• 마케팅과학연구
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• 제10권
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• pp.27-43
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• 2002

본 연구에서는 쇼핑센터 종업원의 개별 직무특성과 이직의도 간의 관계에 있어 직무만족과 조직몰입이 매개작용을 하는지 여부를 검증하였다. 매개작용 검증을 위한 구체적인 방법으로는 Baron과 Kenny(1986)가 제시한 접근법이 사용되었다. 그 결과, 직무만족이 과업중요성과 이직의도 간의 관계 및 자율성과 이직의도 간의 관계를 매개하는 것으로 나타났다. 그리고 조직몰입은 과업정체성과 이직의도 간의 관계, 과업 중요성과 이직의도 간의 관계, 그리고 자율성과 이직의도 간의 관계를 매개하는 것으로 나타났다. 이러한 연구결과는 개별 직무특성과 결과변수 간의 관계에 있어 중요심리상태를 대체하는 다른 매개변수들이 존재할 수 있음을 보여 주는 것어다. 한편 실무적 입장에서는 직무충실화를 통해 종업원의 만족과 몰입을 이끌어 내고 이러한 만족과 몰입을 통해 이직율을 낮추는 방향으로의 인적자원관리가 요청된다고 하겠다.

• 간호행정학회지
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• 제10권1호
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• pp.63-81
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• 2004

Purpose: To identify job satisfaction of hospital employees and the relating factors Methods: The study sample was a total of 1,031 healthcare workers(doctors, nurses, pharmacists, medical engineers, office workers, etc) at a tertiary teaching hospital. The data were collected using a questionnaire developed by a expert group. The questionnaire consisted of 21 items including job characteristics, organizational culture, and personal characteristics on the five Likert scale. Results: The overall satisfaction on job characteristics was 3.24 on the five Likert scale. The satisfaction of each item was 4.14 in role clarity, 3.26 in communication participating rate, 3.10 in work variety, 3.06 in autonomy, and 2.64 in workload. The overall satisfaction on organizational culture was 3.00. Particularly, the satisfaction on collaboration was 3.83, co-worker's support. 3.73, identity, 3.62, education/training opportunity, 3.12, pay, 2.62, welfare, 2.35, promotion, 2.34, and organizational conflict, 2.00. The level of satisfaction on personal characteristics was 3.00. In the satisfaction of each item, the score of disposition was 3.83, contribution to the hospital, 3.75, pride as a member of hospital, 3.70, and attitude on job performance, 3.68. The correlation between satisfaction and other variables was statistically significant with the exception of work variety. The satisfaction related significantly to loyalty index(r=.486, p=.000), autonomy(r=.415, p=.000), pride as a member of hospital(r=.411, p=.000), supervisor support(r=.364, p=.000). Conclusions: The results showed developing organizational strategy to promote job satisfaction can decrease the turnover rate and increase loyalty to the organization. It will contribute to enhance productivity in hospital.

• 대한지역사회영양학회지
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• 제14권2호
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• pp.216-228
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• 2009

The purpose of the study was to investigate the influences of contract foodservice managers' personal characteristics, foodservice characteristics and organizational characteristics on job satisfaction, including interpersonal relationships, self-actualization and promotion opportunity categories. A survey was administered to four hundred contract foodservice managers of five large companies and five small/medium companies in the Seoul and Kyungin areas. The final response rate was 66%(N=265), and the data were analyzed using SPSS Windows(ver. 12.0). The respondents were 76.1% female, average age 28.8 years, and 73.0% were regular workers. Contract foodservices have profit and loss contracts(69.1%), single menu types(59.6%) and buffet serving styles(37.7%). There are significant differences of job satisfaction by some personal characteristic variables(gender, martial status, age, education, position, work hours, period of working for the present company, and payroll per year) and foodservice characteristic variables(type of contract and charge of food costs). In three job satisfaction categories, foodservice managers reported the highest interpersonal relationship satisfaction, following self-actualization satisfaction and promotion opportunity satisfaction in both large companies and small/medium companies. However, foodservice managers of large companies tended to be more satisfied regarding their promotion opportunities than foodservice managers of small/medium companies(p<0.05). Work hours, number of meals served/day, male, workload, communication with the clients, relationship with co-workers, obvious role and autonomy were significant factors to increase the job satisfaction in contract foodservices of large companies. On the other hand, relationships with co-workers and males were significant factors to increase the job satisfaction in contract foodservices of small/medium companies. This research suggests that contract foodservice companies need to understand the characteristics of their managers, foodservices and organizations to enhance the job satisfaction of foodservice managers and to develop specified human resource management strategies that can be applied to each company scale.

