코치의 職務스트레스 要因과 對處戰略 및 組織有效性에 관한 硏究 = (A) Study on Job Stressors, Coping Strategies and Organizational Effectiveness Concerning a Coach's Job Strees

다국어 초록 (Multilingual Abstract)

The purpose of this study was how to effectively manage, job stress of coach's with analyzing factors of job stress in their dutys, level of job stress, coping strategies of job-related stress and relationship of organizational effectiveness.
Unequal proportional stratified sampling was collected from the population of coaches belonging to the Sports Association of Pusan Metropolitan City as of 1996. Among 516 coaches who answered the questionnaire, 484(409 males and 75 females) subjects sample population finally chosen.
One of those previously administered measurement devices was adopted and pilot tests were given twice ; first by seven professionals and second by 70 coaches being trained at H University in Seoul. The completed questionnaire contained 100 items in five parts : demographic characteristics, stressors (role ambiguity, role conflict, job overload, interpersonal relationships, working conditions, expenditure problems), coping strategies (problem solution, emotional control, emotional avoidance, logical thinking, support pursuit), job stress level, and organizational effectiveness (organizational commitment, job satisfaction, turnover intention). Also, this questionnaire was found to be high in validity as well as in credibility (including stability, dependability, and predictability).
The data were analysed cronbach's Alpha, Factor Analysis, t-test one-way ANOVA, Multiple Regression using Stepwise and Enter, Pearson's Correlation Analysis in SPSS^(+) program package.
The results are as follows :
1. Demographically speaking, Among the factors of job stressor male represented high role ambiguity, job overload, interpersonal relationships, expense problems than female. In the factors of job stressor in educational background, graduate school indicated high role ambiguity, role conflict, job overload. The coaches is charge of training and administration were highly stressed in the factor of interpersonal relationships. The anti-personal event coaches got the highest stress in role ambiguity, job overload, expense problems.
The level of job stress was turned out higher in male coaches, coaches in charge of training and administration, coaches in 30s and anti-personal sports coaches.
Most coaches resorted to the strategy of problem solution in general.
As for organizational effectiveness, male coaches had higher organizational commitment than female counterparts. As age increased, more job satisfaction was shown, while coaches in their 30s held the highest turnover intention. With a longer career, organizational commitment and job satisfaction also tended to be increased. In addition, anti-personal sports coaches retained the highest organizational commitment and job satisfaction in comparison with those of individual or team sports.
2. It was founded that interpersonal relationships factor influenced more than any other factors among job stressor.
As for the relationship between job stressors and coping strategies, a problem solution strategy dealt with job overload, expenditure problems, and interpersonal relationships. Emotional control was used to cope with role conflict and interpersonal relationships; logical thinking, role conflict and job overload; emotional avoidance, interpersonal relationships and role conflict; and support pursuit, interpersonal relationships and role ambiguity. However, as the coping strategies were mostly decided upon through complex procedure, they all lacked unity.
3. In terms of coping strategies and organizational effectiveness, problem solution was largely used in order to increase organizational commitment. In the relationship between coping strategies and job satisfaction, there was high job satisfaction in logical thinking for male and problem solution for female as coping strategy especially, in the relationship between coping strategies and turnover intention, there was high turnover intention in emotional avoidance.
4. Job satisfaction of male coaches was severely influenced by job overload and expense problems influenced severely to the job satisfaction of female. Also the more job stress the had by interpersonal relationship, the higher turnover intention the had. Especially, interpersonal relationship factor showed the highest among job stressor factor.
5. As to the relationship between job stress and organizational effectiveness, the more job stress was, the higher turnover intention and lower job satisfaction were noticed. However, there are no meaningful correlation between organizational commitment and job stress.
6. The measurement of job stress levels according to job stressors can reveal coaches' turnover intention: also the proper choice of coping strategies to increase organization commitment will heighten coaches' job satisfaction in their sports organization.
While making the best use of the proposal for managing stress, described beforehand, all the coaches and the concerned authorities of sports administration should remember that duty stress cannot be escaped but must be managed efficiently and positively.

목차 (Table of Contents)

• 목차 = ⅰ
• Ⅰ. 서론 = 1
• 1. 문제의 제기 = 1
• 2. 연구 목적 = 4
• 3. 연구 문제 = 4
• 4. 연구의 제한점 = 5
• Ⅱ. 이론적 배경 = 6
• 1. 코치의 전문성과 직무스트레스 = 6
• 2. 직무스트레스와 대처전략 = 16
• 3. 직무스트레스 요인과 조직유효성 = 22
• Ⅲ. 직무스트레스 변인 상호간의 관계 모형 = 34
• 1. 관계 모형의 설정 = 34
• 2. 관련 변인의 정의 = 39
• 3. 연구 가설 = 45
• Ⅳ. 연구 방법 = 46
• 1. 연구 대상 = 46
• 2. 측정 도구 = 46
• 3. 연구 절차 = 55
• 4. 자료 처리 = 55
• Ⅴ. 결과 = 57
• 1. 코치의 인구통계학적 특성에 따른 직무스트레스 요인, 직무스트레스 수준, 대처전략, 조직유효성의 차이 = 57
• 2. 코치의 직무스트레스 요인에 따른 직무스트레스 수준과 대처전략의 관계 = 71
• 3. 코치의 대처전략과 조직유효성의 관계 = 78
• 4. 코치의 직무스트레스 요인과 조직유효성의 관계 = 92
• 5. 코치의 직무스트레스 수준과 조직유효성의 관계 = 98
• 6. 코치의 직무스트레스 요인에 따른 직무스트레스 수준과 대처전략 및 조직유효성의 관계 = 100
• Ⅵ. 논의 = 104
• Ⅶ. 결론 및 제언 = 117
• 1. 결론 = 117
• 2. 제언 = 119
• 인용 및 참고문헌 = 120
• SUMMARY = 131
• 부록 : 설문지 = 134