• 간호행정학회지
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• 제5권1호
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• pp.39-61
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• 1999

This thesis is attempted to ananlyze the relationship between the empowerment in the nursing work environment, the job-related personal charateristics and the nursing job performance according to the individual variables of hospital, age, experience, education, position, practice area, number of nurses in the practice area, number of beds. 'Opportunity', 'support', 'informantion', ,resource' are used as structural factors of empowerment suggested by Kanter's theory of structural power in organization, and 'self-efficacy', 'burnout', 'motivation', 'organizational commitment' are defined as four job-related personal charateristics. The ultimate goal of this study is to find out the work effectiveness of the structural factors of empowerment and the job-related personal charateristics. The basic data consists of two sets of questionaires. One is the self-reporting quetionaires for the staff nurses and the other one is questionaires answered by nursing managers. The latter is designed to objectively measure the job performance. A total of 523 items of data are collected randomly from nursing population of 7 different university teaching hospitals in Seoul metropolitan area. The data were analyzed mainly using descriptive statistics, correlation analysis. ANOVA, and Duncan test according to the various purposes of the analysis. The main results of this study are as follows : 1. The mean score of four structural empowerment factors are ranked by support, opportunity, resource, and information. And among the four job-related personal charateristics self-efficacy factor shows especially high score. 2. The results of the correlation analysis between the empowerment factors and the job-related personal charateristics are as follow: 1) The 'opportunity' factor is correlated with organizational commitment' (r=.37), 'motivation' (r=.36), 'burnout' (r=-.17), and (r=.09). 2) The 'information' factor is correlated with 'organizational commitment' (r=.44), 'motivation' (r=.39), 'burnout' (r=-.24), and 'self-efficacy' (r=.17), 3) The 'support' factor is correlated with 'organizational commitment' (r=.47). 'motivation' (r=.42), 'burnout' (r=-.24), and 'self-efficacy (r=.20), 4) The 'resource' factor is correlated with 'burnout' (r=-.28), 'organizational commitment' (r=.26), and 'motivation' (r=.26), 3. The job performance are correlated with 'motivation' (r=.24) , 'self-efficacy' (r=.16), 'burnout' (r=-.16) and 'organizational commitment' (r=.12), 4. The job performance are correlated with' support' (r=.17), 'information' (r=.12) 'opportunity' (r=.10), 5. The result of ANOVA for analysing the relationship between the structural factors of empowerment and individual variables shows that the level of empowerment are significantly different by the variables such as 'hospital' and 'the number of beds in the practice area'. In summary, there were several findings in this study, First, the structural factors of empowerment defined as opportunity, support, information are significantly correalted with the job-related personal charateristics that are supposed to relate to the level of job performance. These results support the basic hypothesis suggested by Kanter's theory and implies that for improving the job performance of nurses, hospital has to have more concern about the structural factors of nursing environment.

• 마케팅과학연구
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• 제17권4호
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• pp.1-22
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• 2007

본 연구는 호텔기업의 종업원 서비스지향성이 종업원의 서비스성과, 직무만족, 그리고 조직몰입에 미치는 영향을 연구하기 위한 것이다. 이를 위하여 부산지역 특1급 호텔에 근무하는 278명의 종업원들로부터 데이터를 수집하였다. 분석결과는 다음과 같다. 첫째, 호텔기업 종업원의 서비스지향성이 높을수록, 서비스성과, 직무만족, 그리고 조직몰입이 높아지는 것으로 나타났다. 둘째, 서비스성과가 높을수록, 직무만족, 조직몰입이 높아지는 것으로 나타났다. 셋째, 직무만족이 높을수록, 조직몰입이 높아지는 것으로 나타났다. 마지막으로, 본 연구의 시사점과 한계점, 그리고 향후 연구방향이 제시되었다.

• 한국직업건강간호학회지
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• 제24권4호
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• pp.340-351
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• 2015

Purpose: This study was conducted to identify the job competencies of HIV counseling nurses and to figure out the importance, level of difficulty, and performance frequency of the competencies. Methods: The job competencies were drawn from 22 HIV counseling nurses by developing new models and utilizing specialist groups. The importance, level of difficulty, and performance frequency of the competencies were analyzed using the average and deviation. Results: The results of this study identified 6 job competencies such as counseling performance, expertise utilization, cooperation, support, administration, and self-development, 28 sub-competencies, and 48 job descriptions. Out of the 6 job competencies, counseling performance recorded high levels in the importance, level of difficulty, and performance frequency. Conclusion: The study results will be used as the basic data of the training programs for strengthening the job competencies of HIV counseling nurses. Furthermore, it is expected that the results will contribute to the prevention of HIV/AIDS transmission, the core of the national HIV/AIDS control programmes, and the improved health and quality of life in people living with HIV.

