(The) effects of job stress on perceived job performance of police officers in Iraq

Mouhanned Madhlum Abid Al-Zeidy Graduate School of Government, Business, and Entre 2021 국내석사

경찰관의 전문적인 업무는 스트레스가 많은 특성으로 인해 다양한 스트레스 유발 및 위험한 환경적 건강 문제로 진단되었다. 스트레스가 높은 직업과 환경 보건의 관계를 탐구하는 연구는 많지만, 연구원들은 경찰관의 직무 스트레스와 직무 수행 사이의 관계를 아직 충분히 조사하지 못했다. 이 연구에서는 이라크 내무부에서 근무하는 경찰관의 직무 스트레스가 직무수행에 미치는 영향을 조사했다. 연구된 직무 스트레스의 요인은 업무 과부하, 역할 모호성, 역할 갈등, 직업 불안정 및 조직의 불의였다. 조사자료는 10개 부서 361명의 경찰관으로부터 온라인 설문 조사를 통해 수집되었으며, SPSS (기술 통계, ANOVA / 독립 표본 t- 검정, 상관 관계 및 다중 회귀)를 사용하여 분석되었다. 연구 결과는 경찰관의 직무스트레스 요인과 직무수행 사이에는 일련의 부정적인 관계가 있음을 나타냈다. 업무 과부하, 역할 모호성, 직업 불안정 및 조직의 불의는 경찰관의 스트레스의 원인이었고, 직무 수행 능력을 저하시키는 주요 원인이었다. 관리자는 역할과 업무 할당을 명확하고 시기 적절하게 전달하고, 공정한 성과 평가 및 보상을 보장하고, 존경과 존엄을 가지고 경찰관을 대하고, 유익한 근무환경을 조성해야 한다. 경찰기관은 경찰관의 일상적 기능에 있어서의 스트레스 관리전략을 수립해야 한다. Owing to the stressful nature of police officers' professional work, they have been diagnosed with various stress-induced and risky environmental health problems. While there is abundant research that explores the relationship between high-stress occupations and environmental health, researchers have yet to sufficiently investigate the relationship between police officers' job stress and job performance. This study investigated the impact of job stress on the job performance of police officers working in the Ministry of Interior in Iraq. The factors of job stress studied were work overload, role ambiguity, role conflict, job insecurity, and organizational injustice. Data were collected through an online survey from 361 police officers from 10 directorates, and analyzed using SPSS: descriptive statistics, ANOVA/independent sample t-test, correlation, and multiple regression. Findings indicated a negative linear relationship between police officers' job stress-factors and job performance. Work overload, role ambiguity, job insecurity, and organizational injustice were the cause of police officers' stress, and the main contributor in decreasing their job performance. It is recommended that managers clearly and timely communicate roles and allocation of tasks; ensure fair performance appraisal and rewards; treat police officers with respect and dignity; and create conducive work environment. Police agencies should incorporate stress management strategies in their routine functioning.

노인복지관 종사자의 직무환경요인이 노인학대인식수준에 미치는 영향 : 직무스트레스의 매개효과를 중심으로

장갑순 경희대학교 공공대학원 2022 국내석사

The purpose of this study is to verify the mediating effect of job stress on the effect of job environmental factors on the level of elder abuse awareness in Go-yang City and its impact on the perception level of elder abuse. We surveyed the senior welfare center in Go-yang City to investigate the job environment factors, job stress, and elderly abuse awareness level of the workers, and proposed policy alternatives to improve the work environment of senior welfare center, alleviate the stress of the job, and raise the awareness of elder abuse. The analysis shows, first, that the higher the human environment among the job environment factors, the lower the role conflict and work ambiguity, but the more statistically significant the role overdose was shown in the impact of the job environment factor on job stress. Second, in the impact of job environment factors on the perception level of elder abuse, the human environment has been identified as having a positive effect on physical abuse and financial elder abuse, work professionalism on psychological elder abuse, and the compensation system on neglect. The better the human environment, the higher the level of awareness of physical abuse and financial abuse, and the better the compensation system, the higher the level of abuse awareness of neglect. Third, in the effect of job stress on the level of elder abuse awareness, role conflicts and work ambiguity among job stress showed a negative effect on physical and psychological elder abuse awareness levels. Fourth, after examining the mediating effect of job stress in the relationship of influence to the work environment and the perception level of elder abuse, only role conflicts and work ambiguity during job stress were affirmed. Specifically, the human environment has been affected by physical abuse, and the mediating effect of role conflict and work ambiguity during job stress in the relationship has been identified. The policy suggestions from the analysis results are as follows. First, efforts are needed to improve the overall work environment in order to alleviate the job stress of elderly welfare workers. Efforts should be made to improve the cohesiveness of the members of the organization, such as the regular implementation of various educational programs that enable workers to improve teamwork for cooperation and collaboration. It will also be necessary to create a variety of education that can improve sensitivity to the level of awareness of elder abuse and a training environment to understand the characteristics of the elderly. Second, the senior welfare center needs to be staffed to alleviate excessive overtime due to paperwork after working hours. Measures should be taken to improve staffing and poor working conditions, and to improve institutional and administrative conditions, such as the activation of incentive systems, flexible working systems, and the expansion of promotion opportunities. In addition, they should provide various opportunities such as job training, seminars, etc. to strengthen their job capabilities, and support them in expanding their knowledge of the job and developing themselves. Third, various efforts are needed to alleviate job stress. Among the measures are stress-relieving programs, emotional coaching, the expansion of psychotherapy centers and cultural facilities. Emotional labor and job stress should be reduced, such as group programs or in-depth counseling that can enhance the self-esteem and self-esteem of senior welfare center workers.

