셀프리더십에 따른 간호사의 직무만족도

강수연,김수연,도혜진,이혜선,전소현,전혜실,주원진,지윤정,진소희,이자형,정덕유,유소연 이화여자대학교 간호과학대학 2009 이화간호학회지 Vol.- No.43

In this study, we investigated how much job-satisfaction and self leadership nurses have. And making use of self leadership, we hope to enhance job- satisfaction and develop nurse organization. To find out the relationship between nurse's self leadership and Job-satisfaction, we carried out a sample survey : The subjects of our study are 150 nurses being in offices(hospitals) at the two university hospitals and three general hospitals in Seoul or Keong-gi province. Nurses agreed with and understood the purpose of our study. For analyzing the result, we used ANOVA of SPSS 14.0. The main results of our study are as follows : According to characteristic of subjects, level of self leadership has a meaningful difference statistically according to marriage, religion, department career, position. As for the marriage, the level of self leadership of the married are higher((F=19.95, p= .000) than the unmarried. . Level of self leadership perceived by subjects is an average 3.50 point. An average points of each factors are as follows : Self-compensation is 3.75 point, rehearsal is 3.57 point, self-expectation is 3.55 point, goal-setting is 3.53 point, self-criticism is 3.31 point, constructive thinking is 3.27 point. The total average is 62.9 point to 90 full marks. Level of self job-satisfaction perceived by subjects is an average 2.98 point to 5 full marks. Level of self job-satisfaction perceived by subjects is an average 2.98 point to 5 full marks. An average points of each factors are as follows : Interrelation is 3.42 point, interrelation between doctors and nurses is 3.35 point, job demand is 3.10 point, administration is 3.02 point, a professional position is 2.94 point, self control is 2.84 point, payment is 2.44 point. A coefficient of co-relation of self leadership and self job-satisfaction is .406 point, a meaning probability is .000 point and they seem to have a close interrelation. Rehearsal among factors of self leadership has the most interrelation with payment of self job-satisfaction. A professional position of self job-satisfaction has the most interrelation with self expectation(r= .314, p= .000). A job demand has the most interrelation with constructive thinking(r= .272, p= .001). A interaction has the most interrelation with self expectation(r= .272. p= .000). A administration has the most interrelation with constructive thinking(r= .411, p= .000). An interrelation between doctors and nurses has the most interrelation with self expectation(r= .385, p= .000). Our study shows there is a close relation between self leadership and job-satisfaction. Especially, self expectation and constructive thinking, the factor of self leadership, appear to affect the nurse's job-satisfaction. It appears that nurses feel to have a intensive job-satisfaction, having positive self leadership, a sense of purpose, and constructive thought. Thus, we need to steadily study self leadership, self control, and internal motivation as a new paradigm focused on self-control and internal motivation for their self-developments and advancement of nurses' organizations.

어린이 급식소 조리종사자의 직무만족도 조사 -100인 미만의 어린이 급식소를 중심으로-

신혜원 ( Hyewon Shin ),최주희 ( Juhee Choi ),이영화 ( Younghwa Lee ),조우균 ( Wookyoun Cho ) 대한영양사협회 2015 대한영양사협회 학술지 Vol.21 No.3

The research was conducted by center for children`s foodservice management in Hanam-si. In order to improve job satisfaction, a survey was carried out by working conditions and job satisfaction in children foodservice employees working at child daycare centers registered from January to April. Ninety-five surveys out of 120 were collected, and 76 surveys were analyzed. Job satisfaction consisted of four elements, working environment, welfare, human relationships, and job-itself, analyzed by general characteristics. Pearson`s correlation was carried out between job satisfaction and intention to change job by Likert 5 scales using SPSS statistic program. The percentages of child daycare centers owned by civilians was 52.6%, high school education level was 65.8%, permanent workers was 68.4%, and less than 1 year of foodservice was 34.2%. Average scores of job satisfaction were as follows: working environment scored 20.6 out of 25 points, welfare scored 10.3 out of 15 points, human relationships scored 17.5 out of 20 points, and job-itself scored 13.2 out of 15 points. The lowest job satisfaction average was ‘I get paid fairly regarding the working hours and the amount of work’ with a score of 3.6 points. Job satisfaction based on facility type, age, education level, and working period did not show significant differences, whereas hired status, numbers of foodservice children, and intention to change jobs showed significant differences. Hired status showed significant differences with welfare satisfaction (P<0.05). Numbers of children showed a significant difference with welfare and human relationship satisfaction (P<0.01, P<0.05). Intention to change job showed a significant difference with four elements of job satisfaction (P<0.05, P<0.01, P<0.01). In conclusion, to improve job satisfaction of children foodservice employees, working conditions and welfare satisfaction should be increased.

