• Title/Summary/Keyword: Job Stress

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A Meta-analysis of variables related to organizational commitment of social workers (사회복지사의 조직몰입과 관련된 변인에 관한 메타분석)

  • Lee, Jung-Gun
    • Journal of the Korea Academia-Industrial cooperation Society
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    • v.21 no.11
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    • pp.455-464
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    • 2020
  • This study examined the correlation between the variables related to the organizational commitment of social workers. The research results are as follows. First, the overall effect size of the variable group had an intermediate effect size. Among the four organizational commitment-related variables, the job-related negative variable had the largest effect size. Next, the group of positive variables related to the organization, the group of positive variables related to the job, and the group of individuals related to the individual were in order. Second, among the individual-related variables, experience, gender, and education showed a small effect size, and other factors were close to the small effect size. In the group of positive variables related to organization, all variables except for transactional leadership and organizational fairness, which had a medium effect size, showed a large effect size. The job-related positive variables showed a large effect size only for job satisfaction, and customer orientation and job suitability were close to the large effect size. The turnover intention, which is a group of job-related negative variables, had a large effect size and job stress showed a medium effect size.

The Relationship between Job Stress and Job Satisfaction of Caregivers (요양보호사(療養保護司)의 직무(職務)스트레스와 직무만족도(職務滿足度)의 관계(關係))

  • Kim, Dong-Uk;Kim, Chul-Woung;Lee, Moo-Sik;Na, Baeg-Ju;Hong, Ji-Yang;Yoo, In-Sook
    • Proceedings of the KAIS Fall Conference
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    • pp.755-758
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    • 2009
  • 본 연구는 요양보호사들의 직무스트레스가 직무만족도에 미치는 영향을 알아보고자 하는 연구로 연구대상은 대전지역의 요양시설에 근무하는 요양보호사 302명을 대상으로 2008년 10월 6일부터 10월 30일 까지 구조화된 설문지를 이용하여 다음과 같은 결론을 얻었다. 연구 대상자의 직무스트레스에 대한 요인은 총 4개로 요인별 평균값은 환자관련이 2.38(표준편차 1.27), 업무관련 2.27(표준편차1.23), 대인관계 2.04(표준편차 1.01), 경제적인면 2.09(표준편차 1.17)로 나타났다. 연구 대상자의 직무만족에 대한 요인은 총 2개로 요인별 평균값은 업무자체에 대한 만족여부가 3.36(표준편차 0.690), 이직의사 2.36(표준편차 0.796)으로 나타났다. 업무에 대한 만족여부는 환자관련(P=0.021) 스트레스와 업무관련(P=0.014)스트레스가 유의하게 나타났고, 이에 대한 영향으로는 연령에서 50대(P=0.002), 40대(P=0.008), 20대(P=0.030), 종교를 가지고 있는 그룹(P=0.041), 근무동기로는 일에 대한 보람(P=0.042), 경력은 3년이상(P=0.002), 6개월이상 1년미만(P=0.006), 6개월미만(P=0.002)인 그룹, 소유자격증에 관해서는 간호사(P=0.009)면허 소지 그룹, 돌보는 환자수로는 1~5명(P=0.034), 6명~10명(P=0.001), 근무시간은 24시간(P=0.000)근무와 8시간 교대근무(P=0.026)가 유의한 영향을 주는 것으로 나타났다. 5. 이직의사 여부에서 요인2.업무관련(P=0.002)스트레스 유의하게 나타났고, 이에 대한 영향은 무교(P=0.010)인 그룹, 근무동기로는 미래에 대한 준비(P=0.012), 월급여로는 100만원~149만원(P=0.030), 돌보는 환자수로는 6명~10명(P=0.020)이 유의한 영향으로 나타났다.

