• 한국콘텐츠학회논문지
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• 제19권6호
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• pp.271-280
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• 2019

목적: 본 연구는 경제활동을 하는 노인의 우울과 일 만족도가 삶의 만족도에 미치는 영향을 파악하고 우울이 삶의 만족도에 영향을 주는 데 있어 일 만족도의 매개효과를 규명하는 것을 목적으로 하였다. 방법: 자료는 한국보건사회연구원에서 주관한 2017년도 노인실태조사 자료를 근거로 이차 자료분석을 실시하였으며 65세 이상의 노인 중 경제활동을 하는 노인 3060명을 대상으로 하여 경로모형을 만들고 경로분석과 매개효과 분석을 통해 가설을 검증하였다. 결과: 우울과 일 만족도, 삶의 만족도는 모두 유의한 상관관계를 보였다. 삶의 만족도에 영향을 주는 요소들의 효과 크기는 우울(.38, p=.019)과 일 만족도(.22, p=.009) 모두 유의하였으며 일 만족도에 영향을 주는 우울(.20, p=.009)의 효과도 유의하였다. 우울이 삶의 만족도에 영향을 미치는 데 있어 일 만족도의 매개효과(Z=7.17, p<.001)가 유의하여 우울은 일 만족도를 매개로 하여 삶의 만족도에 영향을 주는 것으로 나타났다. 결론: 경제활동을 하는 노인의 우울과 일 만족도는 삶의 만족도에 영향을 미치며 그 중 우울은 일 만족도를 매개로 하여 삶의 만족도에 영향을 미친다. 따라서 노인의 삶의 만족도를 증진시키기 위해서는 일 만족도를 높일 수 있는 정책 및 간호 중재가 필요하다.

• 간호행정학회지
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• 제11권2호
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• pp.195-207
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• 2005

Purpose: The purpose of this study was to confirm the change of nursing organizational characteristics and to define the difference of organizational outcome by measuring the organizational commitment and job satisfaction perceived by nursing staffs and patient satisfaction before and after organizational redesign. Method: The structured questionnaires of which contained organizational characteristics, organizational commitment and job satisfaction were developed from previous published studies after modification by researcher. The questionnaires were distributed to 1,200 and 679 nurses before and after nursing organizational change. patient satisfaction were measured before and after organizational change by direct interview with structured questionnaire from 1,566 and 1,291 patients. Results: 1. The organizational characteristics were significantly increased and the leadership of team leader and head nurse was significantly increased among the factors of organizational characteristics. 2. Organizational commitment was showed decreased tendency, but the difference was not significant. Job satisfaction was increased significantly and administration, autonomy, and job tasks were increased significantly in the factors of job satisfaction. Patient satisfaction was also increased significantly. 3. There was significant positive correlation between organizational commitment and job satisfaction and also job satisfaction and nursing organizational characteristics. All factors of organizational characteristics and satisfaction in present working unit were major factors to influence organizational commitment and explained 43.8% in a significant level by multiple regression analysis. The major factor which affect job satisfaction were the factors of nursing organizational characteristic except 'interaction with team leader' and satisfaction in present working unit among general characteristics and these factors explained 58.8% of job satisfaction. Conclusion: In conclusion, the nursing organizational change was very effective to bring about desirable change in nursing organizational characteristics and also to improve job satisfaction and patient satisfaction. Therefore the nursing productivity and comparability would be increased when the nursing organizational change is accomplished by the way of improving the factors of organizational characteristics and it would be followed by the promotion of job satisfaction and organizational commitment.

• 간호행정학회지
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• 제15권3호
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• pp.425-433
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• 2009

Purpose: This study was conducted to examine relationships among job satisfaction, job stress, and self-efficacy and to identify predicting factors on the job satisfaction among a general hospital nurses. Method: The subjects were 266 nurses working at C university hospital in G city. Data were collected using a self-reported questionnaires. The data were analyzed using t-test, one-way ANOVA, Scheffe test, Pearson's correlation coefficients, & multiple stepwise regression by SPSS 12.0 program. Result: The job satisfaction indicated a significant relationship to self-efficacy (r=.310, p<.001) and work stress (r=-.273, p<.001) respectively. The powerful predictors of job satisfaction were general self-efficacy (22.6%), over ￦2,500,000 at monthly income (7.3%), job stress (4.9%), work period at present unit (2.6%), which explained 41.3% of total variance of job satisfaction. It has been confirmed that the regression equation model of this research may serve as a predictor of clinical nurses' job satisfaction. Conclusions: We need to develop self-efficacy promoting and stress relief program for clinical nurses in order to improve job satisfaction.

