조직유형에 따른 직무만족 결정요인에 관한 연구

다국어 초록 (Multilingual Abstract)

To cope with rapidly changing environments, recently, all organizations, whether public or private, are keenly competing with each other and getting more and more outcome-oriented. This is deepening unconformity between organizational members and their job environments, resultantly making the members under excessive stress.Labor cuts brought by changes in organizational structure and personnel management innovations like the introduction of multi-source feedback and incentive systems are making organizational members less motivated to do their job, decreasing those members' job satisfaction and greatly damaging to the effectiveness of organization as a whole. Under these circumstances, measures to better manage public or private organizations' objectives that are outcome-oriented but reasonable, especially actions to improve organizational members' personal quality, capability and job environment need to be taken. To propose such measures or actions, organizational members' psychological and emotional states, which are associated with determinants of their job satisfaction, are required to be analyzed.
The purpose of this study is to provide suggestions for raising job satisfaction and effectively achieving organizational objectives. For the purpose, this researcher examined differences between members of 5 organizational types in such determinants of job satisfaction as job itself, work condition. self-realization and organizational relationship in accordance with those members' demographic characteristics. For each of the types, then, the researcher investigated how much individual members' demographic characteristics and determinants of job satisfaction are influencing their job satisfaction. Based on empirical findings, finally, the researcher identified factors of job satisfaction and dissatisfaction for each organizational type and made some suggestions.
To make effective the study, the researcher made a questionnaire survey on public officials of local administration, those of education, policemen, dental technicians and clinical pathologists all of which were serving in South Kyeongsang Province, Busan and Ulsan. Total 800 copies of the questionnaire were distributed and, out of them, 639(recollection ratio : 79.9%)were recollected and analyzed. The validity and reliability of the items of the questionnaire were examined using Factor Analysis and Chronbach's α-test. This allowed the researcher to simplify a research model. Hypotheses were tested using One-way ANOVA, MANOVA and Multiple Regression Analysis. Data from the questionnaire survey were statistically processed in accordance with SPSS 15.0 for Windows.
Findings of the study can be summarized as follows.
First, out of the determinants of job satisfaction, the kind of job was not significantly different between organizational members in accordance with their organizational group. But the other determinants were significantly different in accordance with organizational members' group.
Second, determinants of job satisfaction were significantly different between organizational members in accordance with their organizational type(F=8.062, p=.000) and gender(F=3.672, p=.001), with interactive relations between organizational type and gender(F=.331, p=.000). Those determinants were also significantly different between organizational members in accordance with their organizational type(F=5.314, p=.000) and age(F=3.062, p=.000), with interactive relations between organizational type and gender(F=2.632, p=.000). Determinants of job satisfaction showed statistically significant differences between organizational members in accordance with their organizational type(F=6.168, p=.000) and service length(F=2.683, p=.001), with interactive relations between organizational type and service length(F=3.108, p=.000). Those determinants showed such differences between organizational members in accordance with organizational type(F=6.862, p=.001) and marital status(F=2.601, p=.05), with interactive relations between organizational type and marital status(F=3.718, p=.000). But the determinants were not significantly different between organizational members in accordance with their organizational type, wage level and educational background, even though there were interactive relations between the three demographic characteristics.
Third, how much determinants of job satisfaction are influential to job satisfaction itself were examined, with demographic characteristics controlled and the determinants as independent variables. The explanatory power of the research model was found 6.26 in R2 as modified. Out of the determinants, in other words, some which were presumed to affect job satisfaction were accounting for about 63% of the satisfaction. Out of the controlled characteristics, only gender was significantly influencing job satisfaction(p<.05). Thus organizational members' job satisfaction and demographic characteristics were not so correlated with each other, supporting previous studies. Concerning determinants of job satisfaction, a sub-area of job, that is, the kind of job, sub-areas of self-realization such as social recognition, promotion and remuneration and those of organizational relationship such as relations with superiors and colleagues were significantly affecting job satisfaction.
The job satisfaction of the members of educational administration, police and dental technicians' organizations were being most influenced by how they were being socially recognized. In case of the members of local administration and clinical pathologists' organizations, their job satisfaction were being most affected by the kind of their job. Members of 5 organizational types as surveyed here responded that social recognition and the kind of job were the most important factors affecting job satisfaction. This suggests that the two factors should be more carefully discussed. In choosing their job, members of public and private organizations consider as very important how much their job is socially responsible and honorable, in addition to the personal profitability of the job. If their job is socially devalued, organizational members are likely to be frustrated, less motivated and made under excessive stress. In conclusion, any organization should make efforts to raise its members' awareness of their job, work environment, self-realization and organizational relationship and inspect in detail current obstacles to their job satisfaction, resultantly increasing the satisfaction.

목차 (Table of Contents)

• 제I장 서론 = 1
• 제1절 연구의 배경과 목적 = 1
• 제2절 연구의 범위 및 방법 = 4
• 1. 연구의 범위 = 4
• 2. 연구의 방법 = 5
• 제II장 이론적 배경 = 6
• 제1절 직무만족의 개념 = 6
• 제2절 직무만족 결정의 일반적 요인과 개별 조직유형 요인 = 8
• 1. 직무만족 결정의 일반적 요인 = 9
• 2. 조직유형(1)에 대한 선행연구 - 지방행정공무원의 직무만족 결정요인 = 11
• 3. 조직유형(2)에 대한 선행연구 - 교육행정공무원의 직무만족 결정요인 = 14
• 4. 조직유형(3)에 대한 선행연구 - 경찰공무원의 직무만족 결정요인 = 17
• 5. 조직유형(4)에 대한 선행연구 - 치과기공사의 직무만족 결정요인 = 19
• 6. 조직유형(5)에 대한 선행연구 - 임상병리사의 직무만족 결정요인 = 22
• 제III장 연구모형과 조사 설계 = 25
• 제1절 연구모형 및 가설설정 = 25
• 1. 연구모형 = 25
• 2. 가설설정 = 26
• 제2절 실증분석을 위한 조사 설계 = 36
• 1. 변수의 조작적 정의 = 36
• 2. 설문문항의 구성 = 41
• 3. 척도구성과 자료 분석방법 = 43
• 4. 요인분석 후 설문문항 구성 = 43
• 제IV장 조사결과의 분석과 논의 = 45
• 제1절 연구대상과 표본의 특성 = 45
• 1. 연구대상의 직업분류 및 자료수집 = 45
• 2. 연구대상의 조직특성 = 46
• 3. 표본의 특성 = 49
• 제2절 설문지의 타당도 및 신뢰도 = 53
• 제3절 가설검증 = 56
• 1. 조직유형별 직무만족 결정요인의 차이 비교 = 56
• 2. 인구통계학적 요인과 조직유형별 직무만족 결정요인 비교 = 59
• 3. 직무만족 결정요인과 직무만족도간의 영향력 = 70
• 4. 조직유형별 직무만족에 미치는 요인 차이 = 78
• 5. 가설검증 결과의 요약 = 81
• 제4절 분석결과의 논의 = 83
• 제V장 결론 = 88
• 제1절 연구의 요약 = 88
• 제2절 본 연구의 정책적 시사점과 한계 = 90
• 참고문헌 = 94
• 부록 = 104