• 한국화재소방학회논문지
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• 제21권1호
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• pp.19-28
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• 2007

구급대원의 직무만족도를 조사한 결과 119구급대원의 업무스트레스 정도는 업무스트레스 척도를 구성하고 있는 영역 전체 평균 4점 만점의 2.54(SD.44)점이었다. 119구급대원이 느끼는 영역별 피로 정도는 영역 전체 평균 4점 만점의 2.09(SD.49)점로 나타났다. 119구급대원의 직무만족도 정도는 전체 평균 5점 만점의 2.71점으로 조사됐다. 본 연구는 구급대원의 직무만족도 향상을 위해 구급대원의 신규채용확대, 임용전 교육실시, 해외연수 등을 통한 구급대원의 지속적인 교육훈련, 구급장비의 지원확대와 현대화, OAT제도 도입운영 등의 방안을 제시하였다.

• 한국지역사회생활과학회지
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• 제19권4호
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• pp.509-518
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• 2008

The purpose of this study was to explore how job characteristics, housework factors (reciprocity) and family characteristics influence the health status of a husband and wife. To do this, the study used the ordered probit estimation model. The results of this study were as follows: the status of the husband's health was perceived to be slightly better than that of the wife. age, the husband's job satisfaction and wife's future job prospects were found to impact upon the health status of both the husband and the wife. In addition, the health of the husband was found to be significantly influenced by household income and his wife's perceived fairness of housework. On the other hand, the influencing factors upon the health status of the wife were her education, child caring responsibilities, her husband's future job prospects, as well as the flexibility of her work schedule and hours of work.

• 한국산학기술학회논문지
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• 제21권2호
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• pp.315-321
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• 2020

연구의 목적은 여성관리자를 대상으로 교육훈련, 직무만족 및 삶의 만족간의 관계를 분석하고, 교육훈련과 삶의 만족의 관계에서 직무만족의 매개효과를 분석하는 것이다. 여성 관리자 패널조사(Korean Women Manager Panel Survey) 6차 자료를 활용하여 총 1,381명의 자료에 대하여 기술통계분석, 상관분석, 신뢰도 분석, 선형회귀분석, Baron & Kenny의 3단계 회귀분석을 실시하였다. 본 연구의 결과는 다음과 같다. 첫째, 교육훈련은 직무만족에 유의한 정의 영향을 주는 것으로 나타났다. 둘째, 교육훈련은 삶의 만족에 유의한 정의 영향을 주는 것으로 나타났다. 셋째, 직무만족은 삶의 만족에 유의한 정의 영향을 주는 것으로 나타났다. 넷째, 직무만족은 교육훈련과 삶의 만족의 관계에서 부분매개효과를 가지는 것으로 나타났다. 본 연구의 학문적, 정책적 시사점을 살펴보면, 여성근로자의 교육훈련, 직무만족, 삶의 관계에 대한 연구가 보다 활발히 수행될 필요가 있다. 여성근로자의 선순환적 교육, 일, 삶의 관계가 형성될 수 있도록 기업, 사회 및 국가의 제도와 정책을 개선해야할 것이다.

• Safety and Health at Work
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• 제6권4호
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• pp.305-311
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• 2015

Background: The purpose of this study was to examine the relationship nursing personal and workplace system factors (work disability) and work ability index scores in Ontario, Canada. Methods: A total of 111 registered nurses were randomly selected from the total number of registered nurses on staff in the labor, delivery, recovery, and postpartum areas of four northeastern Ontario hospitals. Using a stratified random design approach, 51 participants were randomly selected in four northeastern Ontario cities. Results: A total of 51 (45.9% response rate) online questionnaires were returned and another 60 (54.1% response rate) were completed using the paper format. The obstetric workforce in northeastern Ontario was predominately female (94.6%) with a mean age of 41.9 (standard deviation = 10.2). In the personal systems model, three variables: marital status (p = 0.025), respondent ethnicity (p = 0.026), and mean number of patients per shift (p = 0.049) were significantly contributed to the variance in work ability scores. In the workplace system model, job and career satisfaction (p = 0.026) had a positive influence on work ability scores, while work absenteeism (p = 0.023) demonstrated an inverse relationship with work ability scores. In the combined model, all the predictors were significantly related to work ability scores. Conclusion: Work ability is closely related to job and career satisfaction, and perceived control at work among obstetric nursing. In order to improve work ability, nurses need to work in environments that support them and allow them to be engaged in the decision-making processes.

