시설경비업 종사자의 근무환경이 직무스트레스와 직무만족에 미치는 영향

정성배 한국경호경비학회 2019 시큐리티연구 Vol.- No.61

This study conducted a survey of 315 facility security workers in Daejeon, South Chungcheong Province and Gyeonggi Province for about a week from August 7 to August 13, 2019 to identify the impact of work environment and job stress on job satisfaction, and finally collected 293 of the total 315 parts of the data, excluding non-response and inappropriate responses. The STATA 14.2 Statistical Package Program was used for analysis of the collected data, frequency analysis was performed to determine the distribution ratio of the subjects, and reliability analysis and correlation analysis were performed with respect to the established key variables. Next, t-test and one-way ANOVA were conducted to verify differences in work environment, task stress and task satisfaction factors according to demographic characteristics, and the results were as follows: There were differences in work environment, job stress and job satisfaction recognition depending on demographic characteristics. In detail, the factors for the work environment indicated significant differences in age, academic background, number of years of service, wages and types of service in the recognition of the work environment. Job stress factors indicated significant differences in age, education, wages and types of service in job stress recognition. In job satisfaction factors, age, academic background, number of years of service and wages (monthly benefits) showed significant differences in job satisfaction recognition. In addition, the results of multiple regression analyses to identify the working environment, job stress, and job satisfaction are as follows. The working environment has had a positive impact on job satisfaction, and the better the job environment, promotion and organizational characteristics, the higher the job satisfaction. It has been shown that job stress has had a negative impact on job satisfaction, conflict of relationship (promoting colleagues). job autonomy increases job satisfaction, and job satisfaction decreases when job requirements and job insecurity increase. In terms of the impact of work environment on job satisfaction, the higher the work promotion, job environment and organizational characteristics, the higher the job satisfaction level, the report showed. According to these studies, the better the working environment, the lower the job stress, and the lower the job stress, the higher the job satisfaction. In addition, the better the working environment, the more satisfied the job was found to be, and the empirical research result was verified that improvement of the working environment of security workers can reduce job stress and improve job satisfaction through improvement of the working environment. 본 연구는 근무환경, 직무스트레스가 직무만족에 미치는 영향을 규명하기 위하여 2019년 8월 7일부터 8월 13일까지 약 7일 간 대전, 충남, 경기지역에서 근무하는 시설경비업 종사자 315명을 대상으로 설문조사를 실시하였으며, 총 315부의 자료 중 미응답 및 부적절한 응답을 제외한 293부의 자료를 최종적으로 수집하였다. 수집된 자료의 분석을 위하여 STATA 14.2통계 패키지 프로그램을 사용하였으며, 조사대상자들의 분포비율을 알아보기 위해 빈도분석(frequency analysis)을 실시하였고, 설정된 주요 변인들에 관한 근무환경, 직무스트레스, 직무만족의 신뢰도분석(reliability analysis)과 상관분석(correlation analysis)을 실시하였다. 다음으로 인구통계학적 특성에 따른 근무환경, 직무스트레스, 직무만족요인의 차이를 검증하기 위해 t-test, 일원변량분석(One-way ANOVA)을 실시하였으며 그 결과는 다음과 같다. 인구통계학적 특성에 따른 근무환경, 직무스트레스, 직무만족인식에는 차이가 있었다. 세부적으로 근무환경 요인에서는 연령, 학력, 근무년수, 임금(월급여), 근무형태가 근무환경 인식에서 유의미한 차이를 나타냈다. 직무스트레스 요인에서는 연령, 학력, 임금(월급여), 근무형태가 직무스트레스 인식에서 유의미한 차이를 나타냈다. 직무만족 요인에서는 연령, 학력, 근무년수, 임금(월급여)이 직무만족 인식에 있어 유의미한 차이를 나타냈다. 또한 근무환경, 직무스트레스, 직무만족의 관계를 알아보기 위한 다중회귀분석 결과는 다음과 같다. 근무환경이 직무스트레스에 미치는 영향에서 관계갈등, 직무불안정은 부(-)적 관계를, 직무요구와 직무자율은 정(+)적인 영향을 미치는 것으로 나타났다. 직무스트레스가 직무만족에 미치는 영향에서 직무스트레스는 직무만족에 부(-)적인 영향을 미쳤으며, 관계갈등(동료 격려), 직무자율성이 있으면 직무만족이 높아지고, 직무요구와 직무불안정에 대한 인식이 증가하면 직무만족이 낮아지는 것으로 나타났다. 근무환경은 직무만족에 정(+)적인 영향을 미쳤으며, 직무환경, 근무촉진, 조직특성이 좋을수록 직무만족이 높은 것으로 나타났다. 이러한 연구결과에 따라 근무환경이 좋을수록 직무스트레스는 낮아지며, 직무스트레스가 낮을수록 직무만족이 높은 것으로 나타났다. 또한 근무환경이 좋을수록 직무만족이 높은 것으로 나타나, 근무환경의 개선을 통해 경비업 종사자들의 근무환경 개선이 직무스트레스를 감소시키고, 나아가 직무만족도를 향상시킬 수 있다는 실증적 연구결과를 검증하였다.