일부 중소병원 행정직원의 코로나19 유행에 따른 이직의도와 영향요인 : 근무환경, 직무스트레스, 신체적 피로 및 직무만족을 중심으로

박진숙 경상국립대학교 보건대학원 2022 국내석사

Purpose: This study aims to provide primary data for improvement by identifying the working environment, job stress, physical fatigue, and job satisfaction levels for administrative staff working at medical institutions in the COVID-19 pandemic situation and examining factors affecting job turnover. Methods: In this study, six medical institutions designated as screening and relief hospitals with more than 100 beds and less than 300 beds in the J city area of ​​Gyeongnam Province, except for medical personnel (doctors and nurses) who directly participate in patient treatment, were hospital workers who were working as administrative personnel. Data were collected by using a questionnaire. During the collection period, from October 20, 2021, to October 23, 2021, all 140 copies were collected for 140 people. The collected data were analyzed using SPSS/WIN 23.0 program, and real number and percentage, mean and standard deviation, independent t-test, ANOVA, scheffe test, Pearson correlation coefficients, and hierarchical rarity analysis were used. Results: 1. In terms of demographic, job-related, and COVID-19 work-related characteristics of the participants, there were 111 women (79.3%), the average age was 35.06±10.33 years, 73 'unmarried' status (52.1%). As for the education level, 87 people (62.1%) had ‘college or less’, 65 people (46.4%) from the 'general affairs department', working experience averaged 8.83±9.39 years, and 116 people were 'employee/manager' in the job position. Seventy-seven people replied that the salary level was ‘normal’ (55.0%), 58 people were ‘dissatisfied’ (41.4%), 131 people were ‘regular workers’ (93.6%), and 74 people did not exercise regularly (52.9%). Regarding the health status of the workers compared to the pre-COVID-19 situation, 85 people replied that they were ‘healthy’ (60.7%), 76 people said ‘yes’ to have experienced turnover (54.3%), 69 people have had ‘no contact’ with suspected COVID-19 patients (49.3%) while 55 people have had '1-5 times' of experience (39.3%). Among all participants, 115 people (82.1%) said 'no' for the quarantine experience. Also, as a result of multiple response analyses for increased work after the outbreak of COVID-19, 112 people have gone through ‘Fever check’ (80.0%). 2. Looking at the participants’ working environment, job stress, physical fatigue, job satisfaction, and turnover intention, the average score of working environment was 3.16±0.50 out of 5, and 'institutional support' among the sub-factors was the lowest at 2.63±0.67. For job stress, the average score was 3.28±0.53 out of 5, and 'risk of infection' was the highest with 3.51±0.79 points. The average score for physical fatigue was 3.01±0.65 out of 5, and in particular, ‘difficulty due to new roles and demands’ scored 3.16±0.68 points, which corresponded to factors with high physical fatigue. The average scores of job satisfaction and turnover intention were 2.84±0.70 and 3.04±0.76 out of 5, respectivley. 3. As a result of examining the differences in the working environment, job stress, physical fatigue, job satisfaction, turnover intention according to the characteristics of the participants, it was found that if they were satisfied with the salary level, they perceived the working environment as good. However, those who categorized their salary level as 'normal' and 'dissatisfaction' were bound to have higher job stress, physical fatigue, and job satisfaction. Turnover intention differed according to which rank they belonged to; ‘employees and managers’ had higher turnover intention than ‘chief’ and ‘agent level or higher,’ while ‘discontent’ had higher turnover intention than ‘satisfaction’ and ‘normal’ in monthly salary level. 4. As a result of analyzing the correlation between the participants’ working environment, job stress, physical fatigue, job satisfaction, turnover intention, the turnover intention had a negative correlation with the working environment (r=-.63, p<.001) and job satisfaction (r=-.58, p<.001), and positive correlation with job stress (r= .30, p<.001) and physical fatigue (r= .49, p<.001). 5. As a result of hierarchical regression analysis to find out the effect of the subject's work environment, job stress, physical fatigue, and job satisfaction on turnover intention, the variable that had a significant effect on turnover intention was physical fatigue (ß=.31. p<.001), dissatisfaction with salary level (ß=.26, p<.001), working environment (ß=-.24, p=.003), job satisfaction (ß=-.23, p=.001) in order. In other words, the higher the physical fatigue, the higher the dissatisfaction with the salary level, the worse the working environment, and the lower the job satisfaction, the higher the turnover intention. The total explanatory power of these variables explaining turnover intention was 60.9% (F=22.46, p<.001, R2=.609, Adj-R2=.582). Conclusion: In this study, the factors affecting the turnover intention of the administrative staff of small and medium hospitals in the context of COVID-19 in this study were physical fatigue, satisfaction with salary level, working environment, and job satisfaction. The increased workload of hospital administrative staff concerning COVID-19 patients increases physical fatigue, which is expected to increase turnover intention. In addition, dissatisfaction with salary level, working environment, and the job was found to be a factor that increased turnover intention. Therefore, it is necessary to change administrative staff’s salary level and compensation system in small and medium-sized hospitals.

職務스트레스와 職務成果간의 關係에 관한 硏究 : 通信 서비스 業體를 中心으로

윤태석 漢陽大學校 經營大學院 1995 국내석사

직무스트레스 요인별 직무소진에 미치는 영향력 분석 : 항공정비사를 중심으로

홍기보 韓國外國語大學敎 政治行政言論大學院 2017 국내석사

직무스트레스 요인별 직무소진에 미치는 영향력 분석 : 항공정비사를 중심으로 일반적으로 우리는 긍정적인 상황에서 보다 부정적인 상황에 직면하였을 때 “스트레스가 쌓인다” 혹은 “짜증이 난다”라는 표현을 자주 사용한다. 그만큼 스트레스는 사람들에게 이미 “나쁘다”, “안 좋다” 등의 부정적인 인식이 자리 잡고 있기 때문이다. 물론, 일부 학자들은 적당한 수준의 스트레스가 긴장감을 일으키고, 심신의 활력을 제공하는 등 긍정적인 역할을 수행 한다고 주장한다. 하지만, 이러한 스트레스의 긍정적인 효과보다는 신체 기관의 정상적인 기능을 상실케 하거나 피로나 불안, 긴장과 같은 현상들을 불러 일으켜 업무의 효율성을 저하 시키는 등의 부정적인 효과가 대부분이다. 이러한 스트레스에 지속적으로 노출이 되는 경우 무기력증이나 불만, 삶의 비관과 같은 극단적인 스트레스 상태인 소진(Burnout)으로 이어지게 된다. 이에 본 연구는 여러 직무스트레스 당사자 가운데 군 조직과 같은 특수성을 가진 집단 내에서 근무하는 항공정비사를 대상으로 직무스트레스의 원인 요인들은 무엇이며, 요인별 직무소진에 미치는 정도를 파악하여 보다 효율적으로 관리할 수 있는 방안을 제시하고자, 물리적 환경과 조직 관련 요인 등 5가지 직무스트레스 요인과 소음 및 안전저해요소 등 10가지 세부 항목으로 구분하여 설문조사를 실시하였다. 연구결과의 주요내용은 첫째, 항공정비사들이 체감하는 직무스트레스 요인들에 대해 상관분석을 실시한 결과, 사회적 지원을 제외한 모든 직무스트레스 요인들이 직무소진에 양(+)의 상관관계를 보였으며, 사회적 지원이 높아질수록 직무스트레스 요인들이 줄어들어, 결국 직무소진 자체가 감소하는 효과를 보이는 것으로 나타났다. 둘째, 물리적 환경과 조직관련 요인 등 5가지 직무스트레스에 대한 각각의 연구모형과 위의 5가지 연구모형의 모든 요인들을 포함한 통합연구모형으로 구분하여 회귀분석을 실시한 결과, 연구모형(1)부터 (5)까지 모두 직무소진에 유의미하게 영향을 미치는 것으로 나타났다. Key Words : 직무스트레스, 직무소진, 사회적 지원, Partialing Out Analysis on the Influence of Burnout from the Job Stress Factor : Focus on the Aircraft Mechanics We tend to use phrase more in a situation of bad than good like, “I got stressed up” or “It’s annoying”. It’s because negative perception lies on stress as bad, abhor or etc. Of course, few scientists assert just-about stress causes tension, provides vitality and acts in a positive way. However, the negativity such as deficiency in work, accumulation of tiredness, worrying, tension and malfunctioning of the body prevails. Continuance of stress can lead up to the state of extreme stress condition such as languor, discontent and pessimism resulting burnout. This research was based on the survey of Five main Job Stress(e.g. Physical Environment and Organizational issues) and Ten specifics(e.g. Noise and Safety Inhibition issues) to find out what are the factors of Job Stress to Military Aircraft Mechanics and its extent to Job Burnout to suggest efficient method for managing stress. The main context of this research are as followings: First, According to the correlation analysis on Aircraft Mechanics, positive(+) correlation was shown and the higher Social Support was given the stress factors lessened resulting a decrease on Job Burnout. Second, The result of regression analysis on classified models of five job stress factors like Physical Environment and Organization and one integrated model of all Job Stress factors included shows that model (1) through (5) all had a significant effect on Job Burnout.

