지방 공무원의 직무스트레스가 이직충동에 미치는 영향에 관한 연구 = (The) Effect of Public Officials' Job-Stress on the Quitting Intent in Local Administration

다국어 초록 (Multilingual Abstract)

The purpose of this study is to examine how job stresses caused by the role conflict and role vagueness of public officials in local government have an effect on job accomplishment, work and non-work conflict, job satisfaction and life satisfaction. Also I have examined how these factors affect job quitting intent, and what the reasons for job quitting are.
To perform research goals, the argument is based on the development of the theoretical background of job stress, job accomplishment, job satisfaction and job quitting intent and I intend to construct an analysis model through the comprehensive investigation of relevant references for positive research.
In the analysis model, job stress is determined as an independent variable, and a subordinate variable is made up of role conflict and role vagueness. Also there are four parameters, that is, job accomplishment, public or private job conflict, job satisfaction, and satisfaction with life. Job quitting intent is determined as a dependent variable influenced by four parameters. Based on these variables, the research model and its hypothesis are established. Relations between variables of hypothesis and model suitability are examined.
For the positive analysis, questionnaires were made using an interval scale of 5 points or 7 points, with the nominal scale based on research hypothesis and variables. Statistical analysis was carried out using the questionnaires collected from the public servants of Gwangju city, district offices of Gwangju, the provincial office of Jeollanamdo, the education offices of Gwangju and Jeollanamdo, and school nutritionists.
The methods of statistical analysis are frequency analysis, ANOVA, factor analysis, reliability analysis, validity analysis, interrelation analysis, and path analysis. To verify the measure instruments, reliability analysis and validity analysis are performed making use of the methods of statistical analysis. In the meaning analysis of analytical models, measurement items of low reliability and validity are excluded. Only meaningful items are used to be analyzed.
The inspection of the study model shows the lowest suitability, and that of the hypothesis shows that relations between job stress and job accomplishment, relations between job satisfaction and satisfaction with life and the relation between the impulse to quit jobs, job satisfaction and satisfaction of living have a significant influence in the significant level of p<0.05. Job stress has an effect on its subordinate element, or role conflict, but role vagueness was not so statistically significant that the whole hypothesis was rejected. In the relationship between the parameters, in addition, job accomplishment has an influence on job satisfaction and satisfaction with life, but both official and private job conflict doesn't.
Especially the direction established in the hypothesis of a ground model showed the opposite direction aside from 3 variables of job accomplishment, job satisfaction, and satisfaction with life. And the public and private job conflict is significant in the subordinate element of job stress or role conflict, but not in the job satisfaction and the satisfaction with life. Also, because job conflict has an secondary effect on job outcome, job conflict has a direct effect more on job satisfaction than job conflict. That explains that job vagueness has a good effect on job accomplishment and job satisfaction and satisfaction with life.
According to the study, the causes of the impulse to quit jobs depend on sex, marital state, age, continuous service, academic background, characteristics of one's job, and one's place of employment, except the cause of position. It shows that the public officials who are young, single, having shorter continuous service and doing the jobs for the people have more impulse to leave jobs. And the biggest reason of the entire samples is the absence of a sense of achievement, the second biggest is low social assessment, the next is salary, no opportunity to give full play to one's genius, and dissatisfaction about the way of putting policies and aims into practice. Considering by individual peculiarities, the cause for singles to quit the jobs is the public estimate of the public office, and the causes for officials under 35 years of age and under 5 years of continuous service are the absence of feeling of achievement, the low public estimate, and salary lastly. It's the same as for Civil Service officials too, and the personnel and organization managers should discover and develope the merits of a public office for young and promising people to keep serving all through their lives at the public office. Especially to get rid of the absence of the feeling of achievement, they should develop the jobs to facilitate and develop creativity rather than monotonous and mechanical jobs and at the same time prepare diversified strategy to raise the ethics of the public office society, a sense of duty, and a sense of being involved, to raise the public estimate of the public office.
So far, this study has the meaning in that it presents the strategic direction of personnel and organization control to reform the atmosphere of public office society by finding out the main reasons why public officers wish to leave their jobs and examining the relation between the causes. We should note, again, that control should focus on females, a young group, singles and public officials in technical posts and civil service officials.
However, this study has the following limits and in relation to this, it will present the direction for the next study here now. Firstly, because this study, for the researcher's convenience, had been done in the region of Gwangju, the result of this study can't be generalized to the other local administration of the country, I admit. Therefore if the samples will be chosen more widely from all over the country in the next study, the generalization will be more possible. Secondly, the model of the study started from the theoretical background that job stress has a negative effect on job satisfaction, but positive analysis resulted in the conclusion that job stress had an affirmative effect on job satisfaction, and also the conclusion that in the relation between variables direct effects were more potential than indirect effects tells us that we should have more interest in theoretical search and positive analysis in that relation. Lastly, because conflict between work and non-work conflict has nothing significant to do with job satisfaction and that of living, the next study should consider establishing a study model excluding this.
We should not forget to exclude this parameter when we establish a study model.

목차 (Table of Contents)

• 목차
• ABSTRACT = ⅶ
• 제1장 서론 = 1
• 제1절 연구목적 = 1
• 제2절 연구의 범위 및 방법 = 4
• 제2장 직무스트레스의 이론적 배경 = 7
• 제1절 직무스트레스의 의의 = 7
• 1. 직무스트레스의 개념 = 7
• 2. 직무스트레스의 접근방법 = 11
• 제2절 직무스트레스의 요인과 조절변수 = 18
• 1. 직무스트레스의 요인 = 18
• 2. 직무스트레스의 조절 변수 = 32
• 제3절 직무스트레스의 결과 = 40
• 1. 직무스트레스와 직무만족 = 44
• 2. 직무스트레스와 업무성과 = 48
• 3. 직무스트레스와 이직충동 = 50
• 제3장 분석모형과 가설의 설정 = 56
• 제1절 분석 모형 = 56
• 제2절 가설의 설정 = 60
• 1. 직무스트레스와 업무성과 = 60
• 2. 직무스트레스와 공·사업무간 갈등 = 61
• 3. 직무만족과 생활만족 = 61
• 4. 직무만족과 이직충동 = 62
• 5. 매개변수들간의 관계 = 63
• 제3절 변수의 조작화와 측정 = 64
• 1. 변수의 조작적 정의 = 64
• 2. 측정설문지의 구성 = 68
• 제4장 실증분석 = 70
• 제1절 표본의 선정과 표본의 특성 = 70
• 1. 표본의 선정 = 70
• 2. 표본의 특성 = 71
• 제2절 측정 도구의 검증 = 74
• 1. 신뢰도 분석 = 74
• 2. 타당도 분석 = 76
• 제3절 특성별 차이분석 = 78
• 1. 단일변수의 분석 = 78
• 2. 특성별 역할갈등과 역할모호성의 차이분석 = 83
• 3. 특성별 이직충동의 차이분석 = 96
• 제4절 분석모형과 가설의 검증 = 105
• 1. 변수간의 상관관계 분석 = 105
• 2. 분석 모형의 검증 = 106
• 3. 가설의 검증 = 111
• 제5절 분석결과의 논의 및 시사점 = 119
• 제5장 결론 = 126
• 참고문헌 = 130
• 부록1 설문지 = 147
• 부록2 측정 항목의 빈도분석 결과 = 153