포항지역에 위치한 국·공립 민간 보육기관 보육교사의 직무만족도 조사

문선정 ( Moon Seon-jeong ),김은희 ( Kim Eun-hee ),박효정 ( Park Hyo-jeong ) 한국도서(섬)학회 2022 韓國島嶼硏究 Vol.34 No.1

본 연구는 포항지역에 위치한 국·공립 민간 보육기관 보육교사의 직무만족도를 조사하고자 해당지역의 보육교사를 대상으로 2019년 6월부터 8월까지 자기기입식 설문조사를 실시하였고, 342부를 최종 분석하였다. 자료 분석은 SPSS 25.0 Version을 사용하여 일반적 특성에 따른 직무만족도 차이는 t-test와 ANOVA를 실시하였고, 하위요인별로 직무만족도에 미치는 영향을 알아보기 위하여 다중회귀분석을 실시하였다. 일반적 특성에 따른 직무만족도 차이는 여자가 남자보다 높았고, 근무환경은 50대가 가장 낮았으며, 보수는 25세 이하가 가장 낮았다. 직무는 10~14년 3.59점, 3년 이하 3.28점, 보수는 10~14년 3.67점, 3년 이하 3.24점으로 근무경력이 짧고, 보수가 낮을수록 직무만족도는 낮았다. 사회적 인정은 10~14년 3.93점으로 가장 높았고, 20년 이상 3.12점으로 가장 낮았다. 근무환경은 국공립유치원이 4.03점으로 가장 높았고, 보수는 사립유치원 3.33점에 비해 국공립유치원 3.86점으로 가장 높게 나타나 민간어린이집과 사립유치원에 비해 국공립유치원이 근무환경과 보수 만족도가 높게 나타났다. 직무만족도 하위요인 간의 영향력을 파악한 결과, 근무환경, 보수, 사회적 인정이 직무에 미치는 영향에서 근무환경, 보수, 사회적 인정이 높을수록 직무가 높았고, 사회적 인정이 직무에 가장 큰 영향을 미치는 것으로 나타났다. 직무, 보수, 사회적 인정이 근무환경에 미치는 영향에서 직무, 보수, 사회적 인정이 높을수록 근무환경이 높았고, 보수가 근무환경에 가장 큰 영향을 미치는 것으로 나타났다. 직무, 근무환경, 사회적 인정이 보수에 미치는 영향에서 직무, 근무환경, 사회적 인정이 유의한 정적(+) 영향력을 주었고, 근무환경이 보수에 가장 큰 영향을 미치는 것으로 나타났다. 직무, 근무환경, 보수가 사회적 인정에 미치는 영향에서 직무, 근무환경, 보수가 높을수록 사회적 인정도가 높았고, 직무가 사회적 인정에 가장 큰 영향을 미치는 것으로 나타났다. 보육교사의 직무만족도 관련 연구 결과를 바탕으로 보육의 질을 높이기 위해서는 보육교사의 직무만족도를 높일 수 있는 근무환경에 대한 양질의 행정지원 확대 등 정책수립 및 개선 방향 제고에 대한 방안 마련이 필요할 것으로 사료된다. The research was conducted on job satisfaction in childcare teachers at national, public, and private childcare centers in Pohang by using a self-administered questionnaire from June to August 2019, and 342 copies were finally analyzed. An SPSS 25.0 Version program was used to perform t-test and ANOVA for variation in job satisfaction by the general characteristics and multiple regression analysis for the effects of its sub-factors on job satisfaction. As for the variation in job satisfaction by the general characteristics, women were more satisfied with their job than men, those in their fifties scored lowest for the work environment, and those aged <25 scored lowest for wage. The shorter working career and the lower wage, the lower level of job satisfaction: for job, those with 10-14 years of career scored 3.59 and those with ≤3 years of career scored 3.28; for wage, those with 10-14 years of career scored 3.67 and those with ≤3 years of career scored 3.24. For social recognition, those with 10-14 years of career scored 3.93, which was highest, and those with ≥20 years of career scored 3.12, which was lowest. The teachers at national and public kindergartens were more satisfied with their work environment and wage than those at private nurseries and kindergartens: the teachers at national and public kindergartens scored 4.03 for the work environment and scored higher for wage than those at private kindergartens (3.86 and 3.33, respectively). As for the effects of the work environment, wage and social recognition on job, the better work environment, wage, and social recognition, the higher level of job satisfaction, with social recognition most strongly affecting job. The better job, wage, and social recognition, the better work environment, with wage most strongly affecting the work environment. Job, the work environment, and social recognition significantly positively affected wage, with the work environment most strongly affecting wage. The better job, work environment, and wage, the better social recognition, with job most strongly affecting social recognition. The results of the research on job satisfaction in childcare teachers suggest the need to make a plan for making national policies and presenting an improvement direction by increasing high-quality administrative support for the work environment so that childcare teachers can become more satisfied with their job, which leads to higher quality of childcare.