• 한국식생활문화학회지
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• 제9권5호
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• pp.479-487
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• 1995

The purposes of this study were to: 1) measure the levels of job satisfaction with five facets of a job: the work itself, promotion, pay, supervision and co-workers, 2) investigate the degree of job characteristics inventory which employees perceived, 3) investigate relationships between job characteristics and job satisfaction levels of the employees in hospital foodservice, 4) measure the levels of organizational commitment and investigate its relationships between job satisfaction and job characteristics, 5) investigate the relationships between job performance and job satisfaction, job characteristics of the employees in hospital foodservice. The questionnaire was developed based on modifying Job Descriptive Index developed by Smith, Kendall, Hulin and Job Characteristics Inventory developed by Sims, Szilagyi, Keller and Affective commitment Scale developed by Meyer and Allen. Subjects consisted of 76 employees in hospital foodservice. Data were analyzed for frequency, means, ANOVA, Duncan multiple range test, and pearson correlation using SAS PC Package. The results of this study were as follows. 1) Most of the respondents were 41 years up(39.5%) and married (92%). High school graduates were 59.2%. 10 years working experienced employees were 35%. 2) A majority of the respondents(44.7%) ranked work itself as the most important aspect. 3) They were the most satisfied with co-workers. 4) Satisfaction with work itself, wage, and supervision were found significantly related to age(p<0.05). 5) Task identify was the most prevalent job characteristics and then task identity. 6) Satisfaction with co-workers were found significantly related to job variety(p<0.05). Satisfaction with supervision and promotion were found significantly related to friendship(p<0.05). 7) Job satisfaction have not correlation with job performance. Satisfaction with supervision, co-workers were positively correlated with organizational commitment(p<0.01). 8) Job characteristics of dealing with others were positively correlated with job performance (p<0.05). Job characteristics of variety, autonomy, task identity were positively correlated with organizational commitment(p<0.05, p<0.01).

• 한국치위생학회지
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• 제17권2호
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• pp.295-305
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• 2017

Objectives: This study was performed to provide a reference base to establish foundation for education about dental hygienist-related medical law and introduction of the system. Methods: A survey was conducted on 210 dental hygienists working at a dental clinic/ hospital in Jeollado. Data were analysed through chi-square test, one-way ANOVA, independent t-test, and Pearson's correlation analysis using SPSS 21.0 program. The study instruments included general characteristics of the subjects, knowledge on laws related to dental hygiene, attitude towards dental hygienist-related medical laws, level of understanding of medical related laws, and medical dispute educational hours. Results: The knowledge of dental hygienist-related medical law was high in dental hygienists aged 25 years and younger and with less than 3 years of clinical experience (p<0.05). The attitude towards the law was low in age of younger than 25 years, a three year college degree, a job position as a staff member, more than 5 years of work experience at present work place, and less than 3 years of clinical experience (p<0.05). Understanding of medical related laws was high in clinical staff members and with less than 3 years of clinical experience (p<0.05). Educational needs for medical dispute prevention was high in a job position as a staff member, low level of attitude towards dental hygienist-related medical law, and no attainment of education on medical dispute (p<0.05). Conclusions: The above results demonstrate that education and public relations about laws related with dental hygiene practice are essential. It is imperative to establish a systematic and bureaucratic legal system to prevent dental malpractice.

• 간호행정학회지
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• 제15권3호
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• pp.336-345
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• 2009

Purpose: The purpose of this study was to examine job status and job satisfaction among clinical research coordinators. Method: Subjects were 91 clinical research coordinators participating in clinical trials at hospitals in Korea. Data were collected from July to August, 2008 using a structured questionnaire that include informed consent, and question as pertaining to, general characteristics, job related characteristics, and job satisfaction. The collected data were analyzed using SPSS 12.0 version. Result: Almost half of the subjects were called as nurse researcher. Major tasks included participant screening (100%), participant scheduling (100%), and obtaining informed consent from participants (98.9%). The most difficult aspect of work was salary (28.6%). The mean score on the job satisfaction was 80.21 (range: 54.00-109.00). Item related to promotion ranked lowest in job satisfaction. There were significant differences in job satisfaction according to the type of hospital (t=-3.640, p<.001), title (t=7.894, p=.001), and route for information of CRC (t=4.970, p=.001). Conclusions: Subjects feel poorly compensated, unrecognized, and perceive a limited career path. These factors are likely to diminish job satisfaction over time. Attention to these aspects through education program and criteria for clinical research coordinators could be helpful.

