• 근관절건강학회지
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• 제14권1호
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• pp.5-12
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• 2007

Purpose: The purpose of the study was to identify the relationship between low back pain and job stress in hospital nurses. Method: A descriptive correlation research design was employed. The participants were 355 nurses who worked in a general hospital in W city Kangwon-do and consented to participate in this study. The Visual Analog Scale and job stress scale were used in this study. Analysis included descriptive statistics, t-test, ANOVA, and partial correlation coefficients. Results: Experience of low back pain for nurse in the past was 86.5% and in the present was 67.5% for low back pain which measured an average of 4.4 points for the level of low back pain. The mean score for job stress was relatively low(M=47.2). Job demand, organization system, job instability and conflict in relationships contributed to high stress scores, instead inappropriate compensation, job culture, and job autonomy contributed to low stress. There was a significant relationship between low back pain and job stress. Conclusion: These results suggest that further research is needed to develop programs to prevention and management of low back pain for nurses.

• 가정간호학회지
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• 제20권1호
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• pp.44-52
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• 2013

Purpose: To identify factors that affect the job stress of visiting nurses at health centers in Seoul, Korea, who perform home care services. Methods: Data were collected in the period from November 20 to December 10, 2008, from 206 visiting nurses working at 25 health centers in Seoul metropolitan city. Self-report questionnaires of the Organization-Based Self-Esteem (OBSE) and the Korean Occupational Stress Scale (KOSS) were used. Data were analyzed by the SPSS win 15.0. Results: Several findings were obtained from the study. First, the mean of job stress was 52.4 points, which was higher than that of Korean women. Second, it was shown that by the sub-domain of job stress, the mean value belonged to the top 50% in the four sub-domains of physical environment, job demand, interpersonal conflict, and organizational system. Additionally, it belonged to the top 25% in the sub-domain of job insecurity, wherein the job stress was the highest. Third, the self-esteem of the nurses had the most significant effect on their job stress. Conclusion: Stress related to job insecurity was the highest among the visiting nurses at health centers in Seoul who perform the custom home care service thus, institutional support is urgently needed to alleviate such stress and secure their employment.

• 한국IT서비스학회지
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• 제17권2호
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• pp.1-16
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• 2018

Large corporations have the work and roles of employees clearly defined in accordance with their established internal structure whereas small and mid-sized firms may lack an official job specification or a written job description, causing ambiguity in the role of employees. In IT service companies, especially, there is a relatively large number of tasks requiring one person to play multiple roles and they are often highly dependent on few key players. In this reality where about 80% of the job seekers end up in SMEs, it is therefore necessary to look into how the turnover factors such as job strain and occupational burnout caused by the role ambiguity from extra work affect the turnover intentions of small and medium sized IT service firm employees. The outcome of this study is as follows. First, the relationship between job strain and turnover intention has been examined to find that a weak inverted U shaped relationship exists between role overload, which is a subset of job strain, and turnover intention. Second, the hypothesis based on the competing values framework has been tested that the fitness with organizational leadership and culture would moderate the relationship between job strain and turnover intention and it has been confirmed that the degree of relationship between role conflict and role ambiguity, the subsets of job strain, and turnover intention has changed. In conclusion, in order to discourage turnover intention, it is necessary to increase the fitness with the organization and leadership or generate a sufficient level of strain in case of an organization with low fitness.

• 한국산학기술학회논문지
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• 제17권10호
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• pp.147-157
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• 2016

본 연구는 비약적으로 증가하는 인천국제공항 이용객들의 수요로 제 2 신공항의 개항을 빠르게 추진하는 현재, 인천국제공항 이용하는 이용자들의 편의를 제공하는 공항 서비스 인력자원의 이탈을 방지하고 보다 나은 서비스를 제공하여 공항 서비스 품질의 인적관리 부분에 중점을 주고자 공항 서비스 인력자원의 이직요인을 조직헌신의 매개효과를 중심으로 연구되었다. 연구결과 첫째, 직무관련 요인에서는 역할갈등과 역할과중만이 조직헌신에 영향을 주는 것으로 나타났다. 둘째로는 조직관련 요인 중에서는 보상과 동료상사관계가 조직헌신에 영향을 주고 있는 것으로 나타났고, 세번째로는 조직헌신이 높을수록 이직행동이 높았다. 네 번째 이직에 영향을 주는 직무관련 요인은 역할갈등으로만 나왔으며, 다섯 번째로 조직혁신 요인 중에는 보상과 의사결정만이 영향을 주는 것으로 나타났다. 결론적으로 종사원의 이탈을 방지하기 위해서 앞에서 제시했던 것처럼 가치적이나, 금적적인 보상이 이루어져야 하며, 장기근속으로 연결할 수 있도록 할 수 있는 환경을 기업의 입장에서 종사원에게 제시하고 동료, 상사와의 관계를 돈독할 수 있는 제도를 마련하는 것이 시급하다고 할 수 있다.

