요양보호사의 근골격계 질환 및 직무 스트레스 고찰

Soo Ji Park,Joo Hyun Ham,Kyung Ah Min 한서대학교 보완대체의학연구소 2016 Research Journal of Complementary and Alternative Vol.- No.7

With rapid change, in Korea, the average life expectancy is rapidly rising due to the improvement of living standards, the development of health and hygiene sector, and the development of medical technology which means that Korea is entering an aging society (Statistics, 2011). As a result, the number of elderly people who are in need of nursing care for others is increasing due to the burdens of family support, dementia, stroke and chronic diseases. So to solve the care problem, we have managed and trained with sector of education and institution(Law of Ministry of Health and Welfare, 2011). With institution, there has been analysed that this has helped for improvement of economic activity with alleviation in burden of care from family including improvement of elderly health condition(National Health Insurance Corporation, 2013). But, there has been many cases of musculoskeletal disorders due to excessive labor affairs which can be hard for body from care worker(Lee Sang Yoon, 2012; Lee Eun Jeong, 2011; Ju Young Soo, 2010). Also many people has experienced job stress due to role conflict, role ambiguity, and social recognition with various professional workers(Lee Jung do, 2011). It is found that care worker has higher job stress level when they have job-related characteristics such as job satisfaction, job strength, job discretion, and social support, socio-psychological factors, job demands(Park et al., 2000; Choi et al., 2005; Moon and Park, 2009). In addition, the worker with a musculoskeletal burden has also exposed to the stress of physical job demands, job autonomy, job instability and psychological job demands among job stress factors(Kim, 2009). In the trends of soaring job stress and musculoskeletal disorder, it can be said that they affect not only one of the problems but also the physical and mental health problems in care worker. The problem of service mentality can be a triggered, so it is important to find a solution for the health in care worker.

