• 한국간호교육학회지
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• 제22권3호
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• pp.264-273
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• 2016

Purpose: The purpose of this study was to investigate humanistic knowledge, emotional intelligence, and communication skills among nurses and to identify factors influencing the communication skills of nurses in five hospitals. Methods: Data were collected from 248 nurses in hospitals from August 25 to September 9, 2015. Data were analyzed with descriptive statistics, t-test, ANOVA, Pearson's correlations and enter method regression analysis using the SPSS/Win 22.0 program. Results: There were significant differences in humanistic knowledge according to religion, education, work department, number of night duty, pay level satisfaction, job satisfaction, and job performance. There were significant differences in emotional intelligence according to all general characteristics. There were significant differences in communication skills according to education, position, number of night duty, and job performance. Communication skills showed positive correlations with humanistic knowledge and emotional intelligence. Emotional intelligence correlated positively with humanistic knowledge. Emotional intelligence was a significant predictor and accounted for 32% of variance in the communication skills. Conclusion: To strengthen communication skills, programs need to be complemented in order to promote humanistic knowledge and emotional intelligence for nurses.

• 한국화재소방학회논문지
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• 제33권2호
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• pp.145-154
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• 2019

본 연구는 소방공무원 개인의 자아상태를 분석하여 자아에 따른 자기효능감과 직무만족도에 미치는 영향을 알아보고, 이를 통해 현장에서 직무의 성과를 향상시켜 효율적으로 직무를 수행하는데 목적을 두고 있다. 연구대상은 경기도 남부지역 B도시 현직 소방공무원 177명을 대상으로 설문조사를 실시하여 SPSS 22.0을 통해 상관관계분석 및 회귀분석을 실시하였다. 연구 결과, 첫째, 소방공무원의 자아상태 요인과 자기효능감 요인과의 상관관계에서는 자아상태 요인의 경우 자기효능감이 다소 높고, 자기조절효능감은 매우 높은 것으로 나타났다. 둘째, 자아상태 요인이 자기효능감에 미치는 영향에서는 Adult (A)유형, Free Child (FC)유형, Adapted Child (AC)유형 순으로 유의하게 나타났다. 셋째 자아상태 요인과 직무만족 요인과의 상관관계 분석결과 Critical Parent (CP)유형의 경우 모든 직무만족도 요인에서 부적 상관관계를 보였고, Nurturing Parent (NP)유형의 경우 모든 직무 만족도에서 정적 상관관계를 보였다. 이에, 자아상태 요인에서 권위적인 기능인 Critical Parent (CP)를 낮추고 Nurturing Parent (NP)기능을 높이는 부모자아의 수정전략과 낮은 만족도에서 나타나는 Adapted Child (AC)기능을 낮추어 Free Child (FC)기능을 활성화하는 수정전략이 필요하며 합리성에 기초한 지금-여기에 알맞은 강점은 강화하고 약점은 보강하는 전략적 접근이 필요한 것으로 나타났다.

• 서비스연구
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• 제4권1호
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• pp.1-19
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• 2014

Every organization needs to maintain its long-term effectiveness through the positive perceptions, attitudes, and behaviors of its members. Customer orientation, job satisfaction, and organizational citizenship behavior (OCB) are the important functioning aspects for the long-term organizational effectiveness. The purpose of this study is to investigate the impact of service-worker's customer orientation on OCB within Korean bank and insurance sector by analyzing the relationship of constructs in the conceptual model. To achieve research objectives, survey method is employed. Findings of this research reveal that both need and enjoyment dimension of CO are very important in predicting OCB. We sent 220 questionnaires to service workers of the bank and insurance then received 200 valid responses. The research was conducted in bank and insurance agency in J city. The choice of these two types of organizations was dictated by the fact that they have large number of service worker with diverse background at multiple levels in these industries. Results also indicated that the moderating effect of pay satisfaction on the relationship between their OCB and CO had a weak effect.

• 한국생활과학회지
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• 제10권2호
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• pp.153-163
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• 2001

The purpose of this study was to find the relationship between the leadership type of the chief and the occupational satisfaction of a teacher as well as the desirable type to fullfill the educational purpose of pre-school institutes. The subject of this study were 191 teachers in private pre-school institutes. Halpin's "Leadership Behavior Description Questionnaire" and Paula Jorde Bloom(1989)'s "Early Childhood Job Satisfaction Survey" have been modified and used for this study. The results are as follows: First, the leadership types of the chief teacher is recognizing can be classified into effective leadership, initiating structure, consideration, and ineffective leadership. Second, in regard to the occupational satisfaction of teachers they are satisfied with occupation itself and relationship between people rather than pay, social stability, and the environment of working. Third, the relationship between the leadership types of the chief and the occupational satisfaction shows the meaningful difference and consideration among the leadership types indicates the higher satisfaction of teachers. On the other hand, the type of ineffective leadership shows the lower satisfaction. As a result, the type of leadership of consideration contributes to the satisfaction rather than the types of leadership such as effective, ineffective, and initiating structure.

