성폭력상담소 상담원의 직무만족도에 영향을 미치는 요인에 관한연구 = A Study on influence in counselors'job satisfaction working in sexual assault counseling centers

다국어 초록 (Multilingual Abstract)

Sexual assaults leave a scar on the sexual assault victims and that cannot compare with what is a very shocking. For this reason, the role of sexual assault counseling and counselors is important. Counselors working in sexual assault counseling centers try to prevent sexual assaults and support the victims. Since counselors’ job satisfaction has a direct effect on their service quality to victims and their families, it is deemed important to perform well. In this regard, concern about their job satisfaction cannot be too much emphasized.
In this research, the purpose is to achieve these things: Identify factors that affect the desire of counselors’ job satisfaction, enhance the counselors' satisfaction level with their jobs as well as provide high-quality service to clients. For this study, relevant literature was reviewed and a questionnaire survey was conducted.
In order to set a theoretical framework of study, the researcher reviewed relevant books and dissertations. The questionnaire consisted of a total 45items and asked to 164 counselors working in sexual assault counseling centers.
The results of this study can be summarized as follows: First, the factor affecting counselors’job satisfaction most was their relationship with co-workers and supervisors. followed by income and promotion. So, if they should be recognized and supported by their co-workers of supervisors, they would be more motivated and encouraged only to help a desirable organization culture rooted.
Second, it was found that counselors were given little opportunities for titles of promotion. Even if they are paid more according to their career length, they are less satisfied with their job because of few opportunities for promotion. Therefore, even the small organizations should arrange an internal promotion system whereby social workers can be promoted with their pay raised, and then, they will be more responsible for their job, being more satisfied with it.
Third, generally there are almost married women aged 30 to 40. Most of the counselors possessed undergraduate degrees and had majored 51.4% in Social Welfare. Besides, the proportion of religious counselors was high, worked less than a year and was paid less than 15,000,000 won yearly.
Fourth, the co-relationship between job satisfaction and job satisfaction factors such as job duties, supervisors, pay, fellow workers, and change of occupation was analyzed. Among these factors, change of occupation was found to be negatively correlated. In other words, the higher the level of satisfaction with job duties, supervisors, pay, and fellow workers, the higher the level of satisfaction with the overall job.
Based on these results, job satisfaction should be understood on personal characteristics, duty, pay, promotion, co-worker and so on. Counseling centers should develop compensatory opportunities that can be given in the place of general promotions, which are difficult to give in organizations related to social welfare. Also, counseling centers should pay higher annual salaries to workers, and furthermore should establish independent financial systems of welfare institutes.
Second, counseling centers should consider employees’ working hours. In addition, avoid giving too many work a person and that can make job satisfaction higher Excellent ability of the counselors but more important thing is to make counselors be highly motivated and keep the level. Therefore, counselors’satisfaction about their duties should be concentrated on and individual and organizational efforts needed to improve.

목차 (Table of Contents)

• 제1장 서 론 = 1
• 제1절 연구의 의의 및 목적 = 1
• 제2절 연구내용 및 방법 = 3
• 제3절 연구의 한계점 = 4
• 제2장 이론적 배경 = 5
• 제1절 성폭력상담소의 특성 = 5
• 1. 상담소의 설치 = 6
• 2. 상담소의 업무 = 6
• 3. 시설종사자의 자격 = 6
• 4. 상담원의 직무 = 7
• 5. 상담소의 현황 = 10
• 제2절 직무만족에 대한 이론적 배경 = 11
• 1. 직무만족의 개념 = 11
• 2. 직무만족의 중요성 = 13
• 3. 직무만족에 관한 이론 = 15
• 4. 직무만족의 결정요인 = 22
• 5. 직무만족에 관한 선행연구 = 27
• 제3장 조사방법 = 34
• 제1절 조사대상 및 자료수집방법 = 34
• 제2절 조사도구 = 35
• 제3절 자료 분석방법 = 37
• 제4장 조사결과 및 분석 = 38
• 제1절 인구사회학적 특성 = 38
• 제2절 직무만족도에 관한 분석 = 40
• 제3절 일반적 특성에 따른 직무만족 요인에 관한 분석 = 48
• 제4절 직무요인과 직무만족도의 상관관계 = 53
• 제5절 직무만족요인이 직무만족도에 미치는 영향 = 54
• 제5장 결론 및 제언 = 56
• 참고문헌 = 59
• ABSTRACT = 64
• 설문지 = 67