• 한국산학기술학회논문지
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• 제19권3호
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• pp.267-277
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• 2018

본 연구는 119구급대원의 폭력경험, 소진 및 직무스트레스가 직무만족도에 미치는 영향을 규명하고자 시도하였다. 조사대상은 전국 14개 소방서에 근무하고 있는 119구급대원 1,240명으로 하였으며, 조사는 2016년 3월 1일부터 4월 30일까지의 기간 동안에 구조화된 무기명 자기기입식 설문지를 이용한 설문조사에 의하였다. 연구결과, 조사대상자의 직무만족도 점수는 폭력경험 점수가 높은 군일수록, 직무스트레스 점수가 높은 군일수록, 소진 점수가 높은 군일수록 유의하게 낮았다. 조사대상자의 직무만족도 점수는 폭력경험, 직무스트레스 및 소진 점수와 유의한 음의 상관관계를 보였다. 공분산 구조분석 결과, 조사대상자의 직무스트레스는 폭력경험이나 소진보다 직무만족도에 더 큰 영향을 미쳤으며, 직무스트레스, 폭력경험 및 소진이 높을수록 직무만족도가 낮아지는 것으로 나타났다. 한편, 폭력경험과 직무스트레스가 높을수록 소진이 높아지는 효과가 있는 것으로 나타났다. 위와 같은 연구결과는 119구급대원의 직무만족도는 폭력경험이나 소진보다 직무스트레스에 의해 더 큰 영향을 받고 있음을 알 수 있다. 따라서 119구급대원의 직무만족을 증진시키고 사기 진작을 위해서는 직무스트레스를 줄이기 위한 구체적인 방안이 마련될 필요가 있다고 생각된다.

• 대한통합의학회지
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• 제10권4호
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• pp.11-21
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• 2022

Purpose : The purpose of this study is to identify the degree of occupational therapist's professional ethics and to examine the correlation between professional ethics, job stress, and burnout. It also investigates the effects of the occupational therapist's professional ethics on job stress, and burn out, so that we can find a way to reduce them in occupational therapists. Methods : We conducted surveys from June 1 to July 5, 2022. The general characteristics were examined using a frequency analysis. Professional ethics, job stress, and burn out were examined using descriptive statistics. The correlation among them was analyzed with the Pearson correlation coefficient. To find out what factors affect job stress and burn out, we also conducted a multiple regression analysis. Results : First, professional ethics was averaged at 3.57±.34. Second, a significant negative correlation in professional ethics was found between job stress and burn out (p<.01). As a result of the correlation between occupational ethics sub-factors and job stress and burnout, factors excluding nonleisure and self-reliance showed a statistically significant correlation (p<.01, p<.05). Third, professional ethics sub-factor was affected job stress and burn out (p<.01, p<.05). The sub-factors affecting job stress were hard work (𝛽=.-461, p<.01), delay of gratification (𝛽=.-267, p<.01), and relation with coworker (𝛽=.-245, p<.01) and morality (𝛽=.-165, p<.05); and those influencing burnout were delay of gratification (𝛽=-.240, p<.01), relation with coworker (𝛽=-.223, p<.01), centrality of work (𝛽=-.189, p<.01) and hard work (𝛽=-.184, p<.05). Conclusion : The results of this study confirmed the importance of professional ethics affecting job stress and burn out. Through follow-up research, it will be necessary to develop and apply programs to improve professional ethic of occupational therapists in the future.

• 대한예방한의학회지
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• 제17권3호
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• pp.115-128
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• 2013

Objectives : This study was aimed to investigate burn out degree of K.M.D.s(Korean medicine doctors) who work at convalescent hospitals and to find contributional factors for the result. The relationship between burn out and job performance was also studied. Methods : 77 K.M.D.s(Male 49(63.6%), Female 28(36.4%)) participated in this survey that has 62 main questions about burn out, job performance, job environment and Social demographic characteristics. Survey was conducted from 19th Aug. 2013 to 6th Nov. 2013. Results : Average of burn out degree of K.M.D.s was 2.62 out of 5. Emotional exhaustion was highest (2.80) and depersonalization was lowest(2.20) among subordinate concepts of burn out. Work place location and average income of the subjective which are subordinate concepts of social demographic characteristics showed significant correlation with job performance. Role conflict, relation of co-worker, workload were significant factors for emotional exhaustion and meaning of the job, will of patient, challenge were significant factors for lack of feeling of accomplishment by multiple regression analysis. Relation of co-worker, aggression of patient and meaning of the job were also significant factors for depersonalization. Conclusion : Emotional exhaustion and lack of feeling of accomplishment among subordinate concepts of burn out were high in the subjective who participated this study. Significant factors that contribute to burn out of this study, shows different result compare to the studies that show other factors contribute to burn out who works at convalescent hospital or other place.

