• 한국콘텐츠학회논문지
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• 제12권10호
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• pp.320-329
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• 2012

이 연구는 노인복지시설 종사자인 요양보호사의 자기효능감, 임파워먼트가 직 간접적으로 업무만족 및 업무몰입에 미치는 영향을 알아보고 분석하여 요양보호사의 업무만족과 업무몰입을 높일 수 있는 방안을 모색해 보기위해 시작되었다. 요양보호사들의 자기효능감이 임파워먼트에 미치는 영향을 살펴본 결과 자신감과 자기조절 효능감이 높을수록 임파워먼트가 높음을 알 수 있었으며, 자기효능감이 업무몰입에 미치는 영향으로는 자기조절 효능감과 업무 선호가 높을수록 업무몰입이 높음을 알 수 있었다. 요양보호사들의 업무만족에 미치는 영향으로는 자신감과 자기조절 효능감, 그리고 업무 선호가 높을수록 업무몰입이 높은 것으로 나타났다. 요양보호사들은 개인 임파워먼트와 환경 임파워먼트가 높을수록 업무몰입과 업무만족이 높음을 알 수 있다. 자기효능감이 업무몰입 및 업무만족에 미치는 영향으로 임파워먼트의 매개효과가 있음을 알 수 있다.

• 한국산학기술학회논문지
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• 제15권6호
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• pp.3741-3750
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• 2014

본 연구의 목적은 종합병원 간호사의 감정노동이 직무몰입, 직무만족 및 이직의도에 미치는 영향을 파악하기 위하여 시도된 서술적 조사연구이다. B시에 소재한 종합병원 간호사 258명에 대한 자료를 2013년 10월 11일부터 11월 30일까지 수집하여 SPSS win 21.0 프로그램을 이용하여 분석하였다. 연구 결과 감정노동은 평균 3.47점, 직무몰입은 2.94점, 직무만족 2.88점, 이직의도는 3.49점으로 나타났으며, 감정노동과 직무몰입, 직무만족과의 관계는 부적 상관관계를 나타냈으며, 이직의도와는 정적 상관관계를 나타냈다. 대상자의 일반적 특성을 통제한 후 감정노동은 직무몰입에 대해서는 33.9%, 직무만족에 대해서는 16%, 이직의도에 대해서는 19.8%의 설명력을 보였다. 이러한 결과는 감정노동이 종합병원 간호사의 직무몰입과 직무만족에 부정적으로 영향을 미치며, 간호업무수행에 높은 영향력을 미치게 되어 업무성과를 감소시키게 되고, 이직의도를 증가시키는 중요한 요인이 된다. 따라서 본 연구결과로 종합병원 간호사에게 감정노동을 관리하기 위한 전략을 마련하여 간호의 질적인 향상을 도모할 수 있을 것이다.

• The Journal of Asian Finance, Economics and Business
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• 제8권11호
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• pp.285-296
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• 2021

The purpose of this study is to determine the effect of organizational culture, job involvement, and emotional intelligence on employee performance through job satisfaction, organizational commitment at commercial banks in the Great Malang. This study applied the purposive sampling method to obtain data from 240 out of 600 workers working in four commercial banks, which was then analyzed using the SEM. The results showed that organizational culture, job involvement, emotional intelligence have no significant effect on employee performance through job satisfaction. Organizational culture, emotional intelligence, job involvement, satisfaction significantly affect employee performance through organizational commitment. Organizational culture, job involvement, emotional intelligence significantly affect employee performance through job satisfaction, organizational commitment. By investigating the impact of organizational culture, job engagement, emotional intelligence on job satisfaction, organizational commitment, employee performance simultaneously in this study, this study expands the existing literature by providing a better understanding of organizational culture, job engagement, and emotional intelligence. Given that articles on organizational culture, job involvement, and emotional intelligence are limited in the HRD literature, the findings of this study may offer reliable information for HRD practice, encourage researchers to explore research related to organizational culture, job involvement, and emotional intelligence.

