사회복지사의 직무만족 요인이 조직몰입 및 이직의도에 미치는 영향에 관한 연구 = (A) study on being affected to organization commitment and intention of job turnover by factor of job satisfaction of social workers

다국어 초록 (Multilingual Abstract)

As regarding provision of social welfare service, the social worker is the most vital factor in determination of the quality of social welfare service as supervisor of social welfare programme as well as the main contributor on education, society, emotion, psychology of clients. In other words, it is the dominant factor in determination of success or failure in performing the projects of social welfare to make natural features being able to provide effective service and to take competent human resources. But, social workers at organization for social welfare have been confronting lots of a kind of the difficulties resulting from low payment and overdone workload, the low awareness of the statues and professionality of social workers, lack of opportunity of promotion and higher level of job stress. As well, it is more high rate of job turnover of public and social welfare department compared the other occupational category.
During the moment, a lot of scholars have been concerning with factors related with job affecting factor as likely turnover or intention of job turnover. Particularly, it has bee known that intention of job turnover is influenced directly by job satisfaction and organizational commitment. In position of organization, job satisfaction would be able to be contributed to make outcomes, management of amicable relationship in organization and produce the effects of increasing its productivity it resulting from decreasing rate of turnover and absence. In addition to that, if understanding of purpose and value of the organization, the sense of satisfaction about environmental factors of job should be contribute to maintain organizational commitment, it would be positive effect much more persistently. Therefore, it is much dominant issues for organization of social welfare to draw up plans in order to be efficiency of management in human resources resulting from minimizing a rate of turnover of social worker.
This study would be attempted to make it efficiently govern organization and manage human resources for social welfare as finding to relations with factor influencing organization commitment and intention turnover of social worker working at community welfare center. For this study, The final 182 sampled date resource was analyzed following making up question to social workers working at social welfare centers in Pusan city. For data analysis methodologies, SPSS 12.0 was used for T-test, ANOVA, Factor Analysis, and AMOS 18.0 used for Affirmative Factor Analysis and Structural Equation Modeling.
The main results of this study are as follows:
In case of organization commitment and job satisfaction of a previous variable intention of job turnover, the total average is 3.30, it was generally a inclination of satisfaction. Seeing each of subdivision variable, job itself, working conditions, supervision and colleague were generally 3.92 from average of 3.20 whereas were low each 2.44, 2.72 in case of payment and promotion. Organization commitment was generally average 3.42, it means to be a inclination of emotional attachment for involved organization, but it was generally high in intention of job turnover although being a negative correlative relation between job satisfaction and organization commitment in case of intention of job turnover. But, in being a correlative relation between each averages, it is a negative correlative relation corresponding to the results of previous conducted studies. Age and status, careers of demographic variables influenced on factors of job satisfaction, organization commitment and intention of job turnover. Generally the higher age, status and careers were, the higher job satisfaction and organization commitment were and the lower intention turnover was. Also, job satisfaction and organization commitment were a positive correlative relation compared with being negative between organization commitment and intention of job turnover.
It was founded that job satisfaction factors(job itself, working conditions, supervision, colleague, payment, promotion) is whether or not being directly or indirectly influencing to intention of job turnover as being a intermediate variable. This results is that job itself, supervision and payment among all of job satisfaction factors have influenced directly on organization commitment, at the same time indirectly on intention of job turnover. And, organization commitment was a main variable influencing on intention of job turnover, working conditions and payment of job satisfaction factors were presented with factor directly influencing on intention of job turnover.
With being based on founded this results, it is necessary to improve a sort of work's affair to develop professionalization of social workers in order to increase job satisfaction and organization commitment, at the same time, be needed to develop the kind of program likely education exercise or seminar to enhance and maintain professionality of social worker. As well, intermediate supervisor as well a chef of an organization for social welfare should encourage them to conduct job performance of social worker, provide them to social supports, openly communicate among staffs, reestablish the regulations of payment or promotion responsible to professional human resources.
Finally, it should be required that organization commitment be enhanced to make social worker to internalize them with value or purpose organization presenting specifically values or purpose, supervision of it.