• 대한안전경영과학회지
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• 제13권2호
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• pp.83-90
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• 2011

It has been very important to have an exact evaluation for risk factors in order to prevent WMSDs(Work-related Musculoskeletal Disorders). However, most WMSDs evaluation methods have always been some problems of possibilities associated with subjective evaluation. Therefore, this study tried to conduct a sort of usability analysis on three major evaluation methods(OWAS, RULA, REBA). Specifically, major subjects in the study consisted of three parts as follows; comparison of the results between experienced and inexperienced observers, analysis for the consistency of the results in terms of different evaluation times, and analysis for the consistency of the results in terms of different job characteristics(based on the part of the automobile). The results of the study were summarized as follows; 1) There was statistically significant difference of the results by RULA and by REBA between experienced and inexperienced observers. This might be due to the fact that experienced observers have had better ability to detect the important working posture during evaluation. However, the results by OWAS did not give any significantly different results between experienced and inexperienced observers, 2) All three checklists applied by experienced subjects did not show any single result significantly different in terms of different evaluation times. This might have to do with high intra-observer reliability from some of previous studies, 3) The five parts of an automobile were selected as five major jobs with different job characteristics in the automobile industry. Specifically, they were door part, front part(hood, etc.), inside part(dash board, seats, etc.), rear part(trunk etc.), and bottom part. All three methods did not show any significant differences for the results from each observers. Further study on this subject would eventually provide a sophisticated evaluating guidelines for WMSDs regarding determination of observer-specific evaluation, identification of repetitive number of evaluations for stable results for each checklist, determination of job-specific evaluation methods, and so on.

• 대한정형도수물리치료학회지
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• 제19권1호
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• pp.21-31
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• 2013

Background: The purpose of this survey is to determine the job and task satisfaction of physiotherapists. These are important factors because they are directly connected to both morale and work efficiency. Methods: Data was collected from March 9th, 2013 to April 15th, 2013 using self-administered questionnaires. First, Cronbach Alpha coefficient was used to evaluate date reliability. Further data analysis used mean and standard deviation to determine frequency and satisfaction for each characteristic. To determine the significance of job and task satisfaction, T-test and an analysis of variance were performed. Also, regression analysis was used to find out a relation between job satisfaction of physiotherapist and task satisfaction of orthopaedic physical therapy. Result: This survey includes results from 197 physiotherapists who engage in orthopaedic physical therapy from major, medium and small cities. The general characteristics of survey respondents include: 112 males (56.9%), 85 females (43.1%); 123 in their twenties (62.4%), 56 in their thirties (28.4%), and 18 over forty (9.1%); 156 had less than five years work experience in orthopaedics, 25 had six to ten years, and 16 had more than eleven years work experience. In the physiotherapist's job satisfaction survey (out of 5), males averaged 3.71 and females averaged 3.43. Individuals with less than five years in the career averaged 3.5, 3.69 for between 6 to 10 years in career, 3.87 for over 11 years in career; this showed a significant difference. Results of the sub-factors of job satisfaction were 3.81 for self-esteem and 3.21 for prospect of occupation. Results of task satisfaction in orthopaedic therapy showed a significant difference between 4.03 for males and 3.66 for females. For sub-factors of task satisfaction scores were 3.81 for vision, 4.29 for task adoption, and 3.57 for task recognition. Conclusion: Physiotherapists will be satisfied when their motivation to work and morale are increased by concerns such as improving the education environment, expert physiotherapist adoption issue, and medical law revision.

• 한국의료질향상학회지
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• 제5권2호
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• pp.296-310
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• 1998

Background : Performance evaluation of medical care providers has become more important than before in Korea. Especially in university hospitals, job contents of medical staffs are so complicated that evaluation is not easily performed. In addition, in order that the feedback of evaluation be successful, acceptance of staffs to be evaluated is essential. This study is aimed at the development of items for evaluation and weighting of each item in one university hospital, and clustering departments by different weight given by medical staffs. Methods : Through resource group meeting. performance items were listed up by categories of education, research, medical services, and other activities in and out of the hospital. For each item, all the medical staffs were asked how important they thought, compared with publishing one original article. By factor analysis, the items in each category were grouped into a few subgroups. In turn, cluster analysis was done for the purpose of grouping departments by priority the medical staffs gave. Results and Conclusion : Among five major categories, medical staffs regard education, research, and medical services more important than other activities in and out of the hospital. Five categories consisted of two or three components. Departments in hospital were grouped into three. However, characteristics of each group was not clearly delineated. This result suggests that more comprehensive tool should be developed and applied in the process of performance evaluation in university hospitals.

• 한국콘텐츠학회논문지
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• 제17권8호
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• pp.644-653
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• 2017

본 연구는 메뉴프로모션에 대한 특급호텔 종사원의 주관적 인식에 관한 주관성 유형을 파악하고자 Q방법론을 적용하였다. 연구목적은 메뉴 프로모션에 대한 종사원의 주관적 인식에 관한 구조를 유형화 하며, 각 유형들 간의 구조화된 특성을 분석하여 향후 시사점을 제시하는데 있다. 연구결과, 유형내용은 크게 총 3가지의 유형으로 분류되었는데, 제 1유형(N=13): 적극적인 자기 개발형(Active personal development type), 제 2유형(N=10): 평범한 메뉴 추구형(Normal menu Pursuit type), 제 3유형(N=2: 기업발전 추구형 (Enterprise Development Pursuit type) 으로, 각 유형마다 다양한 특징이 있는 것으로 분석되었다. 향후 호텔 종사자의 근무환경에 관련한 연구에서는 많은 자료 및 문헌을 통해 보다 정밀한 Q방법론적인 질문항목과 분석방법으로 수정 보완하여, 응답자들의 다각화된 의견을 객관적으로 분석하는데 시도하고자 한다. 결과적으로, 계량적인 실증 연구와 관련한 이해 당사자들의 종합적 비교 및 발전방안이 추가되면 호텔 종사원의 근무환경에 관한 연구 방향성이 보다 심도 있고, 긍정적 연구결과가 제시될 수 있을 것으로 사료된다.