職務스트레스의 模型에 關한 實證的 硏究 : 性別 差異를 中心으로

김용기 全北大學校 經營大學院 1993 국내석사

I. INTRODUCTION This study expures issues surrounding difference in working man-woman and stress. Women who outside the home are likely to experience stress from demands and challenges associated with work and nonwork responsibilities. But, because of problems stemming from sex-role stereotypes and occupational sex discrimination, there is reason to expect an even greater likelihood of stress for women who are employed in nontraditional jobs and careers. Although a considerabel amount has been directed toward the joint topic of working women and stress. Consequently. It quickly becomes apparent that there are large gaps in what we know and what we do not about the connection between employment for man-woman and stress. The existing literature can be divided into three categories : ①those studies that examine work-related antecedents of stress, for example, blocked coreer pathways cause tress ; ②those studies that examine man-woman in the work force, for example, amn-woman in masculine sex-typed white-color jobs encountered barriers to career advancement ; and ③those studies that examine overall sex differiences in physical and mental health, for example, women are twice as likely to be diagnosed as depressed as are men. Consequently, a great deal of research remanins to be done in order to establish or incorporate much of what has been said in this study about difference in the distinction of sex, work, and stress. II. METHODOLGY In order to identify the traits of women employee's job stress it is necessary to examine the relationship betwwen the explanatory varigables of job stress. therefore this study propose the conceptual framework for this research as shown in figure. ◁표 삽입▷(원문을 참조하세요) As for the of research, both theoretical and empirical methods are used in this research. For the objective of the research this study thoroughly examined the previous results of research in the field of arganizaiton behavior, and formulated 6 hypotheses. For the empirical methods, this study uses the following methods. : ① It used the survey technique to measure the job stress's variables. Items of the questionnaire are 122 and 597 questionnaire were used as the analysis data. ② It used SPSS statistical package. Statistical methodology applied for this resarch are fore tools ; factor analysis, F test, correlation and ANOVA. III.CONCLUSION In review of demographic and economic organizations. When exammining the overall high stress factors for the total sample the men and women at all levels of the management hierarchy, they share the following two : 'work overload', and 'career obstacle'. Nevertheless, a significantly higher stress factor unique to man-woman imployee was their career related dilemma, lack of communication, and family problem. Obviorsly, the conflict over the reponsibility of job and family is a very real source of stress for married man-woman employee. From the correlatin analysis, women employee showed significant relationships between perceived amount any symptom of stress. But men employee little showed that significant relationship, For women and men employee, perceived amount of stress have the negative relationship with job satisfaction and organization commitment. In addtion to, all employee's showed the positive relationships between degree of coping and organization commitment. In addtion to, all employee's showed the positive reationships between degree of coping and syndrome of stress. But men employee not showed statistical significance of that relationship. On the other hand, social support and stress amount have a low correlationship with negativ significance. For women imployee, social support have showed the high positive correlationships in contrast with men employee. The limitation in this study it does not use nay qualitative research methods which can supplement the survey techinques. In this study does not consider job performance with job stress. Finally, this study classified approaches to job stress for women employee on the ground of the prvious reserches. So this study emphasizes is that managers should pay attention to the stress managemet of women employee, when they seek to enhance manpower maintain.

