• 한국콘텐츠학회논문지
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• 제22권7호
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• pp.253-263
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• 2022

본 연구는 베이비부머 세대의 어머니(1955-1963년생)를 둔 에코부머 기혼 여성(1979-1992년생) 382명을 대상으로 사회인구학적 배경변인, 부모-자녀 분화, 결혼안정성, 심리적 복지감 간의 관계를 살펴보았다. 그 결과 친정 어머니와의 월 평균 접촉 빈도가 많을수록 어머니와의 친밀감(연결성)이 높았다. 결혼지속년수가 높을수록 결혼안정성은 낮았고, 교육수준이 높고, 월평균 가구 소득이 높을수록 자기수용성이 높았다. 또한 맞벌이 가정의 여성이 외벌이 가정의 여성에 비해, 친정 어머니로부터 자녀 양육 도움을 받는 기혼 여성이 도움을 받지 않는 여성에 비해 타인과 신뢰할만한 관계를 형성하거나 만족감을 나타내지 못했다. 어머니와 잘 연결되어 있거나 친밀감이 높은 사람은 결혼안정성이 높았고, 결혼안정성이 높은 사람은 심리적 복지감이 높았다. 부모-자녀 분화 수준이 높은 기혼 여성은 자기수용성이 높을 뿐만 아니라, 타인과의 관계 또한 긍정적인 경향이 있었다.

• 가정과삶의질연구
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• 제30권5호
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• pp.75-88
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• 2012

The purpose of this study was to investigate the influences of variables related to family and employment on work family spillover in working wives with children. Korean Longitudinal Survey of Women & Families(KLoWF; 2008) of Korea Women's Development Institute was used in this study. The subjects of this study were 733 working wives with children. For data analysis Cronbach ${\alpha}$, and multiple regression were performed. The results show that, first, among variables related to family, family role awareness and marital satisfaction influence on work-family negative spillover, and values on familism and husband's weekends housework hour influence on family-work negative spillover in working wives with children. Second, among variables related to employment, career satisfaction, wife's weekly working hour, husband's perception on employment of wife and sexual discrimination influence on work-family negative spillover, and career satisfaction, husband's perception on employment of wife, employment stability, husband's monthly income and husband's weekly working hour influence on family-work negative spillover in working wives with children. Third, among variables related to family and employment, wife's weekly working hour, family role awareness, marital satisfaction husband's perception on employment of wive, husband's weekly working hour, and career satisfaction influence on work-family negative spillover, and values on familism and wife's weekly working hour influence on family-work negative spillover in working wives with children.

• 간호행정학회지
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• 제4권2호
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• pp.457-474
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• 1998

This study was aimed to be able to dedicate to the quality promotion of nursing of the nurses and the development of hospital organization by investigating interrelations between job satisfaction degree and organizational commitment of the clinical nurses. The objects of this study have been 507 nurses working in university hospital in Seoul and the materials have been collected through structured questionnaires for 14 days from Feb. 23. 1998 through March 8. The materials have been analyzed and computerized statistically with SPSS. General characteristics have been analyzed by practical number and percentage. and job satisfaction degree and organizational commitment have been analyzed by average evaluation marks and standard deviation and the relation between general characteristics and job satisfaction degree and the relation between general characteristics and organizational commitment have been analyzed by t-test or F-test(ANOVA) according to the characteristics of variable. Correlations between job satisfaction degree and organizational commitment have been analyzed by Pearson's Correlation Coefficient. The followings are the summaries of the results of the study: 1. The degree of job satisfaction of the object was 3.26 in average on the basic of 5 marks and worth area showed highest by 3.78 while wage and welfare 2.70 the lowest when analyzed 11 areas. 2. Organizational commitment of the object showed 3.24 in average on the basic of 5 marks. 3. According to the age. marital status. educational background. employment experience. experience in current department. position. types of work. department of work. wage, satisfaction about the current department, whether they wish to be transferred to the other department and whether they are transferred or not. there were significant differences in the characters of job satisfaction degree when general characteristics and job satisfaction degree have been examined. 4. According to the age. marital status. religion. educational background. employment history. position and experience in current department. types of work. department of work. wage. satisfaction about the department they are assigned. whether they wish to be transferred. Whether they are transferred or not and number of being transferred to the other department. there have been significant differences in the characters of organizational commitment when general characteristics and organizational commitment have been examined relatively. 5. Correlations between the degree of job satisfaction and organizational commitment has shown the degree of organizational commitment higher respectively when the degree of job satisfaction was higher. the degree of sanitation factor was higher and the degree of motive factor was higher (r=.73799. r=.6826. r=.6570). 6. The result of the analysis of correlations between organizational commitment and the turnover intension and job related action has shown comparatively high reverse correlations (r=.6375) between organizational commitment and turnover intension and low reverse correlations(r=.3253) between organizational commitment and job related action. Based on the above results. the study of the ways of increasing the degree of satisfaction about wage. welfare. position and stability and the supervision of the senior which showed the low degree of job satisfaction should be conducted and through the management of the degree of job satisfaction which affects to the organizational commitment, I would like to propose that the ways of increasing the sense of commitment to the hospital organization of the nurses should be studied.

