• 한국콘텐츠학회논문지
• /
• 제11권12호
• /
• pp.190-205
• /
• 2011

본 연구는 MICE산업 종사자들을 대상으로 직무스트레스가 이직의도에 미치는 영향과 이들 간에 직무만족 조직몰입의 매개역할을 탐구하는데 그 목적이 있다. 연구를 위해 역할스트레스요인(역할갈등, 역할모호성, 역할과다), 과업스트레스요인(직무일상성, 직무타율성), 조직스트레스요인(직업불안정성, 분배불공정성)의 7개의 변수들을 검토하였다. 자료는 수도권 MICE 업체에 근무하는 303명의 종사자들로부터 구조화 된 질문지를 사용하여 수집하였다. 자료 분석은 AMOS 18.0 통계패키지를 사용하였으며, 주요 발견사항은 다음과 같다. 첫째, 총 효과에서 7개의 직무스트레스 요인 모두 이직의도에 해로운 영향을, 역할스트레스 요인들보다는 조직스트레스 요인(직무불안정성, 분배불공정성)이 이직의도에 훨씬 더 심각한 영향을 미쳤다. 둘째, 직무만족 조직몰입의 매개변수 역할은 물론 이직의도에 직접적인 영향을 미쳤다. 셋째, 역할모호성은 직무만족을 통한 간접적인 영향을, 반면 역할갈등과 역할과다는 직접적인 영향은 물론, 조직몰입을 통해 간접적으로도 영향을 미쳤다. 넷째, 직무일상성과 직무타율성은 직무만족과 조직몰입의 매개를 통해, 직업불안정성과 분배불공정성은 직접적인 영향은 물론 매개변수를 통해서도 이직의도에 영향을 미쳤다.

• 한국프랜차이즈경영연구
• /
• 제9권4호
• /
• pp.33-43
• /
• 2018

Purpose - In hotel industry, quality of leader-member exchange(LMX) relationship is very critical, because it impacts on the employee's work attitude and behaviors. Thus, this research examines the effect of LMX on employee loyalty in the context of hotel business and identifies mediating roles of work stressors, work role performance in the relationship between LMX and employee loyalty. This research suggests the guidelines for how hotel leaders should manage their employees and build employee loyalty that improve management and business performance. Research design, data, and methodology - This study tests the structural relationship between LMX, work stressors, work role performance, and employee loyalty. Work role performance divide into three sub-dimensions such as individual task proficiency, individual task adaptivity, and individual task proactivity. In order to examine the purposes of this research, research model and hypotheses were developed. All constructs were measured with multiple items developed and tested in the previous studies. The data were collected from 113 franchise hotel employees and were analyzed using SPSS 22.0 and SmartPLS 3 program. Result - The findings of this research are as follows. First, leader-member exchange(LMX) have significant positive impacts on work stressors, work role performance, and employee loyalty. Second, work stressors have significant negative impacts on work role performance and employee loyalty. Third, work role performance has significant positive impact on employee loyalty. Conclusions - The outcomes of this research indicate that hotel leaders should focus on the dyadic relationship with their employees how to improve employee productivity through LMX relationship. In turn, the quality of this relationship influences employees's work attitudes and behaviors. As a result of increasing job demands in hotel business which relies heavily on human resources, the hotel leader must find ways to prevent or reduce stressors and associated strains. If hotel employees perceive the high quality of LMX relationship, they improve their work role performance which influences loyalty. Therefore, the hotel leaders should develop monetary or non-monetary reward system for the employees and, make an efforts to have unique social exchange relationships with employees.

