• 한국산학기술학회논문지
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• 제14권8호
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• pp.3958-3970
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• 2013

본 연구는 종합 병원 간호사들의 인구사회학적특성, 건강관련행위 특성 및 직업관련 특성에 따른 직무 스트레스와 이직의도를 파악하고, 특히 직무 스트레스와 이직의도와의 관련성을 규명하고자 실시하였다. 조사대상은 대전광역시의 3개 대학병원에 근무하고 있는 간호사 355명을 대상으로 하였으며, 자료 수집은 2012년 4월 1일부터 5월 31일까지의 기간 동안에 구조화된 자기기입식 설문조사에 의하였다. 연구결과, 조사대상 간호사들의 직무스트레스 요인별 이직의도 평균점수는 상사의 지지도가 높은 군보다 낮은 군에서, 동료의 지지도가 높은 군보다 낮은 군에서 유의하게 높았다. 이직의도 점수와 직무 스트레스 요인들 간의 상관관계를 보면, 이직 의도는 상사의 지지도 및 동료의 지지도와 유의한 음의 상관관계를 보였으나, 업무의 요구도와 업무의 자율성과는 유의한 관련성이 없었다. 위계적 다중회귀분석 결과 조사대상 간호사들의 이직의도에 영향을 미치는 관련 변수로는 연령, 커피음용여부, 근무부서, 업무에 대한 만족도, 상사의 지지도 및 동료의 지지도가 유의한 변수로 선정되었으며 이들 변수의 설명력은 29.4%이었다. 이상과 같은 결과를 볼 때, 조사대상 간호사들의 직무스트레스와 이직 의도는 인구사회학적특성, 건강관련행위특성 및 직업관련 특성의 여러 변수들과 유의한 관련성이 있음을 시사한다. 또한 직무스트레스 요인과 이직의도 간에는 유의한 양의 상관관계를 보이고 있었으며, 직무스트레스 요인 중 상사나 동료의 지지도는 이직의도에 영향을 미치는 요인으로 나타났다. 따라서 간호사의 직무 스트레스를 최소화하는 동시에 이직을 예방하기 위한 구체적인 방안을 강구할 필요가 있다고 생각된다.

• 한국의료질향상학회지
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• 제12권1호
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• pp.18-39
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• 2006

Background : This study was carried out to examine the changes of job stress after adoption of order communication system(OCS) and its related factors. Methods : Two hundreds and twenty one employees in a university hospital were surveyed 4 months before and 1 year after the OCS had been adopted. Author used Korean version of Karasek's job content questionnaire(K-JCQ) to evaluate job stress. The questionnaire developed by Doll's was used to assess the satisfaction for the OCS. Result : With the adoption of OCS, the scores of skill discretion increased significantly from 29.9 to 30.8 that meant job stress was decreased. In use of OCS, direct user group showed significant increase of skill discretion, whereas the indirect user group showed significant increase in psychological job demand, and it was statistically significant when compared to direct user group(p<0.05). Among the changes in job stress, skill discretion score change was significantly different by age(p<0.05). This study revealed that there was statistically significant relationship between the change of skill discretion score and time computer use, level of satisfaction for content of provided information(p<0.05). And psychological job demand score change was significantly different by time of computer use(p<0.05). Conclusion : Adoption of OCS into hospital may increase job stress, but when it is adopted wisely and appropriately, it may enhance skill discretion of each individual, and decision authority while reducing psychological job demand.

• 지역사회간호학회지
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• 제23권2호
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• pp.222-230
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• 2012

Purpose: This research is to understand the effects of senior simulation on employees of elderly care facilities and utilize it in their job training. Methods: This research is a nonequivalence control group pre-to-post quasiexperiment research. 18 employees who have experienced senior simulation are set as test group and 18 other employees who have not experienced senior simulation are set as control group. Results: The hypothesis that 'the test group which has experienced senior simulation will show a positive change in their attitude on elderly care, compared to the control group' and 'the test group which has experienced senior simulation will show a positive change in understanding of elders, compared to the control group' was supported. The hypothesis that 'the test group which has experienced senior simulation will show a positive change in job satisfaction and performance of duties, compared to the control group' was dismissed. Conclusion: The senior simulation seems to contribute to elderly care facilities employees' change in their viewpoints of elders and broaden their understanding of them. The senior simulation was meaningful to provide basic help with implementing job training programs.

