• Safety and Health at Work
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• 제13권2호
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• pp.213-219
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• 2022

Objective: The Job Demand & Resources model suggests work characteristics are related to mental well-being and work engagement. Previous work describes the development of a combined construct 'engaged well-being at work' (EWB). To what extent changes in measures of this construct are responsive to changes in job demands and resources or associated with changes in job-related attitudes has not been established. Methods: Longitudinal employee-level data from three waves (German Linked Personnel Panel) were used. Logistic and linear fixed effects regression analyses explored longitudinal associations between changes in EWB for participants over a three-year period with changes in job demands and resources and job-related attitudes (job commitment, satisfaction, and turnover intentions). Results: While job resources were associated with increased odds for a change into a healthier and/or more engaged category of EWB, job demands reduced them. Job resources were more strongly related to higher EWB (OR_range = 1.22 - 1.61) than job demands (OR_range = 0.79 - 0.96). Especially psychological job demands showed negative associations with improved EWB (OR = 0.79). A change from the least desirable category 'disengaged strain' to any other category of EWB was associated with greater odds by up to 20.6 % for increased commitment and job satisfaction and lower odds for turnover intentions. Discussion: Improving work characteristics, especially job resources, could increase employees' EWB, emphasizing the importance of job characteristics for a healthy workplace. Because EWB seems to be associated with job attitudes, an improvement of this indicator would be relevant for employees and employers.

• 한국산학기술학회논문지
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• 제13권8호
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• pp.3586-3596
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• 2012

본 연구는 종합병원에서 근무하는 직원들의 직렬별 직무만족도, 조직애착도 및 이직의도에 영향을 미치는 요인을 밝혀내기 위한 것이다. 연구자료는 대전지역에 위치한 종합병원에 근무하고 있는 간호사, 의료지원직, 행정직을 대상으로 2008년 8월 15일부터 약 20일에 걸쳐 종합병원 근무자 360명을 대상으로 자기기입식 설문조사에 의해 자료를 수집하였다. 결과를 보면 간호직은 직무만족도나 조직애착도는 높으나 외부취업기회로 이직의도가 높은 것을 알 수 있고, 의료지원직은 직무만족도나 조직애착도에 비해 이직의도는 낮으나 외부취업기회, 직무량으로 인해 이직의도가 있는 것을 알 수 있다. 행정직은 직무만족도가 가장 낮고 조직애착도는 가장 높은 부서이며 직원들의 부정적 심성으로 인해 이직의도 역시 가장 높은 것으로 나타났다. 이런 결과를 잘 활용하여 동기부여 전략을 사용한다면 이직을 줄이고 병원관리에도 기여할 것으로 기대된다.

• 한국응급구조학회지
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• 제4권1호
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• pp.47-55
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• 2000

The study was conducted to investigate the burnout of firefighters. The subjects were 223 firefighters in C-Do. The instruments used for this study were a survey of general characteristics(10 items), burnout(23 items). Analysis of data was done by use of mean percentage, t-test, ANOVA, stepwise multiple regression with SAS program. The results of this study are as follows; 1. Burnout according to general characteristics were showed significant difference in job-aptitude(F＝6.30, P<.001), health status(F＝5.92, P<.001), education(t＝6.09, P<.01), working place rotation(t＝2.59, P<.01), call number/week(F＝3.28, P<.01), job-burden(F＝4.45, P<.01), paper-job burden(F＝3.87, P<.05). 2. Category score of burnout were showed the higher score in the lowed personal accomplishment(3.29). 3. Category score of burnout according to aptitude were showed difference each other. 4. Predicting factor of burnout were paper-job burden, health status, job-burden(20.99%).

• 대한간호학회지
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• 제37권1호
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• pp.114-124
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• 2007

Purpose: The purpose of this study was to describe the experiences of job satisfaction in clinical nurses. Methods: Data was collected from three focus groups composed of 17 hospital nurses. Each focus group had an interview for an average of two and a half hours with the guidance of researchers. The main question was 'how do you describe your lived experience of job satisfaction as a clinical nurse?' Qualitative data from the field notes and transcribed notes were analyzed using a grounded theory methodology developed by Strauss and Corbin. Results: The core category of experience of job satisfaction in clinical nurses was identified as 'Finding success.' Supportive interpersonal relationships and environment affected this category. In the process of attaining job satisfaction through finding success, the participants were using four interactional strategies such as giving meaning, finding self-esteem, extending the horizon of life, and strengthening self-capability. The dimensions of job satisfaction in clinical nurses were the sense of achievement, stability, and pride. Conclusion: The results of this study yields very useful information for nursing mangers to design a program which enhances job satisfaction of clinical nurses based on interactional strategies.

