• International Journal of Advanced Culture Technology
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• 제8권1호
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• pp.98-106
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• 2020

In this paper, we show the career path of college students from the perspective of positive psychology. Specifically we conducted the study to investigate a role of grit in the relationship between college students' occupational calling and academic achievement and career stress. 151 college students participated in this study and they completed the Korean version of the Calling and Vocational Questionnaire, Grit Scale, and Career Stress Scale. To assess their academic achievement, participants agreed to obtain their GPA from online system. The results of this study showed that occupational calling had a positive correlation with academic achievement and negatively correlated with career stress. In addition, it was confirmed that grit mediated the relationship between calling and academic achievement and career stress. Based on these results, the positive effects of occupational calling of college students, implications of this study, and suggestions for future research are discussed.

• 한국직업건강간호학회지
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• 제24권3호
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• pp.194-203
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• 2015

Purpose: This study examined relations between perceiving a calling and job satisfaction in probation officers. Additionally, multiple mediator model was run to examine the mediating effect of work meaning and career commitment in the relations of perceiving a calling and job satisfaction. Methods: Four factors (job satisfaction, perceiving a calling, work meaning, career commitment) were measured with Likert scales. Data collection was conducted from Aug. 1 to Sept. 20, 2014 using self-report questionnaires. Participants (211 probation officers) were selected from 7 probation offices and 1 Juvenile Training School in Seoul of South Korea. Collected data were analyzed using SPSS/WIN 21, AMOS 21, and Sobel test. Results: The study result was as followings. 1) Job satisfaction was influenced by perceiving a calling, work meaning and career commitment. 2) Results indicated that work meaning and career commitment fully mediated the relation between perceiving a calling and job satisfaction. Conclusion: The results of this study indicate that improving job satisfaction and mental health in probation officers is necessary to implement concerning work meaning and career commitment program at the organizational level.

• 한국심리학회지 : 문화 및 사회문제
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• 제24권1호
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• pp.63-77
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• 2018

본 연구의 목적은 파병 군인들의 심리적 정신건강을 증진 시킬 수 있는 요인을 파악하고 그 효과를 확인하는 것에 있다. 본 연구에서는 해군 파병 군인을 대상으로 직업소명의식과 지각된 사회적지지가 파병 불안에 미치는 영향을 살펴보고, 두 변인의 상호작용효과를 검증하고자 하였다. 이를 위해 138명의 해군 파병 군인을 대상으로 한국판 소명척도, 다차원적 지각된 사회적지지 척도, 상태불안 검사를 활용하여 설문조사를 실시하였다. 연구결과, 직업소명의식과 지각된 사회적지지는 각각 군인들의 파병 불안을 유의미하게 줄이는 것으로 나타났다. 또한, 직업소명의식과 사회적지지가 파병 불안에 미치는 상호작용효과도 나타났다. 직업소명의식이 높은 경우 지각된 사회적지지의 정도와 관계없이 전반적으로 낮은 불안수준으로 나타났으나, 직업소명의식이 낮은 경우 사회적지지가 높아짐에 따라 불안수준 또한 낮아지는 경향으로 나타났다. 이와 같은 결과를 바탕으로 본 연구는 파병 군인들의 심리적 건강에 영향을 미치는 직업소명의식과 사회적지지의 긍정적 효과와 연구의 실무적 함의점 및 후속연구에 대한 제언을 논의하였다.

• Asian Journal for Public Opinion Research
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• 제7권2호
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• pp.113-140
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• 2019

Experiencing work as a calling has been associated with various positive work-related attitudes and outcomes. Recent studies have examined personal and contextual factors related to job calling; however, gaps remain in the literature on how employees' perception of organizational environment may lead to the formation of employees' job calling. We focused on psychological climate of innovation as the predictor of employees' job calling and further investigated its effect on extra-role behaviors, including innovative work behavior (IWB) and organizational citizenship behavior (OCB). A total of 165 Malaysian employees from diverse industries and organizations participated in a self-reported online questionnaire. We found support for the mediation model in which the association between a psychological climate of innovation and increased extra-role behaviors through increased job calling. Altogether, these findings provided new insights into the important role of innovative climate on employees' job calling and the mediating role of job calling on extra-role behaviors within occupational settings. Theoretical and practical implications are further discussed.

