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임상간호사의 임파워먼트가 직무만족과 조직몰입에 미치는 영향
고명숙 ( Myung Suk Koh ) 한국병원경영학회 2004 병원경영학회지 Vol.9 No.2
The objective of this study was to explore the influence of empowerment on job satisfaction and organizational commitment. The study has been conducted on 375 nurses working 6 general or university hospitals in Seoul, Korea. The data collected from April 1st to 30th, of the same month of the year 2003. For the survey tools are Chandler`s CWEQ, Salvitts et al.`s(1978) Job satisfaction and Mowday et al.`s(1979) organizational commitment. The date analyzed by Pearson correlation coefficient, ANOVA, Scheffe test and multiple regression by SPSS win 10.0 program. The mean of empowerment was 2.807 job satisfaction was 2.735 and organizational commitment was 4.095. The correlation between empowerment and job satisfaction was r=0.575(p=.000) empowerment and organizational commitment was r=0.533(p=.000) organizational commitment and job satisfaction was r=0.663(p=.000). The influence of the empoweinient on the job satisfaction was 33.0% and in case on the organizational commitment 28.4%. This study revealed that nurses empowerment, job satisfaction and organizational commitment were not so high, therefore each nursing organization has to concern about these points for acheiveing nursing organization`s purposes.
고명숙 ( Koh¸ Myoung Suk ),최지수 ( Choi¸ Ji Soo ),조대연 ( Cho¸ Dae Yeon ) 한국인력개발학회 2020 HRD연구 Vol.22 No.4
본 연구의 목적은 조직구성원의 직무역량이 직무만족에 미치는 영향에 관한 다수의 실증 연구논문들을 바탕으로 메타분석을 실시하여, 직무역량과 직무만족 관련변인 간의 관계를 살펴보는데 있다. 이를 위해 국내에서 직무역량이 직무만족에 미치는 영향에 대한 연구논문이 처음 발표된 2004년부터 2020년까지 발행된 학술지 논문과 학위논문을 연구대상으로 수집하였다. 총 22편의 국내 학술지논문과 학위논문에서 각 변인의 구성요소에 대해 효과크기를 제시한 경우는 하나의 통계치를 각각의 독립된 연구로 보고 코딩을 진행하였다. 이에 본 연구에서는 총91개의 하위그룹 통계치가 활용되었다. CMA 3.0 프로그램을 사용하여 메타분석과 메타회귀분석을 실시하였다. 이 연구의 결과는 다음과 같다. 첫째, 직무역량과 직무만족 관련 영향요인과 관련된 전체평균효과 크기는 0.647로 중간효과 크기를 나타냈다. 둘째. 직무역량과 직무만족에 대한 효과에서 직무역량 하위요인의 효과크기는 태도요인(0.720), 지식요인(0.680), 기술요인(0.586) 순으로 나타났다. 셋째, 직무역량이 연구물특성변수인 출판연도에 따른 효과크기는 최근의 연구일수록 직무만족에 더 큰 효과 크기를 보이며, 자료형태에 있어서는 학위논문이 학술지 논문보다 직무만족에 더 영향을 미치는 것으로 나타났다. 표본크기는 영향을 미치지 않았다. 넷째, 직무역량이 연구대상 특성인 성별이나 세대별 차이에 따른 직무만족도에 영향을 미치지 않음을 보였다. 본 연구는 메타분석을 통해 직무역량과 직무만족 관계에 대한 연구를 종합함으로써, 조직구성원의 직무역량과 직무만족의 관계를 기초로 조직의 성과향상을 위한 HRD의 시사점을 제안하였다. The purpose of this study is to examine the relationship between job competency and job satisfaction-related variables by conducting a meta-analysis based on the results of a number of empirical studies on the effect of job competence of organizational members on job satisfaction. To carry out this research, articles and papers published from 2004 to 2020, when the research papers on the effects of job competence on job satisfaction were first published in Korea, were collected. In 22 domestic journal articles and degree papers, when the effect size was presented for each component of each variable, each statistical value was coded as an independent study. A total of 91 subgroup statistics were used in this study. Meta-analysis and meta-regression were performed using the CMA 3.0 program. The results of this study are as follows. First, the overall mean effect size related to job competency and job satisfaction-related influence factors was 0.647, indicating a median effect size. Second. the effect size of the subfactors of job competency on the effects of job competency and job satisfaction was attitude factors (0.720), knowledge factors (0.680), and technical factors (0.586). Third, The size of the effect of job competency according to the publication year has a greater influence on job satisfaction in recent studies. In terms of data format, thesis has a greater impact on job satisfaction than thesis in academic journals. Fourth, subvariable variables of job competence did not affect job satisfaction according to gender or generational differences. This study suggests the implications of HRD for improving organizational performance based on the relationship between job competence and job satisfaction of organizational members by synthesizing the study of job competency and job satisfaction relationship through meta-analysis. [Keywords] job competency, job satisfaction, gender