• 융합보안논문지
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• 제15권3_2호
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• pp.31-42
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• 2015

이 연구의 목적은 민간경비원의 직무스트레스가 조직몰입 및 이직의도에 미치는 영향에 대한 직무소진의 매개효과를 중심으로 분석하는데 있다. 연구의 분석을 위하여 서울소재 경비업체에 근무하고 있는 민간경비원을 모집단을 설정하였으며, 설문지는 무선표집법(random sampling)에 의하여 700명을 대상으로 배포하였다. 조사기간은 2014년 5월부터 2014년 9월까지 약 4개월간에 걸쳐서 실시하였으며, 설문지는 회수되지 않거나 극단치가 있는 24부를 제외한 총 676부를 최종 데이터로 활용하였다. 데이터 분석을 위하여 이 연구에서는 SPSSWIN 18.0 통계패키지를 활용하였으며, 빈도분석, 요인분석, 신뢰도분석, 상관분석, 다중회귀분석 및 경로분석을 통하여 가설을 검증 하였다. 분석결과 정서적 고갈은 역할갈등, 역할과부하와 조직몰입의 관계에서 부분적으로 매개효과가 있는 것으로 분석되었고 역할모호성은 유의한 영향을 미치지 않은 것으로 나타났다. 그리고 정서적 고갈은 역할갈등과 이직의도와의 관계에서는 완전매개효과가 있는 것으로 분석되었으며, 역할모호성은 유의한 영향을 미치지 않은 것으로 나타났다 또한 역할과부하와 이직의도와의 관계에서는 부분매개효과가 있는 것으로 나타나 가설이 부분적으로 채택되었다. 직무스트레스와 조직몰입의 관계에서 비인간화에 대한 경로분석 결과 역할모호성과 조직몰입의 관계에서는 유의한 영향을 미치지 않은 것으로 나타났고, 역할갈등, 역할과부화는 조직몰입간의 관계에서 부분매개효과가 있는 것으로 분석되었다. 또한 역할모호성과 이직의도의 관계에서 비인간화는 유의한 영향을 미치지 않은 것으로 나타났고, 역할갈등과 역할과부하는 부분매개효과가 있는 것으로 나타나 가설이 부분적으로 채택되었다.

• 청정기술
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• 제17권4호
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• pp.370-378
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• 2011

가스상 원소수은의 산화수은으로의 산화에 대한 $V_2O_5-WO_3/TiO_2$ 계 SCR 촉매의 활성이 조사되었다. 상용 SCR 촉매의 경우 원소수은 산화반응에 산화제로 작용하는 HCl의 존재 및 반응조건에 상관없이 반응 후의 모든 촉매에서 수은성분이 검출되지 않았다. 이는 $V_2O_5-WO_3/TiO_2$ 계 SCR 촉매에서 HCl에 의한 원소수은의 산화는 수은이 촉매표면에 거의 흡착되지 않는 Eley-Rideal mechanism에 의해 진행되는 것을 나타내는 결과이다. $V_2O_5$ 함량에 따라 수은 산화활성이 크게 증가되는 것으로부터 $V_2O_5$가 수은산화 반응에 주된 활성점 임을 확인할 수 있었다. 그러나 $V_2O_5$ 함량에 따라 TOF는 감소하는데 이는 촉매 표면에 존재하는 $V_2O_5$의 구조에 따라 수은산화 활성에 차이가 있다는 것을 의미한다. 동일한 반응온도와 HCl 농도에서 산화 조건에 비해 SCR 조건에서 원소수은의 산화활성은 크게 낮은 것으로 나타났다.

