• 대한간호학회지
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• 제26권2호
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• pp.467-482
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• 1996

This study was carried out to measure the degree of organizational commitment, job involvement, and role stress of clinical nurses, and to identify the relationships among personal characteristics, role stress, organizational commitment and job involvement in clinical nurses. The subjects were consisted of 412 nurses who were working at three General Hospitals in Chonbuk. The data were collected by self-reporting questionnaire from Sept. 20 to Sept. 31, 1995. The instruments used in this study were Organizational Commitment Scale developed by Mowday et al. and Job Involvement Scale developed by Kanungo. The role stress was measured by the scale developed by Rizzo( : role conflict, role ambiguity) and Beehr( : role overload). T-test, one-way ANOVA, Scheffe test and pearson's correlation coefficient were used for data ana1isis. Major findings were as follows : 1. Mean scores for organizational commitment were 3.008, job involvement 3.074, and role stress 2. 815( :role conflict 2.802, role ambiguity 2.253, role overload 3.294) on a 5 point scale. 2. All of personal characteristics were significantly related to the level of organizational commitment : age（r＝.481, p＝.000）, clinical experience（r＝ .479, p＝.000）, educational level（t＝4.11, p＝ .000）, position（F＝30.867, p＝.000）, marital status（t＝-5.63, p＝.000） and hospital agency （F＝21.374, p＝.000）. 3. All of personal characteristics were significantly related to the level of job involvement : age（r＝ .381, p＝.000）, clinical experience（r＝.393, p＝ .000）, educational level（t＝3.72, p＝.000）, position（F=18.004, p＝.000）, marital status（t＝-4. 91, p＝.000） and hospital agency（F=39.441, p＝ .000）. 4. There was a negative relationship between role stress and organizational commitment（r＝-.519, p＝.000）. 5. There was a negative relationship between role stress and job involvement（r＝-.256, p＝.000）. 6. There was a positive relationship between organizational commitment and job involvement （r＝.591, p＝.000）.

• 대한간호학회지
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• 제25권4호
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• pp.741-750
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• 1995

The purpose of this study was to develop a role conflict scale for nurses in hospitals. The process of study was as follows. The first step was the study of selected literature on role conflict in general and to translate into Korean language the role conflict and ambiguity scale developed by House. From this process, a scale for role conflict inventory-general was made by consulting with two professors majored in educational evaluation and one professor who is an authory on educational administration. In the second step, 24 clinical nurses were asked to describe the situations having job-related role conflict. In the third step, the role conflict inventory-specific was derived from the role conflict inventory -general, and data selected from the step two. The confidence and clarity of this role conflict inventory-specific was strengthed by consulting one clinical psychologist, two professors of nursing college and ten doctoral students of nursing. With this tool being tested, the results are summarized as follows. 1. Reliability Internal consistency reliability was tested by cronbach alpha, corrected item total correlation and correlation matrix. The cronbach alpha level was .94 and one item among 37 items was below .35 and the rest items were .42 above in the corrected item total correlation. There was no negative correlation in the correlation matrix. 2. Construct validity In the construct validity test, four factors have an eigen value 1.0 over, Factor 1 represented role ambiguity, composed of 15 items with .90 reliability level. Factor 2 represented deficiency of ability and skill, composed of 11 items with .90 of reliability level. Factor 3 represented working environment, composed of 6 items with .85 of reliability level. Final factor represented deficiency of job-related collaboration, composed of 5 items with .69 reliability level. These results contribute to measuring the level of role conflict for nurses, and to the managment of the nurses' role conflict.

• Journal of Information Technology Applications and Management
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• 제23권2호
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• pp.1-10
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• 2016

When implementing a new information system, the success has been infrequent even though implementing a new IS can bring about various benefits to organizations. Employee resistance has been identified as a critical reason for such failure of implementing and operating a new IS. The vital role of orgazniational support with employee personality traits (e.g., tolerance for ambiguity and openness to expeirence) to reduce employee resistance has been missing when explaining to the failure of impleneting a new IS. The purpose of this study was to test a research model regarding employee resistnace, investigating the relationship bewteen organizational support and employee personality traits in that how organizational support influences employee resistance and also how employee personality traits (e.g., tolerance for ambiguity and openness to expeirence) interact with organizational support to decrease employee resistance the most. The results of this study supported our hypotheses and theoretical and practical implications are discussed.