목차 (Table of Contents)

• Ⅰ. 서론 1
• 1. 문제제기와 연구목적 1
• 2. 연구방법 4
• 3. 연구범위 및 한계 4
• Ⅱ. 이론적 배경 6
• 1. 직무만족의 개념 및 영향요인 6
• 1) 직무만족의 개념 6
• 2) 직무만족의 중요성 9
• 3) 직무만족 영향요인 10
• 2. 조직몰입의 개념 및 영향요인 14
• 1) 조직몰입의 개념 및 구성요소 14
• 2) 조직몰입 영향요인 18
• 3. 이직의도의 개념 및 영향요인 25
• 1) 이직의 개념 25
• 2) 이직관리의 중요성 27
• 3) 이직의도 영향요인 27
• 4. 직무만족, 조직몰입, 이직의도 간의 관계 28
• 1) 직무만족과 조직몰입 간의 관계 28
• 2) 직무만족, 조직몰입과 이직의도 간의 관계 29
• Ⅲ. 조사설계 31
• 1. 연구모형 및 가설설정 31
• 1) 연구모형 31
• 2) 가설설정 33
• 2. 조사대상 및 표본추출 33
• 3. 측정도구 34
• 1) 설문지 구성 34
• 2) 측정도구의 타당성과 신뢰성 검증 37
• 4. 분석방법 45
• Ⅳ. 조사결과 분석 및 논의 46
• 1. 조사대상자의 일반적 특성 46
• 2. 인구통계학적 변수에 따른 주요변수들의 차이검증 48
• 1) 주요변수들의 기술통계분석 48
• 2) 인구통계학적 변수에 따른 직무만족의 차이검증 49
• 3) 인구통계학적 변수에 따른 조직몰입의 차이검증 54
• 4) 인구통계학적 변수에 따른 이직의도의 차이검증 56
• 3. 주요변수들의 상관관계 58
• 4. 연구모형 검증 59
• 5. 수정모형 검증 61
• 6. 논의 및 함의 66
• Ⅴ. 결론 및 제언 72
• 참고문헌 75
• 부록 80
• Abstract 89
• <표 목차>
• <표 Ⅰ-1> 이직사유 2
• <표 Ⅱ-1> 직무만족 정의에 관한 제 학자의 견해 8
• <표 Ⅱ-2> 직무만족에 영향을 미치는 직무차원 11
• <표 Ⅱ-3> 직무만족 영향요인 13
• <표 Ⅱ-4> 조직몰입 정의에 관한 제 학자의 견해 14
• <표 Ⅱ-5> 조직몰입의 구성요소 18
• <표 Ⅱ-6> 조직몰입의 선행요인 20
• <표 Ⅲ-1> 조사도구의 구성표 34
• <표 Ⅲ-2> 표본의 크기에 따른 요인적재치 37
• <표 Ⅲ-3> 탐색적 요인분석 결과 38
• <표 Ⅲ-4> 적합도 지수의 판정기준 40
• <표 Ⅲ-5> 확인적 요인분석 적합도 검증 41
• <표 Ⅲ-6> 전체 잠재요인 대상 측정변수의 표준 요인적재치 및 평균분산추출값 41
• <표 Ⅲ-7> 각 잠재요인의 AVE 값과 상관관계 제곱표 43
• <표 Ⅲ-8> 신뢰성 검증 45
• <표 Ⅳ-1> 조사대상자의 일반적 특성 47
• <표 Ⅳ-2> 주요변수들의 기술통계량 48
• <표 Ⅳ-3> 인구통계학적 변수에 따른 직무만족 49
• <표 Ⅳ-4> 3년 미만 경력자 집단 간의 직무만족 53
• <표 Ⅳ-5> 경력에 따른 직위분포의 차이 54
• <표 Ⅳ-6> 인구통계학적 변수에 따른 조직몰입 55
• <표 Ⅳ-7> 인구통계학적 변수에 따른 이직의도 57
• <표 Ⅳ-8> 주요변수들의 상관관계 59
• <표 Ⅳ-9> 연구모형의 잠재변수 간 경로계수 61
• <표 Ⅳ-10> 연구모형과 수정모형의 적합도 지수 비교 62
• <표 Ⅳ-11> 수정모형의 잠재변수 간 경로계수 63
• <표 Ⅳ-12> 이직의도에 대한 매개효과 65
• <표 Ⅳ-13> 효과분해 66
• <표 Ⅳ-14> 가설검증 71
• <그림 목차>
• <그림 Ⅱ-1> Steers(1977)의 조직몰입 유형 23
• <그림 Ⅱ-2> Mowday, et al(1982)의 조직몰입 유형 24
• <그림 Ⅱ-3> Mowday, et al(1982)의 조직몰입 개발과정 25
• <그림 Ⅱ-4> 이직의 유형 26
• <그림 Ⅲ-1> 연구모형 32
• <그림 Ⅳ-1> 연구모형 검증 60
• <그림 Ⅳ-2> 수정모형 검증 62