사회복지시설 종사자의 직무스트레스 관리에 관한 연구 : EAP적용을 중심으로 = Study on the Job Stress Management of Social Welfare Facility workers: Focusing on Employee Assistance Programs

다국어 초록 (Multilingual Abstract)

Currently, Korean employees are faced with novel and various problems like unemployment, turnover, double income, child care, drug abuse etc., and as a result, their experienced stress levels are getting more serious. As such, stress not only causes problems with mental health including anxiety and depression, and diverse psychogenic diseases on the side of individual workers, but also may trigger loss in human resources for corporates and organizations due to decrease in potential productivity, various costs, and high turnover.
In order to effectively cope with employees’stress, promote their personal management and ability to take action, and change and make up stress-triggering environmental factors, Western enterprises have introduced employee assistance programs (EPAs) earlier to mitigate individual workers’physical and emotional problems and promote their organizational productivity.
The introduction of an EAP, which is yet unfamiliar in Korea but has been already common in the Western world and prove to have good effectiveness, will help corporates not only solve problems with individual workers but alsopromote work productivity and secure human resources so that win-win goals for both employers and employees can be achieved. Thus, this study works on the applicability of an EAP to workers of social welfare facilities by extensively taking a look at the concept of the Western EAP, the background of its birth, intervention models, and its effectiveness as a systematic measure for job stress management for workers of social welfare facilities.
The purpose of this study is to present implications of the EAP for job stress management for workers of social welfare facilities by taking a look at problems occurring in the course of such workers’ job implementation including job factors, vague roles, and excessive roles, analyzing what job stress solutions are in terms of problem-centered measures, social supports, affective measures, and wishful thinking as measures for job stress, and applying an EAP, a program for supporting workers.
The results of the investigation with some workers from social welfare facilities as subjects are as follows.
First, the subjects very positively recognized their jobs on the sides of their satisfaction with their jobs, their relations with colleagues and superior officers, their jobs’consistence with their aptitudes, and their expertise, and hence the analysis in this study suggests that job stress, if any, would be highly likely to occur in job internal parts or due to outer factors.
Second, as for job-related stress factors, 89.9% of the subjects reported that superior officers’ conflicting behavior had influence on their own job stress. This shows that the relationship with superior officers is a very important factor for job stress.
Third, with respect to the stress factor of excessive roles, as 74.6% of the subjects admitted that they used to do their jobs without human or material supports, with 49.2% reporting that they underwent many such cases, that turned out to be a factor for job stress.
Fourth, 53.5% of the subjects replied to the question of whether they had an excessive amount of jobs by reporting that they did. Furthermore, 55.9% of the repliers reported that there had been cases where they had difficulty in completing jobs while 44.1% said that there were few cases of difficult jobs. This means that their jobs were not so excessively difficult.
Fifth, 30.5% of the subjects reported that their jobs were tough, but 29.7% that they were so-so. After all, it turned out that their jobs were not tough with 69.5% of the subjects reporting that their jobs were not excessive.
Sixth, 70.3% of the subjects suggested that their stress needed to be measured periodically and 63.6% that they needed professional counselors’ help. Given that 88.1% of them expected experts’ support to be helpful to their job performance enhancement, we can tell that most of the subjects needed experts’ help though to different degrees, and expected some.
Seventh, as for things for which the subjects wanted to consult a professional counselor, 28.8%, the highest proportion, of the subjects wanted counseling for their self-development after retirement, 20.3% hoped to consult a counselor for turnover, retirement, and relational conflicts.
Eighth, to the question of whether they tended to get help from experts, 95% of the subjects replied positively though to different degrees. 55.1% of them reported that it was they themselves who most urgently needed a supporting program, 26.3% it was their colleagues and friends, and 11% it was their families.
Ninth, as for methods of counseling, 56.8% of the subjects turned out to want an independent one-to-one interview. Then, 16.9% wanted collective counseling and 11% phone call, with 44.9% reporting that they didn’t mind where to consult an expert. Thus, we observed very receptive attitudes.
Given the results of this study, we can tell that the lower a worker’s age, the more analytical and intentional he or she was about jobs, while the higher a worker’s life level, the higher his or her stress was. Also, the better a worker’s health status, the more stressed he orshe was as he or she ignored stressful jobs or did not take them as serious. It turned out that workers with shorter work experiences at social welfare facilities gave changes or analyzed their jobs in order to better perform their jobs.
Based on this study, one can execute an EAP for supporting workers of social welfare facilities who undergo exhaustion due to excessive job stress in poor environments. As such, we can expect workers to lead a happy life as they will work in happier and more pleasant social welfare scenes.