호텔주방환경이 조리사의 인성 및 직무만족에 미치는 영향

박재연,강병남,김영식 한국외식경영학회 2008 외식경영연구 Vol.11 No.4

The purpose of this study is to investigate how the hotel kitchen environment had influence on cook's personality and job satisfaction. For this purpose, self-reported questionnaires were distributed to 310 subjects and 299 sincere respond were put to final analysis. and then the established hypotheses were verified by frequency, reliability, factor, correlation, path-analysis using SPSS program.(version 13.0) The results were as follows : First, the hotel kitchen environment significantly correlated with personality had remarkably positive influence on job satisfaction in hotel cooks. Second, cook's personality had remarkably positive influence on job satisfaction. As the results, it was suggested that the hotel kitchen environment should be factor measuring the effect of job satisfaction. Also hotel master chef needed to pay attention to job satisfaction because it brought to positive results in hotel kitchen environment. This study had the difficulties of survey as the lack of understanding and the discussion of this paper might be limited because associated paper was insufficient. The purpose of this study is to investigate how the hotel kitchen environment had influence on cook's personality and job satisfaction. For this purpose, self-reported questionnaires were distributed to 310 subjects and 299 sincere respond were put to final analysis. and then the established hypotheses were verified by frequency, reliability, factor, correlation, path-analysis using SPSS program.(version 13.0) The results were as follows : First, the hotel kitchen environment significantly correlated with personality had remarkably positive influence on job satisfaction in hotel cooks. Second, cook's personality had remarkably positive influence on job satisfaction. As the results, it was suggested that the hotel kitchen environment should be factor measuring the effect of job satisfaction. Also hotel master chef needed to pay attention to job satisfaction because it brought to positive results in hotel kitchen environment. This study had the difficulties of survey as the lack of understanding and the discussion of this paper might be limited because associated paper was insufficient.

투어가이드의 직무환경이 직무몰입과 조직충성도에 미치는 영향 연구

박준수 ( Junsoo Park ),김시원 ( Seewon Kim ),양성윤 ( Sungyoun Yang ) 관광경영학회 2020 관광경영연구 Vol.100 No.-

The purpose of this study is to identify the relationship between the job environment, job commitment, and organizational loyalty of tour guides in order to provide a practical and efficient tour guide management policy for the continuous growth and stable management activities and achievements of the travel industry. The results of this study are summarized as follows. First, the job environment of the tour guide was found to be four dimensions of maintenance, achievement evaluation, decision making, and human relationship. Multiple regression analysis showed that there is a significant influence on dependent variables such as job satisfaction, job satisfaction, job responsibility, and turnover Respectively. The relationship between job environment and job satisfaction was influenced by pay, human relations, and achievement evaluation, and decision making was not significant. In the relationship between job environment and job satisfaction, there were significant influences in terms of human relations, achievement evaluation, and decision making, and remuneration was not significant. In terms of job environment and job responsibilities, human relations and decision making were influenced in order, and there was no meaningful relationship between pay and performance evaluation. Job satisfaction and job desire were influenced by achievement evaluation and human relationship order, and remuneration and decision making were not significant. Second, job involvement is divided into four dimensions : job satisfaction, job responsibility, and turnover need. Multiple regression analysis shows that there is a significant influence on organizational loyalty. The relationship between job commitment and organizational loyalty was influenced by job responsibilities and job satisfaction. Job satisfaction and turnover need were not significant. The Tour Guide is a group of experts devoted to the safe and satisfying tourism activities of the people in other countries, and should continuously improve the travel industry and improve and manage the work environment for stable management activities in a changing business environment.

