• 한국콘텐츠학회논문지
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• 제22권9호
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• pp.544-560
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• 2022

본 연구는 사회서비스 종사자의 임파워먼트가 서비스지향성에 미치는 영향에 대한 직업존중감의 매개효과를 검증하고자 충청북도 지역자율형 사회서비스투자사업 제공인력 대상으로 설문조사하여 329부의 자료를 분석하였다. 주요 연구결과는, 임파워먼트 하위요인 중에서 업무수행 관계와 개인적 업무지향이 직업존중감에 유의미한 영향을 미치며, 업무환경 통제 임파워먼트가 서비스지향성 하위요인 모두(신뢰지향, 성실지향, 유형지향)에 유의미한 영향을 미치는 것으로 나타났다. 또한 개인적 업무지향 임파워먼트는 서비스지향성 하위요인 중 성실지향과 유형지향에 유의미한 영향을 미치는 것으로 나타났으며, 사회서비스 종사자의 임파워먼트는 직업존중감을 매개로 서비스지향성에 긍정적 영향을 미치는 것으로 확인되었다. 매개변수인 직업존중감은 서비스지향성의 하위변인인 성실지향과 유형지향에 영향을 미치는 것으로 확인하였다. 이에 사회서비스 종사자의 서비스지향성 제고를 위해 명확한 업무이해를 위한 매뉴얼 개발과 종사자 스스로 능력을 개발할 수 있도록 지속적이고 실질적인 보수교육이 필요하며, 서비스 전달자로서 다양한 이용자를 대상으로 서비스지향적 태도를 가질 수 있도록 제도적, 정책적 보완이 필요함을 제안하였다.

• 보건의료산업학회지
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• 제8권3호
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• pp.75-87
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• 2014

The purpose of this study was to identify job satisfaction and organizational commitment depends on their organizational cultures. A survey, including the Organizational Culture Scale, Job Satisfaction Scale and Organizational Commitment Scale, was administered to 276 nurses working at 4 small to medium sized hospitals in B city. The dominant organizational culture of nursing organization was relation-oriented culture. The mean score of job satisfaction and organizational commitment was 2.68 and 4.25 respectively. Job satisfaction and organizational commitment were positively correlated with innovation-oriented, task-oriented and relation-oriented culture. Organizational commitment was negatively correlated with rank-oriented culture. Innovation-oriented, clinical career, relation-oriented and rank-oriented culture were variables influencing on job satisfaction and innovation-oriented and rank-oriented culture were major variables influencing organizational commitment. In conclusion, innovation-oriented and rank-oriented culture had a significant influence on nurses' job satisfaction and organizational commitment. Therefore, we have to develop strategies to enhancing the innovation-oriented culture and to reducing the rank-oriented culture.

• 보건의료산업학회지
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• 제4권1호
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• pp.111-123
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• 2010

The purpose of this study is to examine relations between the job satisfaction and separation intent of radiologists from secondary medical institutes, providing basic information needed to earlier prevent radiologists' separation, improve their quality and effectively manage them. 1. The subjects' job satisfaction was 2.32 points in mean score, which was below the average. 2. Concerning difference in job satisfaction among the subjects in accordance with their demographic characteristics, it was found that radiologists are significantly different among them in job satisfaction according to their age and position. 3. The surveyed radiologists' intent of separation was 2.89 points in mean score, which was not significantly high. 4. Concerning difference in the intent of separation among the participants in accordance with their demographic characteristics, it was found that radiologists are significantly different among them in the intent of separation according to their age, marital status, position and average monthly income. 5. There were significant correlations between the subjects' job satisfaction and intent of separation. In other words, the higher radiologists are in job satisfaction, the lower they are in the intent of separation.

• 한국병원경영학회지
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• 제23권1호
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• pp.16-27
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• 2018

1) Purpose : The purpose of this research is to identify the trend of job stress of hospital nurses based on last 10 years of domestic research and to suggest directions for systematic future research. 2) Methodology : 101 studies between 2006 and 2016 were selected using key words such as registered nurse and job stress from Academic Information Service(Riss4u), the National Assembly Library and Korean studies Information Service System(KISS). 3) Findings : The researches on job stress of hospital nurses were increasing. The result showed that job stress increased for shift nurses. Especially, nurses of small-medium sized hospital showed remarkable effects to organization such as turnover intention. In addition, although the importance of approach to management is emphasized, there is little research on these aspects. 4) Practical Implications : It is necessary to develop systematic research on job stress directly effecting turnover intention of hospital nurses from hospital management aspect. The development of job stress measuring tools reflecting the characteristics of the medical institution, and the human resources management plan to resolve the imbalance in manpower for nurses should be required.

• 보건의료산업학회지
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• 제6권2호
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• pp.45-56
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• 2012

The purpose of this study was to investigates the Autonomy and Job Satisfaction of the Nurses. The data was collected by distributing structured questionnaires to 317 nurses in 4 secondary hospitals located in Pusan, from July 1 to 31, 2010 and analyzed by t-test, ANOVA, Pearson correlation coefficient. The average autonomy level of nursing professionals was $135.30{\pm}8.04$ points. The average nurse's job satisfaction was $3.12{\pm}.35$ points. There was significant difference according to age, career and position in autonomy level of nursing professionals. There was significant difference according to age, marital status, career, position and monthly income in nurse's job satisfaction. The correlation between autonomy and job satisfaction of the nurses showed to be positively correlated at r = .426. Therefore, It is necessary to research into the methods to enhance the autonomy levels of nursing professionals and nurse's job satisfaction. It is necessary to develop education and policy programs for nurse's autonomy and nurse's job satisfaction.

