• 한국노년학
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• 제30권1호
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• pp.195-220
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• 2010

본 연구의 목적은 전국의 노인 돌봄 서비스관리자를 대상으로 직무만족 현황을 살펴봄과 동시에, 개인적요인, 근무관련요인, 서비스관련요인들이 직무만족에 어떠한 영향을 미치는지 알아보는데 있다. 이를 통해 직무만족 향상을 위한 정책적 대안과 실천적 방안들을 제시해 보고자 한다. 본 연구 목적을 달성하기 위하여 전국에서 현재 수행 중에 있는 노인 돌봄 사업수행기관 244개 가운데 각 기관을 대표한 231명에 대해 수집된 자료 중, 분석 유효한 자료 220개를 활용하여 분석하였다. 분석을 통해 어떠한 요인이 서비스관리자의 직무만족에 영향을 미치며, 어느 정도 영향을 미치는지 파악한 결과 직무만족의 수준은 3.01로 중간을 조금 넘는 수준에 머무르고 있는 것으로 나타났다. 그런데 여성보다는 남성이, 연령이 낮은 미혼이, 계약직보다는 정규직이 그리고 타 업무를 병행하지 않는 서비스 관리자의 만족도가 상대적으로 더 높은 것으로 나타났다. 또한 직무만족에 영향을 미치는 요인을 살펴본 바, 개인관련요인으로는 성별이, 근무관련요인은 타 업무 병행 여부와 기관장의 의지가, 서비스관련 요인은 서비스 태도가 직무만족에 영향을 미치는 것으로 나타났다. 그 가운데도 기관장의 의지가 가장 큰 영향을 미쳤으며, 그 다음은 서비스 태도, 타 업무 병행 여부, 성별 순으로 밝혀졌다. 이러한 결과를 바탕으로 볼 때, 사업수행기관의 기관장 지지와 관심이 높거나, 서비스 태도가 좋고, 타 업무를 병행하지 않으며, 남성일수록 만족도가 높음을 알 수 있었다. 따라서 만족도가 평균 이하로 낮은 수준인 급여 및 각종 혜택과 고용의 안정성 및 업무량이나 근무시간의 적절성, 근무시설 및 복지후생여건의 개선 등에 관한 방안의 개선이 요구되었다. 특별히 급여의 경우 3년 연속 동결된 낮은 급여로 인하여 그 개선이 절실히 필요하며, 업무량 및 근무시간의 적절성 문제 해결을 위해서는 사업수행기관에서 타 업무와의 병행을 하지 않도록 하며, 노인돌보미의 인력을 활용하여 행정지원을 받는 방법도 고려해 볼 수 있을 것 같다. 특히 사업의 성공 및 효과성을 유지하기 위해서는 휴먼서비스의 핵심이 되는 서비스 관리자들의 직무만족 향상을 위한 지속적인 노력이 요구된다.

• 디지털융복합연구
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• 제15권7호
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• pp.239-246
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• 2017

병원행정직 근무자들의 자기효능감, 직무특성 및 직무스트레스와 직무만족도 간의 관련성을 파악하고 직무만족도에 미치는 융복합적 영향을 조사하였다. 조사대상은 임의로 선정된 11개 종합병원의 재직자 221명으로 하였으며, 자료수집은 2016년 11월 1일부터 2017년 1월 31일까지 구조화된 무기명 자기기입식 설문지를 통해 이루어졌다. 직무만족도는 자기 효능감, 직무특성의 3가지 하위요인과는 양의 상관관계를, 직무스트레스의 7가지 하위요인과는 음의 상관관계를 보였다. 공분산구조분석 결과, 직무스트레스는 자기효능감 및 직무특성보다는 직무만족도에 더 큰 영향을 미쳤으며, 자기효능감 및 직무특성이 높아질수록, 직무스트레스가 낮아질수록 직무만족도를 증가시키는 효과가 있는 것으로 나타났다. 이러한 결과를 볼 때, 병원행정직의 직무만족도와 관련된 자기효능감, 직무특성 및 직무스트레스를 관리하는 노력이 필요하다. 분석결과는 병원행정직의 직무만족도를 높이는 조직인사관리에 활용될 수 있다. 추후연구에서는 병원행정직의 직무만족도에 영향을 미치는 융복합적인 추가요인에 대한 분석이 필요하다.