호텔 조리사의 근무환경이 직무만족과 이직의도에 미치는 영향에 관한 연구-부산지역 5성급 호텔 중심으로-

정수민,고호용 한국외식산업학회 2023 한국외식산업학회지 Vol.19 No.6

This study aimed to analyze the impact of the working environment of chefs working in 5-star hotels in the Busan area on job satisfaction and turnover intention, as well as to investigate how job satisfaction influences turnover intention. Furthermore, the goal was to provide insights based on the analysis results for the improvement of human resource management for hotel chefs. A total of 280 surveys were distributed, and chefs responded either directly or through online surveys. Of these, 120 responses were collected offline, and 160 responses were collected online. After excluding 30 incomplete or incorrect responses, a total of 250 surveys were used for the final analysis. The data was conducted using SPSS WIN Ver.26.0 statistical software. The summarized results of the study are as follows: Analyzing the effecst of the working environment on job satisfaction revealed that the human environment, physical environment, and reward system significantly and positively influenced job satisfaction. When analyzing the impact of job satisfaction on turnover intention, it was found that job satisfaction had a statistically significant influence on turnover intention (ß=-.643, t=-13.223, p<.01). Examining the influence of the working environment on turnover intention showed that the human environment, physical environment, and reward system had statistically significant effects on turnover intention. The implications of the study provide a theoretical foundation emphasizing the importance of human environment, physical environment, and reward system in job satisfaction. To apply these results in practice, the hospitality industry should prioritize efforts to improve the working environment, enhance job satisfaction, and reduce turnover rates. The highlighted specific improvement strategies include expressions of consideration from superiors, maintaining positive relationships among colleagues, implementing fair reward and promotion systems, and creating a pleasant working environment. Additionally, the study underscores the correlation between job satisfaction and turnover intention, emphasizing that high job satisfaction was associated with low turnover intention.

