• 산업융합연구
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• 제20권10호
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• pp.137-146
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• 2022

최근 다양한 산업분야에서 RPA(Robotic Process Automation)의 활용에 대한 검토가 이루어지고 있지만, 예상보다 빠르게 기업에 적용되고 있지 않은 것으로 보인다. 본 연구에서는 신기술 수용의도에 대한 기존연구들의 긍정적인 영향을 참고하여, 다른 관접에서 RPA의 수용갈등과 수용의도에 영향을 미치는 인지된 3가지 부정적 위험요인을 제시하고, RPA유경험자, 성별 및 ICT업종을 통제변수로 하여 RPA의 수용갈등과 수용의도에 미치는 영향을 살펴보았다. 연구를 위해서 직장인을 대상으로 온라인 설문조사를 실시하였고 SPSS 22.0 및 AMOS 22.0 통계 툴을 이용하여 그 결과를 분석하였다. 그 결과 인지된 3가지 위험요인인 도입실패염려, 고용불안, 실행오류 중 고용불안과 실행오류는 RPA의 수용갈등과 수용의도에 영향을 미치지 않는 것으로 나타났다. 하지만 도입실패염려는 수용갈등과 수용의도에 영향을 미치는 것으로 나타났다. 또한 수용갈등은 수용의도의 매개역할 요인으로 판단되었다. 즉 RPA 적용실패로 인해 작업 환경이 이전보다 악화될 것이라는 우려는 수용 갈등을 일으켜 수용 의도에 영향을 주는 것으로 보아 RPA가 적용되는 상황에서 이러한 측면에 대한 세심한 검토가 필요할 것이다. 또한 도입실패염려가 수용의도에 영향을 주는데 있어서 수용갈등이 간접효과로 유의미한 영향을 주는 결과로 보아, 수용갈등이 수용의도의 매개역할 요인으로 분석되었다. 본 연구를 통해서 RPA를 적용하고자 하는 각 산업에서 경영관리의 이론적, 실무적으로 인지된 위험 중 특히 중요한 요소를 파악하고 선제적으로 대응할 수 있다는 점에서 의의가 있다.

• 한국비블리아학회지
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• 제23권4호
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• pp.261-282
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• 2012

본 연구는 대구광역시 소재 공공도서관 사서들을 대상으로 직무만족도를 측정하고 이를 운영방식과 고용형태에 따라 분석하는 데 목적이 있다. 이론적 배경으로 공공도서관의 운영방식과 직무만족의 개념 및 변인을 논하고, 이를 바탕으로 직무만족도 측정을 위한 직무자체, 동료, 상사, 업무, 임금, 복지, 고용 등 7가지 직무만족 변인을 선정하여 설문을 실시하였다. 응답자 전체 평균으로 나타난 만족도를 보았을 때, 직무자체, 동료, 상사, 업무 등 4가지 변인에서 긍정적인 만족감을 표한 반면, 임금, 복지, 고용의 3가지 변인에서는 낮은 만족감을 나타냈다. 운영방식에 따른 직무만족 분석에서 주목할 것은 지자체 위탁도서관과 타 직영도서관 간의 차이였다. 지자체 위탁도서관은 고용불안감에 대한 체감 정도에서 정규직과 비정규직이 거의 동일한 수치를 보였다. 정규직과 비정규직이라는 고용형태에 따른 분석에서 가장 먼저 눈에 띄는 것은 업무결정 참여도와 업무 재량권 측면이었고, 이들 간 차이는 임금, 복지, 고용 측면에서 더욱 확연히 드러났다.

