• 노동경제논집
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• 제26권1호
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• pp.1-22
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• 2003

재학 중 근로경험의 실태와 이후의 노동시장 성과에 미치는 영향을 제1차 "청년패널" (2001년)을 이용하여 분석하였다. 재학 중의 근로경험은 상당한 수준에 이르고 있으며, 이러한 근로경험은 학교교육을 마치고 첫 일자리를 획득하기까지의 이행을 신속하게 하는 효과가 있는 반면 첫 일자리의 임금을 높이는 효과를 갖지는 않는 것으로 나타났다. 이러한 분석 결과는 재학 중의 근로경험이 직업세계에 대한 이해를 높이고 적극적인 직업태도를 함양하는 데는 도움을 주지만 대부분 전공과 무관한 단순업무에 그쳐 학교교육을 보완하여 평생 일자리 (career job)를 획득하는 데 나아가고 있지 않음을 시사한다. 따라서 경력중시형 노동력 수요로의 구조적인 변화에 대응하여 재학 중 근로경험을 학교교육과 연계하여 체계화할 필요가 있다.

• 디지털융복합연구
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• 제18권12호
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• pp.315-323
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• 2020

본 연구는 임상간호사의 폭력경험이 직무만족과 이직의도에 미치는 영향과 폭력경험과 이직의도 관계에서 직무만족의 매개효과를 파악하기 위해 시도되었다. U광역시 3개의 종합병원에 근무 중인 간호사 213명을 연구대상자로 하였으며, 자료수집은 2019년 2월부터 4월까지 하였다. 수집된 자료는 SPSS/WIN 25.0을이용하여 분석하였다. 폭력경험은 직무만족과 유의한 역상관관계를 나타내었고, 폭력경험은 이직의도와 정상관관계이었으며, 직무만족과 이직의도는 역상관관계를 나타내었다. 폭력경험이 직무만족을 설명하는 정도는 16.5%, 폭력경험이 이직의도를 설명하는 정도는 6.1%였다. 폭력경험과 이직의도 간의 관계에서 직무만족이 부분 매개를 하는 것으로 나타났다. 따라서 임상간호사의 직무만족도를 향상시키고 이직의도를 감소하기 위하여 폭력경험을 감소시켜야 할 필요성이 있다. 간호사의 폭력경험과 이직의도를 감소시키고 직무만족을 높이기 위해 병원에서 제도적 장치를 마련에 유용한 기초자료가 되리라 본다.

• 산경연구논집
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• 제11권7호
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• pp.19-28
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• 2020

Purpose: In this study, we would like to confirm that the transfer of young workers may be a means of enhancing their internal satisfaction, not to get a better job, by setting work-related characteristics that are highly relevant to job-related factors. Research design, data, and methodology: In this study, preparation for turnover was set as dependent variables to identify factors related to the turnover of young people, and the type of business, employment type, debt status, job satisfaction, job difficulty compared to education level, job difficulty, job degree, job major agreement, debt status, and other demographic social characteristics were selected as independent variables. Results: The characteristics related to personal criteria in job-seeking process were significant in the form of business, employment type, job satisfaction, work difficulty compared to the level of education, work difficulty compared to the level of technology, job major matching, and debt status. Conclusions: This study confirmed that young people's turnover may not simply be a means to get a better job, but to increase satisfaction in the internal aspects of their jobs, and that for young people, a job is an important development process that represents their identity and needs to be approached from a life-cycle perspective.