국세공무원의 직무만족도에 영향을 미치는 요인

김승훈,심태섭,김지엽 한국세무학회 2016 세무학 연구 Vol.33 No.4

The purpose of this research is to examine the factors affecting job satisfaction of National Tax officials in Korea National Tax Service and to provide taxpayers better quality of national tax administration service by meeting these factors. Another purpose is to provide administrative suggestions in enhancing their job satisfaction through analysis of this research. This paper presents the results of a rigorous research efforts designed to ⑴ measure the job satisfaction factors from workload, pay, superiors, co‐workers, promotion, work environment, to ⑵ gauge the overall satisfaction with the current job, to ⑶ identify the relationships between the job satisfaction factors and the overall satisfaction. Also, this study is to examine whether any difference in the job satisfaction factors depending on Public Service Motivation(PSM). For these purposes, a total of 322 samples were gathered by surveying National Tax Officials in Korea National Tax Service located in Incheon metropolitan city, Bucheon city, Gimpo city, Siheung city. Data analysis says that the factors influencing the overall job satisfaction of National Tax Officials were founded as‘work amount and length’,‘task capability of superiors’,‘friendship between co-workers' and‘promotion and personnel transfer’factor. This means that Korea National Tax Service can increase the overall job satisfaction of members of the organization by enhancing satisfaction with these factors. And the job satisfaction was statistically higher in GroupⅠ(PSM is above the average) than GroupⅡ(PSM is below the average). In addition, there were the differences in the factors affecting the job satisfaction of National Tax Officials depending on their PSM. ‘Promotion and personnel transfer’factor affected the overall job satisfaction in GroupⅠ. But‘Friendship between co-workers’factor affected the overall job satisfaction in GroupⅡ. ‘Work amount and length’ factor affected the overall job satisfaction in both GroupⅠ and GroupⅡ. 본 연구의 연구목적은 일선 세무서에 근무 중인 국세공무원들을 대상으로 국세공무원의 직무만족에 영향을 미치는 요인을 파악하여 이를 충족시킴으로써 납세자에게 질 높은 국세행정서비스를 제공하고자 함에 있다. 이러한 연구를 통하여 일선 세무서에서 근무 중인 국세공무원의 직무만족을 높일 수 있는 정책적 제언을 제시하고자 한다. 이를 위해 첫 번째로 국세공무원의 직무만족 요인을 몇 개의 영역으로 묶어서 각 영역별로 현재 얼마나 만족하는가를 측정하고자 한다. 두 번째로 현재 업무에 대한 전반적인 만족도를 측정하고자 한다. 세 번째로 각 요인별 직무만족(독립변수)과 전반적 직무만족(종속변수)과의 관계를 파악하고자 한다. 또한, 공공부문 종사자의 직무만족에 영향을 미치는 것으로 연구된 공공봉사동기에 따라 직무만족 영향 요인에 차이가 있는지를 파악하고자 한다. 이를 근거로 국세공무원의 전반적인 직무만족에 영향을 미치는 요인들을 실증적으로 분석할 수 있다. 이에 국세청은 이러한 영역에서 구성원의 직무만족을 높임으로써, 궁극적으로 서비스기관으로서 질 높은 국세행정서비스를 납세자에게 제공할 수 있을 것이다. 본 연구에서는 인천·부천·김포·시흥 지역에 위치한 세무서에 근무 중인 국세공무원들을 대상으로 설문조사를 실시하였다. 자료분석 결과 우선, 국세공무원의 전반적 직무만족에 영향을 미치는 요인은 6개로 압축되었다. 이러한 6가지 요인 중 ‘업무량과시간’, ‘상사의능력’, ‘동료간친밀성’, ‘승진및인사’요인은 국세공무원의 전반적 직무만족에 유의적인 영향을 미쳤다. 이에 국세청은 이 부분에서 구성원의 직무만족을 높임으로써, 궁극적으로 전반적인 만족도를 높일 수 있을 것이다. 그리고 공공부문 종사자의 독특한 개인적 특성인 공공봉사동기가 평균 이상인 국세공무원의 요인별․전반적 직무만족도는 평균 미만인 국세공무원들 보다 높았으며 통계적으로도 유의한 차이를 보였다. 또한, 공공봉사동기 수준에 따라 직무만족에 영향을 미치는 요인에는 차이가 나타났다. 공공봉사동기 수준이 평균 이상인 집단의 경우 ‘승진및인사’ 요인이 평균 미만인 집단의 경우 ‘동료간친밀성’ 요인이 전반적 직무만족에 영향을 미쳤으며, ‘업무량과시간’ 요인은 두 집단 모두에서 유의한 영향을 미치는 것으로 나타났다. 이에 국세청은 조직 구성원의 공공봉사동기를 높이는 데 노력해야할 뿐만 아니라, 조직 구성원들의 공공봉사동기 수준에 따라 ‘승진및인사’ 또는 ‘동료간친밀성’ 요인에 대한 맞춤형 인사정책을 검토해 볼 필요가 있다.