• 한국사회복지학회:학술대회논문집
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• 한국사회복지학회 2003년도 추계학술대회 자료집
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• pp.185-216
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• 2003

본 연구에서 지체장애근로자들의 직업성공을 구성하는 요인들을 분석하고 이들 요인이 직업성공과 이직에 영향을 미치는 정도를 조사하여 가설적 이론모형을 검증하려는 목적을 두었다. 이를 위해서 지체장애를 가진 근로자 374명과 일반근로자 453명을 대상으로 구조화된 설문지를 통해 나타난 주요 연구결과들은 다음과 같이 요약되었다. 첫째, 장애근로자와 일반근로자의 직업성공을 구성하는 요인은 개인, 가정, 조직의 측면에서 나타났다. 개인적인 측면은 자아존중감과 자아효능감으로 구성되었고, 가족적인 측면은 다중역할스트레스와 자녀의 수로 구성되었다. 조직적인 측면은 자원활용능력, 네트워킹, 그리고 조언자로 구성되었다 이 밖에도 주관적인 직업성공과 객관적인 직업성공이라는 잠재변수에서 종 10개의 측정변수가 도출되었다. 둘째, 장애근로자와 일반근로자 집단 모두 직종이 직업성공에 영향을 미치는 것으로 조사되었다. 관측변수에서는 두 집단에서 직업성공에 영향을 주는 변수가 서로 다르게 나왔다. 장애근로자집단은 이직을 했을 때 평균적으로 근속한 년수와 임금을 제외하고 나머지 모든 관측변수에서 영향을 미치는 것으로 나타났으며, 일반집단은 조언자와 근속년수를 제외하고 나머지 모든 관측변수에서 영향을 미치는 것으로 조사되었다. 셋째, 장애근로자와 일반근로자 집단 모두 연령과 이직 경험이 이직 (이직횟수)에 영향을 미치는 것으로 나타났다. 그러나 장애집단은 친구의 수, 일반집단은 직업선택 시 중요하게 고려하는 사망이 각각 이직에 강한 영향을 미치는 것으로 조사되어 두 집단의 자이를 보여주었다. 또한 관측변수에서도 장애집단은 배우자의 직업과 근속년수, 일반집단은 다중역할 스트레스와 이직평균 근무년수에서 각기 다르게 이직에 영향을 미치는 것으로 나타났다. 넷째, 가설적 경로모형을 검증한 결과 제 1모형은 어느 정도 타당하고 직업성공을 예측할 수 있는 것으로 나타났으며, 제 2모형은 카이스퀘어와 자유도 ($x^2=64950$, df=61, P=0341), 기초부합치 (AGFI)는 .954, 비적합지수 (CFI)는 997, 그리고 원소간의 평균차이 (RMR)도 .038로써 모형의 적합도 지수는 모두 허용된 범위 안에 있기 때문에 매우 적합한 모형으로 직업 성공을 보다 높게 예측할 수 있는 것으로 조사되었다. 이상의 연구결과를 바탕으로 본 연구에서는 다음과 같이 결론을 도출하였다. 첫째, 직종이 두 집단 모두에서 직업성공을 예측하는데 주요한 변수로 나타나 장애근로자들의 학력을 높이고 계속해서 전문화 육에 많은 노력이 필요할 것이다. 특히, 임금정도와 같은 객관적인 직업성공 보다는 임금과 진급에서의 만족과 같은 주관적인 직업성공에 더욱 더 많은 고려를 기울여야 할 것으로 사료된다. 둘째, 장애근로자의 이직을 줄이기 위해서는 직장 내에서 유용한 인적 자원과 네트웍의 수를 늘여야 할 것이다. 이것은 장애집단이 일반집단보다 대인관계에 대해서 더 많은 시간과 노력을 기울여야 한다는 것을 의미한다.

