요양보호사의 직무스트레스가 직무만족도에 미치는 영향-노인장기요양시설 근무자 대상-

박민선 ( Min Sun Park ),정재필 ( Jae Pil Jung ) 한국노인의료복지학회 2010 노인의료복지연구 Vol.2 No.1

Senior care issue has become a social topic as more women are involved with economic activity and medical technology develops according to industrialization of Korea. In addition, as aged population with chronic diseases increase, senior support issue has developed from a family (personal) issue to a national issue, and long-term care for the old commenced in July 2008. Therefore, old people who cannot live daily life alone can get a care at a professional institute, which is expected to greatly influence a direct carer. Accordingly, the current study aims to examine the relationship between job stress and job satisfaction of care managers who provide professional cares to the old in order to enhance efficiency of job satisfaction, and improve life satisfaction and quality of life of the old by increasing job satisfaction. The following are study results. First of all, it was found that job satisfaction of the subjects was relatively high and job stress level was average. In addition, among their job stress factors, factor for personal role factor and routine duty and relationship with client factor were highest. Secondly, it was found that there was no difference in job satisfaction by personal characteristics such as sex, marital status and the number of patients they are in charge of. Thirdly, in the relationship with job stress according to personal characteristics, there was no statistically meaningful difference in job stress by sex, age, marital status and reasons for working. However, as for difference in subordinate variables of job stress by age, it was found that a young-aged group presented higher stress level than an old-aged group in relationship with coworkers and relationship with senior workers. Also among subordinate variables according to reasons for working, factor for personal role factor and routine duty, relationship factor with facility and senior workers and relationship factor with coworkers except relationship with clients presented possibilities as influential factors on job stress. On the other hand, it was found that subordinate variables for job stress according to educational background and the number of patients in charge of meaningfully influenced. It was observed that a highly educated group showed significantly higher stress in the subordinate variables for job stress except relationship with clients, while the order of the subordinate variables influencing job stress was relationship with coworkers, relationship factor with facility and senior workers, and factor for personal role factor and routine duty. Although the number of patients in charge didn`t make significant difference in the whole job stress, among the subordinate variables for job stress, there was significant difference in the order of relationship factor with facility and senior workers, and relationship factor with personal and routine duty factor. In addition, from the post-test, it was found that there was no meaningful difference among care managers in charge of 3, 4 or 5 patients, but stress level was high if they are responsible for more than 10 old people. Fourthly, there was statistically significant difference in job satisfaction by job stress. That is, a group with low job stress presented higher job satisfaction than the high job stress group, showing negative(-) relationship presented in prior studies. In addition, multiple regression for job satisfaction having the whole job stress as a dependent variable showed that job satisfaction becomes lower as the whole job stress becomes higher. In the current study, the relationship between job stress and job satisfaction in age and educational background also presents negative(-) relationship. That is, an old-aged group showed higher job satisfaction and lower job stress than a young-aged group, while a low-educated group showed higher job satisfaction and lower job stress than a highly-educated group. The study made several suggestions for follow-up studies on the basis of the above study results. First of all, studies on care managers, sick nurses and life assistants are not sufficient. Therefore, it is necessary to continuously conduct studies on care managers whose name was unified after the long-term care insurance for the old. Secondly, the current study is not enough to be generalized as a study on all the care mangers because of the regional limit. Hence, a study on job stress and job satisfaction factors for all the care mangers is required. Thirdly, factors for job stress and job satisfaction are complicated and various by prior studies. Accordingly, it is needed to find out other factors that are not dealt with in the current study and seek measures to improve job satisfaction of care mangers. Fourthly, according to the current study, factor for personal role factor and routine duty among job stress factors influencing job satisfaction affects various aspects. Since the history of the long-term care insurance for the old is short and it is in the middle of transitional process, it is necessary to try to verify effectiveness of the system and settle the system through continuous study in the future. Fifthly, according to the study, it was found that the old-aged group showed higher job satisfaction. On the basis of tile result, job creation effect can be expected by reinforcing job training for those in 40s and 50s. Therefore, it seemed that studies on job adjustment and job guidance according to physical changes by age are required.