초등학교 영양사의 직무수행도와 직무만족도

박은정,김기남 대한영양사협회 2002 대한영양사협회 학술지 Vol.8 No.2

The purpose of this study is to gather basic data on dietitian's general characteristics, working conditions, job achievement and job satisfaction. Thereby, a formulation can be worked out to improve dietitian's job achievement and satisfaction. The study was conducted during one week period, spanning July 23 to July 30, 1998. The method of the study was to distribute 560 questionnaires to the primary school dietitians working in the city of Tae Jun, located in Choong-Cheong Province. Out of 560 questionnaires that was distributed, 327 were returned. Moreover, 318 out of 327 questionnaires that was returned was valid enough to be processed by the SAS Program. About sixty percent of the respondents(61.1%) indicated that they were between 26 to 30 years old. Moreover, approximately half of the respondents(48.7%) were unmarried. In terms of the level of education, the bachelor's degree was reported as the most common education level(56.3%), while 3.8% of the participants reported achieving graduate degrees. The number of years in working in the profession ranged from 2 to 5 years. Furthermore, approximately 74% of the respondents indicated that, on average, they earned over \800,000 per month. In terms of the type of the school setting, 52.8% of the respondents worked in the urban setting, whereas, 60.0% worked in the rural school setting. Of these schools, about thirty eight percent(38.7%) of the schools were relatively small sized schools(400 students or less). In terms of dietitian's sense of job satisfaction, the areas that showed relatively high level of satisfaction was in the menu control work(3.90) and purchase control work(3.90). However, appallingly low job satisfaction was indicated in the areas of personnel management(2.96%), and nutritional education and counsel(2.73%). Furthermore, job satisfaction varied greatly depending on age, wage, type of the food service, and type of school. The highest satisfaction was indicated in the areas of supervisory position(3.42), work itself(3.31%), co-workers(3.11). Other facets that led to job satisfaction were periodic wage increase(2.19%) and promotion opportunities(2.79%). In conclusion dietitian's job achievement showed significant correlation with job satisfaction. The study suggests that, in order to improve the overall job satisfaction of the dietitians, it is necessary to improve the working conditions of dieticians in primary schools. Secondly, there is a necessity for improving the status of the dietitians by raising the salary and treating the dietitians with the same level of respect in comparison with teachers or executive officials. Finally, another way of raising the job satisfaction of the dietitians is to provide opportunity for continuing education. So that, they can further their career in their chosen field.