• 한국병원경영학회지
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• 제29권2호
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• pp.1-17
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• 2024

Purpose: This descriptive study aimed to identify shift nurses' retention intention, need satisfaction, calling and vocation, and job stress, as well as the effects of these factors on retention intention. Methods: The participants of this study were 193 nurses working shifts with more than three months' clinical experience at general hospitals. Data were collected using a structured questionnaire from February 1 to 28, 2023. Nurses' Retention Index and Nurse Needs Satisfaction Scale, Korean version of the Calling and Vocational Questionnaire, Korean Occupational Stress Scale were used. Data were analyzed using SPSS/WIN 23.0 program. Independent t-test, one-way ANOVA, Pearson's correlation analysis, and hierarchical multiple regression analysis were conducted for statistical analysis. Results: Regarding nurses' shift work, the mean scores for retention intention, needs satisfaction, calling and vocation, and job stress were 32.12±9.04, 94.87±14.74, 26.95±6.84, and 66.12±10.34. Moreover, the nurses' retention intention differed significantly by age, education level, religion, marital status, clinical experience, satisfaction with wage, and job satisfaction. Furthermore, retention intention was positively correlated with needs satisfaction and calling and vocation and negatively correlated with job stress. Needs satisfaction, and calling and vocation as well as education level of bachelor's degree, job satisfaction had positive effects on shift work nurses' retention intention. Job dissatisfaction had relatively negative effects on retention intention compared to having neutral job satisfaction. Conclusion: It is necessary to develop programs that promote needs satisfaction, calling and vocation, and job satisfaction to improve nurses' retention intention in relation to shift work; moreover, institutional support for acquiring a bachelor's degree or higher is needed.

• 해양환경안전학회지
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• 제29권7호
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• pp.879-886
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• 2023

해양경찰공무원은 직무를 수행하면서 조직의 목표 뿐만 아니라 개인의 삶과 연결되어 있다. 이에 해양경찰공무원의 직업 소명의식과 직무열의는 중요한 요소이다. 따라서 이 연구는 해양경찰공무원의 발전에 대한 직업소명의식과 직무열의의 관계를 검증하는데 주목적이 있다. 연구의 진행을 위해 해양경찰공무원 136명을 대상으로 연구를 진행하였다. 직업소명의식의 하위변인은 초월적 부름, 목적·의미 존재, 친사회적 지향 동기로 구성되었으며, 직무열의는 활력, 몰두, 헌신으로 구성하였다. 검증 결과 해양경찰공무원이 인식하는 직업소명의식 하위변인인 초월적 부름과 목적·의미 존재는 직무열의의 하위변인 활력, 헌신, 몰두에 정(+)의 영향을 미치는 것으로 나타났다. 그러나 직업소명의식 하위변인 친사회적 지향 동기는 직무열의 하위변인인 활력, 헌신, 몰두에는 영향을 미치지 않는 것으로 나타났다. 분석 결과를 통해 해양경찰 조직의 실무적 시사점을 제안하였다.

• 보건의료산업학회지
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• 제10권3호
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• pp.27-37
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• 2016

Objectives : This study was conducted to test the influence of job stress and calling on the organizational commitment of clinical nurses. Methods : 220 clinical nurses at two university hospitals in Busan were recruited. They were asked to complete a questionnaire, and 192 data sets were included in the statistical analysis. Results : The mean score of the clinical nurses' organizational commitment was 4.0. All subdomains of job stress and calling were found to have correlations with organizational commitment. The organizational system (t=-6.099, p<.001), lack of reward (t=-3.990, p<.001), purpose/meaningfulness (t=3.624, p<.001), and occupational climate (t=-3.581, p<.001) were revealed to have influences on the organizational commitment. The model was statistically significant, explaining 52.2% of the variance (F=47.808, p<.001). Conclusions : To help clinical nurses become committed to their organizations, administrators need to build fair and rational organizational systems, strengthen various types of rewards, and help nurses reconcile nursing and the meaning of their lives. In addition, every nurse should endeavor to change the nursing organizational climate which is based on vertical collectivism, to a rational climate.