취업장애인의 작업환경과 직무만족, 직업유지, 임파워먼트 간 관계연구

김동진 ( Kim Dong Jin ),양선석 ( Yang Sun Suk ) 한국사회복지경영학회 2018 사회복지경영연구 Vol.5 No.2

취업장애인들이 직장에서 자신의 능력을 발휘하고 직무에 대한 만족을 느낄 수 있는 작업환경을 조성하기 위해서는 그들이 지각을 하고 있는 작업환경과 직무만족, 직업유지, 임파워먼트의 수준 파악이 매우 중요하다. 이에 본 연구는 작업환경이 직무만족과 직업유지의 관계에서 임파워먼트의 매개효과에 대하여 살펴봄으로써 취업장애인이 직무에 만족할 수 있는 작업환경 조성과 직업유지를 위한 방안을 마련하는데 그 목적이 있으며 연구결과는 다음과 같다. 첫째, 취업장애인의 일반적 특성에 따라 작업환경, 직무만족, 직업유지, 임파워먼트의 인식 차이에 대한 분석결과, 연령, 결혼여부, 장애등급, 고용형태, 한 달급여, 경력, 이직횟수에 따라서 작업환경, 직무만족, 직업유지, 임파워먼트의 인식이 차이가 있는 것으로 나타났다. 둘째, 취업장애인의 작업환경이 직무만족과 직업유지에 미치는 영향에 대한 분석결과, 작업환경은 직무만족과 직업유지에 유의한 정적인 영향을 미치는 것으로 나타났다. 셋째, 취업장애인의 임파워먼트가 직무만족과 직업유지에 미치는 영향에 대한 분석결과, 임파워먼트는 직무만족과 직업유지에 유의한 정적인 영향을 미치는 것으로 나타났다. 넷째, 취업장애인의 작업환경과 직무만족, 직업유지 간의 영향관계에서 임파워먼트의 매개효과에 대한 분석결과, 임파워먼트는 작업환경과 직무만족 간의 관계와 작업환경과 직업유지 간의 관계에서 간접효과가 유의하게 나타나, 매개효과가 있는 것으로 나타났다. It is very important to understand the level of work environment, job satisfaction, job maintenance, and empowerment in order to make an employment environment where disabled people can demonstrate their abilities and feel satisfied with their jobs. The purpose of this study is to understand the mediating effect of empowerment in the relationship between job satisfaction and job maintenance, and to make a good working environment where disabled people are satisfied with the job and can maintain the job. First, there was a difference in the perception of their working environment, job satisfaction, job maintenance, and empowerment according to the age, marital status, disability level, employment type, monthly salary, career and number of turns. Second, as a result of analyzing the effect of the work environment of the disabled people on the job satisfaction and job maintenance, it shows that the working environment had a significant and a static effect on job satisfaction and job maintenance. Third, as a result of analyzing the effect of the empowerment of the disabled people on the job satisfaction and job maintenance, it shows that the empowerment had a significant and a static effect on job satisfaction and job maintenance. Fourth, as a result of analyzing the effect of the mediating effect of empowerment in the relation between work environment, job satisfaction, and job maintenance of the disabled people, empowerment a significant indirect effect on the relationship between them, so there is a mediation effect on empowerment. Second, it is necessary to improve the quality of the employment level of disabled people and to provide a systematic support system for continuous job satisfaction and job maintenance of individuals with disabilities. Third, it is necessary to improve the social environment that can raise the level of empowerment of people with disabilities in order to maintain the job satisfaction and continuous job maintenance of the disabled people. Also it is necessary to make efforts to change the perception of employers, supervisors, and colleagues who may have an impact on the empowerment, job satisfaction, and job maintenance of the disabled people. Fourth, in order to improve the empowerment of disabled people, it is necessary first to identify the individual empowerment elements of disabled people. In addition, education and training program considering the characteristics and individual level of disability can improve the job satisfaction and job maintenance of disabled people, so it is necessary to develop education and training program to raise the level of empowerment.

중소기업 직무환경이 임직원의 이직의도에 미치는 영향에 관한 연구: 혁신수용성의 조절효과를 중심으로

최성용 한국경영컨설팅학회 2021 경영컨설팅연구 Vol.21 No.4

This study examines the effects of job environment, that is, job-specific factors, job environmental factors, and interpersonal factors, on turnover intention of employees of small and medium-sized enterprises (SMEs), and the moderating effect of innovation acceptability on the relationship between job environment and turnover intention That is, the purpose of this study is to empirically study the degree of control and directionality. Sub-variables of job environment, which are independent variables for this study, include job-specific factors, job-environmental factors, and interpersonal factors, Innovation acceptability as a moderator variable and turnover intention as a dependent variable were set. As a sub-variable of the job environment, job-specific factors set the meaning of work, for job environmental factors, wages, welfare, organizational climate, organizational justice, and interpersonal factors were set for interpersonal relationships in the workplace. As a result of empirical analysis, first, it was found that the meaning of work, wages, and organizational justice, which are sub-variables of the job environment, had a significant effect on turnover intention. Specifically, the meaning of work, wages, and organizational justice had a negative (-) effect on turnover intention. Second, as a result of examining the moderating effect of innovation acceptability on the effect of job environment on turnover intention, innovation acceptability showed a significant moderating effect on the effect of welfare and interpersonal relationships in the workplace on turnover intention among sub-variables. Specifically, when welfare affect turnover intention, innovation acceptability has a positive (+) moderating effect, and when interpersonal relationships in the workplace affect turnover intention, innovation acceptability has a negative (-) moderating effect.

