종업원의 직무특성과 직무만족의 관련성에 관한 연구 = A STUDY ON THE CORRELATION BETWEEN A JOB CHARACTERISTIC AND JOB SATISFACTION OF AN EMPLOYEE

다국어 초록 (Multilingual Abstract)

This study, depending upon the job characteristic model presented by J. R. Hackman and G. R. Oldham, attempts to explore both the kinds of impacts a job characteristic has upon job satisfaction, and the most influential factor of the latter on the former.
The population of this inquiry is 185 employees engaged in service and manufacturing works, and it order to analyze the data, it uses SAS(Statistical Analysis System).
The reliability of the collected date is assessed with Chronbach's alpha, and the method of factor analysis is employed to identify the factors of a job characteristic and job satisfaction. Both multiple regression analysis and simple regression analysis are adopted to test the working hypothesis of the research, and in order to compare the job satisfaction of the employees engaged in service works with that of workers occupied with manufacturing duties, T-test is used.
The findings of this inquiry are as follows:
First, the hypothesis that there exists a positive relationship between an employee' recognition of his or her job characteristic and job satisfaction has been tested. As a result, it is verified that except task significance, such elements of a job characteristic as feedback, autonomy, task identity, and skill variety exhibit a positive relationship with job satisfaction.
Second, the most influential factor of a job characteristic upon job satisfaction has been explored, and the inquiry zeroes in feedback.
Third, the hypothesis that the impact of a job characteristic upon job satisfaction varies in accordance with the type of business has been tested by the method of difference test. The outcome of the test is that since there do not exist particular factors that cause significant differences in job satisfaction, the job satisfaction of workers engaged in services works is not at all different from that of employees working in manufacturing sectors.
Based on the findings above, it can be concluded that the more diverse the employees' tasks are, the bigger their autonomy is, and the more favorable the feedback they receive for their task performances is, the higher their job satisfaction is.
This study, furthermore, proves that the most influential factor of a job characteristic on delivering job satisfaction to an employee is feedback. It allows us to evaluate a worker's task performance, that is whether or not he or she is properly carrying out his or her duties. This presents a significantly different outcome from the previous studies.

목차 (Table of Contents)

• 목차
• (Abstract)
• 제 1 장 서론 = 1
• 제 1 절 연구목적 = 1
• 제 2 절 연구의 방법 및 구성 = 3
• 제 2 장 직무특성과 직무만족의 이론적 고찰 = 4
• 제 1 절 직무특성이론 = 4
• 1. 직무특성이론의 배경 = 4
• 2. 직무특성모델 = 8
• 3. 직무특성이론에 대한 비판 = 15
• 제 2 절 직무만족이론 = 19
• 1. 직무만족의 개념 = 19
• 2. 직무만족 모형 = 22
• 3. 직무만족의 영향 요인 및 측정방법 = 24
• 제 3 절 직무특성과 직무만족과의 관련성에 관한 선행연구 = 30
• 1. 직접적인 관련성에 대한 연구 = 30
• 2. 조절변수를 고려한 관련성에 대한 연구 = 32
• 제 3 장 실증분석 = 36
• 제 1 절 연구모형 및 가설설정 = 36
• 1. 연구모형 = 36
• 2. 가설의 설정 = 37
• 제 2 절 변수의 정의 및 설문지 구성 = 38
• 1. 변수의 정의 = 38
• 2. 설문지 구성 = 40
• 제 3 절 자료수집 및 분석방법 = 41
• 1. 자료수집 = 41
• 2. 분석방법 = 42
• 3. 인구 통계학적 특성 = 42
• 제 4 장 실증분석과 가설검증 = 44
• 제 1 절 측정도구의 신뢰성 및 타당성 검증 = 44
• 1. 신뢰성 분석 = 44
• 2. 타당성 분석 = 45
• 제 2 절 가설의 검증 및 해석 = 47
• 1. 가설의 검증 = 47
• 제 5 장 결론 = 54
• 제 1 절 연구결과의 요약 = 54
• 제 2 절 연구의 한계점과 향후 연구방향 = 55
• 참고문헌 = 57
• 부록 : 설문지 = 69