요양보호사의 직무스트레스가 직무만족도에 미치는 영향-노인장기요양시설 근무자 대상-

박민선 ( Min Sun Park ),정재필 ( Jae Pil Jung ) 한국노인의료복지학회 2010 노인의료복지연구 Vol.2 No.1

Senior care issue has become a social topic as more women are involved with economic activity and medical technology develops according to industrialization of Korea. In addition, as aged population with chronic diseases increase, senior support issue has developed from a family (personal) issue to a national issue, and long-term care for the old commenced in July 2008. Therefore, old people who cannot live daily life alone can get a care at a professional institute, which is expected to greatly influence a direct carer. Accordingly, the current study aims to examine the relationship between job stress and job satisfaction of care managers who provide professional cares to the old in order to enhance efficiency of job satisfaction, and improve life satisfaction and quality of life of the old by increasing job satisfaction. The following are study results. First of all, it was found that job satisfaction of the subjects was relatively high and job stress level was average. In addition, among their job stress factors, factor for personal role factor and routine duty and relationship with client factor were highest. Secondly, it was found that there was no difference in job satisfaction by personal characteristics such as sex, marital status and the number of patients they are in charge of. Thirdly, in the relationship with job stress according to personal characteristics, there was no statistically meaningful difference in job stress by sex, age, marital status and reasons for working. However, as for difference in subordinate variables of job stress by age, it was found that a young-aged group presented higher stress level than an old-aged group in relationship with coworkers and relationship with senior workers. Also among subordinate variables according to reasons for working, factor for personal role factor and routine duty, relationship factor with facility and senior workers and relationship factor with coworkers except relationship with clients presented possibilities as influential factors on job stress. On the other hand, it was found that subordinate variables for job stress according to educational background and the number of patients in charge of meaningfully influenced. It was observed that a highly educated group showed significantly higher stress in the subordinate variables for job stress except relationship with clients, while the order of the subordinate variables influencing job stress was relationship with coworkers, relationship factor with facility and senior workers, and factor for personal role factor and routine duty. Although the number of patients in charge didn`t make significant difference in the whole job stress, among the subordinate variables for job stress, there was significant difference in the order of relationship factor with facility and senior workers, and relationship factor with personal and routine duty factor. In addition, from the post-test, it was found that there was no meaningful difference among care managers in charge of 3, 4 or 5 patients, but stress level was high if they are responsible for more than 10 old people. Fourthly, there was statistically significant difference in job satisfaction by job stress. That is, a group with low job stress presented higher job satisfaction than the high job stress group, showing negative(-) relationship presented in prior studies. In addition, multiple regression for job satisfaction having the whole job stress as a dependent variable showed that job satisfaction becomes lower as the whole job stress becomes higher. In the current study, the relationship between job stress and job satisfaction in age and educational background also presents negative(-) relationship. That is, an old-aged group showed higher job satisfaction and lower job stress than a young-aged group, while a low-educated group showed higher job satisfaction and lower job stress than a highly-educated group. The study made several suggestions for follow-up studies on the basis of the above study results. First of all, studies on care managers, sick nurses and life assistants are not sufficient. Therefore, it is necessary to continuously conduct studies on care managers whose name was unified after the long-term care insurance for the old. Secondly, the current study is not enough to be generalized as a study on all the care mangers because of the regional limit. Hence, a study on job stress and job satisfaction factors for all the care mangers is required. Thirdly, factors for job stress and job satisfaction are complicated and various by prior studies. Accordingly, it is needed to find out other factors that are not dealt with in the current study and seek measures to improve job satisfaction of care mangers. Fourthly, according to the current study, factor for personal role factor and routine duty among job stress factors influencing job satisfaction affects various aspects. Since the history of the long-term care insurance for the old is short and it is in the middle of transitional process, it is necessary to try to verify effectiveness of the system and settle the system through continuous study in the future. Fifthly, according to the study, it was found that the old-aged group showed higher job satisfaction. On the basis of tile result, job creation effect can be expected by reinforcing job training for those in 40s and 50s. Therefore, it seemed that studies on job adjustment and job guidance according to physical changes by age are required.