미술작가의 직무환경이 직무만족에 미치는 영향: 자기효능감의 매개효과를 중심으로

한수민(Han, Soo-Min) 한국문화산업학회 2020 문화산업연구 Vol.20 No.2

본 연구는 미술작가의 직무환경이 직무만족에 미치는 영향에서 자기효능감의 매개효과와 표본 특성별 직무환경, 자기효능감, 직무만족의 차이를 규명하였다. 이것을 위하여 선행연구를 고찰하여 유의한 변수와 성과를 제시하였고, 연구설계와 실증분석으로 자기효능감의 매개효과와 표본 특성별 차이를 규명하였으며, 마지막으로 결과를 요약하고 시사점과 한계를 제시하였다. 본 연구를 요약하면 다음과 같다. 첫째, 자기효능감이 미술작가 직무환경과 직무만족의 관계를 매개하는지를 분석한 결과, 부분 매개효과가 나타났고 Sobel 검정 결과도 매개효과가 있음을 입증하였다. 둘째, 표본 특성별 직무환경, 자기효능감, 직무만족의 차이를 분석한 결과, 직무환경, 자기효능감, 직무만족 모두 작가로 데뷔한 기간, 연령, 장르만 유의한 차이가 있었다. 본 연구는 향후 미술작가의 직무만족 연구에 다음과 같은 시사점을 제공한다. 첫째, 자기효능감이 미술작가 직무환경과 직무만족의 관계를 부분 매개한 결과는 어려운 창작환경에서 창작, 발표, 관객 더 나아가 판매까지 염두에 두고 활동하여야 하고 다양한 미디어도 고려하여야 하는 환경에서 창작하는 바탕임을 알 수 있다. 둘째, 직무환경은 작가로 데뷔한 기간이 짧고 젊을수록 긍정적인식이 낮기 때문에 이들이 창작에 몰두할 수 있는 환경을 조성하여야 한다. 셋째, 직무만족도 직무환경과 마찬가지로 작가로 데뷔한 기간이 짧고 젊을수록 부정적으로 인식하고 있기 때문에, 젊은 층이 자기 일에 만족할 수 있도록 직무환경과 연결하여 만족도를 제고하여야 할 것이다. This study investigated the mediating effect of self-efficacy in the effect of the artist"s job environment on job satisfaction and the differences between job environment, self-efficacy and job satisfaction. To this end, significant variables and outcomeswere presented by reviewing previous studies, andmediating effects of self-efficacy and differences in sample characteristics were identified through research design and empirical analysis. Finally, the results were summarized and suggestions and limitationswere presented. The summary of this study is as follows. Second, as a result of analyzingwhether self-efficacymediates the relationship between the artist"s job environment and job satisfaction, a partial mediating effect was found, and the Sobel test proved to have a mediating effect. Second, as a result of analyzing differences in job environment, self-efficacy, and job satisfaction by sample characteristics, there were significant differences in only the period, age, and genre. This study provides the following implications for future job satisfaction studies of artists. First, the result of self-efficacy partially mediating the relationship between the artist"s work environment and job satisfaction is the basis for creating in an environment where creative, presentation, audience, and even sales are to be considered in a difficult creative environment. Second, the working environment should be created as an environment where they can devote themselves to creation, as the period of their debut as a writer is shorter and younger. Third, as job satisfaction is similar to the job environment, the shorter the debut period as a writer and the younger, the more negatively they perceive it. Therefore, it is necessary to improve satisfaction by connecting with the job environment so that young people can be satisfiedwith theirwork.

[중소기업/중견기업/소상공인/지역기업] : 중소기업 영업직근로자들의 직무향상프로그램과 업무환경이 개인성과에 미치는 영향관계에서의 학습전이의 매개역할