• 한국인구학
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• 제29권3호
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• pp.29-50
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• 2006

이 연구는 청년들의 취업준비노력이 노동시장 이행에 어떤 영향을 미치는가를 살펴보고 있다. 노동시장 성과는 첫 일자리로의 이행기간, 300인 이상 사업장 취업여부, 첫 일자리의 임금수준의 3가지 범주로 구분하여 살펴보았다. 취업준비노력이 첫 일자리로의 이행기간에 미친 효과를 보면 재학 중 일 경험과 취업준비 시기는 첫 일자리로의 탈출확률을 높이지만, 학점, 영어점수, 면접횟수는 오히려 이행기간을 장기화시키는 효과가 있었다. 취업효과는 학력에 따라 그 효과가 상이하였다. 전문대 졸업자는 교육훈련과 재학 중 일 경험이, 대졸자는 학점, 현장실습, 외국어능력 등이 좋은 일자리로의 진입에 통계적으로 유의미한 영향을 미치고 있다. 임금효과에서도 전문대 졸업자와 4년제 대학 졸업자의 차이가 발견되었다. 전문대 졸업자는 재학 중 직업훈련, 재학 중 일 경험, 영어능력이 임금수준을 높이고 있다. 4년제 대학 대졸자는 졸업 후 직업훈련을 받거나 재학 중 일 경험은 오히려 임금수준을 낮추지만, 영어점수와 재학 중 취업준비는 임금보상이 높은 일자리로 진입할 확률을 높이는 것으로 나타났다.

• 한국산업정보학회논문지
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• 제27권5호
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• pp.99-117
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• 2022

본 연구는 서비스기업 중 하나인 은행 구성원을 대상으로 은행의 고객경험관리역량이 조직구성원의 직무만족 및 고객지향성에 어떤 영향을 미치는지 확인하고자 한다. 이를 위해 고객경험관리역량, 직무만족, 고객지향성에 대한 이론을 설명하고 이들 간의 관계를 이론 및 실증적으로 검증하였다. 본 연구를 위하여 은행에서 근무하는 접점직원 321명을 대상으로 SPSS23.0, AMOS 23을 이용해 구조방정식 분석을 실시하였다. 본 연구의 분석결과를 살펴보면 은행의 고객경험관리역량의 요소 중 구성원교육, 임파워먼트, 구성원평가, 교차검정은 직무만족 및 고객지향성에 긍정적 영향이 있는 것으로 나타났다. 이에 반해 채널통합은 직무만족과 고객지향성 모두 영향을 미치지 못했으며, 성과관리는 직무만족을 매개로하여 고객지향성에 영향을 미쳤다. 이러한 결과는 조직단위에서 고객경험관리역량을 확인할 수 있는 시사점을 제시하지만, 서비스기업이 은행으로 한정되었다는 한계도 존재한다.

• 한국학교보건학회지
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• 제19권1호
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• pp.17-29
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• 2006

Purpose : The purpose of this study were to examine the degree of job duty importance and difficulty of nutrition teachers in elementary school and then to make their future duties and roles clearly. Methods : The duties of nutrition teachers were classified into four fields such as foodservice management, nutrition education, nutrition counseling and educational experience of Korean agricultural products, and then each field were divided into job duties and job tasks. The subjects was 139 dietitians at elementary schools in Dague and Kyungpook Province who appraised the degree of importance and difficulty of the above four job duties with the Likert 5-point scale through a questionnaire survey. Results : From the results of the survey, it was found that every dietitian had highly assessed the importance of the four job duties of nutrition teachers. In a survey of the degree of job duty importance and difficulty on the dietitians, subjects recognized the following such as haccp management in the field of foodservice management is of the most importance(4.30), and the personal management has the most difficulty (3.80). In the field of nutrition education, the work of establishment nutrition education plan is of the most importance(4.33), and the developing of nutrition education materials and programsn are the most difficulty (4.13). In the field of nutrition counselling, students of that than parents and teachers counselling is of the most importance (4.15) and the most difficulty (4.08). Finally, in the field of our agricultural products experience education, which of he work is the most importance(4.07), and difficulty (4.02). Conclusion : Therefore, it is judged that nutrition teachers in the future should not only have a foodservice management, as their main job duty, but also aid in constructing life-long health management system for students and teachers by conducting a nutrition education and counseling, and also exert their energies in the job duties of menu development and experience education utilizing our agricultural products.

