• 한국안전학회지
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• 제30권1호
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• pp.72-78
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• 2015

According to the report of the WHO, workers have been exposed to much job strain such as job load, responsibility, role, interpersonal conflict etc. In Korea, studies on job strain started to become active from 1990s and now hundreds of studies are actively under going or publishing so that the studies are contributing to development and improvement of job strain. Representative measurement models of job strain are Job Strain Model of Karasek, Job Stress Model of NOISH, Korea Occupational Stress Scale, JSQ(Job Stress Questionnaire), K-OSI(Korea Version of Occupational Stress Inventory) etc. (Lee Kwan-Suk, 2012 ; KOSHA, 2003). Among them, Job Strain Model of Karasek had been loved by many researchers of job strain before Korea Occupational Stress Scale was developed. Job Strain Model of Karasek had been fitted to Korean style and then, used to analyze job strain of Korean people so that this Scale highly contributed to seeking relationship with cardiovascular disease, musculoskeletal disease caused by job, smoking, drug, alcohol poisoning, and pulse(Lee Kwan-Suk, 2012). But as this Model was studied and developed based on foreign culture and life pattern, a model fit to Korea was developed to measure job strain for Korean people, which is Korea Occupational Stress Scale now most frequently used in measuring job strain. Accordingly, after this study made questionnaire survey about same population using the two methods used most frequently in measuring job strain, the study investigated what features appeared, what correlations appear between two models, and comparatively analyzed characteristics each independent and dependent variable. Based on this, the study aimed to exactly express job strain of Korean people. The subjects of the study were a population of 233, and Karasek's Questionnaire and KOSS's Questionnaire were surveyed at the same time. The results were analyzed by statistical program to obtain significant difference between two models. Four particular groups were divided with Job Strain Model of Karasek and the four particular groups were measured with Korea Occupational Stress Scale. And job strain come from combination of two models was measured, with which new comparative analysis method was suggested.

• 한국융합학회논문지
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• 제8권2호
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• pp.43-51
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• 2017

본 연구는 재활병원 작업치료사들의 근골격계 증상과 직무스트레스와의 관련성을 알아보기 위해 서울 및 경기도에 위치한 재활병원 작업치료사 총 210명을 대상으로 2014년 6월 1일부터 7월 30일 사이에 설문조사를 실시하였다. 연구에 참여한 대상자들의 평균 연령은 $25.4{\pm}3.4$세이었고, 평균 근무기간은 $2.3{\pm}2.1$년이었다. 참여자 중 여자가 151명(71.9%)이었고 정규직이 171명(81.4%)이었다. 대상자들 중 114명(54.3%)이 근골격계 증상을 경험하였고, 주된 손상부위는 손/손가락(21%)과 다리(18.6%)였다. 여성이 직무스트레스의 고위험군이 남성에 비해 더 많았고 직무스트레스에 대한 위험도가 높을수록 근골격계 발생 빈도가 증가하였다. 남성은 '직무요구', '보상부적절'과 '직장문화'에서 스트레스가 높을수록 근골격계 발생 빈도가 증가하였고, 여성은 '관계갈등', '보상부적절' 에 대한 스트레스가 높을수록 근골격계 발생 빈도가 증가하는 것을 확인할 수 있었다(p<0.05).

• 대한지역사회작업치료학회지
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• 제10권1호
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• pp.1-15
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• 2020

목적 : 본 연구는 메타분석을 통해 작업치료사의 직무스트레스에 영향을 미치는 변수들을 알아보는데 그 목적이 있다. 연구방법 : 연구의 목적을 달성하기 위해 작업치료사의 직무스트레스를 알아본 연구 15편을 분석대상으로 선정하고 개별 논문들의 일반적인 특성과 직무스트레스에 대한 관련 변수들의 효과크기(Fisher z)를 계산하였다. 또한 직무스트레스 하위요인들에 대한 관련 변수들의 효과크기를 알아보기 위해 계산을 실시하였다. 결과 : 관련 변수들의 직무스트레스에 대한 효과크기를 알아본 결과, 교육수준, 급여, 나이와 기타의 경우 직무스트레스에 대한 효과크기가 유의하지 않은 것으로 나타났으며, 세 변수를 제외하고 모두 유의한 효과크기로 나타났다. 효과크기가 가장 큰 경우는 이직의도(ES = 1.161)로 나타났다. 하위요인에 대한 관련변수의 효과크기 분석 결과, 관계갈등, 조직체계 및 직무자율의 하위요인에서는 유의한 효과크기가 나타나지 않았으며, 물리적 환경, 부적절한 보상, 고용불안, 직무요구 및 직장문화에서는 유의한 효과크기의 관련변수가 있는 것으로 나타났다. 결론 : 전체 직무스트레스에서 나타난 변수들의 효과크기와 하위 변수별로 분석한 변수들의 효과크기는 다르게 나타난 본 연구의 결과는 작업치료사의 직무스트레스 감소에 효과적인 방안 마련을 위해서는 직무스트레스 하위요인에 따른 접근이 필요함을 시사하는 것이라 할 수 있다. 심리적인 요인인 만족도, 소진, 자기효능감은 개별 하위요인에 따라 중간 크기의 효과 크기를 나타내었는데, 작업치료사의 직무스트레스를 감소시키기 위해서는 심리적인 역량 강화를 위한 프로그램 마련이 필요할 것으로 생각된다.

