in the job stress items according to the degrees of emotional labor with the statistical significance level set at 0.05. Results : 1. The measurement tool used in the study recorded 0.7 for all the areas of Cronbach's alpha for internal reliability and thus achieved high reliability. 2. The overall mean of emotional labor was 2.74, which indicates that the dental hygienists had 'average' or higher stress for emotional labor. 3. Emotional labor had statistically significant relations with educational background, place of work, motivation to choose to be a dental hygienist, and religion of their general characteristics. 4. There was statistical significance in relations between general characteristics and job stress according to educational background, position at work, and experience with change of occupation. 5. The correlations between emotional labor and the stress areas were analyzed. As a result, emotional labor was in positive(+) correlations with job demand, lack of job autonomy, relational conflict, job instability, organizational system, and corporate culture. In addition, regression analysis was conducted to test causal relations between emotional labor and job stress. The results indicate that there were positive(+) influences between emotional labor and job stress. Conclusions : The results show that emotional labor can serve as a mediating variable for job stress in dental clinic. Thus both dental clinics and dental hygienists need to have ways to deal with job stress derived from emotional labor in which they are forced to process their emotions according to the dental clinics' demands, properly. The study will hopefully trigger ongoing follow-up researches on the deployment of dental hygienists according to their job characteristics and the situational variables to alleviate the negative results of emotional labor.