스포츠센터 종사자의 직무특성이 임파워먼트 및 조직유효성에 미치는 영향 = (The) influence of the people's job characteristics in the sports center on the empowerment and organizational effectiveness

다국어 초록 (Multilingual Abstract)

This research aims at that the specialized strategy is demanded to maximize the organization for sports center such as the use of specialized manpower, the business strategy with professionalism and the relation analysis of the organization effectiveness, and the people's job characteristics in the sports center influences on the empowerment and organizational effectiveness.
The questionnaire is conducted in the range of an object of study the people randomized in the sports centers in GwangJu and ChonNam district. 306 copies were returned in distributed total 320 copies, and 300 copies except no useful 6 copies as insincere responses and an omission of response lists in returned questionnaires finally were used in this study.
To achieve the object of this study, the changing reason of background was set up such as population social statistical character (gender, age, academic background, married or single, one's tenure of office, total career, class of one's position), job characteristics as the changing reason of independence, empowerment as the changing reason of intervention and organizational effectiveness as the changing reason of subordination, and frequencies are conducted to find out the population social statistical character, and to find out the mean errorof the changing reason of background, independenceand intervention, One-Way ANOVA analysis is used. To find out the interrelationship of each changing reasons, interrelationship analysis and recurrence analysis between the changing reason of independence and intervention are conducted. The results are from the figured and summed questionnaire.
1. Job characteristics, Empowerment and Organizational Effectiveness followed by the Population Social Statistical Character
It is shown that job performance of organization effectiveness followed by gender appears carefully and job satisfaction appears without similar differences. Men equalize the performance for organization, in other words, the object and value of organization.
Over 36 years old to job identity among the Job characteristics factors followed by age is shown as job characteristics, the job identity appears the lowest in under 25 years old, From 31 years old to 35 years old in the job significance appears the highest job characteristics, job characteristics under 25 years old is the lowest. In the autonomy, job characteristics under 35 years old is the highest, under 25 years old is the lowest, in from 26 years old to 30 years old, under 25 years old, from 31 years old to 35 years old and over 36 years old, is shown as lower as young.
With T-test is conducted about empowerment followed by age, capability which is ability to do specially one's work activities is as well as old and as lower as young. Between married and unmarried, unmarried people appear lower, but married people appear high performance ability. Capability shown the job performance ability and the influence of sports center appear as strong as high level.
The feedback in the job characteristics followed by academic background appears similar differences. In the feedback, under graduated people are the highest job characteristics. In a high school graduate, the job characteristics appear the lowest.
It is shown that under graduated people have low of job satisfaction, graduated people as high academic background have high satisfaction of job.
Married people show higher job identity than unmarried people in the job characteristics followed by the married and unmarried people.
On list of the job identity and the autonomy in the job characteristics followed by one's tenure of office, it's shown that there are similar differences. In the job characteristics followed by one's tenure of office, 'over 9 years' in the job identity appears the highest job characteristics. The job identity is as high as the tenure of office is short, and the identity is as weak as career is high. In the autonomy, the autonomy is as more as the tenure of office is short and as less the autonomy as the tenure of office is long.
In the job characteristics followed by total career, skill diversity, job identity, job significance and feedback appears carefully. The job characteristics areas strong as over 11 years and as low as short (behind 3 years).
On the skill diversity and job importance in the job characteristics followed by class of one's position, there are similar differences. In the skill diversity and job importance, the class of one's position appears as low as higher and lower. In the organization effectiveness, the job performance is as strong as the class of one's position is low.
2. Relation of the Job Characteristics, the Empowerment, the Organization Effectiveness and the Population Social Statistical Character
First, in the population social statistical character, it is shown that age on gender appears passive interrelation, others don't appear interrelation.
At the age, one's tenure of office, total career, class of one's position, empowerment and job characteristics appear passive interrelation, and married and unmarried appear incapable interrelation. At the final academic background, married and unmarried, empowerment,and job performance appear passive interrelation. At the married and unmarried, one's tenure of office, total career, class of one's position, empowerment and job characteristics appear incapable interrelation. At the one's tenure of office, total career, class of one's position, empowerment and job characteristics appear passive interrelation. At the total career, class of one's position, empowerment and job characteristics appear passive interrelation.
Second, at the job characteristics, empowerment, job satisfaction, job performance appear passive interrelation.
Third, at the empowerment, job satisfaction and job performanceas the organization effectiveness appear passive interrelation.
Forth, there are passive interrelation between job satisfaction and job performance as the organization effectiveness.
3. Job characteristics and Empowerment
Job characteristics appear as high as the meaning of empowerment about skill diversity, the job identity and the job significance of job characteristics is high. Job characteristics appear as high as the capability of empowerment about the autonomy is high. Job characteristics appear as high as the self-decision of empowerment about the feedback is high.
4. Job characteristics and organization effectiveness
Job characteristics appear as high as the job performance of organization effectiveness about the skill, the job significance and the feedback of job characteristics is high.
Job characteristics appear as high as the job satisfaction of organization effectiveness about job identity and the autonomy of job characteristics is high.
5. Empowerment and organization effectiveness
Empowerment appears as high as the job performance of organization effectiveness about the meaning of empowerment, the capability and the autonomy of empowerment is high.
Empowerment appears as high as the job satisfaction of organization effectiveness about the influence of empowerment is high.

목차 (Table of Contents)

• 목차 = ⅰ
• ABSTRACT = ⅶ
• Ⅰ. 서론 = 1
• 1. 연구의 필요성 = 1
• 2. 연구의 목적 = 5
• 3. 연구의 가설 = 6
• 4. 연구의 제한점 = 7
• 5. 용어정의 = 8
• Ⅱ. 이론적 배경 = 11
• 1. 직무특성 = 11
• 2. 임파워먼트 = 17
• 3. 조직 유효성 = 26
• 4. 직무특성과 임파워먼트 및 조직유효성의 관계 = 33
• Ⅲ. 연구의 방법 = 39
• 1. 연구대상 및 자료수집 = 39
• 2. 조사도구 = 41
• 3. 연구모형 = 41
• 4. 설문지 구성 = 42
• 5. 설문지의 타당도 및 신뢰도 = 46
• 6. 조사절차 및 자료처리 = 50
• Ⅳ. 연구결과 = 52
• 1. 인구사회학적 특성에 따른 직무특성, 임파워먼트 및 조직유효성의 차이 = 52
• 2. 직무특성과 임파워먼트, 조직유효성, 인구사회학적 특성과의 관계 = 79
• 3. 직무특성과 임파워먼트의 관계 = 81
• 4. 직무특성과 조직유효성의 관계 = 86
• 5. 임파워먼트와 조직유효성의 관계 = 91
• Ⅴ. 논의 = 95
• 1. 인구사회학적 특성에 따른 직무특성, 임파워먼트 및 조직유효성의 차이 = 95
• 2. 직무특성과 임파워먼트, 조직유효성, 인구사회학적 특성과의 관계 = 98
• 3. 직무특성과 임파워먼트의 관계 = 99
• 4. 직무특성과 조직유효성의 관계 = 100
• 5. 임파워먼트와 조직유효성의 관계 = 102
• Ⅵ. 결론 및 제언 = 104
• 1. 결론 = 104
• 2. 제언 = 108
• 참고문헌 = 110
• 설문지 = 119