• 한국병원경영학회지
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• 제14권3호
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• pp.104-131
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• 2009

This study analysed what effects conscious role conflict and conscious self-efficacy have on job satisfaction for hospital coordinators working in medical institutions. In order to study this issue, questionnaires were distributed to 154 hospital coordinators. The results from analysing the effects of role conflict and self-efficacy on job satisfaction are as follows: 1) Role conflict and job satisfaction are negatively correlated. The mean score for hospital coordinators' role conflict was 2.82, which was lower than average. Among subfactors for role conflict, personal role conflict had a significant effect on job satisfaction, while role ambiguity had no effect on job satisfaction. 2) The mean score for hospital coordinators' self-efficacy was 3.42, which was slightly higher than average. Other mean scores were as follows: job attitude 3.83, interpersonal skills 3.54, administrative knowledge 3.30, and medical treatment knowledge 3.02. Among subfactors for self-efficacy, job attitude and adminstrative knowledge had significant effects on job satisfaction, while interpersonal skills and medical treatment knowledge had no effect on job satisfaction (p < 0.01). In conclusion various hospital administration techniques, related job training and education needs to be given when introducing a hospital coordinator in order to strengthen the competitiveness of medical institutions. The hospital coordinators need to clearly understand their role so that they can settle into the system at the hospital and develop their job environment.

• 한국생활과학회지
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• 제18권1호
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• pp.65-74
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• 2009

The study was conducted by regression analysis based on a survey with the subjects of 107 daycare teachers working at 120 daycare facilities located in Gyeonggi-do, so as to investigate the influence of daycare teachers' 'job stress' and 'job satisfaction' on their 'psychological happiness'. The results are: first, there was significant difference in job stress(F(3,103)=2.85, p<.05), job satisfaction(F(3,103)=5.88, p<.05) and psychological happiness(F(3,103)=3.52, p<.05) accordant to the kind of work facilities among social demographic variables. In the correlation between 'job stress' and 'job satisfaction', there was negative correlation(r= .-56, p<.(01). Second, in the correlation between 'job stress' and 'psychological happiness', there was negative correlation(r= .-41, p<.001). Third, in the correlation between 'job satisfaction' and 'psychological happiness', there was positive correlation(r= .54, p<.001). In the relationship between 'job satisfaction' and 'job stress', job stress had influence on job satisfaction($R^2$= .43, F=79.42, p<.001). The explanatory power of it was 43%. In the relationship between 'job stress' and 'psychological happiness', 'job stress' had influence on 'psychological happiness'($R^2$= .41, F=21.46, p<.001). The explanatory power of it was 17%. In the relationship between 'job satisfaction' and 'psychological happiness', 'job satisfaction' had influence on 'psychological happiness'($R^2$= 59, F=5457, p<.001). The explanatory power of it was 34%.

• 지역사회간호학회지
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• 제17권4호
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• pp.521-529
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• 2006

Purpose: This study was to measure the degree of job stress and job satisfaction and the relationship between job stress and job satisfaction of 119 relief squads. Methods: The subjects were 170 members of 119 relief squads in the Fire Department of D City, and data were collected from 1 April to 20 April, 2006 through a survey using a questionnaire composed of questions on general characteristics (11 items), job stress (6 items) and job satisfaction (20 items). Collected data were analyzed through frequency, percentage, t-test, ANOVA and Pearson's correlation using the SPSS program. Results: The average item score for job stress was 2.77. Role sharing with peers was highest as 3.05. There were significant differences in the degree of job stress according to religion, working period and applying motive. The average item score for job satisfaction was 2.93. Group conflict was highest as 3.18. There were significant difference in the degree of job satisfaction according to religion, working period and applying motive. There were significant differences in the negative correlation between role-sharing with peers among the job stress factors and decision-making factor (r=.53), group conflict factor (r=.58), role implementation factor (r=.63) and personal social-culture factor (r=.53) among the job satisfaction factors. Also, there were significant differences in the negative correlation between co-workers among the job stress factors and decision-making factor (r=.607), group conflict factor (r=.51) and personal social-culture factor (r=.45) among the job satisfaction factors. Conclusion: It is important to develop various methods of job stress management to increase job satisfaction in 119 relief squads.

