職務스트레스 調節變數의 效果 分析 = (A) study on the mederating effects of job stress

다국어 초록 (Multilingual Abstract)

The purpose of this study is to analyze the relationship between organizational structure and job stress, and organizational efficiency. More Specifically, this study analyzed if the structure of organization which was not regarded as an important factor in many past theories had an effect on moderating job stress.
Subjects consist of 420, and the method of investigation used group interview. The method of analysis was factor analysis, multiple classification analysis, and multiple regression analysis.
The result which analyzed this study was as follows:
(1) According to the multiple classification analysis between organizational structure and job stress, the β value appeared to be high in the variables of concentration and formalization.
According to the multiple classification analysis between factors related to factors relating to job and job stress, the β value appeared to be high in the following factor order: role conflict, communication, job role load, personal relations, external organization factor, career development, social support, behavior type, and achievement motivation.
(2) According to the regression analysis between moderating variables and job stress, social support, achievement motivation, and behavior type had a significant effect on the symptoms of job stress. The β value of A-type behavior was .125 as a moderating variable, and had a significant effect on the stress symptoms(p<.01). The β value of achievement motivation was .105, and had a significant effect on the stress symptoms(p< .01). The β value of social support was .222, and appeared to be higher than that of any other indepedent variables, in terms of having an effect on the symptoms of job stress(p< .01).
According to stepwise regression which controlled the moderating variables, the chioce of variable was in the following order: role conflict, external organization factor, concentration, social support, behavior type, communication, job role load. The value of r in total was .32. The r value of role conflict was .16, and higher than that of any other factors. The r value of the other factors was as follows: external job .04, concentration .03, social support .03, behavior type .02. In the light of these analysis results, the variable of role conflict was regarded as the most important factor in stepwise regression which considered independent variable and moderating variable. If we list the other factors in the order of their importance, they were as follows: external organization factor, concentration, social support.
(3) The result of regression analysis between the level of job stress and the efficiency of organization was as follows:
According to regression analysis between adjustment variable and job satisfaction, the β value of achievement motivation was .276, social support .213, and stress symptoms -.161.
According to regression analysis between adjustment variable and separation rate, the β value of stress symptoms was .252, achievement motivation -.149, social support -.118, and behavior type .080. In the light of these analysis results, stress symptoms had the most effect on separation rate, and achievement motivation and social support appeared to be the second and third variable which had an effect on separation rate.
According to these analysis results, this study has the following implication:
Organizational structure values which didn't pay attention to the past theories had a effect on job stress, and the variable of achievement motivation which was newly embossed as an adjustment variable appeared to have an effect on job stress. Thus when we make research pattern which can explain job stress, organizational structure variable or achievement motivation variable will have to be regarded as job stress factor or adjustment variable.
l'd like to propose a few strategies about job stress control in terms of individual and organizational level.
(1) a few strategies about job stress control in terms of individual level
These research results show us that the symptoms of job stress appeared to differ according to its characteristics. In terms of sex, the symptoms of men's job stress appeared to be higher than that of women's. In terms of age, the younger he or she was, the higher the symptoms of his or her job stress appeared to be. In terms of income, the lower his or her income was, the higher the symptoms of his or her job stress appeared to be. In terms of the term of his or her service, the longer the term of his or her service was, the lower the symptoms of his or her job stress appeared to be. In the light of these analysis results, the symptoms of his or her job stress appeared to differ according to individual characteristics, and we thought it necessary to provide its strategy.
According to the result which interviewed with many subjects in the investigation process, even if organized members recognized their job stresses, they couldn't distinguish the factor of their job stresses from the symptoms of their job stresses. In other words, a lot of people said that they called the circumstances which stress happened "they were stressed", and regarded this as the symptoms of their job stresses. The variable of achievement motivation which was adopted as a moderating variable appeared to have an important effect on job stress. Consequently it was necessary to control persennel resourses which could keep achievement motivation as well as to produce an organized atmosphere which could give rise to organized member's achievement motivation. Afrer all I thought it necessary to ascertain organized members the truth that they had to get rid of job stress which might be due to being ignorant of individual job stress, and had to do their best to overcome their job stresses, in order to do their duties. Therefore it was necessary to provide the method which could appropriately control job stress according to the characteristics of those who do their duties.
(2) a few strategies about job stress control in terms of organized level
The organized structure level was important to this study, and emphasized organized structure as a factor of job stress. Consequently this study made it clear that organized structure had more effect on job stress than any other variables.
According to the investigation made by industries, a few important points of organized level was found as follows: the higher formula was, the larger job stress was, and the higher concentration was, the larger job stress was. Thus it was necessary to change the organized structure in order to run the organizational structure flexibly, according to the characteristics of their duties.
Especially it was found for adjustment variables to control job stress. That is to say, behavior type, achievement motivation, and social support could control job stress, and it was necessary to provide a control method of job stress by way of these adjustment variables. Consequently we'd like to propose the following points as a control method of job stress in terms of organized level:
First, because individual behavior type had an effect on job stress, it was necessary to control job stress by an educational program in the company. More flexible people had a tendency to challenge the factor of job stress, and acted on job stress. Thus it was nessary to provide personality program which could enable everyone to have more flexible behavior type.
Second, because higher achievement motivation appeared to be lower symptoms of job stress, and to be higher organizational efficiency, it was necessary to provide an educational program which could enhance achievement motivation. Those who had a stronger achievement motivation would devote themselves to the organization, obtain good results in expectation of getting their delight while they were working, and try to overcome job stress which they were stressed in their duties.
Third, Social support could control job stress on which had an effect between the source of stress and tension. Social support enabled everyone to have lower job stress, and played a great part in the satisfaction of his duty. In the light of these results, if fellows or bosses at work try to provide social support, the dissatisfaction of their duties would be reduced, and family support would play a part in reducing the dissatisfaction of life, too. Thus it was necessary to provide a new method of organization control which organizational members could create the organizational efficiency and flexibility for adapting themselves to job stress.