• 정신신체의학
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• 제11권2호
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• pp.182-195
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• 2003

연구배경 및 목적: 결혼은 인생의 주요 사건 중의 하나로, 개인의 행복과 인생의 의미의 근원이며 결혼 생활의 적응은 개인의 대인 관계 및 정신 건강에 중요한 영향을 미친다. 성공적인 결혼 생활을 예측할 수 있는 몇 가지 요인이 있는데, 그 중에서 개인의 성격은 결혼의 안정, 만족, 행복을 달성하고 유지하는데 중요한 요인으로 작용한다. 따라서 본 연구에서는 도시 지역의 기혼 여성을 대상으로 성격 차원은 부부간의 적응도와 어떠한 관련이 있는지 알아보았다. 방 법: 기혼 여성 170명을 대상으로 인구통계학적 자료, DAS, EPQ, BDI 및 STAI의 기술 통계치를 구하고 Pearson의 적률 상관을 통해 각 자료간의 상관 관계를 분석하였다. 위계적 중다 회귀 분석을 통해 불안과 우울을 통제한 상태에서 부부 적응도와 성격 차원과의 관련을 보았다. 결 과: 연령과 결혼 기간이 증가할수록 애정 표현과 응집도는 감소하였다. 학력의 증가에 따라 전체 부부 적응도와 만족도가 증가하였고, 가족 소득의 증가에 따라 전체 부부 적응도 및 만족도, 일치도, 응집도가 증가하였다. 부부만 사는 가족은 전체 결혼 적응도, 만족도, 응집도에서 부부와 자녀로 구성된 핵가족, 그리고 기타가족이 포함된 확대 가족과 유의미한 차이를 보였다. 정신병적 경향성이 증가할수록 전체 부부 적응도, 일치도, 만족도, 애정 표현, 응집도가 감소했으며 신경증적 경향성이 증가할수록 전체 부부 적응도, 만족도, 일치도, 애정 표현이 감소하였다. 외향성과 허위성은 전체 부부 적응도 및 하부 요인과 상관 관계를 보이지 않았다. 우울과 불안을 통제한 상태에서는 정신병적 경향성이 전체 부부 적응도, 만족도, 일치도에 영향을 미치는 것으로 나타났다. 결 론: 연령, 결혼 기간, 학력, 소득, 가족형태 등의 인구통계학적 변인들 및 정신병적 경향성, 신경증적 경향성의 성격 차원이 부부 적응도와 상관 관계를 보였으며, 신경증적 경향성은 우울과 불안 등의 정서 상태를 매개로 하여 부부 적응도에 영향을 미침을 알 수 있었다. 이를 통해서 개인의 성격은 부부간의 적응과 밀접하게 관련되어 있으며, 결혼 문제를 다룰 때 치료자는 개인의 성격 측면에 대해 고려할 필요가 있음을 알 수 있었다. 향후 정상 대조군과 정신과 질환군 간, 그리고 부부간에서는 성격 차원에 따른 부부 적응도에 어떠한 차이가 있는가에 대한 후속 연구가 있어야 할 것으로 생각된다.

