• 대한가정학회지
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• 제44권7호
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• pp.125-139
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• 2006

The purpose of this study is to analyse the factor of the Variables that contributed to the depression of middle-aged women. The subjects were 751 Middle-aged women whose age was from 41 to 60. The instruments used in the study were the assessment of depression, the assessment of climacteric symptoms, the assessment of marital satisfaction, the assessment of marital stability, the assessment of ego identity and the questionnaire of demographic variables. The data were analysed by using descriptive statistics, ANOVA, Duncan, pearson correlation, hierarchical multiple regression. The findings were as follows; (1) According to the job, the level of education, the state of marriage, the subjective level of health, the subjective level of economy, household income, present problem, the level of family-of-original relationship, the age of last child, religion and spouse's occupation there were differences of depression; (2) In the result of the analysis of relationships of depression, the depression was correlated with Climacteric Symptoms positively and with Marital Satisfaction, Marital Stability, and Ego Identity negatively; (3) Predictors of depression of the Middle-aged women ordered climacteric physical, climacteric psychological, marital satisfaction, marital stability, identity moratorium, goal oriented, identity diffusion, initiative. Based on these results, the recommendations for the future research in this area were discussed.

• 대한간호학회지
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• 제28권2호
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• pp.431-440
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• 1998

The purposes of this study were to determine the factors that influence job satisfaction for ICU nurses and to analyze group differences in job satisfaction based on the nurses' preference and perception of the work environment with an enhanced professional role. A total of 231 nurses who had been working in Intensive Care Units at least for 6 months at selected university hospitals participated in the study while head nurses or those with administrative positions were excluded. The study participants had an average of 33 months of clinical experience with an age range of 23 to 40 years. The data were analyzed by utilizing SPSSWIN and the results are as follows. 1) Hierarchical multiple regression analysis showed that work characteristics defined by Job characteristics theory and nurses' preference / perception of ideal work environment together explained 33% of variance in job satisfaction. Skill variety, task identity and autonomy as well as individual perception of work environment were significant variables for explaining job satisfaction. Job satisfaction was not significantly related to age, marital status, education, and clinical experience. 2) The groups classified by nurses' preference and perception of work environment were significantly different in their job satisfaction. Nurses with high preference and high perception showed significantly higher general and specific job satisfaction than other nurses. The nurses who showed high preference but perceived their work environment as not reflecting ideal job characteristics reported the lowest job satisfaction among the groups. In conclusion, the role of individual preference and perception of the work environment in explaining the relationship between the redesign of work environment and job satisfaction was supported by the study, The preferences of nurses to the innovative work characteristics should be considered in the process of enhancing job characteristics to lead job satisfaction and low turnover and ultimately to improve quality of care.

• 디지털융복합연구
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• 제14권9호
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• pp.215-227
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• 2016

본 연구는 융 복합 시대에서 직무 임베디드니스의 중요성을 인식하고, 직무 임베디드니스가 직무몰입에 미치는 영향과, 직무의미성이 이들 간의 관계에 있어서 조절효과를 하는지 실증검증을 통해 살펴보고자 하였다. 검증결과, 첫째, 직무 임베디드니스의 적합성과 희생 및 연계의 요인들은 직무몰입에 긍정적인 영향을 미치는 것으로 나타났다. 둘째, 직무의미성에 따라 직무 임베디드니스가 직무몰입에 미치는 영향은 대부분 달라지는 것으로 나타났다. 하지만 직무 의미성의 기술다양성과 과업정체성은 직무 임베디드니스의 적합성이 직무몰입에 미치는 영향에 대한 조절효과가 없는 것으로 나타났다. 이는 직무가 작업자에게 기능과 능력을 충분히 발휘할 수 있는 기회를 제공한다 할지라도, 작업자가 직무에 대한 스트레스, 동기수준 등과 같은 태도에 영향을 더 많이 받을 수 있으며 결과적으로 직무에 대한 몰입이 어려울 수 있음을 의미한다. 이러한 연구 결과는 학술적 실무적으로 시사하는 바가 클 것으로 사료된다.

