• 한국치위생학회지
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• 제15권6호
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• pp.1033-1041
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• 2015

Objectives: The purpose of the study is to find out the effect of part-time employment experience on adaptation to university life in dental hygiene students. Methods: A self-reported questionnaire was completed by 288 dental hygiene students in Seoul and Gyeonggido from September to October, 2014. The questionnaire consisted of general characteristics of the subjects(5 items), part-time employment experience(6 items), and adaptation to university life(53 items). The instrument for adaptation to university life was adapted from Baker and Sirky and modified by Kwon. Likert 5 point scale adaptation included personal emotion adaptation, academic adaptation, social adaptation, and university environment adaptation. Cronbach's ${\alpha}$ was 0.80 in the study. Results: The adaptation to university life was 3.0 points. The higher the economic level was, the higher the personal emotional adaptation(p<0.001) and academic adaptation were(p<0.05). The adaptation to university life was positively influenced by tuition support by parents and part-time employment(p<0.05). The part-time employment was significantly helpful to future job selection, social adaptation, and university environment adaptation(p<0.001). Economic stability and advantage of future job selection had a positive influence on the adaptation to university life. So the adaptation to university life was proportional to younger age, economic stability, and advantage to future job selection. Conclusions: It is very important to give a positive motivation and stimulation, and a careful counseling to the students in part-time employment. In order to encourage the part-time employed students, major-related part-time job opening must be given.

• 재활복지공학회논문지
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• 제6권2호
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• pp.71-76
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• 2012

본 연구는 외부신체 장애근로자를 대상으로 이동보조기 사용에 따른 직업만족과 삶의 질의 차이를 장애유형에 따라 비교분석하고, 이동보조기 사용자의 직업만족이 삶의 질에 미치는 영향을 분석하는 것이다. 분석결과, 경증의 경우 일의 내용에서만 이동보조기 사용자의 직업만족이 높은 것과는 달리 중증의 경우 일의 내용, 근로환경, 근로시간, 발전가능성, 의사소통 및 대인관계에 대한 만족이 높게 나타났으며, 삶의 질에서도 중증의 경우 가족, 거주지, 일에 대한 삶의 질에서 긍정적으로 인식하는 것으로 나타났다. 또한 이동보조기 사용자의 직업만족이 삶의 질에 미치는 영향의 분석결과, 직업만족의 모든 하위영역에서 의미 있는 영향을 나타내어 직업만족이 높을수록 삶의 질을 높게 인식하는 것으로 나타났다.

• 한국보육지원학회지
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• 제11권1호
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• pp.83-100
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• 2015

본 연구는 보육교사가 인식한 원장의 지도성 유형과 의사결정 유형에 따른 보육교사의 직무만족도의 차이를 연구해봄으로써 보다 질 높은 보육과정의 운영을 위해 필요한 보육교사의 직무만족도를 높이는데 있어 원장의 지도성 유형과 의사결정 유형의 영향력을 검토해보는 데에 그 목적이 있다. 연구의 대상은 어린이집의 보육교사 184명을 대상으로 설문지 조사를 실시하였고, 원장의 지도성 유형및 의사결정 유형에 따른 보육교사의 직무만족도의 차이 분석을 위해 일원분산분석과 사후검증을 실시하였다. 결과 보육교사의 직무만족도는 대부분 가장 긍정적인 지도성 유형인 효율형일 때 가장 높은 점수를 나타냈다. 마찬가지로 원장의 의사결정 유형의 경우도 가장 이상적인 유형인 참여형 의사결정 유형이 교사의 직무만족도 모든 하위 요소에서 가장 높은 점수를 나타냈다. 이는 긍정적인 지도성과 민주적인 참여적 의사결정 과정을 선호하는 원장의 경우 교사의 직무만족도를 높여 주어 어린이집의 질적 발전을 위해 긍정적인 영향을 미칠 수 있음을 시사해 준다.

