골프장 캐디들의 직무교육을 통한 직무만족 및 조직충성도에 관한 연구 = The research on work satisfaction and job loyalty through the Golf caddie's work related Education.

다국어 초록 (Multilingual Abstract)

This research focuses on the effect of work related education to employee work satisfaction and job loyalty. 368 incumbent golf caddie’s in the Busan area participated in the research. Single regression analysis was applied to scrutinize the connection among job loyalty, work education and satisfaction, and the relationship between work education and work satisfaction on the basis of demographics. In addition, multiple regression analysis was applied to examine the direct relationship between the work satisfaction and job loyalty. The conclusions are as follows.

First, on the basis of demographics, there is no distinct difference in the quality and the amount of work education which the participants received to fulfill the required duty. However, there was a notable change in the relationship between the participants’number of years in the service and their required professional knowledge necessary to successfully carry out the responsibility. For instance, the longer a caddie worked at one place, the more his or her professional knowledge regressed. Therefore, the employer needs to enforce reeducation program based on employees’service year. Furthermore, this reeducation program is necessary not just to offer needed professional information to caddies; it would alsoprovide higher and more satisfactory service to customers who utilize the facility and enjoy the program of golf.

Second, the level of one’s educational background and the amount of income play a big role on employee’s work satisfaction. The participants with relatively higher educational background tend to show lower work satisfaction because they feel they are not adequately compensated for their qualification. On the other hand, there is no direct relationship between the increase in salary and the increase in work satisfaction. In many cases, increased salary does not necessary boost up the employees’work satisfaction because the number of years participants served at the workplace was not reflected realistically on their salary increase. Therefore, along with the change in employee welfare, a financial incentive is need to increase employees’ work satisfaction.

Third, the participants’ intention to change their career or the workplace was high due to the poor working environment and low income. In addition to poor working environment, participants are also exposed to variety of other job related stresses such as the relationship with customers and employer.
The usual consequence of employees’work unhappiness is either the change of career or the workplace. Therefore, in order to prevent employees from leaving the workplace or changing the career, employer needs to provide more substantial and realistic remedy, such as a financial incentive, to compensate the poor working environment and the other job related stresses from which employees suffer.

Fourth, there is a strong relationship between work education and employees’ work satisfaction. For instance, the participants who received necessary work related education showed much higher job satisfaction than those who did not. Work education offers professional information which is necessary for caddies to fulfill the occupational responsibility. Those whofollowed the instructions showed positive attitude toward the job because they could enhance their level of performance, and thus, provide more qualified services to customers. Therefore, in order to increase employees’work satisfaction, employers need to offer continuous and properly programmed job related education to their employees.
Fifth, employees’ job satisfaction directly influences their loyalty to the workplace. For instance, the participants with high job satisfaction showed low intention of changing the career or the workplace. And hence, they were more loyal to the workplace and their given duties. However, under the current golf service system, it is simply a matter of time for caddies to leave the workplace or consider the career change. Therefore, in order to increase the employees’job satisfaction and their loyalty to workplace, employers need a constant effort to communicate with their employees and listen to their needs.

목차 (Table of Contents)

• Ⅰ. 서론 1
• 1. 연구의 필요성 1
• 2. 연구목적 5
• 3. 연구문제 5
• 4. 연구의 제한점 6
• 5. 연구모형 6
• Ⅱ. 이론적 배경 7
• 1. 골프장 7
• 2. 캐디 13
• 3. 직무교육 22
• 4. 직무만족 25
• 5. 조직충성도 27
• III. 연구방법 31
• 1. 연구대상 31
• 2. 측정도구의 타당성 및 신뢰성 검증 33
• 3. 자료수집 36
• 4. 자료분석 36
• IV. 연구결과 37
• 1. 인구통계학적 특성에 따른 직무교육의 차이 37
• 2. 인구통계학적 특성에 따른 직무만족의 차이 38
• 3. 인구통계학적 특성에 따른 조직충성도의 차이 44
• 4. 직무교육이 직무만족에 미치는 영향 47
• 5. 직무만족이 조직충성도에 미치는 영향 49
• V. 논의 52
• VI. 결론 및 제언 56
• 1. 결론 56
• 2. 제언 58
• 참고문헌 59
• 부록 64