직무만족도가 후속출산계획에 미치는 영향: 관리자 직급의 취업모를 중심으로

이채리,장경은 한국아동학회 2022 아동학회지 Vol.43 No.4

Objectives: The study has two goals: First, it explores the effects of working mothers’ (in managerial positions) job satisfaction on their subsequent childbirth plans . In addition, it identifies the differential impact of working mothers’ job satisfaction on their future childbirth plans according to their job satisfaction type. Methods: This study used data from the Korean Women Manager Panel (2020). Research participants include 573 working mothers between their 20s and 40s who are managers and have one child. Working mothers’ job satisfaction was assessed using the Job Satisfaction Measurement Scale. This instrument comprises sub-factors including wage, working hours, work and life balance, promotion, senior, and job. Data were analyzed using cluster and logistic regression analysis. Results: The cluster analysis results suggested three clusters: Job Satisfaction Type, Job Dissatisfaction Type, and Selective Job Satisfaction Type. Additionally, job satisfaction’s effect on mothers’ subsequent childbirth plans was significant only for mothers in the Job Satisfaction group. In contrast, the impact of job satisfaction on future childbirth plans was not significant in working mothers in other groups. Conclusion: This study confirmed the differences in the effects of working mothers’ (in managerial positions) job satisfaction types on their subsequent childbirth plans. Notably, this study identified discrete groups of working mothers according to their job satisfaction. Furthermore, its findings revealed patterns of changes related to job satisfaction in their subsequent childbirth plans.

직무만족의 측정도구에 대한 개요와 활용방안

이영면(Young-Myon Lee) 한국인사ㆍ조직학회 2007 인사조직연구 Vol.15 No.3

본 논문은 그 동안 경영학, 특히 인사조직분야에서 가장 많이 활용되어 온 직무 만족에 대한 측정도구를 정려한 논문이다. 직무만족은 조직구성원의 직무에 대한 만족도를 측정하는 변수로 중요하게 안정되고 오랫동안 활용되어 왔으나 그럼에도 불구하고 아직도 국내에서 공식적으로 인정받고 활용되고 있는 측정도구는 없다고 할 수 있다. 이러한 이유로 국내에서 수행된 직무만족도에 대한 실증연구는 외국에서 개발된 측정도구를 충분한 검토 없이 활용하고 있어서 이를 바탕으로 한 실증연구결과에 대해 신뢰성과 타당성을 인정하기 어려운 상황이다. 구체적으로 우선, 외국에서 주로 영어를 바탕으로 개발된 측정도구에 대해 충분한 타당성을 검토하기 위한 번역과정을 생략함에 따라 그 결과를 인정하기 어려운 면이 있다. 또한 원래의 측정요인이나 측정문항수를 임의로 변경함에 따라 새롭게 필요한 신뢰성이나 타당성을 확인하는 작업도 생략된 연구가 많다. 마지막으로 외국의 측정도구에 대응해 국내의 조직구성원에 대한 측정도구를 개발하려는 노력도 미흡하다고 하겠다. 본 논문에서는 그 동안 외국에서 개발되어 널리 활용되어온 직무만족에 대한 측정도구를 정려하여 제시하고 측청도구의 신뢰도와 타당도를 중심으로 활용에 필요한 사전정보를 제공하였으며 이는 국내에서 측정도구를 활용하기 위한 출발점이 될 것으로 생각된다. 특히 외국 측정도구의 번역, 측정요인과 측정문항수, 그리고 국내에서 측정도구를 개발해가는 과정에서 검토해야 할 사항을 구체적으로 제시하고자 하였다. Researches on job satisfaction in Korea have invariably used measures developed in Western countries, without giving serious consideration as to issues of reliability and validity of measures used in a foreign context. Such practice can lead to wrong interpretations of empirical research results on job satisfaction and its relationship with other variables. This paper first presents the current state of research on job satisfaction measures in Korea. Out of 296 researches, 31 researches measured overall job satisfaction although many of them did not provide the sources of those measures quoted. Researches done in other countries on job satisfaction in 2003 and 2004 were also surveyed, using EbscoHost. Forty-five papers out of 257 using job satisfaction measures referred the sources and questionnaires of job satisfaction. Thirty-one papers used overall measures on job satisfaction. A recent trend in using measures for overall job satisfaction in those empirical analyses was explained and summarized. The next step of this paper is to organize and present the commonly used job satisfaction measures. Some measures presented here in the appendix include only a couple of example questions because of copyrights. This, however, is an effort to improve the process of measuring job satisfaction by presenting well-known and frequently used measures on job satisfaction. Overall job satisfaction measures presented here include those developed by Hoppock (1935); Brayfield & Rothe (1951) [Job Satisfaction Index, JSI]; Bullock (1952); Weiss et al.(1967) [Minnesota Satisfaction Questionnaire, MSQ]; Taylor & Bowers (1972); Hackman & Oldham (1975); Quinn & Staines (1979); Cammann et al.(1979) [Michigan Organizational Assessment Questionnaire, MOAQ]; Vroom (1960) [Attitude towards the Job]; Warr, Cook, and Wall (1979); and Ironson et al.(1989) (Job in General, JIG). Most of facet-only job satisfaction measures are not presented here due to the limitation on space. Those measures are the next research topic for the author. Discussions on reliability and validity for each measure are collected from books and papers and presented. Some are provided by the measure developers and some by users. All of the measures presented here have shown at least the acceptable level of reliability and validity. This explains why these measures have been used for decades. However, a caution is called for when these measures are going to be used in Korean context. Although strictly facet-only job satisfaction measures had to be omitted here, facet-based overall job satisfaction measures are presented. These measures are composed of several different facets to measure the overall job satisfaction. Five facet-specific overall job satisfaction measures are presented and compared with each other. They include measures developed by Weiss et al.(1967) [Minnesota Satisfaction Questionnaire, MSQ); Smith, Kendall, & Hulin (1969) [Job Description Index, IDI]; Hackman & Oldham (1975) [Job Diagnostic Survey, IDS]; Spector (1985) [Job Satisfaction Survey, JSS]; Smith (1976) [Index of Organizational Reactions, lOR] and the Index for Organizational Health and Personnel Management (IOHPM). Comparing facet-based measures of the kind I present with facet-only measures would be good research topic, since the researches using facet-based measures are increasingly in demand. We may use existing measures in research in the Korean context. We may, however, try developing new measures on our own. When existing measures are used, the translation should be done accurately and rigorously, while issues such as reliability and validity of original measures need to be given sufficient consideration. Copyright is also an important matter to be considered. In developing new measures on our own, surveys and survey processes should be devised in such a way that respondents can feel

