사회복지생활시설 종사자의 직무만족에 대한 자기조절모형 = (The)self-regulation model of job satisfaction in the workers of residential facilities

다국어 초록 (Multilingual Abstract)

The purpose of the study was to explore effects of self-regulation, self-efficacy, and facet job satisfaction on global job satisfaction in the worker of residential facilities, then to test fitness of the self-regulation model of job satisfaction.
Using the survey data collected by sampling from 540 workers of residential facilities employed in Daejeon, Korea, hypotheses and theoretical model developed in this study was tested. For data analysis, SAS 8.0 and LISREL 8.52 is used. The main findings are as follows:
First, reliability and validity of scales were analyzed. Using correlation analysis and exploratory factor analysis, Cronbach's alpha coefficients and 13 factors were extracted from self-regulation, self-efficacy, facet job satisfaction, and global job satisfaction. According to antecedent studies and job characteristics of residential facilities, factors that extracted by analysis are labeled as follows: Self-regulation included in decision making fallacy, information application, decision making confidence, and decision making acceptance. Self-efficacy consisted of competence, self-confidence, and propulsion. Facet job satisfaction included in job contents, reward system, human relationship, and working environment. Global job satisfaction consisted of job satisfaction and turnover.
Second, hypotheses that related with self-regulation are tested. According to level of self-regulation, self-efficacy, facet job satisfaction, and global job satisfaction were differentiated and significant. Particularly, high self-regulators were better all subfactor of self-efficacy than low self-regulators. Also, high self-regulators were better human relation, job contents, and reward system subfactor of facet job satisfaction and global job satisfaction than low self-regulator.
Third, in the relation among the self-regulation, self-efficacy, and facet job satisfaction, human relationship had commonly highest correlation and significant. In addition to, relation decision making fallacy with competence was significant in the self-regulation and the self-efficacy.
Fourth, effects of self-regulation, self-efficacy, and facet job satisfaction on global job satisfaction were examined using standard regression analysis. Subfactor of facet job satisfaction(reward system and human relationship), subfactor of self-efficacy(confidence and propulsion), and subfactor of self-regulation(information application and decision making fallacy) influenced on global job satisfaction.
Finally, using covariance structure analysis, fitness of self-regulation model that is set in the study were tested. As a result of structural analysis, significant relationships between the latent variables were found for self-regulation model of job satisfaction: 1) self-regulation directly influenced on facet job satisfaction and self-efficacy. 2) self-efficacy and facet job satisfaction directly influenced on global job satisfaction. 3) self-regulation indirectly influenced on global job satisfaction.
In conclusion, the result of this study indicate that self-regulation was antecedent to facet job satisfaction and self-efficacy, influenced on facet job satisfaction and self-efficacy, finally facet job satisfaction and self-efficacy influenced on global job satisfaction. Therefore, job satisfaction depended on how to manage self-regulation.

목차 (Table of Contents)

• 제1장 서론 = 1
• 제1절 연구의 필요성 및 목적 = 1
• 제2절 연구문제 = 6
• 제2장 이론적 배경 = 7
• 제1절 직무만족 = 7
• 제2절 자기조절 = 21
• 제3절 자기효능감 = 35
• 제4절 선행연구 검토 = 41
• 제3장 연구방법 = 49
• 제1절 연구모형과 가설 설정 = 49
• 제2절 연구설계 및 분석방법 = 52
• 제4장 연구결과 = 59
• 제1절 연구대상자의 일반적 특성 = 59
• 제2절 측정도구의 신뢰도 및 타당도 검증 = 60
• 제3절 가설 검증 = 67
• 제4절 직무만족 자기조절모형 검증 = 86
• 제5장 결론 및 제언 = 95
• 제1절 요약 및 논의 = 95
• 제2절 제언 = 101
• 참고문헌 = 105
• 부록 = 115
• Abstract = 124