• 정신신체의학
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• 제12권2호
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• pp.95-102
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• 2004

연구배경: 정신적인 면에 밀접한 관련이 있는 스포츠에 정신과적인 관심은 체계적으로 적용되지 못해왔으며 심리학에 비해 관심의 정도나 다양성은 많이 부족하였다. 이번 스포츠 정신의학의 소개는 기본적 개념과 영역을 간단히 논함으로써 정신과 의사로써 스포츠를 보는 다양한 시각을 제공하고 정신과 의사가 할 수 있는 기본적인 역할에 대해 소개하고자 한다. 결과 및 토론 : 운동선수들의 심리학적 발달 단계를 이해하는 것은 그들의 정신 구조를 알아가는데 많은 도움을 준다. 또한 어린 시절부터 지속되어온 일정한 성향은 시합 중에 혹은 연습 중에 간혹 보일 수 있는 문제점을 신속히 알아내는 데 많은 자료를 제공할 것이다. 운동의 정신 생물학은 운동 선수들의 정신 상태에 영향을 끼칠 수 있는 호르몬이나 신경 전달물질 같은 생물학적인 면을 논하게 된다. 운동 선수의 훈련이나 경기 중 일어날 수 있는 정신적 문제를 크게 5가지 항목으로 나눌 수 있다, choke, 슬럼프, 부상, 대인관계, 훈련딜레마. 선수들도 일반인들과 똑같이 정신과적 모든 질환에 노출되어 있다. 정신치료, 집단치료, 가족치료, 약물 치료 등 정신과 환자에게 사용될 수 있는 모든 치료법은 스포츠정신의학에서 사용될 수 있다. 결론: 비록 정신과 의사들이 영향을 끼칠 수 있는 중요한 부분들은 임상적 상황이 되겠지만 선수들 운동과 인생 전반에 걸쳐 벌어지는 선수들의 역할과 갈등에 관심 가짐으로써, 자신의 운동과 인생을 즐기며 살아가는 더 많은 인본주의적인 선수 출현에 일조했으면 한다.

• 간호행정학회지
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• 제6권3호
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• pp.333-345
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• 2000

The health care environment becomes more competitive every day. It has fallen to nurse managers - from vice presidents of patient care to nurse managers and their assistants - to recruit and develop a workforce that successfully meets the needs of both patients and the organization. This means employees who demonstrate advanced critical thinking skills, creative problem solving, and sound decision making skills combined with clinical skills and patient advocacy. The environment which nurse managers create and the way they relate to their workforce, are pivotal to organizational viability. Especially leadership of first -line nurse managers contributes to the success of their organizations. First-line nurse managers are deserved to be one of the most administrative supervisors through the middle stratum in a hospital organization as being a manager in the field service if assessed from the overall aspects of hospital, as being an interim managers in the nursing department as well as being a supreme supervisor in a unit in terms of an organizational structure in the hospital. Similarly, as a compete leader, the first-line nurse managers have not only a professional which is qualified to perform a role of appropriate coordination with medical staff and key personnel but also hold an important key position a being responsible for performing his or her given role. The first-line nurse manager is expected to manage human and fiscal resources in ways not required before. While an identified need for well-prepared first-line nurse manager continues to plague the profession, first-line nurse managers often have difficulty providing the leadership required. The need leadership training to function effectively in their positions. But we hardly find a useful leadership training program for first-line nurse managers, therefore the purpose of this study was to developed the leadership training program for them. The steps of leadership program development were below: 1st step, 2 studies were done before develop a leadership program. One was done to ask to first-line nurse managers what they want to learn through leadership training, the other one was to ask the staff nurses what their opinions are for their first-line nurse managers leadership. 2nd step was searching other leadership programs contents. The results of this study were below: The total amount of hours is 24. Leadership training program contents are : Future of nursing profession (210min), understanding basic factor's of leadership and leadership theories(310 min), self understanding as first- line nurse managers(320 min), basic principle and practice of interpersonal relationship(210 min), assertiveness training, conflict management (180min), and group study(210min). This is challenging time to be a leader, especially in nursing. As nurse managers look toward the new millennium, it seems as through the same struggles are ahead that are behind. So nurse managers need to embrace change with a positive attitude. They need to demonstrate risk taking and support it in their staffs. All these things are possible that after they participate the leadership training program.