• Journal of Preventive Medicine and Public Health
• /
• 제35권2호
• /
• pp.160-168
• /
• 2002

Objectives : This study was intended to investigate the differences of job stressors between managers and low level employees among white-collar workers. Another objective of this study was to examine whether the effects of job stressors on mental health differ between the two groups. Methods : Data was obtained from 204 managers and 258 low level employees who were employed in white-collar jobs. Fourteen job stressors and seven job stress variables were measured. Results : Among the 14 job stressors, role overload, job insecurity, and work-family conflict were higher job stressors for the manager group whereas role conflict, work-aptitude incongruity, participation in decision making, and promotion problems were higher job stressors for the low level of employees. There were no differences in job stress scores between the two groups. However, differences in the effects of job stressors on job stress were found between the two groups. For the manager group, job insecurity, work-aptitude incongruity, and work-family conflict significantly affected in explanation of job stress whereas for the low level employees, role underload, peer satisfaction, and environmental problems significantly explaining the job stress variables. Conclusions : There were significant differences in job stressors between managers and low level employees among white-collar workers. Additionally there were differences in the effects of job stressors on job stress between the two groups.

• 한국콘텐츠학회논문지
• /
• 제15권1호
• /
• pp.366-378
• /
• 2015

본 논문의 목적은 미국 자립생활센터 실무자들이 경험하는 직무스트레스의 정도를 파악하고, 이들의 직무스트레스와 소진간의 관계를 밝히기 위함이다. 온라인조사와 설문지 조사를 통하여 설문에 최종 참여한 자립생활센터 실무자는 총 218명인데 이들이 경험하는 직무스트레스 중 직무갈등(role conflict: RC)점수는 평균 22.48 (SD = 5.80)이며 직무모호성(role ambiguity: RA) 점수는 평균 22.20 (SD = 4.30), 직무과중(role overload: RO)점수는 평균 9.14 (SD = 2.55)로 나타나 다른 휴먼서비스 직군에 비해 평균이상의 직무스트레스를 가지고 있는 것으로 나타났다. 또한 자립생활센터 실무자들의 개인적 조직적 특성에 따른 직무스트레스 정도를 ANOVA LSD 사후검정을 통해 분석한 결과, RC지수는 실무자의 나이, 직무내용, 교육정도, 휴먼서비스 근무경력, 주당 근무시간에 따라 점수 차이를 보였고, RA지수는 실무자의 휴먼서비스 근무경력과 주당 근무시간에 따라, RO지수는 휴먼서비스 근무경력에 따라 그룹 간 차이를 보이는 것으로 나타났다. 마지막으로 자립생활센터 실무자들이 경험하는 직무스트레스와 소진간의 관계성을 알아보기 위해 회귀분석한 결과, 세 가지 직무스트레스 모두 소진의 예측변수로 나타났다.

• 한국의류산업학회지
• /
• 제10권2호
• /
• pp.209-219
• /
• 2008

The purpose of this study was to investigate job stressors of information planning process and the relevant affairs of Fashion Information Providers, using the qualitative research method. This study was performed by interview with 14 fashion information planning providers from April to May in 2007. In the information planning process, there were five steps on fashion information providers' recognitions of stressors: information gathering, analysing, planning, presenting and evaluating. In the relevant affairs of fashion information activities, job stressors consisted of task related stressors, role related stressors, organization related stressors, personal characteristics, and outsides of organization related stressors.

• 대한가정학회지
• /
• 제41권2호
• /
• pp.93-106
• /
• 2003

The purpose of this study was to investigate job stressors, job stress symptoms, and job performance of workers in fashion industry. The data were obtained from questionnaire completed by 529 workers who were employed in textile or clothing manufactures located in Seoul, Daegu, Busan, and Masan area. The SPSS package was used for data analysis which included frequency, mean, correlation, and factor analysis. Job stressors consisted of environmental related stressors, job related stressors(task characteristics and role characteristics) and organization related stressors(organization climate and career development). Most of job stressors were significantly correlated with job stress symptoms but their correlation coefficients were low. Among job stressors, quantitative work overload was found to be a major stressor. Workers in fashion industry appeared to evaluate their job performance relatively good. Also, it was found that behavioral and psychological symptoms were negatively correlated with job performance.

