• 한국임상보건과학회지
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• 제12권1호
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• pp.1660-1667
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• 2024

Purpose: The purpose of this study was to identify Relationship between job stress and job satisfaction of dental hygienists Methods: The subjects of this study were to 173 dental hygienists who work in dental diseases and clinics in Busan, Ulsan, and Gyeongnam, and through the Internet link using web questionnaire from August 1 to October 30, 2023. Distributed and collected. The collected data were analyzed using an IBM SPSS ver. 26. Results: As for general characteristics, job stress was high in the 40s age group, work experience was high in the 1-4 year group, and job satisfaction was high in the 4-7 year or more group. As factors affecting job satisfaction, it was found that the lower the Self- determination of duties , the lower the Job insecurity, and the lower the Inadequate compensation, the higher the job satisfaction. Conclusions: From the above results, in order to increase the job satisfaction of dental hygienists, it is necessary to ensure stable employment and at the same time allow them to focus on tasks specific to dental hygiene, as job satisfaction decreases if a lot of chores unrelated to dental hygiene work are performed, and Self- determination of duties and an appropriate compensation system must be established. If an excessive workload is given or there is frequent overtime work, compensation should be made commensurate with experience or ability, and in the case of frequent overtime work, appropriate compensation should be provided through allowances or incentives.

• 한국문헌정보학회지
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• 제42권2호
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• pp.189-208
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• 2008

본 연구에서는 국내외 전문사서에 대한 수요조사 분석을 수행함으로써 전문사서의 유형을 개발하고자 하며, 이러한 전문사서들이 갖추어야 할 최소한의 자격요건을 제시하고자 한다. 이를 위해 미국, 영국, 캐나다의 사서 구인사이트 조사 분석을 통한 수요조사와, 국내 현장사서들을 대상으로 전문사서에 대한 수요조사를 실시하여, 전문사서 유형을 제안하고자 한다. IFLA 및 ALA에서 정의하는 전문사서의 자격요건을 조사하고 실제 구인기관에서 전문사서에 대하여 요구하는 자격요건을 조사하였다. 연구결과, 국내외 수요분석을 통하여 전문사서 유형을 주제별(7종), 기능별(12종), 대상별(2종)로 추출하였으며, 전문사서의 자격요건을 다음과 같이 제안하였다: (1) "학부 혹은 석사과정에서 문헌정보학을 전공한 석사학위 소지자로서 도서관 관련 6년 이상의 경력 중 2년 이상의 해당분야 경력자," (2) "2급 정사서로서 총 9년 이상의 도서관업무 담당 경력 중 2년 이상의 해당분야 경력자로서 해당 교육과정 이수자."

• 간호행정학회지
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• 제4권2호
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• pp.457-474
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• 1998

This study was aimed to be able to dedicate to the quality promotion of nursing of the nurses and the development of hospital organization by investigating interrelations between job satisfaction degree and organizational commitment of the clinical nurses. The objects of this study have been 507 nurses working in university hospital in Seoul and the materials have been collected through structured questionnaires for 14 days from Feb. 23. 1998 through March 8. The materials have been analyzed and computerized statistically with SPSS. General characteristics have been analyzed by practical number and percentage. and job satisfaction degree and organizational commitment have been analyzed by average evaluation marks and standard deviation and the relation between general characteristics and job satisfaction degree and the relation between general characteristics and organizational commitment have been analyzed by t-test or F-test(ANOVA) according to the characteristics of variable. Correlations between job satisfaction degree and organizational commitment have been analyzed by Pearson's Correlation Coefficient. The followings are the summaries of the results of the study: 1. The degree of job satisfaction of the object was 3.26 in average on the basic of 5 marks and worth area showed highest by 3.78 while wage and welfare 2.70 the lowest when analyzed 11 areas. 2. Organizational commitment of the object showed 3.24 in average on the basic of 5 marks. 3. According to the age. marital status. educational background. employment experience. experience in current department. position. types of work. department of work. wage, satisfaction about the current department, whether they wish to be transferred to the other department and whether they are transferred or not. there were significant differences in the characters of job satisfaction degree when general characteristics and job satisfaction degree have been examined. 4. According to the age. marital status. religion. educational background. employment history. position and experience in current department. types of work. department of work. wage. satisfaction about the department they are assigned. whether they wish to be transferred. Whether they are transferred or not and number of being transferred to the other department. there have been significant differences in the characters of organizational commitment when general characteristics and organizational commitment have been examined relatively. 5. Correlations between the degree of job satisfaction and organizational commitment has shown the degree of organizational commitment higher respectively when the degree of job satisfaction was higher. the degree of sanitation factor was higher and the degree of motive factor was higher (r=.73799. r=.6826. r=.6570). 6. The result of the analysis of correlations between organizational commitment and the turnover intension and job related action has shown comparatively high reverse correlations (r=.6375) between organizational commitment and turnover intension and low reverse correlations(r=.3253) between organizational commitment and job related action. Based on the above results. the study of the ways of increasing the degree of satisfaction about wage. welfare. position and stability and the supervision of the senior which showed the low degree of job satisfaction should be conducted and through the management of the degree of job satisfaction which affects to the organizational commitment, I would like to propose that the ways of increasing the sense of commitment to the hospital organization of the nurses should be studied.

