직무스트레스와 사회적 지원이 병원종사자들의 조직효과성에 미치는 영향에 관한 연구

고종욱,서영준,박하영,Ko, Jong-Wook,Seo, Young-Joon,Park, Ha-Young 대한예방의학회 1996 예방의학회지 Vol.29 No.2

The purpose of this study is to investigate the effect of job stress and social support on the organizational effectiveness of hospital employees and to examine the role of social support in the experience of job stress among the employees. Previous studies have yielded mixed results regarding the role of social support. Some studies provide supporting evidence for the buffering effect of social support, while others do not. Still others report findings about reverse buffering effects. These inconsistent findings are, in part, accounted for by methodological problems such as poor measurement, small sample size, and the existence of high multicollinearity. To examine more rigorously the role of social support in relation to the negative effects of job stress, this study was carefully designed to overcome methodolgical shortcomings found in the past research. In addition, unlike the previous studies, which were concerned mostly with health-related variables as consequences of job stress, in this study, three work-related variables (job satisfaction, organizational commitment, and intent to stay) which had close relationships with organizational effectiveness were examined as output variables. The sample used in this study consisted of 353 employees from a university hospital in the surburbs of Seoul. Data were collected with self-administered questionnaires and analyzed using canonical analysis and hierarchical regression analysis. The results of this study indicate that; (1) job stress has negative main effects on job satisfaction, organizational commitment, and intent to stay; (2) social support has positive main effects on the same three output variables, (3) social support does not moderate the harmful effects of job stress on the three outcome variables, and (4) the three-way interaction effects of (social support * job stress * gender) and of (social support * job stress * education) are not supported. The implications of these findings for the management of human resources are discussed.

직무스트레스와 종업원 태도간의 관계에서 감성적 성향의 역할

고종욱(Jong Wook Ko) 한국경영학회 2001 經營學硏究 Vol.30 No.3

The role of affective disposition in the study of job stress was investigated in this research. The contaminating and biasing effects of negative affectivity(NA) and positive affectivity(PA) were evaluated with a sample of 867 employees from two different organizations. Data were collected by self-administered questionnaires and analyzed using latent-variable approach. Two affectivity variables, NA and PA were found to have contaminating effects on the measurement of six job condition constructs(role ambiguity, role conflict, workload, resource inadequacy, supervisory support and coworker support) and two employee attitude constructs(job satisfaction and organizational commitment) and inflate the relationships between job condition and employee attitude variables. However, affectivity variables` contaminating and biasing effects were negligible. Findings and implications for future research were discussed.

조직공정성이 종합병원 의사들의 직무만족, 전문직업몰입 및 조직몰입에 미치는 영향

고종욱 ( Jong Wook Ko ),서영준 ( Young Joon Seo ),서상혁 ( Sang Hyuk Suh ) 한국보건행정학회 2003 보건행정학회지 Vol.13 No.3

The purpose of this study is to investigate the impacts of distributive and procedural justice on job satisfaction, professional commitment and organizational commitment among hospital physicians. The sample of this study consisted of 185 physicians from 8 general hospitals located in Metropolitan area and Youngnam area in Korea. Data were collected using self-administered questionnaires with the response rate of 40.2% and analyzed using hierarchical regression technique. The results of this study showed that procedural justice had a direct impact on job satisfaction, professional commitment and organizational commitment among hospital physicians, whereas distributive justice had no significant impact. The results imply that hospital administrators should take measures to establish procedural justice to increase job satisfaction, professional commitment and organizational commitment among hospital physicians.

일부 대학병원 의사의 조직애착과 직업애착에 관한 연구

고종욱 ( Jong Wook Ko ),서영준 ( Young Joon Seo ) 한국보건행정학회 1999 보건행정학회지 Vol.9 No.1

조직몰입에 대한 삼차원적 개념화의 타당성 재검토

고종욱(Jong-Wook Ko)(高鍾郁) 경인행정학회 2012 한국정책연구 Vol.12 No.2

최근에 조직몰입 연구와 관련하여 Meyer와 그의 동료들이 제시한 삼요소 조직몰입모형이 널리 받아들여지고 있다. 이 모형에서 이들은 조직몰입은 정감적, 지속적 및 규범적 몰입의 세 차원으로 나누어지는 것으로 보고 있으며, 이 세 유형의 조직몰입을 측정하기 위한 도구로서 2001년도에 새롭게 수정된 ACS, CCS 및 NCS의 세 척도를 제시하였다. 본 연구는 이들이 최근에 제시한 조직몰입 척도의 2001년도 버전을 대상으로 이 척도들의 측정 속성의 건전성을 경험적으로 탐구하였다. 본 연구를 위한 자료로는 368명으로 구성된 공무원 표본과 370명으로 구성된 IT업체종사자 표본을 사용하였으며, 주된 자료분석방법으로 공분산구조분석방법을 이용하였다. 분석결과 ACS와 CCS는 매우 만족스러운 신뢰도와 수렴 및 판별타당도를 지니는 것으로 나타난 반면에 NCS는 신뢰도와 수렴타당도의 측면에서 만족스럽지 못한 측정 속성을 지니는 것으로 밝혀졌다. 이와 같은 연구결과가 갖는 의미 및 조직몰입의 삼차원적 개념화의 문제점을 논의하고, 향후 연구방향을 제시하였다. Recently, Meyer et al’s three-component model of organizational commitment is widely used in the research on organizational commitment. In this model, affective, continuance and normative commitment are considered as three components of organizational commitment. In 2001, Meyer et al. developed a new version of commitment scales in order to assess the three components of organizational commitment. The purpose of this study was to investigate the soundness of the measurement properties of the 2001 version of the commitment scales. For this study, data collected from 368 public officials and 370 IT industry employees were used and convariance structure analysis techniques were utilized. This study found that ACS and CCS had satisfactory reliabilities and adequate convergent and discriminant validities, whereas NCS had unsatisfactory measurement properties in terms of reliability and convergent validity. The meanings of these findings and the conceptual problems with the three-dimensional conceptualization of organizational commitment were discussed and the directions for future research were suggested.