• 동아시아식생활학회지
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• 제25권2호
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• pp.363-371
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• 2015

This study investigated the effect and interrelationship of evaluation system in employee's job satisfaction at deluxe hotel kitchen in the Seoul area. The questionnaires developed for this study were distributed to 400 chefs during June to August, 2012. A total of 364 questionnaires were used for analysis (91.0%) and the statistical analysis was completed using PASW (SPSS) 18. The status of operating menu evaluation and menu development was analyzed by dividing the questionnaires into three categories: 'menu idea', 'menu evaluator' and 'menu evaluation system'. The 'menu idea' category showed the highest concern for 'Is the selected idea differentiated from competitors' menu?' (3.10 Likert scale), the 'menu evaluator' category showed the highest concern for 'Do the evaluator's individual factors affect menu evaluation?' ($3.88{\pm}0.96$), and the 'menu evaluation system' showed the highest concern for 'Is the menu commercialized by the menu evaluation system?' (3.32 Likert scale). Overall job satisfaction was studied into three categories: 'human field', 'material field' and 'evaluation field'. Overall satisfaction about one's job was 3.24 Likert scale. For satisfaction in each category, satisfaction for 'human field' was the highest with 3.30 Likert scale compared to 'material field' and 'evaluation field' with 2.76 Likert scale and 3.27 Likert scale, respectively. In conclusion, establishment of a unified evaluation system to improve employee's job satisfaction related to menu development is needed.

• 한국정보전자통신기술학회논문지
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• 제3권1호
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• pp.57-62
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• 2010

본 논문에서는 취업정보를 원활하게 접할 수 있는 환경을 제공하기 위한 구직 구인 정보를 구축하기 위하여 2가지를 제시하였다. 첫째, 취업사이트를 구축하기 위해 실 사례를 대상으로 데이터베이스 코드 확장 기준, 카테고리화 기준, 그리고 ERD (Entity Relation Diagram)를 설계하였다. 둘째, 친숙성이 강한 레이블 규칙을 위한 소수 레이블링 기준을 정의하였다. 따라서, 데이터베이스를 설계 및 구축하는데 있어 일정한 규칙을 체계적으로 적용함으로써 데이터베이스 구축 운영시 일관성과 효율성을 높이고 응용프로그램 개발 및 운영의 편의를 제공할 수 있으며 제안한 코드 확장 규칙 정의는 국내외 구인 구직 정보제공 기관에 표준화가 가능하다.

• 대한통합의학회지
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• 제8권1호
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• pp.177-191
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• 2020

Purpose : This study aimed to evaluate the relationship between self-esteem and quality of life according to the job satisfaction occupational therapists, and to contribute to wards providing positive directions to improve the quality of work performed by the occupational therapists and their quality of life. Methods : A total of 118 occupational therapists working on site were surveyed during the study period, from April 8, 2019, to May 10, 2019. The collected data were expressed as frequency and percentage and were subjected to Pearson's correlation analysis and multiple regression analysis using SPSS (Windows ver. 20.0). Results : First, the occupational therapists' job satisfaction job satisfaction averaged 3.20 points, with the highest chance of promotion among the lower factors, followed by the conservative level, the work itself, and interpersonal relationships. Second, the analysis of job satisfaction according to the general characteristics of the subjects revealed statistically significant differences with respect to age, marital status, highest education level, service period, average pay, and average working hours of the occupational therapists. Third, the sub-category of job satisfaction and self-respect showed the most positive correlation with the person-in-charge, and the sub-category of job satisfaction and the quality of life showed the most positive correlation with interpersonal relationships. This shows that higher job satisfaction increases the self-esteem and quality of life. Fourth, the significant task satisfaction sub-factor predictor for the self-esteem of the occupational therapists was the job itself, and the significant job satisfaction sub-factor predictor for quality of life was interpersonal relationships. Conclusion : The results of this study showed that among the sub-categories of job satisfaction of the occupational therapists, work itself and interpersonal relationships had the greatest effect on the self-esteem and quality of life of the occupational therapists.