• 한국직업건강간호학회지
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• 제13권2호
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• pp.118-129
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• 2004

Purpose: The purpose of this study is to investigate effects of shift work on married nurses' role conflict and job satisfaction. Method: Study subjects consisted of married nurses employed at four general hospitals with over 500 beds located in Seoul and Kyunggi area. The data were collected from March 15th to April 7th, 2004 using the survey and the subjects were asked to reply through self-administrative method. Results: Mean value of role conflict of nurses who worked shift work was measured 3.12 out of 5, and that of nurses who did not was measured 2.98. Mean value of job satisfaction of nurses who worked shift work was measured 2.79 out of 5, and that of nurses who did not was measured 2.86. There was a significant reverse correlation between mean level of role conflict and of job satisfaction. Both groups, nurses who worked shift work and nurses who did not, showed significant reverse-correlation in two areas. In the case of nurses who worked shift work, role conflict not showed a significant correlation. Job satisfaction showed a significant correlation with the plan to work as a nurse and remuneration in the case of nurses who worked shift work. Duty of supporting family was the factor affecting role conflict and measured 4.2% in the case of nurses who worked shift work, and the plan to work as a nurse and the academic background in the case of nurses who did not work shift work. Conclusion: To reduce role conflict and to improve the degree of job satisfaction, there should be taken a measure to improve a financial compensating system for working shift work for nurses who worked shift work, and to help nurses not working shift work to design plans for their job as nurses with stability.

• 한국경영과학회:학술대회논문집
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• 한국경영과학회/대한산업공학회 2003년도 춘계공동학술대회
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• pp.320-325
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• 2003

This study investigates empirically the job satisfaction and turnover awareness of the R&D manpower working in company research laboratory. Through the analysis of 106 questionnaires and individual depth interview with R&D manpower who is evaluated as cove researcher in research lab., this study obtains the practical informations on the understandings of their workplace and the extend of turnover awareness etc. The result shows that the many researchers have turnover-minded to improve job stability and develop their career. They think themselves as a cove competent person, but their performances aye not recognised by the organization as they expected level. And the result indicates that many of them haven't find their visions in the workplace.

• 대한안전경영과학회지
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• 제16권1호
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• pp.11-19
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• 2014

Prevention of the disasters is the best welfare to workers and it brings the growth and stability of an enterprise, finally uplifts the national competitiveness. Because small-scale businesses do not have safety and health managers, the government provides a wide range of safety and health management supports to small-scale businesses. However despite of this government's effort, the industrial accident rate of small-scale businesses does not decline, which is mainly because the projects are not differentiated according to the risk level of individual business. Therefore, this paper aims to obtain implications concerning a plan to conduct a reliable assessment of education through a safety job assessment, and to build a framework which may improve a technical area through the AHP analysis.

• 간호행정학회지
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• 제4권2호
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• pp.457-474
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• 1998

This study was aimed to be able to dedicate to the quality promotion of nursing of the nurses and the development of hospital organization by investigating interrelations between job satisfaction degree and organizational commitment of the clinical nurses. The objects of this study have been 507 nurses working in university hospital in Seoul and the materials have been collected through structured questionnaires for 14 days from Feb. 23. 1998 through March 8. The materials have been analyzed and computerized statistically with SPSS. General characteristics have been analyzed by practical number and percentage. and job satisfaction degree and organizational commitment have been analyzed by average evaluation marks and standard deviation and the relation between general characteristics and job satisfaction degree and the relation between general characteristics and organizational commitment have been analyzed by t-test or F-test(ANOVA) according to the characteristics of variable. Correlations between job satisfaction degree and organizational commitment have been analyzed by Pearson's Correlation Coefficient. The followings are the summaries of the results of the study: 1. The degree of job satisfaction of the object was 3.26 in average on the basic of 5 marks and worth area showed highest by 3.78 while wage and welfare 2.70 the lowest when analyzed 11 areas. 2. Organizational commitment of the object showed 3.24 in average on the basic of 5 marks. 3. According to the age. marital status. educational background. employment experience. experience in current department. position. types of work. department of work. wage, satisfaction about the current department, whether they wish to be transferred to the other department and whether they are transferred or not. there were significant differences in the characters of job satisfaction degree when general characteristics and job satisfaction degree have been examined. 4. According to the age. marital status. religion. educational background. employment history. position and experience in current department. types of work. department of work. wage. satisfaction about the department they are assigned. whether they wish to be transferred. Whether they are transferred or not and number of being transferred to the other department. there have been significant differences in the characters of organizational commitment when general characteristics and organizational commitment have been examined relatively. 5. Correlations between the degree of job satisfaction and organizational commitment has shown the degree of organizational commitment higher respectively when the degree of job satisfaction was higher. the degree of sanitation factor was higher and the degree of motive factor was higher (r=.73799. r=.6826. r=.6570). 6. The result of the analysis of correlations between organizational commitment and the turnover intension and job related action has shown comparatively high reverse correlations (r=.6375) between organizational commitment and turnover intension and low reverse correlations(r=.3253) between organizational commitment and job related action. Based on the above results. the study of the ways of increasing the degree of satisfaction about wage. welfare. position and stability and the supervision of the senior which showed the low degree of job satisfaction should be conducted and through the management of the degree of job satisfaction which affects to the organizational commitment, I would like to propose that the ways of increasing the sense of commitment to the hospital organization of the nurses should be studied.

