• 대한영양사협회학술지
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• 제26권1호
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• pp.54-75
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• 2020

This study examined the job satisfaction of nutritionists, and its effect on organizational commitment and turnover intention in public health centers. The response data of 174 nutritionists were analyzed. The overall average of job satisfaction was 3.94 out of 7 points, which was determined to be below 'normal'; however, the job suitability of sub-factors scored 5.26, which was more than 'normal'. The variables affecting job satisfaction that were provided by the respondents included job-related licenses (P<0.01) and co-nutritionists (P<0.01). Organizational commitment ranked 'normal' with a score of 4.35. Normative commitment (4.90) of the sub-factors was 'normal' or more, and differed when considering 'age' (P<0.01), 'employment status' (P<0.01), 'salary per year' (P<0.05), and 'working area' (P<0.05). The turnover intention was analyzed to be below 'normal' with 3.88 points, and the variables affecting turnover were significantly higher for subjects in their 20s (P<0.01), less than two job-related licenses (P<0.05), and less than two co-nutritionists (P<0.01). The four variables of job satisfaction, 'business discretion' (P<0.05), 'work environment' (P<0.01), 'job suitability' (P<0.01), and 'reward' (P<0.01), positively affected the organizational commitment. Moreover, organizational commitment had a mediating effect (P<0.01) on job satisfaction and turnover intention. Taken together, our results suggest that public health centers need to develop improvement plans for business discretion, work environment, job suitability and reward.

• 한국치위생학회지
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• 제19권6호
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• pp.983-992
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• 2019

Objectives: This study is a descriptive analysis to identify factors that affect dental hygienists' flexibility by investigating the correlation between dental hygienists' interpersonal relationships, job satisfaction, organizational commitment, and resilience. Methods: Data were collected from October 8 to 22, 2018 using a structured questionnaire that was administered to 132 dental hygienists working in dental clinics and dental hospitals in Busan, Ulsan, and Gyeongsangnam-do. The collected data were analyzed using descriptive statistics, an independent sample t-test, one-way ANOVA, correlation analysis, and multiple regression analysis using SPSS 24.0 program. Results: First, the interpersonal relationships, job satisfaction, organizational commitment, and resilience of dental hygienists were all found above average. Second, the resilience of dental hygienists showed a significant positive correlation with interpersonal relationships (r=0.719, p<0.001), job satisfaction (r=0.328, p<0.001), and organizational commitment (r=0.519, p<0.001). Third, interpersonal relationships (t=9.87, p<0.001) and organizational commitment (t=3.30, p<0.01) were significant factors affecting the resilience of dental hygienists. Conclusions: In order to improve the resilience of dental hygienists, it is necessary to explore various ways to enhance their interpersonal relationships and organizational commitment. Furthermore, this study intends to provide basic data that are necessary for establishing a human resources management strategy for dental institutions to create a desirable organizational culture.

• 한국병원경영학회지
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• 제9권1호
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• pp.95-114
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• 2004

The purpose of this study was to identify the relationship between organizational culture based on the competing values approach, human resource management practices and organizational performance at a hospital. Participants were 138 employee in a general hospital. Data were collected during May, 2003 using four structured instruments. The data were analyzed using Chi-square test, One-way ANOVA, $scheff{\acute{e}}$ test and Cluster analysis. Three clusters were derived from cluster analysis. The first cluster consisted of cultures which were mixed developmental, consensual, hierarchial and rational culture equivalently. The second cluster consisted of the weak cultures, which was lower score than other clusters. The third cluster consisted of strong comprehensive cultures, which had higher score than other clusters. In the three clusters, hierarchial and rational culture were superior. The difference between human resource management practices and organizational commitment in organizational performance according to organizational culture clusters was found to be statistically significant. The cluster which had strong comprehensive cultures, in contrast to other clusters, more significantly affects on human resource management practices and organizational commitment. However, the strength of organizational culture does not have a significant effect on customer oriented service performance in organizational performance. These results showed that types of organizational culture were significantly related to human resource management practices and organizational commitment, and understanding the existing culture is essential to develop the organization of hospitals.

• 대한영양사협회학술지
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• 제3권1호
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• pp.9-22
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• 1997