사회복지시설 종사자들의 직무만족도 영향요인 분석

이영희 ( Yeong Hee Lee ),정재필 ( Jae Pil Jung ) 한국노인의료복지학회 2010 노인의료복지연구 Vol.1 No.1

The current study verified job satisfaction and distinctive characteristics by demographic variables for workers at seniors welfare facilities in Daegu and Gyeongbuk area, and analyzed the influential factors on their job satisfaction from the personnel management aspect of welfare facilities. From the analysis, it was found that job satisfaction of the subjects was high and female workers presented slightly high job satisfaction degree than male counterparts with no significant statistical difference. In the analysis of job satisfaction by work experience, it was observed that those with more work experience had higher job satisfaction except those who have worked for less than one year, and it was analyzed to have statistically significant difference. As for the analysis of job satisfaction by duty, it was found that there was meaningful different by duty. Except one director and one doctor, a dietitian, a secretariat and a manager presented the highest job satisfaction level, and nurses (physiotherapists and rehabilitation workers) providing direct service to the old with relatively high specialty also showed relatively high job satisfaction. However, cooks, drivers, guards and clerks presented relatively low job satisfaction. Also in job satisfaction analysis by reasons for entering, it was found that their reasons for entering the facilities were in the order of religious belief, devotion to social welfare, economic income and bad employment conditions while presenting statistically meaningful difference among groups. Multiple regression having job satisfaction as a dependent variable showed that homogeneity test of dispersion that influences job satisfaction was meaningful. It was found that 14 variables that were applied as a result had about 26% of explanatory power for job satisfaction. From verification by index influencing job satisfaction, it was found that there are three meaningful variables of salary and retirement allowance, employment and placement process and promotion management. When measuring influential powers of the variables with standardized regression index(beta), it was found that fairness of employment and placement, salary level and retirement allowance level influence job satisfaction most among personnel systems. Also in the personnel management aspect, it was observed that reward and punishment management, promotion management and salary level didn``t influence job satisfaction greatly. On the other hand, it was found that salary and retirement allowance level, various allowances, and b of employment and placement management greatly influence job satisfaction. Accordingly, for perstnnel management for workers at seniors vve1fcU``e facilities, managing salary and retirement allowance level, and various allowances should be emphasized. In particular, employment process should be transparent and placement process should be performed fairly considering qualifications, work experience, aptitude, etc. in order to enhane job saticfaction.

Effects of Teachers’ Job Satisfaction on Quality Management in Secondary Special Education Programs of Students with Intellectual Disabilities

박영근,John L. Hosp 한국특수교육학회 2016 특수교육학연구 Vol.50 No.4

The purpose of this study was to investigate job satisfaction of secondary special education teacher and verify how the job satisfaction of secondary special school teachers of students with intellectual disabilities (ID) influences the current status of implementing quality secondary special education programs in Korea. The participants in the study were 110 special school teachers working with students with ID in Daegu, Kyungbuk, Ulsan, Kyungki, and Busan, Korea. For the data collection, modified Smith Teacher Intent to Stay Inventory, the Smith Teacher Job Satisfaction Scale, and Proposed Standards for Evaluating the Quality of Secondary Special Education Programs was used. Descriptive statistics, ANOVA, correlation, regression were used for data analysis. Special school teachers’ overall job satisfaction is highest with the school environment and lowest with professional development opportunities. In addition, teachers’ overall intrinsic job satisfaction is higher than extrinsic job satisfaction. There were statistically significant differences of intrinsic, extrinsic, and overall job satisfaction domains among teacher groups divided by grade level taught, years of teaching, and degree held. As a results of correlation test, there were a significant positive correlation between 1) extrinsic job satisfaction and intrinsic job satisfaction, 2) overall five job satisfaction domains and the quality of program, and 3) extrinsic job satisfaction and the quality of program. Finally, a regression test indicate that the satisfaction level with working environment and extrinsic job satisfaction influence the current job performance for managing quality secondary special education program. Implication and suggeston of this study are discussed.