최유환 ( Yoo Hwan Choi ),이희수 ( Hee Su Lee ) 한국중소기업학회 2013 中小企業硏究 Vol.35 No.4

본 연구는 중소기업 직무수행자들이 학습한 내용에 대해 얼마나 전이를 인식하고 있는지, 본인의 직무와 성과에는 얼마나 도움을 주는 지에 대한관심에서 출발했다. 구체적으로 중소기업 직무능력향상 교육훈련과정과 업무환경이 학습전이를 매개로 하여 개인성과에 미치는 영향을 측정하고자 하였다. 연구결과, 중소기업 직무능력향상과정 교육프로그램의 교육내용 타당성, 전이설계, 강사능력 중에서 유일하게 전이설계만이 중소기업 영업직무자들의 개인성과에 미치는 영향관계에서 학습전이는 직무역량과 개인매출에 매개역할을 하는 것으로 나타났다. 또한, 기존 선행연구들과 달리 중소기업 업무환경이 중소기업 영업직무자들의 개인성과에 미치는 영향관계에서 학습전이는 모두 매개역할을 하지 못하는 것으로 나타났다. 본 연구 결과는 중소기업 재직자들의 교육훈련의 효율성 증대와 개인성과에 긍정적 영향을 주기 위해서는 중소기업이라는 특성을 감안할 때 사업주의 적극적인 지원 및 관심이 필요하고 매출에 직접적으로 여향을 주는 현장 학습전이가 높은 직무교육 훈련프로그램 설계와 이를 위한 설계자의 육성이 매우 필요하다는 것을 시사한다. This study began from an interest about how much small and medium business employees are aware of transferring what they have learned and to what extent learning transfer contribute to their jobs and attainments. The purpose of this study was to have an overall understanding about the relationships among learning transfer, individual performance and other variables when a certain amount of time has past since receiving a small and medium business job performance improvement educational training, and thereby provide basic data that will help educational training designed for employees at small and medium businesses contribute to the advancement of learning transfer and individual performance. To this end, the present study utilized research models proposed by Baldwin and Ford (1998), Holton (2005), and Holton and Baldwin (2003). These studies were employed since the proposed models have been frequently cited as exemplary models explaining the learning transfer process of educational training within an organization, and also because they have been received well as preceding studies helpful for an overall understanding of learning transfer process of business education due to their specific selection of subfactors. In order to verify these models, this study measured the mediation effect of learning transfer in terms of the effects the validity, transfer design, and instructor`s ability of small and medium business job performance improvement educational programs and work environment have on individual performance. The subjects of this study included 210 employees employed at a small and medium-sized business with less than 300 employees and who participated in a small and medium business job performance improvement course. Out of the 210 course participants, a total of 79 subjects responded to the research survey; survey respondents were composed of 93.7% male employess, 6.3% female employees, 67.1% of employees in administrative posts or higher class, and 332.9% of employees in worker level positions. For empirical verification, the present study conducted the survey related to the educational program immediately after the completion of the small and medium business job performance improvement program, and then, collected the questionnaires related to work environment, learning transfer, and individual performance six months later. Data from these two surveys were analyzed using SPSS 19.0 In order to raise the empirical validity of the study outcomes and to carry out feasibility assessment of questionnaire items, factor analysis was conducted using the principal component analysis (PCA). In doing so, nine questions that indicated factor loading of less than 0.6 were eliminated. Cronbach`s a was confined to verify the reliability of measurement tools. As a result, Cronbach`s a values on the research variables ranged between 0.834 and 0.984, indicating good reliability. In addition, the three-step regression analysis for mediation analysis proposed by Baron and Kenny (1986) was employed to verify the mediation effect of learning transfer in the effects small and medium job performance improvement program and work environment have on individual performance. According to the study results, it was found that learning transfer played some mediating role toward the effects small and medium job performance improvement program and work environment have on small and medium business sales workers` individual performance when demographic characteristics are held constant as control variables. Study results showed that learning transfer partially mediated the relationship between transfer design and job competency and that there is full mediation by learning transfer in the relationship between transfer design and individual sales. On the other hand, after regulating the demographic characteristics as control variables in the same manner, it was found that learning transfer played no mediating role in the effects small and medium business work environment have on small and medium business work environment have on small and medium business sales workers` individual performance. With respect to the study by Baldwin and Ford(1998) that suggests that learning transfer mediates the effects on performance by educational training design and work environment that serve as factors of educational input, the present study results support the part about educational training design. However, the present study differs from existing studies in that its results do not support the part about work environment such as organizational support, supervisor support, and restrictions by supervisors, which were identified as major influencing factors in most preceding international and domestic studies. Holton(1998) states that self-efficiency which affects learning transfer has to do with the leamer`s conviction that he/she has the ability to apply the contents learned from training to one`s job. Kim Youngmin (2005) views that there is a greater need for advises from surrounding people and support from the organization and supervisors in order to have employees experience learning transfer in their jobs. Kim also shows that, in the case of employees. With positions higher than managers, their experiences and awareness for their job performing abilities are more strongly related to learning transfer than the support from the organization and supervisors. With these points taken into consideration, it is surmised in this study that learning transfer has no mediating effect in how work environment influences job performance, since the subjects, with 67.1% of them having managerial positions or higher, were less influenced by factors such as organizational support, supervisor support, and restrictions by supervisors, but rather by the factor of personal volition. Considering that each learner is the person in charge of a given job at a small and medium business who can be the representative of that relevant job given the nature of small and medium business, this study has the following implications that will positively influence future learning transfer and job performance improvement at small and medium business. In the future. Third, due to the nature of small and medium business, the business proprieter holds the rights and the keys to developing human resources of the company. Without the business owner`s will, it is impossible to have the employees either actively participate in the educational training or apply what they have learned into practice after the training. Hence, studies covering various fields and ranges and efforts to verify the effectiveness of more educational programs should be carried out in the future in order to have business owners recognize that educational training have a positive effect on the performance of an organization and of each member of that organization.

