• 가정∙방문간호학회지
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• 제15권1호
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• pp.14-21
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• 2008

Purpose: The aim of this study was to analyze the effects of job characteristics on emotional empowerment in visiting health personnel. Methods: Subjects were recruited in ten community health care centers in one directorial area. Data collection was done using a self-report questionnaire. Job characteristics of visiting healthcare personnel were measured using the questionnaire developed by Kang (2006), based on Hackman & Oldham (1975). Emotional empowerment was measured using the questionnaire developed by Kang (2006), based on Spreitzer (1995). Results: First, the score of job characteristics was revealed to be 3.51 points the task significance was high, and the feedback was low. Second, the level of emotional empowerment was revealed to be 3.78 points the meaning was high, and the impact was low. Third, the prediction power of job characteristics on emotional empowerment was 34% autonomy, task identity, and task significance were identified as statistically significant predictive factors. Conclusion: The job characteristics of visiting healthcare personnel are highly correlated with emotional empowerment. Autonomy, task identity, and task significance are predictive factors of emotional empowerment. These results can be used to develop more effective job planning for increasing organizational effectiveness in visiting healthcare personnel.

• Journal of the Korean Data and Information Science Society
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• 제27권1호
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• pp.143-154
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• 2016

본 연구는 Morris과 Feldman (1997)의 모형을 기반으로 선행요인과 결과를 포괄하는 감정노동 모형을 구축하고 간호사를 대상으로 이를 검증하였다. 자가보고식 설문지를 이용한 조사연구로서 상급종합병원 또는 종합병원에 근무하는 247명의 간호사를 대상으로 자료를 수집하였다. 모형 적합성 분석 결과 표준카이자승치 2.31, 표준적합지수.94, 비교적합지수.97, 근사원소평균자승잔차.07 등으로 나타나 설정한 모형이 간호사의 감정노동을 설명하는데 적합한 것으로 나타났다. 구조모형의 경로분석 결과, 직무자율성과 조직지원은 감정노동에 유의한 영향을 미쳤고, 감정노동은 감정적 소진에는 유의한 정적 영향을, 직무만족과 조직몰입에는 유의한 부적 영향을 미치는 것으로 나타났다. 결론적으로 간호사의 직무특성과 조직의 지원은 감정노동을 매개로 하여 결과변수인 감정적 소진과 직무만족, 그리고 조직몰입에 영향을 미치고 있음을 알 수 있었다.

• 임상간호연구
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• 제29권1호
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• pp.1-11
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• 2023

Purpose: The purpose of this study was to identify the influencing effects of job stress, professional autonomy, and reciprocity on the job embeddedness among comprehensive nursing care unit nurses. Methods: The participants in this study were 147 nurses who have worked for over 6 months in Comprehensive Nursing Care Unit. Data were collected from January 3 to January 31, 2022 from six general hospitals with more than 300 beds in three cities in G, G and P. Results: As the results of hierarchical regression analysis, job embeddedness was lower when nurses had clinical experiences for 1 to under 5 years (β=-.49, p<.001), 5 to under 10 years (β=-.27, p=.035), 10 to under 20 years (β=-.54, p<.001) compared to those who had clinical experiences for more than 20 years. Also, job embeddedness was higher when there was greater balance within team caregiving of reciprocality (β=.27, p<.001) and intrinsic reward (β=.22, p=.003), and lower role conflict (β =-.27, p<.001). Conclusion: The results of the study showed that job embededness would increase if the role conflict of comprehensive nursing care unit nurses reduces, if there was a culture that the members can make cooperative relationship with other health care professionals and, if there was an appropriate intrinsic reward depending on their work experience.

• 대한안전경영과학회지
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• 제15권1호
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• pp.41-49
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• 2013

This paper reviewed the relationship among job characteristics, psychological stress response, and accidents, and the mediating effect of psychological stress response between job characteristics and accidents. Based on the responses from 176 employees, the results of multiple regression analysis appeared as follow; 1) autonomy, importance and feedback effect negatively on psychological stress response. 2) psychological stress response effects positively on accident frequency. 3) psychological stress response mediates fully between autonomy and accident. 4) psychological stress response mediates partly between feedback and accident.