• 보건의료산업학회지
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• 제9권4호
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• pp.63-78
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• 2015

Objectives : The aim of this study was to examine how emergency medical technicians(EMT) are affected by job stress, musculoskeletal symptoms(MSSs) and depression. Methods : Data were collected from EMTs at emergency medical institutions and fire stations (n=257). With a questionnaire, the association of job stress and MSSs and depression were examined in this study. Results : When examining job stress by place of work, the level of stress in field situations was significantly higher in EMTs at fire stations than in EMTs at emergency medical institutions. The MSSs of EMTs at emergency medical institutions were significantly higher compared to EMTs at fire stations, For depression, the score was 14.09 out of 60, and MSSs were significantly more common in women. Additionally, the level of job stress for 20-24 and over 35 year olds was significantly higher than that in the other age groups. Job stress had a positive correlation with MSSs and depression of EMTs, and MSSs were associated with depression. Conclusions : To improve the work environment of EMTs, attention should be paid to job stress, MSS, and depression and the presence of positive organizational support should be provided which can prevent negative effects.

• 한국콘텐츠학회논문지
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• 제12권11호
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• pp.412-421
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• 2012

대고객 서비스를 직접 제공하는 관광호텔 종사원의 직무만족에 영향을 미치는 상사의 리더십을 연구함으로써 관광호텔 종사원의 직무만족도를 높일 수 있다. 이에 따라 본 연구에서는 관광호텔 종사원의 부서내 상사의 리더십이 상사에 대한 신뢰와 종사원의 직무만족도에 미치는 영향의 관계를 분석하였다. 연구결과, 상사리더십이 상사신뢰에 미치는 영향은 개별배려(.357)와 상황보상이 영향을 미치는 것으로 나타났으며, 상사리더십이 직무만족에 미치는 영향도 개별배려와 상황보상이 영향을 미치는 것으로 나타났다. 또한, 상사신뢰(.413)가 직무만족에 미치는 영향도 통계적으로 유의한 수준으로 나타났다.

• 산경연구논집
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• 제6권1호
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• pp.17-26
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• 2015

Purpose - Ethical management connects corporate management outcomes and emphasizes organizational cooperation. It also links human resource management, auditing, and financial management to increase employee job satisfaction. A survey of American enterprises showed that employees with high ethical consciousness had greater job satisfaction and lower turnover. Research design, data, and methodology - Hypotheses and models based on previous studies were used to investigate the effects of ethical management on employee job satisfaction and turnover intentions. To examine hypotheses empirically, a questionnaire survey based on previous studies was administered to service business workers in Seoul. Results - The study investigated the effects of ethical management practices in relation to factors such as top management's willingness to put them into practice, their appropriateness and implementation within operations, and their influence on job satisfaction, and also examined the effects of job satisfaction on turnover intentions. Conclusions - Ethical management greatly influences job satisfaction and turnover intentions, providing organizational members with alternatives regarding ethical considerations, and to place a strong emphasis on management willingness and enterprise regulations and policies.

• KSII Transactions on Internet and Information Systems (TIIS)
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• 제5권1호
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• pp.83-104
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• 2011

Mobile grid is a combination of grid computing and mobile computing to build grid systems in a wireless mobile environment. The development of network technology is assisting in realizing mobile grid. Mobile grid based on established grid infrastructures needs effective resource management and reliable job scheduling because mobile grid utilizes not only static grid resources but also dynamic grid resources with mobility. However, mobile devices are considered as unavailable resources in traditional grids. Mobile resources should be integrated into existing grid sites. Therefore, this paper presents a mobile grid middleware interconnecting existing grid infrastructures with mobile resources and a mobile service agent installed on the mobile resources. This paper also proposes a mobile resource reliability-based job scheduling model in order to overcome the unreliability of wireless mobile devices and guarantee stable and reliable job processing. In the proposed job scheduling model, the mobile service agent calculates the mobile resource reliability of each resource by using diverse reliability metrics and predicts it. The mobile grid middleware allocated jobs to mobile resources by predicted mobile resource reliability. We implemented a simulation model that simplifies various functions of the proposed job scheduling model by using the DEVS (Discrete Event System Specification) which is the formalism for modeling and analyzing a general system. We also conducted diverse experiments for performance evaluation. Experimental results demonstrate that the proposed model can assist in improving the performance of mobile grid in comparison with existing job scheduling models.

• 한국응급구조학회지
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• 제13권3호
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• pp.107-120
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• 2009

Purpose : The purpose of this study was to investigate the influence of organizational culture on job satisfaction of fire officials. Method : The subjects of this study were 251 fire officials in Gongju and Choengju province and Daejeon City. Data were collected using self-administering questionnaire from February 20 to March 20 in 2006. Collected data were analyzed using SPSS 14.0 program. Real number, percentage, mean and standard deviation were calculated, and t-test, ANOVA, Pearson correlation coefficient, multiple regression were analyzed. Result : The results of this study were as follows : 1. The job satisfaction was found to be significant positive correlations with full organizational culture(r = .595, p = .000). 2. The job satisfaction was found to be in significant positive with rational goal culture, open system culture and human relation culture. 3. How organizational culture affects the job satisfactions was as follows; 25.2% of core values of manpower, 6.3% of rational goal culture, and 4.9% of job initiative. Conclusion : Enhancing the job satisfaction of fire officials would improve personalized factors and changes rational goal culture.