• 국제물리치료학회지
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• 제8권2호
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• pp.1135-1141
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• 2017

Stress and fatigue are general physical aspects of our daily lives. It has been shown that physical therapists have different levels of job stress and fatigue according to the type A/B behavior patterns. This study collected data from 212 physical therapists between October 28 and November 23, 2016 using an anonymous, self-administered questionnaire. The study results showed the proportion of physical therapists with the Type A behavior patterns(TABP) was 18% greater than that of physical therapists with the Type B behavior patterns(TBBP). In this study, physical therapists with TABP were compared with physical therapists with TBBP. The results indicated that physical therapists with TABP were more inclined to experience higher levels of overall job stress and fatigue from the following stress factors: physical environment, job requirement, and job autonomy. Therefore, the stronger the tendency toward TABP, the stronger the feeling of job stress and fatigue from physical environment, job requirement, and job autonomy. Those with a tendency toward TBBP showed positive correlations between job requirement and the total job stress score; thus, the stronger the tendency toward TBBP, the stronger the feeling of overall job stress and fatigue from job requirement. This study suggests that it is necessary to manage the job stress and fatigue of physical therapists with both TABP and TBBP and to manage the job stress and fatigue of physical therapists with the type A behavioral pattern.

• 한국콘텐츠학회논문지
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• 제6권11호
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• pp.15-24
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• 2006

본 연구의 목적은 AIS(Accounting Information System;이하 AIS로 표기한다.) 사용자의 경력지향과 직무특성간의 적합성이 AIS 성과에 미치는 영향을 분석하는데 있다. 구체적으로 AIS 사용자의 경력지향은 지술지향과 관리지향으로 구분하였으며, AIS 사용자의 직무특성은 직무의 다양성과 직무의 자율성으로 구분하였다. 이 두 요인들의 적합성이 시스템 성과(사용자 만족도, 이용도)에 미치는 영향관계를 검증해 보고자 하였다. 첫째, AIS 사용자의 경력지향 중에 기술지향과 직무의 자율성간의 적합성이 시스템 만족도에 영향을 미치는 것으로 나타났다. 둘째, AIS 사용자의 경력지향 중에 관리지향과 직무의 다양성간의 적합성이 시스템 만족도에 영향을 미치는 것으로 나타났다. 셋째, AIS 사용자의 경력지향 중에 기술지향과 직무의 자율성간의 적합성이 시스템 이용도에 영향을 미치는 것으로 나타났다. 넷째, AIS 사용자의 경력지향 중에 관리지향과 직무의 다양성간의 적합성이 시스템 이용도에 영향을 미치지 않는 것으로 나타났다.

• Safety and Health at Work
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• 제7권4호
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• pp.354-362
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• 2016

Background: The present study aims at investigating whether and how (1) job demands and job resources are associated with work-to-private-life interference (WLI) and (2) job resources moderate the relationship between job demands and WLI. Methods: Data were collected by a self-report questionnaire from three hospitals in Italy. The sample consisted of 889 health-care workers. Results: All job demands (i.e., quantitative demands, disproportionate patient expectations, and verbal aggression) and job resources (i.e., job autonomy, support from superiors and colleagues, fairness, and organizational support), with the exception of skill discretion, were related to WLI. The effects of quantitative demands on WLI were moderated by support from superiors; fairness and organizational support moderate the effects of all job demands considered. Support from colleagues moderated only verbal aggression. Job autonomy did not buffer any job demands. Conclusion: The present study suggests that the work context has a central importance in relation to the experience of WLI among health-care workers. The results indicated that intervention in the work context may help to contain WLI. Such interventions would especially be aimed at improving the social climate within the unit and quality of the organizational process.

