• 한국콘텐츠학회논문지
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• 제14권1호
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• pp.444-454
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• 2014

이 연구의 목적은 민간경비원의 조직문화와 직무특성 및 직무지속의지의 관계를 규명하는데 있다. 이 연구는 2011년 9월 수도권소재(서울) 민간경비회사에서 재직하고 있는 민간경비원들을 모집단으로 설정한 후 유의표집법을 이용하여 최종분석에 이용된 사례 수는 총 280명이다. 분석방법은 SPSSWIN 18.0을 이용하여 빈도분석, 요인분석, 신뢰도분석, 다중회귀분석 등을 실시하였다. 설문지의 신뢰도는 Cronbach's ${\alpha}$값이 .665이상으로 나타났다. 결론은 다음과 같다. 첫째, 민간경비원의 조직문화는 직무특성에 영향을 미친다. 근무기간이 길수록 직무중요성과 피드백은 높다. 개발합의적문화가 형성될수록 직무중요성, 자율성은 높다. 합리적문화가 형성될수록 직무중요성, 자율성, 피드백은 높다. 위계적문화가 형성될수록 직무중요성, 피드백은 높아진 반면, 자율성은 감소한다. 둘째, 민간경비원의 조직문화는 직무지속의지에 영향을 미친다. 남성 집단에서 직무기대는 높다. 연령이 높을수록 위기지각이 감소한다. 학력이 높을수록 직무만족, 위축, 대안기대는 증가한다. 월수입이 많을수록 직무만족, 위축, 직무기대, 대안기대, 위기지각은 증가한다. 개발합의적문화가 형성될수록 직무만족, 고의적불성실, 직무기대, 대안 기대, 위기지각은 높다. 합리적문화가 형성될수록 직무기대는 증가한 반면, 고의적불성실은 감소한다. 위계적문화가 형성될수록 직무만족, 고의적불성실, 직무기대, 위기지각은 높다. 셋째, 민간경비원의 직무특성은 직무지속의지에 영향을 미친다. 학력이 높을수록 직무만족, 직무기대, 대안기대는 증가한다. 근무기간이 길수록 직무만족, 직무기대, 대안기대, 위기지각이 감소한다. 월수입이 많을수록 직무만족, 직무기대, 대안기대, 위기지각이 증가한다. 직무중요성을 높게 인식할수록 직무만족, 직무기대는 증가한다. 자율성을 높게 인식할수록 직무만족, 위축, 고의적불성실, 직무기대, 대안기대는 증가한다. 피드백이 원활히 이루어질수록 고의적불성실은 감소한다.

• 한국치위생학회지
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• 제12권6호
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• pp.1138-1147
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• 2012

Objectives : The purpose of this study was to grasp association with dental hygienists' job expectation through correlation between curricular subjects for the department of dental hygiene and job. Methods : It carried out convenience sampling of dental hospitals where are located in Capital Area, and then conducted a self-administered questionnaire survey targeting 274 dental hygienists who are working here. The statistical program was analyzed by using PSAW 18.0. Results : Research subjects' 60.2% experienced turnover. Its reason accounted for 31.7% with the working condition. As a result of examining difference in experience of turnover according to dental hygienists' individual characteristic and working form, the significant difference was shown in age, marriage, annual salary, working institution, and career. In consequence of confirming association between curricular subjects and job, the majority showed high correlation. However, the correlation with oral physiology, clinical dental hygiene, and dental clinics showed low correlation as the insignificant variable. Conclusions : As a result of this study, the high correlation between curricular subjects and job can be considered to reflect dental hygienists' job expectation. On the other hand, the working condition, professional sense, and turnover experience, which are factors related to dental hygienists' job expectation, were indicated to fail to meet job expectation.

• 한국식품조리과학회지
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• 제23권1호통권97호
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• pp.9-18
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• 2007

This study was designed to evaluate the effects of hotel brand image on the job preference of students majoring in culinary art through the relationship between hotel brand image and internship satisfaction and internship expectation. The effects were also examined on the personal job preference and job potential as career to the internship. To analyze the proposed hypotheses, a survey questionnaire comprising 61 statements was administered to students majoring in culinary art in colleges located in Seoul and Gyunggi-do. Out of 450 respondents, 420 questionnaires were collected (93.3%) and 411 (91.3%) were analyzed using the statistical package SPSS 12.0. The following results were obtained. First, the regression analysis results for the correlation between hotel brand image and internship confirmed a significant effect of hotel brand image on the satisfaction of internship for students majoring culinary art. Second, according to the correlation results for the internship and job preference, both satisfaction and expectation on internship greatly affected the student's job preference. On the relationship between hotel brand image and internship expectation, the social image of the hotels provided a major contribution to the internship expectation. As well as the internship expectations, the hotel brand image was strongly related with the job preference.