대졸자의 직업가치, 진로준비행동, 직무만족과의 관계

부기철 한국경영컨설팅학회 2018 경영컨설팅연구 Vol.18 No.2

The purpose of this study is to investigate the relationship between job value, career preparedness and job satisfaction in college studying college graduates' job satisfaction after college graduation. The data used in this study are 919 valid data except for the insufficient data and missing data in the questionnaire survey of the 2016 college graduate career path survey. The collected data were analyzed using SPSS 24 and AMOS 24 statistical analysis program. The results of this study are as follows: First, the job value of college graduates has a positive effect on job satisfaction. That is, the higher the job value of college graduates, the higher the job satisfaction. In particular, it was confirmed that the intrinsic value of the work affects more than the external value of the work. Second, the vocational value of college graduates showed a positive influence on career preparation behavior. In other words, the higher the vocational value of the college graduate, the more career preparation behavior is. Especially, self - comprehension behaviors of career preparation behaviors were found to have more influence than occupational ability improvement behaviors and occupational world search behaviors. Third, career preparation behavior of college graduates has a positive effect on job satisfaction. In other words, the more career preparation activities, the higher the job satisfaction. In particular, self - comprehension behaviors of career preparation behaviors have more influence on external factors of job satisfaction. Fourth, career preparation behaviors have mediating effects on the relationship between job value, career preparation behavior, and job satisfaction of college graduates. In particular, self - understanding behaviors have a greater mediating effect than occupational skills improvement behaviors and occupational world search behaviors. The implication of this study is that it is used as a factor to select job considering the factor of job satisfaction in career value and career preparation behavior, and the company improves system to make job seekers feel job satisfaction I would like to use it. Many young people who are preparing for employment should also understand the relationship between job value, career preparation behavior, and job satisfaction in preparing for employment. The limitations of this study were that it neglected that job value, career preparedness behavior, and job satisfaction might differ depending on the job and sex in the study. In future studies, we will study various related fields using various variables such as job and sex. In addition, we want to expand the data to be available to all young people, not just college graduates. Finally, occupation is the most important factor in social life. I do not want to be able to get a job for a lifetime through my short four-year college life, but I hope it will be something that I never lack in choosing a job for a lifetime. 본 연구는 대학을 졸업한 후 사회에 진출한 대졸자들의 직업가치, 진로준비행동, 직무만족 간의 관계에 대한 연구이다. 연구 결과는 첫째, 대졸자의 직업가치가 직무만족에 정(+)의 영향을 미치는 것으로 나타났다. 즉 대졸자의 직업가치가 높을수록 직무만족이 높아진다는 것이다. 특히 내재적 직업가치가 외재적 직업가치보다 더 중요하게 영향을 미친다는 것을 확인하였다. 둘째, 대졸자의 직업가치가 진로준비행동에 정(+)의 여향을 미치는 것으로 나타났다. 즉, 대졸자의 직업가치가 높을수록 진로준비행동을 더 많이 한다는 것이다. 특히 진로준비행동의 자기이해행동이 직업능력향상행동, 직업세계탐색행동보다 더 영향을 미치는 것을 확인하였다. 셋째, 대졸자의 진로준비행동이 직무만족에 정(+)의 영향을 미치는 것으로 나타났다. 즉, 진로준비행동을 더 많이 할수록 직무만족이 높아진다는 것이다. 특히 진로준비행동의 자기이해행동이 직무만족의 외재적 요인에 더 많은 영향을 미치는 것이다. 넷째, 대졸자의 직업가치, 진로준비행동, 직무만족 간의 관계에서 진로준비행동이 매개효과가 있는 것으로 나타났다. 특히 자기이해행동은 직업능력향상행동, 직업세계탐색행동 보다 매개효과가 큰 것을 알 수 있다. 시사점은 직업가치, 진로준비행동, 직무만족 관계를 이해하여 직무를 선택하는 요소로 활용하고, 기업은 구직자들이 직무만족을 느낄 수 있도록 제도를 개선하는데 활용 하였으면 한다. 본 연구의 한계점은 연구를 하는데 있어서 다른 변수들에 따라 직업가치, 진로준비행동, 직무만족이 다를 수 있다는 점을 간과하였다. 향후 연구에 있어서는 다양한 변수를 사용하여 관련 분야의 연구를 진행하고자 한다. 마지막으로 짧은 4년 대학생활을 통해 평생직장은 구할 수는 없겠지만 평생 직무를 선택하는데 부족하지 않는 자료가 되었으면 한다.

