고용형태의 차이가 직무만족에 미치는 영향분석 : 게임업계 정규직과 비정규직의 직무만족도를 중심으로

다국어 초록 (Multilingual Abstract)

Global game industry has developed remarkably in last 10 years. Game industry has characteristics that it is difficult for a corporate to get guaranteed continuous growth because of rapid changes in games by trend and that there may be big changes in human resources according to success and failure of games. Therefore, most of companies hire research resources to develop a game and operational resources to help customers to use the developed game as casual workers first and then change the employment type to regular workers later.
Accordingly, in this study, we tried to find the method to improve job satisfaction by identifying the difference in job satisfaction according to employment type of workers in game industry.
For the purpose of this study, the following goals were set.
First, is there difference in job satisfaction between regular workers and casual workers? Second, what effects does the employment type change from casual workers to regular workers on job satisfaction? Third, how are personal characteristics of regular workers and casual workers distributed? Fourth, we tried to find problems that casual workers have perceive by analyzing their responses in the survey and to propose solutions for those problems.
To analyze detailed contents of the study purpose, we used SPSS 18.0 program and performed descriptive statistics, ANOVA , T‐test, and correlation analysis.
Independent variables were general factors of job satisfaction, promotion probability factors, working condition factors, relational factors with colleagues, seniors and company, and demographic factors, and dependent variable was overall job satisfaction.
Analysis results of this study are as follows.
Job satisfaction factors, promotion probability factors, working condition factors, and relational factors are found to have significantly positive (+) correlation with job satisfaction, and there was no significant difference in job satisfaction between regular workers and casual workers.
Looking into significant difference between genders, it was found that males have significantly more opportunities to show their abilities than females.
Job expertise was higher in regular workers that in casual workers and they had higher satisfaction for their achievements.
The older they were, the higher their job expertise was, while the younger they were, the higher their satisfaction for welfare system of the company was.
It was found that their satisfaction, sense of duty, job expertise, level of showing their abilities, stability and future potentiality of the work, and possibility of growth through job got higher with years of employment. It was also found that the trust on their seniors and friendliness with them were high.
It was shown that they had higher job satisfaction, sense of duty, level of showing abilities, stability and future potentiality of the work when they had earlier conversion to regular workers, and job satisfaction was higher when they had longer period of possible employment.
Accordingly, in this study we proposed how to enhance job satisfaction, how to improve promotion system and working conditions, and the necessity to control HR system or organization according to years of employment.

목차 (Table of Contents)

• 제1장 서 론 1
• 제1절 연구의 배경 및 목적 1
• 1. 연구의 배경 1
• 2. 연구의 목적 2
• 제2절 연구의 범위 및 방법 4
• 1. 연구의 범위 4
• 2. 연구의 방법 4
• 제2장 이론적 고찰 6
• 제1절 고용형태에 관한 이론적 고찰 6
• 1. 고용형태의 유형 6
• 2. 비정규직의 개념 8
• 3. 비정규직의 발생배경 9
• 제2절 IT기업과 게임산업 12
• 1. IT기업의 정의 12
• 2. IT산업의 현황 13
• 3. 게임산업 현황 15
• 제3절 직무만족 18
• 1. 직무만족의 개념 18
• 2. 직무만족의 중요성 19
• 3. 직무만족의 영향요인 20
• 제4절 선행연구의 검토 22
• 1. 직무만족에 관한 연구 22
• 2. 선행연구의 한계와 과제 24
• 제3장 연구설계 26
• 제1절 연구의 분석틀 및 가설의 설정 26
• 1. 연구의 분석틀 26
• 2. 가설의 설정 27
• 3. 변수의 조작적 정의 29
• 제2절 설문의 구성 및 표본 설정 31
• 1. 설문의 구성 및 자료수집 31
• 2. 인구사회학적 특성 33
• 제4장 분석결과 35
• 제1절 일반적 인식조사 35
• 1. 직무만족 요인에 대한 인식 35
• 2. 승진가능 요인에 대한 인식 37
• 3. 근무조건 요인에 대한 인식 38
• 4. 동료․상사․회사와의 관계요인에 대한 인식 40
• 제2절 인구사회학적 특성에 따른 인식차이 분석 43
• 1. 성별에 따른 인식차이 43
• 2. 고용형태에 따른 인식차이 46
• 3. 연령에 따른 인식차이 50
• 4. 근속년수에 따른 인식차이 54
• 5. 급여에 따른 인식차이 59
• 6. 전환시기에 따른 인식차이 60
• 7. 근속가능 기간에 따른 인식차이 62
• 제3절 각 요인과 직무만족도와의 관계 63
• 1. 설문 문항의 신뢰도 분석 63
• 2. 상관관계 분석결과 65
• 3. 가설의 검증결과 68
• 제4절 게임업계 직원의 직무만족 향상 방안 70
• 제5장 결 론 72
• 참고문헌 75
• 부록 : 설문지 81