목차 (Table of Contents)

• 목차
• 제1장 서 론 = 1
• 제1절 연구의 목적 = 1
• 제2절 연구의 범위 = 3
• 제3절 논문의 구성 = 5
• 제2장 직무스트레스에 대한 개념 및 연구모형 = 7
• 제1절 직무스트레스에 대한 개념 및 연구경향 = 7
• 1. 직무스트레스의 개념 = 7
• 2. 직무스트레스의 연구경향 = 15
• 제2절 직무스트레스 모형에 대한 선행 연구 = 21
• 1. 직무스트레스 요인에 대한 기초모형 = 21
• 2. 직무스트레스 요인에 대한 복합모형 = 26
• 제3장 직무스트레스 제변수에 관한 연구 = 34
• 제1절 직무스트레스 요인 변수 = 34
• 1. 직무관련 변수 = 34
• 2. 조직구조관련 변수 = 42
• 제2절 직무스트레스와 조절변수 = 46
• 1. 직무스트레스 조절 요인 변수 = 46
• 2. 행동유형 변수 = 48
• 3. 성취동기 변수 = 52
• 4. 사회적 지원 변수 = 56
• 제3절 직무스트레스 결과 변수 = 63
• 1. 직무스트레스와 증세 = 63
• 2. 직무스트레스와 직무만족 = 64
• 3. 직무스트레스와 이직의사 = 66
• 제4장 직무스트레스 실증연구의 설계 = 71
• 제1절 연구모형 설계 = 71
• 제2절 가설의 설정 = 74
• 제3절 변수의 조작적 정의 = 76
• 1. 개인적 특성 변수의 구성 = 76
• 2. 조직구조 변수의 구성 = 77
• 3. 직무관련 변수의 구성 = 78
• 4. 조절 변수의 구성 = 78
• 5. 직무스트레스 증상 변수의 구성 = 78
• 제4절 조사방법 및 분석방법 = 79
• 제5장 실증 연구 결과분석 = 81
• 제1절 변인들의 신뢰도 및 타당도 분석 = 81
• 1. 변인들의 신뢰도 타당도 분석 = 81
• 2. 변인들의 타당도 분석 = 83
• 3. 조절변수 척도의 타당도 분석 = 88
• 4. 직무스트레스 증상의 타당도 분석 = 91
• 5. 조직유효성 관련변수의 타당도 분석 = 93
• 제2절 인구 특성과 직무스트레스 = 95
• 제3절 독립변수와 직무스트레스 증상 분석 = 98
• 1. <가설1-1>의 검증 = 98
• 2. <가설1-2>의 검증 = 101
• 제4절 직무스트레스증상에 대한 조절변수의 효과분석 = 104
• 1. <가설2-1>의 검증 = 107
• 2. <가설2-2>의 검증 = 109
• 3. <가설2-3>의 검증 = 110
• 제5절 조직유효성에 대한 분석 = 115
• 1. 가설3-1의 검증 = 115
• 2. 가설3-2의 검증 = 119
• 제6절 가설 검증의 요약 = 122
• 제6장 요약 및 결론 = 125
• 제1절 연구결과의 요약 = 125
• 제2절 직무스트레스 관리전략 제언 = 128
• <참고문헌> = 143
• Abstract = 152