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The Process of Occupational Socialization of the Court Security Team (법원경비관리대의 직업사회화 과정 분석)

  • Park, Ok-Cheol;Kwon, Tae-Il
    • Journal of the Society of Disaster Information
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    • v.8 no.3
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    • pp.276-286
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    • 2012
  • The purposes of this study are to investigate various experience factors of the court security team's occupational socialization process and suggest basic materials which are necessary to establish educational service strategies of preliminary court security and guard. Therefore, in-depth interview and ethnographic study were conducted for 4 court securities whose career is more than 3 years. As the result, the process of occupational socialization process of the court security was divided into preparation period, adaptation period, conflict period and maturity period. In the preparation period, vision of university departments, acquisition of certificates and information of the court security team are the factors of basic stage for becoming court securities. In the adaptation period, they adapt themselves for playing their own roles sincerely and become professional manpower after being court securities, through the university educational program useful for practical duties, certificates for practical duties and occupational satisfaction. In the conflict period, they aware conflicts of the company and job stress, that court securities should experience, and endure them. In the maturity period, they are grown by one more step as court securities, through the motivation, job professionalism, occupational prospect and efforts of self-development.

Effects of Organizational Justice on Emotions, Job Satisfaction, and Turnover Intention in Franchise Industry (조직공정성이 감정, 직무만족 그리고 이직의도에 미치는 영향)

  • Han, Sang-Ho;Lee, Yong-Ki;Lee, Jae-Gyu
    • The Korean Journal of Franchise Management
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    • v.9 no.2
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    • pp.7-16
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    • 2018
  • Purpose - Turnover Intention in the franchise industry is becoming a very important issue. This study examines the structural relationships between organizational justice, emotion, job satisfaction, and turnover intention in the franchise industry. In this model, emotion was classified into two sub-dimensions such as positive and negative emotion. Research design, data, methodology - The sample of this study collected from employees of a food-service franchise company is representative. Copies of the questionnaire along with a cover letter were delivered by a research assistant to the human resources manager or the general manager of the selected food-service franchise firms after they agreed to participate in the study. In order to increase the response rate of the respondents, a small gift was provided to the respondents who completed the questionnaire. A total of 300 questionnaires were distributed and 285 returned responses, 9 responses were not usable due to missing information. Thus, a total of 276 responses were used using structural equation modeling with Smartpls 3.0. Results - The results showed that organizational justice had positive significant effects on positive emotion and job satisfaction. Job satisfaction had negative a significant effect on turnover intention. And negative emotion had positive significant effect on turnover intention. Conclusions - The results of this study provide some implications. If employees feel that the franchise headquarters is fair about the methods and procedures of decision making, resource allocation, information sharing, etc., it means that employees feel better. If the franchise's decision-making processes and methods and results are transparently disclosed and processed in accordance with the internal rules of the company, the employees will be able to fully understand and accept them. The results of this study also show that positive and negative emotions of service-based franchise employees have different effects on job attitude and organizational behavior. In particular, when negative emotions of employees are passed on to others and the results are negative, employees may feel that they are disoriented or wrong. Therefore, the franchise headquarters should try to inspire employees' sense of organizational community, and should pay attention to how to relieve the job stress and the fair distribution of work and rewards.

Negative Transition of Smart Device Utility: Empirical Study on IT-enabled Work Flexibility, After Hours Work Connectivity, and Work-Life Conflict (스마트기기 효용의 부정적 전이: IT기반 업무 유연성, 근무시간 외 업무 연결성, 일-삶 갈등에 관한 실증 연구)

  • Kim, Hyung-Jin;Lee, Yoon-ji;Lee, Ho-Geun
    • Informatization Policy
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    • v.26 no.4
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    • pp.36-61
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    • 2019
  • While smart devices can have a positive impact on work efficiency and productivity by reducing time-space constraints and enabling rapid processing of tasks, side effects can arise from the imbalances between work and personal life. In recent years, as smart devices are increasingly used in work environments, it is more necessary than ever to understand the related phenomenon, find the cause of negative effects, and search for appropriate solutions. This study has developed and verified a theoretical model that shows how the technical characteristics known as the utility of smart devices are converted into negative results such as work-life conflict. As a result of analyzing the collected data from the employees, our study provides significant implications for the researchers, as well as the practitioners and policy makers, regarding various relationships among IT-enabled work flexibility, after-hours work connectivity and work-life conflict, and the new knowledge about the important role of segmentation supplies from the organization.