경찰관의 직무스트레스가 회복탄력성에 따라 조직몰입에 미치는 영향

김기갑 대구가톨릭대학교 2019 국내박사

The purpose of this study is to identify the influence of police officer’s job stress on the organizational commitment based on the resilience, examine the job stress influencing on the police officer’s organizational commitment, and explore the resilience from the job stress to solve the police officer’s job stress and suggest measures for a security service. To complete the research, this study completed a theoretical background on the police officer’s job stress, resilience, and organizational commitment using the preceding researches, publications, and Internet materials. Then, this study conducted a survey on active police officers based on the theoretical background. Also, a statistical technique was used on the survey data to complete the research. Job stress is a common issue for all members of the society. Such job stress gets more serious when the person is involved in duties with unexpectedness, risks, and specialty such as police duties. Especially, since police officers are in charge of various roles such as providing security service, preventing crimes, and suppressing crimes, police officers are exposed to higher pressures compared to public servants in other groups. In addition, police officers work in the environment of strict command and discipline which requires higher organizational power compared to other groups. As a result, police officers are exposed to higher job stress compared to other organizational groups. Such job stress is causing various issues. Especially, the job stress of police officers influence on personal domain while having negative influences on the organizational group of the police officers with job stress. Numerous preceding researches verified that the job stress has a negative influence on organizational commitment and organizational satisfaction. Nevertheless, a great number of police officers are overcoming job stress well. This is because the resilience of the police officers had influence on the job stress. Based on such theoretical background, this study carried out a statistical technique on active police officers and analyzed the result. The analysis result showed that conflicting relationship, job insecurity, organizational system, and inadequate reward among the job stress elements had a significant influence on the organizational commitment of police officers. Also, conflicting relationship, job insecurity, organizational system, and inadequate reward among the job stress elements had a significant influence on the continuous commitment while conflicting relationship, job insecurity, and organizational culture had a significant influence on a normative commitment. In regard to influence of job stress on resilience, the job requirement, conflicting relationship, job insecurity, organizational system, and inadequate reward had a significant influence on tenacity while job autonomy, conflicting relationship, job insecurity, organizational system, and inadequate reward had a significant influence on the perseverance. In addition, job autonomy, conflicting relationship, job insecurity, and inadequate reward had a significant influence on optimism. The analysis result also showed that job requirement, job autonomy, conflicting relationship, organizational system, and inadequate reward had a significant influence on support while job autonomy, conflicting relationship, organizational system, and inadequate reward had a significant influence on religious orientation. In analysis of mediating factors for influence of job stress on organizational commitment based on the resilience, the analysis result showed that the job stress had no mediating effect in influencing on the emotional commitment based on the resilience. Also, there was no mediating effect in influence of job stress on continuous commitment based on the resilience. For some of the police officers, the job stress influenced on the organizational commitment based on the resilience. For the influential difference on the organizational commitment between job stress and resilience, the job stress had a higher influence on the emotional commitment, normative commitment, and continuous commitment compared to resilience. To manage the job stress of police officers, it is necessary to expand the existing job stress management measures and come up with practical and effective measures based on these research results. The analysis results showed that conflicting relationship, job insecurity, and inadequate reward are the common job stress factors with a significant influence on the organizational commitment. Thus, it is necessary to suggest measures for solving such factors. Especially, police officers need to take proper rests to solve problems such as conflicting relationship, job insecurity, and inadequate reward. However, police officers work in shifts for 24 hours and there are numerous difficulties in taking rests and relieving stress. Therefore, there should be measures for taking vacations actively. Furthermore, the analysis results showed that conflicting relationship, organizational system, and inadequate reward among the sub-factors of job stress commonly influenced on tenacity, perseverance, optimism, support, and religious orientation composing resilience. Therefore, there should be more mental health strengthening and healing programs for promoting resilience of police officers. Based on these analysis results, there should be activities for managing the job stress of police officers, improving environment for keeping mental and physical health of police officers, and strengthening the productivity of the organization. 이 연구는 경찰의 직무스트레스가 개인의 회복탄력성에 따라 조직몰입에 미치는 영향을 파악하여 경찰의 직무스트레스를 해소함으로써 치안서비스 생산에 도움을 줄 수 있는 방안을 제시하는데 목적이 있다. 이를 위하여 경찰직무스트레스, 경찰의 회복탄력성, 경찰 조직몰입과 관련된 선행연구를 토대로 관련 주제로 발간된 단행본, 인터넷 데이터 등을 통해 이론적 배경을 구성하고, 현직 경찰관에 대한 설문조사를 실시하여 그 결과를 통계적 기법을 활용하여 분석하는 방법으로 연구를 진행하였다. 직무스트레스는 모든 직업인들이 직면하고 있는 공통의 문제라 할 수 있다. 특히, 경찰공무원의 경우, 직무특성상 돌발성, 위험성, 긴장성 등으로 다른 직종에 비해 부담을 갖는 직무스트레스는 더욱 심하게 나타나고 있다. 더욱이, 경찰은 급박한 치안서비스 제공, 범죄예방과 진압 등 다양한 역할을 수행하기 때문에 심적 압박은 더욱 가중되고 있다. 뿐만 아니라 조직의 특성상 상명하복, 일사분란한 지휘체계 하에서 경직된 조직문화 등으로 직무상 스트레스를 유발하는 요인은 참으로 많다고 할 수 있다. 그래서, 경찰직무스트레스는 경찰 조직 내에서 경찰공무원 개인은 물론 조직 안팎으로 여러 가지 문제를 유발하고 있다. 그간 진행되었던 수많은 선행연구들이 이를 증명하고 있다. 그럼에도 불구하고 다수의 경찰공무원은 직무스트레스를 잘 극복하면서 사회질서유지라는 본연의 과업을 잘 수행하고 있다. 이는 경찰공무원 스스로 외부로부터의 직무스트레스에 대한 회복탄력성이 크다는 반증이 되기도 한다. 본 연구에서는 현직경찰관에게 영향을 미치는 직무스트레스의 요인과 회복탄력성에 관한 실증적 통계분석을 토대로 한 연구이다.구체적으로 살펴보면 직무스트레스 구성 요인 중 갈등관계ㆍ직무불안ㆍ조직체계ㆍ보상부적절이 정서적 몰입에 유의미한 영향을 미치는 것으로 확인되었으며, 직무스트레스 요인 중 갈등관계ㆍ직무불안ㆍ조직체계ㆍ보상 부적절은 정서적 몰입과 지속적 몰입에 유의미한 영향을 끼치는 것으로 나타났으며, 갈등관계ㆍ직무불안ㆍ직장문화가 규범적 몰입에 유의미한 영향을 끼치는 것으로 나타나 직무스트레스를 구성하는 일부 요인들이 조직몰입에 유의미한 영향을 끼치는 것으로 확인되었다. 직무스트레스가 회복탄력성에 미치는 영향을 확인해 본 결과, 직무요구ㆍ갈등관계ㆍ직무불안ㆍ조직체계ㆍ보상 부적절이 강인성에 유의미한 영향을 끼치는 것으로 나타났고, 직무자율ㆍ갈등관계ㆍ직무불안ㆍ조직체계ㆍ보상 부적절이 인내에 유의미한 영향을 끼치는 것으로 확인되었으며, 직무자율ㆍ갈등관계ㆍ조직체계ㆍ보상 부적절이 낙관성에 유의미한 영향을 끼치는 것으로 나타났다. 그리고, 직무요구ㆍ직무자율ㆍ갈등관계ㆍ조직체계ㆍ보상 부적절이 지지에 유의미한 영향을 끼친다는 것을 확인하였고, 직무자율ㆍ갈등관계ㆍ조직체계ㆍ보상 부적절이 종교적 성향에 유의미한 영향을 끼친다고 하였다. 직무스트레스가 회복탄력성에 따라 조직몰입에 미치는 매개요인을 분석한 결과, 직무스트레스가 회복탄력성에 따라 정서적 몰입에 영향을 미치는 매개효과가 없는 것으로 나타났고, 직무스트레스가 회복탄력성에 따라 지속적 몰입에 영향을 미치는 매개효과가 없는 것으로 나타났으며, 직무스트레스가 회복탄력성에 따라 규범적 몰입에 영향을 미치는 매개효과가 있는 것으로 나타났다. 따라서 경찰관에게 가해지는 직무스트레스가 회복탄력성에 따라 조직몰입에 영향을 미치는 것이 일부 확인되었다. 직무스트레스와 회복탄력성 중 조직몰입에 미치는 영향력의 차이를 분석한 결과, 직무스트레스가 회복탄력성에 비해 정서적 몰입ㆍ규범적 몰입ㆍ지속적 몰입에 더 크게 영향을 미치는 것으로 나타났다. 이러한 결과를 바탕으로 경찰의 직무스트레스를 관리하기 위한 방안으로 기존의 직무스트레스 관리방안을 확대함과 동시에 실질적으로 효과성이 있는 방안을 강구해야 한다. 분석결과를 바탕으로 직무스트레스가 조직몰입에 유의미한 영향을 미치는 요인인 갈등관계ㆍ직무불안ㆍ보상 부적절이 공통적으로 증명됨에 따라 이러한 문제를 해결하기 위한 방안을 강구해야 할 것이다. 특히, 갈등관계ㆍ직무불안ㆍ보상 부적절 등의 문제를 해결하기 위해서는 적절한 휴식이 필요하다. 그러나, 경찰의 경우 24시간 교대 근무로 인하여 휴가의 사용 및 스트레스 해소를 하는데 많은 어려움이 있어 이를 해결하기 위하여 적극적인 휴가이용 방안을 강구할 필요가 있다. 또한, 직무스트레스를 구성하는 하위요인 중 갈등관계ㆍ조직체계ㆍ보상 부적절이 공통적으로 회복탄력성을 구성하는 강인성ㆍ인내ㆍ낙관성ㆍ지지ㆍ종교적 성향에 미치는 영향을 미치는 것으로 나타났다. 따라서, 이러한 문제를 해결하기 위하여 회복탄력성을 강화할 수 있도록, 직장 내 마음건강 강화ㆍ힐링 프로그램을 강화하여 회복탄력성을 높일 필요가 있다. 이러한 내용을 바탕으로 경찰관의 직무스트레스를 관리하여 경찰 개인의 정신적ㆍ신체적 건강을 유지할 수 있도록 환경을 개선하고, 조직의 생산력을 강화하기 위한 적극적인 활동이 필요하다.