• 대한한의정보학회지
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• 제22권1호
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• pp.27-36
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• 2016

Purpose: The purpose of this study was to compare the level of job stress, burn-out and job satisfaction between intensive care unit nurses and general unit nurses. Methods: The subjects of this study were 100 intensive care unit nurses and 100 general unit nurses in university's hospitals. The data were collected using self-report questionnaires. The data were analyzed by descriptive statistics, -test, ANCOVA, t-test, ANOVA, and Pearson correlation coefficient by using the SPSS WIN 20.0 program. Results: There were significantly negative correlation in the score of job stress and job satisfaction in both groups of nurses. Job stress of intensive care unit nurses was significantly differences according to department satisfaction. Burn-out of intensive care unit nurses was significantly differences according to position, department satisfaction. Job satisfaction of intensive care nurses unit was significantly differences according to department satisfaction. Job stress of general unit nurses unit was significantly differences according to department satisfaction. Burn-out of general unit nurses was significantly differences according to clinical experience, position, department satisfaction. Job satisfaction of general unit nurses was significantly differences according to clinical experience, department satisfaction. Conclusions: The appropriate rewards for intensive care nurses and general unit nurses to decrease their job stress will be needed in hospital settings. In addition, a plan for systemic nurse training program is needed to provide high quality nursing education for each unit nurses effectively.

• 디지털융복합연구
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• 제16권12호
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• pp.477-487
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• 2018

본 연구의 목적은 지방 중소병원 간호사의 소진과 언어폭력경험, 사회적 지지가 직무배태성에 미치는 영향을 확인하는 것이었다. 자료는 497명의 중소병원 간호사를 대상으로 2017년 8월 23일부터 10월 30일까지 자가기입식 설문지를 이용하여 수집되었다. 수집된 자료는 t-test, ANOVA, Pearson's correlation coefficients, 위계적 다중회귀분석을 통해 분석하였다. 연구결과, 간호사의 지무배태성에 영향을 미치는 요인으로 소진, 언어폭력 경험, 사회적 지지, 직위가 확인되었다(Adjusted $R^2=.45$). 따라서 간호사의 직무배태성을 높이기 위해서는 간호사의 소진을 낮출 수 있는 업무환경을 조성하고, 상사와 동료의 사회적 지지를 높일 수 있는 지지적인 환경을 조성해 나감으로써 간호사의 직무배태성을 향상시킬 수 있을 것이다. 또한 간호관리자는 간호사를 위한 언어폭력 예방 프로그램을 마련해야 할 것이다.

• 한국임상보건과학회지
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• 제10권1호
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• pp.1559-1568
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• 2022

Purpose: The purpose of this study was to identify Happiness index according to job satisfaction and interpersonal problems of dental hygienists in some regions Methods: The subjects of this study were dental hygienists working in dental hospitals in Busan and Gyeongnam. from 1 July 2021 to 30 August 2021 a number of total 198. The structured questionnaire was surveyed and analyzed by self- entry. The collected data were analyzed using an IBM SPSS ver. 20.0. Results: The interpersonal problem were higher in the group under 25 years of age, with, less than 1 year of experience and less than 2-4 year of experience. Happiness index were higher over than 31 year of age. the happiness index was higher in the age group 31 years or older, with more than 5 years of experience, more than 7 days of vacation, work intensity that was tolerable and difficult, and the group with an annual salary of 30 million won or more. the higher the job satisfaction, the lower the interpersonal problems, the happiness index of dental hygienists was high. Conclusions: In order to increase the happiness index of dental hygienists working at dental medical institutions, it is necessary to develop a program that can form amicable interpersonal relationships in the workplace of dental hygienists with little experience. In addition, increase the job satisfaction of dental hygienists, it is necessary to adjust the intensity of work to fit the individual's abilities and aptitudes, and to develop a work system so that dental hygienists can increase their pride in their profession by signing a reasonable salary.