• 유통과학연구
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• 제14권5호
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• pp.91-96
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• 2016

Purpose - Although various studies have been conducted on the stress of service employees, there are still lack of studies regarding job stress and job satisfaction of call center workers. Especially there are quite few studies on the job stress according to employment type. This study focused on job stress and job satisfaction for call center employees and the correlation between the two factors and aimed to provide basic materials for seeking for the plans to reduce job stress and improve job satisfaction. Research design, data, and methodology - Frequency, percentage, and mean value were calculated through descriptive statistics in order to find out demographic characteristics, level of job stress, and job satisfaction. Differences in job stress according to employment type were calculated by using one-way ANOVA. Correlation between job stress and job satisfaction were identified through empirical analysis with Pearson's correlation coefficient. 150 materials were used for final analysis. The collected materials were analyzed to get statistics by using SPSS 20. Results - First, as for the job stress of call center workers, overall mean value was 2.54 in 4-point scales. Among the six sub-factors, job demands had the highest score, which was 2.67. Second, as for the job stress according to employment type, others showed higher score than mean value followed by contract job and full-time job in that order, in terms of job insecurity and organizational system. In terms of inappropriate remuneration, contract job showed higher score than mean value followed by others and full-time job. Third, as for the satisfaction with job, the mean value was 2.37 in 4-point scale and "very much satisfied" was only 3.3%. Lastly, in terms of job stress and job satisfaction, all sub-factors except for job demands showed significant correlation. The more job stress increased, the more job satisfaction decreased. Conclusions - First, as a result of analyzing job stress according to the employment type of call center workers, job stress increased more when the employment type was not full-time. Therefore, it was assumed that self-rescue efforts should be followed for effective employment management of call center business where contract employment takes most part as well as efforts to transfer them to full-time job. Second, decrease in job satisfaction of call center workers may affect the performance of an organization as well as service quality of the company providing the service. Therefore, various supports are required to decrease job stress and increase job satisfaction for call center workers through the expansion of rest area or break time. Third, I could recognize that there were lack of academic research on call center business in the whole service industry. Therefore, further research should be conducted more actively in the future. In particular, this study has special significance in the aspect that there were few studies on the job stress of call center workers according to employment type.

• 한국콘텐츠학회논문지
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• 제7권12호
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• pp.199-208
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• 2007

호텔은 인적자원의존도가 대단히 높은 기업이다. 종사원의 고용불안은 숙련된 종사원의 이직불안으로 연결된다. 경영환경이 복잡하고 불확실할수록 조직을 유지 발전시키기 위해서는 호텔기업이 종사원으로부터 신뢰를 얻어야 하며, 조직에 대한 종사원의 신뢰 역시 중요하다. 본 연구는 관광기업 중에서도 고용불안인식이 비교적 높은 특급호텔 식음료업장 종사원의 고용불안인식과 조직 내 신뢰수준을 확인하고 고용불안이 신뢰에 미치는 영향측정을 연구목적으로 한다. 고용불안은 신뢰에 부정적인 영향을 미칠 것이라는 가설 검증결과에서 고용불안이 동료신뢰와 회사신뢰에는 유의한 영향을 미치지 못하는 것으로 나타났다. 단지 해고위험요인만이 상사신뢰에 유의한 영향을 미치는 것으로 나타났다. 즉, 해고위험이 있다고 하더라도 동료와의 신뢰에는 아무런 상관이 없다고 볼 수 있으며, 회사신뢰의 경우도 회사는 해고의 결정권자로서 해고의 직접적인 원인으로 보지는 않는다고 여겨진다. 다만 회사직원들은 해고위험과 관련하여 직접 현장에서 같이 근무하는 직장상사의 근무평가나 관계가 해고로 이어질 수 있다고 여기고 있는 것으로 유추할 수 있을 것이다. 고용불안인식에 대한 비정규직종사원, 정규직 종사원간 차이는 나타나지 않았다.

• 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.

• 지역사회간호학회지
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• 제33권2호
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• pp.175-187
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• 2022

Purpose: This study was conducted with a focus group interview that drew out experiences, limitations, and difficulties in the workplace according to the employment conditions of visiting nurses in the public health centers. Methods: A total of 12 visiting nurses are those working in the public sector in Seoul and Gyeonggi province who were willing to participate in the interview. Analysis categories and coding were divided into three categories: compensation system, occupational status, and opinions to improve their treatment. Using the content analysis method, the current working status and compensation system of visiting nurses were described. Results: The main themes derived from the significant statements of visiting nurses were 'Ten years of frozen salary system', 'Full-time workers of their own league', 'Excluded from performance benefits', 'Every visiting nurses are virtually precarious', 'Experience of exclusion and discrimination', and 'Reasons and barriers to be a full-time worker'. All of the visiting nurses working in the community insisted on having equal treatment for work of equal value. Visiting nurses in the public health sector wanted to be set to the same payment system and the fair allowance system as well. It is necessary to continuously seek solutions to the problems left in insisting on the civil service of visiting nurses. Conclusion: Visiting nurses who were working in a precarious job position felt job insecurity, and experienced discrimination, alienation, and exclusion. Legal and institutional reform is needed to improve the treatment of visiting nurses.

