• 노동경제논집
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• 제43권4호
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• pp.179-203
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• 2020

본 연구는 사업체패널조사와 노동패널조사를 사용하여 노동조합이 교육훈련에 미치는 영향을 비교·분석하였다. 상관임의효과(Correlated Random Effect: CRE) 모형을 적용한 사업체 및 개인 단위의 분석 결과를 살펴보면, 두 결과 모두에서 노동조합은 교육훈련을 증가시키는 것으로 나타났다. 노동조합의 존재는 사업체의 교육훈련 실시를 약 4.7%p, 개별 근로자들의 교육훈련 참여를 약 1.7%p 높이는 것으로 추정되었으며, 이상의 분석 결과는 근로자를 위한 교육훈련을 늘리기 위한 노동조합의 역할을 시사하고 있다.

• 산경연구논집
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• 제14권3호
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• pp.9-17
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• 2023

Purpose: Intrinsic motivation can be affected by external factors and may not always be present in an employee. This study aims to shed light on the role of intrinsic and extrinsic motivation in driving employee performance and to determine which type of motivation has a greater impact on performance. Additionally, the research seeks to understand the impact of motivation on different employee characteristics, such as age, gender, and job tenure. Research design, data and methodology: The present author has obtained textual data from the current literature dataset, However, focusing on mostly journal articles and published books because it could provide the justification of reliability and validity and help to collect solid previous studies which is logically categorized themes. Results: The findings of the present research are divided into four differences (Difference in Job Satisfaction, Difference in Job Involvement, Difference in Organizational Commitment, and Difference in Turnover Intention), each focusing on one aspect of employee performance: job satisfaction, job involvement, organizational commitment, and turnover intention. Conclusions: Organizations can use the differences in employee performance based on intrinsic and extrinsic motivation to improve employee performance by recognizing the importance of intrinsic motivation, providing opportunities for employees to experience intrinsic motivation, and balancing extrinsic and intrinsic motivation.

• 대한치과기공학회지
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• 제33권2호
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• pp.159-170
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• 2011

Purpose: This study were to analyze satisfaction with job ability development training among Dental Technicians', examine the degree of their actual satisfaction with training courses and their status, and provide some basic data to help improve the quality level, satisfaction, and effective operation of job ability development training in the future. Methods: This study carried out self-administered questionnaire survey from January 15, 2011 to March 10 by having research subjects as 180 dental technicians who participated in the course of employees' Job Ability Development Training by 'Gil Occupational Training Institute,' which is being conducted as part of dental technicians' job ability development in Seoul region. Among these things, 160(88.8%) copies were collected. Except 19 copies with incomplete response, 141(78.3%) copies were used as the materials of final analysis. Results: First of all, as a result of grasping the whole satisfaction with training according to general characteristics, the significant difference was indicated in the whole satisfaction with training depending on gender & age, and voluntary participatory intention. Second, the satisfaction with contents of Job Ability Development Training was in order of helpful level in ability development with 4.10(${\pm}.70$), co-worker's recommendation and a plan for reparticipation with 4.08(${\pm}.77$), consistence with the content goal with 4.07(${\pm}.71$), and reflection of demand with 4.01(${\pm}.70$). Third, examining satisfaction with instructors of Job Ability Development Training, it is being indicated with a little higher score compared to the satisfaction with other items. Fourth, satisfaction with service of supporting learners in job ability development training was shown to be slightly low in all the items. Especially, the convenience of administrative procedure was indicated to be the lowest with 3.52(${\pm}.92$) Fifth, satisfaction with the facility of job ability development training was showing very low satisfaction compared to other satisfaction items. Conclusion: A continuous effort will be needed in order to be possibly strengthened dental laboratory technicians' professionalism and reinforced qualitative level in major ability through offering more educational opportunities and education in good quality.

