自動車補償職員의 職務스트레스에 관한 硏究 = (A) Study on Job Stress of Employed Claim Adjuster in Automobile Insurance

다국어 초록 (Multilingual Abstract)

If we can enhance the desire to work by adequately regulate and control the job stress being suffered by company workers in these days, it will affect a positive influence on the quality of lives of company workers who are contributing to the enhancement in the productivity of enterprises. Therefore, in this study, by closely examining the main causes of job stress to be occurred in relation to the jobs in the organizational life of any employed claim adjuster in auto insurance, and by analyzing the differences in the influence of job stress factors on the job satisfaction and intention of occupation change, influence of job satisfaction on the intention of occupation change, job stress factors in accordance with the individual factor which is the demographic characteristics, job satisfaction and intention of occupation change, and by analyzing what extent of influence the social support as a moderating variable for the job stress and intention of occupation change will affect, I would like to prepare a base for the control on the job stress of employed claim adjuster in auto insurance.
In accordance with the findings of this study, it was shown that the social support of the superiors and fellow workers revealed a significant difference in the gender only in case of the analysis on the difference in social support according to individual variables, and the difference was higher for the male than the female. In case of the analysis on the difference in job satisfaction according to individual variables, the significant differences were shown in the gender, ages, position classes and employment careers. In case of the gender, the level of job satisfaction of the male was higher than that of the female, and the level of job satisfaction of those older than forties was shown to be highest in case of the age, and it was shown that the older the person was, the higher the level of job satisfaction was. In case of the position classes, the level of job satisfaction for persons higher than the section managers was shown to be highest, and that of the chief was lowest. In case of the employment careers, the job satisfaction for those having more than 15 years of service was highest and that for those having more than 15 years of service was highest and that for those having 5-9 years of service was lowest.
In case of the intention of occupation change according to individual variables, some significant differences in the gender, whether married or not, position class, employment careers were shown. In case of the gender, the intention of occupation change by the female was higher than that by the male, and the intention of occupation change of unmarried person was shown to be higher than that of married person. In case of the position class, the intention of occupation change was higher in the order of the chief and general employees, and in case of the employment careers, the intention of occupation change was shown to be higher in the order of the persons served for 5-9 years and less than 4 years.
In case of the job stress factors according to individual variables, the job required stress showing the burden against job was highest in the thirties. As for the job autonomy stress, it was shown that the female rather than the male in case of the gender, unmarried person rather than the married person in case of whether married or not, the person having graduated higher than university rather than the person having graduated less than junior college in case of the academic career, and the person lower than the chief rather than the person higher than the assistant manager in case of the position class were higher. As for the organization system stress showing the fair and reasonable work performance appraisal or personnel system, it was shown to be higher for the thirties in case of the age, for the persons served for 5-9 years in case of the employment careers, and for the objects in case of the work in charge. As for the stress on the appropriateness of compensation showing the respect and trust, it was shown to be higher for the female rather than the male in case of the gender, for the chief in case of the position class, and the unmarried person in case of whether married or not. As for the organizational culture stress showing the atmosphere of organization, it was shown to be higher for the female rather than the male in case of the gender, for the objects rather than for person in case of the work in charge.
The job satisfaction in accordance with the job stress factors showed significant differences in the order of the appropriateness of compensation, organizational system, organizational culture and job autonomy. It is considered that the above factors show the positive mind believing that they are being respected and trusted by their superiors and the future situation will be better, and the importance of the fair and reasonable work performance appraisal and personnel system.
The intention of occupation change according to the job stress factors showed significant differences in the order of the appropriateness of compensation, job requirement, organizational culture and job autonomy. It was shown that the less they were respected and trusted, having no positive vision for the future, and the more stress they had because of difficulty in doing well at the workplace and home due to the pressure of time, the higher the intention of occupation change was.
It was shown that the higher the job satisfaction was, the lower the intention of occupation change was. Since reasonable opportunities of promotion, proper level of wages according to the job performance, sense of satisfaction to the job itself, smooth human relationship, etc., are the job satisfaction factors, it is necessary for the managers to manage for the enhancement of them.
As for the social support which is the moderating variable for the job stress factor and intention of occupation change, there was a significant difference in the gender only in case of the supports of superiors and fellow workers, and it was shown that the higher the social support of superior was, the lower the intention of occupation change was.
If state the suggestion points from the results of this study, first of all, in case of the job stress, it was revealed that the stress suffered by the thirties was high. Because this means that the thirties are playing the pivotal role in the organization and the stress is the one being suffered by the oppressive feeling such as promotion, etc., it is considered that the measures to solve it is necessary. Second, the job stress of the female was higher than that of the male, and the level of job satisfaction was lower than that of the male, and the intention of occupation change was higher than that of the male. Though the ratio of employed female claim adjuster in auto insurance is small yet, but because it is estimated to be increased in the future, it is considered to take measures such as the conversion of the employment system, etc., since it was started from the feeling that the female was suffered disadvantages in the sexual discrimination between the male and female. It was shown that the level of job satisfaction was low if he/she was not trusted and respected in the organization, and had no positive mind for the future, and the intention of occupation change was high. It is thought that the formation of organizational culture possible to become the place of self-actualization through occupational life not just for the economic reason is urgent. Besides, the superior shall not spare praises for the subordinates. Because the praise may promote the morale and may make anybody perceived that he/she is being respected and trusted in the organization, and make him/her have a positive and active working attitude toward the future.
As for the future subject of this study, it is suggested that the nationwide selection of samples and the standardized measuring tools suitable for the characteristics of each organization and the sentiments of the Korean must be researchedㆍdeveloped continuously. However, since the study on the job stress, job satisfaction and intention of occupation change for the employed claim adjuster in auto insurance was the first case despite that many studies on the job stress for other jobs were existed, I hope that the study may be developed continuously through making progress of ceaseless following studies.

