진주지역 대학행정 직원의 직무만족에 관한 연구

다국어 초록 (Multilingual Abstract)

This study was to analyze a duty-contentment degree of office staffs in university and to search for basic materials to be managed rationally and efficiently. The study problems which achieve the aim of study were as follows. First, what is the duty-contentment level of a university staffs like? Second, what is the duty-contentment level for sub-factor and variable background in social anthropology like?
The subject of study were the office staffs of seven colleges at Jinju. The Questionnaire used in this study was consisted of 30 items, and classified in 8 sub-factors for the degree of duty-contentment. Reliable modules of question items indicates is very dependable as Cronbach α=.9202. Statistical treatment tactics of main materials collected are to be used as F verification and the level of meaningful is to be decided 1% and 5%.
The results of this study were as follows.
First, the duty-contentment degree of college officer staffs showed overall with contentment. For the duty-contentment classified by the sub-factors, there showed higher contentment as the order of the dignity for his or her job, the leadership of superior, and an apt of personal relations. An apt of a reward, an apt of duty, and the opportunity offer for vocational training are turned up their contentments similarly. By contrary, the lowest contentment was showed in their promotion.
Second, the variation clarified meaningful divergence for a distintion of sex and marriage in duty-contentment sub-factors was proved in the possibility of promotion, the opportunity offer for a vocational training, and the apt of the public welfare.
Third, the variation clarified meaningful divergence for the duty-contentment sub-factors classified by the disparity of age was showed up the dignity for one's job, the possibility of advancement, the opportunity offer for a vocational training, and the apt of the public welfare.
Fourth, the variation clarified meaningful divergence for the duty-contentment sub-factors classified by the academic attainments was showed up the dignity for one's job, an apt of a reward, and the leadership of superior.
Fifth, the variation clarified meaningful divergence for the duty-contentment sub-factors classified by occupation was presented with the dignity for one's job, the possibility of advancement, an apt of personal relations, and the opportunity offer for a vocational training.
Sixth, the variation clarified meaningful divergence for the duty-contentment sub-factors classified by occupation function was presented with the dignity for one's job, the possibility of advancement, and an apt of personal relations.
Seventh, the variation clarified meaningful divergence for the duty-contentment sub-factors classified by the shape of holding office in college was showed up the dignity for one's job, the possibility of advancement, and an apt of personal relations.
Eighth, the variation clarified meaningful divergence for the duty-contentment' sub-factors classified by the subject of establishment whose college/university was showed up the dignity for one's job, the possibility of advancement, and an apt of personal relations.
The higher variation of the duty-contentment degree of the staffs in college classified by the population·sociological(social anthropology) background was in case of the bachelor group, over fifty-one years old, the group of high school graduation, regular government service, the group of eight category, the incumbent in college, and private college school that the subjects established.

목차 (Table of Contents)

• 목차
• SUMMARY
• I. 서론 = 1
• 1. 연구의 필요성 및 목적 = 1
• 2. 연구의 문제 = 2
• 3. 연구의 제한점 = 2
• II. 이론적 배경 = 3
• 1. 대학행정조직과 행정직원 = 3
• 1) 대학 행정의 의의 및 특성 = 3
• 2) 대학조직의 특성 = 4
• 3) 대학행정직원의 개념과 역할 = 7
• 2. 직무만족의 의의 = 9
• 1) 직무만족의 개념 = 9
• 2) 직무만족의 중요성 = 11
• 3. 직무만족도를 결정하는 요인 = 14
• 4. 선행연구 분석 = 16
• III. 연구의 방법 = 19
• 1. 연구의 대상 = 19
• 2. 측정도구 = 21
• 3. 자료처리 = 21
• IV. 연구의 결과 = 22
• 1. 대학행정직원의 직무만족 하위변인별 만족도 = 22
• 2. 성 및 결혼여부별 직무만족 하위변인에 대한 반응 = 24
• 3. 연령별 직무만족 하위변인에 대한 반응 = 25
• 4. 학력별 직무만족 하위변인에 대한 반응 = 26
• 5. 직종별 직무만족 하위변인에 대한 반응 = 27
• 6. 직급별 직무만족 하위변인에 대한 반응 = 29
• 7. 재직대학 형태별 직무만족 하위변인에 대한 반응 = 30
• 8. 재직대학의 설립주체별 직무만족 하위변인에 대한 반응 = 31
• V. 요약, 결론 및 결론 = 33
• 1. 요약 = 33
• 2. 결론 = 36
• 3. 제언 = 37
• 참고문헌
• 부록