• 한국콘텐츠학회논문지
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• 제20권8호
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• pp.251-261
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• 2020

본 연구에서는 OECD 국가들 간 출산율의 차이를 설명하기 위해 새로운 관점을 제시하고자 한다. 출산율과 관련된 기존 연구들은 대체로 저출산에 대한 국가의 정책적 대응에 초점을 맞추고 있다. 본 연구에서는 직무긴장이라는 요인, 일-가정 갈등을 중심으로 직무긴장과 연관된 수 있는 삶의 만족도, 그리고 가정 내에서 가사노동의 균등한 분배와 출산율 간의 관계에 대해 살펴보았다. OECD에서 제시한 자료를 바탕으로 퍼지셋 질적비교분석을 시행하여 다음과 같은 결과를 확인할 수 있었다. 첫째, 낮은 수준의 직무긴장, 높은 수준의 삶의 만족도, 가사노동의 균등한 분배 및 높은 수준의 GDP를 특징으로 하는 국가들이 대체로 높은 수준의 출산율을 보인다. 둘째, 직무긴장과 삶의 만족도, 그리고 가사노동의 측면에서 좋은 수치를 보이는 경우 GDP가 높은 수준의 출산율과 반드시 연결되는 것은 아니다. 이와 같은 결과를 바탕으로 본 연구에서는, 한국의 출산율 제고를 위해서 일-가정 양립 및 가사노동의 균등한 분배를 가능하게 하는 노동환경 및 조직문화가 필요하고 이를 통해 삶의 만족도를 증진시키는 과정이 필요하다는 점을 제안하였다.

• 한국교육논총
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• 제41권3호
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• pp.1-22
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• 2020

본 연구의 목적은 공립유치원교사의 직무만족도와 자기격려 및 주관적 안녕감의 관계를 알아보는 것이었다. 이를 위해, 본 연구에서는 충청북도 공립유치원에 근무 중인 교사 121명을 대상으로 질문지를 실시하여 자료를 수집하고, 기술통계와 독립표본 t-검정을 통하여 분석하였다. 본 연구의 주요 결과는 다음과 같다. 첫째, 공립유치원교사의 직무만족도와 자기격려, 주관적 안녕감은 전반적으로 보통수준보다 높은 것으로 나타났다. 둘째, 직무만족도가 높은 공립유치원교사는 낮은 교사보다 주관적 안녕감이 유의하게 높게 나타났다. 셋째, 자기격려 수준이 높은 공립유치원교사는 낮은 교사보다 주관적 안녕감이 유의하게 높게 나타났다. 넷째, 직무만족도가 높은 경우, 자기격려 수준까지 높은 공립유치원교사가 낮은 교사보다 주관적 안녕감 3개 하위요인 중 2개 하위요인(긍정적 정서, 삶의 만족도)가 유의하게 높으며, 직무만족도 낮은 경우에도 자기격려 수준이 높은 공립유치원교사가 낮은 교사보다 긍정적 정서 하위요인에서 유의하게 높은 것으로 나타났다. 이러한 연구결과는 공립유치원교사의 직무만족도와 자기격려는 주관적 안녕감과 유의한 관계가 있으며, 특히 직무만족도가 낮은 공립유치원교사라도 자기격려가 높다면 주관적 안녕감(긍정적 정서)이 높을 수 있음을 시사한다. 이러한 본 연구결과에 대해 논의하고 후속연구를 제안하였다.

• 간호행정학회지
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• 제19권2호
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• pp.265-272
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• 2013

Purpose: This study was done to identify the effects and relationships of humor, job satisfaction, job stress and intent to turnover for nurses and suggest a theoretical structural path diagram among the variables. Methods: Data were collected at 6 hospitals located in Seoul, and Gyeonggi Province, from June to September, 2010. Participants were 275 nurses. Data were analyzed using Amos 19.0 for Structural Equation Modeling. Results: Humor had significant effects on job satisfaction (${\beta}$=.15, t=2.29, p=.022) and indirect effects on the intent to turnover in this model ($X^2$=44.18, df=23, RMSEA=0.05, TLI=0.97). But humor did not affect job stress unlike results of previous studies (t=-.02, p=.771). Conclusion: Humor may not affect job stress under the very stressful conditions of the health care environment. The model showed the effect of humor contributed to increases in job satisfaction but did not decrease job stress. Higher levels of job satisfaction could decrease the intent to turnover. Consequently, humor would be helpful in increasing job satisfaction to diminish nurse turnover. Further studies are suggested to investigate causal relationships among humor, burnout, and other emotional and organizational variables.

• 한국식품조리과학회지
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• 제20권2호
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• pp.151-157
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• 2004

This study was designed firstly to measure the job satisfaction levels of F＆B (Food ＆ Beverage) personnel in hotels by using JDI (Job Descriptive Index) and secondly to identify the effects of job satisfaction on intention to quit by job type. Of 498 respondents, there were 245 employees in the back of the house (eBOH) and 253 in the front of the house (eFOH). From an analysis on job satisfaction, total JDI, score was 136.57${\pm}$11.48 out of a maximum 210 and the payroll (14.79 out of 21, 70.4%) facet of JDI was the highest job satisfaction followed by co-workers (36.07 out of 54, 66.8%), supervision (35.37 out of 54, 65.5%), promotion (17.45 out of 27, 64.6%) and work itself (32.86 out of 54, 60.8%). In comparison between the job satisfaction of eBOH and eFOH, eFOH perceived significantly higher than eBOH for job itself (p＜.001) and total job satisfaction (p＜.01). No facets of JDI were significant by job level, but work itself (p＜.05), payroll (p＜.05), supervision (p＜.01) and promotion (p＜.05) were significant by work section in eFOH,. In addition, no facets except work itself were significant by either job level or work section in eFOH. Finally, among job satisfaction facets, payroll had a negative effect on intention to quit whereas supervision had a positive effect on it in eBOH. On the other, work itself affected intention to quit positively but promotion affected it negatively. The findings confirmed the necessity for internal marketing focusing on the lower level of job satisfaction facets and indicated that such a focus would improve organizational effectiveness.