대졸자의 대학교육과 직무일치가 이직 활동에 미치는 영향

구성우(Gu, Sung-woo),김병주(Kim, Byoung-Joo) 한국교육재정경제학회 2020 敎育財政 經濟硏究 Vol.29 No.3

본 연구는 대졸자의 대학교육과 직무일치가 이직 활동에 미치는 영향을 분석하였다. 연구 목적을 달성하기 위해서 노동시장의 격차를 고려하여 수도권 대학 졸업자와 비수도권 대학 졸업자를 구분하여 비교·분석을 실시하였다. 분석은 고용노동부와 한국고용정보원이 조사하고 있는 2018년 대졸자 직업이동 경로조사(2017GOMS) 자료를 활용하여 통제변인(개인배경), 대학교육, 직무일치 변인을 각각 선정하여 이항 로지스틱 회귀모형 분석을 실시하였다. 이에 본 연구의 분석결과는 다음과 같다. 첫째, 개인배경 변인 중 모든 분석 결과에서 비정규직이 정규직에 근무하는 대졸자보다 이직 활동을 할 확률이 더 높은 것으로 나타났으며, 직장만족도가 낮을수록 이직 활동을 할 확률이 더 높은 것으로 나타났다. 그리고 전체 대학 및 수도권 대졸자 분석 결과에서는 여성이 남성보다 이직 활동을 할 확률이 더 높은 것으로 나타났으며, 비수도권 대학 대졸자 분석 결과에서 성별은 통계적으로 유의미한 차이가 나타나지 않았다. 둘째, 대학교육 변인 중 모든 분석 결과에서 진로 및 취업 프로그램 참여 횟수가 많을수록 이직 활동을 할 확률이 더 높은 것으로 나타났다. 그리고 전체 대학 및 수도권 대졸자 분석 결과에서는 졸업 평점이 낮을수록 이직 활동을 할 확률이 더 높은 것으로 나타났으며, 비수도권 대학 대졸자 분석 결과에서 졸업 학점은 통계적으로 유의미한 차이가 나타나지 않았다. 셋째, 직무일치 요인 중 모든 분석 결과에서 현재 일자리 수준보다 과잉교육을 받았다고 판단한 대졸자가 적정교육 및 과소교육을 받았다고 판단한 대졸자보다 이직 활동을 할 확률이 더 높은 것으로 나타났다. 그리고 전체 대학 및 수도권 대졸자 분석 결과에서는 현재 일자리 수준보다 과잉기술을 습득하고 있다고 판단한 대졸자가 적정기술 및 과소기술을 습득하고 있다고 받았다고 판단한 대졸자보다 이직 활동을 할 확률이 더 높은 것으로 나타났으며, 비수도권 대학 대졸자 분석 결과에서 과잉기술은 통계적으로 유의미한 차이가 나타나지 않았다. The purpose of this study is to examine the effects of college education and job match congruence on activities to change jobs of college graduates. Because of the differences of labor market in regions, this study examined and compared two areas, the capital region and the not-capital region. The study analyzed the data, 2018 Graduates Occupational Mobility Survey(2017GOMS), collected by the Ministry of Employment and Labor and the Korean Employment Information Service. The factors are as follows: personal characteristic, college education, and job match. First, the analysis of all college graduates among the individual background variables showed that non-regular workers were more likely to change jobs than those who work full-time, and that the lower the job satisfaction, the more likely they were to change jobs. And all metropolitan college graduates analyses showed that women were more likely to change jobs than men, while non-metropolitan university graduates analyses showed no statistically significant difference in gender. Second, the analysis of all college graduates among university education variables showed that the more they participated in career and employment programs, the more likely they were to change jobs. And the analysis of university graduates in the entire university and metropolitan area showed that the lower the graduation grade, the more likely they were to move, and the analysis of college graduates in non-metropolitan areas showed no statistically significant difference. Third, among the factors of job role congruence, the analysis of all college graduates showed that college graduates who judged that they received excessive education were more likely to change jobs than those who judged that they had received proper and under-education than current job levels.

잔류종업원의 해고 관련 지각과 조직유효성

안상윤,유병주 한국생산성학회 1999 生産性論集 Vol.13 No.3

This study is to examine how survivors' perceived variables concerning layoff affects organizational effectiveness, and this study has the following major objectives. 1. To examine how perception of survivors about layoff(perceived justice, perceived co-workers' reactions, perceived identity feelings with layoff victims, perceived job insecurity) would affects in job satisfaction and organizational commitment. 2. To find if survivors' perception of concerning layoff affects the change of job satisfaction and organizational commitment, demographic factors will operate as moderate variables. To examine the above objectives, empirical study is conducted: seven companies were selected as samples for this study and 743 questionnaires were analysed. The findings show that job satisfaction and organizational commitment decreased after layoff. The perceived of co-workers reactions influence job satisfaction and organizational commitment. The perceived of identity with layoff victims negatively influence job organizational commitment. The relations between perceived job insecurity and job satisfaction and organizational commitment are not significantly correlated. The moderating effects of demographic variables were found in union membership, and marital status. Finally, the implications of this study are that employees' job satisfaction and organizational commitment as job attitude variables are decreased after layoffs. Therefore, human resources manager are required to consider the survivor's perception and try to maintain their psychological stability in jobs. Perceived justice of layoff has a positive influence on organizational effectiveness, do personnel manager should consider the procedural and distributive justice about layoff.

