• 경영과정보연구
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• 제36권5호
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• pp.151-173
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• 2017

본 연구는 영남지역 H사 전속보험설계사를 대상으로 MBTI 성격유형에 따른 직무만족의 차이와 직무만족이 고객지향성과 이직의도에 미치는 영향, 그리고 고객지향성과 이직의도에 미치는 직무만족의 영향이 MBTI 성격유형에 의해 조절되는지를 살펴보았다. 자료수집은 2014년 3월 20일부터 4월 20일까지 약 4주간에 걸쳐서 실시되었다. 총 120명의 영남지역 H보험설계사들을 대상으로 MBTI 테스트를 실시하였고, 본 논문의 가설관련 문항들이 포함된 120부의 설문지를 배포하여 일관성 및 성실성이 떨어진다고 판단되는 14부를 제외한 106부가 가설검증에 이용되었다. 연구결과는 다음과 같다. 첫째, MBTI 성격유형(심리적 기능과 태도지표)에 따른 직무만족은 유의한 차이가 없는 것으로 나타났다. 둘째, 직무만족은 고객지향성에 긍정적인 영향을 미치는 것으로 나타났으며, 이직 의도에는 부정적인 영향을 미치는 것으로 나타났다. 셋째, MBTI 성격유형의 조절효과 분석결과는 심리적 기능과 태도지표로 구분하여 정리할 수 있다. 먼저 심리적 기능의 조절효과는 직무만족과 고객지향성 간의 관계에서만 유의한 것으로 나타났고 직무만족과 이직의도 간의 관계에서는 유의하지 않은 것으로 나타났다. 다음으로 태도지표의 조절효과는 직무만족과 고객지향성, 직무만족과 이직의도 간의 관계 모두에서 유의한 것으로 나타났다. 본 연구는 MBTI 성격유형에 따른 직무만족과 고객지향성, 직무만족과 이직의도간의 관계에 존재하는 MBTI 성격유형의 조절효과를 검증함으로써 학문적 실무적 시사점을 제시하였으며, 직무만족을 통한 고객지향성 향상과 이직의도 감소노력에 있어 MBTI 성격유형을 고려한 맞춤전략을 수행할 수 있게 될 것으로 기대된다.

• Human Ecology Research
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• 제52권4호
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• pp.405-414
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• 2014

The purpose of this study was to investigate the influences of organizational culture and childcare teachers' job satisfaction on their intention to change jobs. The participants of this study were 290 childcare teachers from the Busan and Gyeongnam areas. The instruments used in this study were the Organizational Culture Scale (4 factors with 16 items), Childcare Teacher's Job Satisfaction Scale (6 factors with 40 items), and Childcare Teacher's Intention to Change Jobs Scale (1 factor with 7 items). The data were analyzed by descriptive statistics, one-way analysis of variance, Pearson's product moment correlation, and stepwise multiple regression with SPSS ver. 21.0 software. The results were as follows: First, the higher childcare teachers' intention to change jobs, the lower was their monthly income, age, and career level, and the total number of children that they had to serve. Second, there were significant positive correlations between childcare teachers' intention to change jobs and their innovative, collective, and rational organizational culture. Further, there were significant negative correlations between childcare teachers' intention to change jobs and hierarchical organizational culture. and between childcare teachers' intention to change jobs and their job satisfaction. Finally, childcare teachers' intention to change jobs was found to be 46% about job satisfaction and organizational culture and was explained the most by the director's childcare center management. This study primarily suggests that a director's role is important in the lowering of childcare teacher's intention to change jobs.