• 보건의료산업학회지
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• 제7권3호
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• pp.95-109
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• 2013

The objective of this study is to assess the utilization and satisfactions about public health centers in Korea. For the analysis, the study utilize the nationwide data of 229,229 person on '2010 Community Health Survey' of Ministry of Health & Welfare. The statistical methodology used in the study is ${\chi}^2$, ANOVA, logistic regression model and multiple regression model. This study have four major findings. First, the significant affecting socio-demographic factors in utilizing public health center were gender, age, region, national basic living secured, married, income, education, job, state of health, chronic disease, unmet medical needs and utilization reason. Second, the most serviced category of health center user was vaccination both city and rural area and the next was certificate, primary care, health screening, other use, the mother and child in city area, primary care, health screening, certificate, home visiting health in rural area. Third, the significant affecting socio-demographic factors in satisfaction degree on health center service were age, region, national basic living secured, income, education, job, state of health, utilization degree and reason. Fourth, the most satisfied service of health service center was home visiting health in city area and mental health service in rural area and the next was nutritive control and the lowest satisfied service was user of certificate. The utilization and satisfaction on health center service were identified as different with residental area and user's characteristics. The politic effort are needed to support socially disadvantaged class and to narrow regional gap.

• The Journal of Asian Finance, Economics and Business
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• 제7권6호
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• pp.485-494
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• 2020

The study aims to identify and measure factors affecting the salaries of employees in manufacturing enterprises in Hanoi, the important area of Vietnam's economy. We conducted a questionnaire consisting of 31 observation variables with a 5-point Likert scale. Independent variables were measured from 1 "without effect" to 5 "strongly". Based on the literature review and results of interviews, a total of 350 questionnaires were sent to participants; 300 of them met the standards and were subject to be analyzed. The results of Exploratory Factor Analysis (EFA) and Multiple Regression Analysis (MRA) identify six main determinants influencing the salaries of employees in manufacturing enterprises in Hanoi, including Paying views of business leaders (PV), Financial ability of the enterprise (FA), Capacity of workers (CW), Capacity of the contingent of employees engaged in salary work (CC), Role of grassroots trade unions (TU), and State policies and laws on labor - salaries (STL). Based on the findings, some recommendations have been proposed to help the firm leaders design appropriate personnel policies for creating better job satisfactions for employees in the future. On this basis, the authors propose a number of recommendations to improve the salaries of employees in manufacturing enterprises in Hanoi.

• 한국식생활문화학회지
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• 제15권4호
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• pp.241-251
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• 2000

This study was designed to develop the education and training program of dietitians and cooks in contracted foodservice management company. The instruments were developed by reviewing extensive literatures on education programs and by interviewing with dietitians and cooks who were working in contracted foodservice management company. A total of 400 questionnaires were hand delivered at the fourteen contracted foodservice management companies by designated coordinators. A total of 286 questionnaires were usable; resulting in a 70.0% response rate. Statistics data analysis was completed using the SPSS for frequency analysis, reliability, mean value, t-test and ANOVA. The results of this study were summarized as follows: 1. The dietitians wanted to take a management course. The cooks wanted to take a culinary education. The dietitians and cooks took an emphasis on service education, foodborne illness & HACCP and sanitation & safety. Service as well as the taste of food and sanitation was emphasized according to the flow of customer satisfaction. 2. Contracted foodservice management company should provide dietitians and cooks with an education for the job to accomplish customer satisfactions.

• The Journal of Asian Finance, Economics and Business
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• 제7권8호
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• pp.613-623
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• 2020

In recent years, many firms have built a good recruitment policy, focusing on the requirements set for candidates to meet the employers' satisfaction; they often have certain requirements for each accounting job's position. The study aims to identify and measure factors affecting the employers' satisfaction with accounting graduates in Hanoi, the important locus of firms' labor force. We conducted a questionnaire consisting of 16 observation variables with a 5-point Likert scale. Independent variables were measured from 1 "without effect" to 5 "strongly". Based on the literature review and results of interviews, a total of 150 questionnaires were sent to participants; 135 of them met the standards and were subject to be analyzed. The results of Cronbach's alpha, Exploratory Factor Analysis (EFA) and Multiple Regression Analysis (MRA) identify three main determinants influencing the employers' satisfaction with accounting graduates in Hanoi, including students' experience before graduating (SEG), reputation of universities (RU), and university's recruitment support policy (RSP). Based on the findings, some recommendations have been proposed to help universities design training programs for creating better satisfactions for employers in the future. On this basis, the authors propose a number of recommendations to improve the employers' satisfaction with accounting graduates in Hanoi.