The Personal characteristics of university students participating in leisure activities and the impact of their leisure experience on job-seeking Stress (여가활동에 참가하는 대학생들의 개인적 특성과 여가참가경력이 취업스트레스에 미치는 영향)

  • Seo, Soo-Jin
    • Journal of Digital Convergence
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    • v.18 no.10
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    • pp.501-507
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    • 2020
  • The purpose of this study is to identify the personal characteristics of college students participating in leisure activities and the impact of their leisure experience on job-seeking Stress, To achieve this purpose, subjects of this study were sampled 264 university students participant using purposeful sampling method for 2 months from september to october of 2019. Using questionnaires stratified cluster random sampling in university students in C city. Studies have shown that first, looking at gender, women receive more academic stress than men. Second, looking at the results of the school year, the first and fourth graders received more personality stress than the second and third graders. Third, if you look at the results of the major category, it turns out that students in the natural major receive more personality stress than in the social major category. In addition, students in the humanities major are more stressed out about the Family environment stress than in the natural major. Fourth, if you look at the results of the allowance, students who receive 400,000 won to 500,000 won and those who receive 100,000 won to 200,000 won or less are under stress from the family environment stress than those who receive 500,000 won or more. Fifth, if you look at the results of your experience in leisure activities, the more experience you have in leisure Therefore, college students will have to lay the groundwork for self-control through various leisure activities for job stress. activities, the lower your job-seeking Stress.

Relationship between Maternal Work Activity and Congenital Muscular Torticollis (어머니의 직업활동이 선천성 근육사경에 미치는 영향)

  • Kim, Ki-Jeon;Song, Brian Byung
    • The Journal of the Korea Contents Association
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    • v.13 no.9
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    • pp.270-280
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    • 2013
  • The Purpose of this study was to investigate the relationship between congenital muscular torticollis and maternal work activity. This study was conducted with a total of 89 outpatient pregnant women whose child presented congenital muscular torticollis at the Department of Rehabilitation of "C" Hospital in Suwon within the period from 2006 to April 30, 2011. The results were as followings: (1) The mean age at the time of giving birth was 30.09years; the proportion of pregnant women with college education or higher was high; the proportion of first delivery was 82.0%; the most common way of delivery was natural childbirth, followed by Cesarean section and vacuum extraction; the proportion of breech delivery was 20.2%; and in 82.0% of the women, the first child had congenital muscular torticollis. (2) 59.6% of the women had a career; 45.3% had engaged in professional practice or had a related job; 75.5% had worked until the third trimester of their pregnancy; 54.7% had worked for seven hours or more in a seated position; and the mean number of working hours was 8.75 (3) The level of work-related stress was a low 25% or less, and in the subdivisions of work-related stress, only the level of strained relations belonged to the upper 50% or higher. (4) For the correlation between the survey respondents' job stress and job features, stress (full score: 100 points) showed a strong positive correlation with job demand, strained relations, inadequate reward, and workplace culture. Workplace also showed a strong positive correlation with inadequate reward. Mean daily working hours showed a strong positive correlation with mean weekly working hours.

Factors Influencing Health Status by the salutogenic Theory of Radiologists (방사선사의 건강생성이론에 의한 건강상태 영향요인)

  • Seo, Young-Ho;Kim, Keon-Yeop;Nam, Hang-Me;Park, Chang-Hee
    • Journal of the Korea Academia-Industrial cooperation Society
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    • v.21 no.1
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    • pp.291-299
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    • 2020
  • This study is based on the theory of salutogenesis, and investigates factors affecting the health status of radiologists who experience high stress and health problems in the rapidly changing medical environment. The study enrolled 379 radiologists working at hospitals in Daegu. A health structure model was established by applying the theory of salutogenesis. Sense of coherence had a direct effect on the health status of radiologists. Psychological stress, social support, and drinking were also influential factors, due to their mediating effect on the sense of coherence. Moreover, social support was also found to be lower when job stresses were higher. Hence, increased psychological stress resulted in lower levels of sense of coherence, social support and exercise. Taken together, results of this study indicate that effects on the sense of coherence have maximum influence on the health status of radiologists, and social support among general resistance resources is an important factor for enhancing sense of coherence. In addition to social support and health behaviors, researches involving various resources and the development of organizational strategies and health promotion intervention programs are required in future, to enable radiologists to cope with their stresses and improve health.