• 한국병원경영학회지
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• 제4권1호
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• pp.21-40
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• 1999

This study attempts to analyze the relationship between various job-related factors and the intent to turnover of employees working at different types of hospitals/clinics in urban and rural areas. The data was compiled from 1,506 employees in 21 hospitals and 10 clinics located in Kyung-gi Do. Korea, using a self-administered questionnaire. Major findings are as follows: 1) The intent to turnover was higher for the employees of small hospitals located in rural areas. It was also higher when the employees were less than 30 in age, female, single, had not received college education, and had worked for 2-5 years in their hospitals. 2) An important factor affecting the intent to turnover was job satisfaction, which in turn had a strong correlation with the job itself(opportunity of utilizing abilities and skills, subjective value attached to the current job, sense of accomplishment) and had a rather weak correlation with salary, supervision, promotion and co-worker relationship. 3) In the analysis by job category, it was found that, besides job satisfaction, the intent to turnover was significantly affected by the job itself in case of administrative personnel and by the level of salary in case of nurses. 4) For a successful management of turnover, hospitals need to develop (a) programs for improving adaptive abilities of 'new' employees(who have worked for less than 2 years), and (b) for the other employees(who have worked for more than 2 years), strategies for enhancing job satisfaction by providing the environment where they can show their maximum abilities.

• 한국정보기술응용학회:학술대회논문집
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• 한국정보기술응용학회 2002년도 춘계학술대회
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• pp.123-135
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• 2002

Being in era of the digital economy, the influence of IT that effects on our economy is getting greater. Along with this effect, IT becomes origin of predominance of competition in every category of industry. Regarding new trends in industry, how companies mutate their IT skill become important factor. Every industry has their own color and environment of IT and uncertainty is different. For a company, It is most important to plan own strategy with strategic view on industrial environment. The idea of this study is to find the difference of Skill Requirement and Job Requirement in every category of industry by find what are the most important jobs and skills of IT in every industry and to analyze the results. The second idea is to find what kinds of skill are required in every sector of job. Base on the analyzed data, we classified the uncertainty in every industry by Duncan′s "classification of environment", and extracted some pattern within the skill and job in industry that found in our study by applying OIP model. We set skills by categorized curriculum of specialized IT education center, then with IT specialist, checked and retouched the results and surveyed with IT people in every industry on skill set and job of IT. The summery of this study is as follow : 1. Importance of IT skill is differentiated in each industry. It shows that IT skills, which requested in a field are differentiated by uncertainty of environment that comes from the character of industry. 2. Importance of IT job differs by the fields of industry. It shows as IT skills are differentiated, the importance of job that apply these skills is differentiated. 3. As the character of each job that work on is diversified, the importance of skills are diversified in each field of jobs. The Result of this study can give the idea to who designs curriculum and builds educational contentsthat would fulfill the need of fields. Also this study would be meaningful that it opens the field of study of skill requirement in Korea.

• 한국콘텐츠학회논문지
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• 제12권1호
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• pp.254-264
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• 2012

이 연구는 무용관련전공 졸업생들의 취업률과 취업 경로를 분석해 현행 무용학과에서 운영하고 있는 교과과정이 무용전공 졸업생들의 취업 경로와 연관성이 있는가를 살펴보아 시장 지향적 무용전공 교과과정 모형개발을 제안하고자 했다. 이를 위해 경인 지역 무용관련 프로그램을 운영하는 10개 대학을 선정해 최근 3년 동안의 취업률, 취업 경로, 교과과정을 분석 했다. 이를 토대로 다음과 같은 결론을 얻었다. 무용관련전공 졸업생들의 취업률은 건강보험 가입 조건이 취업률 산정에 고려된 2010년도의 경우 20% 대의 아주 낮은 취업률을 보였으며, 취업률의 비는 해마다 침체되고 있었다. 취업 경로는 무용관련 직종이 과반 이상을 차지했고, 무용과 관련 없는 사무관련 직종과 스포츠 직종도 일정 비율을 차지하고 있었다. 취직 경로에 맞춰 자격증 교과목, 신체 구조와 기능과 관련된 체육과목, 행정, 경영, IT와 관련된 교과목, 융 복합 교과목, 공연 기획 관련 교과목, 아동 및 노인 관련 교과목 개설의 다양성과 확장이 필요한 것으로 조사되었으며, 취업 기반으로 개설된 교과목 중에 취업 시장에 기여하지 못하는 교과목은 이에 관련된 취업 시장 개발이 필요한 것으로 조사되었다.