• 동서간호학연구지
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• 제14권2호
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• pp.32-38
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• 2008

Purpose: The effects of job participation on self-esteem and life satisfaction were investigated. Methods: Seventy residents of D welfare center located in G city who were >60 yr-of-age were selected for the study. The SERS research tool (Nugent and Thomas, 1993; modified by Koh, 2002) was used to assess self-esteem before and after a job participation program. The Cronbach's ${\alpha}$value-based reliability of this tool was 0.923 and 0.920 before and after the job participation program, respectively. Cronbach's ${\alpha}$value-based life satisfaction as measured according to Choi (1986) was 0.932 and 0.933 before and after the job participation program, respectively. Results: The hypothesis that job participation program increases self esteem was supported by the results. The mean self esteem of subjects before and after the job program, 3.31 and 3.48, respectively, represented a significant increase. The hypothesis that the job participation program increases life satisfaction was supported by the results. The mean life satisfaction index of subjects before and after the program, 3.04 and 3.24, respectively, represents a significant increase. Conclusions: Increased job opportunities and income guarantee for adults, particularly the elderly, can increase self-esteem, life satisfaction, and emotional stability.

• 한국응급구조학회지
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• 제11권1호
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• pp.73-80
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• 2007

This study is a descriptive survey research to know the levels of job satisfaction and influential factors for emergency medical technicians(EMT). This study sampled Level 1 and Level 2 Rescue Members from fire stations and EMT from general hospitals in the Gwangju City and JeollaNamdo area. Interviews for the 75 participants of this convenience sample were conducted for a two month period from July to September 2006. Data was collected on interviewing questionnaires. When looking at the results above internal factions were most influential towards satisfaction and self-responsibility, fulfillment, displays of Aptitude were highest for satisfaction. However, organizational factors were the lowest. There is a need for reform in promotion term periods and policy as well as promotion opportunities. Influential factors for job satisfaction were Role Performance Ability, Intentions for Changing Jobs, and Job Selection Motivation. Therefore, the more insufficient your ability to perform your job the less satisfied you are with it and the more fear you feel from experiences on the job the less satisfied you are with your job. Henceforth, there is a need to reform the educational programs offered to EMT for job training emphasizing job performance ability and the ability to judge for oneself on emergency situations, and reform the promotional system. Finally, there is a need for psychological consultation to offer stability to those after treating an emergency situation and encouragement for personal religion.

• 대한지역사회영양학회지
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• 제10권3호
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• pp.311-318
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• 2005

The purposes of the study were to identify important attributes in foodservice management and culinary arts students' career decision-making and to investigate factors determining their preferred employment fields. A questionnaire that consisted of preferred employment fields, importance rating of 19 attributes related to job choices, and demographic information was developed based on a review of literature. A total of 319 students enrolled in food and nutrition, foodservice management, and culinary arts programs of eight 2-year colleges and 4-year universities in Seoul and Kyunggi Province participated in the survey. Data were analyzed using SPSS Win (version 10.0) with descriptive statistics, chi-square analysis, one-way analysis of variance, factor analysis, and discriminant analysis. Attributes of the highest importance scores included fringe benefits, wages and promotion opportunities, working environments, professional development opportunities, and organizational culturs. The students who preferred non-commercial foodservice as a career choice depended more on 'word-of-mouth from faculty' than those who preferred other fields (F=3.094, p < .05) and rated importance of 'participation in job fairs' higher than those who selected hotel food and beverage (F : 5.048, p < .01) . A factor analysis of the 19 attributes resulted in five factors: job/compensation policy, impersonal communication, company image, word-of-mouth, and personal experience. The five factors explained $67\%$ of the total variance. A discriminant analysis revealed that students who perceived 'impersonal communication' and 'word-of-mouth' more important were likely to prefer non-commercial foodservice as a career choice. The results would be used by university faculty in advising graduating students on career selection and by recruiters in developing effective and attractive recruiting programs.

• 한국지역사회생활과학회지
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• 제16권1호
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• pp.21-36
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• 2005

New occupational types, suitable for the elderly, have been developed in order to extend job opportunities for that demographic. However, it was mainly done from the perspective of the urban elderly and did not take into account the rural elderly's needs and the special conditions in rural areas. Especially, as 53.4% of the rural elderly 60 years old and over has engaged in economic activities and 88.7% of them are working in the field of agriculture or forestry, the development on the new kinds of job for the rural elderly is more meaningful as secondary jobs rather than as new occupations. Therefore, this study aimed at developing the new kinds of occupation suitable for the rural elderly. For this purpose, data were collected from 279 elderly farmers 60 years old and over working currently or have ever worked in something other than farming work. Questionnaires were composed to measure preferences for jobs by work characteristics and evaluations on the appropriateness of the jobs for the elderly selected by the Ministry of Labor in Korea. The results showed that the rural elderly preferred work doing at home, together with the elderly, in groups, and light physical labor to technical or office work that must commute regularly. Also, they evaluated that most of the occupations suitable for the elderly announced by the Ministry of Labor were more suitable for the male than the female elderly. Based on these findings, this study selected 18 kinds of individual and 11 common jobs by sex. It may contribute to creating job opportunities for the rural elderly by applying it to the policy or extension, and to revitalizing the rural elderly's lives and increasing their incomes.

