• 대한안전경영과학회지
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• 제25권2호
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• pp.59-69
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• 2023

Previous works on safety behavior have paid less attention to the influence of several leadership styles on safety behavior. Among the various leadership styles, I focus on the effect of coaching leadership on safety behavior. To be specific, this paper investigates the impact of coaching leadership on safety behavior and its underlying mechanisms (mediator) as well as contextual factor (moderator). This research examines the sequential mediating effect of perceived organizational support and organizational identification in the association between coaching leadership and safety behavior. Also, work overload will negatively moderate the coaching leadership-perceived organizational support link. My results showed coaching leadership increases employee safety behavior through the sequential mediation of perceived organizational support and organizational identification. In addition, work overload functions as a negative moderator which diminishes the positive effect of coaching leadership on perceived organizational support.

• 한국산학기술학회논문지
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• 제18권10호
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• pp.382-392
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• 2017

본 연구의 목적은 종업원 개인의 심리적 역량인 긍정심리자본이 인지된 직무과부하에 미치는 영향을 알아보고, 상사에 대한 신뢰가 긍정심리자본과 상호작용하여 인지된 직무과부하에 미치는 영향에 대해 검증하는 것이다. 더 나아가 긍정심리자본과 인지된 직무과부하가 이직의도에 미치는 영향을 검증함으로써, 상대적으로 연구가 미흡했던 인지된 직무과부하의 선행요인을 밝히고 궁극적으로 직무만족과 성과를 향상시킬 수 있는 긍정심리자본 구축방안과 시사점을 제시하는 데 그 목적이 있다. 214명의 국내 제조업 근로자들로부터 설문자료를 수집하였고, 상관관계분석과 위계적 회귀분석, 조절회귀분석을 실시하였다. 가설검증 결과, 종업원 개인의 긍정심리자본은 인지된 직무과부하와 부(-)의 관계를 나타냈고, 상사에 대한 신뢰가 강한 종업원일수록 동일 수준의 긍정심리자본 하에서 직무과부하 정도를 더 낮게 인식하는 것으로 나타났다. 또한, 긍정심리자본은 이직의도와 부(-)의 관계를, 인지된 직무과부하는 이직의도와 정(+)의 관계를 나타냈다. 이러한 결과는 인지된 직무과부하 정도와 이직의도에 영향을 미치는 선행요인으로서 긍정심리자본이라는 개인의 심리적 강점 및 역량에 대한 이론적, 실증적 고찰이 중요하다는 것을 시사한다. 또한 종업원 개인의 심리적 역량과 함께 상사에 대한 신뢰라는 관계적 차원의 역량을 구축하는 것이 필요함을 보여준다.

• 간호행정학회지
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• 제6권1호
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• pp.109-122
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• 2000

The present study examined the causal relationships among nurses' perceived autonomy, job satisfaction, work environment (work overload, role conflict, situational support, head nurses' leadership), personal aspects(experiences, need for achievement, professional knowledge and skill) by constructing and testing a theoretical framework. Based on literature review nurses' perceived autonomy and job satisfaction were conceived of as outcomes of the interplay among work environment and personal characteristics. Work environment factors involved work overload, role conflict, situational support, and head nurses' leadership (task oriented leadership, relation oriented leadership). Personal charateristics included experiences, need for achievement, and professional knowledge and skill. Three large general hospital in Chonbuk were selected to participate. The total sample of 516 registered nurses represents a response rate of 92 percent. Data for this study was collected from July to September in 1998 by Questionnaire. Path analyses with LISREL 7.16 program were used to test the fit of the proposed conceptual model to the data and to examine the causal relationship among variables. The result showed that both the proposed model and the modified model fit the data excellently. It needs to be notified, however, that path analisis can not count measurement errors; measurement error can attenuate estimates of coefficient and explanatory power. Nevertheless the model revealed relatively high explanatory power. 42 percent of nurses' perceived autonomy was explained by predicted variables; 32 percent of nurses' job satisfaction was explained by by predicted variables. Tn predicting nurses' perceived autonomy the findings of this study clearly demonstrated the work overload might be the most important variable of all the antecedent variables. Head nurses' relation oriented leadership, situational supports, need for achievement, and role conflict were also found to be important determinants for nurses' perceived autonomy. As for the job satisfaction, role conflict, situational supports, need for the achievement, and head nurses' relation oriented leadership were in turn important predictors. Unexpectedly the result showed perceived autonomy have few influence on job satisfaction. The results were discussed, including directions for the future research and practical implication drawn from the research were suggested.