• 간호행정학회지
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• 제1권1호
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• pp.97-111
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• 1995

In our society today, a variety of medical caring system, along with a scientific development in the area of oriental medical science plus national demand, has increased the augmentation and the opening of oriental wards and hospitals (Han Bang), which has come to create an additional requirement of nursing activity at oriental medicine wards should be different from that of the general wards or the same as the other. In view of this, various studies need to be made in this connection. The purpose of this study is to comprehend the number of nurses who want to work at oriental medicine wards and measure job satisfaction in nursing as compared with those working at general wards so as to provide basic materials for future assignment and supplementary training for the nurses. An attempt was made to contribute toward nursing administration on the one hand improving nursing training course on the other hand. A total of 72 nurses currently working at two oriental medicine hospitals available in Seoul and 82 general nurses were selected for this study using the questionaire from December 1993 to January 1994. An instrument for the study was based on the measurement of work satisfaction developed by Paula L. Stamps including 37 questions complemented by Kim for revision (1993) and 14 questions regarding general characteristics and oriental medicine wards. The instrument to test dependability showed Cronbach's=0.7711. The collected data have been processed by computer package SPSS. General characteristics of the two groups and the matters involved in oriental medicine wards were calculated into real figure and percentage an similarities between the two groups were analyzed by t-test and F-test according to the characteristics of variables. The comparative test on work satisfaction among the two groups including general characteristics and work factors were conducted by t-test and F-test. The major findings as a result of the study are as follows : 1. As general characteristics, age group of $26{\sim}30$ years are more than any segment of age. As to marital status, the number of those in single status is slightly higher than the married. Approximately 80% of them are graduates of nursing schools and nursing colleges. They are mostly in service for one to three years. There is no significant difference between the two groups. 2. The number of those who want to work at oriental medicine wards represents 40.3% against 58.4%, being in favor of general wards. 3. The reason for service at oriental medicine wards is that "there is room for potential research" which happened to rank first, followed by "easy job," "good working atmosphere" and "growing interest in oriental medicine." 4. Work satisfactions among nurses who work at oriental medicine wards prove greater than that of nurses who work at general wards. 5. Work satisfaction between the two groups by work factors is reflected with significant difference statistically on task requirement, interaction and doctor-nurse relationships. 6. The general charcateristics and the work satisfaction by work factors prove that there are significant difference in age, marital status, education and the period of work. They tend to be more satisfied with the work as they grow in age. Significant differneces are found in the work factors such as autonomy, adiministration and professional job in the relationship with doctor-nurse. As to marital status, the married are more satisfied than the unmarried. There are significant differneces in the factors respecting administration and doctor-nurse college graduates are highly satisfied with task requirement. However, satisfaction with the professional level has proven the highest degree for those having master degree. The period of work and satisfaction : There are significant differneces in task requirement, administration, interactions, professional level and doctor-nurse relationships. As a general rule, the degree of satisfactions is in proportion to the lengrh of service. The following conclusions are drawn based on the fndings mentioned above. Even though the work satisfaction of the nurse who work at oriental medicine ward is relatively high, it is desired that personal consultation be given as to disposition of nurses when they are assigned to oriental medicine wards. It is also recommended that lectures on oriental medicine be conducted through supplementary training and/or basic nursing course in order that they may be motivated for ingenious activities with an increasing sense of self-esteem which will eventually enhance positive changes for the patients who are in need of oriental medicine nursing and for the medical teams. In addition, joint reseaches involvingclinical care and education should be in constant process for unique and scientific development for those who are subject to oriental medicine nursing care.

• 디지털융복합연구
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• 제13권4호
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• pp.101-114
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• 2015

본 논문의 연구목적은 콜센터 상담사의 이직요인을 학문적 실무적 관점에서 고찰하고 이에 대한 완화방안으로 콜센터 서비스에 스마트워크 기술과 상사지원 서비스의 융복합이 상담사의 직무만족에 정의 효과를 나타내는지 여부를 검증하는데 있다. 본 연구는 상담사의 이직요인에 대한 선행 연구의 이론적 배경을 토대로 스마트워크 효과와 상사지원효과를 조절변수로 하는 연구모델과 가설을 설정하고, 금융분야의 콜센터 상담사를 대상으로 설문 조사를 실시하였다. 가설검증을 위하여 자료 분석은 SPSS 20.0을 사용하였으며, 영향관계 검증을 위해서는 다중회귀분석, 조절효과 검증을 위해서는 위계적 회귀분석을 사용하였다. 실증분석 결과 상담사의 개인적 이직요인에 대한 스마트워크 조절효과와 업무적 이직요인에 있어 업무 과부하는 상사지원이 상담사의 직무만족에 유의한 정(+)의 조절효과가 있는 것으로 나타났지만, 직무탈진감에 대한 상사지원 조절효과는 부(-)의 효과가 나타났다. 이는 상담사의 속사정을 모르는 지나친 상사의 지원은 오히려 상담사 개인의 자존심에 역효과를 주어 이직율 완화에 부정적인 영항을 줄 수 있다는 점을 의미할 수 있다.