• 가족자원경영과 정책
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• 제19권1호
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• pp.139-161
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• 2015

The number of Healthy Family Support Centers has increased and the services for enhancement of family strength have extended during the past ten years since the Framework Act on Healthy Families was enacted. It is time to pay attention to the empowerment for Healthy Family Specialist because their capability is directly linked to improve the quality of services, which means the satisfaction of family services and the quality of family policy. In this context, this study investigate organizational experience of Healthy Family Specialists and suggest the empowerment plan to enhance their capability. We conducted in-depth interviews for 9 Healthy Family Specialists who is currently working at Healthy Family Support Centers as a manager status during June 2014. We analyzed organizational experiences through job commitment and job satisfaction and empowerment plans through their strength and weakness. Our findings revealed that job commitment and job satisfaction of Healthy Family Specialist are relatively low due to a poor working condition and a low brand awareness. Also, the capability of Healthy Family Specialists is an important factor to determine their job commitment and job satisfaction, and it can impact on the long service. These results suggest that the payroll system, increment of salary, career recognition, employee benefit, systematic operation, and motivation are needed to improve their job satisfaction. There are various ways to improve professional capability of Healthy Family Specialists besides education program. This study contributes to make the plan of empowerment for Healthy Family Specialists and it also contributes to improve the service quality of family policy.

• 여성건강간호학회지
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• 제10권3호
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• pp.261-265
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• 2004

Purpose: This study was aimed to investigate direct care stress and job satisfaction in home care nurses. Method: Subjects were 139 home care nurses of hospitals in urban cities. Data was collected by a self report questionnaire. Direct care stress was measured by Community Health Nurses Perceptions of Work-Related Stressors Questionnaire. Job satisfaction was measured by a visual analogue scale. Results: The average score of direct care stress was 60.4. There were significantly high direct care stress in those who had less than that 3 years experience than in their counterparts. The average score of job satisfaction was 79.5. There were significant high job satisfaction in those who willingly chose to work. Direct care stress negatively correlated with the length of office experience of the home care nurse. Conclusion: A direct care educational program should be developed for those who have less than 3 years experience to decrease their stress level.

• 한국응용과학기술학회지
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• 제37권4호
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• pp.996-1007
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• 2020

본 연구는 사무 종사자를 대상으로 일반적 특성, 근로환경 특성, 차별경험과 직무열의 정도를 파악하고 차별경험이 직무열의에 미치는 영향을 파악하고자 하였다. 본 연구는 제5차 근로환경조사를 이차 분석하였고, 사무 종사자 6,718명을 연구대상으로 하였다. 수집된 자료는 기술통계, x²-검정, t-검정, ANOVA, 복합표본 일반선형모형을 시행하였다. 연구결과, 사무 종사자는 차별경험이 없는 경우 직무열의가 높았다. 본 연구결과를 토대로, 사무 종사자의 직무열의를 향상 시키기 위해서는 직장 내 차별을 예방하는 방안을 포함해야 할 것이다.

• 한국직업건강간호학회지
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• 제21권3호
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• pp.258-265
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• 2012

Purpose: The purpose of this study is to identify the influence of job stress and empowerment on nursing performance of clinical nurses working in small and medium hospital. Methods: The empirical data were collected from a self-administered survey using a structured questionnaire with 404 nurses working in 4 medium-sized hospitals (less than 300 beds), located in I-city. The data were analyzed using stepwise multiple regression with the SPSS/WIN 17.0 program. Results: There were significant differences in nursing performance depending on general characteristics (age, marital status, religion, shift work, education level, position, clinical experience, department, and monthly salary). Empowerment correlated with nursing performance. Factors influencing on nursing performance were empowerment, clinical experience, job stress, and marital status with $R^2$ value of 36.3%. The most influencing factor was empowerment (${\beta}$=.47), followed by clinical experience (${\beta}$=.24), job stress (${\beta}$=.20), and marriage (${\beta}$=.12). Conclusion: It is needed to implement specific empowerment strategy, control job stress, and reward experienced and married nurses working in medium-sized hospital for improving nursing task performance.