• 산업경영시스템학회지
• /
• 제26권1호
• /
• pp.40-46
• /
• 2003

The employees in information system organization are highly exposed to stress. However, there is little theoretical or empirical study on the effects of job stress on IS organizations. A major reason is because few researchers consider consequences of job stress. The major purpose of this study is to verify negative effects of job stress for IS organization. This study have three purposes : to investigate the relationship between job stressors and perceived job stress; to understand the effect of perceived job stress and job attitude - job satisfaction, job involvement; to examine the role of moderators such as social support and personality in the relationship between job stressors and perceived job stress in information system organizations. The results of this study suggest that job stressors such as role overload and role ambiguity are significantly related to perceived job stress, the higher the perceived job stress is the lower the job attitudes such as job satisfaction and job involvement, and the employees' personality has moderating effects between the job stressor and perceived job stress.

• 한국의류산업학회지
• /
• 제7권1호
• /
• pp.33-40
• /
• 2005

This study is to develope the job stress model for workers in fashion and textile industries and to investigate the effect of job stressors on stress symptom and its effect on job performance. The structural equation model analysis was performed for examining the relationship among job stressors, stress symptom and job performance. Environmental factors, task factors, role factors and organizational climate factors were identified as job stressors. Task characteristics and role characteristics were positively related to job stress symptom. Environmental factors and organizational climate factors were negatively related to job stress symptom. Also, job stress symptom was negatively related to job performance. The findings suggest some implications on how to improve job performance or to reduce job stress.

• 한국화재소방학회논문지
• /
• 제28권6호
• /
• pp.99-107
• /
• 2014

본 논문에서는 경찰공무원을 대상으로 하여 직무스트레스요인과 직무만족, 조직몰입 간의 영향관계를 살펴보고, 직무 스트레스요인과 직무만족 간의 관계 및 직무만족과 조직몰입 간의 관계에서 사회적 지지의 조절효과를 살펴보았다. 첫째, 직무나 조직의 특성과 관련된 직무스트레스요인들이 직무만족이나 조직몰입에 영향을 주는 것으로 나타났다. 직무만족에 대해 유의미하게 영향을 미치는 직무스트레스요인은 역할모호성과 지각된 비통제감인 것으로 밝혀졌다. 둘째, 직무만족에서 조직몰입에 미치는 영향관계가 아주 크게 나타났을 뿐만 아니라 유의미하였다. 셋째, 역할과중에도 불구하고 사회적 지지가 높은 집단은 직무만족이 상승한 것을 알 수 있었다. 또한 사회적 지지가 높은 경우에는 직무만족이 유의미하게 조직몰입을 증가시킴을 알 수 있었다.

• 대한물리치료과학회지
• /
• 제9권2호
• /
• pp.87-98
• /
• 2002

The main objective of this study is to evaluate role-related job stressors of physical therapists and to examine the relationship between job stress and organizational effectiveness. A survey was conducted through structured questionnaire for the physical therapists working in Busan area, and data from 175 therapists were utilized in the final analysis. Survey items included general characteristics of the therapists(sex, age, education, marital status, religion, income, etc.), various kinds of job stressors(role conflict, role overload, role ambiguity, physical burden), and organizational effectiveness measured in terms of job satisfaction, organizational commitment and organizational citizenship behavior. Major results are as follows: 1) The level of physical therapists' job stress was found to be in average range, recording 2.65 on 4-point scale. 2) It appeared that main job stressors of physical therapists were role ambiguity and role overload, and this was more apparent in the case of younger, relatively less-educated, unmarried, and lower-grade employees. 3) On the other hand, in the case of relatively more-educated and higher-paid employees, role conflict was comparatively more important job stressor. 4) Regression analysis suggested that, as Job stress increased, job satisfaction and organizational commitment decreased; however, no significant relationship was found between job stress and organizational citizenship behavior. 5) These results imply that, in order to perform effective and efficient personnel administration of physical therapists, adequate job stress management would be very important task for the hospital managers.