• 산업진흥연구
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• 제1권1호
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• pp.35-40
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• 2016

본 연구는 패널 데이터를 분석하여 대졸 청년층의 직장만족 요소가 이직준비 여부에 미치는 영향을 검증하였다. 연구결과 이직준비 여부에 유의한 영향을 미치는 요소는 전반적 직장만족, 개인의 발전가능성, 자율성/권한, 현 직장 월평균 근로소득(p<.001), 근무환경, 근무시간, 전공도움정도(p<.01), 인사체계, 고용안정성, 복리후생(p<.05) 순으로 영향력이 높았다. 또한 성별, 혼인상태, 학교유형(국공사립), 전공계열, 대학유형, 학교소재권역, 고용형태(종사상지위, 정규직여부) 등에 따른 이직준비 여부의 차이가 나타났다. 본 연구는 대졸 청년층의 직장만족도가 이직준비 여부에 미치는 영향을 분석함으로써 청년층 근로자의 이직을 줄이고 안정적인 직장 정착을 높이기 위한 고용정책을 펼치는 데 시사점을 제공한 것에 그 의의가 있다.

• 가정과삶의질연구
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• 제15권2호
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• pp.127-140
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• 1997

Researches found that the attitude of adult married children played an important role for the satisfaction and stability of the elderly remarriage. Therefore this study focused on the children's perception of the elderly remarriage. The results were as follows: Sex was found to be influential to elderly remarriage. Males were more positive than females. The degree of sex-stereotyping and supporting experience of the elderly parents were found to influence on children's perception. adult children positively perceived elderly remarriage as giving emotional satisfaction mutual-dependence and liveliness or freedom of later life. Meanwile they negatively considered elderly remarriage mainly because of traditional public attitudes toward remarriage difficulties of adaptation with step-familes and financial or legal conflicts. Adult children regarded health character financial independence and children's agreement level as the most considerate factors whereas the elderly the adaptati n among step-family members marital adaptaion and public attitudes toward their remarriage.

• 한국직업건강간호학회지
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• 제10권2호
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• pp.131-141
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• 2001

Purpose: This study were carried out to investigate the difference employment characteristics and job satisfactions by gender and to explore the influences of demographic status and employment characteristics on job satisfaction. Method: Social statistics survey data collected by Ministry of Statistics in 1998 were used for the secondary analysis in the study. Job satisfaction was measured by questionnaire which were consisted in 12 items such as task, promotion, placement, wage, benefits, future in the work, working environment, human relationship, working hours. Result: The results show that more than 50% of women were working as a part-time employees. Their education level were lower than men. Women workers were unmarried at higher percents than men. Men were showed more satisfaction significantly in their job than women. Men also had higher job satisfaction with work task, promotion, placement, and human relation. Women had shown higher job satisfaction with wage, working environment, and employer-employee relationship. Employment status had the most important factor on the job satisfaction. And, living status satisfaction, education, age, occupation, marital status, employment status and sex were significant for the job satisfaction. 33.34% of the variance in the job satisfaction were accounted for by these variables. Conclusion: The results of this study showed that there were difference of job satisfaction between gender and employment status was the most predictive factors on the job satisfaction. Women had more unstable employment status such as part-time, employment on probation, or family employer without wage than men. Stability of employment could be considered as a strategy for enhancing job satisfaction for women.

• Journal of Nutrition and Health
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• 제29권6호
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• pp.651-660
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• 1996