Purposes of the study were to : (a) measure the levels of job satisfaction, (b) investigate the degree of job characteristics, (c) determine the levels of organizational commitment, (d) investigate relationships between demographic variables and job satisfaction, and (e) examine the relationship between organizational commitment, job characteristics and job satisfaction. Questionnaire was developed and mailed to 300 dietitians who are currently working in school, hospital and industry foodservices. A total of 177 questionnaires were usuable : resulting in a 59% response rate. Results of this study were summarized follows : 1. Approximately half of the respondents(46.9%) indicated that the were 26 to 30 years old. A total of 112 respondents(63.3%) were unmarried. A bachelor's degree was reported as the most common education level(46.9%) while 6.2% of the participants reported a master's degree. Years of employment in professional practices were ranged from 2 to 5. Approximately 40% of the respondents had earned over \900,000 per month. 2. Work itself of the JDI was with the highest job satisfaction mean score followed by supervision, co-workers, wage and promotion. 3. In total job satisfaction score, dietitians in school foodservices were a significant lower than dietitians in industry foodservices and hospital foodservices. 4. A significant relationship was found for demographic factors and four job facets in terms of job itself, co-workers, and promotion. 5. A work itself was the most improtant facet th the dietitian followed by wage and promotion. 6. Task identity of the JCI facets was the most prevalent job characteristics followed by variety, dealing with others, feedback and friendship. 7. Three groups of dietitians had no significant difference in total job characteristics score. 8. A group of dietitians with a higher job satisfaction score had a significant higher score in job variety and job autonomy. 9. Organizational commitment mean score with dietitians was 1.88. 10. Job satisfaction score for five facets and total job satisfaction were significantly correlated with organizational commitment score.11. Job charateristics with job variety, job autonomy, feedback, task identity, friendship were positively correlated with organizational commitment.

• 디지털융복합연구
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• 제16권11호
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• pp.81-87
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• 2018

거래적 리더십은 조직구성원의 조직몰입에 건설적인 환류를 제공하며, 개인과 조직에 대해 긍정적인 영향을 미친다. 이런 맥락에서 본 연구는 경찰공무원의 거래적 리더십이 조직몰입에 어떠한 영향을 미치는지? 이러한 영향관계에 팔로워십은 어떠한 매개효과가 있는지를 실증적으로 탐색하는 것이다.본 연구는 성남시, 광주시, 하남시에 근무하는 경찰공무원을 표본추출하여 분석한 결과 다음과 같다. (1) 경찰공무원의 거래적 리더십은 팔로워십에 매우 높은 긍정적으로 영향을 미치고 있었다. (4) 경찰공무원의 거래적 리더십이 구성원의 조직몰입에 높은 긍정적 영향을 미치고 있었다. (3) 경찰공무원의 팔로워십이 조직몰입에 긍정적 영향을 미치는 것으로 나타났다. (4) 경찰공무원의 거래적 리더십이 조직몰입에 긍정적 영향을 미치는데 있어 팔로워십이 부분 매개효과가 있는 것으로 나타났다. 이러한 연구결과는 경찰공무원의 조직몰입을 향상하는데 있어 거래적 리더십과 팔로워십이 중요한 변수라는 것을 확인할 수 있었다.

• 벤처창업연구
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• 제8권1호
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• pp.111-125
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• 2013

본 연구는 기업구성원들에 대한 설문조사를 통해 학습조직의 개인차원, 집단차원, 조직차원의 학습활동이 직무만족, 조직몰입, 혁신행동에 어떠한 영향을 미치며 학습조직의 세 가지 차원과 조직유효성 간의 관계에서 공유가치의 조절효과를 파악하기 위한 연구이다. 학습조직의 개인, 집단 조직차원의 학습활동이 직무만족에 긍정적인 영향을 미치며, 조직몰입과 혁신행동에는 부분적인 영향을 미치는 것으로 나타났다. 학습조직의 세 가지 차원과 조직유효성의 관계에 있어서 공유가치의 조절효과를 보면 다음과 같다. 첫째, 공유가치가 집단차원의 학습활동과는 부적으로, 조직차원의 학습활동과는 정적으로 직무만족에 미치는 영향을 조절하는 것으로 나타났으나, 개인차원 학습과 직무만족과의 관계는 조절효과가 없는 것으로 나타났다. 둘째, 공유가치가 집단차원의 학습활동과는 부적으로, 조직차원의 학습활동과는 정적으로 조직몰입에 미치는 영향을 조절하는 것으로 나타났으나, 개인차원학습과 조직몰입과의 관계는 조절효과가 없는 것으로 나타났다. 셋째, 공유가치가 집단차원의 학습활동과는 부적상호작용으로 조직차원의 학습활동과는 정적상호작용으로 혁신행동에 영향을 미치는 것으로 파악되었으나 개인차원의 학습활동은 조절효과가 없는 것으로 나타났다.

• 한국프랜차이즈경영연구
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• 제10권4호
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• pp.43-52
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• 2019

Purpose: As a research on the effects of the characteristics of franchise educational institution and contents on the educational transition, commitment, and recommendation intention, this study aimed to suggest the basic data that could be used for the performance of educational training of franchise headquarters, and also to suggest an empirical research helpful for the development of actual educational system and the operation of curriculum for franchise educational institutions. Research design, data, and methodology: This study selected the trainees who recently completed the training in a franchise educational institution as the samples. The survey was conducted for 20 days from October 1st to October 20th 2018, targeting total 230 people, and total 207 questionnaires were collected (Missing value 23). To verify the validity of the measurement tool used for this study, this study reviewed the factor loading of each factor by conducting the confirmatory factor analysis(CFA), and then verified the average variance extracted(AVE) and the composite construct reliability(CCR). Lastly, the structural equation model(SEM) was verified based on the research hypotheses and research model. The SPSS Win Ver. 20.0 & AMOS 20.0 were used for every analysis of this study. Results: The results of this study could be summarized as follows. First, the reputation and interaction of the characteristics of franchise educational institution had significantly positive(+) effects on the educational transition. Second, all the sub - variables of educational contents such as job relevance, education method, and instructors' professionalism had positive(+) effects on the educational transition while the educational transition had positive effects on the organizational commitment, career commitment, and job commitment. Lastly, the organizational commitment and job commitment had positive(+) effects on the recommendation intention. Thus, the trainees with higher organizational commitment and job commitment in a franchise educational institution, showed higher intention to recommend the educational institution to others. Conclusions: The results of this study imply that the franchise educational institutions could increase the actual performance of education such as educational transition, commitment, and recommendation intention by increasing interactions within educational institutions and also designing effective educational contents, so that the trainees could highly perceive the educational transition of education.

