• 한국병원경영학회지
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• 제11권2호
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• pp.32-60
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• 2006

Based on the Job Demand-Control model which was proposed by R. A. Karasek, this study was designed to investigate the relationships among job demand, job control, and job burnout of nurses. In addition, the other aim of the present study was to test the moderating or buffering role of social supports in the relationship between the job demand and job burnout. The analysis based on data collected from 239 nurses who are working in two general hospitals has produced the following results. We found that job demand was primarily related to the exhaustion component of burnout, whereas (lack of) job control was related to the disengagement dimension of burnout. And social supports from the supervisor attenuated the disengagement, whereas social supports from the colleague diminished the exhaustion. But, we found no interaction effects that were expected in the hypotheses. Specifically, social supports didn't buffer the negative effects of job demand on burnout, while job control had the moderating effect which was in opposite direction. The implications of these analyses and limitations of the study were then discussed.

• 대한안전경영과학회지
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• 제24권2호
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• pp.113-126
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• 2022

This study examined the effect of railway traffic controllers' negative perception of organizational culture on their job demand and job satisfaction in relation to the moderating effect of self-efficacy. Results showed that the aggressive/defensive culture based on power and competition, had a positive (+) effect on job demand and job satisfaction. On the other hand, in the conditional process model in which self-efficacy affects the relationship between organizational culture, job demand, and job satisfaction, self-efficacy played a significant role in lowering the level of job demand, and it contributed to the increase of job satisfaction through a mediating effect. This results suggest the needs for lowering the level of job demand by changing the present aggressive/defensive organizational culture into the constructive one. And also, much consideration for maintaining the level of their self-efficacy should be spent.

• Safety and Health at Work
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• 제14권1호
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• pp.85-92
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• 2023

Background: Presenteeism is closely related to work performance, work quality and quantity, and productivity at work. According to the job demand-control-support model, job demand, job control, and support play important roles in presenteeism. The present study investigated job characteristics profiles based on the job demand-control-support model and identify the association between job characteristics profiles and presenteeism. Methods: This secondary data analysis used the Sixth Korean Working Condition Survey, a nationwide cross-sectional dataset. The study included 25,361 Korean wage workers employed in the workplace with two or more workers. Participants were classified into four job characteristics profiles based on the job demand-control-support model, using latent profile analysis, and logistic regression was performed to examine the association between study variables. Results: Overall, 11.0 % of study participants reported experience of presenteeism in the past 12 months. Age, sex, location, monthly income, shift work, work hours, health problems, and sleep disturbances were significantly associated with presenteeism. The rate of presenteeism was the highest in the passive isolate group. The passive collective, active collective, and low-stain collective groups had a 23.0%, 21.0%, and 29.0% lower likelihood of experiencing presenteeism, respectively, than the passive isolate group. Conclusions: The job demand-control-support profiles and the risk of presenteeism were significantly associated. The most significant group that lowered the experience of presenteeism was the low-strain collective group, which had a low level of demand and high levels of control and support. Therefore, we need a policy to reduce job demand and increase job control and support at the organizational and national levels.

• 응용통계연구
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• 제23권3호
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• pp.559-571
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• 2010

본 연구는 직무스트레스 분야에서 가장 널리 연구 된 직무요구-통제 모형을 팀 수준으로 확대하여 개인 수준에서의 직무요구와 직무스트레스간의 관계를 재검증 하고, 이 관계를 조절하는 사회적 지지를 팀의 풍토로서 정의하여 팀 수준의 조절효과를 검증하는데 목적이 있다. 자료는 다양한 성격의 19개 조직의 34개 팀에서 수집하였으며 분석 결과, 개인 수준에서 직무요구가 직무스트레스를 유의하게 예측하였으며, 팀의 관계중시풍토는 직무요구와 직무스트레스간의 관계를 조절하는 것으로 나타났다. 또한 팀의 관계중시풍토는 리더의 개인배려행동과 유의하게 관련되었다. 마지막으로 본 연구의 제한점과 시사점 그리고 미래 연구에 대해 논의하였다.

• 대한안전경영과학회지
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• 제14권2호
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• pp.91-101
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• 2012

To decrease employees' job stress in the viewpoint of occupational health is very important to improve the productivity and quality of labor. In this study, the job stress, and it's influence on job commitment and organizational commitment were investigated by the questionnaire survey of 259 industrial workers. As results, the majority of workers were under job stress resulted from job demand, job control, and coworker's support. The work times per a week and night work had significant relationships with job demand, and the maximum negative relationship between the work times per a week and job continuous commitment was found. Job demand had the significant relationship with job affective and normative commitment, and job control had the significant relationship with job normative commitment and organizational affective commitment. Moreover, job affective and normative commitment had the significant relationship with organizational continuous commitment. Finally, it was found that cyclic organic chain was composed of work times per a week, night work, salary, job demand, job control, job affective and normative commitment, and organizational affective and continuous commitment. The results of this study indicates that reducing cyclic organic chain is urgently necessary to increase employees' job satisfaction and company commitment.