• 경영정보학연구
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• 제18권4호
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• pp.173-187
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• 2016

본 연구는 사물인터넷의 사회적 파급 중 일자리에 미치는 영향을 미래 분석 기법인 시나리오 플래닝을 통해 탐색하였다. 컴퓨팅성능의 기하급수적 발전과 단가 하락에 힘입어 사물인터넷 및 유관 기술의 혁신이 가속화되면서 기존에 인간의 고유한 영역으로 여겨졌던 비정형적, 인지적 영역까지 도전 받게 되었다. 시나리오분석을 통해 미래의 불확실한 경계를 정의, 잠재된 기회와 위협의 영역을 전망함으로써, 주요 의사결정자들에게 사물인터넷의 확장이 기존 일자리 구조에 어떤 영향을 미칠 것인가에 대한 마인드맵(Mind map)을 제공할 수 있을 것으로 기대된다. 또한 시나리오를 통해 전반적으로 기술한 일자리 영향의 정도를 가늠하기 위하여, 국내 고용노동 구조를 살펴보고 52개 중분류 표준직업군별로 향후 감소 또는 성장 가능성이 높은 분야에 대하여 기존 연구 및 시나리오분석을 바탕으로 직종별 전망을 논의한다.

• 한국콘텐츠학회논문지
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• 제17권6호
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• pp.261-271
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• 2017

본 연구는 병원 구성원의 직무 만족, 조직 몰입 및 이직 의사의 요인을 분석 하였다. 연구 대상은 행정 직원, 의료 기사, 간호사 등 355 명을 인터뷰 조사 및 t- 테스트, ANOVA 및 회귀 분석을 실시하였다. 연구 결과로 행정 직원은 직무 만족은 낮고, 조직 몰입도가 높으며, 부정적 심성으로 이직 의도는 높게 나타났다. 의료 기사는 직무 만족과 조직 몰입 수준은 낮지만 외부 취업 기회와 과도한 직무 량으로 이직의도가 있었다. 간호사는 직무 만족과 조직 몰입 수준은 높지만 외부 취업 기회로 인해 높은 이직의도를 보이는 것으로 나타났다. 정부시책을 시범 사업 중인 중소병원의 부족 인력에 대한 대안을 제시하고, 효율적인 병원 운영을 위한 시기적절 하고 실질적인 대처방안이 제시 될 것으로 기대 된다.

• 대한통합의학회지
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• 제11권3호
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• pp.205-217
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• 2023

Purpose : This study aimed to identify the job satisfaction, organizational commitment, and turnover intention of workers at dementia care centers, and the correlations between these factors. Methods : A survey of 131 dementia care center employees was conducted. This comprised 48 questions covering respondent characteristics, organizational satisfaction, organizational commitment, and turnover intention. Results : Employees with no intention to change jobs had significantly higher job satisfaction and organizational commitment than those with job change intentions. Turnover intention was significantly correlated with both job satisfaction and organizational commitment. The higher the organizational commitment and the lower the turnover intention, the higher the job satisfaction. The higher the job satisfaction and the lower the turnover intention, the higher the organizational commitment. Analysis of the sub-components of the main variables found The lower the work environment, compensation, and sense of belonging to the organization, the higher the turnover intention. Conclusion : Regular educational programs are needed to improve the expertise of workers at the dementia care center, and opportunities for employees to communicate their needs should be maximized. In addition, higher salaries will attract more able and willing employees, reduce turnover, and provide and a sense of of belonging to the organization. Attention to the proper distribution of work and recruitment of appropriate human resources will further improve the working environment. If the job satisfaction and organizational commitment of workers at the dementia care center are increased and the number of employees intending to change jobs is reduced, the length of employee service will increase and contribute to improved care and service quality for dementia patients.