• 패션비즈니스
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• 제16권4호
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• pp.186-199
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• 2012

Most of employees in service area frequently and strongly experience job-stress caused by emotional labour than in general. This job-stress is supposed to incur employees' burn-out, which burn-out brings a lower service quality in various aspects of physical and spiritual hospitality. The purpose of this study is to identify the impacts of burn-out on emotional labour of hair designer, with 155 primary data from a sample of 200 employees of hair shop in Seoul and Gyeongnam area. The reliability and validity of the collected data were checked through the calculation of Cronbach's ${\alpha}$ and factor analysis. The empirical research made by regression analysis confirms that emotional labour significantly has a negative effect on burn-out of hair designer. Therefore, hypothesis presented to mediate the effect of burn-out on emotional labour of hair designer was supported in positive. Hopefully, this study contributes to hair business shops for setting up a management strategy on effective job-satisfaction of hair designer.

• 대한한의정보학회지
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• 제22권1호
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• pp.27-36
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• 2016

Purpose: The purpose of this study was to compare the level of job stress, burn-out and job satisfaction between intensive care unit nurses and general unit nurses. Methods: The subjects of this study were 100 intensive care unit nurses and 100 general unit nurses in university's hospitals. The data were collected using self-report questionnaires. The data were analyzed by descriptive statistics, -test, ANCOVA, t-test, ANOVA, and Pearson correlation coefficient by using the SPSS WIN 20.0 program. Results: There were significantly negative correlation in the score of job stress and job satisfaction in both groups of nurses. Job stress of intensive care unit nurses was significantly differences according to department satisfaction. Burn-out of intensive care unit nurses was significantly differences according to position, department satisfaction. Job satisfaction of intensive care nurses unit was significantly differences according to department satisfaction. Job stress of general unit nurses unit was significantly differences according to department satisfaction. Burn-out of general unit nurses was significantly differences according to clinical experience, position, department satisfaction. Job satisfaction of general unit nurses was significantly differences according to clinical experience, department satisfaction. Conclusions: The appropriate rewards for intensive care nurses and general unit nurses to decrease their job stress will be needed in hospital settings. In addition, a plan for systemic nurse training program is needed to provide high quality nursing education for each unit nurses effectively.

• 한국산학기술학회논문지
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• 제21권1호
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• pp.178-189
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• 2020

본 연구는 국립대학교병원 행정직원들의 직무만족도 수준을 알아보고, 조직갈등, 직무스트레스 및 정서적 소진이 직무만족도에 미치는 영향을 규명하고자 시도하였다. 조사대상은 전국 10개 국립대학교병원에 근무하고 있는 행정직원 384명으로 하였으며, 자료 수집은 2018년 7월 10일부터 8월 20일까지의 기간 동안에 구조화된 무기명 자기기입식 설문지를 이용한 설문조사에 의하였다. 연구결과, 조사대상자의 직무만족도 평균 점수는 조직갈등(p<0.001), 직무스트레스(p<0.001) 및 정서적 소진 점수가 높은 군일수록(p<0.001) 유의하게 낮았다. 조사대상자의 직무만족도는 조직갈등, 직무스트레스 및 정서적 소진과 유의한 음의 상관관계를 보였다. 공분산 구조분석 결과, 조직 갈등은 직무스트레스나 정서적 소진보다 직무만족도에 더 큰 영향을 미쳤으며, 조직갈등, 직무스트레스 및 정서적 소진이 높을수록 직무만족도가 낮아지는 것으로 나타났다. 위와 같은 연구결과는 국립대학교병원 행정직원들의 직무만족도는 조직갈등, 직무스트레스 및 정서적 소진과 유의한 관련성이 있음을 시사하고 있으며, 특히, 조직갈등은 직무스트레스나 정서적 소진보다 직무만족도에 더 큰 영향을 주고 있음을 시사하고 있다.

• 유통과학연구
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• 제17권11호
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• pp.81-92
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• 2019

Purpose: The salesperson, the core of the operating activities, plays the role of connecting the inside and outside of the company, representing the company to the consumer and identifying and responding to the customer's needs. The department store industry is the most representative retail industry in South Korea, and competition among its peer group and industry is intensifying, requiring differentiated service sales activities and performance from its employees. This study divided the sales force system into activity control(process-oriented control) and output control(performance-oriented control) and verified the differential impact on the job attitude of the salesperson (e.g., job satisfaction and burn-out), respectively. In addition, the effect of job satisfaction and burn-out of the salesperson on the job performance were checked. Research design, data, and methodology: The survey was conducted on 200 sales people working at five branch stores of Hyundai department store in Seoul, and 194 of them were analyzed. The reliability and validity of the variables were analyzed and hypotheses were verified through the SEM. Results: Results have shown that activity control has a greater impact on burn-out compared to output control, and output control has a greater impact on job satisfaction compared to activity control. It has been shown that the salesperson's burn-out does not affect sales performance, but that job satisfaction has a positive effect on sales performance. Conclusions: This study examines the effect of sales force management system such as activity control and output control, on the job attitude and sales performance in department stores. According to the results of this research, each of two control systems have a discriminatory effect on the job attitude variables. For the sales managers of department store, it is recommended to increase the efficiency of sales management by increasing the use of outcome control compared to activity control.