• 한국병원경영학회지
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• 제25권1호
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• pp.58-72
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• 2020

Purposes: This study aims to investigate the determinants of change-oriented organizational citizenship behavior(CO-OCB) of hospital employees and test the mediating effect of the job satisfaction and organizational commitment on the CO-OCB. Methods: Data were collected from the self-administered questionnaire survey for hospital employees of ten hospitals located in five regions, including Seoul. Out of 1,100 questionnaires which were distributed through the administrative routes, a total of 617 copies were returned(response rate 56.1%) and analyzed by frequency analysis, t-tests, correlation analysis, multiple regression, and path analysis using SPSS 21.0 and AMOS 21.0. Findings: The study results revealed that the explanatory power(56.4%) of the model was most significantly increased by the variables of psychological attributes(R²-change 33,5%). Also, the variables of self-efficacy, followed by hope, the organizational climate for innovation, the psychological safety climate, team-member exchange, and leader-member exchange were found to have positive total effects on CO-OCB, through the mediating variables of job satisfaction and organizational commitment. Practical Implications: The study results imply that, in order to improve the CO-OCB of hospital employees, the administrators have to take the integrated approach considering the various domains of factors including the psychological attributes, job characteristics, interpersonal relations, and organizational climate simultaneously.

• 복식
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• 제66권3호
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• pp.147-161
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• 2016

This study analyzed the effects of job style on job satisfaction and turnover intention of fashion models, and the difference in the job style, job satisfaction and turnover intention by model activities period. Data was collected by surveying fashion models with more than 10 modeling experiences, and 230 responses were used in the data analysis. The results of were as follows: First, the job style of fashion models were classified into professional ability type, social relationship-focused type, future-oriented type and body-boasting type. Job satisfaction was classified into satisfaction with working conditions, satisfaction with model activities, and satisfaction with relationships. Turnover intention was classified into intention to change jobs, and intention to quit modeling. Second, being a professional ability type had a negative effect on satisfaction with working conditions, whereas being a future-oriented type had a positive effect on it. The professional ability type and social relationship-focused type had a positive effect on satisfaction with model activities, and the social relationship-focused type had a positive effect on satisfaction with relationships. Third, the future-oriented type and body-boasting type had a negative effect on the intention to change jobs. The social relationship-focused type, future-oriented type and body-boasting type had a negative effect on the intention to quit modeling. Fourth, there were significant differences in the professional ability type, human relationship-focused type, body-boasting type, intention to change jobs and intention to quit modeling by model activities period. Therefore, it is necessary for domestic fashion models to have the appropriate attitude to develop features and competency required for modeling projects and if improvements are made to enhance job satisfaction of fashion models, the fashion modeling industry is expected to make further developments.

• 한국지역사회생활과학회지
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• 제19권4호
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• pp.597-609
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• 2008

The purpose of this study was to examine the effects of stress on child care teachers' with relation to job turnover, occupational turnover and the moderating role of personal accomplishment. The subjects were 153 child care teachers in Gyeonggi-Do. Data was analyzed through Pearson's correlation, multiple regressions using the SPSS12.0. This study showed that work overload and administrative problems in child care centers were significant predictors of a teachers' intention to change their job. Also, the stresses of human relations such as with children or co-workers were significant predictors of a child care teachers' intention to change occupation. Personal accomplishment was suggested to reduce the negative results of work overload and stress.

• Safety and Health at Work
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• 제13권2호
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• pp.213-219
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• 2022

Objective: The Job Demand & Resources model suggests work characteristics are related to mental well-being and work engagement. Previous work describes the development of a combined construct 'engaged well-being at work' (EWB). To what extent changes in measures of this construct are responsive to changes in job demands and resources or associated with changes in job-related attitudes has not been established. Methods: Longitudinal employee-level data from three waves (German Linked Personnel Panel) were used. Logistic and linear fixed effects regression analyses explored longitudinal associations between changes in EWB for participants over a three-year period with changes in job demands and resources and job-related attitudes (job commitment, satisfaction, and turnover intentions). Results: While job resources were associated with increased odds for a change into a healthier and/or more engaged category of EWB, job demands reduced them. Job resources were more strongly related to higher EWB (OR_range = 1.22 - 1.61) than job demands (OR_range = 0.79 - 0.96). Especially psychological job demands showed negative associations with improved EWB (OR = 0.79). A change from the least desirable category 'disengaged strain' to any other category of EWB was associated with greater odds by up to 20.6 % for increased commitment and job satisfaction and lower odds for turnover intentions. Discussion: Improving work characteristics, especially job resources, could increase employees' EWB, emphasizing the importance of job characteristics for a healthy workplace. Because EWB seems to be associated with job attitudes, an improvement of this indicator would be relevant for employees and employers.