Effects of Awareness of Negative Leadership on Job Satisfaction and Intention to Change Jobs for Estheticians of Skin Care Salons

Moon-Joo Kim 한국피부과학연구원 2021 아시안뷰티화장품학술지 Vol.19 No.1

목적: 본 연구의 목적은 피부미용사의 부정적 리더십 지각이 직무 만족도와 이직 의도에 미치는 영향을 살펴봄으로써 피부미용실 경영 개선의 효율적인 발전 방안을 제공하고자 함에 있다. 방법: 본 연구를 수행하기 위해 참고문헌 고찰과 설문지를 개발하였다. 본 연구의 자료는 SPSS window 19.0 프로그램(IBM, USA)을 사용하여 빈도분석, 신뢰성과 타당성 검증은 Cronbach's α, 요인분석 및 다중회귀분석을 이용하였다. 2019년 7월 동안 전국 프랜차이즈 피부미용실 87곳, 개인 운영 피부미용실 25곳에 근무하는 피부 미용사를 대상으로 총 560부의 설문지를 배포하여 회수된 472부가 분석에 사용되었다. 크론바흐 알파 값은 0.764에서 0.824이었 다. 부정적 리더십 요인에서 근무환경 요인 7문항, 개인적 요인 5문항, 직무 만족 요인에서 기회요인 8문항, 능력 요인 4문항, 방향 요인 4문항으로 총 16문항, 이직의도 요인으로 4문항을 선정하였다. 결과: 부정적 리더십과 직무만족도 및 이직의도와의 관계에서 피부미용사에게 있어 자율적인 조직 분위기, 직무 만족, 긍정적인 동료관계가 직무만족도를 높이고 이직의도를 낮추는 것으로 나타 났다. 결론: 관리자의 부정적 리더십을 낮추고 직무만족도를 증진시키고 이직의도를 낮출 수 있는 방안 모색을 통해 피부미용실의 경영개선 및 관리자들의 부정적 리더십에 대한 관심 및 개선의지를 높일 수 있는 방안 마련이 요구된다 Purpose: The study aimed to investigate the efficient operating mechanisms of the effect of negative leadership on job satisfaction and intention to change jobs among estheticians in the skin care salon industry. Methods: A literature review was performed and a questionnaire was designed to assess negative leadership, job satisfaction, and intention to change jobs. Random sampling was used to select participants in South Korea. Out of 560 questionnaires administered in June 2019, data from 472 respondents were included in the final analyses. The study conducted factor analyses and multiple regression analyses to examine relationships between variables and Cronbach’s a for reliability analysis and validity analysis using SPSS window 19.0 (IBM, USA). Results: With regard to the correlation between negative leadership, job satisfaction, and intention to change jobs, estheticians reported that a self-regulating organization atmosphere, job satisfaction, desire for recognition, and relationship with peers were important. Conclusion: Improving working environments in skin care salons is necessary to create fair regulation, promotion, and welfare plans to decrease the effects of negative leadership on job satisfaction.