• 아태비즈니스연구
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• 제10권3호
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• pp.95-112
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• 2019

It is important for the Startup team to enhance their employee's work & life balance in recent ages. this study is to research the effect of work & life balance on organizational pride, job satisfaction and performance. Also, we explore how the organizational climate which compose with autonomy, leader's support and trust affects work & life balance. This study analyzed the path effect with PLS method using data from 151 Startup teams. The results of analysis are as follows. First, it was confirmed that supervisor's support, trust of team climate positively influence work & life balance but autonomy is not confirmed to have the relationship with work & life balance. Second, work & life balance have a positive effect on organizational pride and job satisfaction. In addition, this study shows that organizational pride and job satisfaction have the relationship between work & life balance and team performance. Also, Startup team managing the work & life balance will get better performance and retain the competition.

• 한국콘텐츠학회논문지
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• 제20권10호
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• pp.580-592
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• 2020

본 연구의 목적은 군 간부의 직무자율성 및 직무중요성이 창의적 행동에 미치는 영향을 분석하고, 직무자율성 및 중요성과 창의적 행동의 관계에서 자기효능감의 매개역할을 규명하는 것이다. 이를 위해 육군 부사관과 장교 559명을 대상으로 설문을 실시하고 AMOS를 활용하여 분석하였다. 연구결과는 직무자율성과 직무중요성은 창의적 행동과 자기효능감에 정적으로 유의미한 영향을 주는 것으로 나타났다. 자기효능감도 창의적 행동에 정적으로 유의미한 영향을 미치는 것으로 나타났다. 아울러 자기효능감은 직무자율성과 창의적 행동과의 관계와 직무중요성과 창의적 행동과의 관계를 매개하는 것으로 나타났다. 본 연구는 그동안 상대적으로 연구가 미흡했던 군 조직을 대상으로 연구결과를 확장시켰다는 점, 군 조직 내 창의적 행동의 선행요인과 메커니즘을 확인했다는 점, 그리고 군 조직 내 창의적 행동 유발을 위한 여러 방안을 제안했다는 점에서 이론적 및 실무적 의미를 지니고 있다. 이러한 결과를 토대로 연구 제한점 및 차후연구에 대한 방향을 제시하였다.

• 지역사회간호학회지
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• 제8권2호
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• pp.250-261
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• 1997

In Korea, visiting nursing services in pubic health centers have been in place since 1991. The purpose of this study is to compare the job characteristics, job motivation and job performance between visiting nurses and other public health nurses. 196 subjects were sent mailed questionnaires from Aug. to Sep., 1997. The response rate was 65.3%. Data were analyzed by a SPSSWIN program with a t-test, $X^2-test$, ANCOVA. The results were as follows : 1. The level of job ability in visiting nurses was higher than that of other public health nurses, but it was an insignificant difference(t=1.5975, p=.2078). Among job characteristics, skill variety was significantly higher in other public health nurses(t=8.2121, p=.0046); autonomy and feedback were significantly higher in visiting nurses(t=8.1877, p=.0047/t=7.7026, p=.0085). 2. There was no significant difference in the level of job motivation(t=.6485, p=.4216) and in job performance between the two groups (t=2.7393, p=.0995). In job performance, general nursing and organizational jobs were significantly higher in other public health nurses (t=4.8486, p=.1288/t=9.4237, p=.0024). 3. It was reconfirmed that there was, a significant difference in the level of skill variety, autonomy and feedback in analyzing age and career as covariates. 4. Significant positive relationship was found in job characteristics and job motivation(r=.5488, p=.0000). No significant relationship was found in job characteristics and job performance(r=.0486, p=.498). Through these results, it was supported that there were differences in some of the job characteristics and job performance between visiting nurses and other public health nurses. Therefore, it is requested to redesign job standards, training programs and management styles focusing on the job characteristics of visiting nurses.