인적자원관리가 공무원의 직무스트레스 및 조직몰입에 미치는 영향에 관한 연구 : 제주지방우정청 공무원 인식조사를 중심으로

강경원 제주대학교 행정대학원 2018 국내석사

본 연구의 목적은 인적자원관리 제도가 제주지방우정청 공무원의 직무스트레스 및 조직몰입에 어떠한 영향을 미치는가를 살펴보는 데 있으며, 그 결과를 토대로 제주지방우정청 종사자들이 조직 구성원의 직무스트레스에 대해 관심을 갖고 조직 몰입도를 높이기 위한 인적자원관리 방안에 대한 정책적 방안을 제시하고자 하였다. 인적자원관리, 직무스트레스, 조직몰입의 관계를 분석하기 위해 이론적 검토를 토대로 변수를 설정하였으며, 독립변수로 일반적 특성으로 성별, 연령, 결혼여부, 직급, 근무년수, 직렬, 주요업무, 근무지를 설정하였다. 또한 인적자원관리제도로 교육훈련, 경평상여금, 승진, 직무자율성, 내부의사소통으로 설정하였다. 종속변수로는 직무스트레스와 조직몰입을 변인으로 구성하였다. 2017년 9월 6일부터 22일까지 17일간 제주지방우정청 소속 공무원 400명을 대상으로 동안 설문조사를 실시하였고, 수집된 자료의 표본과 요인의 특성을 파악하기 위하여 빈도분석, 타당성 및 신뢰도 분석, 상관관계분석, 회귀분석 등을 시행하였다. 분석 결과, 먼저 조사대상자인 제주지방우정청 공무원들은 교육훈련, 경평상여금, 직무자율성, 내부 의사소통에 대해서는 긍정적으로 평가하고 있으나, 승진에 대해서는 다소 부정적으로 평가하는 것으로 나타나 승진 소요기간과 심사기준에 대한 신뢰 회복이 무엇보다 중요할 것으로 보인다. 또한 조직원의 성과에 대한 피드백이 잘 이루어지지 않고 있는 것으로 나타났다. 둘째, 인구통계학적 특성에 따른 인적자원관리 제도 인식은 성별, 직급, 직렬, 근무년수, 주요업무, 근무지별로 유의한 차이가 있었다. 남성보다는 여성이, 직급이 높고 근무년수가 오래될수록 인적자원관리 제도에 대해 긍정적으로 인식하고 있는 것으로 나타났다. 직무스트레스에 대한 인식에서도 성별, 직급, 직렬, 근무년수, 주요업무, 근무지별로 유의한 차이가 있었으며, 조직몰입에 대한 인식에서는 연령, 직급, 근무지가 유의한 차이가 있는 것으로 나타났다. 셋째, 인구통계학적 특성 중 결혼유무, 근무년수, 주요업무는 직무스트레스에 대해 긍정적 영향(+)을 미치고 있고, 성별은 부정적 영향(-)을 미치고 있는 것으로 나타났으며, 조직몰입에 대해서는 주요업무가 긍정적 영향(+)을 미치고 있고, 직렬은 부정적 영향(-)을 미치고 있는 것으로 나타났다. 넷째, 인적자원관리가 직무스트레스에 미치는 영향에서는 교육훈련, 자율성, 의사소통이 긍정적(+)인 영향을 미치는 것으로 나타났으며, 경평상여금(성과금)과 승진은 유의한 영향을 미치지 않았다. 다섯째, 인적자원관리제도가 조직몰입에 미치는 영향으로 경평상여금(성과금)은 영향을 미치지 않는 것으로 나타났다. 반면, 교육훈련, 승진, 자율성, 내부의사소통은 긍정적(+)인 영향을 미치는 것으로 나타났다. 여섯째, 인적자원관리는 조직몰입에 직접적인 영향을 미칠 뿐만 아니라, 매개변수인 직무스트레스를 통해서도 간접적인 영향을 미치는 것으로 나타났다. 이는 인적자원관리와 조직몰입에 있어 그만큼 직무스트레스의 영향이 크다는 것을 뒷받침하는 결과라 할 수 있다. 위와 같은 분석결과를 토대로 인적자원관리 기법을 통해 공무원의 조직몰입 및 직무스트레스 해소를 위한 구체적인 방안을 다음과 같이 제시하였다. 첫째, 승진기회를 확대하여 적체 문제를 완화시키고 현업직원과 상위부서 직원들과의 승진 차별이 없도록 공정하고 다양한 제도를 마련할 필요가 있다. 둘째, 현업에서 근무하는 공무원 및 신규직원들에 대한 처우개선 및 근무환경 변화를 위해 직원들이 다양한 근무지에서 근무할 수 있도록 전보를 활성화하고, 직위공모를 통해 상위부서에서 공정하게 근무할 수 있는 제도적 보완이 필요하다. 셋째, 공무원에게 보상이나 지원보다 존중과 인정, 신뢰와 같은 심리적 지원이 공무원에게 보다 구체적인 조직몰입에 영향을 미치는 것을 볼 때 적당한 권한위임과 조직구성원의 성과에 대한 피드백 활성화 등 내부의사소통 강화를 통해 조직이 자신을 인정하고 있다는 믿음을 주고 조직에 대한 소속감이 생길 수 있도록 다양한 인적자원개발 환경을 조성해야 할 것이다. 본 연구에서는 인적자원관리가 공무원의 직무스트레스 및 조직몰입에 미치는 영향을 제주지방우정청을 중심으로 연구하였고, 이를 토대로 우정사업발전방향을 제시하였다. 하지만 본 연구가 갖는 한계점과 이에 따른 향후 연구 방향을 살펴보면 다음과 같다. 첫째, 계량적 분석을 위한 설문 대상을 향후 연구에서는 연구범위를 전국으로 확대하여 종합적이고 심도 있는 연구가 필요하고, 둘째, 다른 공공조직으로 확대하여 우리나라 공무원들의 인적자원관리와, 직무스트레스 해소, 조직몰입을 위한 일반화가 필요할 것이다. 마지막으로, 본 연구에서는 자기보고식 설문응답을 통해 자료를 수집하여, 기초적인 통계분석인 회귀분석까지 적용하였으나, 향후 연구에서는 평가지표, 평가방법 등을 보완할 수 있는 연구가 이루어져야 할 것이다. The purpose of this study is to investigate the effect of human resources management system on job stress and organizational commitment of Jeju public administration officials, Based on the results, the Jeju Postal administrators were interested in the job stress of the organizational members and suggested a policy plan for the human resource management plan to increase the organizational commitment. In order to analyze the relationship between human resource management, job stress, and job commitment, variables were set based on the theoretical review. Gender, age, marital status, rank, working years, serial, major work, . Also, human resources management system is set as education and training, license bonus, promotion, job autonomy, and internal communication. The dependent variables were job stress and organizational commitment. A questionnaire survey was conducted for 400 public servants of the Jeju Provincial Administration for 17 days from September 6 to 22, 2017, and frequency analysis, feasibility and reliability analysis, Correlation analysis, and regression analysis. As a result of the analysis, first of all, the officials of the postal service department of the postal service were evaluated positively about training and bonus payment, job autonomy and internal communication, but they evaluated as somewhat negative for the promotion. Restoration of trust seems to be more important than anything else. In addition, feedback on the performance of the members was not performed well. Second, the perception of human resource management system according to demographic characteristics showed significant differences according to gender, rank, serial, years of work, major work, and workplace. It is found that women are more positive about the human resources management system as the number of women is higher and the number of working years is longer. There was a significant difference in the perception of job stress by gender, rank, serial, number of working years, major work, and workplace. There was a significant difference in age, position, and work place in perception of job commitment. Third, among the demographic characteristics, the marital status, the number of years of work, and the main tasks have a positive effect (+) on the job stress and the gender has a negative influence (-). (+), And serial has a negative effect (-). Fourth, the effect of human resources management on job stress was positively (+) on education, training, autonomy, and communication. Fifth, the bonus and promotion is not influenced by the influence of the human resources management system on organizational commitment. On the other hand, education, autonomy, and internal communication have positive (+) effects. Sixth, human resource management not only directly influences organizational commitment but also indirectly through job stress. This is supported by the fact that the influence of job stress on human resources management and organizational commitment is significant. Based on the results of the above analysis, the following suggestions have been made in order to solve the organizational commitment and job stress of public officials through human resource management techniques. First, it is necessary to expand the promotion opportunities to alleviate the problem and to establish a fair and diverse system so that there is no promotion discrimination between the employees of the production department and the employees of the upper division. Second, it is necessary to activate the transference so that employees can work in various workplaces in order to improve the treatment of civil servants and new employees who work work-site operations, and to change the work environment. Third, when psychological support such as respect, recognition, and trust affects more concrete organizational commitment to public officials than to compensation or support to public officials, strengthening internal communication such as delegation of appropriate authority and activation of feedback on the performance of organization members In order to give the belief that the organization acknowledges itself and create a sense of belonging to the organization, various human resources development environment should be created. In this study, the effects of human resource management on the job stress and organizational commitment of public officials were studied by the Post Office. However, the limitations of this study and future research direction are as follows. First, the questionnaire for quantitative analysis should be extended to the whole country in the future, and comprehensive and in-depth research will be needed. Second, it will be expanded to other public organizations to improve human resource management, Generalization for immersion will be necessary. Finally, in this study, data were collected through self-report questionnaire response and applied to basic statistical analysis, regression analysis, but future studies should be done to supplement evaluation index and evaluation method.