비서직 종사자의 과업갈등과 관계갈등이 직무탈진과 직무열의에 미치는 영향

이열리미(Lee, Yeol-Li),조계숙(Joh, Gye-Sook) 한국비서학회 2013 비서·사무경영연구 Vol.22 No.1

본 연구는 많은 직장인들이 조직에서 업무와 관련된 갈등을 뿐만 아니라 인간관계에서도 갈등을 겪고 이로 인해 직장을 그만두고 싶어 한다는 조사 결과를 바탕으로 비서직 종사자의 일반적 특성에 따른 과업갈등과 관계갈등의 정도가 차이가 있는지를 파악하고, 비서직 종사자의 과업갈등과 관계갈등이 직무탈진(소진, 냉소)과 직무열의(활력, 헌신, 몰두, 직무효능감)에 미치는 영향을 파악하는데 그 목적을 두었다. 본 연구의 연구목적에 따른 연구문제 별로 자료를 분석한 결과는 다음과 같다. 첫째, 비서의 일반적 특성(연령, 학력, 비서경력, 직위, 근무기업형태, 비서형태)에 따른 과업갈등과 관계갈등 정도의 차이를 분석한 결과 비서경력에 따라 관계갈등 수준은 차이를 보였다. 둘째, 과업갈등은 직무탈진에 유의미한 영향을 미치지 못하는 것으로 나타났으나, 관계갈등은 직무탈진에 정(+)의 영향을 미치는 것으로 나타났다. 관계갈등은 직무탈진의 하위 요인인 소진과 냉소에 모두 정(+)의 영향을 미치고 있으며, 소진에 더 많은 영향을 미치는 것으로 나타났다. 셋째, 과업갈등과 관계갈등 모두 직무열의에 유의한 영향을 미치지 않는 것으로 나타났다. 본 연구는 조직에서 겪는 갈등이 직무탈진에 영향을 미치는 것을 증명함에 따라 비서직 종사자가 조직에서 겪는 갈등과 직무탈진과 직무열의에 대한 더 큰 관심이 필요할 것으로 판단된다. According to recent survey results, most employees come into conflict while interacting with coworkers at the workplace and forming human relationships in a work organization that result in a large number of employees think of quitting their job. Since conflicts are created between office professionals and other employees while they work and form human relationships in work organization, it is highly necessary and significant to understand the phenomenon of conflict between office professionals and its effects. Therefore, the specific purposes of this study are to investigate whether any personal factor influences on office professionals" task conflict and relationship conflict and to investigate the effect of task conflict and relationship conflict on job burnout and job engagement. The major results of this study are as follows: First, among personal factors (age, education, duration of career, position, company type, pattern of duties), duration of career was found to be significantly influential on an office professionals" relationship conflict. Second, the task conflict has no meaningful correlation with job burnout. Third, relationship conflict has a positive correlation with job burnout (exhaustion and cynicism). Finally, both task conflict and relationship conflict have no meaningful correlation with job engagement. This study has great significance in that the findings provide new information on office professionals" conflicts in an organization, as well as job burnout and job engagement.

기계분야 국가기술자격 기능에 따른 직무능력 직무적합성과의 관계에 관한 연구

원상봉(Won, Sang-Bong),강석주(Kang, Seog-Joo) 한국산학기술학회 2010 한국산학기술학회논문지 Vol.11 No.12

자격의 현장성, 통용성에 미치는 요인을 알아보고자 자격의 기능에 대한 직무능력, 직무적합성과의 어떠한 관계가 형성되는지에 대한 모형을 제시하여 이들의 관계를 실증적으로 밝히기 위한 연구를 실시하였으며, 그 결과를 바탕으로 자격의 현장성, 통용성에 대한 실마리를 찾고자 하였다. 첫째. 기계분야 국가기술자격취득자의 경우 자격의 기능별(신호, 선도, 선별) 직무능력과 직무적합성과의 유의한 상관관계가 있는 것으로 나타났다. 둘째, 기계분야 국가 기술자격 취득자의 직무능력, 직무적합성에 가장 영향을 미치는 하위 요인은 신호기능이라는 것을 밝혀냈다. 셋째, 자격의 기능이 직무적합성에 미치는 영향에 대한 직무능력의 매개효과를 자격이 기능별로 밝혀낸 점이다. 선도 기능의 경우 매개효과가 없었으나 신호기능 및 선별기능이 매개효과가 있는 것으로 나타났으며 특히 신호기능이 상 대적으로 가장 크게 영향을 미치고 있는 것을 밝혀냈다. 마지막으로 자격의 기능별 하위 요인에 대한 직무능력과 직 무적합성과의 관계에 대한 연구모형을 제시하였다. To determine the influence of qualification on field and currency, the model is presented that there is the connection between job competence and job fit about the function of qualification. To find out this connection, the study is being done and based on this, a clue of qualification on field and currency is tried to figure out. First, in case of national technical qualification holders in Machinery field, the type of the function of qualification(signal, guide, screen functions) of job competence and job fit shows correlation between them. Second, the job competence and job fit of the owner of national technical qualification in Machinery field is mostly affected by signal function. Thirdly, the mediating effect of job competence on the effect of the function of qualification on job-fit is showed by the types of function of qualification. Guide function does not have any mediation effect, but signal function and screen function have the mediation effect. Especially, out of all, signal function is the most affecting factor of mediating effect. Lastly, the model of the relationship between subordinate factors by types of function of qualification on job competence and job fitis presented.

