• 한국산학기술학회논문지
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• 제16권3호
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• pp.2038-2046
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• 2015

본 연구는 정신간호사의 감정노동과 간호조직문화가 임파워먼트에 미치는 영향 정도를 파악하기 위해 시도되었다. 연구 대상자는 C지역에 소재한 3개 정신병원에 근무하는 간호사 162명이었으며, 자가보고한 설문지는 SPSS 19.0 통계 프로그램을 이용하여 분석하였다. 연구 결과 임파워먼트와 간호조직문화는 유의한 양의 상관관계를 나타냈다. 간호조직문화, 연령, 교육수준, 근무형태가 임파워먼트는에 유의한 영향을 주었으며 이들은 23.1%의 설명력을 가진 것으로 나타났다. 본 연구결과 정신간호사의 간호조직 문화를 관리하기 위해 임파워먼트 중재 프로그램이 필요할 것으로 보인다.

• 융합정보논문지
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• 제10권5호
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• pp.198-205
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• 2020

본 연구는 여성장애인의 직무스트레스가 조직몰입에 미치는 영향에 있어서 대인관계의 매개역할을 분석하는데 목적이 있다. 조사 대상은 서울, 경기도 내 장애인복지관을 통하여 취업한 여성장애인 500명을 대상으로 2019. 4. 1 -6. 30 까지 설문조사하여 분석하였다. 분석방법은 SPSS 24.0으로 다중회귀분석을 활용하여 매개효과를 검증하였다. 연구에서의 분석결과는 다음과 같다. 첫째, 여성장애인이 겪는 조직공정성 스트레스 및 근무환경 스트레스가 조직몰입에 영향을 미치는 것으로 분석되었다. 둘째 대인관계는 직무몰입에 부분 매개역할을 하는 것으로 나타났다. 이러한 연구결과를 바탕으로 여성과 장애인이라는 복합적인 한계를 지닌 여성장애인들의 직무스트레스를 감소시키고 조직몰입을 높이기 위한 실천적, 정책적 방안을 제시하고자 한다.

• 한국산업보건학회지
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• 제19권3호
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• pp.250-260
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• 2009

To improve work environment for health managers, it was investigated about effect of job stress, psychosocial stress and job satisfaction of health managers on job commitment. The sample used in this study consisted of 166 persons of industrial health managers. The data were collected with self-administered questionnaires between November 2007 and January 2008, and the results analyzed with ANOVA and multiple regression analysis. Job stress was evaluated by using a Korean Occupational Stress Scale(KOSS), and Psychosocial wellbeing index-Short Form(PWI-SF) was used for a psychosocial stress level evaluation. Organized commitment evaluated loyalty, compensation, welfare, job immersion, external employment opportunity, total agreement with employer and personal ability development. In path analyses, interpersonal conflict, lack of reward, psychosocial distress were associated with job satisfaction. And psychosocial distress, job demand, job insecurity, organizational system, occupational climate were associated with organizational commitment. In considering above findings, the health program for psychosocial distress, improvement of job demand, job insecurity, organizational system, occupational climate would be implemented to increase organizational commitment of Health manager.

• 한국조리학회지
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• 제23권3호
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• pp.123-136
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• 2017

This study aims to understand the influence of employees' perceptions of organizational politics (POP) on organizational silence (OS) and turnover intention (TI) in the foodservice industry and to verify the moderating effects of departments (food & beverage and kitchen) in the relationship among the POP, OS, and TI. Based on a total of 313 useful samples obtained for the empirical research, this study reviewed the reliability and fitness of the research model and verified a total of 2 hypotheses using the AMOS program. The hypothesized relationships in the model were tested simultaneously by using a structural equation model(SEM). The proposed model provided an adequate fit for the data, $x^2=349.889$ (p<0.001), df=100, CMIN/DF=3.499, GFI=0.882, NFI=0.880, CFI=0.911, RMSEA=0.089. The model's fit, as indicated by these indexes, was deemed satisfactory, thus providing a good basis for testing the hypothesized paths. The results of SEM showed that foodservice employees' POP had positive impacts on the defensive silence (DS) and acquiescent silence (AS). In addition, DS and AS had a positive influence on TI. The department (food & beverage and kitchen) was found to have a partial moderating effect in the relationship between POP, OS, and TI. Based on the research findings, we discussed the practical implications and suggestions for the future research.