• 한국식생활문화학회지
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• 제21권6호
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• pp.702-713
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• 2006

The purpose of this study was to identify the influence of school foodservice dietitians' work value on job satisfaction, organizational commitment, and turnover intentions. Also, this study explored the role of the expectation to the institution of nutrition teachers as a moderating variable in three relationships: 1) between work value and job satisfaction, 2) between work value and organizational commitment, and 3) between work value and turnover intentions. This study surveyed dietitians who worked at school foodservice in Kyunggii and Daegu${\cdot}$Gyeoungbuk province. A total of 509 responses were collected using on-site survey and online survey (response rate 59.3%). This study conducted hierarchical regression analysis to test the moderating effect of the expectation to the institution of nutrition teachers. Results of hierarchical regression showed that work value of status upgrade had a positive effect on job satisfaction to promotion opportunity and salary, and such effect was more significantly apparent in high expectation to new work. In addition, work value of status upgrade had a positive effect on turnover intention, and such effect was more significantly apparent in low expectation to new work environment improvement. Work value of work activity preference also appeared to have a positive effect on organizational commitment, and such effect was more significantly apparent in high expectation to social status and professionalism.

• 한국컴퓨터정보학회논문지
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• 제17권9호
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• pp.171-179
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• 2012

본 연구는 사회복지사들의 이직의도에 영향을 미치는 요인을 검증하는데 목적이 있다. 이를 위해 구조방정식모형(AMOS 16.0)을 통해 사회복지사의 이직의도에 미치는 영향요인에 대한 인과관계를 설정하여 직무특성과 조직특성이 이직의도에 직접적인 영향이 미치는지 또는 조직몰입을 매개로 하여 간접적으로 영향이 미치는지 살펴보았다. 연구 목적을 달성하기 위해 수도권을 포함한 시 도에서 민간 사회복지 관련 기관에 근무하는 사회복지사를 대상으로 설문조사를 실시하였다. 배포된 설문지 총 297부 중 이직의도가 확인된 설문지 256부를 최종 분석하였다. 분석결과 직무특성인 직무자율성과 조직특성인 승진절차공정성은 조직몰입에 영향을 미치는 것으로 나타났고, 직무요구성과 직무불안정, 임금수준은 이직의도에 영향을 미치는 것으로 나타났으며, 조직몰입은 이직의도에 영향을 미치는 것으로 나타났다. 이러한 연구결과를 통해 사회복지사들의 이직의도를 낮추기 위해서는 임파워먼트와 사회복지업무의 시스템화, 인적관리의 체계화, 의사소통의 활성화가 고려되어야 함을 알 수 있다.

• 한국산학기술학회논문지
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• 제19권10호
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• pp.290-299
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• 2018

본 연구는 콜센터 상담원의 감정노동과 직무스트레스가 우울수준에 미치는 영향관계에서 자기효능감 및 조직몰입의 매개효과를 경로분석을 통해 규명하고자 실시하였다. 조사대상은 D도시 4개의 콜센터에서 종사하고 있는 상담원 486명으로 하였다. 자료 수집은 2017년 1월 5일부터 1월 25일까지의 기간 동안에 구조화된 무기명 자기기입식 설문지를 사용하여 설문조사하였다. 연구결과, 조사대상 상담원의 우울수준은 감정노동과 직무스트레스가 높은 군에서 유의하게 높게 나타났고, 자기효능감과 조직몰입이 낮은 군에서 유의하게 높게 나타났다. 변수 간의 상관관계는 우울수준과 감정노동, 직무스트레스는 양의 상관관계를 보인 반면, 자기효능감과 조직몰입과는 음의 상관관계를 보였다. 경로모형 분석결과, 우울수준에 감정노동과 직무스트레스는 긍정적인 영향을 주었고, 자기효능감과 조직몰입은 부정적인 영향을 주었다. 또한 자기효능감과 조직몰입은 감정노동과 우울수준을 낮추는 매개효과가 있었고, 조직몰입은 직무스트레스와 우울수준을 낮추는 매개효과가 있었다. 따라서 콜센터 상담원의 우울수준을 낮추기 위해서는 감정노동과 직무스트레스 요인을 낮추고, 자기효능감과 조직몰입을 높이기 위한 정신건강 중재안이 필요할 것으로 생각된다.