목차 (Table of Contents)

• 목차 = iv
• <국문요약> = ix
• 제1장 서론 = 1
• 제1절 연구의 목적 = 1
• 제2절 연구의 범위 및 방법 = 3
• 제2장 직무스트레스의 이론적 고찰 = 6
• 제1절 직무스트레스의 의의 = 6
• 1. 직무스트레스의 개념 = 6
• 2. 직무스트레스의 요인 = 7
• 3. 직무스트레스의 조절변수 = 15
• 제2절 직무스트레스의 결과 = 26
• 1. 직무스트레스와 직무만족 = 29
• 2. 직무스트레스와 이직의도 = 34
• 3. 직무만족과 이직의도 = 39
• 제3절 자동차보상직원의 직무스트레스 = 41
• 1. 자동차 보상조직의 개념 = 41
• 2. 자동차보상의 업무 = 41
• 3. 자동차보상직원의 직무스트레스 = 42
• 제3장 실증적 연구의 모형과 가설 = 48
• 제1절 연구의 설계 = 48
• 1. 연구모형 = 48
• 2. 연구가설의 설정 = 50
• 제2절 변수의 조작적 정의와 설문구성 = 50
• 1. 변수의 조작정 정의 = 50
• 2. 설문지의 구성 = 53
• 제4장 실증적 연구의 분석 = 55
• 제1절 표본의 선정 및 특성 = 55
• 1. 표본의 선정 = 55
• 2. 표본의 특성 = 56
• 제2절 변수의 검증 = 58
• 1. 신뢰도 검증 = 58
• 2. 타당성 검증 = 59
• 제3절 특성별 차이분석 = 66
• 1. 특성별 사회적지지 차이분석 = 66
• 2. 특성별 직무만족 차이분석. = 71
• 3. 특성별 이직의도 차이분석 = 72
• 제4절 가설검증과 실증분석 = 74
• 1. 가설검증 및 분석 = 74
• 2. 가설검증결과 = 93
• 제5장 결론 = 95
• 1. 연구결과의 요약 = 95
• 2. 본 연구결과의 시사점 = 98
• 참고문헌 = 102
• ABSTRACT = 117
• 설문지 = 124