• Journal of Preventive Medicine and Public Health
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• 제42권4호
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• pp.231-236
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• 2009

Objectives : This study was conducted to determine the appropriate sampling time of the salivary stress markers, chromogranin A (CgA) and cortisol as objective indices of job stress assessment in adult females. Methods : The subjects were 20${\sim}$39-year-old women (13 office workers, 11 sales-service workers, and 11 college students) who were eligible for the study and free of acute and chronic medical conditions. Salivary CgA and cortisol levels were determined by enzyme-linked immunosorbent assay (ELISA). Saliva samples were collected (2 $m{\ell}$ each) at 7:00, 8:00, 10:30, 12:00, 17:30, and 22:30 on a typical day. Salivary CgA and cortisol levels, according to sampling time, were compared among the three groups using general linear model. The full version of the Korean Occupational Stress Scale (KOSS), which includes socioeconomic characteristics, health behavior, workrelated characteristics, and BMI, was used to access the subjects' job stress. Multiple regression analysis of the job stressors identified by the KOSS was performed on salivary CgA and cortisol levels. Results : The salivary CgA level peaked at 7:00 (time of awakening), then decreased and were maintained at a low level throughout the day, and increased slightly at 17:30. The salivary cortisol level increased steeply within the 1st hour after awakening, followed by a gradual decrease by 12:00, and was then maintained at a low level throughout the day. The salivary cortisol levels of subjects who worked ${\leq}$5 days per week and graduated from the university were significantly lower at 8:00 (p=0.006). The salivary cortisol levels of non-smokers were significantly lower at 7:00 p=0.040) and 8:00 (p=0.003) compared to smokers. There were no significant differences in salivary CgA and cortisol levels at 10:30 and 12:00 in general characteristics. The regression coefficients on salivary CgA level were significant with interpersonal conflict at 17:30 and job insecurity at 22:30. Regression coefficients on salivary cortisol level were significant with organizational system and total job stressors at 17:30. Conclusions : We suggest that the appropriate sampling times for the salivary stress markers, CgA and cortisol, are at 7:00 (time of awakening), 8:00 (1 hour after awakening), 17:30 (early evening), and 22:30 (before sleep).

• 치위생과학회지
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• 제11권6호
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• pp.553-562
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• 2011

치과위생사의 직무스트레스 수준과 관련된 직무요인을 파악하기 위하여 부산 경남지역의 500명 중 부적절하게 조사된 184명을 제외한 316명을 연구대상으로 한국인 직무스트레스 측정도구 기본형(KOSS-43)을 활용하여 자기기입식 설문조사를 시행한 결과는 다음과 같다. 1. 치과위생사의 전체 직무스트레스는 $52.42{\pm}4.95$로 나타났으며, 세부항목별로는 관계갈등이 $64.56{\pm}12.17$로 가장 높게 나타났고, 물리환경 $59.85{\pm}13.59$, 조직체계 $54.60{\pm}13.51$, 직무요구 $52.37{\pm}11.47$, 보상부적절 $51.71{\pm}10.58$, 직무자율성 결여 $48.14{\pm}12.97$, 직무불안정 $46.68{\pm}9.25$, 직장문화 $41.46{\pm}15.98$의 순으로 나타났다. 2. 치과위생사의 직무스트레스와 관련된 요인으로는 일반적 특성 중 운동, 직무관련 특성 중 신체적 부담감과 반복 작업시간 등 이었다. 이상의 연구결과 치과위생사의 직무스트레스는 한국인 근로자의 직무스트레스 수준과 비교하여 평균이상의 높은 수준을 나타내었고, 직무스트레스의 예방을 위하여 적절한 직무부담과 작업시간 조절을 통한 신체적 부담을 줄일 수 있는 방법과 치과위생사의 직무특성을 고려한 적절한 작업량 조절방안 등이 필요할 것이다.