• 한국콘텐츠학회논문지
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• 제12권1호
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• pp.400-408
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• 2012

일부지역 치과위생사를 대상으로 일반적 특성 및 근무특성, 직무스트레스, 사회심리 스트레스와의 관련성을 파악하기 위해 치과위생사 219명을 대상으로 최종분석결과 치과위생사의 직무스트레스 총점은 $47.41{\pm}7.46$이었고, 사회심리적 스트레스의 총점은 $23.05{\pm}7.49$이었다. 연령이 낮을수록 직위가 낮을수록 미혼일수록 물리환경, 직무자율성, 부상부적절에 대한 직무스트레스가 높았고, 수입, 학력이 낮을수록 직무경력기간이 짧을수록 직무자율에 대한 스트레스가 높게 나타났다. 일평균근무시간이 길수록 물리환경, 직무요구에 대한 스트레스가 높았다. 물리환경, 직무요구, 직무자율성, 직무불안정, 보상부적절, 직장문화에 대한 직무스트레스가 높을수록 사회심리 스트레스가 높아지는 양의 상관관계를 가졌다. 직무불안정, 조직체계, 보상부적절, 직급이 높을수록 물리환경 스트레스가 많을수록 사회심리 스트레스에 영향을 미치는 것으로 나타났다.

• 대한인간공학회지
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• 제29권5호
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• pp.751-762
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• 2010

The purpose of this study was to investigate the job stress factors of aircraft composite material part manufacturing workers using survey based on 'Job stress factors evaluation tool for Koreans' that was developed by KOSHA in 2003. Two hundred and fifty workers participated in this study, and among them 204 responses were analyzed for this study due to the unreliability and insincerity of responses. The eight job stress factors which are physical environment, job autonomy, job insecurity, organizational system, workplace culture, unfair compensation, relationship conflict, and job requirement were analyzed. The results showed that the stress level of the six job stress factors which are physical environment, job autonomy, job insecurity, organizational system, workplace culture, unfair compensation was relatively higher than that of other industry workers. Generally, all eight job stress factors showed higher stress with temporary workers than with permanent workers, and especially job autonomy, job insecurity, organizational system, and unfair compensation factors showed statistically significant differences (p<0.05). Since the temporary workers are insecure with their job, weak position in organization, having little self-control for the job and lower pay level than that of permanent workers though the job is as same as permanent workers', the stress level of above job stress factors would be much higher than that of the other factors. The group of unsatisfactory with workplace showed higher job stress than group of satisfactory with workplace in all job stress factors, as expected, at the statistically significance level (p<0.05). From the results of this study, the work loss due to the job stress could be prevented, and accurate stress factors could be removed at the workplace. Also the job stress management program can be implemented to improve the work efficiency and the workers' quality of life.

• 한국응급구조학회지
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• 제8권1호
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• pp.71-86
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• 2004

This study selected emergency medical technicians at 24 fire police boxes in Jeonnam in order to examine the relationship between job stress, fatigue and job satisfaction of 119 emergency medical technicians. Data were collected from Apr. 10 to May 9, 2004, questionnaires were mailed and returned by mail. Total 109 questionnaires were distributed and 89 questionnaires were collected and 80 except 9 omitting answers and showing inappropriate answers were used for final analysis. The results of this study are as follows. A. The total mean of areas composing job stress in the degree of job stress of 119 emergency medical technicians was over the average as 2.54 (SD .44) of 4 full marks. According to the degree of job stress by each area, the highest area of job stress was crisis situation (2.98), followed by role conflict as professional job (2.58), social factors (2.57), involvement in organization (2.55). To the contrary, the areas of the lowest job stress were professional knowledge and technique (2.35), psychological burden of medical limitation (2.38), conflicts in personal relationship and services (2.45) and improper treatment (2.53). B. The degree of fatigue of 119 emergency medical technicians by areas was over mean as 2.09(SD .49) of 4 full scores and physical fatigue was highest (2.18), followed by mental fatigue (2.11) and neurosensory fatigue (1.99). C. The degree of job satisfaction of 119 emergency medical technicians was 2.71 of 5 full scores and working condition area (3.70) showed the highest job satisfaction, followed by requirement of organization (2.85) and the lowest job satisfaction area was job itself (2.18), followed by desire for job (2.49). D. According to differences in demographical characteristics of 119 emergency medical technicians, there was no variable of statistical difference at job stress and job satisfaction in significance level .05, but fatigue showed statistical difference at final education (F=2.393, p=.046). E. According to differences related to job characteristics of 119 emergency medical technicians, job stress showed statistical differences at motif of current services (F=4.935, p=.003), fatigue showed those at health conditions (F=2.732, p=.008), job satisfaction at overtime (F=3.038, p.034) and the greatest reason of having job (F=3.217, p=.017), F. As a result of analyzing correlations between job stress. fatigue and job satisfaction of the subject, job stress showed positive correlations (r=.411, p=.000) with fatigue and negative correlation (r=-.267, p=.008) with job satisfaction. Fatigue showed negative correlation (r=-.287, p=.005) with job satisfaction. Therefore, the hypothesis of this study. "There will be relationship between degree of stress, fatigue and job satisfaction of subjects." was supported.