국세공무원의 직무만족도에 영향을 미치는 요인

김승훈,심태섭,김지엽 한국세무학회 2016 세무학 연구 Vol.33 No.4

The purpose of this research is to examine the factors affecting job satisfaction of National Tax officials in Korea National Tax Service and to provide taxpayers better quality of national tax administration service by meeting these factors. Another purpose is to provide administrative suggestions in enhancing their job satisfaction through analysis of this research. This paper presents the results of a rigorous research efforts designed to ⑴ measure the job satisfaction factors from workload, pay, superiors, co‐workers, promotion, work environment, to ⑵ gauge the overall satisfaction with the current job, to ⑶ identify the relationships between the job satisfaction factors and the overall satisfaction. Also, this study is to examine whether any difference in the job satisfaction factors depending on Public Service Motivation(PSM). For these purposes, a total of 322 samples were gathered by surveying National Tax Officials in Korea National Tax Service located in Incheon metropolitan city, Bucheon city, Gimpo city, Siheung city. Data analysis says that the factors influencing the overall job satisfaction of National Tax Officials were founded as‘work amount and length’,‘task capability of superiors’,‘friendship between co-workers' and‘promotion and personnel transfer’factor. This means that Korea National Tax Service can increase the overall job satisfaction of members of the organization by enhancing satisfaction with these factors. And the job satisfaction was statistically higher in GroupⅠ(PSM is above the average) than GroupⅡ(PSM is below the average). In addition, there were the differences in the factors affecting the job satisfaction of National Tax Officials depending on their PSM. ‘Promotion and personnel transfer’factor affected the overall job satisfaction in GroupⅠ. But‘Friendship between co-workers’factor affected the overall job satisfaction in GroupⅡ. ‘Work amount and length’ factor affected the overall job satisfaction in both GroupⅠ and GroupⅡ. 본 연구의 연구목적은 일선 세무서에 근무 중인 국세공무원들을 대상으로 국세공무원의 직무만족에 영향을 미치는 요인을 파악하여 이를 충족시킴으로써 납세자에게 질 높은 국세행정서비스를 제공하고자 함에 있다. 이러한 연구를 통하여 일선 세무서에서 근무 중인 국세공무원의 직무만족을 높일 수 있는 정책적 제언을 제시하고자 한다. 이를 위해 첫 번째로 국세공무원의 직무만족 요인을 몇 개의 영역으로 묶어서 각 영역별로 현재 얼마나 만족하는가를 측정하고자 한다. 두 번째로 현재 업무에 대한 전반적인 만족도를 측정하고자 한다. 세 번째로 각 요인별 직무만족(독립변수)과 전반적 직무만족(종속변수)과의 관계를 파악하고자 한다. 또한, 공공부문 종사자의 직무만족에 영향을 미치는 것으로 연구된 공공봉사동기에 따라 직무만족 영향 요인에 차이가 있는지를 파악하고자 한다. 이를 근거로 국세공무원의 전반적인 직무만족에 영향을 미치는 요인들을 실증적으로 분석할 수 있다. 이에 국세청은 이러한 영역에서 구성원의 직무만족을 높임으로써, 궁극적으로 서비스기관으로서 질 높은 국세행정서비스를 납세자에게 제공할 수 있을 것이다. 본 연구에서는 인천·부천·김포·시흥 지역에 위치한 세무서에 근무 중인 국세공무원들을 대상으로 설문조사를 실시하였다. 자료분석 결과 우선, 국세공무원의 전반적 직무만족에 영향을 미치는 요인은 6개로 압축되었다. 이러한 6가지 요인 중 ‘업무량과시간’, ‘상사의능력’, ‘동료간친밀성’, ‘승진및인사’요인은 국세공무원의 전반적 직무만족에 유의적인 영향을 미쳤다. 이에 국세청은 이 부분에서 구성원의 직무만족을 높임으로써, 궁극적으로 전반적인 만족도를 높일 수 있을 것이다. 그리고 공공부문 종사자의 독특한 개인적 특성인 공공봉사동기가 평균 이상인 국세공무원의 요인별․전반적 직무만족도는 평균 미만인 국세공무원들 보다 높았으며 통계적으로도 유의한 차이를 보였다. 또한, 공공봉사동기 수준에 따라 직무만족에 영향을 미치는 요인에는 차이가 나타났다. 공공봉사동기 수준이 평균 이상인 집단의 경우 ‘승진및인사’ 요인이 평균 미만인 집단의 경우 ‘동료간친밀성’ 요인이 전반적 직무만족에 영향을 미쳤으며, ‘업무량과시간’ 요인은 두 집단 모두에서 유의한 영향을 미치는 것으로 나타났다. 이에 국세청은 조직 구성원의 공공봉사동기를 높이는 데 노력해야할 뿐만 아니라, 조직 구성원들의 공공봉사동기 수준에 따라 ‘승진및인사’ 또는 ‘동료간친밀성’ 요인에 대한 맞춤형 인사정책을 검토해 볼 필요가 있다.