목차 (Table of Contents)

• 표목차
• 논문개요
• 그림목차
• Ⅰ. 서 론 1
• 1. 연구의 필요성 및 목적 1
• 2. 연구내용 및 방법 5
• Ⅱ. 사회복지시설 종사자의 직무스트레스 6
• 1. 사회복지시설의 정의 및 종류 6
• 1) 사회복지시설의 정의 6
• 2) 사회복지시설의 종류 6
• 2. 사회복지시설 종사자 9
• 1) 사회복지시설 종사자의 개념 및 분류 9
• 2) 사회복지시설 종사자의 처우개선 12
• 3. 직무스트레스 14
• 1) 직무스트레스의 개념 14
• 2) 직무스트레스의 영향요인 18
• 3) 직무스트레스 대처방식 19
• Ⅲ. 사회복지시설 종사자 지원프로그램(EAP) 22
• 1. 사회복지시설종사자 지원프로그램의 개념 및 배경 22
• 1) 사회복지시설종사자 지원프로그램의 개념 22
• 2) 사회복지시설종사자 지원프로그램의 배경 25
• 2. 사회복지시설종사자 지원프로그램의 범위와 효과 27
• 1) 사회복지시설종사자 지원프로그램의 범위 27
• 2) 사회복지시설종사자 지원프로그램의 효과 31
• 3. 사회복지시설종사자 지원프로그램 활성화 모색 35
• 4. 근로자지원프로그램의 국내 현황 36
• 1) 등장배경 36
• 2) 발전 과정 36
• 3) 도입 현황 37
• Ⅳ. 연구방법 및 절차 40
• 1. 연구모형 40
• 2. 연구대상 및 표본구성 41
• 1) 연구대상 41
• 2) 표본구성 41
• 3. 측정도구 43
• 1) 인구사회학적 특성과 직무스트레스에 미치는 특성 43
• 2) 직무스트레스 43
• 3) 직무스트레스 대처방식 43
• 4) 근로자지원프로그램(EAP) 활동 44
• 4. 자료분석방법 44
• Ⅴ. 연구결과 46
• 1. 분석도구 46
• 2. 신뢰도 분석 46
• 1) 직무스트레스 척도 신뢰도 46
• 2) 직무스트레스 대처방식 척도 신뢰도 46
• 3) 시스템적 활동 척도 신뢰도 47
• 3. 인구사회학적 특징 47
• 4. 근무상황 50
• 5. 근무환경 인식 52
• 6. 직무관련 스트레스 발생요인 54
• 1) 직무요인 54
• 2) 역할모호 55
• 3) 역할과다 57
• 4) 역할갈등 60
• 7. 직무스트레스 대처방식 61
• 1) 문제 중심적 대처 61
• 2) 사회적지지 62
• 3) 정서적 대처 64
• 4) 소망적 사고 65
• 8. 직무스트레스 해결방안 68
• 9. 근무환경 변인에 따른 집단 간 직무스트레스 차이 분석 70
• 1) 성별 직무스트레스 차이 분석 70
• 2) 연령별 차이 71
• 3) 시설별 차이 74
• 10. 사회복지시설 종사자의 직무스트레스 해결을 위한 활동 75
• 1) 성별 차이 75
• 2) 연령별 차이 76
• 3) 시설별 차이 77
• 11. 사회복지시설 종사자 관련 변인과 직무스트레스 대처요인 상관관계 분석 78
• Ⅵ. 결론 및 제언 81
• 1. 결론 81
• 2. 제언 84
• 참고문헌 86
• 부 록 91
• ABSTRACT 99