• 한국직업건강간호학회지
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• 제20권2호
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• pp.163-171
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• 2011

Purpose: This study is to investigate the job stress and presenteeism of nurses with work shift. Methods: The data were collected through questionnaires from 281 clinical nurses working for a university hospital located in D city from 13 to 28 of February, 2009. The data were analyzed by descriptive statistics, t-test, ANOVA, Scheffe verification test, Pearson correlation coefficient and multiple linear regression using SPSS/WIN 16.0. Results: The mean score of job stress was 3.47. Work overload and psychological burden scored the highest point as the sub-category of work stress factor. Work performance loss out of presenteeism showed 26.89 and perceived productivity, 79.79. Also 94.7% of respondents answered they had health problems. A significantly positive correlation was found among job stress, work performance loss and health issue. To determine the factors affecting presenteeism, work performance loss was associated with work overload and perceived productivity with interpersonal relationship conflict. Conclusion: Based on the findings of the study, job stress is positively correlated with work performance loss, and health problems. Therefore, health problems of nurses with work shift need to be considered and plans to manage their job stress affecting presenteeism need to be developed at an earlier stage.

• Safety and Health at Work
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• 제13권3호
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• pp.350-356
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• 2022

Background: Although sick leave is a complex phenomenon, it is believed that there is potential for prevention at the workplace. However, little is known about this potential and what specific measures should be implemented. The purpose of the study was to identify perceived reasons to take work-related sick leave and to suggest preventive measures. The study was completed before the COVID-19 pandemic emerged, and the risk factors identified may have been amplified during the pandemic. Methods: An in-depth cross-sectional survey was conducted across a randomly selected sample of hospital nurses in Norway. The national sample comprised 1,297 nurses who participated in a survey about their sick leave during the previous 6 months. An open-ended question about perceived reasons for work-related sick leave was included to gather qualitative information. Results: Among hospital nurses, 27% of the last occurring sick leave incidents were perceived to be work-related. The most common reasons were high physical workload, high work pace, sleep problems, catching a viral or bacterial infection from patients or colleagues, and low staffing. Conclusions: Over a quarter of the last occurring sick leave incidents among Norwegian hospital nurses are potentially preventable. To retain and optimize scarce hospital nursing resources, strategies to reduce work-related sick leave may provide human and financial benefits. Preventive measures may include careful monitoring of nurses' workload and pace, optimizing work schedules to reduce the risk of sleep problems, and increasing staffing to prevent stress and work overload.

• 대한가정학회지
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• 제31권1호
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• pp.45-60
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• 1993

The purpose of this study is evaluate by using ready prepared question-naires consist of items including perceived stressors. locus of control and distress to classify the different characteristics due to occupations and ages. The sampling groups ranges from 20 generations to 50 generations employed wives living with husband and children dwelling in Seoul. Finally, the sampling data used in this study are the number of 412. The major findings are as follows; (1) All employed wives feel less perceived stressors but more perceived stressors for insufficient understanding of their childrens, overload of housework, willingness of stop of employment by their parents of both families, economic expenditures, and various problems in work places. (2) There appear signigicant differences for perceived stressors and mental and physical distress due to the occupations and the ages of employed wives. Otherwise the locus of control appear clear differences due to the ages only. The more perceived stressors and mental and physical distress appear for laborious and service occupation than professional and administrative occupation. (3) The variables related to physical distress and mental distress are occupation, age, martial status and work allocation of housework, relationship childrens and relationship kinship.

• 성인간호학회지
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• 제13권4호
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• pp.560-570
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• 2001

Purpose: The purpose of this study is to identify factors of the causal attribution of cancer and to determine related variables. Method: Subjects were one hundred and thirty three cancer patients. The tool of the perceived causal attribution used was developed by authors and basically founded on Kim's work(1993). The SAS program was used to analyze the data along with descriptive statistics, t-test, ANOVA, Duncan's Multiple range test, and Principal component analysis and varimax rotation. Results: 1) The perceived causal attribution measurement revealed four factors; overload, destiny, stress, and constitution. The total percentage of variance explained by the four factors was 44.3%. 2) The scores of destiny on women, having religion, unemployed, lower level of education, no spouse, groups of uterine cervix and lung cancer, not receiving an operation and receiving radiation were significantly higher than those other groups. 3) The scores of stress on women, having religion, and not having a job were significantly higher than those on men, without religion, and having a job. 4) The scores of constitution on those in their forties, women, not receiving an operation and receiving radiation were significantly higher than for those in their sixties, men, receiving operation and not receiving radiation. There was no significant difference in the factor scores of overload by any variables. Conclusion: Factors of the perceived causal attribution of cancer among Korean cancer patients were overload, destiny, stress, and constitution. The scores of each factor the perceived causal attribution was significantly different by general and disease related characteristics.

• 대한간호학회지
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• 제25권1호
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• pp.110-123
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• 1995

This study was done to analyze the relationship between task stress and morale in psychiatric nursing assistants. The subjects were 118 psychiatric nursing assistants selected from the National Mental Hospital in Seoul and 18 non-medical mental institutions. The data were collected from October 22 to November 12, 1994. The instruments used for this study were modified PNOSS (Psychiatric Nurse Occupational Stress Scale) which was developed by Bai and modified the Morale scale which was developed by Oh. The confidence varification of these instruments were computed and Cronbach $\alpha$=.9255, .9260. Data were analyzed by t -test, ANOVA on 5% significant level and Pearson correlation coefficient. The results of the study are as follows : 1. The average work stress scores of subjects were 2.83. Among the work stress factors : the conflict with nurse was identified as the most stress factor. There was significant relationship between the degree of work stress and the variables of psychiatric Nursing Assistants such as the marital status, educational level, religion, job satisfaction, working place, predicted period of work. 2. Average total morale scores for the subjects was 3.08. There was a significant relationship between the degree of morale and variables of psychiatric nursing assistants such as working place, certification as a nursing assistant, job satisfaction, opportunity for practical education and predicted period of work. 3. There was a significant relationship between the degree of morale and work stress factors such as administration problem, work overload.