• 한국건설관리학회논문집
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• 제13권2호
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• pp.137-146
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• 2012

최근 건설경기 침체로 인하여 주택 미분양 물량이 급증하고 있으며, 자금난을 겪고 있는 건설사가 퇴출되거나 워크아웃되고 있는 실정이다. 이에 따라 건설사는 경영합리화의 일환으로 급여삭감, 정리해고 등의 방안을 강구하고 있다. 하지만 이러한 방안은 조직구성원이 조직에 잔류하려는 노력과 함께 직장불안정성, 급여불만족을 높게 지각하면서 새로운 직무기회를 탐색하게 될 것이다. 이직은 조직에 부정적인 결과를 가져오지만 긍정적인 결과도 가져오는 것으로 알려져 있다. 그러나 신입사원의 경우 조기 퇴사할 시 조직에 대한 긍정적인 측면은 거의 없을 것이다. 이러한 문제점을 극복하기 위해 신입사원 이직의도에 대해서 철저한 관리가 필요할 것이다. 이에 본 연구는 직장불안정성, 급여만족, 조직몰입도, 취업경쟁력, 업무과다, 직무적합성 등 변수들이 건설회사 신입사원 이직의도에 미치는 영향을 파악하고 중소형 건설회사와 대형 건설회사의 차이점을 비교 분석하는 것을 목적으로 하였다.

• 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.

• 한국임상보건과학회지
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• 제12권1호
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• pp.1660-1667
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• 2024

Purpose: The purpose of this study was to identify Relationship between job stress and job satisfaction of dental hygienists Methods: The subjects of this study were to 173 dental hygienists who work in dental diseases and clinics in Busan, Ulsan, and Gyeongnam, and through the Internet link using web questionnaire from August 1 to October 30, 2023. Distributed and collected. The collected data were analyzed using an IBM SPSS ver. 26. Results: As for general characteristics, job stress was high in the 40s age group, work experience was high in the 1-4 year group, and job satisfaction was high in the 4-7 year or more group. As factors affecting job satisfaction, it was found that the lower the Self- determination of duties , the lower the Job insecurity, and the lower the Inadequate compensation, the higher the job satisfaction. Conclusions: From the above results, in order to increase the job satisfaction of dental hygienists, it is necessary to ensure stable employment and at the same time allow them to focus on tasks specific to dental hygiene, as job satisfaction decreases if a lot of chores unrelated to dental hygiene work are performed, and Self- determination of duties and an appropriate compensation system must be established. If an excessive workload is given or there is frequent overtime work, compensation should be made commensurate with experience or ability, and in the case of frequent overtime work, appropriate compensation should be provided through allowances or incentives.

• 대한간호학회지
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• 제42권2호
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• pp.149-160
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• 2012

Purpose: The purpose of this study was to explain the role transition process to nurse case managers (NCMs) for Medical-aid beneficiaries in Korea. Methods: Fourteen NCMs were interviewed regarding their experiences of becoming proficient in the new role of case manger. Data were analyzed through the application of grounded theory. Results: 'Taking root in a barren land' was the core category explaining the role transition process of NCMs. They engaged in four stages: launching, trial and error, proficiency, and wait-and-see stages. NCMs showed not only fear but also passion for case management practice. Despite their passion and effort, NCMs went through a period of trial and error. After becoming skilled, NCMs went through a stage of wait-and-see often because of job insecurity related to temporary position or few opportunities for promotion. Factors influencing NCMs' role transition process included their understanding of client characteristics, belief in case management, and support from their colleagues and families. Conclusion: NCMs experience many challenges in the process of becoming proficient NCMs. To help with their role transition, there is a need for education programs, preceptorship programs, research on their roles and functions, and regulation for securing NCMs' employment and career stability.