The purpose of this study was to examine and analyze the degrees and the influence factors of job satisfaction of dietitians working in hospitals in relation to performance of duty in their works and to provide effective management of hospital dietitians for high quality health and food service in hospital. The questionaire was prepared with reference to the previous studies on job satisfaction of dietitians working in hospitals throughout the nation. 201 dietitians in the country were surveyed. The period of research was from January 20 to February 28, 1995. The results are as follows. 1) In regard to the degree of job satisfaction of hospital dietitians, they showed the highest degree of job satisfaction in the relationships with fellow dietitians followed by worth and self-confidence, aptitude and interests, relationships with cooks, job stability, degree of recognition of the dietitians competence, supervision of the superiors, degree of application of professional knowledge, work load, wage level, degree of recognition of the importance of duty, cooperative relationships with load, wage level, degree of recognition of the importance of duty, cooperative relationships with doctors, degree of performance of clinical work, the number of dietitians, the prromotion system, and welfare system in that order. On the other hand, they showed the highest dissatisfaction with food service facilities. 2) The influence factors on job satisfaction are as follows. (1) Wage factor : Shorter weekday working hours and higher bonuses make greaster job satisfaction (R2=0.3115). (2) Working condition factor : Larger number of monthly holidays(R2=0.5142), shorter weekday working hours(R2=0.1077), longer previous food service experience and computer utilization (R2=0.1432) make greater job satisfaction. (3) Welfare factor : Welfare system (R2=0.4132) and promotion system (R2=0.1624) have to do with computer utilization. Job stability has to do with marital status and computer utilization (R2=0.1165). consequently, those married dietitians who use computers show higher job satisfaction. (4) Human relationship factor : Smaller mumber of patients receiving food makes greater job satisfaction (R2=0.1334). (5) Superivision factor : Shorter weekday working hours and larger number of monthly holidays make greater job satisfaction (R2=0.1709). (6) Achievement factor : Marriage, larger number of dietitians(R2=9.2293), age, larger number of monthly holiday, higher monthly wages and computer utiliazation (R2=0.1088) make greater job satisfaction. (7) Speciality factor : Marriage, longer current hospital tenure, higher position and working in seoul(R2=0.1142) make higher job satisfaction. (8) Job inclination factor : working in general hospitals rather than in oriental hispitals, working in seoul(R2=0.1776) and better bonuses(R2=0.1078)make greater job satisfaction. As a result, the following is suggested for the job satisfaction of hospital dietitions on the basis of this study : hospital dietitians can achieve miximum job satisfaction through smooth relationships with coworkers, and the responsible managers should improve welfare and working conditions for the job satisfaction of hospital dietitians.

• 한국의료질향상학회지
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• 제10권2호
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• pp.144-153
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• 2003

1) Background: The hospitals of modem society, like any other business entities, have to constantly strive to secure their survival from aggressive changes and competition outside. In this unstable environment, effective leadership is one of the most effective strategies for securing organization's growth as well as stability. This study investigated types of leadership (transformational or transactional) that is dominant in medical record departments and compared it's effects on organizational commitment and job satisfaction of their organizational members by types. 2) Method: A questionnaire was developed and mailed to all medical record administrators working at general hospitals throughout the country except department directors (N=450). Of these, 150 useable questionnaires were returned and analyzed by t-test, multiple regression analysis using SPSS. 3) Results: The organizational commitment and job satisfaction were a little bit higher than moderate level, and that of leadership perceived by medical record administrators was also in moderate level throughout types. Significant characteristics (positively) related to organizational commitment and job satisfaction by univariate analysis were marital status (married), position (middle management) and both type of leadership. However transformational leadership was the only significant factor in leadership styles after considering all the factors related to organizational commitment and job satisfaction together by multivariate analysis. 4) Conclusion: The average organizational commitment and job satisfaction of medical record administrators was just in moderate level. Efforts should be made to increase them by improving leadership capacity of medical record directors, primarily by using transformational leadership approach.

• 대한가정학회지
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• 제37권12호
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• pp.13-28
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• 1999

This study aimed to analyze the process of courtship form having date and marriage toward women who had job before marriage. The objects were 27.36 years old and had 9.59 months marital life at average. This study conducted structured questionnaires using the reflection of spouse selection procedure. By using collected data through questionnaires, it conducted descriptive statistics, cluster analysis and t-test. The type of marriage would be divided into the emotional marriage group and the implemental marriage group The emotional marriage group had longer dating time and more satisfaction of spouse selection than the implemental group. On value variable, the emotional marriage group had more subjective selection standard and more expectation social and emotional benefit than the latter group. On search variable, the emotional marriage group estimated the relation stability and satisfied the relation with spouse more than the implemental marriage group and expected the less possibility to meet new partner.