• 한국콘텐츠학회논문지
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• 제12권7호
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• pp.394-405
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• 2012

이 연구는 학교보안관의 직무수행 측정도구를 개발하여 타당도와 신뢰도를 검증하는데 목적이 있다. 이 연구는 2011년 서울소재 학교보안관이 근무하고 있는 초등학교 학부모들을 대상으로 유의표집법을 활용하여 250명의 연구대상을 표집 하였다. 그러나 응답이 불성실한 자료를 제외하고 최종분석에 사용된 사례수는 총 210명이었다. 학교보안관의 직무수행 측정도구는 문헌고찰, 개념적 정의 및 설문지 초안 작성, 전문가 회의, 예비검사 및 본 조사, 설문지의 타당도 및 신뢰도 검증 등의 과정을 거처 개발되었다. 통계처리는 SPSSWIN 18.0을 활용하여 탐색적 요인분석, 확인적 요인분석, 신뢰도분석, 상관분석 등을 실시하였다. 이상과 같은 연구방법 및 절차를 통하여 이 연구에서는 다음과 같은 결론을 도출하였다. 첫째, 학교보안관의 직무수행 측정도구에 대한 타당도는 매우 높다. 즉, 학교보안관의 직무수행은 전문성, 태도, 프로그램, 학교폭력예방 활동, 효과, 기본 직무, 등하교지도와 관계자연계성으로 탐색 확인되었으며, 태도의 설명력이 가장 높다. 둘째, 학교보안관의 직무수행 측정도구에 대한 신뢰도는 매우 높다. 즉, 학교보안관의 직무수행은 문항과 영역간, 문항과 총점간 상관정도가 높으며, 내적일관성 신뢰도인 Cronbach's ${\alpha}$값이 .708이상이다. 종합해 보면, 학교보안관의 직무수행 측정도구는 타당도 및 신뢰도가 높은 설문지임을 알 수 있다.

• 한국치위생학회지
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• 제22권3호
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• pp.189-197
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• 2022

Objectives: The purpose of this study was to investigate the level of systemic disease-related knowledge among dental hygienists and analyze the effect on their job performance, empowerment, and satisfaction to provide basic data for expanding education on systemic diseases among dental hygienists and improving their job performance, empowerment and satisfaction. Methods: A survey was conducted among dental hygienists working in Busan and Gyeongsangnam-do region, South Korea, from October 27 to November 10, 2020, with a total of 245 questionnaires included in the final analysis. Results: Results of analysis revealed an average score for systemic disease-related knowledge among dental hygienists of 16.53±3.33 points and the higher the systemic disease-related knowledge, the higher the job performance, empowerment, and satisfaction. The higher the coronary artery disease knowledge and respiratory and infectious disease knowledge, the higher the job performance, and the higher the respiratory and infectious disease knowledge, the higher the job empowerment and job satisfaction. Conclusions: This study revealed that the higher dental hygienists' level of systemic disease-related knowledge, the higher their job performance, empowerment, and satisfaction. Therefore, this study suggests that dental hygienists' education on systemic disease-related knowledge should be expanded, and diverse systemic disease education programs should be developed for application in clinical practice.

• 대한영양사협회학술지
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• 제10권3호
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• pp.261-271
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• 2004

The purpose of this study was to provide basic data for practical HACCP training. A survey was conducted and analysed on 46 contract foodservices: 13 "Appointed" foodservices (appointed by Korean Food & Drug Administration), 17 "Voluntary Applying" foodservices (voluntarily applied HACCP, but not appointed), 16 "Non-applying" foodservices (not applied HACCP). Hygiene knowledge and recognition on job performance levels for HACCP application for 46 dieticians and 361 employees were surveyed. According to the survey, 61.5% of the "Appointed" dieticians took HACCP training from outside the company, 58.8% of "Voluntary Applying" dieticians took in-house HACCP training, and 62.4% of "Non-applying" dieticians have not taken any HACCP training. As for the comparison of hygiene knowledge, total mean of employees (6.38) showed significantly lower average than that of the dieticians (7.82) (p<0.001). From the result for recognition on job performance levels, total mean of dieticians (3.91) indicated generally good performance while employees (3.41) (p<0.001) showed considerably lower recognition. Hygiene knowledge and recognition on job performance levels of both dieticians and employees showed considerably close correlation (p<0.01 or p<0.05).

