생활체육지도자의 근무형태에 따른 직무만족도와 조직헌신도 = Sports for All Leaders' Satisfaction with Duty and Contribution to Organization Classified with their Work Type

다국어 초록 (Multilingual Abstract)

This thesis aims to study sports for all leaders' satisfaction with duty and contribution to organization classified with their work type. To accomplish the aims, this thesis analyses the relation between them, centering on the traits of sports for all leaders who belong to National Athletic Association in vies of sociology of population. This thesis made use of self-administration method on the objective 270 sports for all leaders, who belonged to sports for all Association of Jeollanam-do and Jeollabuk-do, for 10 days from March 2, 2007 to March 11, 2007. 240 copies except from 24 ones with unfaithful answers or ommission given were used for the last analysis material. his thesis the collected materials, this thesis performed cording and inputting, and afterwards, this thesis used SPSS windows 12.0 statistic analysis program. To find out if the measuring tools were composed of same-quality traits, this thesis examined reliability of the questionnaires with Chronbach'α and to find out the objective persons' traits in sociology of population, this thesis performed frequencies. This thesis performed χ²-test for the item relationship in connection with sports for all leaders' traits of sociology of population and work types, and performed T-test and One Way ANOVA to find out the influence on traits of sociology of population, satisfaction with work, and contribution to organization. In addition, this thesis performed correlation and regression to find out the influence on two factors, satisfaction with duty and contribution to organization. On the basis of them, this thesis acquired the results as follows.
First, among characteristics in terms of sociology of population of the search recipients, there is a meaningful(p<.01 )difference of work career and subject of direction in genders and work types. Regarding ages, there is a meaningful(p<.01) difference in work career, subject of direction and position types. All showed meaningful(p<.01) differences in education level, and there is a meaningful(p<.01) difference in work career, work area and subject of direction regarding marital status. 'Effect and pride' of genders and work satisfaction level is the only one showing a meaningful(p<.05) difference and all elements regarding ages have meaningful(p<.05ㆍp<.01) differences. All other elements of education level, except for 'working environment', marked meaningful(p<.05ㆍp<.01)differences. There is a meaningful(p<.05ㆍp<.01) difference in 'autonomy of decision-making', 'specialty extension', 'salary and reward' and 'effect and pride' of marital status. In genders and the level of contribution to the organization, there are meaningful(p<.05ㆍp<.01) differences in 'loyalty level to the organization' and 'value acceptance' except for 'spontaneity'. In ages, there is no meaningful difference in all elements, but there are meaningful(p<.01) differences in all elements regarding education level. There is a meaningful(p<.01) difference only in 'loyalty level to the organization' regarding marital status.
Second, in work career and work satisfaction level, there are meaningful(p<.01) differences in all the elements except for 'working environment', 'autonomy of decision-making' of work area only shows a meaningful(p<.01) difference, and all the elements of subject of direction mark meaningful(p<.01) differences. In position types, there are meaningful(p<.01) differences in all the elements except for 'autonomy of decision-making' and 'interpersonal relations and recognition'. In the level of contribution to the organization, all the elements except for 'value acceptance' show meaningful(p<.01) differences, no meaningful differences in all elements regarding work area and meaningful(p<.01) differences in 'loyalty level of the organization' and 'value acceptance' of subject of direction. There are meaningful(p<.01) differences in 'loyalty level of the organization' and 'spontaneity' of position types except for 'value acceptance'.
Third, in 'working environment' of work satisfaction level, there are static correlations in 'autonomy of decision-making', 'specialty extension', 'salary and reward', 'interpersonal relations and recognition', 'effect and pride' of work satisfaction level and 'spontaneity' and 'value acceptance' of the level of contribution to the organization. In 'loyalty level of the organization' of the level of contribution to the organization, it showed a negative correlation, marked static correlations in 'specialty extension', 'interpersonal relations and recognition', 'effect and pride' of work satisfaction level regarding 'autonomy of decision-making' in work satisfaction level, and showed a negative correlation in 'loyalty level of the organization' of the level of contribution to the organization. In 'specialty extension' of work satisfaction level, there is a static correlation in 'interpersonal relations and recognition' and 'effect and pride' of work satisfaction level, and there are negative correlations in 'spontaneity' and 'value acceptance' of the level of contribution to the organization. Also, regarding 'salary and reward' of work satisfaction level, there are negative correlations in 'interpersonal relations and recognition', 'effect and pride' of work satisfaction level and 'loyalty level of the organization', 'spontaneity' and 'value acceptance' of the level of contribution to the organization. In 'interpersonal relations and recognition' of work satisfaction level, 'effect and pride' of work satisfaction level and 'loyalty level of the organization', 'spontaneity' and 'value acceptance' of the level of contribution to the organization showed static correlations. In 'effect and pride' of work satisfaction level, 'loyalty level of the organization', 'spontaneity' and 'value acceptance' of the level of contribution to the organization marked static correlations. There are static correlations in 'spontaneity' and 'value acceptance' of the level of contribution to the organization regarding 'loyalty level of the organization' of the level of the contribution to the organization. Also, there is a static correlation in 'value acceptance' of the level of contribution to the organization regarding 'spontaneity' of the level of contribution to the organization.
Fourth, there is a meaningful(p<.01) relation as a result of regression analysis about ‘loyalty level to organization’, ‘spontaneity’ and ‘value acceptance’ of work satisfaction level and the level of contribution to = organization.

목차 (Table of Contents)

• Ⅰ. 서론 = 1
• 1. 연구의 필요성 = 1
• 2. 연구의 목적 = 4
• 3. 연구의 가설 = 5
• 4. 연구 모형 = 5
• 5. 연구의 제한점 = 6
• 6. 용어의 정의 = 6
• Ⅱ. 이론적 배경 = 8
• 1. 생활체육지도자 = 8
• 2. 직무만족도 = 14
• 3. 조직헌신도 = 18
• 4. 직무만족도와 조직헌신도 관계 = 26
• Ⅲ. 연구방법 = 28
• 1. 연구대상 및 자료수집 = 28
• 2. 조사도구 및 설문지 구성 = 30
• 3. 설문지의 신뢰도 및 타당도 = 32
• 4. 자료처리 = 34
• Ⅳ. 연구결과 = 36
• 1. 인구사회학적 특성에 따른 근무형태·직무만족도·조직헌신도에 차이 = 36
• 2. 근무형태가 직무만족도·조직헌신도에 미치는 영향 = 54
• 3. 직무만족도와 조직헌신도 상관성 = 67
• 4. 직무만족도가 조직헌신도에 미치는 영향 = 69
• Ⅴ. 논의 및 결론 = 72
• 1. 인구사회학적 특성에 따른 근무형태·직무만족도·조직헌신도에 차이 = 73
• 2. 근무형태가 직무만족도·조직헌신도에 미치는 영향 = 75
• 3. 직무만족도와 조직헌신도 상관성 = 77
• 4. 직무만족도가 조직헌신도에 미치는 영향 = 78
• Ⅵ. 제언 = 79
• 참고문헌 = 80
• 부록(설문지) = 86