• 가족자원경영과 정책
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• 제24권1호
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• pp.21-39
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• 2020

The purposes of this study were to identify the factors that affect the life satisfaction of unmarried one-person households and to examine how these factors influence this population. This study targeted 308 unmarried one-person households. The results found the following: one-person households without marriage experience had higher levels of job stress than one-person households with marriage experience, and the level of differentiation of family projections was lower; the overall level of life satisfaction was higher in one-person households without marriage experience than in one-person households with marriage experience; in one-person households without marriage experience, higher life satisfaction correlated with higher levels of self-integration, family projection processes, and family retirement differentiation, and lower job stress, which was correlated with higher self-control ability, higher evaluation and higher material support; and life satisfaction was found to be higher in unmarried one-person households that received more information and had a lower age, lower job stress, and higher monthly income. This study contributes to the literature in that it explores how marital experience interacts with demographic variables, occupational factors, psychological factors, and social support factors and consequently affects the life satisfaction of unmarried one-person households.

• 동서간호학연구지
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• 제18권2호
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• pp.81-87
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• 2012

Purpose: The purpose of this study was to study the job satisfaction and influential factors of clinical nurses. Methods: Data were collected using questionaires from 323 nurses who were working at hospitals located in M city. For data analysis, t-test, ANOVA, Duncan test, Pearson correlation coefficient and multiple regression were used. Results: The means of self-esteem, organizational commitment, and job satisfaction were 3.01, 3.23, and 3.04, respectively. There were statistically significant correlations among self-esteem, organizational commitment, and job satisfaction. Significant predictors of job satisfaction were organizational commitment and education opportunity. These two factors accounted for 50.9% of variance in job satisfaction of the nurses. Organizational commitment was the most influential variable. Conclusion: In rapidly changing environments, hospital system has been transformed into a highly complex and specialized structure. To manage human resources and reduce turnover rates, it is necessary to develop a strategy for nurses to improve the levels of self-esteem, organizational commitment, and job satisfaction.

• 보건의료산업학회지
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• 제6권2호
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• pp.45-56
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• 2012

The purpose of this study was to investigates the Autonomy and Job Satisfaction of the Nurses. The data was collected by distributing structured questionnaires to 317 nurses in 4 secondary hospitals located in Pusan, from July 1 to 31, 2010 and analyzed by t-test, ANOVA, Pearson correlation coefficient. The average autonomy level of nursing professionals was $135.30{\pm}8.04$ points. The average nurse's job satisfaction was $3.12{\pm}.35$ points. There was significant difference according to age, career and position in autonomy level of nursing professionals. There was significant difference according to age, marital status, career, position and monthly income in nurse's job satisfaction. The correlation between autonomy and job satisfaction of the nurses showed to be positively correlated at r = .426. Therefore, It is necessary to research into the methods to enhance the autonomy levels of nursing professionals and nurse's job satisfaction. It is necessary to develop education and policy programs for nurse's autonomy and nurse's job satisfaction.

• 교육심리연구
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• 제32권3호
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• pp.355-377
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• 2018

본 연구에서는 전공에 대한 상향적 사후가정 사고, 전공 만족 및 취업불안이 행복감에 미치는 영향을 탐색하고 학년(저학년, 고학년)에 따른 차이를 확인하고자 하였다. 서울에 소재한 A대학교 581명을 대상으로 분석한 결과, 전공에 대한 사후가정 사고(전공 관련 학업 측면, 전공 관련 취업 측면)는 전공 만족에 유의한 부정적인 영향을 주었다. 취업불안에는 전공 관련 취업 측면의 상향적 사후가정 사고가 유의한 정적인 영향을 주는 것으로 나타났다. 전공 만족은 취업불안을 감소시키고 행복감을 증진시키는 것으로 나타났으며, 취업불안은 행복감에 부정적인 영향을 미치는 것으로 나타났다. 변인 간 관계모형에서 전공에 대한 학업 측면의 상향적 사후가정 사고가 전공 만족에 미치는 영향과 취업불안이 행복감에 미치는 영향에 있어서 학년 간 유의한 차이가 나타났다. 본 연구결과는 대학에서 학생들의 행복교육을 실천하기 위한 개입 방안을 탐색하는데 도움을 줄 수 있을 것으로 기대된다.

• The Journal of Asian Finance, Economics and Business
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• 제10권2호
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• pp.247-256
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• 2023

Financial sectors, like other sectors with strict hierarchies, need help to be adaptive or agile enough to satisfy the needs of competitive situations. In this regard, this study aims to evaluate the influence of job satisfaction on the link between job empowerment practices and the agility of human resources and fills the gaps in the current literature. To fulfill these aims, the study employs data collected through a survey of 460 employees randomly selected across various levels of commercial banking. AMOS 25 was used to conduct a statistical data analysis by applying structural equation modelling to test the hypotheses. The findings revealed positive and direct associations between job empowerment practices, job satisfaction, and the agility of human resources. In addition, employee satisfaction served as a powerful intermediary between empowerment practices and the agility of human resources. This study is one of the first to analyze the association between these factors in this field. These results imply that banks should develop effective job empowerment strategies to increase employee job satisfaction, which can lead to a more agile workforce. As mentioned in this paper, it also has important and helpful implications for academics and banks.

• 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.