• 한국콘텐츠학회논문지
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• 제13권3호
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• pp.330-338
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• 2013

본 연구는 우리나라 기업 구성원들이 지니고 있는 직무관련 가치관과 직무성과는 어떠한 관계가 있는지, 직무특성에 따라 직무관련 성과가 변화가 있는지 분석하는 것을 목적으로 하였다. 실증연구 결과, 내적 가치관의 차원 가운데 일에 대한 자부심, 조직에 대한 관심, 행동선호성 등의 차원들은 직무만족 및 조직몰입과 유의한 관계를 나타내고 있음이 밝혀졌다. 외적 가치관은 직무만족과 조직몰입에 모두 부(負)의 관계를 나타내었다. 직무만족에는 내적 가치관에서 직무특성의 조절효과가 외적 가치관의 경우보다 더욱 크게 나타났다. 또한 직무특성은 내적인 가치관과 관련하여 조직몰입에 더욱 많은 영향을 주었다. 본 연구는 일에 대한 내적 가치관을 강하게 보유한 기업 구성원을 조직에 참여시키고 성과에 기여할 수 있도록 유도하는 것이 필요하다는 관리적 시사점을 제시하였다. 또한 장기적 관점에서 경영자는 내재적 가치중심 기업문화의 역할을 강조함으로써 외적 가치관의 변화를 이끌어내는 노력을 지속해야 한다는 실천적 함의점을 제시하였다.

• 수산경영론집
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• 제27권1호
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• pp.15-45
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• 1996

The sustained economic growth cannot be expected without the balanced development in all the realms of industries. Korea has recorded the continuous high growth rate of economy, but it is now facing some difficulties in keeping the normal economic growth, because industrial workers do not like to work in some fields, the typical one of which is the fishery works. This thesis aims at studying the determinants of fishermen's job satisfaction(FJS) and the determinants of affecting the fishermen's trunover intention(FTI) to obtain and maintain the man power for fishing boats. This study assumes that the determinants which affact FJS are fishermen's work values, job characteristics, the attitude of accepting their fishery work, and that the determinants which affect FTI are FJS and their perceptions of labor market. This study concerns two kinds of Job satisfaction : one is an intrinsic satisfaction which comes directly from the work itself, and the other is an extrinsic satisfaction comes from the compensation for the work, but in this study “Pollnac's work satisfaction factor” is added as an additional determinant of FJS. There is a difference in job satisfactions between the individuals who have different work values. Some feel more satisfacttion than the others, which can be explained by the internal work values which assume the work is only a means for another objective of life. This study applies Hackman and 014ham's studies to the job characteristics that a worker's job satisfaction is positively related to the core job characteristis of the job. In addition, this study transformed their studies into variables. A job enrichment to reduce the simplicity of a work and make it more valueable can increase a job satisfaction, but an existing organization has limitation in redesigning the job for its enrichment. A reasonable answer about this matter can be obtained from the workers' subjective perceptins to highly regard the objective job characteristics. Worker's previews of fishery work also affect their job satisfaction because they are already informed of the details and charcteristics of the job that they have to carry out. A Job dissatisfaction causes their intention to leave jobs owing to general perceptions prevailing in labor markets.

• 산업융합연구
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• 제16권3호
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• pp.17-22
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• 2018

최근 국내 화장품 시장이 빠르게 성장하면서 많은 사람들이 피부관리에 관심을 가지게 되었다. 이에 피부미용관련 직종 중 대표 직업군인 피부미용사들의 자신의 직업에 대한 직업존중감과 만족도를 조사하여 현재 뷰티산업에 종사하는 전문가들의 직업만족도를 알아보고자 하였다. 조사는 서울 및 경기지역에 거주하는 현직 피부관리사 289명을 대상으로 설문을 실시하였고 그 결과 응답자의 대부분은 자신의 직업존중감이 높은 것으로 나타났다(M=3.81). 그러나 남, 여에 따라 '정당한 대우'에서, 학력에 따라 '상대적 우위'에서 유의미한 차이를 보였다(p<.o1). 직업만족도에서도 M=3.34로 높은 만족도를 보였고 근무시간, 직위, 급여에 따라 유의미한 차이를 나타냈다. 자아존중감과 직업존중감이 높을수록 직업의식에 대한 직무만족도가 높아진다. 따라서 직업의 가치를 평가하는 사회적 인식 수준의 향상과 자신의 직무에 대한 긍정적인 가치관이 피부미용사들의 직업 만족도를 높여 직무능력 향상에도 도움이 될 것으로 생각된다.

