• 보건의료산업학회지
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• 제10권2호
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• pp.35-48
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• 2016

Objectives : The purpose of this study was to analyze the effects of job stress on organizational commitment among nurse working in small sized general hospitals and determine moderating effects of job satisfaction. Methods : A self-report questionnaire survey was completed by 292 nurses working at five small sized hospitals in P and K. Data were collected during March 2015 and analyzed with the SPSS 21.0 program. Results : Job satisfaction was a positive factor in organizational commitment. Job satisfaction had significant moderating effects on the relationship between job stress and organizational commitment of nurses working in small sized general hospitals. Conclusions : The results of this study indicate that various job stresses and job satisfaction have a significant effect on the organizational commitment of nurses working in small sized general hospitals. Therefore, to decrease the job stress and increase the job satisfaction of nurses working in small sized general hospitals, consideration must be given to improving the financial and psychological rewards as well as providing differentiated job training. To reduce the psychological burden of nurses, it is necessary to develop adaptation programs of nurses.

• 한국직업건강간호학회지
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• 제28권3호
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• pp.138-147
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• 2019

Purpose: This study was conducted to examine the degree of career plateau in general hospital nurses, to examine the affects of career plateau on nurses' job satisfaction and nursing competency. Methods: The sample consisted of 234 general hospital nurses. Data were analyzed using t-test, ANOVA, Pearson's Correlation and Hierarchical Multiple Regression. Results: Nurses' career plateau was associated with their job satisfaction, nursing competency. A statistically significant difference in job satisfaction was career plateau, charge nurse or higher in position and resilience predicted 41% of variance in job satisfaction of general hospital nurses. A statistically significant difference in nursing competency was total clinical experience, career plateau, preceptorship experience, charge nurse or higher in position and resilience predicted 43% of variance in nursing competency of general hospital nurses. Conclusion: These results of this study as presented above show that general hospital nurses' career plateau is associated with their job satisfaction and nursing competency. Career plateau is the most important variable in nursing competency. Based on the findings, general hospital nurses' career plateau management is empirically verified as a useful and effective method to increase their job satisfaction and nursing competency.

• 대한영양사협회학술지
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• 제4권1호
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• pp.30-39
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• 1998

This study was carried out to investigate the job characteristics and relationships between general characteristics and job satisfaction of the dietician in community health center. The subjects were 40 dieticians who responded to the questionnaire distributed at the annual education program in 1997. Statistical data analysis was completed using SAS package program for frequencies, means, $x^2$-test, ANOVA and Duncan's multiple range test. The results of this study can be summarized as follows. 45.0% of the dieticians were 26 to 30 years old, four-year-course university graduates were 75.0% and daily workers were 72.5% The level of the job satisfaction of the dietician in community health center was the highest in the relationship with colleagues. The other parts of job satisfaction such as effects of nutrition counselling and education, value achievement as a dietician, general work and supervision by supervisors were above average, The general characteristics such as the age, the level of education, employment conditions, working hours per week and total length of service were significantly to all fields of job satisfaction except general work.

• 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.

• 한국컴퓨터정보학회논문지
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• 제28권10호
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• pp.187-195
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• 2023

본 연구는 종합병원 병동간호사의 전문직정체성과 역할갈등, 직무스트레스, 직무만족를 조사하고, 전문직정체성과 역할갈등, 직무스트레스가 직무만족에 미치는 영향을 파악하기 위한 서술적 조사연구이다. 연구대상자는 K 지역에 소재한 종합병원 간호사 193명이다. 수집된 자료는 IBM SPSS Statistics 22.0 program을 이용하여 빈도와 백분율, 평균과 표준편차, independent t-test, one-way ANOVA, pearson's correlation coefficient, multiple stepwise regression을 이용하였고 사후검증은 scheffé test로 분석하였다. 연구결과 첫째, 일반적 특성 중 종합병원 병동 근무경력이 전문직정체성과 통계적으로 유의한 차이가 있었고 병동 근무경력이 낮을수록 전문직정체성이 높은 것으로 나타났다. 둘째, 전문직정체성은 직무만족 및 역할갈등과 정적상관관계, 직무스트레스는 부적상관관계로 나타나, 전문직정체성이 높을수록 직무만족과 역할갈등은 높았지만 직무스트레스는 낮았다. 역할갈등은 직무스트레스와 정적 상관관계를 보여 역할갈등이 높을수록 직무스트레스가 높았다. 셋째, 직무만족에 영향을 미치는 요인은 직무스트레스, 전문직정체성 순으로 나타났으며 그 영향력은 38%로 나타났다. 따라서 간호사들의 직무만족 향상을 위해 전문직정체성 확립을 위한 전문화된 교육프로그램 개발 및 적용이 필요하며, 간호수행 시 발생하는 직무스트레스 해소를 위한 인적·물적 지지체계가 구축되어야 한다.