인성 특성이 직무만족도에 미치는 영향

고종욱(Ko Jong-Wook) 한국사회학회 1999 韓國社會學 Vol.33 No.SM

인터넷 사용이 직무특성의 변화와 직무성과에 미치는 영향

고종욱 ( Jong Wook Ko ),이덕로 ( Deog Ro Lee ),손경애 ( Kyung Ae Son ) 한국인적자원관리학회 2007 인적자원관리연구 Vol.14 No.4

연구논문 : 교사의 개인적 특성과 조직의 구조적 특성 및 상황적 특성이 조직몰입에 미치는 영향

고종욱 ( Jong Wook Ko ),손경애 ( Son Kyung Ae ) 한국인적자원관리학회 2007 인적자원관리연구 Vol.14 No.1

MICE산업종사자들의 직무태도에 대한 분배 및 절차공정성의 차별적 영향

고종욱(Jong-Wook Ko),박종표(Jong-Pyo Park) 한국콘텐츠학회 2012 한국콘텐츠학회논문지 Vol.12 No.7

본 연구의 목적은 공정성의 결과변수로서 직무만족, 잔류의도, 조직몰입 및 조직시민행위의 네 측면에서 분배공정성과 절차공정성이 MICE산업종사자들의 직무태도에 미치는 차별적 영향을 탐구하는데 있었다. 본 연구를 위한 자료는 수도권 소재 30개 MICE업체 종사자 303명으로부터 수집되었다. 자료수집도구로는 자기기입식 설문서를 사용하였으며, 자료분석은 위계적 회귀분석방법을 사용하였다. 연구결과 MICE산업종사자들의 직무만족에 대해서는 절차공정성보다는 분배공정성이 더 큰 영향을 미치는 반면, MICE산업종사자들의 잔류의도, 조직몰입 및 조직시민행위에 대해서는 분배공정성보다는 절차 공정성이 더 큰 영향을 미친다는 것을 보여주었다. 또한 절차공정성의 조절효과는 MICE산업종사자들의 직무만족 및 조직몰입과 관련해서는 절차공정성의 조절효과가 나타나지 않은 반면, MICE산업종사자들의 잔류의도 및 조직시민행위에 미치는 분배공정성의 긍정적 영향은 절차공정성이 높을 때 더욱 커지는 것으로 나타났다. 이러한 연구결과가 분배 및 절차공정성의 관계 및 역할과 관련한 두 요인모형, 문화적 모형 및 상호작용모형에 대하여 갖는 이론적 함의를 논의하고, 향후 연구방향을 제시하였다. The purpose of this study was to investigate the differential effects of distributive and procedural justice on the MICE industrial employee’s job attitudes. For the study, data were collected from 303 MICE industrial employees in metropolitan area by self-stated questionnaires. Collected data were analyzed by hierarchical regression technique. The result of this study showed that distributive justice had more important effects on MICE industrial employee’s job satisfaction than that of procedural justice, while the procedural justice had influenced more effects on organizational commitment, intent to stay, and organizational citizenship behaviour than that of distributive justice; and that there was no the moderating role of the procedural justice to the MICE industrial employee’s job satisfaction and job commitment, while the positive effects of the distributive justice was more strongly related to MICE industrial employee’s intent to stay and organizational citizenship behaviour when the procedural justice was high. The theoretical implications of the findings were discussed in terms of two-factor model, cultural model and interaction model, and directions for future research were presented.

노동보상이 호텔종사원들의 직무만족에 미치는 영향과 보상가치의 조절효과

고종욱(Jong Wook Ko),류철(Cheol Ryu) 한국호텔외식관광경영학회 2009 호텔경영학연구 Vol.18 No.2

The purpose of this research was to investigate the effects of work rewards on hotel employees` job satisfaction and the moderating effects of reward values in the perspective of the interactional approach. For this research, data were collected from 160 hotel wine employees with structured questionnaires and analyzed using hierarchical regression analysis. This research found that task rewards(job variety, job challenge, job autonomy), organizational rewards(promotional chances, job security) and social rewards(coworker support, supervisory support) have positive effects on hotel employees` job satisfaction and that as the importance of job autonomy and promotional chances increases, the effects of job autonomy and promotional chances on hotel employees` job satisfaction increases. The results of this research showed that the interactional approach is more adequate that the traditional situational approach in accounting for the variation of employees` job satisfaction. The theoretical and practical implications were discussed based on the results of this research.