• 한국콘텐츠학회논문지
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• 제21권7호
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• pp.222-237
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• 2021

본 연구의 목적은 요양보호사의 직무스트레스 및 직무소진 완화와 치유를 목적으로 ACT 집단상담 프로그램을 개발하고 그 효과를 확인하는 데 있다. 이를 위해 프로그램의 목표 및 이론적 모형, 내용, 운영 및 평가를 구성하였으며 절차에 따라 적용하였다. 주요 연구결과는 다음과 같다. 첫째, 연구대상의 직무스트레스를 측정한 결과 프로그램 참여 집단에서 긍정적인 변화가 있었다. 둘째, 연구대상의 직무소진 수준을 측정한 결과 프로그램 참여 집단에서 긍정인 변화가 있었다. 셋째, 연구대상의 역할갈등 수준을 측정한 결과 프로그램 참여집단에서 긍정적인 변화가 있었다. 넷째, 연구대상의 역할과다 수준을 측정한 결과 프로그램 참여 집단에서 긍정적인 변화가 있었다. 다섯째, 연구대상의 역할모호 수준을 측정한 결과 프로그램 참여 집단에서 긍정적인 변화가 있었다. 본 연구는 실무적 시사점으로서 각종 요양보호사 교육과정에 ACT이론 및 실천방안을 내용에 포함시킴으로서 직무 소진과 직무 스트레스에 대한 대응력을 높이고 궁극적으로 요양보호사의 심리적 유연성을 높임으로서 일과 삶을 대하는 태도의 본질적 변화의 기회를 제공할 것에 대해 기술하였다.

• 한국병원경영학회지
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• 제20권1호
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• pp.1-12
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• 2015

This study aims to examine the effect of a change of leadership on internal environment and organization effectiveness and suggest measures on effective organizational management by analyzing a change of leadership before and after 2nd generation management. There was analysis of a difference of leadership type, organizational structure, organizational culture, management resources, job satisfaction, and organizational commitment between the period of the founders and the period of 2nd generation successors by collecting data from employees of 6 hospitals in Seoul. Also there was analysis of the effect of a change of leadership on internal environment and organizational effectiveness. According to the analysis, it was demonstrated that the factor affecting job satisfaction during the period of the founder was complexity of organizational structure, and there were no factors affecting organizational commitment. In contrast, during the period of the 2nd generation successors, it was revealed that transformational leadership, centralism of organizational structure, and human resources of management resources affect job satisfaction, and transformational leadership, complexity of organizational structure, hierarchical culture of organizational culture, and human resources of management resources affect organizational commitment. Further, after the succession from the founders to 2nd generation successors, as transformational leadership increased, job satisfaction rose, and as developmental culture was reinforced and human resources increased, organizational commitment was heightened. Furthermore, as transformational leadership increased and developmental culture was reinforced, organizational commitment was heightened. Namely, as transformational leadership was reinforced resulting from the succession to 2nd generation, employees' job satisfaction and organizational commitment increased, with circumstances aiming for the actual change.

• 한국콘텐츠학회논문지
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• 제18권12호
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• pp.526-534
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• 2018

본 연구는 시간에 따른 장애인의 직장차별 변화정도를 유형화하고, 각 유형별로 생활만족도에 영향을 미치는 요인을 규명하는데 목적이 있다. 이를 위해 장애인고용패널 3~8차년도 자료를 활용하였고, 1,227명의 데이터를 활용하였다. 잠재프로파일성장분석을 통해 장애인의 직장차별의 종단적 변화유형을 구분하였고, 이후 집단별로 이항로지스틱회귀분석을 통해 영향요인을 검증하였다. 분석결과, 첫째, 장애인의 직장차별 변화유형은 감소집단과 증가집단으로 나타났고, 직장차별에 영향을 미치는 요인은 장애정도, 만성질병 유무, 총소득, 생활만족도이었다. 둘째, 장애인의 직장차별 유형별 삶의 만족도를 예측하는 요인을 살펴보면, 직장차별과 감소집단과 증가집단은 공통적으로 자아존중감과 사회경제적지위가 높을수록 삶의 만족도가 높았다. 이러한 결과를 바탕으로 본 연구는 장애인 직장차별에 대응하기 위해 본 연구가 갖는 함의를 제시하였다.