항공서비스학과 재학생들의 직업존중감이 진로준비행동과 진로결정수준에 미치는 영향

주신옥(Joo Shin ok) 대한관광경영학회 2018 觀光硏究 Vol.33 No.6

본 연구는 항공서비스학과에 재학 중인 대학생들을 대상으로 향후 취업을 희망하는 항공기 객실승무원에 대한 직업존중감이 진로준비행동과 진로결정수준에 미치는 영향관계를 분석하고자 하였다. 이를 위해 선행연구를 바탕으로 직업존중감은 긍정적 가치, 사회적 평판, 상대적 효익의 세 가지 하위요인으로 구성하였다. 또한 세 개의 가설을 설정하여 연구모형을 제시하고, 실증분석을 통해 검증하였다. 설문조사는 2018년 5월 10일부터 22일까지 온라인을 통해 현재 항공서비스학과에 재학 중인 4년제 대학의 전체 학년을 대상으로 205개의 유효한 설문을 수집했으며, SPSS 18.0을 이용해 요인분석, 신뢰도분석, 상관관계분석, 회귀분석을 실시하였다. 실증분석의 결과는 다음과 같다. 첫째, 항공서비스학과 재학생들의 직업존중감은 진로준비행동에 유의한 정(+)의 영향을 미치는 것으로 나타났다. 둘째, 직업존중감은 진로결정수준에 유의한 정(+)의 영향을 미치는 것으로 나타났다. 셋째, 진로준비행동은 진로결정수준에 유의한 정(+)의 영향을 미치는 것으로 나타났다. 본 연구에서 직업존중감이 진로준비행동과 진로결정수준에 미치는 영향관계를 규명하고, 항공서비스학과 재학생의 직업존중감의 중요성을 확인하였다. 또한 변수들 간의 영향관계 분석을 통해 항공서비스학과 재학생들은 직업존중감이 높아지면 진로를 위한 준비행동을 적극적이고 구체적으로 실천할 수 있고, 진로에 대한 긍정적인 확신도 높아진다는 점을 확인할 수 있었다. This study tries to understand the job-esteem of undergraduate students majoring in airline service on career preparation behavior and career decision level. The study method was to conduct a online survey research targeting the undergraduate students majoring in airline service. The empirical survey was conducted between May 10 and May 22, 2018, and 205 valid questionnaires were analyzed. As an analysis method was conducted to verify a analysis of frequency, correlation analysis, factor analysis, a linear regression analysis and study model hypotheses. The study results showed that first, job-esteem was divided into positive value, social reputation, relative benefit according to the literature review. Analysis showed that job-esteem has effect on career preparation behavior accordingly. Secondly, job-esteem has effects career decision level. Thirdly, career preparation behavior has effects career decision level. The findings has significant implications for job-esteem, career preparation behavior, career decision level and academic researchers. This research has several implications such as students majoring in airline service requires what kind of curriculum focused on in order to successfully get a job in airline service field. And it is meaningful in that it can propose the educational direction, strategy and career direction of the relevant fields by checking job-esteem about jobs to the potential employees in the airline service which will be the base for its future growth.