• 한국식생활문화학회지
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• 제8권1호
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• pp.11-19
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• 1993

The purposes of this study were to: (a) measure the levels of job satisfaction with five facets of a job: the work itself, promotion, pay, supervision and co-workers and (b) investigate relationships between job characteristics and job satisfaction levels of the dietitians in school foodservice. Subjects consisted of 151 dietitians, with 91 in Seoul and 60 in KyoungKi-Do. The survey form was developed on modifying Job Descriptive Index developed by Smith, Kendall, Hulin and Job Characteristics Inventory developed by Sims, Szilagy, Keller. The responding rate was 81.7%. Data were analyzed for frequencies, means, t-test, ANOVA, Pearson correlation and multiple regression using SPSS PC Package. The results of this study were as follows: 1) Less than a half of the sample(40.9%) were 31 to 35 years, married were 62% and junior college graduates were 33.9%. 2) A striking majority of the respondents(81.7%) ranked work itself as the the most important aspect of their jobs. 3) The dietitians were the most satisfied with work itself, then supervision, co-workers, wage and promotion in decreasing order. 4) In relations of demographic factors to the job satisfaction, satisfactions with wage and co-workers were found significantly related to education. 5) Task identity was the most prevalent job characteristics. 6) The $R^2$ for the multiple regression model was 0.26, indicating that 26% of the variance in job satisfaction could be accounted for the job characteristics. This model showed that friendship of job characteristics made the greatest contributions. The second was variety and the third was dealing with others. Especially dealing with others was negatively related to job satisfaction.

• 치위생과학회지
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• 제18권5호
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• pp.280-287
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• 2018

Dental hygienists are important members of any dental clinic. They are recognized as reflecting the dental clinic's image because they spend a lot of time with patients. The longer the dental hygienist is employed, the better the relationship with the patients and the medical service provided. The purpose of the present study was to develop a scale to measure factors of long-term employment among dental hygienists. The basic questions were constructed by analyzing tools used to measure job embeddedness and satisfaction. Forty-one questions were developed that measured organizational fit (13), interpersonal relationships (8), job satisfaction (7), duty satisfaction (6), recognition (4), and self-esteem (3). A questionnaire survey was conducted, and the responses from 297 dental hygienists in dental clinics, after the exclusion of 20 incomplete surveys, were used for the exploratory and confirmatory factor analyses. As revealed by exploratory factor analysis, long-term employment intention was composed of 7 factors consisting of 29 items after the exclusion of 12. The subsequent confirmatory factor analysis revealed 4 factors ("organizational fit," "professional identity," "job connectivity," and "interpersonal relationship") consisting of 16 items, after the exclusion of 13. $Cronbach^{\prime}s\;{\alpha}$ were 0806, 0.836, 0.700, and 0.684 for the four factors. This study is meaningful in that it developed a long-term employment factor measurement tool that can be applied to domestic dental hygienists. Future studies will need to focus more on professional identity and job outcomes. The results of this study and future related ones could be used to improve dental hygienist's continuous service.

• 간호행정학회지
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• 제13권4호
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• pp.492-500
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• 2007

Purpose: The purpose of this paper was to identity the effects of distributive justice and procedural justice on job satisfaction and organizational commitment in hospital personnels. Method: The subjects were 181 employee who were working at 4 hospitals in Daegu and Gyeongbuk. Data was collected using structured questionnaire from Oct 4 to 24, 2007. The collected data were analyzed using the SPSS WIN 12.0 program for descriptive statistics, t-test, ANOVA, Pearson correlation coefficient, and Stepwise multiple regression. Result: The mean score of distributive justice was 3.24, procedural justice was 3.05, job satisfaction was 2.73 and organizational commitment was 2.65. The distributive justice(37.5%) and gender(1.6%) explained 39.1% of the variables in the job satisfaction. The organizational commitment was significantly influenced by distributive justice(27.8%), age(8.9%), procedural justice(2.8%) and gender(2.4%). These factors explained 41.8% of the variables in the organizational commitment. Conclusion: The distributive justice is the most important factor in promoting job satisfaction and organizational commitment. Therefore, It is necessary to operate proper compensation system based on fair performance evaluation of workers in hospital.