어린이 급식소 조리종사자의 직무만족도 조사 -100인 미만의 어린이 급식소를 중심으로-

신혜원 ( Hyewon Shin ),최주희 ( Juhee Choi ),이영화 ( Younghwa Lee ),조우균 ( Wookyoun Cho ) 대한영양사협회 2015 대한영양사협회 학술지 Vol.21 No.3

The research was conducted by center for children`s foodservice management in Hanam-si. In order to improve job satisfaction, a survey was carried out by working conditions and job satisfaction in children foodservice employees working at child daycare centers registered from January to April. Ninety-five surveys out of 120 were collected, and 76 surveys were analyzed. Job satisfaction consisted of four elements, working environment, welfare, human relationships, and job-itself, analyzed by general characteristics. Pearson`s correlation was carried out between job satisfaction and intention to change job by Likert 5 scales using SPSS statistic program. The percentages of child daycare centers owned by civilians was 52.6%, high school education level was 65.8%, permanent workers was 68.4%, and less than 1 year of foodservice was 34.2%. Average scores of job satisfaction were as follows: working environment scored 20.6 out of 25 points, welfare scored 10.3 out of 15 points, human relationships scored 17.5 out of 20 points, and job-itself scored 13.2 out of 15 points. The lowest job satisfaction average was ‘I get paid fairly regarding the working hours and the amount of work’ with a score of 3.6 points. Job satisfaction based on facility type, age, education level, and working period did not show significant differences, whereas hired status, numbers of foodservice children, and intention to change jobs showed significant differences. Hired status showed significant differences with welfare satisfaction (P<0.05). Numbers of children showed a significant difference with welfare and human relationship satisfaction (P<0.01, P<0.05). Intention to change job showed a significant difference with four elements of job satisfaction (P<0.05, P<0.01, P<0.01). In conclusion, to improve job satisfaction of children foodservice employees, working conditions and welfare satisfaction should be increased.