• 보건의료산업학회지
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• 제11권4호
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• pp.17-28
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• 2017

Objectives : This study analyzed job performance in local area general hospitals to look for measurable effects from educational training and/or organizational communication. Methods : For the purposes of this study, a survey was conducted of general hospital employees from 29 hospitals in Gwangju and Jeonnam. The survey period was August 22 - September 30, 2016, and 1,004 responses were used in the final analysis. Results : This study revealed that certain aspects of communication (upward,downward,vertical,orinformal) had significant effects on job satisfaction, learning transfer, and general performance. Conclusions : To improve job performance in general hospitals, employers must improve overall satisfaction by improving upon job training and internal communication. Specifically, training should be better connected to learning transfer and organizational design must encourage active communication between employees.

• 한국병원경영학회지
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• 제27권4호
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• pp.1-12
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• 2022

Purposes: This study is comparative analysis of the job satisfaction by enneagram personality types of general hospital workers. Methodology: The data were collected from 312 workers of 3 general hospitals using standardized questionnaires. Personality types were examined using the enneagram, and job satisfaction was analyzed according to personality 9 types. Findings: In all personality types, it was found that communication had the most important influence on job satisfaction. In 1 type, reward system, working environment·welfare, and communication had a significant positive(+) effect on job satisfaction. In 7, 9 types, empowerment and communication had a significant positive influence on job satisfaction. Practical Implications: According to the personality type of the hospital workers, job satisfaction factors were found to be different. These results are expected to be important reference materials for human resources management in hospitals.

• 대한물리의학회지
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• 제13권2호
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• pp.115-127
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• 2018

PURPOSE: This study aimed to investigate the effect of empowerment on job satisfaction for physical therapists in general hospitals. METHODS: A total of 297 physical therapists working in general hospitals throughout the country participated in the study survey using self-administered questionnaires. The questionnaires comprised three major parts, i.e., questions about general characteristics, empowerment, and job satisfaction, which were rated using a 5-point Likert scale. Statistical analysis was performed to analyze the frequency and percentage of participants, and the independent t-test and analysis of variance were performed to determine the difference in job satisfaction according to the general characteristics. Stepwise multiple regression was used to evaluate the factors that affect job satisfaction. RESULTS: The average of total empowerment, including two subordinate concepts, was 3.29 points, that of psychological empowerment was 3.53 points, and that of structural empowerment was 3.05 points. The average job satisfaction of the participants was 3.43 points, and it showed a significant difference in age, overall work experience, current work experience, position, annual salary, and daily work hours. Moreover, job satisfaction increased as the subordinate factors for empowerment, i.e., support, resources, chance, and competence, increased. Other factors that affect job satisfaction were daily work hours, number of colleagues, type of work, annual salary, and therapeutic assistance. CONCLUSION: This study demonstrated that job satisfaction of physical therapists working in general hospitals was related to empowerment, thereby indicating that job satisfaction and work performance can be increased by improving their empowerment.

• 가정간호학회지
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• 제25권2호
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• pp.139-146
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• 2018

Purpose: This study aimed to improve nursing practice efficiency by analyzing and comparing the emotional labor, job stress, and performance of nurses in comprehensive nursing care wards and in general wards. Methods: The study surveyed 151 nurses in comprehensive nursing care and general wards. The results were analyzed by ${\chi}$ 2test, ANOVA, and Pearson's correlation coefficient. Results: There were no statistically significant differences in terms of emotional labor, job stress, and performance for the two different types of nurses. Statistically significant positive correlations were noted between job stress and emotional labor, nursing performance, emotional labor, and job stress in the comprehensive nursing care wards, and between job stress and emotional labor, and nursing performance in the general wards. Conclusion: A longer duration of direct nursing in comprehensive nursing care wards tended to increase, emotional labor and job stress. However, the quality of nursing provided to patients tended to improve. Therefore, it is necessary to establish an institutional plan for carrying out efficient nursing while reducing emotional labor and job stress among nurses in comprehensive nursing care wards.

• 간호행정학회지
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• 제18권1호
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• pp.56-66
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• 2012

Purpose: This study was conducted to compare internal marketing, job satisfaction and customer orientation between nurses in small-medium hospitals and nurses in general hospitals. Method: The participants were 470 nurses were working in 8 small-medium hospitals and 5 general hospitals. Data were collected with structured questionnaires in July, 2010, and analyzed using descriptive statistics, ${\chi}^2$-test, MANCOVA, t-test, One-way ANOVA, and Scheffe test with PASW (SPSS) 18.0 program. Results: There was no significant difference between small-medium hospital nurses and general hospital nurses in internal marketing and customer orientation. But nurses in small-medium hospitals had higher levels of job satisfaction than general hospital nurses. Conclusions: These findings demonstrate the necessity of developing programs that will help to improve job satisfaction in nurses.