• 디지털융복합연구
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• 제8권4호
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• pp.83-95
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• 2010

본 논문은 정규직과 비정규직을 대상으로 기술다양성, 직무정체성, 직무중요성, 자율성, 피드백과 같은 5가지 직무특성을 고려하여 그들의 직무만족도틀 비교 분석함으로써 직무특성과 고용형태에 따라 직무만족이 다르게 나타나는지 살펴보고자 하였다. 연구결과는 다음과 같다. 첫째, 직무특성 중 기술다양성, 직무정체성, 자율성은 직무만족에 정의 영향을 미지는 것으로 나타났고 직무중요성과 피드백은 직무 만족에 부의 영향을 미치는 것으로 나타났다. 둘째 정규직과 비정규직의 직무만족은 서로 차이가 없는 것으로 나타났다. 이는 고용형태에 따른 직무만족이 조직의 효과성을 증진시키는데 있어서 직무특성요인별로 조직구성원들을 관리해야 할 필요성을 인식하는 계기가 되었으며 효율적인 조직관리에 있어서 새로운 방향성과 지침을 제시하였다.

• 한국지역사회생활과학회지
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• 제21권2호
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• pp.179-190
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• 2010

The purpose of this study is to examine the relationships between gender, gender role identity, parents' affectionate behaviors and care in Chinese middle school students. Also, this study examines the differences in care among Chinese middle school students with respect to parent's socio-demographic variables. The subjects were 478 3rd grade middle school students in Tianjin, China. The major findings were as follows. There were significant differences in care of Chinese middle school students with respect to mother's job and age. In other words, a higher level of care of Chinese middle school students was shown in students who had an unemployed mother, labour mother or mothers of 46 years and over. As result of examining the main effects of gender, gender role identity and parent's affectionate behaviors caring for Chinese middle school students, there were significant with respect to gender role identity and parents' affectionate behaviors. Masculinity, femininity and androgyny identity demonstrated a higher care than undifferentiated identity. Also, a higher level of care was associated with higher parents' affectionate behaviors. There were interaction effects caused by gender and gender role identity in care for Chinese middle school students. Also, there were interaction effects caused by gender and parent's affectionate behaviors on the nature of care for Chinese middle school students.

• 디지털융복합연구
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• 제14권5호
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• pp.207-215
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• 2016

본 연구는 직무스트레스가 직무특성과 조직유효성 간의 관련성에 미치는 영향을 실증적으로 분석하였다. 이를 위해 부 울 경 지역의 중소기업 중 제조업 및 서비스업에 종사하는 근로자를 대상으로 설문조사를 실시하여 379개의 데이터를 수집하였다. 본 연구결과에 의하면, 역할갈등, 역할모호성, 역할과다 수준에 따라 직무특성과 조직유효성 간의 관련성에 일부 차이가 있는 것으로 나타났다. 따라서 본 연구에 의하면 다양한 직무특성을 활용하여 조직유효성을 높이고자 하는 중소기업들의 경우 직무스트레스를 적절히 통제하는 것이 조직유효성 증대에 유용할 것으로 판단된다. 또한 향후 대기업과 중소기업간의 비교를 통한 보다 심도 있는 연구를 기대한다.

• 한국의료질향상학회지
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• 제5권2호
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• pp.278-294
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• 1998

This study was planned to provide basic data for activating quality improvement by genera hospital with more than 400 beds across the country, of which 65 coordinators answered. Main results of the study are as follows.. 1. Job satisfaction and organizational commitment by individual characteristics were compared. It was revealed that the sense of self-efficacy was related to job satisfaction positively. But job satisfaction and organizational commitment by locus of control showed no significant difference. 2. In terms of the characteristics of QI activities, the active participation of QI coordinators in QI planning process and smooth communication among hospital staffs were showed positive relationship to job satisfaction significantly. 3. Also support system was proposed as most significant variable related to the job satisfaction and the organizational commitment of QI coordinators. Especially support to QI activities by CEO's, seniors, and other hospital staff was a factor to enhance the job satisfaction and organizational commitment of QI coordinators. 4. In the aspect of organizational culture, culture which were tendency to be recognized high autonomy in their work and organizational identity strongly and to operate reasonable compensation system were related to job satisfaction and organizational commitment positively. The more formalized climate, supportive communication, cooperative teamwork and promoting creative/risk take behavior, it showed the higher organizational commitment. 5. For the aspect of QI job characteristics, QI coordinators' job satisfaction was high when QI office was arranged for independent department which was exclusively in charge of QI activities and their role is exclusively in charge of QI. It can be concluded that organizational support in the aspect of relation and finance and efforts of encouraging their motivation and providing on the job training program are need.