• Journal of health informatics and statistics
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• 제43권4호
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• pp.267-273
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• 2018

Objectives: An increase in the number of caregivers is necessary to provide services to the elderly, but more importantly, it is qualitative management for them. The purpose of this study was to identify occupational stress, job satisfaction, and organizational commitment and to explore the impact of occupational stress on job satisfaction and organizational commitment among caregivers employed in health service centers for the elderly. Methods: This descriptive survey was a cross-sectional correlational design of 118 caregivers. The questionnaire included occupational stress, job satisfaction, and organizational commitment. Stepwise multiple regression was applied. Results: Job satisfaction and organization commitment of caregivers were found to be above the average. There was a high level of job stress due to lack of job autonomy, job demands, and inadequate compensation. It has been found that the inappropriate compensation, organization system, work culture, and lack of job autonomy affected job satisfaction of caregivers. The factors affecting organizational commitment were inadequate compensation, job insecurity, and work culture. Conclusions: Efforts should be made to assess and complement the appropriateness of compensation and work culture that are taken to relieve job stress to enhance the job satisfaction and organizational commitment of caregivers.

• 보건행정학회지
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• 제11권1호
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• pp.62-86
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• 2001

This study purports to Investigate the determinant of job satisfaction and the organizational commitment of medical insurance review nurses working at Korean hospitals. The independent variables contain three groups of determinants: organizational characteristics variables(job autonomy, work unit control, role variety, role ambiguity, role conflict, workload, resource inadequacy, coworker support, supervisor support, distributive justice, promotional chances, job security, and job hazard), environmental variables(job opportunity, spouse support, and parent support), and psychological variables (met expectation, work involvement, positive affectivity, and negative affectivity). The sample used in this study consisted of 445 medical insurance review nurses from 89 hospitals nationwide. Data were collected with self-administered questionnaires and analyzed using multiple regression analysis. The results of the study are as follows : 1) the following variables, listed in order of size, have significant effects on job satisfaction : role ambiguity(－), distributive justice(＋), work involvement(＋), role variety(＋), met expectation(＋), negative affectivity(－), job autonomy(＋), and positive affectivity(＋). 2) the following variables, listed in order of size, have significant effects on organizational commitment: met expectation(＋), work involvement(.＋), distributive justice(＋), job security(＋), role variety(＋), positive affectivity(＋), negative affectivity(－), resource inadequacy(＋), and tenure(－). 3) the variance of job satisfaction and organizational commitment explained by the variables used in the study are 30.0% and 39.1% respectively. 4) In comparison to the results of other studies on the determinants of job satisfaction and organizational commitment of clinical nursing staff working at hospitals, the results of this study indicate that three variables of distributive justice, work involvement, and role variety are especially important for improving the level of job satisfaction and organizational commitment of medical insurance review nurses.

• 한국콘텐츠학회논문지
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• 제17권10호
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• pp.360-375
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• 2017

공공기관이 제공하는 서비스 질에 대한 사람들의 요구 수준이 높아지면서, 공공서비스의 질을 향상시키기 위한 내부 구성원의 만족도 향상에 관심이 높아지고 있다. 이러한 맥락에서 본 연구는 공공기관 구성원들의 직무만족과 인지된 직무성과에 영향을 미치는 선행요인을 확인하는데 목표를 두고 있다. 선행요인으로서 공공봉사동기, 직무자율성, 인사제도의 적합성을 제시하였고, 각각의 효과를 확인하기 위하여 창원시 보건소 직원들을 대상으로 설문조사를 실시하고 회귀분석을 통해 분석을 실시하였다. 그 결과 독립변수인 공공봉사동기, 직무자율성, 인사제도의 적합성 모두 종속변수인 직무만족과 인지된 성과에 유의미한 영향을 미치는 것으로 나타났으며, 공공봉사동기와 직무자율성은 직무만족에, 인사제도의 적합성은 인지된 성과에 상대적으로 더 높은 영향력을 미치는 것으로 나타났다. 특히, 창원시 보건소 조직은 인위적인 조직통폐합을 통해 만들어진 조직으로서 위에서 밝혀진 결과는 향후 공공기관 조직 개편의 상황에서 조직의 안정적인 성과 창출을 위한 구성원 관리에 시사점을 제공하고 있다.

