성폭력 상담소 상담원의 직무만족에 관한 연구

다국어 초록 (Multilingual Abstract)

This study was conducted in order to grasp the situation of counselors working in sexual assault counseling centers and to enhance the counselors'satisfaction level with their jobs.
The results of this study are as follows: First, it was generally found that the majority of counselors in sexual assault counseling centers were married women in their thirties. Most of the counselors possessed undergraduate degrees and had majored in a wide variety of areas. In addition, the proportion of religious counselors was high. The majority of counselors worked an average of 8 to 10 hours per day, counseled subjects less than ten times a week on average, and were paid less than 8,000,000 won yearly.
Second, surveys given to counselors reported a job satisfaction level of 3.51 out of 5, which is average. Also, the most important factor affecting the level of job satisfaction was found to be fellow workers. Third, the analysis of many job satisfaction factors found a significant difference between duty and promotion. The difference in education level was also analyzed, and significant differences in promotion, cognition of organization and work load was found.
Fourth, the co-relationship between job satisfaction and job satisfaction factors such as fjob duties, supervisors, pay, fellow workers, and change of occupation was analyzed. Among these factors, change of occupation was found to be negatively correlated. In other words, the higher the level of satisfaction with job duties, supervisors, pay, and fellow workers, the higher the level of satisfaction with the overall job. Fifth, the multiple regression analysis of the factors showed that job satisfaction level is related to change of occupation and duty.
Based on these results, a few suggestions can be made to improve the job satisfaction level as well as the efficiency of counseling workers in sexual assault counseling centers. First, counseling centers should pay higher annual salaries to their workers, and furthermore should establish independent financial systems of welfare institutes. Second, counseling centers should develop compensatory opportunities that can be given in the place of general promotions, which are diffcult to give in organizations related to social welfare. Third, counseling centers should analyze the reasons behind counselors'change of occupation and make new systematic changes in the organization of the counseling centers. Fourth, the Korean Ministry of Gender Equality should develop a system to give counselors quality counseling training and education. Fifth, counseling centers should continuously train counselors and monitor their quality of counseling.
Future studies should be further focused on specific aspects of the counselors'job duties, working conditions, personal development, and organizational plans for their job environment.

목차 (Table of Contents)

• 목차
• I. 서론 = 1
• 1. 문제제기 = 1
• 2. 연구의 필요성 및 목적 = 3
• 3. 연구문제 = 4
• 4. 연구의 한계점 = 4
• II. 이론적 배경 = 5
• 1. 선행연구의 동향 = 5
• 2. 성폭력상담소 현황 및 운영기준 = 7
• 3. 성폭력상담원의 역할 = 10
• 4. 직무만족 = 13
• III. 연구방법 = 22
• 1. 조사대상 = 22
• 2. 조사도구 = 22
• 3. 자료수집 = 25
• 4. 자료분석 = 25
• IV. 조사결과 = 26
• 1. 일반적 특성 = 26
• 2. 직무만족도 = 33
• 3. 직무만족요인 = 33
• 4. 일반적 특성에 따른 직무만족 = 35
• 5. 직무만족도에 영향을 미치는 주요 요인 = 50
• V. 고찰 = 54
• 1. 일반적 특성 및 직무만족수준 = 54
• 2. 직무만족에 영향을 미치는 주요 요인 = 62
• 3. 직무만족도 개선방안 = 66
• VI. 결론 = 68
• 참고문헌 = 71
• Abstract = 75
• <부록> = 77