직무스트레스가 이직의도에 미치는 영향 : 감성지능의 조절효과를 중심으로

조연연 전북대학교 일반대학원 2014 국내석사

In recent years, the economic development and social progress have brought opportunities for the survival and development of enterprises, while they also have made enterprises face greater competition and challenges. Under this situation, companies’ as well as employees’ pressure is increasing day by day. Job stress has become a social even a global hot issue of common concerns by people. The excessive job stress will not only influence the health of employees and thus bring harm to their mental health, but also increase employees' turnover. Therefore, the purpose of this study is to investigate the relationship among job stress, emotional intelligence and turnover intention of enterprise employees through a questionnaire survey that draw on existing research results and research methods from home and aboard and manage the practical issues into theoretical issues. In this study, the subjects of the research are the employees from the minor enterprises which located in Kyonggi-do. We need to find what relationship exists between the job stress and the turnover intention of employees, and the effect of the emotional intelligence between the job stress and turnover intention. Therefor, in this study two hypotheses are assumed: Hypothesis 1: Job stress results in a positive effect on turnover intension. Hypothesis 2: Emotional intelligence results in a negative moderating effect between job stress and turnover intention. In order to confirm the hypotheses, there are two parts in this study: one is the theoretical research, the other is questionnaires. Through the questionnaire and the analysis we can verify the hypotheses are correct or not. In this study, 300 questionnaires were made and distributed to people for this research. 291 copies were taken back, but only 277 copies can be realized that were used for the analysis materials. With reference to the statistical analysis, we gained the following results: Result 1: Job stress has a significant positive effect on turnover intention. Result 2: Emotional intelligence has a significant negative effect on the job stress and turnover intention. Result 3: Emotional intelligence has a moderating effect between the job stress and the turnover intention. With the levels of emotional intelligence raising, negative correlation between job stress and turnover intention is reduced. The above results suggest that the employee who receives the high stress has a high turnover intention than the employee who receives less stress. Moreover, emotional intelligence has a moderating effect between the job stress and the turnover intention. Implications of the finding as well as limitations of this study are also discussed.