모델리스트의 직무특성과 직무환경이 직무만족 및 조직몰입에 미치는 영향

김지현 ( Kim Ji-hyeon ) 한국디자인트렌드학회 2016 한국디자인포럼 Vol.51 No.-

연구배경 본 연구에서는 패션상품개발에 핵심인력인 모델리스트를 대상으로 직무특성, 직무환경의 하위차원을 밝히고 이 요인들이 조직몰입 및 직무만족도에 미치는 영향을 분석하였다. 또한 인구통계적 특성에 따라 직무특성, 직무환경, 조직몰입, 직무만족도에 차이가 있는지를 알아보았다. 연구방법 자료수집 및 분석은 패션브랜드와 패턴전문 사무실에 근무하는 모델리스트 140명에게 설문을 배부하여 136부를 최종 자료 분석에 사용하였고 통계방법은 SPSS 21.0을 사용하여 빈도분석, 신뢰도 검증, 요인분석, 다중회귀분석, t-test, ANOVA 분석을 실시하였다. 연구결과 연구결과로는 직무특성의 요인으로 과업중요성, 과업정체성, 자율성, 업무진행 수렴성이 도출되었고, 직무환경 요인으로는 성과보상, 승진, 대인관계, 보수 요인으로 도출되었다. 직무특성이 조직몰입에 미치는 영향으로는 과업정체성과 자율성요인으로 나타났으며, 직무특성이 직무만족도에 미치는 영향으로는 자율성 요인만이 영향을 미치는 것으로 나타났다. 직무환경이 조직몰입에 미치는 영향으로는 승진과 보수 요인으로 나타났고, 직무환경이 직무만족도에 미치는 영향으로는 성과보상과 대인관계 요인으로 나타났다. 인구통계적 특성에 따른 직무특성, 직무환경, 조직몰입, 직무만족도의 차이분석에서는 성별, 연령, 직급, 복종, 직군에 따라 유의한 차이가 있는 것으로 나타났다. 결론 모델리스트의 조직몰입 및 직무만족도를 높이기 위해서는 모델리스트의 직무특성 및 직무환경에 대해 분석해볼 필요가 있으며 과업정체성, 자율성, 승진과 보수, 대인관계 등의 만족도를 높이기 위한 노력이 필요하다. Background The objective of this study is to explore lower dimension job characteristics and job environment of modelists, the core personnel in terms of fashion item development, and analyze how these factors affect job commitment and job satisfaction. Also We explored the difference in job characteristics, job environment, job commitment, job satisfaction in accordance with population statistical characteristics. Methods As a research method, this study uses analysis of frequency, reliability analysis, factor analysis, multiple regression analysis, t-test, ANOVA analysis. In this study, 140 modelists working for fashion brands and professional pattern offices, participated in a survey, and result from 136 survey data was used for the final data analysis. Result As a result of the study, it can be suggested that the primary factors for job characteristics were task significance, task identity, autonomy, and task progress convergence. Primary factors for job environment can be suggested as performance compensation, promotion, interpersonal relationship, and wage. Task identity and autonomy were found to be the factors of job characteristics that have effect on job commitment. However, only autonomy was found to be the factor of job characteristics that have effect on job satisfaction. Promotion and wage were factors of job environment that have effect on job commitment, while performance compensation and interpersonal relationship were factors of job environment that have effect on job satisfaction. To explore the difference in job characteristics, job environment, job commitment, job satisfaction in terms of population statistical characteristic, one-way variance analysis and t-test were conducted, and it was found that there are significant differences according to result, gender, age, position, clothing brand and occupational group. Conclusion The job commitment and job satisfaction of modelists have a close relationship with their job characteristics and environments. It is required to improve their professional identity, autonomy, promotion, pay and personal relationships for high degree of job satisfaction.