• Journal of Information Technology Applications and Management
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• 제23권2호
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• pp.113-141
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• 2016

This study identifies and validates the factors that affect sales performance of salespersons in the business software industry. In the study, in order to measure the dependent variable (performance of the salesperson) more comprehensively, multiple items are utilized and both outcome and behavior indicators are used. Independent variables are identified based on the classification of Verbeke et al. [(2011] including sales related knowledge, degree of adaptiveness, role ambiguity, and work engagement. Results of the hypotheses testing show that 'sales related knowledge' and 'work engagement' are statistically significant factors, but 'degree of adaptiveness' and 'role ambiguity' are not. This study has a few limitations and future research direction to overcome the limitation is suggested : use of both perceptions of the salesperson and objective measures in measuring the related variables; study including cognitive ability; analyses of the factors across various types of software companies; and analyses of the factors on the team level.

• 한국콘텐츠학회논문지
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• 제8권7호
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• pp.233-242
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• 2008

종사원의 선발, 교육, 보상, 그리고 평가 등과 같은 영업사원의 관리의 실행은 영업력 관리시스템에 있어서 중요한 위치를 차지하는데, 이는 종사원의 역할 모호성, 직무만족, 그리고 성과 등에 지대한 영향을 미치기 때문이다. 이러한 중요성에도 불구하고 호텔의 영업력 관리시스템에 대한 연구가 미진한 형편이다. 따라서 본 연구에서는 영업력 관리시스템(STD, 교육, 보상, 상사지원 등), 직무태도, 그리고 성과와의 영향 관계를 보다 자세히 파악하고자 하였다. 이를 위해 경로모형과 가설을 설정하고 제시하였다. 본 연구를 통하여 호텔의 영업사원과 이들의 관리를 위한 몇 가지 중요한 사항을 제시하는데 공헌하였다. 즉, 이번 연구는 호텔의 실무책임자들과 연구자들에게 새로운 관점과 시사점을 제시할 수 있었다. 먼저, 학술적 측면에서는 영업력 관리시스템에 관한 새로운 접근 방식을 제시하였다. 둘째로, 실무적 측면을 보면, 종사원의 영업성과와 직무만족을 향상시키고, 역할모호성을 감소시키기 위하여, 관리자는 종사원을 대상으로 격려, 영업에 대한 지도, 그리고 영업 노하우 등에 교육과 행동을 취해야 한다.

• 대한영양사협회학술지
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• 제16권3호
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• pp.195-207
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• 2010

This study aimed to examine factors and the correlations of burnout and job satisfaction in hospital dietitians. Burnout was classified into three sub-concepts: emotional exhaustion, depersonalization, and reduced personal accomplishment. Job satisfaction was also classified into three sub-concepts, including relationships, self-realization, and advancement opportunities. A survey was conducted with dietitians working in general hospitals of over 400 beds, in the Seoul metropolitan area. The factors that significantly influenced emotional exhaustion were health, work hours, number of intern dietitians, self-esteem, level of responsibility, while the factors that influenced depersonalization were relationships with coworkers, and role ambiguity. Personal accomplishment was influenced by age, the number of staff dietitians, the general number of managed workers, and self-esteem. In terms of job satisfaction, relationship was affected by age and relationships with supervisors, while self-realization was influenced by work hours, health, the number of patient meals, and role ambiguity. Age, job regularity, business management, role ambiguity, and relationships with supervisors also affected advancement opportunities. Emotional exhaustion, depersonalization, and reduced personal accomplishments, which represented burnout, had negative relationships with satisfaction with relationships, self-realization and advancement opportunities. Dietitians with low job satisfaction were likely to experience burnout. These results suggest that burnout and job satisfaction are influenced by internal and external factors that are individual or organizational problems encountered by hospital dietitians. Therefore, managers as well as dietitians need to understand these factors and overcome them through communication and mutual support.