[포스터 논문 2] 영아보육교사의 직무환경과 직무만족이 이직의도에 미치는 영향

이주영(Lee Joo Young),고재욱(ko Jea Ug) 한국유아교육·보육복지학회 2015 한국유아교육·보육행정학회 학술발표대회 논문집 Vol.- No.1

본 연구는 영아보육교사의 직무환경과 직무만족이 이직의도에 미치는 영향을 분석하기 위해 시도되었다. 이를 위해 경기북부지역 영아보육교사 200명을 대상으로 설문조사를 실시하였으며, 주요 연구결과는 다음과 같다. 첫째, 인구사회학적 특성에 따른 영아보육교사의 이직의도는 차이가 없었다. 둘째, 영아보육교사의 직무환경 및 직무만족도와 이직의도 간에는 음(-)의 상관관계가 있는 것으로 분석되었다. 이는 직무의 자율성이 높을수록 이직의도는 감소하고, 직무의 갈등과 직무의 과중이 많을수록 이직의도가 증가함을 의미한다. 셋째, 구축된 회귀모형의 설명력은 50.2%이며, 직무환경과 직무만족은 이직의도에 중요한 영향을 미치고 있는 것으로 나타났다. 결론적으로 영아보육교사들의 이직률을 낮추기 위해서는 근무환경 개선과 직무만족도를 높여주는 것이 필요하다. The purpose of this study is to analysis the influence of the working-environment and job-satisfaction on turnover intention of infant-care teachers. For this study, survey were conducted on 200 infant-care teachers, who work in facilities of northern Gyeonggi-do. The main result of this study are as follows; First, the turnover intention of infant-care teachers has no statistically significant differences by socio-demographic factors. Second, turnover intentions relate negative to working-environment and job-satisfaction. The more job-autonomy reduce the turnover intention and the more job-conflict and job-burden increse the turnover intention. Third, independent variables including working--environment and job-satisfaction in regression model explain 50.2% the dependent variable turnover-intention. This means the working-environment and job-satisfaction have influences on turnover intention of infant-care teachers. In conclusion, we need to improve working-environment and to enhance job-satisfaction in order to reduce the turnover rate of infant-care teachers.

취업 준비 대학생의 사회비교경향성과 스트레스 대처방식이 취업 스트레스에 미치는 영향

백선주 ( Sun Joo Baek ),박주희 ( Ju Hee Park ) 대한가정학회 2019 Human Ecology Research(HER) Vol.57 No.2

This study examined the effects of social comparison orientation and stress coping styles on job-seeking stress experienced by university students. The participants of this study were 324 junior and senior students (151 males and 173 females) from six universities located in Seoul who were preparing for employment. They were asked to respond to a written questionnaire to measure research variables for the Job-Seeking Stress Scale, the Social Comparison Orientation Scale, and the Ways of Coping Checklist. The data were analyzed by means of descriptive statistics and a hierarchical multiple regression. The major findings of this study were as follows. First, social comparison orientation had a positive effect on job-seeking stress of university students, revealing that students with a high level of social comparison orientation were more likely to experience job-seeking stress. Second, both emotion-alleviation coping style and wishful thinking coping style increased level of job-seeking stress. In addition, problem-focused coping style had a negative influence on job-seeking stress, whereas social support seeking coping style had no significant effect on it. The results suggested that it would be possible to reduce job-seeking stress of university students by changing either social comparison or stress coping style.

다중처리기 시스템을 위한 적응적 작업할당 방법의 개선

옥기상(Ok Ki Sang),박준석(Park Joon Seok),이원주(Lee won Joo),전창호(Jeon Chang Ho) 한국정보처리학회 1999 정보처리학회논문지 Vol.6 No.6

In adaptive job allocation method for multiprocessor systems a job is folded, or split in two halves, to fit for an available subcube in order to reduce the waiting time of jobs. In this method, however, since a job is folded whenever a subcube with the proper size is not found, the prolonged execution time caused by job split may override the savings in waiting time, in which case the total execution cost of jobs may be increased. In this paper, an improved adaptive job allocation algorithm, called Estimate-fold allocation, is presented and evaluated. The proposed algorithm estimates the costs and takes the better of two alternatives; folding right away and waiting until a bigger subcube becomes available. The average total job execution cost of our algorithm is calculated and compared to those of the conventional adaptive, buddy, and gray-mode algorithms through simulations. The results shows that our proposed algorithm performs better than others.