• Journal of Nutrition and Health
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• 제45권1호
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• pp.64-79
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• 2012

The purpose of this study was to compare differences in role conflict, self efficacy, job satisfaction, and job involvement perceived by school nutrition teachers and dietitians. A total of 335 female school nutrition teachers and dietitians from Incheon area were surveyed by a self-report questionnaire in November 2010. Collected data were processed using SPSS 15.0. The reliability of the questionnaire was tested and differences between the two groups were analyzed using the Student's t-test, the chi-square test, and a two-way analysis of variance (ANOVA). The job satisfaction level of nutrition teachers was higher than that of dietitians. The effect of role conflict and job satisfaction for nutrition teachers and dietitians was different according to age. In addition, self-efficacy, job satisfaction, and job involvement of nutrition teachers and dietitians were influenced by their annual salaries. The frequency of meals served also affected role conflict, job satisfaction, and job involvement of the nutrition teachers and dietitians, and the effect of job involvement by the nutrition teachers and dietitians was different according to meal service type. Therefore, it is necessary to establish strategies for resolving role conflicts among school foodservice specialists and improve their self-efficacy for enhancing consumer's satisfaction with the general quality of school food service. These efforts may contribute to job satisfaction and job involvement of food service specialists and ultimately to the productivity of food service and the establishment of food service specialist roles.

• 임상간호연구
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• 제23권1호
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• pp.1-8
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• 2017

Purpose: The purpose of this study was to provide basic data required to improve nursing resources management and nurse organizations. Methods: The data were collected using a questionnaire. Participants were 294 nurses who were working at 8 hospitals with more than 500 beds located in G and C cities, Korea. Data analysis was done using t-test, ANOVA, $Scheff{\acute{e}}$ test, Pearson correlation coefficient and stepwise multiple regression analysis with SPSS. Results: There were significant correlations between self-leadership, clinical competence, job satisfaction and job involvement. Factors affecting job involvement were job satisfaction, self-leadership, length of clinical career and length of career in current department. Job satisfaction was the most influential factor with an explanatory power of 41%. Conclusion: Findings show that to strengthen job involvement, identification and management of factors that affect job satisfaction and self-leadership are required and relevant training and strategies should be developed and used.

• 대한영양사협회학술지
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• 제28권2호
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• pp.143-159
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• 2022

This study was undertaken to assess levels of job stress, self-efficacy, job satisfaction, and job involvement as perceived by school dietitians/nutrition teachers during the early stage of the COVID-19 pandemic and to determine the effects of these three factors. An online survey was sent from May 18 to May 26, 2021, to school dietitians/nutrition teachers in Seoul with experience of foodservice operations during 2020; 250 responses were used for this analysis. Job demands contributed most to job stress, whereas human relations contributed most to job satisfaction. Job stress caused by COVID-19 had a negative impact on self-efficacy (P<0.01) and job satisfaction (P<0.01), but a positive impact on job involvement (P<0.05). Self-efficacy positively impacted job involvement (P<0.01) but did not significantly influence job satisfaction. However, job satisfaction during early COVID-19 positively impacted job involvement (P<0.05). In conclusion, job stress associated with job requirements was greater during the early stage of the COVID-19 pandemic than before the pandemic guidelines are needed that enable school dietitians/nutrition teachers to better cope with the job pressures generated by infectious diseases.

• 벤처혁신연구
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• 제6권2호
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• pp.145-157
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• 2023

본 연구는 최근 직장인들과 인사담당자들의 관심을 받고 있는 직무적합, 일의의미, 직무몰입, 경력만족이 서로 어떠한 관계가 있는지를 확인하고자 하였다. 선행연구를 통해서 이들 변인들은 직무적합에서 시작하여 일의의미, 직무몰입을 거쳐 경력만족에 이르는 경로가 논리적으로 타당한 것으로 확인되었으며, 이러한 이중매개효과를 검증하고자 하였다. 283명의 직장인을 대상으로 설문조사를 실시하였으며, SPSS 21과 Process Macro를 통하여 자료를 분석하였다. 연구의 주요 결과는 다음과 같다. 직무적합, 일의의미, 직무몰입, 경력만족은 각각 정적인 상관을 보였으며, 직무적합과 경력만족 간의 관계에 대한 일의의미와 직무몰입의 이중매개효과는 통계적으로 유의미한 것으로 확인되었다. 이러한 결과는 일의의미와 직무몰입, 경력만족 등의 긍정적 심리변인의 수준을 높여 인적자원의 이탈을 막고, 조직의 지속적인 성과를 위해서 직장인이 자신의 직무가 자신의 특성과 적합하다고 지각할 수 있도록 직무를 설계할 필요가 있다는 것을 의미한다. 연구의 시사점, 한계점 그리고 향후 연구에 대한 제언 등을 결론에 제시하였다.