• 대한간호학회지
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• 제50권5호
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• pp.658-670
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• 2020

Purpose: This study aimed to identify the predictors of blood and body fluid exposure (BBFE) in multifaceted individual (sleep disturbance and fatigue), occupational (occupational stress), and organizational (hospital safety climate) factors, as well as infection prevention behavior. We also aimed to test the mediating effect of infection prevention behavior in relation to multifaceted factors and the frequency of BBFE. Methods: This study was based on a secondary data analysis, using data of 246 nurses from the Shift Work Nurses' Health and Turnover study. Based on the characteristics of zero-inflated and over-dispersed count data of frequencies of BBFE, the data were analyzed to calculate zero-inflated negative binomial regression within a generalized linear model and to test the mediating effect using SPSS 25.0, Stata 14.1, and PROCESS macro. Results: We found that the frequency of BBFE increased in subjects with disturbed sleep (IRR = 1.87, p = .049), and the probability of non-BBFE increased in subjects showing higher infection prevention behavior (IRR = 15.05, p = .006) and a hospital safety climate (IRR = 28.46, p = .018). We also found that infection prevention behavior had mediating effects on the occupational stress-BBFE and hospital safety climate-BBFE relationships. Conclusion: Sleep disturbance is an important risk factor related to frequency of BBFE, whereas preventive factors are infection prevention behavior and hospital safety climate. We suggest individual and systemic efforts to improve sleep, occupational stress, and hospital safety climate to prevent BBFE occurrence.

• 한국IT서비스학회지
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• 제15권3호
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• pp.157-171
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• 2016

As unemployment rates and concerns about turnover keep growing, the need for information is also increasing. In these situations, the job reviews which share information about the company catch people's attention because they are usually created by people who worked at the company. The development of SNS and mobile environments has led to an increase in the web services that provide job reviews. For example, Jobplanet is a job review service in Korea, and Glassdoor.com offers a similar service in the US. Despite this attention, however, research utilizing job reviews is insufficient. This paper asks whether there are differences in ratios of job satisfaction factors by industry, using LDA topic modeling and co-occurrence analysis to explore the differences. Through the results of LDA, we find that the ratios of job satisfaction factors are similar by industry. At the same time, the results of co-occurrence analysis show that the co-occurrence frequency of some job satisfaction factors appears high: pay and welfare, balance of work and life, company culture. We expect that the result of this research will be helpful in comparative analysis of job satisfaction factors by industry. Furthermore, in this paper we suggest how to use the job review data in organizational behavior research.

• 한국조리학회지
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• 제8권3호
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• pp.187-211
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• 2002

The purpose of this study was to examine the personality change of rooks that would possibly result from kitchen environment. It's basically meant to determine the relationship of environment to personality, by investigating how cooks felt about their own personality before and after working as a cook and conducting a self-diagnostic personality test based on theories on kitchen environment and personality. The subjects in this study were the cooks who served af top-rated hotels in Seoul, and the survey was carried out from April 8 through 12, 2002. The collected data were encoded and analyzed with SPSS 10.0 program. To identify the characteristics of the subjects, frequency analysis was implemented, and reliability analysis, T-test and ANOVA were employee. To verify the reliability of the questionnaire items, Cronbach's Alpha that represented internal consistency was calculated, and factor analysis was fulfilled to minimize related variables about cuisine environment and eliminate irrelevant ones. The findings of this study were as below: Out of total 27 cuisine environment variables, 22 ones boiled down to six factors. Factor 1 was conflicts, and factor 2 was job performance. Factor 3 was work, and factor 4 was environment. Factor 5 was facilities, and factor 6 was social. To make better cuisine environment each and every part of kitchen environment that affects cook personality should be improved, and further, what causes employee turnover should be eliminated. In the future, there is a need for broader research effort that could cover more extensive region and a wider variety of subjects other than cooks at the top-rated hotels.