• The Journal of Asian Finance, Economics and Business
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• 제8권5호
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• pp.1055-1063
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• 2021

How to manage a business effectively and successfully is the most important goal of all businesses on their way to expand and develop. Most researchers have confirmed that highly committed employees may perform better than less committed ones. The paper aims to find out what critical factors really affect employee's commitment for success of a business. The findings show that three factors having impacts on organizational commitment are leadership, meeting effectiveness and job satisfaction. Particularly, leadership positively affects meeting effectiveness with weight of 0.838. It is believed that if employees feel satisfied with their job, they become more committed to their organization. In addition, it is evident that meeting effectiveness positively affects organizational commitment with weight of 0.296. Last but not the least, in the relationship between meeting effectiveness and organizational commitment, there is a mediator of job satisfaction with the indirect effect of 0.454 and its bootstrap errors at 0.053. It emphasizes the importance of meetings in workplaces. In order to make subordinates satisfied with their jobs, every conflict or problem needs to be thoroughly resolved in meetings. That's why meeting effectiveness has a significant effect on job satisfaction. Furthermore, whether meetings are effective or not is based on leaders or meeting organizers.

• 한국산학기술학회논문지
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• 제17권1호
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• pp.622-628
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• 2016

본 연구의 목적은 의료기관 행정직 종사자의 역할 스트레스가 소진과 직무만족, 조직몰입에 미치는 영향을 실증적으로 규명하고자 실시되었다. 본 연구는 200병상 이상의 종합병원 중 10곳의 행정직원을 대상으로 2015년 7월 13일부터 8월 14일 까지 한 달 동안 설문조사를 실시하였다. 조사된 설문은 AMOS 18.0을 이용하여 확인적 요인분석, 평균분산추출, 연구모형의 적합도 지수, 연구모형의 경로계수 추정치 분석 등을 실시하였다. 본 연구의 주요결과로는 의료기관 행정직 종사자의 역할갈등과 역할과다는 소진에 정(+)적인 영향을, 소진은 직무만족에 부(-)적인 영향을 미치는 것으로 나타났고, 조직몰입과의 관계는 유의하지 않은 것으로 나타났다. 본 연구결과는 부서간의 연계 업무 등에 있어 역할갈등을 줄이기 위해서는 업무에 대한 명확한 지침과 업무지시의 통일성 등이 필요하고, 정확한 업무 측정과 계량으로 구성원의 역할을 적정화할 때 조직에 대한 애착과 헌신도도 높아지고 궁극적으로 개인의 직무성과도 향상될 수 있음을 시사하고 있다.

• 한국산학기술학회논문지
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• 제13권8호
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• pp.3460-3469
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• 2012

본 논문의 목적은 중소 IT기업 S/W 개발자의 생산성을 높이기 위하여 어떤 요소들이 직무몰입에 긍정 또는 부정적 영향을 미치는가를 분석하는데 있다. 본 연구에서는 개발자의 직무능력을 중요한 선행변수로 보고 있다. 그리고 역할갈등과 태도가 직무몰입을 가져오는 중요한 매개 작용을 한다는 가설에서 출발하였다. 실증자료를 통한 경로 분석 결과, 직무능력 변수들이 매개변수인 역할갈등과 태도에 영향을 미치며, 이들이 직무몰입에 직, 간접적으로 영향을 미치는 것으로 나타났다. 특히 중요한 발견은 업무지식이 높을수록 역할갈등은 낮게 나타났으며, 업무기술력이 높은 인력일수록 역할갈등이 더 높게 나타났다. 이는 중소 IT기업의 경우 조직 내에서 직무기술력이 우수할수록 많은 기대와 일을 시키는 것에서 기인되었다고 보아진다. 결국, IT 개발자의 업무지식을 높이고 직무에 대하여 좋은 태도를 형성하여야 직무몰입을 높일 수 있다.