• 한국직업건강간호학회지
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• 제17권1호
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• pp.55-63
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• 2008

Purpose: The purpose of this paper is to analyze the effect of job stress on work impairment. Method: 354 workers' data from Seoul and the Gyeonggi area were collected between February 1 and March 30 2006 by structured questionnaire. The questionnaire was meant to determine demographic data, job stress, and work impairment questionnaire. Data analyzed by SPSS 12.0 and AMOS 5.0 program. Results: Job stress was ranked job demand, insufficient job control, organizational system, lack of reward, job insecurity, interpersonal conflict, and occupational climate. The work impairment of completing work was increased when the stress of insufficient job control, lack of reward, job insecurity, and occupational climate were increasing. The work impairment of avoiding distraction was increased when the stress of job demand, insufficient job control, organizational system, lack of reward, job insecurity, and occupational climate were increasing. The stress of job demand, lack of reward, job insecurity, and occupational climate had an effect on avoiding distraction. The stress of lack of reward and occupational climate had an effect on completing work. Conclusion: If employers manage job stress of job demand, lack of reward, job insecurity, and occupational climate, their business will benefit.

• 한국산학기술학회논문지
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• 제17권8호
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• pp.103-112
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• 2016

본 연구는 직무요구-자원 모형을 바탕으로 간호사의 직무요구와 직무자원, 직무소진과 직무열의, 건강문제와 이직의도 간의 관계를 규명하기 위한 가설적 모형을 구축하고 이를 검정하여, 간호 조직의 성공적인 자원관리 방안을 위한 기초자료를 제시하고자 시행되었다. 연구 대상자들은 서울시 소재하는 대학병원에서 근무하는 간호사 320명을 대상으로 실시되었다. 연구 결과, 간호사의 직무요구는 직무소진 증가와 직무열의 감소에 직접적인 영향을 미치는 것으로 나타났으며, 직무자원은 직무열의 증가에 직접적인 영향을 미치는 것으로 확인되었다. 직무요구는 직무소진을 매개로 건강문제와 이직의도 증가에 간접적으로 영향을 미치는 것으로 나타났으며, 직무자원은 직무소진과 직무열의를 매개로 건강문제와 이직의도 감소에 유의한 간접효과를 미치는 것으로 나타났다. 직무소진은 건강문제 증가와 이직의도 증가에 직접적인 영향을 미치는 반면, 직무열의는 이직의도에 직접적인 영향을 미치지 않는 것으로 확인되었다. 본 연구의 결과는 간호사들이 지각하는 직무자원과 직무요구가 건강문제와 이직의도에 미치는 영향을 직무소진과 직무열의의 매개 효과로 파악한 기초자료로 간호 관리자들이 조직의 성과를 높이기 위한 전략적 자료로 활용할 수 있을 것이다.

• 한국직업건강간호학회지
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• 제29권4호
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• pp.262-272
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• 2020

Purpose: This study aims to investigate the degree of job demand, job resources, burnout, and the organizational commitment of administrative nurses based on the job demands-resources model. Further, it seeks to confirm the influencing factors affecting nurses' burnout and organizational commitment. Methods: The participants were 188 administrative nurses working at hospitals (one tertiary hospital and six general hospitals) located in D City. The collected data were analyzed with IBM SPSS Statistics 23.0 using frequency, percentage, mean, standard deviation, t-tests, ANOVA, Pearson's correlation coefficient, and multiple regression analysis. Results: The influential factors of burnout were role conflict (β=.50), job demand (β=.18), job position (β=-.17, team leaders and above), and social support (β=-.15). The regression model had an explanatory power of 59%. The influential factors of organizational commitment were appropriate rewards (β=.59), job position (β=.15, team leader or above), working department (β=.14, referral center and health screening administration department), and social support (β=.18). The regression model had an explanatory power of 59.5%. Conclusion: The results support the job demands-resources model, and interventions should be developed to decrease job demand and provide sufficient job resources.

• 한국직업건강간호학회지
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• 제23권4호
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• pp.245-253
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• 2014

Purpose: School foodservice employees (SFEs) could be exposed to the risk of musculoskeletal disease and of job stress due to their job characteristics. This study was to evaluate the level of job stress and the prevalence of work-related musculoskeletal symptoms (WRMS) in Seoul city's SFEs, and to determine associations between job stress and WRMS. Methods: The study design was cross-sectional, and 975 SFEs were recruited. Self-administered questionnaire included the 'Korean occupational stress scale-short form' and the 'KOSHA GUIDE H-9-2012' instrument to evaluate the job stress and WRMS, respectively. SFEs' medians of job stress were compared to the reference values of published study in Korean workers. Results: The participants reported greater levels of job demand and physical environment than the general Korean population. WRMS were reported in 89.0% of participants at any body part, and 41.1% were presumed to need for medical intervention. High levels of job demand and of physical environment were significantly associated with WRMS. Conclusion: Subscales of job demand and physical environment were relatively high in SFEs and those were related to the occurrence of WRMS. To reduce the WRMS prevalence, a job stress management program focused on job demand and physical environment may be required.

• 대한안전경영과학회지
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• 제18권4호
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• pp.73-80
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• 2016

This study highlights the main effect of job demand, work shift, work environment and stressors on the railway traffic controller's health, and the moderating effect of work0life balance. The result of empirical analysis based on questionnaires received from 328 traffic controllers working at 10 railway operating companies indicates that job demand, work shift, work environment and stressors have significant effect on their health, among which stressors is a major factor. In the respect of moderating effect, WLB showed no significance except for job demand. This result implies that controller's health can not be enhanced through their individual family or leisure life. Therefore, effective countermeasures and policy to mitigate their health problems and heal their symptoms are urgent.