• 디지털융복합연구
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• 제15권4호
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• pp.365-375
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• 2017

본 연구는 병원행정직의 직무만족도와 관련된 융복합적 요인들을 조사하고자 수행되었다. 조사대상은 임의로 선정된 전라북도 지역 11개 종합병원의 재직자 221명으로 하였으며, 자료수집은 2016년 11월 1일부터 2017년 1월 31일까지 무기명 자기기입식 설문지를 통해 이루어졌다. 위계적 다중회귀분석 결과, 비교대근무 군이, 병원직원수가 많을수록, 자기효능감이 높을수록, 직무특성의 직무다양성이 높을수록, 직무스트레스의 관계갈등 및 보상부적절이 낮을수록, 직무만족도가 높았으며 이들의 설명력은 61.0%이었다. 이상의 연구결과를 볼 때, 병원행정직의 직무만족도를 높이기 위해서는 자기효능감을 높이고 직무특성 및 직무스트레스를 관리하는 노력이 필요하다. 이러한 결과는 병원행정직의 직무만족도를 높이는 프로그램 및 인적자원관리에 활용이 기대된다. 향후연구에서는 병원행정직의 직무만족도에 영향을 미치는 추가요인에 대한 구조방정식 모형의 분석이 필요하다.

• 대한불안의학회지
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• 제15권2호
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• pp.84-93
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• 2019

Objective : The aim of this study was to examine the relationship between occupational stress and depression, as it is seen to be corresponding with the work characteristics of local government officials. Methods : The data of 671 local government officials who participated in this study from July to December 2015 as a part of an occupational stress management program, were analyzed retrospectively in this study. Likewise, the participants completed questionnaires, including a short form of the Korean Occupational Stress Scale (KOSS), and the Beck Depression Inventory-II (BDI-II) the results of which were evaluated and reviewed. Results : The study noted that the subscales of occupational stress related to depression were varied, according to the work characteristics of the participants, after adjusting for age and job grade. It was found that the participant's variables of job insecurity, lack of reward, organizational system and occupational climate were significantly related to the development of a depressed mood in the participant in a general sense. Notably, the factor of interpersonal conflict was significantly related to depressed mood among the general administrative group; meanwhile, lack of reward in the welfare group and insufficient job control in the technical group were significantly associated with the likelihood of developing a depressed mood in participants reviewed. In the operation and maintenance of facilities group, job insecurity was significantly related with depressed mood, whereas job demand was related more with the incidence of depression in the field work group. Conclusion : This study revealed that the influence of occupational stress on depression varied according to the occupational characteristics experienced by the participants in the work environment. These findings may be used to enhance the occupational stress management program for local government officials according to their work characteristics, to bring awareness to this issue.

• 대한통합의학회지
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• 제12권1호
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• pp.97-108
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• 2024

Purpose : In this study, we aimed to determine the impact of the COVID-19 pandemic on nursing students' adjustment to college life by focusing on their empathic ability, perceived stress, and resilience. Methods : We applied a descriptive survey research design, which included a self-report questionnaire. The participants comprised 307 nursing students in B city. The data were analyzed by calculating the percentages, means, standard deviations, t-tests, ANOVA, Scheffé test, Pearson's correlation coefficients, and hierarchical regression using SPSS 23.0. Results : The participants' empathic ability score was 3.30±.42, perceived stress score 1.85±.49, resilience score 3.44±.64, and adjustment to college life score 3.25±.52. Adjustment to college life was positively correlated with resilience (r=.43, p<.001) but negatively correlated with perceived stress (r=.27, p<.001). Factors affecting adjustment to college life include, among general characteristics in Model 1, in descending order, major satisfaction-satisfied (β=.54, p<.001), interpersonal conflict: never (β=.26, p=.018), health status: healthy (β=.25, p=.002), character: positive (β=.21, p=.006), character: optimistic (β=.19, p=.015), parents' economic power: high (β=.15, p=.047), and gender: male (β=.11, p=.016). Model 1 was statistically significant (F=11.67, p<.001), and the explanatory power was 41 %. In Model 2, empathic ability, perceived stress, and resilience were added as independent variables. When including the dependent variables, the factors that most influenced adjustment to college life were perceived stress (β=-.37, p<.001), major satisfaction-satisfied (β=.36, p<.001), health status-healthy (β=.25, p<.001), gender-male (β=.10, p=.015), and resilience (β=.10, p=.029). Model 2 was statistically significant (F=17.65, p<.001), and the explanatory power was 56 %. Conclusion : We found that gender, major satisfaction, health status, perceived stress, and resilience affected adjustment to college life among nursing students who had experienced the COVID-19 pandemic. To increase their ability to adjust to college life, a gender-specific intervention program should be developed that can improve the students' health status, major satisfaction and resilience, and reduce their perceived stress.