• 한국산학기술학회논문지
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• 제22권2호
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• pp.587-592
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• 2021

본 연구의 목적은 예술심리상담사의 감정노동과 삶의 만족도와의 관계에서 일터영성의 매개효과를 파악하는데 있다. 연구대상은 속초시 예술심리상담사 196명을 대상으로 실시하였다. 분석방법은 SPSS 프로그램을 사용하여 빈도분석, 신뢰도분석, 상관관계분석, 변수 간의 인과관계 및 매개효과 검증에 대한 회귀분석을 실시하였다. 연구결과 첫째, 예술심리상담사의 감정노동과 삶의 전반적 만족도와의 관계에서 감정노동의 하위요인인 표면행동, 내면행동 요인 모두 삶의 전반적 만족도와의 관계에서 일터영성은 모두 부분 매개효과가 있는 것으로 확인되었다. 둘째, 예술심리상담사의 감정노동과 삶의 주관적 만족도와의 관계에서 감정노동의 하위요인인 내면행동 요인만 삶의 주관적 만족도와의 관계에서 일터영성은 부분 매개효과가 있는 것으로 확인되었다. 이는 예술심리상담사의 감정노동과 삶의 만족도와의 관계에서 일터영성은 매개역할을 하는 것을 의미하는 것이다. 본 연구의 시사점은 예술심리상담사의 삶의 만족도 증진을 위한 방안 마련의 기초자료가 될 것으로 사료된다.

• 대한지역사회영양학회지
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• 제12권5호
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• pp.606-616
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• 2007

The study was conducted to investigate the influences of food service employees' job burnout, job engagement, and workplace safety perception on their job satisfaction. A survey was administered on 589 school food service employees in Gyeongbuk from December 5, 2005 to February 18, 2006. The final response rate was 71% (N= 416); the data were analyzed using SPSS Windows (ver. 12.0). A majority of the respondents were females (99.0%) and 40 years old or older (75.3%); 84% were temporary contact-based or irregular workers. Among the job burnout dimensions, exhaustion ($2.98{\pm}0.59$) was rated higher than cynicism ($2.33{\pm}0.54$), while professional efficacy level ($3.61{\pm}0.47$) was relatively high. In terms of job engagement, the means of absorption ($3.67{\pm}0.49$) and dedication ($3.65{\pm}0.52$) were higher than that of vigor ($3.22{\pm}0.46$). A systematic environmental level ($3.15{\pm}0.58$) was lower than safety knowledge level ($3.63{\pm}0.49$) among the workplace safety statistics, whereas the anxiety level ($3.25{\pm}0.74$) was relatively high. The food service staff were more satisfied with 'supervisors' and 'co-workers' than with 'pay' and 'promotion'. A hierarchial regression analysis revealed that dedication, absorption, systematic environment, and safety knowledge were significant factors to increase job satisfaction and exhaustion which significantly decreased their job satisfaction.

• 가정과삶의질연구
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• 제34권2호
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• pp.65-83
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• 2016

The purpose of this study was to investigate the influences of variables related to family and employment on work-family negative spillover. The subjects of this study were 570 dual-earner with children. The research tool was questionnaires. For data analysis, factor analysis, Cronbach ${\alpha}$, and multiple regression were performed. The main results of this study were as following. First, among variables related to family, spouse support, parental satisfaction, marital satisfaction, perceived fairness in the division of household labor, daily housework hour and family strengths had an influence on $work{\rightarrow}family$ negative spillover in wives, and weekends housework hour, perceived fairness in the division of household labor, perception of the gender role, and satisfaction of the division in household labor had an influence on $work{\rightarrow}family$ negative spillover in husband. Second, among variables related to family, parental satisfaction, number of children influence on $family{\rightarrow}work$ negative spillover in wives, and spouse support, parental satisfaction, satisfaction of the division in household labor, marital satisfaction, and perception of the gender role had an influence on $family{\rightarrow}work$ negative spillover in husband. Third, among variables related to employment, support from workplace, weekly working hour, monthly income, and job satisfaction had an influence on $work{\rightarrow}family$ negative spillover in wives, and support from workplace, monthly income, household income, and weekly working hour had an influence on $work{\rightarrow}family$ negative spillover in husband. Forth, among variables related to employment, support from workplace in wives, and job satisfaction in husband had an influence on $family{\rightarrow}work$ negative spillover. To conclude, there was some difference in the variables influencing $work{\rightarrow}family$, $family{\rightarrow}work$ negative spillover between wife and husband. So, We have to take this difference into consideration in establishing work-family life balance policies.

