• 대한가정학회지
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• 제38권11호
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• pp.115-126
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• 2000

This study investigated the relationship of demographic and psychological variables with job and family-related stress among 293 employed wives. We found that age, job types, working in weekend, and family cohesion significantly contributed to the explanation of job-related stress. We also found that job types, working in weekend, family adaptation, family cohesion, and employment motivation significantly contributed to explaining the variation of family-related stress. Job-related stress was more explained by demographic variables than psychological ones, whereas family-related stress was more explained by psychological variables than demographic ones. Practical implications of the current findings were discussed.

• 대한산업공학회지
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• 제19권4호
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• pp.125-135
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• 1993

An Unrelated Parallel Processing with Weighted jobs and Setup times scheduling prolem is studied. We consider a parallel processing in which a group of processors(machines) perform a single operation on jobs of a number of different job types. The processing time of each job depends on both the job and the machine, and each job has a weight. In addition each machine requires significant setup time between processing jobs of different job types. The performance measure is to minimize total weighted flow time in order to meet the job importance and to minimize in-process inventory. We present a 0-1 Mixed Integer Programming model as an optimizing algorithm. We also present a simple heuristic algorithm. Computational results for the optimal and the heuristic algorithm are reported and the results show that the simple heuristic is quite effective and efficient.

• 디지털융복합연구
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• 제13권2호
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• pp.61-71
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• 2015

본 연구는 디지털시대의 융복합연구로 세무대리인의 정서노동과 직무스트레스, 직무탈진간의 관계에 대하여 살펴보았다. 실증분석에 활용된 도구는 SPSS 21.0과 AMOS 21.0 프로그램이며, 직무스트레스의 매개효과에 대한 강건성을 분석하고자 Sobel 검정을 시도하였다. 본 연구의 주요결과는 다음과 같다. 첫째, 정서적 표현빈도는 직무스트레스에 유의한 부(-)의 영향이 있으며, 정서다양성은 직무스트레스에 유의하게 정(+)의 영향을 미치는 것으로 나타났다. 그러나 정서부조화는 직무스트레스에 유의한 영향을 미치지 않는 것으로 나타났다. 둘째, 정서노동과 직무탈진의 관계가 유의하지 않은 것으로 나타났다. 셋째, 정서노동과 직무탈진 관계에서 직무스트레스의 매개효과가 규명되었다. 그리고 정서적 표현빈도와 직무탈진, 정서다양성과 직무탈진 관계에서 직무스트레스는 완전 매개효과를 지닌 것으로 확인되었다. 그러나 정서부조화와 직무탈진의 관계에서 직무스트레스의 매개효과는 발견되지 않았다. 이러한 결과는 세무대리인의 직무탈진은 정서노동보다는 직무스트레스에서 비롯된 것임을 지지하며, 세무대리인에게 있어서 직무스트레스의 관리가 중요하다는 점을 시사하는 증거가 된다.

• 경영과정보연구
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• 제1권
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• pp.193-228
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• 1997

Behaviors of organizational members can be classified as two types. One is behavior required to perform formally given job. The other is a various kind of behavior taken voluntarily but not required directly and formally to perform job. The former can be called as in-job behavior while the latter can be called as extra-job behavior. Many organizational scientists so far, have focused on investigating in-job behavior. Yet, from a decade, organizational researchers have recognized that in-job behavior alone can not explain sufficiently job performance or organizational effectiveness Thus. they have paid attention to extra-job behavior, which is generally called as organizational citizenship behavior. Existing studies of organizational citizenship behavior have three types : First type is studying the concept and components of organizational citizenship behavior. Second tope is studying the determinants of organizational citizen-ship behavior and relationships with it. And third type is studying relatioships between organizational citizenship behavior and job performance. This study, therefore, have purposes as follows : Firstly, this study designs a comprehensive model in the below figure and generates inclusive hypotheses about relationships among antecedents, intermediate factors, and the components of organizational citizenship behavior. Secondly, this study investigating empirically such relationships and draws a picture of mediation roles of the intermediate variables. To design the model and generate the hypotheses, this study conducted a comprehensive literature survey on organizational citizenship behavior. To test the hypotheses, this study collected data from 847 employees at 12 large genral hospitals in Pusan area through a questionnaire survey and conducted the three step mediated regression analysis using the SAS-PC Package.

