• 한국산학기술학회논문지
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• 제15권5호
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• pp.2778-2788
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• 2014

이 연구의 목적은 대학생들의 취업스트레스와 심리적안녕감이 진로결정효능감에 영향을 미치는 요인은 무엇인지를 밝히려는 것이다. 이러한 연구목적을 달성하기 위하여 I시에 소재한 대학생 447명을 대상으로 설문조사를 실시하였다. 응답결과에 대하여 첫째, 대학생들의 취업스트레스, 심리적안녕감, 진로결정효능감은 성별에는 유의미한 차이가 없는 것으로 나타났다. 둘째, 학년별에 따른 취업스트레스, 심리적안녕감, 진로결정효능감은 유의한 차이가 있는 것으로 나타났다. 셋째, 대학생들의 취업스트레스, 심리적안녕감, 진로결정효능감에서 유의미한 상관관계가 있는 것으로 나타났다. 넷째, 대학생들의 취업스트레스와 심리적안녕감은 진로결정효능감에 긍정적인 영향을 미치는 것으로 나타났다. 이러한 연구결과로 볼 때, 진로탐색과 진로선택에 있어 취업스트레스와 심리적안녕감이 긍정적인 영향을 주는 변인임을 보여주며, 진로와 관련된 결정을 내리는데 진로결정효능감은 진로지도에 중요한 요소임을 시사한 것이라 할 수 있다.

• 한국건축시공학회:학술대회논문집
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• 한국건축시공학회 2022년도 봄 학술논문 발표대회
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• pp.121-122
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• 2022

Recently, the scale of construction project is getting bigger compared to previous projects. Therefore, the job stress of the field manager responsible for the construction project is getting more and more intense. Therefore, construction companies should establish a job stress management plan for stable human resource management of the field managers. From this perspective, in this study was developed a job stress measurement system in connection with MBTI personality types. The developed system allows the job stress of the field manager to be judged on a scale from 1 to 9 points. Accordingly, it is expected that construction companies will contribute to the effective management of field managers in the future.

• 한국학교ㆍ지역보건교육학회지
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• 제14권1호
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• pp.25-36
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• 2013

Objectives: The study was performed to investigate job-seeking stress for university students who have a major in healthcare. Methods: For the analysis, 10 fourth-year students who are willing to get a job were interviewed. Interviews were conducted from October 2011 to November 2011 for 2 weeks. The data were collected with semi-structured open-ended questions and analysed by the method of Consensual Qualitative Research(CQR). Results: The main reasons for the job-seeking stress for students were insufficient preparation for getting a job, uncertainty, anxiety, pressure, and age. A reinforcing factor for stress was family. Conclusions: Universities should provide educational, psychological, and economic supports to job-seeking students majoring healthcare because of their relatively fewer opportunities for getting a job compared to those who have a major in non-healthcare.

• Journal of the Korean Data and Information Science Society
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• 제22권2호
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• pp.313-322
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• 2011

대학생들의 취업률 향상을 위하여 각 대학에서는 취업상담, 채용정보 제공, 취업강좌 개설, 모의면접, 각종 어학 모의고사 실시 등 다양하게 시행을 하고, 학생 스스로도 학점관리, 자격증 취득, 외국어시험 등 다양한 취업준비활동을 하고 있다. 본 연구는 계명대학교 학생들을 대상으로 학생들의 취업을 위한 학교 지원에 대한 인식정도, 학생들의 취업준비 정도와 취업스트레스가 취업에 대한 자신감과 어떠한 관계를 가지고 있는지에 대하여 분석하였다. 연구 결과 취업에 대한 학교의 지원이 많을수록 학생들의 취업준비 정도가 높았으며, 취업스트레스가 높을수록 취업에 대한 자신감은 떨어졌다.

• 성인간호학회지
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• 제28권5호
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• pp.572-584
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• 2016

Purpose: The purpose of this study was to explore the subjective experience of job stress among nurses working in long-term care hospitals. Methods: A phenomenological approach was used for the study. Data were collected from May to June, 2016 using open-ended questions during in-depth interviews. Participants were nurses working in long-term care hospitals and had reported experiences of stress. Six nurses participated in this study. Results: Six themes emerged from the analysis using Colaizzi's method: (a) Heavy workload and responsibility due to nurse shortage, (b) Getting exhausted by caring for cognitively impaired patients, (c) Feeling pressure due to conflict with patients' family, (d) compassion for patients who are getting worse, (e) Low value in being a long-term hospital nurse, and (f) Efforts to overcome stress. Conclusion: Sufficient labor supply, environmental improvements, program for improving interpersonal skills, education and counseling on end-of-life care, and recognition improvement about long term hospital are suggested to reduce the job stress of long-term hospital nurses.

• 산업경영시스템학회지
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• 제37권2호
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• pp.35-42
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• 2014

The purpose of this study is to analyze job stress factors of hospital workers, which has an effect on their turnover intention. For identifying the influences on turnover intention, types of hospitals (university hospital, general hospital, private hospital) and types of workers(office workers, technical workers, and nursing staffs) were categorized. We went to the hospitals and carried out the survey under the cooperation with the concerned hospitals. The period of survey was from 23. Sep. 2013 to 30. Oct. 2013, and 293 worker participated in the survey. On the basis of the previous study, the measurement of job stress factors and turnover intention was set up as the survey method, and its reliability and validity were measured. The stress factors were subdivided into seven factors; occupational climate, organizational system, autonomy job control, uncertainty of getting a new job, job ability to perform, job demand, job ambiance. The value of job stress factors by the measuring instrument, Cronbach's Alpha, was 0.805 and the value of the subordination variable of turnover intention was 0.881. IBM SPSS Statistics 21 was used as the statistic analysis tool and the descriptive statistics about job stress factors. As a result, the turnover intention were analyzed depending on the types of hospitals, job groups, working years, and gender. Result shows that the job stress factors are differed according to the types of hospitals, and these job stress factors have influence on turnover intention. Therefore, it could be considered that, if the hospital managers find out the major job stress factors of their employees and resolve them in advance, the job stress of the hospital workers and their turnover intention can be reduced.