• 산경연구논집
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• 제14권12호
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• pp.33-41
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• 2023

Purpose: This study's primary goal is to investigate and evaluate the critical contributions made by industrial-organizational psychologists to raising worker job satisfaction. The study aims to offer insights that can enhance workplace environments, improve organizational processes, and increase employees' general well-being by looking at the particular contributions made by this field. Research design, data and methodology: The study design, data collection strategies using the literature content analysis allow for a thorough analysis and synthesis of the body of knowledge about industrial-organizational psychologists' contributions to improving worker job satisfaction. This method entails a sequential procedure that includes formulating research questions and locating pertinent studies. Results: Numerous previous works have indicated that industrial-organizational psychologists are essential in determining how an organization is run and how satisfied its workforce is with their jobs. The four major roles (Job Design, Leadership, Workplace Culture, and Employee Development) that were found after a thorough analysis of the body of current literature are presented in this section. Conclusions: In sum, the roles found in this study provide organizations with a framework for creating work environments that prioritize the well-being and overall growth of the people who make up the organization while also helping them negotiate the complexity of the modern workplace.

• 한국실내디자인학회논문집
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• 제23권1호
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• pp.105-113
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• 2014

It is the purpose of the this study to use preliminary data to improve job environment, after looking job satisfaction and environment of interior construction workers. The following were the method of study. First, Through the literature, concept and the main theory on job satisfaction are examined. And It draws elements affecting job environment and satisfaction of interior construction workers. Based on this, we analyze job environment and satisfaction, and find what the satisfaction level is low, after a survey of interior construction workers. According to the survey, the result of the job environment is poor that people are working a lot more than a standard 10-hour day, not paid for it and absence of the education system for future. The larger workplace was in poor job conditions. the result of the job satisfaction is higher in case of smaller workplace or workers with less than 1 year or more than 8 year. As job satisfaction for interior construction score 3.30, it showed relatively higher satisfaction than job environment and satisfaction elements.

• 한국재난정보학회 논문집
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• 제11권3호
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• pp.365-375
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• 2015

이 연구는 민간경호원을 대상으로 직장 내 소외감형성의 따돌림은 부정적 직무태도에 영향을 미치고 있지만 개인의 자아존중감에 따라 차이가 있을 것이라는 연구문제를 설정하여 직장 내 따돌림에 대한 부정적 영향을 최소화하며 궁극적으로는 조직의 응집력을 강화하고 민간경호원의 정신 및 신체적 건강을 지속적으로 유지하는데 그 결과의 의의가 있다고 볼 수 있다. 따라서 이러한 결과를 통하여 얻어진 결론은 다음과 같다. 첫째, 요인들 간의 상관관계를 분석한 결과 업무 따돌림과 인간관계 따돌림, 업무 따돌림과 이직의도, 인간관계 따돌림과 이직의도, 자기존중감과 직무만족은 서로 정적 상관관계를 가지고 있으며, 그 외의 변수들 간에는 서로 부적 상관관계를 가지고 있는 것이 나타났다. 둘째, 집단 내 소외감형성의 따돌림에 따른 자기존중감이 직무만족도에 어떠한 영향을 주는지를 알아보기 위해 회귀분석을 한 결과 연령과 업무 따돌림, 인간관계 따돌림, 자기존중감이 직무만족에 각각 영향을 주며, 연령과 자기존중감이 향상되면 직무만족은 향상되지만 직무 따돌림과 인간관계 따돌림은 감소되는 것이 나타났다. 셋째, 직장 내 집단 따돌림과 자기존중감이 이직의도에 영향을 주는지를 알아보기 위해 회귀분석을 한 결과 연령과 근속 년수, 업무 따돌림, 인간관계 따돌림, 자기존중감이 이직의도에 영향을 주며, 근속 년수와 직무따돌림, 인간관계 따돌림이 증가하게 되면 이직의도도 증가되지만, 연령과 자기존중감은 감소되는 것이 나타났다.