• 한국치위생학회지
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• 제22권5호
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• pp.393-400
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• 2022

Objectives: This study analyzes professional identity, resilience, and job satisfaction based on the personality types of dental hygienists, and identifies factors that impact job satisfaction. The aim was to provide basic information for developing customized education programs for each personality type, which consequently contribute toward improvement of job satisfaction in dental hygienists. Methods: A total of 215 dental hygienists working at dental hospitals and clinics in the Seoul and Gyeonggi provinces were ask to fill an online survey from June 20 to 30, 2022; of these, 214 surveys were considered for statistical analysis. Results: The professional identity of dental hygienists was correlated with resilience (r=0.750) and job satisfaction (r=0.452), and resilience was correlated with job satisfaction (r=0.539) (p<0.001). The factor affecting job satisfaction of dental hygienists was resilience (β=0.495) (p<0.001). Conclusions: In order to improve the job satisfaction of dental hygienists, it is necessary to implement a test that can identify individual characteristics. Accordingly, it will be necessary to develop a customized education program to improve professional identity and resilience.

• 노동경제논집
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• 제24권1호
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• pp.207-230
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• 2001

본 논문에서는 취업형태를 정규직 임금근로, 비정규직 임금근로 및 자영업의 세 유형으로 구분하여 한국노동패널 자료에 포함된 남자근로자들의 전직에 따른 취업형태의 변화를 살펴보았으며, 또한 경쟁적 위험도 모형을 추정함으로써 이들의 재취업시의 취업형태의 결정에 영향을 미치는 요인들에 대한 분석을 행하였다. 분석 결과에 의하면 퇴직한 일자리애서의 취업형태가 새 일자리에서의 취업형태를 결정하는 데에 중요한 영향을 미치며, 또한 직장이동이 반복되는 경우 그 영향력이 점차로 약화되기는 하나 직전 직장 이전에 취업했던 일자리에서의 취업형태도 새 직장에서의 취업형태의 결정에 영향을 미치는 것으로 나타났다. 즉 직전 직장에서 비정규직으로 근무하다 실직한 근로자는 전직 이전의 직장에서 정규직으로 취업했던 근로자에 비해 정규직에 재취업할 가능성은 크게 낮은 반면 또다시 비정규직에 재취업할 가능성온 크게 높은 것으로 분석되었다. 마찬가지로 퇴직한 직장에서의 취업 형태가 자영직이었던 근로자는 전직 이전의 직장에서 정규직으로 취업했던 근로자에 비해 정규직에 재취업할 가농성은 크게 낮은 반면, 또다시 자영직에 재취업할 가능성은 크게 높은 것으로 분석되었다. 이러한 분석결과는 우리나라 남자근로자의 경우 비정규직 또는 자영직 일자리가 막다른 일자리로서의 성격을 가진다고 단정할 수는 없다고 하더라도 일단 비정규직 또는 자영직에 취업한 근로자가 전직을 통해 정규직 일자리로 옮겨가기가 쉽지 않음을 보여주는 것이라 생각된다. 이와 함께 실업률이 높아질수록 정규직과 자영직에의 취업 가능성은 낮아지나 비정규직에의 취업 가능성은 오히려 높아지는 것으로 나타났는데, 이는 노동시장에서의 수급조건이 근로자에게 불리할수록 노동시장의 비정규화가 빠른 속도로 진행될 수 있음을 의미하는 것으로 해석된다.

• 대한지역사회작업치료학회지
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• 제3권2호
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• pp.67-74
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• 2013