• 대한치과기공학회지
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• 제41권4호
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• pp.347-358
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• 2019

Purpose: The purpose of this study was to analyze dental technicians' job stress and Job satisfaction level and to examine its correlation. Methods: A self-administered survey was conducted from September 2 to October 2, 2019, on 230 selected dental technicians. The collected data were statistical data on frequency and percentage were obtained, and t-test, one-way ANOVA, correlation analysis and regression analysis were carried out. Results: When the job stress was analyzed, there were significant differences according to their field of work, working hours(p<.05). Their average score in the items about a job stress was 3.57. As a result of analyzing the job satisfaction of the dental technicians, there were significant differences according to their working hours, plan for task continuity in dental technician(p<.05). The average score in job satisfaction items was 3.11. Conclusion: As a result of research, that as for the correlation between a job stress and job satisfaction, a higher the job stress led to lower the job satisfaction, as every variable had a significant reverse correlation with each other. In addition, physical environment, heavy workload, conflict during the work performance, personal matters were identified as the factor that exerted the influence on both of job satisfaction.

• 한국직업건강간호학회지
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• 제16권2호
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• pp.147-157
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• 2007

Purpose: The purpose of this study was to identify job stress, burnout experience and job satisfaction in nurses and to identify their relationships. Method: The data were collected from 280 nurses employed in one general hospital, using the structured questionnaire. The data analyzed using SPSS Win program for descriptive statistics, t-test, ANOVA, and Pearson correlation coefficient. Result: There were significant differences in job stress, burnout experience and job satisfaction by current working unit, working period, scheduled to work as a nurse, cause to satisfaction, periods in night shift, level of adaptation, and health status. There was a significant positive correlation between job stress and burnout experience, and a inverse correlation between job stress and job satisfaction. Conclusion: The study findings show that job stress, burnout experience, and job satisfaction of nurses are correlated each other. Therefore, it is need to maintain a proper level of nurses' job stress and burnout experience through various ways to improve the situation. As a result, job satisfaction will be promoted and human resources will be managed appropriately.

• 품질경영학회지
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• 제39권1호
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• pp.90-97
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• 2011

The purpose of this study is to analyze various factors comprising a job satisfaction; determine possible factors that affects job satisfaction. Job satisfaction model is designed to evaluate major factors, such as job stress and strength, and to assess relationship between these factors. Partial least squares algorithm is used to develop a job satisfaction measurement model. To evaluate validity of developed model, survey data of health insurance review and assessment service is to applied.

• 복식문화연구
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• 제20권5호
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• pp.664-678
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• 2012

The purpose of this study is to define the relationships among the emotional labor, job satisfaction, and turnover intention of beauty industry workers. The data for this study were collected through a survey, and a total of 197 questionnaires were used in the statistical analysis. The survey items were classified into 4 domains: demographic characteristics, emotional labor, job satisfaction, and turnover intention. This study extracted factors that compose each measurement domain to define the impact of emotional labor on job satisfaction or turnover intention. According to the research results, 3 factors - positive norm, sincere behavior, and emotional incongruity - were extracted for emotional labor. Individual aptitude satisfaction and work environment satisfaction were extracted as the factors for job satisfaction, whereas a single factor was extracted for turnover intention. By analyzing the effect of factors related to the emotional labor of beauty in dustry workers on factors related to job satisfaction, results showed that positive norm positively influenced individual aptitude satisfaction, sincere behavior positively influenced individual aptitude satisfaction and work environment satisfaction, and emotional incongruity negatively influenced individual aptitude satisfaction. Among factors related to emotional labor, positive norm and sincere behavior negatively affected turnover intention, whereas emotional incongruity positively influenced turnover intention. With regard to the effect of job satisfaction on the turnover intention of beauty industry workers, results showed that individual aptitude satisfaction and job environment satisfaction negatively (-) affected turnover intention. The results of this study show that people presenting a high level of individual aptitude satisfaction displayed positive job satisfaction, whereas people showing serious emotional incongruity for work presented high turnover intention. This implies that in order to increase the work efficiency of beauty businesses, it is essential to examine and manage the emotional labor of workers as a measure for increasing job satisfaction and lowering turnover.