• 한국식생활문화학회지
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• 제18권2호
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• pp.75-88
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• 2003

The objective of this study was to investigate the effects of personal and job characteristics on the organizational commitment and job satisfaction of dietitians employed in different foodservice settings. The subjects were dietitians(n=830) employed by schools, hospitals, and industries in Daegu Gyeongbuk area. A questionnaire was used to determine personal and job characteristics, commitment and satisfaction. Organizational commitment scores were the highest for hospital dietitians, and the lowest for industry dietitians (p<0.05). Industry dietitians felt significantly less loyal to their organizations than did the other dietitians(p<0.05). School and hospital dietitians were significantly more likely to say they cared about the fate of their organizations and thought their organizations were the best to work for. Age, education, length of employment, and wages were positively associated with hospital dietitians' commitment(p<0.05). For all dietitians, the fewer the work hours, the higher the commitment(p<0.05). When asked to rate their satisfaction with various aspects of their jobs, dietitians expressed the most satisfaction with co-workers, and the least satisfaction with promotion opportunities. School dietitians were significantly less satisfied with pay and promotion than were the other dietitians. Organizational commitment was associated with wages(0.05), autonomy(0.08), feedback(0.16), dealings with others(0.07), and task identity(0.09). Job satisfaction was affected by educational level(-0.13), wages(0.10), autonomy(0.18), friendship opportunities(0.14), feedback(0.16), task identity(-0.11) and organizational commitment(0.40) (Lisrel program).

• 보건행정학회지
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• 제11권4호
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• pp.109-128
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• 2001

This study was conducted to investigate the factors affecting on organizational commitment of military hospital nursing officers. For the purpose of this study, the self-administerd questionnaire survey was done with 440 military hospital nursing officers during february, 2001. The major results of the study were summarized as follows: By path analysis using LISREL 7.0, variables such as met expectations, work involvement, pay, work definiteness, positive affectivity, family support, peer support, promotion opportunity, expectations before entering a military hospital had significant positive effect on Job satisfaction in order of size, however, vertical conflict and horizontal conflict had significant negative effect in order of size. Variables such as job satisfaction, met expectations, promotion opportunity, positive affectivity, pay had significant positive direct effect on organizational commitment in order of size, however, job routinization, job opportunity had significant negative direct effect in order of size. It was found that the following variables, listed m order of size, had significant total effects on organizational commitment: job satisfaction, met expectations, positive affectivity, promotion opportunity, pay, vertical conflict, job routinization, family support, work involvement, work definiteness, job opportunity. In considering above findings, the program or plan for job satisfaction promotion, met expectations, fair promotion opportunity, adequate pay, work definiteness, solving conflict, positive affectivity promotion would be implemented to increase organizational commitment of military hospital nursing officers.

• 한국컴퓨터정보학회논문지
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• 제25권8호
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• pp.119-128
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• 2020

본 연구는 노인장기요양서비스 이용만족도에 영향을 미치는 시장특성 요인을 파악하고자 노인장기요양기관 이용자 246명을 대상으로 설문조사를 실시하였다. 수집된 자료는 SPSS 23.0 통계프로그램을 이용하여 분석하였다. 그 결과 첫째, 유형성에는 경쟁성, 행정규제, 과정의 체계성, 선택의 자율성이 정(+)의 방향으로 유의한 영향을 미치고 있었다. 둘째, 신뢰성에는 주택소유, 경쟁성, 행정규제, 선택의 자율성이 정(+)의 방향으로 유의한 영향을 미치고 있었다. 셋째, 대응성에는 기관규모, 월용돈, 경쟁성, 행정규제, 과정의 체계성, 선택의 자율성이 정(+)의 방향으로 유의한 영향을 미치고 있었다. 넷째, 보증성에는 월용돈, 경쟁성, 행정규제, 과정의 체계성, 선택의 자율성이 정(+)의 방향으로 유의한 영향을 미치고 있었다. 다섯째, 공감성에는 경쟁성, 행정규제, 합리문화, 과정의 체계성, 선택의 자율성이 정(+)의 방향으로 유의한 영향을 미치고 있었다.

