• 동서간호학연구지
• /
• 제11권1호
• /
• pp.65-74
• /
• 2005

This research has been conducted in order to compare and analyze the role-conflict, job stress and job satisfaction of nurses according to their current work posts. The subjects of this research were carefully selected 426 nurses from 2 university hospitals. The research tool were a role-conflict measurement index, job stress a tool, and job satisfaction Minnesota Satisfaction Questionnaire. The data have been collected using a structured questionnaire from March to May 2003. The collected data have been analyzed using the SPSS PC 10.0V program. The nurses at Intensive Care Unit (ICU) showed highest level of job stress while the nurses at surgical ward showed the lowest level of job stress (F=8.37, p=.000). There was no significant difference in role-conflict and job satisfaction according to the current work posts. According to the results of this research, there was a difference in stress according to the current work posts, and it turned out that the nurses at ICU had the highest level of stress compared to the nurses at other departments, and it causes a fall in job satisfaction.

• 한국건축시공학회지
• /
• 제14권2호
• /
• pp.150-155
• /
• 2014

건축공사 현장에서 공사관리를 수행하는 현장관리자의 작업능력은 프로젝트의 성공여부에 많은 영향을 미친다. 따라서 본 연구는 국내 건축공사 현장관리자의 작업능력에 영향을 미치는 요인을 파악하는 것을 연구의 목적으로 한다. 작업능력은 작업능력지수를 통해서 측정하였으며, 직무스트레스는 한국형 직무스트레스 측정도구를 통해서 측정하였다. 현장관리자의 작업능력은 직무스트레스가 높을수록 떨어지는 것으로 나타났다. 또한 운동, 종교보유도 현장관리자의 직무능력에 긍정적 영향을 주는 것으로 나타났다. 본 연구결과는 현장관리자의 작업능력을 향상시키는데 도움을 줄 수 있을 것으로 기대된다.

• 간호행정학회지
• /
• 제22권3호
• /
• pp.260-269
• /
• 2016

Purpose: The present study was aimed to examine the degree of nurses' emotional labor and occupational stress and demonstrate the moderating and mediating effects of work-family conflict in the relationship among emotional labor, occupational stress, turnover intention of nurses. Methods: The participants for this study were 307 nurses currently working in two general hospitals in G city in Korea. Data were collected using structured questionnaires and analyzed for descriptive statistics, t-test, ANOVA, Mann-Whitney U Test, Kruskal Wallis Test, Pearson correlation coefficients and hierarchical multiple regression with SPSS/WIN 21.0 program. Results: It turned out that work-family conflict plays an important role in the relationship among emotional labor, occupational stress, turnover intention of nurses. Conclusion: Therefore, to reduce nurses' turnover intention, it is necessary to have an intervention focusing on work-family conflict. Also, it is necessary for both the government and hospitals to establish a supportive system and a program to relieve nurses from their work-family conflict.

• 한국보육지원학회지
• /
• 제8권5호
• /
• pp.231-252
• /
• 2012

본 연구는 직무스트레스와 개인적 자원(강인성, 낙관성)이 아동상담자의 소진 및 직무열의에 미치는 영향을 알아보고자 하였다. 이를 위해, 아동 대상 심리치료를 하는 아동상담자 171명에 대해 설문조사를 실시하였다. 수집된 자료는 상관분석 및 위계적 다중회귀 분석방법을 통해 분석하였다. 그 결과, 직무스트레스와 개인적 자원은 소진 및 직무열의와 상관관계를 나타냈는데, 특히 직무스트레스는 소진과, 개인적 자원은 직무열의와 더 밀접한 상관을 보였다. 직무스트레스는 소진을 높이는 것으로 나타났으며, 개인적 자원으로서 강인성은 소진을 감소시키는 것으로 나타났다. 직무열의와 관련해서는 강인성과 낙관성이 직무스트레스에 비해 상대적인 영향력이 컸다. 따라서 강인성이나 낙관성과 같은 심리적 자원을 가진 아동상담자는 소진을 덜 느끼고 자신의 일에 더 많이 헌신하며, 몰두한다는 것을 알 수 있다. 본 연구결과를 바탕으로 아동상담자에 대한 실천적 함의를 논하였다.

• Human Ecology Research
• /
• 제55권6호
• /
• pp.649-659
• /
• 2017

This study investigated the effect of a child care center directors' work stress and awareness of their servant leadership on burnout. The subjects of this study were 200 child care center directors in Incheon. They responded to 'Work Stress Scale', 'Maslach Burnout Inventory (MBI)', 'Servant Leadership Scale'. There were five subscales of Servant Leadership Scale (altruistic calling, emotional healing, wisdom, persuasive mapping, and organizational stewardship). Data were analyzed by frequency, percentage, mean, standard deviation, Pearson's correlation and hierarchical regression. Moderating effects were examined using analysis procedures of Baron and Kenny. The major results were as follows. First, child care center directors' burnout and work stress were positively correlated. Child care center directors' burnout and awareness of their servant leadership (emotional healing, wisdom, persuasive mapping, and organizational stewardship) was negatively correlated. Second, child care center directors' work stress, emotional healing, persuasive mapping and organizational stewardship affected their burnout. This means that the work stress of child care center directors increases their burnout. However, the child care center director's servant leadership is a factor in reducing burnout. Third, child care center directors' work stress and organizational stewardship had an interaction effect on burnout. The results suggests that child care center directors' organizational stewardship needs to be considered as an important factor for decreasing their own burnout. We also discussed implications and suggestions for future research and policy makers.