조리종사자의 직무스트레스가 직무소진과 이직의도와의 관계 : 직업소명의식을 조절변수로

김영완 경기대학교 대학원 2019 국내박사

과거의 조리사는 단순히 음식을 생산하는 기능적인 업무만을 담당하였으나 경제성장으로 호텔과 외식산업의 발전, 조리사에 대한 사회적 위상 변화, 조리사들의 학력수준 상향으로 전문직이 되고 있다. 또한 최근 국내 초등학생의 장래 희망직업 3위에 조리사가 선정되는 등 조리사에 대한 사회적 인식이 변화되고 평가가 높아지고 있다. 겉으로는 화려한 직업처럼 느껴지지만 실상 근무 여건은 그렇지 않은 부분이 있다. 호텔조리사들은 호텔 내의 식음료 업장을 순환근무를 하고, 3교대 근무, 주말과 공휴일에 근무를 하며, 식재료를 구매·검수·보관·조리업무, 인적·시설·위생관리와 끊임없는 신 메뉴개발을 하는 등의 업무특성에서 직무스트레스가 발생한다. 조리사들은 관리자들로부터 창의성, 조직의 효율성, 저임금을 요구받으며, 직무인 조리업무 과정에서 40∼62%의 스트레스를 보이고, 조직 구성원들과의 대인관계에서 가장 높은 직무스트레스가 발생하는 특징이 있다. 이러한 조리사들의 열악한 물리적 환경, 대인관계, 교대근무와 반복적이고 일상적인 업무는 직무스트레스의 원인으로 알려져 있으며, 직업에 대한 전문성을 갖추지 않으면 직무스트레스를 지속적으로 받을 수밖에 없다. 또한 직무스트레스로 인해 직무소진이 높아지는 경험을 하고 있는 것으로 나타나고 있다. 직무소진이 높아지면 이직의도도 높아지는 연구들이 있지만 직무소진이 직업소명의식으로 인해 직무소진이 낮아지고 이직의도도 떨어지는 선행연구들이 있다. 선행연구들에서는 직업소명의식이 조절변수가 아닌 독립변수 또는 종속변수로 사용되어 조절변수로서의 영향은 알 수 없었다. 이에 조리종사자의 직업소명의식이 직무스트레스와 직무소진 그리고 이직의도에 어떠한 영향을 미치는지에 대한 연구와 조리종사자의 직업소명의식이 직무스트레스와 직무 소진, 이직의도의 관계에서 조절변수로 어떠한 영향을 미치는지에 대한 연구가 필요하다. 본 연구는 세밀한 연구 결과를 도출하기 위해 조리종사자의 여러 근무환경을 고려하여 대상을 크게 두 부분으로 나누어 연구 했다. 일반적인 로컬레스토랑과 근무여건의 강도가 더 높은 호텔과 파인다이닝 레스토랑을 대상으로 조리종사자의 직업소명의식이 조절효과에 어떠한 결과와 차이점을 가지는지 또한 더 나아가서 현재 조리종사자들이 직무스트레스와 직무소진에도 불구하고 이직행동으로 나타나지 않는 요인과 질적연구를 통해 양적연구에서 구체적으로 밝혀내지 못한 요인을 도출하여 규명해 보고자 하였다. 기존의 문헌을 기반으로 총 56개의 가설을 검증한 결과는 다음과 같다. 첫째, 가설1의 ‘조리종사자의 직무스트레스는 직무소진에(+)의 영향을 미칠 것이다’라는 가설은 호텔 및 파인다이닝 레스토랑에서는 관계갈등외의 직무요구, 직무자율성, 직무불안정, 조직체계가 정의 영향을 미친 것으로 나타났고 일반 레스토랑은 직무요구외의 직무자율성, 관계갈등, 직무불안정, 조직체계가 정의 영향을 주는 것으로 나타났다. 둘째, 가설 2의 ‘직무소진이 이직의도에 정의 영향을 줄 것이다’에서는 호텔 및 파인다이닝과 일반 로컬 레스토랑 모두 감정적 소진, 개인적 비성취, 비인격화에서 정의 영향을 미친 것으로 나타났고 관여는 두 집단 모두 유의하지 않은 것으로 나타났다. 셋째, 가설 3의 ‘직무스트레스가 이직의도에 정의 영향을 미칠 것이다‘에서는 호텔 및 다이닝 레스토랑은 직무자율성과 직무불안정이 정의 영향을 주는 것으로 나타났으나 일반 로컬레스토랑은 직무요구도 정의 영향을 주는 것으로 나타났다. 넷째, 가설 4의 ‘직업소명의식은 직무스트레스와 직무소진간에 조절효과를 가질 것이다‘라는 가설에서 호텔 및 파이다이닝 레스토랑은 일반 로컬레스토랑과의 차이에서 직무자율성과 조직체계에서 조절효과가 나타났지만 일반 로컬레스토랑에서는 조절효과가 나타나지 않았다. 다섯째, 가설 5의 ‘직업소명의식은 직무소진과 이직의도에 조절효과를 가질 것이다‘에서 호텔 및 파인다이닝 레스토랑은 개인적 비성취가 조절효과가 나타났고 일반 로컬 레스토랑은 감정적 소진에서 직업소명의식이 조절효과가 나타났다. 여섯째, 가설 6의 ‘직업소명의식은 직무스트레스와 이직의도간에 조절효과를 가질 것이다’에서 호텔 및 다이닝 레스토랑은 직무요구에서 조절효과가 나타났지만, 일반 로컬 레스토랑에서는 조직체계만이 조절효과가 나타났다. 일곱 번째, 질적연구에서 연구대상자들의 인터뷰 내용을 종합해보면 직무스트레스로 직무소진이 높아지면 이직의도도 높아지지만 직업소명의식의 하위요인인 일의 가치감과 일의 목적성으로 인해 이직행동으로 이어지지 않는 것으로 나타났다. 이것은 호텔 및 파인다이닝 레스토랑과 일반 로컬레스토랑 모두 같은 결과가 나타났다. 하지만 호텔 및 파인다이닝 레스토랑의 종사자들은 고객이나 지인등의 고객만족에 일의 목적성이 있다면 일반 로컬 레스토랑은 금전적이나 기술적인 습득에 일의 목적성을 두고 있는 것을 인터뷰내용에서 알 수 있었다. 수직적인 조직 문화로 경직되고 육체적인 소진도 많은 주방이라는 특수한 환경에서 근무하는 조리종사자들은 그들의 힘든 여건에서 근무한다는 걸 각자 인지하고 있고 그로인해 발생되는 직무스트레스로 직무소진과 이직의도에 영향을 주지만 이직행동까지 실행하지 않는다는 것을 심층인터뷰를 통해 결론을 도출할 수 있었다. 본 연구가 가지는 한계점이 발생하는데 서울 지역만 대상으로 연구를 수행하였다는 점이다. 연구결과의 일반성 및 범용성을 위해서는 향후의 연구에서 서울뿐만 아니라 전국의 조리종사자를 대상으로 확장되어야 할 것이다. 전국으로 활성화된 지역을 대상으로 연구를 수행한다면 보다 다양한 연구 결과를 얻을 수 있을 것이다. 둘째 한계점은 근무지에 따른 두 집단을 가지고 연구를 진행하였지만 직업소명의식이 개인적인 차이로 인해 다르게 작용한다는 선행연구가(심예린, 2009)있어 개인 간 다른 조건하에서의 직업소명의식에 대한 연구가 필요하겠다. 이를 테면 결혼유무에 따른 소명의식의 차이점이나 종교의 유무, 학력, 소득규모, 근무경력등 여러 가지 요인들에 따라 소명의식이 어떠한 영향을 미치는지에 대한 연구가 필요하겠다. 셋째, 대상을 호텔 및 파인다이닝과 일반 로컬 레스토랑으로 설정하였지만 큰 차이점을 도출하는데 어느 정도 한계가 있었다. 설문대상자들이 직업소명의식이라는 요인을 생소하게 받아들여지는 경향이 높아 가설의 채택여부가 높지 않았다. 이에 향후 다른 연구자들은 충분한 설명이 된 후 연구가를 진행되어야겠다. 넷째. 질적 연구는 적은 수의 응답자로부터 자세한 정보를 얻는다는 장점이 있지만 더 나은 자료 수집을 위해 연구대상자의 수를 늘려야겠다. 10명의 인터뷰 대상자로 하여금 결론을 일반화하기에는 한계가 있다. 다섯째, 조리종사자의 이직의도가 직업소명의식에 영향을 받는 때문에 현재 외식업계의 높은 이직율을 해결할 수 있는 단초를 제공할 수 있을 것이다 여섯째, 직업소명의식의 기존연구들이 대상을 의료계나 직업상담분야, 종교계, 심리학계의 근로자를 대상으로 수행되어 온 것과 대조적으로 본 연구는 대상의 범위를 외식업계의 조리종사자를 설정한 것과 호텔과 파인다이닝, 일반 로컬 레스토랑들의 전반적인 조리종사자 집단을 대상으로 한 것에 의의를 찾을 수 있다. 일곱 번째, 질적연구에서 인터뷰 대상자들에게 먼저 용어와 질문하고자하는 내용을 충분히 설명한 후 인터뷰가 진행되었고 그로 인하여 연구 목적에 부합하는 결과가 도출되었지만 설문지 대상자들은 직무소진과 직업소명의식등이 생소한 단어로 인식되었고 추가적으로 자세한 설명들이 이루어지지 않았으며이로 인해 설문지에 대한 이해도가 떨어진 상태에서 설문문항들을 체크하는 상황이 발생하여 설문지에 대한 정확도가 떨어져 연구가 나아가고자 하는 방향과 다르게 나온 것 같다. 향후 연구에서는 설문지에 용어설명과 설문문항에 대한 부연설명들을 알기 쉽게 기술하면 연구의 정확도를 높이는데 많은 도움이 될 것이다. Cooks before simply managed the functional role of producing food, but due to the economic growth of hotel and food service industry, the upgrade in the social status of cooks and their education level has turned their vocation into a professional practice. Also, as the perception of cooks has been changed positively, elementary school students who were surveyed on what they want to be when they grew up, chose a cook as one of the top 3 future jobs. The job itself may look fancy on the outside but the actual work conditions may not be the case. Hotel cooks rotate the food and beverage sites within the hotel, work in three shifts including weekends and holidays, purchase·inspect·store and cook the food reserves, manage staff·facilities and sanitation, and develop new menus. Because of this nature of the job, lots of work-related stress occurs. Cooks are required to be creative and work efficiently as a group by management but at the same time, they are underpaid. They show a 40-62% stress level during the cooking process, and show characteristics of the highest stress level in relationships among peers. Inadequate surroundings, interpersonal relations, alternate shifts, repetitive and mundane duty are known to be the cause of stress and furthermore, if they don’t have the expertise in the specific area, they are prone to get stressed continuously. Also, it is found that the higher the work related stress is, the more they would feel professionally exhausted. There are some researches that show increasing job burnout is followed by higher turnover intention. However, there are also precedent researches that show vocational calling leads to lower professional exhaustion and thus lower urge to change jobs. In precedent researches, vocational calling was used as a dependent or independent variable, hence the effect of it as a moderating variable is unknown. Therefore, further research is needed on what effect the vocational calling of a cook has on work-related stress, job burnout and turnover intention and also its effect as a moderating variable. This research divided its participants