• 대한치과기공학회지
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• 제28권1호
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• pp.143-159
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• 2006

Objectives; The purpose of the present study is to investigate workplace satisfaction level of dental technicians and the differences between that of dental lab owner's and that of employed dental technicians, who are working in dental laboratories. Methods; Samples were comprised of 137 dental technicians working in dental laboratories. Data were collected through self-administered questionnaires and analyzed to frequency distribution, correlation, t-test and multiple regression analysis. Results; 1) Dental technicians generally are 'somewhat or a bit satisfied' with their workplace situations, regardless of position, sex, and individual career. 2) Mean values of 4 items out of 11 work situation factors of employed dental technicians were significantly lower than those of lab owner's. The 4 items are the openness of management, working environment, pay, and policy in promotion and raise. They would be sources of dissatisfaction and conflict. 3) Level of satisfaction was significantly correlated with 2 subordinate variables, i.e. working conditions and administration policy. There is a tendency that administration policy is a bit more important for lab owners, while working conditions are a bit more important for employed dental technicians. Conclusion; The employer-employee relationship of dental technicians seems to be sound, as no signs of troublesome problem is detected. But the discrepancy revealed in the above results is telling that there certainly exist some disagreement in the viewpoints of the two groups. It is necessary for the dental technicians to find ways to deal with the possible triggers of discord and discontent.

• 한국응용과학기술학회지
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• 제38권4호
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• pp.1045-1055
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• 2021

본 연구에서는 병원간호사의 직장 내 괴롭힘을 지각한 간호대학생의 전공만족도와 주도적으로 진로를 결정하고 직업환경에서의 변화에 대처할 수 있는 준비성인 진로적응성에 어떠한 영향을 미치는지 규명하기 위해 실시하였다. 연구 대상자는 서울과 충청권 거주 간호대학생으로 2020년 2월 1일부터 4월 15일까지로 총 187부의 자료를 t-test, ANOVA, Pearson's Correlation Coefficient, Multiple regression analysis로 최종 분석하였다. 연구결과는 학년과 학과 지원동기, 병원간호사의 직장 내 괴롭힘 지각의 영향 유무 및 진로적응성을 예측변수로 간호대학생의 전공만족도를 설명하는 선형회귀모형은 통계적으로 유의하였고(F=10.821, p<.001), 회귀모형의 설명력은 전공만족도 총 변화량의 33.1%를 설명하고 있다. 학년, 학과지원동기, 직장 내 괴롭힘 지각과 전공만족도를 예측변수로 간호대학생의 진로적응성을 설명하는 선형 회귀모형은 통계적으로 유의하였고(F=10.242, p<.000), 회귀모형의 설명력은 자기주도성 총 변화량의 28.9%를 설명하고 있다. 따라서 본 연구결과를 바탕으로 직장 내 괴롭힘 문화에 대한 지각 및 인식개선을 위한 상담과 비교과 교육 프로그램개발 및 활성화를 위한 기초자료로 활용할 수 있을 것이다.

• 의료커뮤니케이션
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• 제13권2호
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• pp.175-183
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• 2018

Purpose: The purpose of this study was to compare communication competence, nursing professionalism, work environment and job satisfaction between outpatient nurses and ward nurses, and to identify the correlation among variables. Methods: The participants were 90 outpatient nurses and 98 ward nurses at the two general hospitals. Data were collected using self-administered questionnaires. Data were analyzed using descriptive statistics, ${\chi}^2-test$, independent t-test and Pearson's correlation coefficient. Results: There were statistically significant differences between two groups in nursing professionalism, possibilities for development, commitment to the workplace, social support from colleagues, social community at work and job satisfaction, outpatient nurses showed higher level than ward nurses except commitment to the workplace. The work environment variables and nurses' job satisfaction were mostly correlated. Job satisfaction showed significant negatively correlated with quantitative demands, emotional demands and role conflicts in both groups nurses. Conclusion: These findings showed that nursing work environments were the most important factor for job satisfaction of both group nurses. Therefore, it is necessary to put efforts in improving nursing work environment and to develop diverse strategies for human resource management.

• 한국IT서비스학회지
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• 제14권2호
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• pp.355-373
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• 2015

Social networking services (SNSs) serve to strengthen people's social relationships by providing ways for people to utilize such relationships especially like workplace. With the development of the internet worldwide, the number of SNS users is rapidly growing and a wider range of service types have become available. In this study, we designed a research model with a focus on what makes people use SNSs at workplace and how it is associated with changes in relationship quality and their intention to continue using the services and analyzed data collected for the research model. Theoretically, intrinsic and extrinsic motivation was invoked and measured, in terms of hedonic and utilitarian values, and satisfaction and trust were adopted as variables of relationship quality. Data were collected from Facebook users using workplace, and a partial least squares (PLS) analysis was made on 188 data points. The analysis results showed that two forms of motivation-hedonic and utilitarian-are separated from each other in their influence and that utilitarian value is more important than hedonic value, especially when it comes to users' satisfaction. In addition, the analysis found a weak relationship between satisfaction and trust in SNS environments; this was a little different from the results of previous studies.