• 대한간호학회지
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• 제17권1호
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• pp.44-51
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• 1987

The purpose of this study is to identify the leadership and subordination of hospital nurses: to determine the leadership and subordination by nurses' characteristics, which are age, educational background, career, and position of nurses. 279 staff nurses, 13 charge nurses, 32 head nurses and 16 nurse supervisors were participated in this study during the period from Dec. 5 to Dec. 20, 1986. Subjects were instructed to rate at one of five points likert type scale on the 26 items of leadership and subordination. The reliability of the items (Cronbach's α) were 0.63∼0.84. Among the total 26 items, 8 items on authority, 4 items on human relation, 9 items on committment of position and 5items on committment of job were summed to cummulative scores in each category. As a result of data analysis nurses who perceive positive on authority are 68.6% and positive on human relation are 67.9%. The perception of authority is different by age, Career and position of nurses. (P<0.05). And nurses who perceive positive on committment of position are 84.7% and positive on committment of job are 62.1%. The perception of committment for position is different by age, career and position of nurses (P <0.05), and committment of job is different by age and position. (P<0.05).

• 보건교육건강증진학회지
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• 제21권3호
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• pp.195-211
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• 2004

Stress is a primary health promotion issue in worksite research because psychological distress is closely related not only to workers' health status but also to their job performance. This study identified the significant health behaviors affecting workers' job-related stress in Korean manufacturing industry with the national survey data conducted by the Korean Occupational Safety and Health Agency in 2003. A total of 7,818 factory workers in 1,562 manufacturing companies participated in the Korean nation-wide occupational health survey and 3,390 workers answered that they had any stressors in their workplace among the 7,818 workers finally participated in the analysis. Participants were selected by the stratified proportional sampling process by manufacturing industry classification, company size, and company locations (8 metropolitan and 8 non-metropolitan regions) in Korea. Trained interviewers visited the target companies and interviewed the factory workers randomly selected in each company. Smoking, drinking, weight control, exercise, sleeping, break time at work, and perceived fatigue were included in the health behavior construct. Stress symptoms was consisted of physical and psychological stress with 8 items. All survey responses were anonymously coded into the SPSS statistical program and testified using stepwise multiple regression analysis. Male workers were 73.5% and the 30s were 40.0% among the age groups. The married and the high school graduate were majority with 52.1% and 61.8% each. Current smokers were 44.7% and More than 50% of the participants drank alcohol sometimes. No exercise group was 59.3% and the participants who dissatisfied with their daily sleeping hours were 43.5%. In t-test and analysis of variance, the significant general characteristics associated with physical and psychological job stress were young age (p<0.001), single marital status (p<0.001), and short working period at the present company (p<0.001). The health behaviors related to physical job stress were current smoking, weight change during the past one year (p<0.001), weight control effort (p<0.001), exercise (p<0.001), daily sleeping dissatisfaction (p<0.001), break time, and perceived fatigue (p<0.001). All 10 health behavior factors were significantly associated with psychological job stress (p<0.05). Weight change, weight control effort, exercise, daily sleeping dissatisfaction, little break at work, and high perceived fatigue were significant factors affecting job stress. Daily sleeping dissatisfaction, little break at work, little exercise, weight change for the past one year and young age were selected as the significant health behavior and general factors affecting physical job stress symptoms in stepwise multiple regression analysis. The five factors explained 18.9% of the physical stress score variance. Six factors were selected as the significant health behaviors affecting psychological job stress: daily sleeping dissatisfaction, little exercise, frequent drinking alcohol, high perceived fatigue, little break at work, and little weight control effort. The six factors explained 10.6% of the psychological stress score variance.

• 농촌계획
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• 제26권4호
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• pp.107-116
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• 2020

The purpose of this study is to analyze the characteristics of the 11 southeastern states in the United States by using regional characteristics variables and to classify the regions. First, 19 variables from four categories of population, society, industry-economy and urban service were selected and factor analysis were conducted, and the result showed five major factors of population, economic condition, job and commuting. Based on the following factor scores, a cluster analysis was conducted, and eight types of big city, medium-sized city, bed town, small town, urban hinterland, retirement town, and rural village were derived. These types of spatial distribution characteristics showed big cities were by different types of regions and they formed metropolitan areas. Each types of classified regions were located along the road network with hierarchy. The study focused on cases in the southeastern regions of the United States and can be used as a comparison with Korean cases. If the same research method is applied to Korea in the future, or if the time series of changes is tracked by analyzing different time points, it will greatly help identify the characteristics of urban and rural mixed areas.