피부관리사의 직무환경과 직무만족도가 직업의식에 미치는 영향

전승신 한국피부과학연구원 2008 대한피부미용학회지 Vol.6 No.4

In this study we attempted to grasp the general property of skin care specialists and their job satisfaction in the job environment and analyze how the influences thereby have effects upon the professional sense. The results of the analysis are as follows. Firstly, it was known that the measures against stress are gentle with a high career, and that the sense and satisfaction as to the job are high as a professional knowledge increases. Secondly, there appeared some difference in the satisfaction of working conditions and the separation disposition with age, and the satisfaction with working conditions of 20s was lower than that of 30s, but the separation disposition was higher. Thirdly, the result of the analysis on the hypothesis ‘Skin care specialists' job sense will show the difference according to the general features’ showed that it expressed a meaningful difference according to age, marriage status, school background, career. Fourth, as the result of the verification of the hypothesis ‘Skin care specialists' job environment will affect their stress', it was shown that the higher skin care specialists' job aptitude and level of stability sense are, the lower the job stress is, and it was also known that the higher skin care specialists' level of remuneration is with a proper job volume, the lower skin care specialists' social psychological stress becomes. Fifth, the hypothesis ‘Skin care specialists' job environment will affect their job satisfaction’ expressed the result that the higher the remuneration level gets and the higher the job aptitude and the stability level are, the higher skin care specialists' satisfaction with working conditions gets, and the higher compensation level and the job aptitude and stability level are, the higher their satisfaction with the job itself and human relations become accordingly. Finally, it was shown that the higher skin care specialists' job itself and human relations are, the higher the level of their professional sense becomes, and that the higher skin care specialists' satisfaction with job itself and human relations are with a frequent separation disposition, the higher the pride over the job and the will of continuous service become, so we could know that it should be necessary to pursue the method to lift skin care specialists' job satisfaction. In this study we attempted to grasp the general property of skin care specialists and their job satisfaction in the job environment and analyze how the influences thereby have effects upon the professional sense. The results of the analysis are as follows. Firstly, it was known that the measures against stress are gentle with a high career, and that the sense and satisfaction as to the job are high as a professional knowledge increases. Secondly, there appeared some difference in the satisfaction of working conditions and the separation disposition with age, and the satisfaction with working conditions of 20s was lower than that of 30s, but the separation disposition was higher. Thirdly, the result of the analysis on the hypothesis ‘Skin care specialists' job sense will show the difference according to the general features’ showed that it expressed a meaningful difference according to age, marriage status, school background, career. Fourth, as the result of the verification of the hypothesis ‘Skin care specialists' job environment will affect their stress', it was shown that the higher skin care specialists' job aptitude and level of stability sense are, the lower the job stress is, and it was also known that the higher skin care specialists' level of remuneration is with a proper job volume, the lower skin care specialists' social psychological stress becomes. Fifth, the hypothesis ‘Skin care specialists' job environment will affect their job satisfaction’ expressed the result that the higher the remuneration level gets and the higher the job aptitude and the stability level are, the higher skin care specialists' satisfaction with working conditions gets, and the higher compensation level and the job aptitude and stability level are, the higher their satisfaction with the job itself and human relations become accordingly. Finally, it was shown that the higher skin care specialists' job itself and human relations are, the higher the level of their professional sense becomes, and that the higher skin care specialists' satisfaction with job itself and human relations are with a frequent separation disposition, the higher the pride over the job and the will of continuous service become, so we could know that it should be necessary to pursue the method to lift skin care specialists' job satisfaction.

초등학교 영양사의 직무수행도와 직무만족도

박은정,김기남 대한영양사협회 2002 대한영양사협회 학술지 Vol.8 No.2

The purpose of this study is to gather basic data on dietitian's general characteristics, working conditions, job achievement and job satisfaction. Thereby, a formulation can be worked out to improve dietitian's job achievement and satisfaction. The study was conducted during one week period, spanning July 23 to July 30, 1998. The method of the study was to distribute 560 questionnaires to the primary school dietitians working in the city of Tae Jun, located in Choong-Cheong Province. Out of 560 questionnaires that was distributed, 327 were returned. Moreover, 318 out of 327 questionnaires that was returned was valid enough to be processed by the SAS Program. About sixty percent of the respondents(61.1%) indicated that they were between 26 to 30 years old. Moreover, approximately half of the respondents(48.7%) were unmarried. In terms of the level of education, the bachelor's degree was reported as the most common education level(56.3%), while 3.8% of the participants reported achieving graduate degrees. The number of years in working in the profession ranged from 2 to 5 years. Furthermore, approximately 74% of the respondents indicated that, on average, they earned over \800,000 per month. In terms of the type of the school setting, 52.8% of the respondents worked in the urban setting, whereas, 60.0% worked in the rural school setting. Of these schools, about thirty eight percent(38.7%) of the schools were relatively small sized schools(400 students or less). In terms of dietitian's sense of job satisfaction, the areas that showed relatively high level of satisfaction was in the menu control work(3.90) and purchase control work(3.90). However, appallingly low job satisfaction was indicated in the areas of personnel management(2.96%), and nutritional education and counsel(2.73%). Furthermore, job satisfaction varied greatly depending on age, wage, type of the food service, and type of school. The highest satisfaction was indicated in the areas of supervisory position(3.42), work itself(3.31%), co-workers(3.11). Other facets that led to job satisfaction were periodic wage increase(2.19%) and promotion opportunities(2.79%). In conclusion dietitian's job achievement showed significant correlation with job satisfaction. The study suggests that, in order to improve the overall job satisfaction of the dietitians, it is necessary to improve the working conditions of dieticians in primary schools. Secondly, there is a necessity for improving the status of the dietitians by raising the salary and treating the dietitians with the same level of respect in comparison with teachers or executive officials. Finally, another way of raising the job satisfaction of the dietitians is to provide opportunity for continuing education. So that, they can further their career in their chosen field.