• 한국소음진동공학회:학술대회논문집
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• 한국소음진동공학회 2007년도 추계학술대회논문집
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• pp.231-235
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• 2007

Stone Industry in our country is classified mainly in view of supply of raw materials ingredients, as follows: Stone-Quarrying Industry who develops the natural resources, Stone Processing Industry who processes the quarried raw ore into construction materials and stone-products, Stony Mountain-Aggregate Industry who supplies the elementary raw materials ingredients to construction section, respectively. Among them, while Stone Processing Industry sells its turnover around billion-Won level per annum per a company, most of other job sites are paltry, adopting less than 10 employees, and it is real state that their working environments are also very coarse. The Noise originated from processing-instrument which generates at such Stone Processing Industry is as so repeatedly reiterating Loud Noise that most of the spot workers are forcedly imposing such dangers as the severe unpleasant feeling and hearing impairments. On this viewpoint, this Research is now analyzing on the frequency characteristics with regard to the Noise that generated from various processing-instruments, and then based on this, in order to grasp the influence of the Loud Noise generating when process the stone materials, this study has ever evaluated it with PSIL and NR. It is considered that such data could be used as the valuable material for establishment of a comfortable working environment hereafter.

• 한국치위생학회지
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• 제14권2호
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• pp.213-221
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• 2014

Objectives : The purpose of this study is to examine the role function and personality characteristics of mentors on the role stress and organization effectiveness of newly-appointed dental hygienists. Methods : The data were analyzed by the frequency analysis, reliability analysis, validity analysis, and structured equation model(SEM) using AMOS 18.0. The subjects were 214 newly appointed dental hygienists in the hospitals and clinics in Daegu and Gyeongsangbuk-do Province from January to May, 2013. Results : The hypothesis model proved to be appropriate for high validity. A significant results were observed in sociopsychological function and role ambiguity, personality characteristics and role ambiguity, role ambiguity and role conflict, role ambiguity and job satisfaction, role ambiguity and organization commitment, role ambiguity and turnover intention, and career function and organization commitment. Conclusions : It is important to help manage the job-related role stress of newly appointed dental hygienist and increase organizational effectiveness by developing and applying the 'standardized role functions of mentor' which can increase the adaptability of newly appointed dental hygienists.

• 한국치위생학회지
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• 제20권4호
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• pp.479-490
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• 2020

Objectives: The purpose of this study was to investigate the actual condition of bullying in the workplace by dental hygienists and to determine whether workplace bullying affects job performance. Methods: Data were collected from 308 clinical dental hygienists working in dental medical institutions located in the whole country. Frequency analysis, descriptive statistics, t-test, and ANOVA were performed using SPSS 23.0 for analysis. Results: First, the main targets of bullying in the workplace were senior dental hygienists (53.6%) and dentists (24.7%). Second, the number of turnovers was a significant influence on bullying and job performance according to general characteristics. Finally, the 'improper work environment' among the subfactors of workplace bullying had a negative effect on 'job performance' (p<0.001). Conclusions: Based on the results of the study, we reviewed the actual condition of bullying in the workplace and whether bullying in the workplace affects job performance in the workforce problem of dental hygienists. In this regard, the importance of prevention of bullying in the workplace was discussed.

• 대한가정학회지
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• 제43권3호
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• pp.75-89
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• 2005

The purpose of this study was to examine the effects of the mentoring function and its levels as perceived by the fashion merchandisers and designers in the fashion industry who are playing major roles in providing organizational socialization for mentees. A survey questionnaire was developed and conducted among 200 fashion merchandisers and designers in Seoul. For data analysis, the SPSS 10.0 program was employed and frequency analysis, factor analysis, reliability analysis, correlation analysis, recurrence analysis, T-test, and ANOVA were used to test the research questions. The results were as follows: (1) Although the overall level of the mentoring function recognized by the fashion merchandisers and designers in the study appeared to be high, there were no significant differences by their demographic attributes. (2) The level of the mentoring function acknowledged by the respondents demonstrated substantial differences according to their perception by the personal attributes and the degree of openness. (3) The level of the mentoring function and organizational socialization perceived by the respondents had a significant correlation. As the level of perceived mentoring function of the respondents increased, it appeared that the degree of their job satisfaction and organizational commitment increased. On the other hand, their role ambiguity and turnover intention decreased.