• 한국응급구조학회지
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• 제12권2호
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• pp.85-97
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• 2008

Purpose : This study was cross-sectional study to examine the influence of job stress in 119 briefing room workers and aimed to provide the important basic materials for improving working conditions of 119 briefing room workers and further studies. Methods : This study selected 271 workers of 119 briefing room at National Emergency Management Agency and fire stations, metropolitan cities and provinces to examine the influences of job stress of 119 briefing room workers on depression. and as a result of analysis, the following conclusions. Results : 1) The whole average of job stress measure was 3.30. The highest area was interpersonal relationship factor as 3.41, 'job characteristic factor' as 3.36 and communication factor' as 3.01. 2) Total score of whole items of depression was 11.88 and showed slight depression level. 3) There was static correlation between job stress and depression(r=44.7, p= .000). There were statistically significant static correlations between job stress factor and depression(r= .388, p= .000), interpersonal relationship factor and depression(r= .471, p= .000), and communication factor and depression(r= .386, p= .000). 4) There was statistically significant difference in the influence of job stress on depression(B=8.575, p< .001). Influence of job stress on depression was explained as $R^2=.200$. When job stress factors as independent variables were input, interpersonal relationship factor(B=5.062, p< .001) had the greatest influence on depression and there was no statistically significant difference in communication factor(B=2.490, p< .05). Conclusions : It is considered that development of the various programs including program for getting rid of job stress of 119 briefing room workers and counseling program will be needed. particularly, factors such as human relationships and communication in the area of job stress must be the first priority.

• 한국프랜차이즈경영연구
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• 제6권2호
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• pp.51-66
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• 2015

As competition for better service between corporations is getting fierce, many efforts to improve service quality are being made endlessly. The quality of service is directly associated with customer satisfaction and the employee performance of emotional labor is a key factor to attain a high level of customer review and better corporation image. This study examines an influence of emotional labor on job stress and customer orientation in the context of a service franchise firm. The results are as follow. First, deep acting of emotional labor has a negative influence on job stress, and surface acting of emotional labor has a negative influence on customer orientation. Also, job stress has a negative influence on customer orientation. Second, deep acting of emotional labor does not have a positive influence on customer orientation. Third, surface acting of emotional labor does not have a positive influence on job stress. The findings of this study show that deep acting of service based on an employee emotion can produce the employee's better service attitude by decreasing employees' job stress, but standardized surface acting of service cannot. Therefore, franchisor needs to use employees' deep acting to improve the franchisee service quality.

• 한국치위생학회지
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• 제19권2호
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• pp.231-239
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• 2019

Objectives: This study was conducted to understand the influencing factors of job satisfaction of clinical dental hygienists in schoolwork, and use the basic data to enhance their job satisfaction. Methods: A self-reported questionnaire was filled out by 210 dental clinic hygienists from June 10 to August 30 of 2018. Data were analyzed using SPSS 22.0. Independent t-test, one-way ANOVA, Scheffe's post-hoc test, and Pearson correlation coefficient were reviewed, and a multiple regression analysis was conducted. Results: The scores of subjects' professional self-concept, self-esteem, job stress, and job satisfaction were 3.37, 3.80, 2.79, and 3.37, respectively. The influencing factors of job satisfaction of clinical dental hygienists in schoolwork included marital status, support in workplace, professional self-concept, and job stress, with 41.6% of the explanatory power. Conclusions: The stronger the professional self-concept, the lower the job-stress and higher the job satisfaction. The job satisfaction was also higher in the group in which the subjects were married and getting support in the workplace compared to the other group with no support in the workplace. Therefore, support systems and institutional support are required for clinical dental hygienists to be continuously educated in the workplace.

• 한국직업건강간호학회지
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• 제25권1호
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• pp.55-64
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• 2016

Purpose: The aim of this study was to investigate the association between job stress and metabolic syndrome among male workers. Methods: A total of 396 male workers employed in an electronic company, located in 'P' city, Gyeonggi Province, who had taken medical examination at the 'D' hospital, volunteered in this study. All the data used in this study were obtained from 'D' hospital after getting consent and permission from the workers. General and occupational characteristics, medical history, and health-related behaviors of the subjects were obtained by self-administered questionnaire. Results: The highest occupational stress by sub-sector was reported in the order of insufficient job control, organizational system, lack of reward, job demand, job insecurity, physical environment, job culture, and relationship conflict. The prevalence rate of metabolic syndrome of the participants was 19.9%. The results of the multiple logistic regression analysis on metabolic syndrome of the subjects indicated that the syndrome was significantly higher among those with family history, smoking habit and ex-smoking, working duration of 3 years and over, and with higher total score of occupational stress. It was significantly more prevalent, when the degree of stress was high in the sub-sectors of occupational stress; job autonomy, job insecurity, lack of reward, and job culture. Conclusion: In conclusion, it is necessary to implement a plan to efficiently manage the job stress of these male workers, as the probability of metabolic syndrome increased with the increase of occupational stress. Furthermore, considering the highest occupational stress was found to be job autonomy among its sub-sectors, it is necessary to prepare various measures to enhance the autonomy of such employees.