• 한국보육지원학회지
• /
• 제8권3호
• /
• pp.163-184
• /
• 2012

본 연구는 직장어린이집 보육교사의 직무스트레스를 가중시키는 요인을 분석하여 직무스트레스 감소를 위한 구체적인 대책 및 방안을 마련하고 나아가 직장보육 서비스의 질적 제고에 유용한 기초자료를 제공하는 데 목적이 있다. 연구참여자는 직장어린이집에 근무 중인 보육교사 4인이었으며 내러티브 방법을 사용하여 그들의 직무스트레스를 알아보았다. 연구결과 직장보육시설 보육교사의 직무스트레스는 장시간 근무로 소진되는 교사, 비정규 직 미래에 대한 그늘, 직장부모라는 거대한 산으로 나타났다. 직장어린이집 보육교사의 직무스트레스를 가중시키는 요인으로 소진을 경험하게 하는 근무환경, 교사의 정체성, 부모의 요구 및 관계 요인이 상호복합적인 관계로 작용함을 할 수 있었다. 이는 직장어린이집 보육교사의 직무스트레스 감소를 위한 구체적인 대책 및 방안의 마련, 정책적 지원이 필요함을 시사한다.

• 한국직업건강간호학회지
• /
• 제27권3호
• /
• pp.160-170
• /
• 2018

Purpose: The purpose of this study is to provide preliminary data for alleviating nurses' job stress and support health promotion behaviors. Further, the study reviews the mediating effects of positive psychological capital and nursing work environment in relation to job stress and health promotion behaviors among nurses in a regional general hospital. Methods: A study survey was conducted from June 9 to 16, 2017. The subjects were current nurses working at a regional general hospital in D city. Analysis of a survey questionnaire from 147 participants was conducted. Results: Upon reviewing the mediating effects of positive psychological capital and nursing work environment in relation with health promotion behaviors and job stress, it was found that positive psychological capital (Z=-4.78, p<.001) and nursing work environment (Z=-4.17, p<.001) were significant mediators. Conclusion: As demonstrated through the results of this research, it is necessary to build programs to strengthen individual positive psychological capital and increase the practice of health promotion behaviors among nurses. It is also evident that a systematic approach is needed to improve the nursing work environment.

• 기본간호학회지
• /
• 제17권3호
• /
• pp.409-418
• /
• 2010

Purpose: The purpose of this study was to identify factors affecting professional burnout in intensive care unit (ICU) nurses. Method: Data were obtained through questionnaires from 240 ICU nurses working in hospitals of 500 beds or more in two cities in South Korea. Data analysis was done with t-test, ANOVA, Scheffe test, Pearson correlation coefficients and multiple stepwise regression with SPSS WIN 14.0. Result: Work stress was positively correlated with level of professional burnout and there was a negative correlation between hardiness and professional burnout. Social support was negatively correlated with level of professional burnout. Hardiness had a positive correlation with social support and a negative correlation with work stress. The explained variances for burnout was 44.7% and factors affecting professional burnout in the ICU nurses' were work satisfaction, work stress, social support, and hardiness. Conclusion: The findings indicate that high levels of stress coupled with low levels of hardiness and social support in ICU nurses result in high levels of professional burnout. Reducing work stress and the level of professional burnout in ICU nurses and increasing work satisfaction can be done by enhancing the mediating factors of hardiness and social support through educational efforts and nursing and administrative support.

• 인터넷정보학회논문지
• /
• 제19권4호
• /
• pp.95-105
• /
• 2018

As the IT industry has developed, the frequency of mobile communication usage has increased sharply. Mobile communication has many advantages such as improving work performance, communication beyond time and local constraints, and rapid and vast amounts of information exchange. However, mobile communication also allows supervisors to give their subordinates work at any time. Thus, mobile communication may also have a negative impact on workers' stress levels during non-work time. This study examined required time, urgent business, personal engagement, and trivial matters as sub-dimensions of mobile communication messages that workers could receive during non-work time. Further, the nature of the relationship between team leaders and members explains how these messages may increase the stress levels of workers. Supervisors should prohibit the use of such mobile communication, and efforts should be made at the enterprise level. Through this research, we aim to explain the dual nature of mobile communication, and understand how to optimize the usage of this innovative technology

• 의학교육논단
• /
• 제25권1호
• /
• pp.45-54
• /
• 2023

We investigated the work-life balance of clinical professors in charge of patient care, research, and education at medical schools and the demand for work-life balance support according to position (professor, associate professor, or assistant professor). In total, 163 clinical professors completed the consent form and participated in the study. They filled out an online survey consisting of questions about essential characteristics, a work-life balance test, stress, burnout, work-life satisfaction, and work-life balance support needs. We analyzed the results by analysis of variance and cross-tabulation using IBM SPSS ver. 23.0. Differences were found in work-life balance, stress, burnout, and satisfaction with life and work by position. The requirements for support for work-life balance also varied by professional status. Professors had a higher balance between life and work than associate professors or assistant professors. The specific requirements for work-life balance support were also slightly different for each position. Overall, there was a high demand for work process simplification and efficiency for work support, flexible working hours and sabbatical years for family and leisure, and career management consulting and training support for growth. Assistant professors and associate professors had a lower level of work-life balance than professors, as well as higher levels of stress and burnout. Professors' job satisfaction was also higher than that of the other groups. Based on the results of this study, we hope that a healthy work environment can be established through work-life balance support suitable for clinical professors' positions.