• 한국프랜차이즈경영연구
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• 제9권2호
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• pp.7-16
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• 2018

Purpose - Turnover Intention in the franchise industry is becoming a very important issue. This study examines the structural relationships between organizational justice, emotion, job satisfaction, and turnover intention in the franchise industry. In this model, emotion was classified into two sub-dimensions such as positive and negative emotion. Research design, data, methodology - The sample of this study collected from employees of a food-service franchise company is representative. Copies of the questionnaire along with a cover letter were delivered by a research assistant to the human resources manager or the general manager of the selected food-service franchise firms after they agreed to participate in the study. In order to increase the response rate of the respondents, a small gift was provided to the respondents who completed the questionnaire. A total of 300 questionnaires were distributed and 285 returned responses, 9 responses were not usable due to missing information. Thus, a total of 276 responses were used using structural equation modeling with Smartpls 3.0. Results - The results showed that organizational justice had positive significant effects on positive emotion and job satisfaction. Job satisfaction had negative a significant effect on turnover intention. And negative emotion had positive significant effect on turnover intention. Conclusions - The results of this study provide some implications. If employees feel that the franchise headquarters is fair about the methods and procedures of decision making, resource allocation, information sharing, etc., it means that employees feel better. If the franchise's decision-making processes and methods and results are transparently disclosed and processed in accordance with the internal rules of the company, the employees will be able to fully understand and accept them. The results of this study also show that positive and negative emotions of service-based franchise employees have different effects on job attitude and organizational behavior. In particular, when negative emotions of employees are passed on to others and the results are negative, employees may feel that they are disoriented or wrong. Therefore, the franchise headquarters should try to inspire employees' sense of organizational community, and should pay attention to how to relieve the job stress and the fair distribution of work and rewards.

• 한국보육지원학회지
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• 제8권1호
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• pp.65-83
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• 2012

본 연구의 목적은 어린이집 교사가 지각한 원장의 감성리더십과 조직문화가 교사의 직무만족도에 미치는 영향을 분석하는 것이다. 이를 위해 어린이집에 근무하는 교사 366명을 대상으로 설문조사를 실시하였다. 연구결과 첫째, 교사들은 원장의 감성리더십을 보통 이상으로 인식하였으며 감성리더십의 하위변인 중 개인적 역량을 사회적 역량에 비해 높게 인식하는 것으로 나타났다. 또한 교사들은 어린이집의 조직문화를 집단적 문화라고 지각하는 정도가 가장 높았으며, 그 다음으로 혁신적 문화, 위계적 문화, 합리적 문화 순으로 나타났다. 직무만족과 관련하여 교사는 복지후생과 보수에 대한 만족도가 높은 편이었고 근무환경에 대한 직무만족도는 상대적으로 낮은 것으로 나타났다. 둘째, 교사가 지각한 원장의 감성리더십과 조직문화 및 직무만족도 간에는 높은 정적 상관관계가 있었다. 셋째, 교사가 지각한 어린이집 원장의 감성리더십과 조직문화가 교사의 직무만족도에 미치는 영향을 분석한 결과, 감성리더십의 하위변인 중 사회적 역량이 제일 큰 영향을 미치는 것으로 나타났고 그 다음으로 조직문화의 하위변인 중 집단적 문화, 혁신적 문화 순으로 영향을 미치는 것으로 나타났다.

• 한국산학기술학회논문지
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• 제21권9호
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• pp.103-112
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• 2020

본 연구의 목적은 간호·간병통합서비스병동 간호사를 대상으로 위임준비성과 직무만족 간의 관계를 파악하기 위함이다. 자료 수집은 2017년 5월 26일부터 2017년 6월 7일까지 서울과 경기 지역에 위치한 5군데 종합병원의 간호·간병통합서비스병동에서 근무하는 간호사 126명을 대상으로 시행되었다. 자료는 independent t-test, one way ANOVA, Pearson's correlation coefficients을 이용하여 분석되었다. 연구결과 간호사의 위임 교육 여부(t=-2.77, p=.006)가 위임준비성에 유의한 차이를 나타냈고, 위임준비성과 직무만족 간에 유의한 양적 상관관계(r=.43, p<.001)가 있는 것으로 나타났다. 위임준비성 하부 영역과 직무만족에서는 업무 내용에 대한 이해(r=.26, p=.003), 위임업무구분(r=.45, p<.001), 위임 내용에 대한 이해(r=.35, p<.001), 위임 기술(r=.34, p<.001) 간에 유의한 양적 상관관계가 있는 것으로 나타났다. 위임준비성과 직무만족의 하위 영역 중에서는 상호작용(r=.46, p<.001), 직무과업(r=.36, p<.001), 전문직업적 수준(r=.33, p<.001), 행정(r=.31, p<.001), 보수(r=.20, p=.026)가 유의한 양적 상관관계가 있는 것으로 나타났다. 이상의 결과는 간호·간병통합서비스병동 간호사가 효과적인 위임을 위해서는 학교와 간호현장에서 위임 기술을 포함한 교육을 강화시킬 필요성을 제시한다.