• 호스피스학술지
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• 제7권1호
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• pp.15-28
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• 2007

This study was focused on figure out what kinds of elements are influencing on job satisfaction with approach of the educational system. It was also to figure out how work characteristics and role conflicts of employees influence on job satisfaction. Objects of study were employeeswho had been working in Hospice and Palliative medical center at least for 6 months, and they were doctors, nurses, ministers, and welfare workers. Collected materials were analyzed by Frequency Analysis, One-way ANOVA, Correlation Analysis, and SimpleRegression Analysis. Results from study can be summarized like below. The first, job satisfaction of workers in Hospice and Palliative medical center were 3.36, and this numerical value is pretty high over all. For saying from the higher to the lower satisfaction level, there were satisfaction with job itself, satisfaction with co-workers, satisfaction with seniors (superiors), and satisfaction with organizations, on the other hands, satisfaction with salaries was turned out as the lowest level among those. The second, role conflict was 2.63, and it is considered as the medium level. after inquiring into it by elements of role conflict, they felt many environmental difficulties compared to other workers in different fields such as environmental difficulty, role ambiguity, insufficient ability, process obscurity, etc. The third, work environment influencing on job satisfaction are as follows. Professional environment among characteristics of work environment was significant statistically. Job satisfaction of ministers was the highest; others were in the order of doctors, welfare workers, and nurses. For employment history, job satisfaction was higher as they have more and longer job experience including whole professional experience both in hospice and palliative medical center. In addition, participating in hospice and palliative programs, intensive training regularly was significantly. Job Motivation was also significant statistically. Especially, job satisfaction was higher when people decided to work in hospice and palliative medical center because of individual desire (self-realization). Lastly, influence of role conflict on job satisfaction is as follows. Environmental difficulty, role ambiguity, insufficient ability, process obscurity, etc showed the significant meaning statistically, and the lower role conflict was related with the higher job satisfaction. Suggestions for next study based on such results are as follows in order to improve or increase job satisfaction of employees in hospice/palliative medical centers. The first, to expand education opportunity of employees is needed to increase job satisfactionof hospice/palliatives medical centers. Participating in intensive programs and seminars by types of occupation and acquiring professional knowledge are very important since employees are motivated by those activities. For that, developing and activating intensive education/programs by professional occupations are suggested. The second, dividing roles of employees and determining each job's limit clearly in hospice/palliative medical centers are required. For that, study developing standard job regulations is suggested for each professional job. Lastly, developing and providing reasonable salaries is needed because low salaries of hospice/palliative medical centers are the absolute reason lowering job satisfaction. Therefore, this paper suggests improving the salary level of employees of hospice/palliative medical centers and developing practical plan for it.

• 한국융합학회논문지
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• 제10권1호
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• pp.277-283
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• 2019

이 연구에서는 특수교사와 직장동료가 판단하는 지적장애인의 직업적 성공요인의 범주별 및 전체 요인별 서열을 비교, 분석하였는데, 그 결과는 다음과 같다. 특수교사와 직장동료 모두 작업관련 기술군을 가장 중요하게 생각하였다. 특수교사는 사회적 기술군을, 직장동료는 개인적 기술군을 더 중요하게 생각하였다. 특수교사는 자신이 맡은 일을 잘 처리하고, 감독자의 지시에 잘 따르며, 흥미를 가지고 일을 하는 것을 중요한 요인으로 꼽았고, 직장동료는 감독자의 지시에 잘 따르고, 자신이 맡은 일을 잘 처리하는 것을 무엇보다 중요하게 생각하였다. 이 연구의 결과는 지적장애인의 직업 및 진로 교육과정을 개발하는 데 기초자료로 활용할 수 있을 것으로 기대된다.

• 대한가정학회지
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• 제30권1호
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• pp.283-309
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• 1992

This study examines work and family life of married women employed in a manufacturing industry. Data were gathered from the use of fact-to-face interview method from a sample of 230 married working women. The major findings of this study can be summarized as follows : (1) With high rates of change of job, most of the respondents remain unstable in their working situation. It was shown that the important factors influencing job satisfaction of married women are women's life cycle, degree of contribution of wife's income toward total family income, and husband's attitude toward wife's empolyment. The degree of job satisfaction is also strongly influenced by labor structural factors such as pay, work environment and fringe benefits. (2) The amount of household labor time was limited by job-related factors rather than by family-related factors, because among these working women employment itself is necessarily for their subsistance. (3) It was shown that wives participated more actively in their marital communications than their husbands. Most of the respondents showed the syncratic type of the decision making patterns, but this results does not necessarily mean wives exercised an equal power with their husbands. The economic factors and the emotional instability of the husband are the ones mostly influencing marital conflicts of the employed women. It was found that the respondents easily revealed marital conflicts related to personal problems of their husbands(such as extramarital affairs, gambling and alchoholism). However, they tried to overcome the structural conflicts related to authoritarian attitudes of their husbands or economic problems without any complaints. (4) Mothers have difficulty in controlling their adolescent children, due to the weakening of parental authority. Although most of the respondents perceived their employment as having negative impacts on their children, they still have high expectations toward their children. Inspite of low degree of father role expectations and facther role performance of their husbands, most of the respondents anticipated expressive roles as well as traditionally instrumental role from their husbands. Finally, these findings would help us determine family welfare policies in Korea. Improvements in paid and household labor structure of married women should be accomplished at the national level. Also, the acting programs for parent education, marital councelling services, and law enforcement for equal employment between men and women should be provided in our society.