• 임상간호연구
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• 제20권2호
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• pp.189-199
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• 2014

Purpose: The purpose of this study was to investigate job stress and job satisfaction among nurses in gastrointestinal endoscopy units, and factors related to their job stress and job satisfaction. Methods: The study participants were 153 nurses working in gastrointestinal endoscopy units at eleven general hospitals. Job stress and job satisfaction were measured using nurses's job stress scale and the index of work satisfaction respectively. Results: The average job stress was 3.67 (range 1~5) and job satisfaction was 2.90 (range 1~5). Gastrointestinal endoscopy unit nurses, who were full time worker, having more than 7 years of clinical experiences, having higher incomes, having high subjective work-intensity, and having an intention to change their working units, showed greater job stresses than those of the others. There were significant differences in job satisfaction according to subjective health status, the types of employment, subjective work-intensity, subjective aptitude, intention to change working units, major nursing tasks, and the numbers of major nursing tasks. Also, the subjects's job stress showed a negative correlation with job satisfaction. Conclusion: Findings suggest that management strategies should be developed to increase job satisfaction focusing on general and job characteristics associated with job stress.

• 한국산업융합학회 논문집
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• 제4권3호
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• pp.281-287
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• 2001

Traditional job shop scheduling is supposed that machine has a fixed processing job type. But actually the machine has a highly utilization or long processing time is occurred delay. Therefore product system is difficult to respond quickly to the change of products or loads or machine failure etc. Here we use flexible job shop which is supposed that a machine has several jobs by tool change. The heuristic for the flexible job shop scheduling has to solve two problems. One is a routing problem which is determine a machine to process job. The other is sequencing problem which is determine processing sequence. The approach to solve two problems arc a hierarchical approach which is determined routing and then schedule, and a concurrence approach which is solved concurrently two problems by considering routing when it is scheduled. In this study, we simulate for flexibility efficiency fo flexible job shop scheduling with machine failure using hierarchical approach.

• 한국사회정책
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• 제19권2호
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• pp.9-38
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• 2012

본 연구는 비영리조직과 영리조직의 영역 간 직업이동과 조직원의 직무만족도 변화의 관계를 분석함으로써 영역 간 이동 현상에 대한 이해 제고를 목적으로 한다. 이를 위해 한국고용정보원의 대졸자 직업이동경로 패널조사자료(GOMS)를 토대로 직무만족의 연도 간 변화치를 측정하는 1차 차분모형을 활용한다. 비영리조직에 지속적으로 남아있는 이들을 준거집단으로 하여, 영리조직으로부터 비영리조직으로 이직한 집단, 비영리조직으로부터 영리조직으로 이직한 집단, 영리조직에 남아있는 집단 등의 직무만족 변화를 비교한다. 분석결과, 한국 사회에서도 영역 간 직업이동은 활발한데, 특히 비영리조직으로부터 직업 활동을 시작한 이들에게서 이러한 현상이 보다 두드러지는 것으로 나타났다. 직무만족의 수준을 보면, 비영리조직에 남아있는 집단의 만족 수준이 지속적으로 가장 높은 것으로 나타났다. 그러나 다른 세 집단의 경우에 비해서, 비영리조직에 남아있는 집단의 만족도의 부정적 변화가 상대적으로 가장 큰 것으로 나타났다. 이와 함께 본 연구는 직무만족의 다양한 구성내용을 중심으로 네 집단 간의 비교를 수행한다. 이러한 분석결과를 바탕으로 지금까지 우리 사회에서 전혀 연구되지 않았던 주제인 영역 간 직업이동과 직무만족의 변화라는 현상이 제공하는 함의를 논의한다.

• 대한영양사협회학술지
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• 제21권3호
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• pp.241-252
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• 2015

The research was conducted by center for children's foodservice management in Hanam-si. In order to improve job satisfaction, a survey was carried out by working conditions and job satisfaction in children foodservice employees working at child daycare centers registered from January to April. Ninety-five surveys out of 120 were collected, and 76 surveys were analyzed. Job satisfaction consisted of four elements, working environment, welfare, human relationships, and job-itself, analyzed by general characteristics. Pearson's correlation was carried out between job satisfaction and intention to change job by Likert 5 scales using SPSS statistic program. The percentages of child daycare centers owned by civilians was 52.6%, high school education level was 65.8%, permanent workers was 68.4%, and less than 1 year of foodservice was 34.2%. Average scores of job satisfaction were as follows: working environment scored 20.6 out of 25 points, welfare scored 10.3 out of 15 points, human relationships scored 17.5 out of 20 points, and job-itself scored 13.2 out of 15 points. The lowest job satisfaction average was 'I get paid fairly regarding the working hours and the amount of work' with a score of 3.6 points. Job satisfaction based on facility type, age, education level, and working period did not show significant differences, whereas hired status, numbers of foodservice children, and intention to change jobs showed significant differences. Hired status showed significant differences with welfare satisfaction (P<0.05). Numbers of children showed a significant difference with welfare and human relationship satisfaction (P<0.01, P<0.05). Intention to change job showed a significant difference with four elements of job satisfaction (P<0.05, P<0.01, P<0.01). In conclusion, to improve job satisfaction of children foodservice employees, working conditions and welfare satisfaction should be increased.