• 간호행정학회지
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• 제10권1호
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• pp.37-48
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• 2004

Purpose: This study was investigated to identify the relationship among hospital nursing organizational structure(decentralization, communication, bed/nurse ratio), process(nurses' job satisfaction, nurses' clinical experiences, nurses' unit experiences), and nursing outcome(patient satisfaction, physiologic adaptation, length of stay, number of complication). Method: The subjects consisted of 86 hysterectomy patients and 23 nurses in gynecology unit. Data were collected from May 16, 2002 to August 15. 2003 by the structured questionnaires and chart review. Data analysis was done with ANOVA, Pearson's correlation coefficient, path analysis. Result: Relationship between organizational structure and process ; Bed/nurse ratio was negatively related to nurses' job satisfaction(r=- .37, p<.05), and nurses' clinical experience(r=- .69, p<.00). Decentralization(r=.42, p<.05) and comunication(r=.61, p<.00) were positively related to nurses' clinical experiences. Relationship between process and nursing outcome ; There was a significant relationship between nurses' unit experiences and patient satisfaction(r=.63, p<.00), nurses' job satisfaction and physiologic adaptation(r= .44, p<.05), nurses' unit experiences and physiologic adaptation(r=.64, p<.00), Relationship between organizational structure and nursing outcome ; Decentralization and communication were positively related to patient satisfaction(r=.86, p<.00 ; r=.88, p<.00) and physiologic adaptation(r=,51, p<.01, r=.64, p<.00). Conclusion: Nurses' unit experience, communication, decentralization were significant variables for patient satisfaction. Nurses' unit experience, nurses' job satisfaction, communication were significant variables for patient physiologic adaptation.

• 한국가정과학회지
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• 제4권1호
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• pp.11-25
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• 2001

The purpose of this study was to examine which of the variables were associated with generative fathering. The subject of the study is consist of 229 fathers who have 4∼6 years old in chonju. The data was gathered through questionnaires. The statistical analysis for this study were frequency. T-test. correlation. Anallysis of Variance(ANOVA), Multiple Regression. Cronbach's Alpha was used to test the reliability of the scales. The major results were as follows : First, there were no significant child's sex and birth in generative fathering. Second. there were significant father's job, income of home and type of family but there were no significant paternal education, father's age and where or not the mother works outside the home in generative fathering. Third. generative fathering was positively correlated with paternal childhood experience. paternal marital satisfaction and father's job satisfaction. Fourth, generative fathering was negatively correlated with parenting stress. Fifth, there were significant differences according to sex-role identity of father in generative fathering that is, generative fathering had more participation and responsibility when father had androgynous or feminine identity than when they had masculine or undifferentiated. Sixth, in multiple regression analysis, generative fathering was predicted significantly by paternal childhood experience, father's sex-role identity. paternal job satisfaction and parenting stress.

• 벤처창업연구
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• 제17권4호
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• pp.205-218
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• 2022