• 서비스연구
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• 제13권4호
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• pp.1-23
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• 2023

현재 태블릿 PC 가 점점 더 인기를 끌면서 매장 운영에 있어 편리함을 제공하지만, 일부 고객은 불만을 느낄 수 있다. 그림자노동의 관점에서 고객은 태블릿 PC 를 사용하는 것이 추가 작업, 즉 서비스 직원으로부터 업무가 이전되어 고객 스스로 작업을 해야 한다고 느낄 수 있다. 따라서 본 연구는 고객이 태블릿 PC 를 이용할 때 그림자노동에 대한 인식(지각된 사용 어려움 및 지각된 사용 강제성)의 원인과 그림자노동에 대한 인식이 태블릿PC 주문 서비스에 대한 재사용 의도에 어떤 영향을 미칠 수 있는지를 조사하는 것을 목적으로 한다. 또한 고객의 그림자노동에 대한 지각이 디지털 리터러시와 정보 과부하에 영향을 받는지 여부를 조사하며, 태블릿 PC 를 사용할 때 발생하는 혜택이 그림자노동 지각에 미치는 긍정적인 영향을 조사한다. 본 연구는 음식점에서 태블릿 PC 를 이용하여 주문하는 고객을 대상으로 중국의 설문조사 전문 사이트인 "원쥬엔싱" (Wenjuanxing)를 통해 온라인 설문조사를 수행한 후, 총 376 개의 유효한 데이터에 대해 SPSS 24.0 을 활용하여 인구통계학적 특성, 빈도 분석, 신뢰도 분석, 타당성 분석, 상관관계 분석 등을 실시했다. 또한 가설들은 회귀분석을 통해 검증하였다. 376 명 응답자의 실증분석 결과, 디지털 리터러시와 정보 과부하가 그림자노동 인식에 영향을 미치며, 태블릿 PC 주문 서비스 재사용 의도에도 영향을 미친다는 점을 밝혔다. 또한 혜택은 이러한 관계에 대해 유의한 조절 효과를 보였다.

• 한국병원경영학회지
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• 제7권2호
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• pp.99-123
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• 2002

This study was conducted to determine whether follow-up management is carried out continuously following CQI activity and to analyze the factors behind the success and failure of follow-up management. Past presentations from 1994-1999 of CQI coordinators and lecturers from various institutions who presented at The Korean Society of Quality Assurance in Health Care(KoSQA) on the conditions of follow-up management in each institution were analyzed. The results of this study were as follows; Since the number of subjects on CQI increased each year at symposiums, this has expanded to all medical institutions. Although medical institutions usually conduct 11-20 subjects on CQI per year, there were many such occasions where more than 31 subjects were conducted. Moreover, institutions with less than 800 beds have come up with more projects than those with more than 800 beds, thus 23.3% of these institutions had at least 1 person involved in 4 projects. This had created an overload of responsibilities for specific persons' involvement, prompting them to incline toward formalities in their work rather than substantial activities. Among the projects presented at the symposiums, 51.7% demonstrated that follow-up management could be carried out. In particular, 55.3% of the projects from provincial regions could carry out follow-up management compared to 48.8% in Seoul. Moreover, it was demonstrated that 80% of the projects from institutions with 600-799 beds carried out follow-up management most effectively. With regards to previous presentations, the older they were, it was found that follow-up management could not be effectively carried out. Some institutions that responded that follow-up management was carried out effectively in their institutions were found to have conducted follow-up management without any inspection strategies or the appropriate tools. CQI activities were executed and terminated with no consistency and team members had no real concern for it. The most important factors that contribute to an effective follow-up management are the need for concern and interest from the directors of the hospitals, from the relevant departments and team members in addition to the role of the supervising department, follow-up management through management of target goals, consistency in tasks along with communication between all team members. The biggest problems were perceived to be overload of work due to accumulation of proposed projects in addition to lack of awareness pertaining to follow-up management. CQI is beneficial for all staff for the improvement of the mind and business administration and thus it is believed to be desirable. To carry out follow-up management effectively, leadership, analysis and application of information, follow-up management and planning, as well as quality management are perceived to be essential, on the other hand, the results showed a significant difference. To prevent CQI activities from becoming just an activity, the basic system should be reconstructed and augmented based on the problems derived from the results of this study. Moreover, we hope this study will be used as reference material that would encourage the administration of follow-up management after CQI activities in most hospitals. Furthermore, various studies on follow-up management should be conducted for CQI activities in the future.