• 한국콘텐츠학회논문지
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• 제11권7호
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• pp.366-373
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• 2011

본 연구는 세무공무원들의 직무성과의 향상을 위하여 세무조직에서 형성되고 있는 조직문화를 전제로, 조직만족이 중요한 역할을 한다는 인식하에 이들 변인들 간의 인과경로를 분석하여 조직문화와 직무성과의 기본방향과 시사점을 제시하는데 그 목적이 있었다. 분석결과, 혁신문화를 제외한 관계문화와 위계문화, 과업문화는 조직만족에 긍정적인 영향을 미치는 것으로 나타났으며, 조직만족이 높을수록 세무행정업무수행의 효율성을 높아져 직무성과가 높아지는 것으로 나타났다. 이는 세무조직에서 나타나는 위계적이고 팀워크를 통한 업무수행을 강조하는 관계문화 그리고 성과를 강조하는 과업지향적인문화가 과세행정업무를 수행하는 세무조직문화의 특성이 직무성과에 반영된 결과로서, 세무조직의 경쟁력을 높이고 조직에 대해 세무공무원들의 근무에 대한 보람을 느끼게 하여 직무성과를 효율적으로 높이기 위해서는 주인의식을 갖고 자율적으로 책임감 있게 처리해 갈 수 있는 조직문화를 조성해 주어야 할 것으로 판단된다.

• 한국치위생학회지
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• 제20권3호
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• pp.369-378
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• 2020

Objectives: The purpose of this study is to examine the correlation between the critical thinking disposition of dental hygienists and the variables associated with clinical decision making and job performance to analyze factors affecting job performance. Methods: A questionnaire survey was administered to 166 dental hygienists from June 24 to August 8, 2019. We analyzed results with t-test, Mann-Whitney U test, ANOVA, Pearson's correlation analysis and a multiple regression analysis using the SPSS Windows version 23.0(SPSS Inc. IL, USA). Results: Critical thinking disposition was the highest for open-mindedness and clinical decision making ranked highest for canvassing of objectives and values. Job performance ranked highest in terms of assist with dental treatment. Factors affecting dental hygienists' job performance were clinical decision making and critical thinking disposition(p<0.001, adj. R² =31.4). Conclusions: It is expected that this study will provide basic data for the development of programs to enhance the job performance of dental hygienists. Furthermore, it is necessary to actively support plans such as conducting seminars at dental institutions and providing educational participation opportunities.

• International Journal of Advanced Culture Technology
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• 제10권3호
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• pp.18-24
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• 2022

This study attempts to provide basic data for the development of manpower maintenance programs by checking the degree of job stress and emotional burnout for nurses working in a university hospital and identifying factors affecting emotional burnout. Data were obtained through a structured questionnaire survey conducted on 187 nurses. The average score for job stress of nurses was 2.50 (range 1 to 4) and emotional burnout was 3.29 (range 1 to 5). The factors affecting emotional burnout were occupational climate, job demand, job insecurity, and lack of reward, which accounted for 44% of explanatory power. In order to reduce the emotional burnout of nurses, the management of medical institutions needs administrative and financial support. Further, it is necessary to improve the organizational culture regarding job assignment through job analysis, employment security, and a performance-based reward system.

• 한국식생활문화학회지
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• 제31권5호
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• pp.430-441
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• 2016

The purpose of this study was to determine the association between school administrator support as perceived by nutrition teachers (dietitians) and job satisfaction in order to provide data concerning efficient job performance of nutrition teachers, to determine effects of school administrator support on job satisfaction in nutrition teachers, and to provide basic data that could help improve school meals. Major supporters of nutrition teachers (dietitians) were chief administrators (55.3%), principals (27.2%), assistant principals (15.0%), and managers in charge (2.4%). Nutrition teachers (dietitians) scored 3.38 for perception of school administrator support, 3.66 for emotional support, 3.27 for informational support, 3.22 for instrumental support, and 3.11 for evaluation support. Support of nutrition teachers (dietitians) by school managers included emotional support (3.66)>informational support (3.27)>instrumental support (3.22)>evaluative support (3.11). Nutrition teachers (dietitians) scored 3.37 for job satisfaction, as follows: work performance (4.19)>interpersonal relationships (3.39)>job satisfaction in general (3.37)>job itself (3.29)>job environment (3.07)>performance rating and benefits system (2.70). Statistically significant correlation was observed between perception of school administrator support and job satisfaction (r= .771, p< .01). Therefore, school administrators are necessary to provide evaluative supports to nutrition teachers (dietitians), performance assessment, employee benefit packages, and improvement of school meal plans and quality.