• 한국컴퓨터정보학회논문지
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• 제22권11호
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• pp.151-160
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• 2017

IIn this paper, I investigate the effect of special education teachers' self-leadership on job-satisfaction. The data was collected from 141 special education teachers to analyze the correlations between self-leadership, job and life satisfaction. In addition, another purpose is to analyze how self-leadership influence on job satisfaction (human relationship, assigned tasks) and life satisfaction. The results are shown as follows. First, self-expectation and goal setting, self-expectation and human relationship, human relationship and assigned tasks have meaningful correlation. Second, self-expectation and self-rewarding are sub-factors of self-leadership that have great influence on human relationship which is a subordinate factor of job satisfaction and assigned tasks. Third, self-expectation and self-rewarding are factors of self-leadership that have a great influence on life satisfaction. Finally, it shows that self-leadership has an effect on life satisfaction through assigned task, which is a factor of job satisfaction. However, through human relationship, self-leadership does not have a meaningful effect on life satisfaction. This study is significant by finding sub-factors which influence special education teacher's self leadership, job satisfaction and life satisfaction by using Bootstrap method.

• 보건의료산업학회지
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• 제12권3호
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• pp.41-52
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• 2018

Objectives: This study investigated the effect of mentoring function on job motivation and nursing performance through self-efficacy and outcome expectation. Methods: It was conducted with 226 nurses working in the 5 hospitals of B and G cities. The collected data were analyzed using SPSS Windows 18.0 and AMOS 16.0. Results: Mentoring was found to have a direct effect on outcome expectation (${\beta}=0.314$, p < 0.001), and outcome expectation had a direct effect on job motivation (${\beta}=-0.333$, p < 0.001) and nursing performance (${\beta}=0.341$, p < 0.001). Job motivation was found to affect nursing performance (${\beta}=0.268$, p < 0.001). Conclusions: The results of this study suggest that mentoring function plays an important role in improving nursing performance, so it is necessary to develop and apply a mentoring program for nurses.

• 한국치위생학회지
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• 제16권6호
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• pp.1079-1092
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• 2016

Objectives: The purpose of the study is to investigate the effect of self-leadership on organizational effectiveness and job performance in the dental hygienist. Methods: A self-reported questionnaire was completed by 281 dental hygienists in Seoul, Incheon, and Gyeonggido from March 1 to 31, 2016. The questionnaire consisted of general characteristics of the subjects, self-leadership, job satisfaction, organizational commitment, job performance. Data were analyzed by t-test, one-way ANOVA, multiple regression analysis using the SPSS 18.0 program. Results: The average of self-leadership was 3.62, self-reward had highest score of 3.84, followed by rehearsal 3.73, self-expectation 3.72, self-goal setting 3.51, constructive thinking 3.48, and self-criticism 3.45. The average of organizational commitment was 3.11, and that of job satisfaction was 3.11 and the average of job performance was 3.70. Among the sub-factors of self-leadership, self-expectation, self-goal setting, constructive thinking showed a positive correlation with organizational commitment and job satisfaction. All sub-factors except for self-criticism showed a positive correlation with job performance. Among the sub-factors of self-leadership, self-expectation (${\beta}=0.350$), constructive thinking (${\beta}=0.124$), self-reward (${\beta}=0.106$), rehearsal (${\beta}=0.102$) showed a significant effect together with job satisfaction (${\beta}=0.187$) on job performance. Also, age, education level, clinical career, the average monthly salary showed a significant effect on job performance. Conclusions: The self-leadership and job satisfaction of in the dental hygienist had influence on job performance. To improve the job performance of dental hygienists, it is necessary to apply self-leadership development program focusing on the strengthening of self-expectation and constructive thinking.