Relationship between Organizational Culture, Organizational Trust and Organizational Performance of Special Guard Organization (특수경비조직의 조직문화와 조직신뢰 및 조직성과의 관계)

  • Kim, Hyo-Joon
    • Korean Security Journal
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    • no.29
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    • pp.59-86
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    • 2011
  • The purpose of this study is to investigate the relationship between organizational culture, organizational trust and organizational performance of special guard organization. This study had selected special guards from 4 different private guard companies which are in Seoul area on March 2011. Using Judgement Sampling, 161 samples were drawn for the use of final analysis. Questionnaire used in this study was consisted of the total 42 question, and executed frequency analysis, factor analysis, reliability analysis, correlation analysis, multiple regression analysis, path analysis by SPSSWIN 18.0. The Cronbach's ${\alpha}$ value which represents the reliability of the survey came out to be over .592. The results are following: First, the organizational culture of special guard organization affects organizational trust. That is, when a developmental, reasonable, consensual and hierarchical culture is activated, cognitive emotional and behavioral trust is increased. Second, organizational culture of special guard organization affects organizational performance. That is, when a reasonable and consensual culture is activated, job-satisfaction becomes higher. On the other hand, when a developmental, reasonable and hierarchical culture is activated, organizational flow becomes higher. Third, organizational trust of special guard organization affects organizational performance. That is, when a cognitive emotional and behavioral trust works highly, job-satisfaction and organizational flow is increased. Fourth, Special security organization's organizational culture affects as a result in organization result. As well as organizational culture exerts direct influence on organization outcome, I exert effect that is indirect in organization outcome through action trust which is low rank factor of organization trust.

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Current status of working environment monitoring the designated organization's laboratory and factors affecting reliability of the analysis results (작업환경측정 지정기관의 분석실 현황 및 분석결과의 신뢰성에 영향을 주는 요인)

  • Kim, Ki-Woong;Park, Hae Dong;Kim, Sungho;Ro, Jiwon;Hwang, Eun Song;Chung, Eun-Kyo;Cho, Kee Hong
    • Journal of Korean Society of Occupational and Environmental Hygiene
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    • v.28 no.1
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    • pp.108-116
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    • 2018
  • Objectives: This study investigated to the analytical work environment, analyst's expert and status of analytical instrument in the designated organization's laboratory for measuring work environment, and carried out to ensure reliability of analytical results. Methods: This study was conducted by 114 analysts who work in designated organization's laboratory for measuring work environment. Information on the working environment and personal characteristics of the analysts were collected using a self-reported questionnaire and were analyzed using the SPSS program through analysis of frequency and t-test. Results: The speciality of subjects was occupational health(57.0%), environmental health(38.6%) and environmental engineering(4.4%), and they had a higher level of academic ability than workers in other industries. Analysts had to handle a large number of sample analysis and many tasks other than analytical work. The analysts answered that it was difficult to analyze organic substances than inorganic substances, and the difficult parts were the analytical methods setting of new substances(55.3%), instrument analysis(24.6%) and principle of analysis(23.7%). Analytical instruments mainly have legally required instruments. The difficulty of the analysis is solved from the senior analyst in the laboratory and analytical information is mainly exchanged through seminar organized by the Association of Occupational Health Analysts. The analysts who are planning to move or considering the company were 48.2%, and the reasons for moving the company were difficult to work(14.0%), low salary(9.6%), employment type(8.8%) and job stress(7.0%). Conclusions: The conclusions of our study were that it was possible to secure reliability by solving the problems such as implementing professional education to improve expertise of analysts, strengthening analytical instruments through institutional improvement and improving work environment.