• 대한물리치료과학회지
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• 제9권2호
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• pp.87-98
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• 2002

The main objective of this study is to evaluate role-related job stressors of physical therapists and to examine the relationship between job stress and organizational effectiveness. A survey was conducted through structured questionnaire for the physical therapists working in Busan area, and data from 175 therapists were utilized in the final analysis. Survey items included general characteristics of the therapists(sex, age, education, marital status, religion, income, etc.), various kinds of job stressors(role conflict, role overload, role ambiguity, physical burden), and organizational effectiveness measured in terms of job satisfaction, organizational commitment and organizational citizenship behavior. Major results are as follows: 1) The level of physical therapists' job stress was found to be in average range, recording 2.65 on 4-point scale. 2) It appeared that main job stressors of physical therapists were role ambiguity and role overload, and this was more apparent in the case of younger, relatively less-educated, unmarried, and lower-grade employees. 3) On the other hand, in the case of relatively more-educated and higher-paid employees, role conflict was comparatively more important job stressor. 4) Regression analysis suggested that, as Job stress increased, job satisfaction and organizational commitment decreased; however, no significant relationship was found between job stress and organizational citizenship behavior. 5) These results imply that, in order to perform effective and efficient personnel administration of physical therapists, adequate job stress management would be very important task for the hospital managers.

• 한국콘텐츠학회논문지
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• 제19권1호
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• pp.60-73
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• 2019

본 연구는 중소병원 간호사의 역할갈등, 긍정심리자본, 조직 효과성의 관련성을 파악하고, 조직효과성에 영향을 미치는 요인을 규명하기 위한 서술적 조사연구이다. 연구대상은 A시에 소재하고 하는 3개의 중소병원에 근무하는 간호사를 대상으로 하였으며 255부를 최종 자료분석에 사용하였다. 연구결과 역할 갈등의 역할 고립과 역할 모호, 자원 부족은 조직효과성에 유의한 부(-)의 영향을 미치는 것으로 나타났고, 역할 갈등의 역할 모호와 자원 부족은 긍정심리자본에 유의한 부(-)의 영향을 미치는 것으로 나타났으며, 긍정심리자본의 자기효능감과 희망, 낙관주의는 조직효과성에 유의한 정(+)의 영향을 미치는 것으로 나타났다. 본 연구 결과를 토대로 중소병원 간호사의 조직효과성을 증진시키기 위해서는 역할갈등을 감소시키고 긍정심리자본을 발휘할 수 있도록 다양한 프로그램 개발이 필요할 것으로 생각된다.

• 디지털융복합연구
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• 제14권5호
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• pp.207-215
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• 2016

본 연구는 직무스트레스가 직무특성과 조직유효성 간의 관련성에 미치는 영향을 실증적으로 분석하였다. 이를 위해 부 울 경 지역의 중소기업 중 제조업 및 서비스업에 종사하는 근로자를 대상으로 설문조사를 실시하여 379개의 데이터를 수집하였다. 본 연구결과에 의하면, 역할갈등, 역할모호성, 역할과다 수준에 따라 직무특성과 조직유효성 간의 관련성에 일부 차이가 있는 것으로 나타났다. 따라서 본 연구에 의하면 다양한 직무특성을 활용하여 조직유효성을 높이고자 하는 중소기업들의 경우 직무스트레스를 적절히 통제하는 것이 조직유효성 증대에 유용할 것으로 판단된다. 또한 향후 대기업과 중소기업간의 비교를 통한 보다 심도 있는 연구를 기대한다.

• 경영과정보연구
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• 제10권
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• pp.1-31
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• 2002

As the modern society is called the narcissistic society, the narcissism is widespread in the personality of individuals and the society at large. In consideration of this side, this study explored for several characteristics of the narcissistic personality and the job stress, and explored for the relationships between the two things theoretically. The narcissism is an attempt to repair self-esteem weakened by the splitting anxiety, the lack and the pathological fusion of self-structure. The job stress is a factor that a characteristic of the job influenced on the behavioral and affective response of the person on the job directly or indirectly. This study selected organizational justices, organizational constraints, role conflict, role ambiguity, role overload, organizational climate, interpersonal relations and career development as factors of the job stress. This study viewed that the stress is made from an interaction between environmental stimulus and personal particular reaction by defining the stress as an interaction model of stimulus-response and personal reaction is caused by psychological adjustment process, personal differences. On this occasion, this study discussed that the narcissistic personality is easy to get stress and weak in the job stress with regarding the personality as a mediation variation of psychological process. As a result, the narcissists estimated themselves positively and their self-esteem is high, but they excessively showed a self biased cognitive and affective response about the negative feedback to protect themselves. Moreover, this positive estimate on themselves and high self-esteem was vulnerable and weak in the self threat. In this view, the narcissistic personality is easy to get more job stress such as organizational justices, organizational constraints, role conflict, role ambiguity, role overload, organizational climate, interpersonal relations and career development.