급변하는 시장 환경속에서 사회적기업이 지속가능성을 유지하기는 점점 힘들어 지고 있는 실정이다. 사회적기업의 열악하고 한정된 자원으로 인하여 인적자원의 핵심역량이 무엇보다도 중요한 시점이다. 사회적기업이 지속가능성을 유지하기 위해서는 근로자들이 안정적으로 본인의 업무에 몰입할 수 있게 여건을 조성하는 것이 매우 시급한 상황이다. 이에 본 연구에서는 사회적기업의 근로자를 대상으로 직무 몰입에 영향을 미치는 요인을 실증적으로 분석함으로서 사회적기업의 지속가능성을 높이고자 했다. 직무 몰입에 영향을 미치는 요인으로 직무 적합성과 조직 공정성 요소를 도출하였다. 또한 이들 간의 관계에서 감성적 리더십의 조절효과도 함께 분석하였다. 이를 위해 사회적기업 근로자를 대상으로 설문조사를 실시하였으며 유효한 260부를 분석에 활용하였다. 실증분석 결과는 다음과 같다. 직무 적합성의 하위 요소인 직무 지식, 직무 기술, 직무 경험, 직무 욕구와 조직 공정성의 하위요소인 분배 공정성, 절차 공정성은 직무 몰입에 유의한 정(+)의 영향을 미쳤다. 반면 조직 공정성의 하위 요소 중의 하나인 상호작용 공정성은 유의성이 검정되지 않았다. 영향력의 크기는 절차 공정성, 직무 경험, 직무 욕구, 분배 공정성, 직무 기술, 직무 지식 순이었다. 감성적 리더십은 직무 지식, 직무 기술, 직무 욕구, 분배 공정성, 절차 공정성과 직무 몰입 사이에 조절역할을 하는 것으로 분석되었다. 하지만 직무 경험, 상호작용 공정성과 직무 몰입 간에는 유의한 조절역할이 검정되지 않았다. 이러한 실증연구 결과는 학술적인 차원에서는 사회적기업이라는 범주내에서 직무 몰입에 영향을 미치는 영향 요소를 실증적으로 분석함으로써 기존 직무 관련 연구의 외연을 확대하였다. 실무적인 차원에서는 다양한 영향 요소 중 직무 경험이 무엇보다 중요한 요소중의 하나로 나타났다. 향후 근로자를 대상으로 하는 교육이나 각종 제도 시행시 필요한 유의한 시사점을 제시하였다.

• 대한간호학회지
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• 제23권3호
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• pp.397-416
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• 1993

This study identified the relationships between the hospital’s organizational pattern for nursing, the organizational characteristics perceived by nurses and their job satisfaction. The study subjects were a convenience sample of 383 staff nurses working at 10 general hospitals with more than 300 beds in Seoul. Hospitals included in the study were classified Into five organizational patterns, where nursing was organized as an independent but lower level, attached to the medical department, attached to a department supporting medicine, and various other organizational pattern. The data were collected from July 10 to August 15, 1992. The organizational characteristics as perceived by the staff nurses were measured by Park & Yoon’s Scale (1986) and job satisfaction was measured by Slavitt’s Scale (1978). The data were analyzed by percentage distribution, Pearson’s correlation, x$^2$-test, t-test, ANOVA, and ANCOVA The summarized results are as follows : 1. The proportion of independent and attached nursing organizational patterns was 35.1％ and 54.9％ respectively. 2. There were differences between four general characteristics of the nurses, age, experience, position and education level, and the five structural types of nursing organization(p〈.05). 3. 1) There were no relationship between the perceived organizational characteristics and general characteristics of the nurses but there was a differ once in job satisfaction according to education level of nurses in hopitals where nursing was an independent department(T=-2.24, p〈.05). 2) There were differences in the perceived organizational characteristics according to age group and experience of nurses (F=3.26, 5.41, p〈 , 05)and in job satisfaction according to the position of nurses in the independent but lower level organizational pattern (T=2.26, p〈.05). 3) There was a difference in the perceived organizational characteristics according to age group (F=3.19, p〈 .05) and in job satisfaction according to the experience of nurses where nursing was attached to the medical department (F=3.49, p〈.05). 4) There was a difference in the perceived organizational characteristics according to nursing unit (F=3.19, p〈 .05), but none between job satis-faction and general characteristics of nurses where nursing was attached to a departiment supporting medicine. 5) There were no relationships between the perceived organizational characteristics and job sat isfaction and general characteristics of nurses in the various other organizational patterns. 4. Nurses in hospitals where nursing is organizationed as an independent department perceived their organizatianal pattern more positively and had higher job satisfaction than nurses working in hospitals where nursing is part of another department. 5. There were differences between perceived organizational characteristics and job satisfaction according to the organizational patterns for nursing (F=13.52, 8.76, p=.0000). 6. There were correlations between the perceived organizational characteristics and job satisfaction of nurses working in two independent nursing departments (r=0.2180, 2351, p〈.05). In conclusion, the relationship between perceived organizational characteristics and job satisfaction was significantly correlated in the hospitals where the nursing department is independent. Perceived organizational characteristics and job satisfaction depended on whether the nursing department is independent from or attached to other departments in the hospital. For nurses job satisfaction the nursing department should be independent from other departments and at the highest level of organization in the hospital.