• 한국환경과학회지
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• 제31권11호
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• pp.923-931
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• 2022

The aim of this study was to analyze differences in the perception of Gangwon-do residents using a satisfaction survey. The residents were found to be most satisfied with sectors such as parks/green spaces, landscape, and public order; however, they were least satisfied with transportation, culture, sports, medical services, and welfare facilities. Additionally, among all the items in the satisfaction survey, job satisfaction was the lowest. When comparing satisfaction trends observed in the city to those of the county, the overall satisfaction of the county was found to be slightly higher. This result could be attributed to young people being underrepresented in this survey in conjunction with the greater policy-level support for middle-aged people by from the government and Gangwon-do. Therefore, it would be worthwhile to create policies that primarily support young people and to also to create high-quality jobs with stable pay and employment prospects. This could minimize the outflow of youth and even encourage their inflow to similar small provincial cities. In Southern region and Seorak region of Gangwon-do, the satisfaction with gap between house price and region was low, which might be related to the increased demand for real estate throughout this area.

• 치위생과학회지
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• 제6권4호
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• pp.285-293
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• 2006

J지역사회 치과위생사의 효과적인 업무수행을 위해 직무만족에 영향을 미치는 관련요인을 분석하고자 2006년 7월 24일부터 9월 24일까지 전라북도에서 근무하는 치과위생사 156명을 대상으로 설문조사를 조사하였으며, SPSS(Ver. 12.0) 프로그램을 이용하여 통계 분석한 결과 다음과 같은 결론을 얻었다. 1. 치과위생사의 직무만족도의 전체평균은 5점 만점에서 2.83으로 낮은 정도를 나타냈으며, 각 요인별 직무만족도는 동료관계요인이 3.21으로 가장 높은 만족수준을 나타냈고, 장래성요인은 3.10, 자율성요인 3.07, 환경요인 2.99, 보수요인은 2.55이었고, 업무량요인은 2.03으로 가장 낮은 만족수준을 나타냈다. 2. 치과위생사의 일반적 특성에 따른 직무만족도에 유의하게 영향을 주는 요인은 연령별에서는 자율성요인(p < 0.001)이었고, 결혼여부에서는 자율성요인(p < 0.001), 보수요인 (p < 0.05)이었으며, 미혼보다 기혼이 만족도가 높게 나타났다. 근무지별로는 장래성요인과 동료관계요인(p < 0.001)이었고, 치과대학(부속)병원에서 만족도가 높게 나타났다. 근무경력에서는 자율성요인(p < 0.001)과 환경요인(p < 0.05)이었고, 근무경력이 높을수록 만족도가 높았다. 최종학력별로는 자율성요인(p < 0.001), 업무량요인과 환경요인(p <0.05)이었고, 학력이 높을수록 만족도가 높았다. 월평균 소득별로는 자율성요인과 보수요인(p < 0.001), 장래성요인(p < 0.05)이었고, 170-189만원의 경우가 만족도가 높게 나타났다. 3. 전반적인 만족도와 만족도에 영향을 미치는 요인간의 상관관계분석에서 전반적인 만족도는 자율성요인(r = 0.485),장래성요인(r = 0.222), 보수요인(r = 0.355), 동료관계요인(r = 0.280), 환경요인(r = 0.380)들에 의해 영향을 받고 있었으며, 만족요인들의 만족도가 높을수록 전반적인 만족도도 높게 나타났고, 통계적으로 유의한 차이가 있었다(p < 0.01). 4. 직무만족 요인에 각 요인들이 어느 정도의 설명력을 가지고 있는지 알아보기 위해 다중회귀분석을 실시한 결과, 자율성요인이 가장 크게 영향을 미치는 것으로 나타났으며, 다음으로 보수요인, 장래성요인, 환경요인, 업무량요인의 순으로 나타났고, 만족 요인이 만족도 점수에 미치는 영향에 대한 설명력은 40.2%였다.

• 아동학회지
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• 제22권4호
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• pp.189-199
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• 2001

The purpose of this study was to explore the relationship between caregivers' characteristic variables and quality of child care and to investigate the magnitude of the association between variables and quality of child care according to children's age. The following factors were suggested as the caregivers' characteristic variables: Total years of caregiving experience, educational level, job satisfaction, amounts of turnover, time for commuting, salary, pay step, years of work in charge of current children, perception on the recommended caregiver/child ratio. The results of the study were as follows : First, it was found that caregivers' salary, total years of caregiving experience, pay step, perception on the recommended caregiver/child ratio, age, and amounts of in-service program were significant among caregivers' variables. Second, when the caregivers' characteristic variables were examined in terms of children's age respectively, the effects of teacher-related variables to influence the child-care quality were significantly different according to children's age group.