• 보건행정학회지
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• 제11권3호
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• pp.1-30
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• 2001

This study was conducted to evaluate the effectiveness of team system at university hospitals in Korea. Data were collected from administrative and medical support workers at 4 university hospitals through the self-administered questionnaires and analyzed using frequency analysis, t-test, and oneway ANOVA. The results of this study are as follows. First, teams with higher team management characteristics show higher level of quality of work life and performance effectiveness. Second, teams which consist of members with variety background and skills show higher level of quality of work life and performance effectiveness. Third, team which have the higher autonomy, technology variety, job significance, and feedback show higher team effectiveness. Fourth, team which have team leaders with higher leadership score show higher level of quality of work life and performance effectiveness. Fifth, there are differences in team effectiveness in terms of sicio- demographic variables such as average age, position, and tenure of team members, length of team system, and team size. Sixth, the job autonomy of team members and the leadership of team managers have significant effects on the quality of work life variables. Seventh, the leadership of team leaders, job autonomy of members, and individual contact between team managers and members have significant effects on the team performance variables. In conclusion, in order to increase the effectiveness of team system in university hospitals, it is required to consider the characteristics of team management, diversity of team members, the autonomy of team members, the leadership of team manager, and the socio-demographic factors of team members.

• 한국안전학회지
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• 제26권5호
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• pp.89-98
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• 2011

Work-related musculoskeletal disorders (WMSDs) have become a hot issue in the Korean workplace for the past several years. So many manufacturing companies have tried to improve the work environments for the control and the prevention of the WMSDs. This study investigates the relation between WMSDs and job stress from 965 workers in a shipbuilding company by questionnaire analysis. The seven job stress factors which are job autonomy, job insecurity, organizational system, workplace culture, unfair compensation, relationship conflict, and job requirement were analyzed. The prevalence of musculoskeletal disorders symptoms were 12.9%. The analysis showed that job stress by job autonomy was higher than that by job stress factor. WMSDs were associated with job requirement, organizational system, unfair compensation and workplace culture. The results could be used to design the management program for the reduction of job stress.

• 디지털융복합연구
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• 제15권5호
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• pp.161-172
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• 2017

본 연구의 목적은 공공연구기관 연구자의 연구자율성 구성요소를 새로운 관점에서 정의함과 동시에 그러한 구성요소들이 조직효과성에 미치는 영향을 살펴봄으로써, 궁극적으로 조직효과성 제고를 위해 공공연구기관 연구자에게 보장되어야 할 연구자율성 요소는 무엇인지를 확인하고 정책적인 지원 방안을 제시하는 데 있다. 이를 위한 기초 작업으로 연구자율성 수준을 구성 형태에 따라 개인 및 조직 수준으로, 연구자율성 유형을 본질적 및 비본질적 자율성으로 구분하였으며, 조직효과성에 미치는 영향을 알아보기 위해 조직몰입도와 직무만족도를 측정하였다. 연구 결과 본질적 자율성이 비본질적 자율성에 비해 조직효과성에 미치는 영향이 매우 높게 나타났다. 이는 연구자의 연구수행을 위한 간접적인 지원환경도 중요하지만 연구과제 선정, 자유로운 의견 교환, 연구방법론 선택, 연구결과 활용 등 연구 본연의 활동에 있어서 연구자들의 의사결정 및 재량권이 월등히 중요하다고 할 수 있을 것이다.

• 대한안전경영과학회지
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• 제23권4호
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• pp.135-146
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• 2021

It is getting more intensified with the competition among participating companies for global market share in major industrial fields. The situation is accelerating especially within the top 5 market share, and these include electric vehicles, semiconductors, chemicals, and shipbuilding industries. The key to the advantage over the competition within a strategic group is which company leads the innovation in the field. On-the-ground innovation refers to job-based innovation. This paper aims to analyze job unit innovation in the structure of empowerment, LMX, and job crafting. Existing studies on job crafting have suggested a causal structure based on job design in the traditional sense, and there are not many scholars who study the causal structure using a job situational model. Therefore, this paper takes an approach from the perspective of the job situation. As a result of the study, LMX showed a moderating effect on the relationship between autonomy provision and job crafting. While, in the relationship between meaing-giving and cognitive crafting, there is no significant moderating effect shown on the relationship between autonomy provision and cognitive crafting. Therefore, the results of the analysis in this study suggest that the meaning of jobs and participation in decision-making should be managed in an integrated way in structural and design areas, not just qualitative factors such as empowerment and leadership.