• 한국치위생학회지
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• 제14권3호
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• pp.381-390
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• 2014

Objectives : The purpose of the study is to investigate the relationship between job-stress and temporomandibular joint(TMJ) disorder in dental hygienists. This study will provide the basic data to improve the working condition and the quality of life. Methods : The subjects were 229 dental hygienists at general hospitals in Seoul, Korea. A self-reported questionnaire was filled out from May 20 to June 20, 2013. The questionnaire consisted of 4 questions of demographic features, 11 questions for TMJ symptoms and 5 questions for job stress. The data were analyzed by frequency analysis, chi-square test, Mann-Whitney U test and multiple job-stress logistic regression analysis using SPSS version 21.0. Results : During the last six months, 53.3%(122 persons) of the dental hygienists had TMJ disorder symptoms including joint noise(40.6%, 93 persons), TMJ pain(31.4%, 71 persons) and limitation of TMJ(21.8%, 50 persons). Job-stress is divided into two ranges including high stress group(4.3-5.0 points) and low stress group(0.0-3.6 points) in TMJ pain and joint noise(p<0.05). TMJ pain was closely related to low back pain, pelvis pain and tension headache arising from the uncomfortable working posture. Conclusions : It is necessary to prevent the job stress in the dental hygienists by the improvement of working condition, emotional stability, and frequent postural change.

• 노동경제논집
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• 제27권3호
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• pp.25-52
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• 2004

1998~2000년에 신규로 장해등급이 판정된 남성 산재근로자를 대상으로하여 산재보상 수급자 데이터베이스와 고용보험 피보험자 데이터베이스를 결합함으로써 취업력(labor history)을 재구성하였다. 이 자료에 기초한 분석 결과에 따르면, 먼저 원직장복귀가 산재근로자의 주요한 직장복귀 경로이며 고용유지에도 유효하였던 반면, 요양종결 이후의 취업자들은 상대적으로 높은 이직률을 보였다. 그리고 직장복귀자의 약 6할은 이직을 경험하는 것으로 나타났으며, 이직자 가운데 77%는 이전 직장의 취업기간이 1년 미만이었다. 한편 다중위험모형을 이용한 취업기간 분석에서 사업장 규모가 작을수록 그리고 비자발적 이직의 경우에는 직업탐색기간이 길수록 산재근로자의 취업기간이 짧아진다는 사실을 확인하였다. 뿐만 아니라 요양종결 이후의 첫 직장에서 일자리를 유지하는 기간이 길수록 이후의 취업과 고용유지에도 긍정적인 효과를 보였다.

• 한국의료질향상학회지
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• 제10권2호
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• pp.144-153
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• 2003

1) Background: The hospitals of modem society, like any other business entities, have to constantly strive to secure their survival from aggressive changes and competition outside. In this unstable environment, effective leadership is one of the most effective strategies for securing organization's growth as well as stability. This study investigated types of leadership (transformational or transactional) that is dominant in medical record departments and compared it's effects on organizational commitment and job satisfaction of their organizational members by types. 2) Method: A questionnaire was developed and mailed to all medical record administrators working at general hospitals throughout the country except department directors (N=450). Of these, 150 useable questionnaires were returned and analyzed by t-test, multiple regression analysis using SPSS. 3) Results: The organizational commitment and job satisfaction were a little bit higher than moderate level, and that of leadership perceived by medical record administrators was also in moderate level throughout types. Significant characteristics (positively) related to organizational commitment and job satisfaction by univariate analysis were marital status (married), position (middle management) and both type of leadership. However transformational leadership was the only significant factor in leadership styles after considering all the factors related to organizational commitment and job satisfaction together by multivariate analysis. 4) Conclusion: The average organizational commitment and job satisfaction of medical record administrators was just in moderate level. Efforts should be made to increase them by improving leadership capacity of medical record directors, primarily by using transformational leadership approach.