• 한국산학기술학회논문지
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• 제21권5호
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• pp.433-442
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• 2020

본 연구는 소방공무원들의 직무스트레스와 소진 정도와의 관련성을 규명하고자 실시하였다. 연구대상은 D광역시 5개구의 5개 소방서에서 근무하고 있는 소방공무원 582명으로 하였으며, 조사는 2019년 7월 1일부터 9월 30일까지의 기간 동안에 구조화된 무기명 자기기입식 설문지를 이용한 설문조사에 의하였다. 연구결과, 조사대상자의 소진 정도는 직무스트레스 총점이 낮은 군보다 높은 군일수록 유의하게 높았으며, 소진과 직무스트레스와의 상관관계에서도 유의한 양의 상관관계를 보여 직무스트레스가 높을수록 소진정도가 심해지는 것으로 나타났다. 소진에 대한 직무스트레스의 관련성을 알아보기 위하여 로지스틱회귀분석을 실시한 결과, 「고위험 소진 군」이 나타날 위험비는 직무스트레스가 낮은 군에 비해 매우 높은 군에서 유의하게 높았다. 소진에 영향을 미치는 요인을 알아보기 위해 다중회귀분석을 실시한 결과, 소진에 영향을 미치는 요인으로는 성, 연령, 근무경력, 교대근무여부, 업무의 신체적 부담정도, 업무에 대한 만족도, 직업전환의사 및 직무스트레스가 유의한 변수로 선정되었다. 이상과 같은 연구결과는 소방공무원들의 직무스트레스는 소진 정도와 밀접한 관련성이 있음을 시사하고 있어 직무스트레스 요인을 적절하게 통제할 수 있는 프로그램의 개발 및 운영이 필요하다고 본다.

• 한국직업건강간호학회지
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• 제27권2호
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• pp.109-120
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• 2018

Purpose: The aims of this study were to examine the work, client, and personal environments of community health practitioners, including the level of their professional quality of life (ProQOL), and identify the factors affecting their ProQOL. Methods: Data were collected using a web-survey questionnaire, which was completed by a sample of 308 community health practitioners currently working in Korea. The questionnaire included items on ProQOL; three dimensions labeled compassion satisfaction, burn out, and secondary traumatic stress; job stress; job satisfaction; sense of community; and general characteristics. Results: The mean scores for the three dimensions were $39.2{\pm}6.44$ (compassion satisfaction), $31.9{\pm}3.59$ (burn out), and $26.4{\pm}5.05$ (secondary traumatic stress). A multiple linear regression revealed that compassion satisfaction varied significantly according to the satisfaction with job choice, sense of community, job stress, and job satisfaction. The factors affecting burn out were sense of community and work load, while the factors affecting secondary traumatic stress were education, job stress, and job satisfaction. Conclusion: The findings of this study suggest that comprehensive intervention focusing on improving the sense of community and job satisfaction and reducing job stress is essential to promote community health practitioners' ProQOL.

• 대한방사선기술학회지:방사선기술과학
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• 제33권4호
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• pp.313-320
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• 2010

본 연구의 목적은 병원에서 근무하고 있는 방사선사의 직무요구와 소진간의 관계에서 감성지능의 조절효과를 파악하는데 있다. 본 연구의 결과를 요약하면 첫째, 둘째, 방사선사의 직무요구(역할갈등, 인지요구, 업무량)가 소진(감정고갈, 개인성취감저하, 비인격화)에 유의한 영향을 미치는 변수로 나타났다. 인지요구와 업무량이 감정고갈에 유의한 영향을 미쳤으며, 역할갈등과 업무량은 개인성취감 저하에 유의한 영향을 미쳤다. 그리고 역할갈등과 인지 요구는 비인격화에 유의한 영향을 미치는 것으로 나타났다. 셋째, 직무요구(역할갈등, 인지요구, 업무량)와 소진(감정고갈, 개인성취감저하, 비인격화)과의 관계에서 감성지능의 조절효과를 검증하였는데, 검증결과 인지요구와 개인성취감저하 관계에서 감성지능의 조절효과가 있었다. 그리고 역할갈등과 비인격화 관계에서 감성지능의 조절효과가 있었고, 인지요구와 비인격화 관계에서 감성지능의 조절효과가 있는 것으로 나타났다.