• 대한통합의학회지
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• 제5권3호
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• pp.39-47
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• 2017

Purpose : This study was conducted to analyze the job stress factors affecting the job satisfaction and job involvement of physical therapists and to provide basic information for the prevention of job stress among physical therapists. Method : One hundred and eighty-four physical therapists working in hospitals participated in the study by completing the Korean Occupational Stress Scale and surveys about job satisfaction and job involvement. The results were collected and analyzed. Result : The job stress factors the significantly influenced job satisfaction are the following, in order of importance: the organizational climate (p<.05), inter-personal conflict (p<.01), insufficient job control (p<.001), lack of reward (p<.001), and the occupational system (p<.001). The following factors significantly influenced job involvement, again in order of importance: job demand (p<.001), the organizational climate (p<.05), lack of reward (p<.05), the occupational system (p<.01), and insufficient job control (p<.001). Conclusion : The purpose of this study was to analyze the job stress factors affecting the job satisfaction and job involvement of physical therapists and to provide basic information to prevent job stress among physical therapists. The results indicate the need for more studies that analyze the job stress factors of physical therapists and additional studies that specifically analyze the tasks of physical therapists. Studies on how to reduce job stress among physical therapists must also be conducted in the future.

• 보건행정학회지
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• 제18권2호
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• pp.39-66
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• 2008

This study examines organizational qualities such as vision, mission, teamwork, fairness, and empowerment and their effects on organizational members. As a result of analysis, these qualities are identified to affect member satisfaction, but not to affect job involvement. Member satisfaction affects job satisfaction, and this relationship retains indirect influence through an increase in member satisfaction. Further, improved member satisfaction and job involvement are found to affect organizational commitment. These results are derived from complete enumeration on members of an organization where particular traits such as member position, job classification, and the privity of contract are intermixed. In case where research is conducted on the aforementioned traits separately, different results would be anticipated depending on each trait. The implications of this study are as follows. First, clear-cut organizational vision and mission established by the top management of an organization prevent confusion amongst its members, and thus have the highest level of effect on member satisfaction. Second, teamwork in reference to the. relationship amongst team members of a work group and goal awareness improves member satisfaction. Third, autonomy for job performance and related empowerment improve member satisfaction. Last, fairness in wages and promotion affects member satisfaction. Therefore, internal qualities of an organization perceived by its members have a higher degree of influence over external qualities including compensation and promotion on the members. In addition, these internal qualities indirectly affect job involvement through an increase in member satisfaction, and, in turn, member satisfaction and job involvement affect organizational commitment of the members. In case of member satisfaction, not only does it affect organizational commitment of the members of an organization directly, but also affects organizational commitment indirectly through job involvement. This study is conducted with only one hospital in consideration, and thus its findings may not be generalized for every medical organization. However, this study retains distinct attributes of complete. enumeration, and the precedence of each variable is closely investigated.

• 보건행정학회지
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• 제11권1호
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• pp.62-86
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• 2001

This study purports to Investigate the determinant of job satisfaction and the organizational commitment of medical insurance review nurses working at Korean hospitals. The independent variables contain three groups of determinants: organizational characteristics variables(job autonomy, work unit control, role variety, role ambiguity, role conflict, workload, resource inadequacy, coworker support, supervisor support, distributive justice, promotional chances, job security, and job hazard), environmental variables(job opportunity, spouse support, and parent support), and psychological variables (met expectation, work involvement, positive affectivity, and negative affectivity). The sample used in this study consisted of 445 medical insurance review nurses from 89 hospitals nationwide. Data were collected with self-administered questionnaires and analyzed using multiple regression analysis. The results of the study are as follows : 1) the following variables, listed in order of size, have significant effects on job satisfaction : role ambiguity(－), distributive justice(＋), work involvement(＋), role variety(＋), met expectation(＋), negative affectivity(－), job autonomy(＋), and positive affectivity(＋). 2) the following variables, listed in order of size, have significant effects on organizational commitment: met expectation(＋), work involvement(.＋), distributive justice(＋), job security(＋), role variety(＋), positive affectivity(＋), negative affectivity(－), resource inadequacy(＋), and tenure(－). 3) the variance of job satisfaction and organizational commitment explained by the variables used in the study are 30.0% and 39.1% respectively. 4) In comparison to the results of other studies on the determinants of job satisfaction and organizational commitment of clinical nursing staff working at hospitals, the results of this study indicate that three variables of distributive justice, work involvement, and role variety are especially important for improving the level of job satisfaction and organizational commitment of medical insurance review nurses.