• Human Ecology Research
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• 제55권3호
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• pp.263-274
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• 2017

The purposes of this study were to verify the longitudinal mediating effects of work-family balance on the relationship of role recognition in the family, marital intimacy and job satisfaction of married women, and to introduce longitudinal mediating effects by using latent growth curve modeling and autoregressive cross-lagged modeling. The subjects were married women from the third year data of the Korean Longitudinal Survey of Women and Family. Structural equational models were conducted with Amos ver. 21.0. The major findings are as follows. First, the result of the longitudinal mediating effects of latent growth modeling is the rate of change of work-family balance mediated between the rate of change of role recognition in the family and the rate of change of job satisfaction, and the rate of change of work-family balance mediated between the rate of change of marital intimacy and the rate of change of job satisfaction. Second, when using the autoregressive cross-lagged modeling, the more role recognition and marital intimacy of third year were the more work-family balance of fourth year, job satisfaction of fifth year. In both models, work-family balance mediated between role recognition in the family, marital intimacy and job satisfaction. Therefore, through this study, mediating effects of work-family balance can be found that there was a longitudinal effects.

• Asia pacific journal of information systems
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• 제29권4호
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• pp.717-730
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• 2019

The era of digital transformation (or the fourth industrial revolution) has been triggered by the rapid development of software (SW) technologies. In this era, several studies suspected rapid changes in job structures occurring around the world. Thus, there is a growing need for acquiring the skill sets required for the future. However, there are no specific studies on how existing jobs are changing. To cope with this ambiguity of job changes, this paper aims to investigate how the current job structure is changing in response to digital transformation. To identify the dynamic nature of job change over time, we conducted an analysis based on job posting data. As a result, nine job occupations and fifteen jobs were found.

• 한국비블리아학회지
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• 제16권2호
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• pp.225-240
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• 2005

직업 및 직무변화를 심각하게 경험하고 있는 분야가 정보관리 및 서비스분야라고 할 수 있다. 본 논문에서는 정보관리 및 정보서비스분야 직업 8종의 직무분석을 기초로 하여, 직무간의 관련도를 밝히고, 직무중복도를 밝혔다 이로서 직업 간의 직업이동 가능성을 제시하고, 직업분류를 통하여 직업변화 동향을 밝혔다. KJ기법에 의한 분석결과 5개의 대분류항목이 제시되었고, 항목간의 관련업무를 제시하였다.

• The Journal of Asian Finance, Economics and Business
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• 제7권12호
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• pp.1027-1033
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• 2020

This study intends to improve job performance during the Covid-19 pandemic at startup companies in Indonesia. In this study, the variables tested were job satisfaction, job innovation, Indonesian culture control, and job performance. Increasing job performance is deemed necessary in facing the economic crisis caused by the Covid-19 pandemic. Job innovation, job satisfaction, and culture control are deemed necessary in improving job performance. The population of this study are managers of start-up companies in Jakarta, Banten, and West Java. This research data obtained by distributing questionnaires to startup managers. This is a quantitative study with primary data. The sample technique used was purposive sampling. Structural Equation Model using Partial Least Square statistical software was used to analyze data. The results of this study indicate a change in the pattern of work performed by startup companies in running their business. Before the Covid-19 pandemic, employees worked in offices for seven hours, but after this pandemic, they change work patterns, moving them to work from home. Working from home requires companies to exercise better control and leadership patterns so that employees can work comfortably.