사회복지서비스 바우처사업 종사자의 직무만족에 관한 연구 : 개인적 특성의 조절효과 분석을 중심으로 = A study on the job satisfaction for Employees Working with the social service voucher system

다국어 초록 (Multilingual Abstract)

ABSTRACT

A study on the job satisfaction for Employees Working
with the social service voucher system
- focusing study on the analysis of controlling effects of personal characteristics-


Kim, Bok-Heui
Advisor : Prof. Park. Hwie-Seo, Ph.D.
Department of National Defence Policy,
Graduate School of Policy, Chosun University


At present, in the republic of Korea, the existing social risks represented by unemployment, poverty etc. are gradually being replaced by the new social risks and issues such as low birth rate, acceleration of the aging society, transition of family structure, ie. into nuclear families from large families, increase of female workforce, polarization of income levels and social classes come to the fore.
In 2006, when the participatory government was in power, to expand the social services and find ways to generate jobs, "Social Service Innovation Promotion Team" was inaugurated to draft medium and long term policies; from March of 2007, the social service electronic voucher system was introduced for all the citizens to actively and dynamically respond to the imminent, new social risks.
Initially, to provide universal and highly effective services to the various strata of society, the participatory government claimed to stand for operating an open market-oriented system to induce competition in good faith, away from the existing conservative frame of social welfare policies in which the market is protected only for a chosen few; in addition, the government has expressed its intention to encourage employment for the strata of people having difficulties to find jobs such as women, aged people et al. through the generation of social service jobs to surmount the present situation of economic growth, accompanied by zero generation of jobs, by taking advantage of the fact that there is a high potential in the social service sectors for generation of jobs.
However, in reality, citizens are, more or more dissatisfied with the quality of social services and it is true that there is no barometer in place to measure the quality of social services being provided. What is worse, the working conditions are quite poor and there is a wide-spread criticism that the social service jobs are producing the "working poor" as a result of the violation of the social service workers' rights to work and their pay grade system, which is below the minimum cost of living.
In this study, at present, 2 years after the implementation of the "Social Service Voucher System", the "Survey on self-satisfaction with work" is conducted on the "workers in voucher industries" who are the actual doers in the implementation of the policy, so as to enhance the efficiency of the voucher system and to draw the political implications to improve the working conditions for the workers in voucher industries.