• 벤처창업연구
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• 제10권5호
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• pp.175-184
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• 2015

국내는 물론 세계적으로 컨설팅이 기업경영 성과에 미치는 영향이 커짐에 따라 컨설팅사의 영향력도 확대되고, 컨설팅 시장도 성장하고 있는 추세이다. 그럼에도 불구하고 아직 컨설팅은 그 범주에 대한 학문적 연구 기반이 넓지 않아서 관련 연구가 미흡하다. 본 연구는 컨설팅 산업이 기업에 미치는 영향이 크고 컨설턴트의 중요성이 부각됨에 발맞추어 컨설턴트의 직무 만족과 사회적지지가 성과에 어떤 영향을 미치는지 상관관계를 연구하였다. 본 연구는 기존의 제한적으로 양적연구에 치우쳐있던 컨설팅의 성과에 미치는 원인을 규명하는데 새로운 관점과 사고의 틀을 제공하는 첫 연구라는 점에서 가치가 있다. 연구 결과, 첫째, 컨설턴트의 직무만족과 성과는 정의 관계가 있다고 나타났다. 둘째, 컨설턴트에 대한 사회적 지지와 컨설팅 성과는 정의 관계가 있는 것으로 나타났다. 후속 연구를 통하여 컨설턴트의 자기개발, 컨설팅 보수, 컨설팅산업의 발전과 컨설팅 산업지원 정책의 방향설정에 기여를 함은 물론 컨설팅을 통한 산업경쟁력 강화 방안 마련 등의 정책자료로 활용될 수 있을 것이다.

• 한국병원경영학회지
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• 제7권4호
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• pp.24-56
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• 2002

The purpose of this study was to analyze the characteristics of socio-demographic, organizational culture, organizational conflict and organizational commitment, and to examine the interrelation of influential factors in the organizational commitment. The data for this study were collected through a self-administrated survey with a structured questionnaire to 1,027 subjects from several medical doctor staff members, nursing staff members, administration staff members, pharmacist, and technical expert of eleven hospitals. The data were collected by self-reporting questionnaire from July 29 to September 7, 2002. In this analysis frequency test, t-test, ANOVA, multiple regression were used. The main results of this research is as following; 1. According to socio-demographic characteristics the respondents' level of the organizational commitment was higher in a administration staff members than others, for males than females, and for employees aged more than forty, as working for longer time, and as higher level of the working position. 2. According to the organizational culture characteristics the progressive culture, affiliative culture, and task-focused culture among many types of organizational culture were moderately and positively correlated with the level of the organizational commitment while the hierarchical culture was negatively correlated. 3. According to the organizational conflict characteristics as the respondents who got less conflict experience in the organization, their level of the organizational commitment was higher. And, technical conflict experiences were expressed greater than hierarchical conflict experiences. 4. According to the job satisfaction characteristics as his or her satisfaction that is about the promotion, working itself, salary, and fellowship in the organizational was higher, the level of the organizational commitment was higher. The most important factor of the satisfactions was the fellowship among the respondents while the level of job satisfaction for the promotion and salary was average. 5. Overall, according to the result of Multiple Regression as older age and longer working hours, the level of the organizational commitment was higher and as a higher level of the satisfaction for the promotion, working itself, salary, and fellowship in the organization, it caused more effective factors for the organizational commitment. 6. According to the result of Multiple Regression for the doctor staff members in special hospitals rather than general hospitals the hierarchical culture and task focused culture was positively correlated with the satisfaction of working itself while hierarchical conflict factors in the organizational conflict characteristics was negatively correlated with the organizational commitment. For the nursing staff members the affiliative culture and the job satisfaction for the promotion, working itself, salary, and fellowship were positively correlated with the organizational commitment. For the administration staff members as the job satisfaction for the fellowship was positively correlated with the organizational commitment. For medical and pharmacy staff members as more working experience, correlation with the organizational commitment was positive. Besides, as he or she has a high perception of the affiliative culture, it caused statistically more effective factors for the organizational commitment. For the skill and technicians, male worker expressed greater organizational commitment in the organization than female worker. And also older age along with higher education also showed higher organizational commitment. Moreover, the job satisfaction for the fellowship was positively correlated with the organizational commitment. This study identified the major effective factors of the organizational commitment and analyzed the differences among the job category. In that respect, it is significant for the study to be able to provide a reference for managing hospital of industrial accident and organizational development. However, this study has a problem, which is not to identify a valuable model for examining the relationship between organizational factors such as organizational culture, conflict, satisfaction, and commitment. Therefore, further study is needed and strengthened in the field of organizational commitment for hospital for industrial accident.