피부관리사의 직무환경과 직무만족도가 직업의식에 미치는 영향

전승신 한국피부과학연구원 2008 대한피부미용학회지 Vol.6 No.4

In this study we attempted to grasp the general property of skin care specialists and their job satisfaction in the job environment and analyze how the influences thereby have effects upon the professional sense. The results of the analysis are as follows. Firstly, it was known that the measures against stress are gentle with a high career, and that the sense and satisfaction as to the job are high as a professional knowledge increases. Secondly, there appeared some difference in the satisfaction of working conditions and the separation disposition with age, and the satisfaction with working conditions of 20s was lower than that of 30s, but the separation disposition was higher. Thirdly, the result of the analysis on the hypothesis ‘Skin care specialists' job sense will show the difference according to the general features’ showed that it expressed a meaningful difference according to age, marriage status, school background, career. Fourth, as the result of the verification of the hypothesis ‘Skin care specialists' job environment will affect their stress', it was shown that the higher skin care specialists' job aptitude and level of stability sense are, the lower the job stress is, and it was also known that the higher skin care specialists' level of remuneration is with a proper job volume, the lower skin care specialists' social psychological stress becomes. Fifth, the hypothesis ‘Skin care specialists' job environment will affect their job satisfaction’ expressed the result that the higher the remuneration level gets and the higher the job aptitude and the stability level are, the higher skin care specialists' satisfaction with working conditions gets, and the higher compensation level and the job aptitude and stability level are, the higher their satisfaction with the job itself and human relations become accordingly. Finally, it was shown that the higher skin care specialists' job itself and human relations are, the higher the level of their professional sense becomes, and that the higher skin care specialists' satisfaction with job itself and human relations are with a frequent separation disposition, the higher the pride over the job and the will of continuous service become, so we could know that it should be necessary to pursue the method to lift skin care specialists' job satisfaction. In this study we attempted to grasp the general property of skin care specialists and their job satisfaction in the job environment and analyze how the influences thereby have effects upon the professional sense. The results of the analysis are as follows. Firstly, it was known that the measures against stress are gentle with a high career, and that the sense and satisfaction as to the job are high as a professional knowledge increases. Secondly, there appeared some difference in the satisfaction of working conditions and the separation disposition with age, and the satisfaction with working conditions of 20s was lower than that of 30s, but the separation disposition was higher. Thirdly, the result of the analysis on the hypothesis ‘Skin care specialists' job sense will show the difference according to the general features’ showed that it expressed a meaningful difference according to age, marriage status, school background, career. Fourth, as the result of the verification of the hypothesis ‘Skin care specialists' job environment will affect their stress', it was shown that the higher skin care specialists' job aptitude and level of stability sense are, the lower the job stress is, and it was also known that the higher skin care specialists' level of remuneration is with a proper job volume, the lower skin care specialists' social psychological stress becomes. Fifth, the hypothesis ‘Skin care specialists' job environment will affect their job satisfaction’ expressed the result that the higher the remuneration level gets and the higher the job aptitude and the stability level are, the higher skin care specialists' satisfaction with working conditions gets, and the higher compensation level and the job aptitude and stability level are, the higher their satisfaction with the job itself and human relations become accordingly. Finally, it was shown that the higher skin care specialists' job itself and human relations are, the higher the level of their professional sense becomes, and that the higher skin care specialists' satisfaction with job itself and human relations are with a frequent separation disposition, the higher the pride over the job and the will of continuous service become, so we could know that it should be necessary to pursue the method to lift skin care specialists' job satisfaction.