• 디지털융복합연구
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• 제18권1호
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• pp.159-168
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• 2020

본 연구는 간호사의 이직의도, 눈치, 직무스트레스가 조직사회화에 미치는 영향을 확인하기 위해 시행되었다. G도에 소재한 병원 근무간호사 180명을 대상으로 자료수집 하였다. IBM SPSS WIN/21.0을 이용하여 t-test, ANOVA, Pearson correlation coefficient, Multiple regression을 사용하였다. 조직사회화는 이직의도(r=-.52, p<.001), 직무스트레스(r=-.31, p<.001)와 역상관관계가 있으며, 눈치와 순상관관계가 있었다(r=.33, p<.001). 대상자의 조직사회화에 가장 영향을 미치는 요인은 이직의도(β=-.37, p<.001)이었고, 눈치(β=.26, p<.001), 직무스트레스(β=-.24, p<.001), 원했던 부서로의 배치 여부(β=.19, p=.001), 30세 이하의 연령(β=-.14, p=.012), 수술실 근무(β=.11, p=.050) 순이며, 설명력은 47.0%이었다(F=25.59, p<.001). 따라서 이직의도와 직무스트레스를 낮추기 위해서는 조직 사회화 향상을 위한 프로그램 마련이 필요하며, 근무부서를 배치할 때 연령과 희망부서를 고려할 필요가 있다.

• 융합정보논문지
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• 제9권9호
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• pp.210-218
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• 2019

본 연구의 목적은 동기부여 및 조직공정성과 재직의도와의 상호 관계성을 파악하여 합리적인 근무환경관리의 기초자료를 마련하고자 시행하였다. 자료 수집은 2019년 3월 1일부터 2019년 4월 12일까지 서울 경기 충청 전라지역에 치과 병 의원에서 근무하는 임상치과위생사를 편의표본추출 하였으며, 자기기입식 방법으로 작성하게 하였다. 동기부여와 조직공정은 유의한 양의 상관관계가 나타났으며, 재직의도와도 양의 상관관계를 보였다. 조직공정성은 재직의도와 양의 상관관계를 나타내었다. 임상치과위생의 동기부여, 조직공정성, 재직의도 간의 연관성이 있음을 알 수 있었고, 따라서 치과위생사들의 재직의도를 높이기 위한 적극적인 동기부여 프로그램 적용과 올바른 조직공정성을 토대로 한 근속기간 확립으로 업무효율성을 높일 필요가 있을 것으로 사료된다.

• 아태비즈니스연구
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• 제14권2호
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• pp.167-185
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• 2023

Purpose - The purpose of this study is to identify the influence relationship between positive psychological capital, job satisfaction, and organizational commitment of tourism guides, and to provide implications through empirical research to increase the capabilities of tourism guides that are a factor in the performance of planned travel products Design/methodology/approach - This study conducted an empirical survey using the google online questionnaire. It was directly surveyed, distributed, and collected from workers who were or were performing tourism guide duties in Asia and Europe, and 203 questionnaires were used for analysis. The empirical survey was conducted in a self-written manner through a simple random sampling method, and the statistical package was conducted with frequency analysis, factor analysis, multiple regression analysis, and correlation analysis using the spss 21.0 program. Findings - First, among the positive psychological capital factors, two factors, hope and optimism, have a significant positive (+) effect on job satisfaction. Second, among the positive psychological capital factors, two factors, self-efficacy and optimism, have a significant positive (+) effect on organizational commitment. Third, job satisfaction has a significant positive (+) effect on organizational commitment Research implications or Originality - The implications of this study are that the research results have had a positive (+) effect on the variables of positive psychological capital, job satisfaction, and organizational commitment of tourism guides, and have laid the foundation for academic research on research topics. In practice, it is expected to increase the positive psychological capital of tourism guides and have a significant impact on the organization's performance by actively supporting and supporting individuals related to the sustainable growth of travel products.