직무만족도가 후속출산계획에 미치는 영향: 관리자 직급의 취업모를 중심으로

이채리,장경은 한국아동학회 2022 아동학회지 Vol.43 No.4

Objectives: The study has two goals: First, it explores the effects of working mothers’ (in managerial positions) job satisfaction on their subsequent childbirth plans . In addition, it identifies the differential impact of working mothers’ job satisfaction on their future childbirth plans according to their job satisfaction type. Methods: This study used data from the Korean Women Manager Panel (2020). Research participants include 573 working mothers between their 20s and 40s who are managers and have one child. Working mothers’ job satisfaction was assessed using the Job Satisfaction Measurement Scale. This instrument comprises sub-factors including wage, working hours, work and life balance, promotion, senior, and job. Data were analyzed using cluster and logistic regression analysis. Results: The cluster analysis results suggested three clusters: Job Satisfaction Type, Job Dissatisfaction Type, and Selective Job Satisfaction Type. Additionally, job satisfaction’s effect on mothers’ subsequent childbirth plans was significant only for mothers in the Job Satisfaction group. In contrast, the impact of job satisfaction on future childbirth plans was not significant in working mothers in other groups. Conclusion: This study confirmed the differences in the effects of working mothers’ (in managerial positions) job satisfaction types on their subsequent childbirth plans. Notably, this study identified discrete groups of working mothers according to their job satisfaction. Furthermore, its findings revealed patterns of changes related to job satisfaction in their subsequent childbirth plans.

잡 크래프팅(Job Crafting)이 경력만족 및 직무만족에 미치는 영향 - 개인-직무 적합성의 매개효과 -

안혜련,곽선화,Hyeryeon An,Sunhwa Kwag 부산대학교 경영연구원 2023 Journal of East Asia Management Vol.4 No.2

This study analyzes the effect of job crafting behavior on career satisfaction and job satisfaction that allows active participants to perform their jobs in a work environment where autonomy and delegation are emphasized, and how the degree of person-job fit plays a role in the relationship between the three variables. The results of an empirical analysis of 360 employees of domestic companies are as follows. First, job crafting was found to have a positive (+) effect on career satisfaction and job satisfaction, respectively, confirming the importance of job crafting in a situation where the work environment changes rapidly. Second, job crafting was found to have a positive (+) effect on desire-supply fit and ability-demand fit, respectively, which are components of person-job fit. This means that person-job fit can be improved through task, cognitive, and relationship crafting. Third, it was found that desire-supply fit and ability-demand fit had a positive (+) effect on career satisfaction and job satisfaction. This means that the higher the person-job fit the more satisfied the career and job. Finally, desire-supply fit has a partial mediating effect in the relationship between job crafting, career satisfaction, and job satisfaction and ability-demand fit has a partial mediating effect in the relationship between job crafting, job satisfaction. In summarizing the above research results, this study suggested in a changing organizational environment that it is necessary to provide individual active work performance (job crafting) opportunities for career satisfaction and job satisfaction, and that it is important to create an organization's support environment to enhance person-job fit.