into two groups to consider the various work environment of cooks and to get more specific research results. This study aimed to find out the effect and differences of vocational calling as a moderating variable among cooks in regular local restaurants and hotel fine dining restaurants with more intensive working conditions; also to draw out the main factor that work-related stress didn’t lead to cooks’ changing jobs and through qualitative research, other factors which quantitative research was not able to reveal specifically. The results of testing 56 hypotheses based on the existing literature are as follows. First, hypothesis 1, "Work stress of cooks has a (+) effect on job burnout." had an effect on hotel / fine dining restaurants in terms of relationship strains, work demand, work autonomy, work instability and organizational system. And for local restaurants, work autonomy, relationship strains, work instability and organizational system were the definition effects. Second, hypothesis 2, "Job burnout affects turnover intention." showed definition affects in both hotel / fine dining groups and local restaurants in terms of emotional exhaustion, inadequate sense of personal achievement and depersonalization, but meddling did not affect both groups. Third, hypothesis 3, "Work stress affects turnover intention." was found that work autonomy and work instability had an effect in hotel / fine dining restaurant, but in local restaurants, work demand also had an effect as well. Fourth, hypothesis 4, "Vocational calling has a control effect on work-related stress and job burnout" was found that for hotel / fine dining restaurant workers, work autonomy and organizational system had a control effect but showed no effect on local restaurant workers. Fifth, in hypothesis 5, "Vocational calling has a control effect on job burnout and turnover intention", inadequate sense of personal achievement had a control effect for cooks working in fine dining / hotel restaurants and for local restaurant cooks, control effect of vocational calling was noticed on emotional exhaustion. Sixth, hypothesis 6, " Vocational calling has a control effect on work-related stress and turnover intention", showed a control effect on work demand for fine dining / hotel restaurants cooks, but for local restaurant cooks, control effect was noticed only in organizational system. Seventh, summing up the interview of the participants in qualitative research, when the sense of job burnout heightened due to work-related stress, the turnover intention increased. However, the subfactors of vocational calling, which were work values and the purpose of work, did not lead to changing jobs. This was shown in both groups. But it was found based on interviews, that hotel/ fine dining restaurant workers aimed for the satisfaction of clients or acquaintances, while local restaurant workers aimed for financial profit or skill acquisition. It was possible to draw the conclusion through in-depth interviews; cooks were aware that they were working in the unique environment of tight, vertical organizational culture, suffering physical exhaustion, and work-related stress and job burnout did affect their turnover intention but they did not actually put that idea into practice. The limitation of this study is that the research was limited only to Seoul. For the results of this study to have generality and versatility, future studies should be conducted not only in Seoul but nation-wide. A more diverse study result will be attained when the study is done nation-wide. Second limitation of this research is that the participants were divided into two groups based on their work place, but vocational calling reacts differently between individuals (Yae-rin Shim , 2009). Therefore, research on vocational calling between individuals under different conditions is necessary. For example, marital status, religion, educational background, income, and work experience may be factors that affect vocational calling, and research on its effects is needed . Third, there are certain limitations in drawing significant differences between the participants from hotel / fine dining restaurants and local restaurant. "Vocational calling" was a rather unfamiliar criteria for the participants so the acceptance of the hypothesis was not as high. Therefore, for future studies, the researcher must explain this variable adequately to the participants before conducting the study. Fourth, the qualitative research has the advantage that can get specific information from a small group, but to acquire better information, the number of participants should be increased. It is difficult to generalize the result with only 10 interviewees. Fifth, since turnover intention is affected by vocational calling, this fact could provide an opening to remedy the high turnover rate in the food service industry. Sixth, unlike the previous studies on vocational calling were targeting participants who were in the medical, professional counseling, religious, or psychology field, this study puts the meaning on the fact that it looked into participants from the food service industry, especially hotel / fine dining restaurant cooks and local restaurant cooks. Seventh, in the qualitative research, the interview was conducted after explaining the terms and the contents to ask to the interviewees, and the results that correspond to the purpose of the research had been drawn. On the other hand, the terms such as job burnout and vocational calling were perceived to be unfamiliar by the respondents who answered the questionnaires. As a result, they answered questions with low accuracy, having little understanding of them, and therefore, the results came out in the different direction where the study aimed at. In the further study, it will be of help to increase the accuracy of the study if the terms and additional explanation on the questions are added intelligibly on the questionnaire.