• 보건행정학회지
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• 제11권1호
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• pp.62-86
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• 2001

This study purports to Investigate the determinant of job satisfaction and the organizational commitment of medical insurance review nurses working at Korean hospitals. The independent variables contain three groups of determinants: organizational characteristics variables(job autonomy, work unit control, role variety, role ambiguity, role conflict, workload, resource inadequacy, coworker support, supervisor support, distributive justice, promotional chances, job security, and job hazard), environmental variables(job opportunity, spouse support, and parent support), and psychological variables (met expectation, work involvement, positive affectivity, and negative affectivity). The sample used in this study consisted of 445 medical insurance review nurses from 89 hospitals nationwide. Data were collected with self-administered questionnaires and analyzed using multiple regression analysis. The results of the study are as follows : 1) the following variables, listed in order of size, have significant effects on job satisfaction : role ambiguity(－), distributive justice(＋), work involvement(＋), role variety(＋), met expectation(＋), negative affectivity(－), job autonomy(＋), and positive affectivity(＋). 2) the following variables, listed in order of size, have significant effects on organizational commitment: met expectation(＋), work involvement(.＋), distributive justice(＋), job security(＋), role variety(＋), positive affectivity(＋), negative affectivity(－), resource inadequacy(＋), and tenure(－). 3) the variance of job satisfaction and organizational commitment explained by the variables used in the study are 30.0% and 39.1% respectively. 4) In comparison to the results of other studies on the determinants of job satisfaction and organizational commitment of clinical nursing staff working at hospitals, the results of this study indicate that three variables of distributive justice, work involvement, and role variety are especially important for improving the level of job satisfaction and organizational commitment of medical insurance review nurses.

• 여성건강간호학회지
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• 제14권2호
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• pp.124-130
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• 2008

Purpose: The purpose was to identify marriage expectation and related factors among college students. Method: Data was collected by questionnaires from 329 college students in K university in Daegu. The data was analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation coefficients, and stepwise multiple regression. Result: Marriage expectation among college students was significantly different according to gender, age and opportunities for employment. Marriage expectation among college students correlated with sex role attitudes. Significant predictors influencing marriage expectation were age, opportunities for employment, mother's job, and sex role attitudes, A combination of these predictors accounted for 10.3% of the variance in marriage expectation. Conclusion: These findings show that marriage expectation is influenced by age, opportunities for employment, mother's job, and sex role attitudes. Therefore when nursing interventions are developed to improve marriage expectation, these factors need to be considered.

• 대한지역사회영양학회지
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• 제11권3호
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• pp.361-373
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• 2006

The purpose of this study was to identify the difference of school food service dietitians' work value, job satisfaction, and turnover intention based on their expectation to be a nutrition teacher. Also, this study explored the differences in expectation to be a nutrition teacher, work value, job satisfaction, turnover intention depending on demographics and school foodservice operational characteristics. This study surveyed dietitians who worked at school foodservice in Kyunggii and Daegu Gyeoungbuk Province. A total of 509 responses were collected using on-site survey and online survey (59.3%). Dietitians expressed favorable work value ($3.88{\pm}0.34$) and mid level of a job satisfaction ($2.99{\pm}0.64$). The percentage of dietitians who had an intention to leave after the promulgation of a nutrition teacher system (13.2%) was lower than that of dietitians who had an intention to leave prior to it (23.2%). Most dietitians expected a salary rise (84.7%), more chance to teach nutrition education (76.0%), and the improvement of power not only as a teacher but as a dietitian (72.7%). Dietitians who had higher expectation levels to be a nutrition teacher (> 3 on the 5 point Likert scale) showed a higher tendency of significant turnover intention (F = 4.40, p < 0.01) and more confident work value (F = 15.292, p < 0.001) when comparing those who had lower expectations. There were significant differences in work value, job satisfaction, turnover intention, and expectation to be a nutrition teacher depending on career length and employment status of dietitians. This study revealed that school food service dietitians have favorable expectations to be nutrition teachers with high work value.

• 한국식생활문화학회지
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• 제21권6호
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• pp.702-713
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• 2006

The purpose of this study was to identify the influence of school foodservice dietitians' work value on job satisfaction, organizational commitment, and turnover intentions. Also, this study explored the role of the expectation to the institution of nutrition teachers as a moderating variable in three relationships: 1) between work value and job satisfaction, 2) between work value and organizational commitment, and 3) between work value and turnover intentions. This study surveyed dietitians who worked at school foodservice in Kyunggii and Daegu${\cdot}$Gyeoungbuk province. A total of 509 responses were collected using on-site survey and online survey (response rate 59.3%). This study conducted hierarchical regression analysis to test the moderating effect of the expectation to the institution of nutrition teachers. Results of hierarchical regression showed that work value of status upgrade had a positive effect on job satisfaction to promotion opportunity and salary, and such effect was more significantly apparent in high expectation to new work. In addition, work value of status upgrade had a positive effect on turnover intention, and such effect was more significantly apparent in low expectation to new work environment improvement. Work value of work activity preference also appeared to have a positive effect on organizational commitment, and such effect was more significantly apparent in high expectation to social status and professionalism.