• 대한지역사회영양학회지
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• 제23권1호
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• pp.28-37
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• 2018

Objectives: This study was conducted to identify differences in job stress, satisfaction and commitment of cooking employees working in hotel kitchens with and without HACCP systems. Methods: Culinary employees of 12 five-star hotels were surveyed and 504 valid data were used for SPSS analysis. Sub factors of working environment factors (job stress, job satisfaction, and job commitment) were examined for analysis. Results: The results showed that hotels that implemented the HACCP system had significantly higher values for the five sub factors of employee job stress (job demand, relationship conflict, organizational system, lack of job autonomy, and job instability; p<0.001). For the sub factors of job satisfaction (internal and external satisfaction) statistic showed a statistically significant value in hotels that did not implement the HACCP system (p<0.001). Job attachment and job importance, which are sub factors of job commitment, showed no difference in relation to the implementation of HACCP system, and job responsibility showed a higher p-value in hotels that did not implement HACCP (p<0.05). Conclusions: The results of the study indicate that culinary employees working at venues with HACCP systems have more job related stress, lower job satisfaction and partially less job commitment. Based on this outcome, venues that have already implemented or are planning to implement HACCP systems should consider the implications regarding their management of employees. Managerial policies that enhance autonomy, job stability, achievement, self-development, promotion, and compensation should also be implemented. Finally, meticulous attention and high investments into the work environment and human resources are necessary.

• 가정∙방문간호학회지
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• 제26권3호
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• pp.319-328
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• 2019

Purpose: The purpose of this study was to establish baseline data for the development of employment policies to improve the efficiency and stability of visiting healthcare services. It identifies factors affecting visiting nurses' intention-to-retention at healthcare centers in Seoul. Methods: This descriptive study investigated subjective health perception, job stress, professionalism, job satisfaction, and intention-to-retention of 269 nurses with more than one year of work experience as a visiting nurse. These factors were analyzed using t-tests, chi-square, partial correlation, and stepwise multiple regression. Results: The results indicate that satisfaction for professional status in job satisfaction, educational level, autonomy in professionalism, and visiting nursing career were significant factors that impacted the retention of visiting nurses. Conclusion: It is necessary to frame policies and provide support to enhance the satisfaction and autonomy for visiting nurse as a profession for the efficiency and stability of visiting healthcare services.

• 대한안전경영과학회지
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• 제17권2호
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• pp.55-66
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• 2015

In the perspective of industrial health management, it is important for the employee to decrease their job stress, to improve their productivity and quality of labor. In this study, the job stress, and it's influence on PWI(Psychosocial Wellbeing Index) were investigated by the questionnaire survey of 138 industrial workers who had studied assistive technology in college. The contents of questionnaire consist of the demographic characteristics, job-related characteristics, job stress and psycho-social stress. We evaluated job stress by KOSS-SF(Korean Occupational Stress Scale-Sort Form) and psychosocial stress by PWI-SF(Psychosocial Well-being Index-Short Form). To analyze the results, we evaluated the exposure level of KOSS and PWI by demographic characteristics and job-related characteristics using significance tests. Also, we estimated the relationship among demographic characteristics, job-related characteristics, job stress and psychosocial stress, using correlation analysis. As a results, all workers were found to be in a group under the high risky stress. It showed that the scale index of female's job non-autonomy and pwi were much larger than those of male's. Therefore, to guarantee job autonomy of female workers should be more emphasized, to improve their working environment. Job type had significant relationships with many job stress category; physical environment, job demand, job instability and organization culture. Regarding pwi, the scale index of the workers who is in charge of the civil service such as contacting the disabled and the aged in person, were much larger than that of the other workers. Accordingly, the job stress management program including physical environment, job demand, job instability and organization culture, should be suggested, to decrease the stress of the workers in charge of the disabled and the elders service. The strongest predictors of pwi was organization system through maximum positive relations between organization system and pwi. Therefore, it indicates that improvement of organization system such as a fair merit rating, a manpower supply, demand plan and department cooperation is urgently needed to reduce pwi.