• 한국응급구조학회지
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• 제9권1호
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• pp.133-144
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• 2005

Purpose : The purpose of this study was to explore the structure and characteristics of job values about senior student of EMT Dept. Method : A Q-methodology was used to identify factors in job values. A Q-sample was collected from in-depth and objective interviews and literature reviews. A P-sample was composed of 31 EMT students. Result : Results revealed three factors; Self achievement-oriented, stability-oriented, and aptitude-oriented. The 'self achievement-oriented' factor was characterized by preference of achievement, worth, and activity in choosing occupation. The 'stability-oriented' factor was focused on security of retirement age, pay, compensation, and lifelong job. The 'aptitude-oriented' factor was showed aptitude, interesting in choosing occupation. Conclusion : We evaluated that these results was used as useful data for the development of curriculum and guidance of choosing occupation.

• 디지털융복합연구
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• 제17권1호
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• pp.433-442
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• 2019

진로교육과 미술교육을 융합하여 동네직업지도 그리기를 활용한 진로교육 수업지도안을 개발하고 적용하였다. 그리하여 학생들의 진로인식을 확장하고 하고자 하였다. 수업은 초등학생 5~6 학년 16명을 대상으로 3차시로 진행되었으며 사전, 사후 질문 및 학생 작품과 인터뷰를 통해 직업인식의 하위 개념인 직업가치관과 직업편견, 자기이해와 진로태도의 변화를 분석하였고 그 결과는 다음과 같다. 첫째, 학생들은 동네직업지도를 제작 수업을 통해 직업인식이 확장되었다. 직업의 필요성과 그 가치, 목적 등을 파악하는 능력이 향상되어 모든 직업은 가치가 있다는 직업가치관의 변화와 직업 편견의 변화가 나타났다. 둘째, 자신이 좋아하는 분야를 새롭게 이해하고 그 역할을 고민하는 과정에서 자기 이해를 바탕으로 진로태도가 변화하였다. 그리하여 본인의 의지보다는 사회가 요구하는 진로를 결정하는 상황에서 동네직업지도 그리기 수업이 학습자들의 초등학교 고학년 학생들의 전반적인 진로인식에 효과적이었다.

• 한국식생활문화학회지
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• 제23권2호
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• pp.139-151
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• 2008

The purpose of this study was to determine the empirical cause-effect relationships among business ethical values and person-organization fit, job satisfaction, turnover intent, and organizational performance within family restaurants and feeding facilities. Self-administered questionnaires were completed by 459 restaurant employees. The SPSS and Amos programs were then applied to the data to perform frequency, factor, reliability, correlation and SEM analyses. The primary results are as follows. First, business ethical values had a significant positive effect on person-organization fit. Second, person-organization fit had a significant positive effect on job satisfaction, and a significant negative effect on turnover intent. Third, job satisfaction had a significant positive effect, and turnover intent had a significant negative effect, on organizational performance. Finally, upon verifying the possible direct and indirect effects of business ethical values within family restaurants and feeding facilities, it was determined that the ethical values had significant direct and indirect effects on person-organization fit, job satisfaction, turnover intent, and organizational performance. These findings have various implications. For example, an improved in-house ethical working environment leads to greaterperson-organization fit, and having employees that feel there is better in-house ethical reliability leads to greater consistency between personal and organizational values, resulting in higher job satisfaction and ultimately organizational performance.