• 대한지역사회작업치료학회지
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• 제4권1호
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• pp.23-31
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• 2014

목적 : 본 연구는 정상 성인을 대상으로 일상생활활동 수행하는 동안 기존의 삼차원동작분석 장비와 가속도계에서 발생하는 변수를 동시에 측정하여, 기존의 삼차원동작분석 장비와 가속도계에서 측정된 값의 상관관계를 파악하고 가속도계의 활용 가능성을 제시하고자 하였다. 연구방법 : 성인 20명(남자 10명, 여자 10명)을 대상으로 전화하기, 물 마시기, 세수하기, 숟가락 사용하기를 수행하는 동안 피트미터(Model Fitmeter, Fit.Life, Korea)와 CMS-70P(Zebris Medizintechnik Gmbh, Germany)를 사용하여, 손목 관절과 팔꿉 관절에서 단일벡터크기(Signal Vector Magnitude: SVM) 합과 관절가동범위를 측정하였다. 결과 : 전화하기, 물 마시기, 세수하기, 숟가락 사용하기 수행 시 손목과 팔꿈치에서 발생하는 관절가동범위와 단일벡터크기 합은 과제에 따라 유의한 차이가 있었다(p<.001; p<.001; p<.001; p<.001). 관절가동범위와 단일벡터크기 합은 손목에서는 유의한 상관관계를 보이지 않았으나(p>.05), 팔꿈치에서는 유의한 상관관계를 보였다(p<.01; p<.001; p<.01; p<.05). 손목과 팔꿈치에서 발생하는 단일벡터크기 합의 차이는 전화하기와 세수하기는 손목과 팔꿈치에서 유의한 차이를 보였으나(p<.001; p<.05), 물 마시기와 숟가락 사용하기는 손목과 팔꿈치에서 유의한 차이를 보이지 않았다(p>.05; p>.05). 결론 : 가속도계는 일상생활활동의 역학적 변수를 측정할 때 유용하게 사용할 수 있을 것으로 생각되며, 손목보다는 팔꿈치에서 가속도계가 삼차원동작분석 장비의 기능을 대체할 수 있을 것으로 사료된다.

• 산업융합연구
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• 제21권3호
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• pp.65-74
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• 2023

본 연구는 병원간호사의 소명의식, COVID-19 관련 지각된 위협과 표준주의지침 수행이 COVID-19 소진에 미치는 영향을 파악하기 위하여 시도된 융합연구이다. 간호사 212명을 대상으로 수집된 자료는 t-test, ANOVA, Pearson Correlation, Multiple regression으로 분석하였다. 본 연구결과 병원간호사의 COVID-19 지각된 위협이 높을수록 COVID-19 소진에 높은 점수를 나타냈다. COVID-19 소진의 주요 영향 요인은 COVID-19 지각된 위협(𝛽=.233)과 근무부서(𝛽=.154)로 나타났으며, COVID-19 소진의 6.9%를 설명하였다. 간호사의 소명의식과 표준주의지침 수행은 COVID-19 소진의 유의한 영향 변수가 아니었다. 따라서 간호사의 COVID-19 지각된 위협을 감소시키기 위해 간호교육 등의 조직적인 지원이 필요하다.

• 한국의료질향상학회지
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• 제4권1호
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• pp.104-114
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• 1997

Background : Hospitals(Health care providers) are under tremendous pressure to meet consumer demands in order to compete in the rapidly changing health care arena. Through evaluating patient satisfaction, hospitals(health care providers) can learn what the consumer Wants from the health care system. Timely feedback is necessary. The purpose of this study is to evaluate patients' hospital experience and satisfaction using telephone interview and to study the usefulness for telephone interview at assessing patient satisfaction. Method : The 846 patients who were discharged from September 17, 1996 to October 11, 1996 were targeted were telephoned. The informations gathered telephone survey were processed by computer and analyzed for the patient satisfaction, contributing factors. Result : The 846 patients who were discharged from September 17, 1996 to October 11, 1996 were called and 197 patients(23.3%) were successful interviewed. 51.3 percent of respondents were male and mean age is 39 years mean LOS(length of stay) is 13 days and 110(56.1%) patients were admitted by outpatients clinic. The mean calling-time is 5.5 minutes. There is no significant difference between interviewers(telemarketer) in patients satisfaction. Seven telephone interviews are possible by interview a day. There in no significant difference between groups in patients satisfaction in length of stay, path of admission, the interval between discharge and interview. 97.5 percent of respondents were satisfied with telephone interview and 81.7% were satisfied with overall satisfaction and 79.4 % of respondents were good response in interviewers' conclusion. Of six variables that were found to be correlated with telephone interview and eight variables correlated with overall hospital satisfaction, a multiple logistic regression analysis revealed that two most important variables which are significantly correlated with telephone interview are to meet doctors, not ask tediously then three variables which are with overall satisfaction are doctors explain, subject response, convenient facilities. Conclusion : The patients interviewed are satisfied with telephone interview. Telephone interview is good method for assessing patient satisfaction, making high levels of patient satisfaction and for hospital marketing.