Effects of Teachers’ Job Satisfaction on Quality Management in Secondary Special Education Programs of Students with Intellectual Disabilities

박영근,John L. Hosp 한국특수교육학회 2016 특수교육학연구 Vol.50 No.4

The purpose of this study was to investigate job satisfaction of secondary special education teacher and verify how the job satisfaction of secondary special school teachers of students with intellectual disabilities (ID) influences the current status of implementing quality secondary special education programs in Korea. The participants in the study were 110 special school teachers working with students with ID in Daegu, Kyungbuk, Ulsan, Kyungki, and Busan, Korea. For the data collection, modified Smith Teacher Intent to Stay Inventory, the Smith Teacher Job Satisfaction Scale, and Proposed Standards for Evaluating the Quality of Secondary Special Education Programs was used. Descriptive statistics, ANOVA, correlation, regression were used for data analysis. Special school teachers’ overall job satisfaction is highest with the school environment and lowest with professional development opportunities. In addition, teachers’ overall intrinsic job satisfaction is higher than extrinsic job satisfaction. There were statistically significant differences of intrinsic, extrinsic, and overall job satisfaction domains among teacher groups divided by grade level taught, years of teaching, and degree held. As a results of correlation test, there were a significant positive correlation between 1) extrinsic job satisfaction and intrinsic job satisfaction, 2) overall five job satisfaction domains and the quality of program, and 3) extrinsic job satisfaction and the quality of program. Finally, a regression test indicate that the satisfaction level with working environment and extrinsic job satisfaction influence the current job performance for managing quality secondary special education program. Implication and suggeston of this study are discussed.

잡 크래프팅(Job Crafting)이 경력만족 및 직무만족에 미치는 영향 - 개인-직무 적합성의 매개효과 -

안혜련,곽선화,Hyeryeon An,Sunhwa Kwag 부산대학교 경영연구원 2023 Journal of East Asia Management Vol.4 No.2

This study analyzes the effect of job crafting behavior on career satisfaction and job satisfaction that allows active participants to perform their jobs in a work environment where autonomy and delegation are emphasized, and how the degree of person-job fit plays a role in the relationship between the three variables. The results of an empirical analysis of 360 employees of domestic companies are as follows. First, job crafting was found to have a positive (+) effect on career satisfaction and job satisfaction, respectively, confirming the importance of job crafting in a situation where the work environment changes rapidly. Second, job crafting was found to have a positive (+) effect on desire-supply fit and ability-demand fit, respectively, which are components of person-job fit. This means that person-job fit can be improved through task, cognitive, and relationship crafting. Third, it was found that desire-supply fit and ability-demand fit had a positive (+) effect on career satisfaction and job satisfaction. This means that the higher the person-job fit the more satisfied the career and job. Finally, desire-supply fit has a partial mediating effect in the relationship between job crafting, career satisfaction, and job satisfaction and ability-demand fit has a partial mediating effect in the relationship between job crafting, job satisfaction. In summarizing the above research results, this study suggested in a changing organizational environment that it is necessary to provide individual active work performance (job crafting) opportunities for career satisfaction and job satisfaction, and that it is important to create an organization's support environment to enhance person-job fit.