For this study, ？@ Factors of personal characteristics with focus on expertise, sense of accomplishment and responsibility have been selected to analyze whether or not the "workers in voucher industries" possess the intention and the sense of profound responsibility to provide excellent-quality services in their fields ？A Factors of working environment with focus on working conditions, work load have been selected to measure the level of welfare, work load and treatment in the company. The relationships with the demographical features such as the degree of satisfaction with one's work, age group of the subjects, level of education, years of experience etc. have been statistically analyzed; also, the factors of the entire organization and issues faced in the execution of work relevant to the workers in voucher industries have been looked at.
As a theoretical background for this study, ？@ the needs for establishing the concept and its importance ？A the instances in western countries with an excellent welfare system ？B major contents ？C the current status of the workers in voucher industries in Gwangju, Jeolla province, Jeju island and their work etc. concerning the social service voucher industries have been investigated.
The study subjects were the 350 workers in the social service voucher industries of all 810 people, working at the regional self-support centers in the Gwangju metropolitan city, Jeollanamdo, the Jeju Special Self-Governing Province (Out of 350 questionnaires distributed, 312 have been collected and 310 have been statistically processed); data were collected for 3 months, from 3rd August 2009 to 30th October 2009 and these institutions were visited in time for the make-up training schedule meant for the study subjects, to carry out surveys and in-depth interviews.
The summary of the major results of the study is as follows; Firstly, it is the demographical feature of the study subjects. As for the sex ratio, women account for 99%, which means that most of the people participating in the social service voucher industries are women.
Concerning the age group, we have 0.6% in their 20's, 8.4% in their 30's, 44.8% in 40's, 36.8% in 50's and 9.4% in their 60's, showing us that women either in their 40's or 50's are the majority. In regards to the level of education, elementary school graduates account for 14.2%, middle school graduates 28.4%, high school graduate accounting for 50.0%, 2-year college graduates 6.1% and 4-year university graduates account for 1.3%. As far as the work experience goes, those with 6 months account for 20.3%, between 1 and 2 years 17.9%, between 2 and 3 years 25.8%, between 3 and 4 years 23.5%, between 4 and 5 years 9.0% and those with experience of more than 5 years accounted for 3.5%. Secondly, expertise of all the factors of personal characteristics, which has been designated as an independent variable has shown meaningful differences in the relationship with colleagues and the level of recognition for one's work of all the areas pertaining to the degree of satisfaction with one's work; the sense of accomplishment has demonstrated meaningful differences in the superior․colleague relationship. Also, responsibility has shown meaningful differences in the work scope, superior․colleague relationship, recognition for one's work, however, no meaningful difference was observed in the pay grade system.
Meaningful differences were partially observed in the factors of personal characteristics and degree of satisfaction with one's work, but the pay grade system of the degree of satisfaction with one's work did not have any meaningful difference in regards to the factors of personal characteristics. Thirdly, the working conditions of all the factors of working environment, which has been designated as an independent variable did not show any meaningful difference in the degree of satisfaction with one's work in its entirety, however, the work load of all the factors of working environment did not have any meaningful difference on the degree of satisfaction with one's work whatsoever.
The results of the above analysis demonstrate the conclusion that for the workers in social service voucher system, higher the level of recognition for one's work within the organization, more harmonious the working relationships with one's superiors and colleagues and higher the self-esteem and self-efficiency in one's work, higher the level of satisfaction with one's work rather than the factors such as working conditions or the level of the pay grade.
To realize the successful execution of the social service voucher industries, which was put in place by the government's efforts in 2007 to tackle the dangers posed by the new social risks that have come to occupy an even bigger place in our daily lives, government's timely and appropriate measures of intervention to enhance the treatment for the workers in social service voucher industries are absolutely necessary and as a way of improving one's work and enhancing self-esteem, the author proposes the publicity of the social service jobs on a continuous basis, on a more intense scale, implementation of an appropriate and fair incentive system etc. as the political implications of this current study.

목차 (Table of Contents)

• 목 차
• 〈ABSTRACT〉
• 제 1 장 서 론 1
• 제1절 연구목적 1
• 제2절 연구범위 및 방법 6
• 제 2 장 이론적 배경 8
• 제1절 사회서비스바우처제도 8
• 1. 바우처의 개념 8
• 2. 사회서비스 바우처제도의 개념 및 현황 13
• 3. 사회서비스 바우처사업 종사자 직무 27
• 제2절 직무만족의 개념과 주요이론 31
• 1. 직무만족의 개념 31
• 2. 직무만족의 주요이론 34
• 제3절 직무만족의 영향요인 40
• 1. 개인특성 요인 40
• 2. 직무환경 요인 41
• 제 3 장 연구설계 42
• 제1절 연구모형 42
• 제2절 가설의 설정 43
• 제3절 변수의 조작적 정의 및 설문구성 45
• 1. 변수의 조작적 정의 45
• 2. 설문 구성 48
• 제 4 장 실증분석 50
• 제1절 표본의 특성 50
• 1. 표본의 추출 50
• 2. 인구통계학적 특성 51
• 제2절 측정도구의 검증 54
• 1. 타당도 분석 54
• 2. 신뢰도 분석 56
• 제3절 특성별 차이분석 57
• 1. 기술통계 57
• 2. 특성별 차이분석 59
• 제4절 연구모형 검증 81
• 1. 상관관계 분석 81
• 2. 연구모형의 검증 82
• 제5절 가설의 검증 85
• 1. 가설 검증 결과 85
• 2. 조절효과 분석 89
• 제6절 분석결과의 종합적 논의 101
• 1. 특성별 차이분석 결과 101
• 2. 가설검증결과 104
• 3. 조절효과 검증 결과 104
• 제 5 장 결 론 108
• 제1절 분석결과의 요약 108
• 제2절 본 연구의 시사점 110
• 제3절 향후 연구방향 113
• 참고문헌 114
• 설문지 120