• 한국식생활문화학회지
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• 제24권6호
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• pp.702-710
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• 2009

The purpose of this study was to identify the competing values leadership of restaurant general managers and to investigate the impact of their competing values leadership on employee job satisfaction and turnover intention. A sample of full-time restaurant employees (n=360, 36% response) completed an e-mail survey. The results showed that among the eight sub-dimensions of competing values leadership roles, the monitor (4.04), producer (4.01), and director (3.99) roles were perceived as the most frequently used leadership styles of managers compared to broker (3.78), innovator (3.83), and mentor (3.91) roles (p <0.001). Additional T-test results suggested that an employees' gender had an influence on how he/she perceived the leadership style of their manager. Male employees were more likely to perceive that the director and mentor roles (4.19) were performed very well by their managers, while female employees perceived that their managers concentrated more on monitor (3.98) and producer (3.96) roles rather than on broker (3.73) and innovator (3.79) roles (p<0.05). It was found that manager competing values leadership had a significant correlation with employee job satisfaction, and the mentor, coordinator, and innovator manager roles explained the relationship with 42.1% based on multiple regression analysis (p<0.001). In further findings, the manager competing values leadership roles had an effect on employee turnover intention. The results of the data were as follows: mentor and facilitator roles promoted a decrease in employee turnover intention and the director role caused employee turnover intention to increase. Ultimately, this study will be useful for restaurant managers to guide the application of appropriate competing values leadership roles in order to strengthen employee job satisfaction and to reduce turnover intention.

• 한국컴퓨터정보학회논문지
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• 제24권6호
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• pp.135-140
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• 2019

The purpose of this study was to find the ethical values of dental hygiene students, to establish the right ethical values of the students, and to provide a fundamental material for the ethical education direction and curriculum of the students. In order to examine the general characteristics and ethical job behavior level among dental hygiene students, a research was conducted from 1st April 2017 to $30^{th}$ June 2017 through selecting freshman, sophomore, junior and senior students currently enrolled in the department of dental hygiene at 5 different colleges as the subjects. Statistical analysis was performed using IBM SPSS 22. The frequency analysis was used to examine their general characteristics. The independent t-test was used to examine their ethical job behavior according to their religion, hospital practice experience and code of ethics as a dental hygienist, and the one-way ANOVA was used to examine their ethical job behavior according to grade-specific characteristics. Lastly, the Scheffe's post hoc test was conducted. The significance level was 0.05. Given the results, ethical job behavior was significantly different between the group of students with religion, the group of students with hospital practice experience, different school year students, and the group of students aware of code of ethics as a dental hygienist.

• Asia pacific journal of information systems
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• 제7권1호
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• pp.49-66
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• 1997

Matching individual career desire and career path is desirable for individual motivation and organizational effectiveness. Some studies reported that major career orientations of MIS personnel are technical and managerial orientation. Furthermore, dual ladder system is based on the same notion above. However, subsequent research conclusions of this issues have been contradictory. Mnwhile, past studies on the work value of MIS personnel are mainly concentrated on the differences between MIS personnel and other occupations. To date, the study on the differences in the values of job factors between major career orientations is rare. The purpose of this study is to find out major career orientation of Korean MIS personnel and the differences of values of job factors between major orientations. The research result is two conclusions. First, major career orientations of Korean MIS personnel are technical and managerial orientation. Second, both group do not have different values about job property related factors, but managerial orientation group gives high values to the some organization related factors such as company policy, responsibility, authority, salary level and opportunity of promotion.

• 아동학회지
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• 제27권1호
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• pp.67-79
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• 2006

Participants were 272 teachers from kindergartens and child care centers who responded to 2 survey questionnaires: translated and revised versions of Laub's (1999) Servant Organizational Leadership Assessment(SOLA) and Jorde-Bloom's(1989) Early Childhood Job Satisfaction Survey(ECJSS). Components of SOLA were values people, develops people, displays authenticity, builds community, provides leadership, and shares leadership; components of ECJSS were co-worker relationships, administrator relationship, job itself, working environment, possibility of rewards/promotions, feelings about the organization. Data were analyzed by SPSS WIN computer program, Pearson's correlation and multiple regression analyses. Relationships were found between servant leadership of the early childhood educational institution and job satisfaction. Components of perceived servant leadership that predicted job satisfaction were 'develops people', 'displays authenticity', 'values people' and 'provides leadership.'