목적 : 본 연구는 작업치료사의 인구사회학적 특성과 직업에 대한 태도와의 관련성을 알아보고자 실시하였다. 연구방법 : 작업치료사를 대상으로 설문지 조사를 하였다. 조사에 응한 125명 중 설문 항목을 제대로 답하지 않은 2명을 제외한 123명을 연구대상으로 하였다. 결과 : 직업만족도는 고용형태, 병원규모에 따라 유의한 차이가 있었고, 직업스트레스는 고용형태, 직업지향성은 병원규모에 따라 유의한 차이가 있었다. 또한 직업에 대한 태도의 상관성에서 직무만족도는 월 소득이 높을수록, 정규직일수록, 병원규모에서는 재활병원이나, 요양원 보다는 종합병원일수록 더 높았다. 직업만족도는 직업이 안정되고, 직업스트레스가 적으며, 직업지향성이 높을수록 높은 것으로 나타났고, 직업이 안정될수록, 직업지향성이 큰 것으로 나타났다. 결론 : 작업치료사의 직업에 대한 태도를 향상시키기 위해서는 고용의 형태를 정규직화하고, 직업만족도와 직업지향성을 향상시키기 위한 교육 및 처우 개선이 필요하다고 사료된다.

• 한국직업건강간호학회지
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• 제21권2호
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• pp.77-86
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• 2012

Purpose: The purpose of this study is to identify nursing professional values and job satisfaction depending on the types of personality in visiting nurses. Methods: Two hundred twenty six visiting nurses participated in this study. Data collection was conducted in 26 Public Health Centers in Korea. The Korean version of the Enneagram nursing professional values and job satisfaction was used to measure the nursing professional values and job satisfaction. Results: The most common personality is type 9, a center of the Instinctive Center where energy tends to stress outwards. There was a significant difference in nursing professional values depending on the type of personality. The type 1, 2 and type 9 had a significant difference by depending on the type of personality. There was but no difference in job satisfaction. There was a negative correlation between nursing professional values and job satisfaction by depending on the type of personality. The nurses with the type 9 and type 1 of personality showed a significant differences with the negative correlation between professional values and job satisfaction. Conclusion: The findings of this study showed the necessity of a self-understanding program to improve the working efficiency by increasing the professional values and job satisfaction of visiting nurses.

• 대한영양사협회학술지
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• 제27권2호
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• pp.92-112
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• 2021

This study compared the job satisfaction and job importance of school dietitians according to various school types in Sejong. One hundred and twenty-six school dietitians working in kindergartens (n=36), elementary schools (n=42), middle schools (n=22), and high schools (n=26) participated in this questionnaire survey. The subjects were divided into four groups according to the school types. Half of the subjects were over 41 years of age, with 64.3% graduating from graduate school. The percentage of nutrition teachers was the highest in middle schools at 95.4%, followed by the elementary school at 90.5% and high school at 73.1%, whereas 100% of the kindergarten dietitians were not nutrition teachers (P<0.001). The percentage of the running status of nutrition education classes/activities was lowest in kindergartens (P<0.001). The job satisfaction score in the job itself area was significantly lower in kindergartens and high schools than in middle schools (P<0.01). The satisfaction scores of human relationships, working environment, personnel evaluation, and welfare did not differ significantly among the schools. As for the Job importance, the scores of nutrition counseling were significantly lower in middle school than in elementary and high schools (P<0.05). In cooking and distribution management, high schools were less important than other school levels (P<0.05). These findings highlight the need for the placement of nutrition teachers in kindergarten to promote nutrition education, the reduction of workload for school dietitians/nutrition teachers and additional placement of dietitians by the appropriate workload such as the number of people and meals to serve.

• 한국직업건강간호학회지
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• 제21권2호
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• pp.98-107
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• 2012

Purpose: In this research, we recognized the effects of DISC behavior styles of office workers on job satisfaction, organizational commitment and job performance, and tried to present a basic data for designing an efficient working system and enhancing the quality of personal life by applying them in the real office work environment. Methods: A survey was conducted for 315 office workers in D city from Jan. 28th to May 30th 2010, and the collected data were analyzed with the SPSS/WIN 17.0. Results: 1. The differences on job satisfaction, organizational commitment and job performance according to the general characteristics of subjects, were significant except for the gender in job satisfaction and education in organizational commitment. 2. Relationships in job satisfaction, organizational commitment and job performance of subjects, showed positive correlation. 3. Job satisfaction, organizational commitment and job performance according to the DISC behavior styles, were generally not significant. However, some questions were characterized by the DISC types. Conclusion: It is necessary to seek an efficient design method by identifying the differences of individual behavior types to enhance job satisfaction, organizational commitment and job performance of office workers, and such an effective job design should be made at the organizational level.