노인요양시설 종사자의 직무스트레스와 시설장의 리더십이 조직유효성에 미치는 영향

국문 초록 (Abstract)

노인장기요양보험제도를 성공적으로 정착을 시키기 위해서는 노인요양시설에 종사하는 인력의 중요성이 매우 크다. 본 연구의 목적은 노인요양시설 종사자의 직무스트레스와 시설장의 리더십이 조직유효성에 미치는 영향에 대해 실증적으로 알아보고, 이를 토대로 조직유효성을 높이기 위한 방안을 모색하는데 있다.
이러한 연구의 목적을 수행하기 위해 조사대상자는 노인장기요양기관중에서도 노인요양시설에서 6개월 이상 요양서비스 업무를 수행한 종사자 214명을 대상으로 설문지를 통한 서베이를 실시하였으며, 수집된 자료들은 Windows용 SPSS 18.0 패키지를 사용하여 분석하였다.본 연구의 분석결과를 요약하면 다음과 같다.
첫째, 종사자의 직무스트레스, 시설장의 리더십과 조직유효성 간의 상관관계를 살펴보면, 직무스트레스와 조직유효성 사이에서는 전체적으로 부(-)적인 상관이 있는 것으로 나타났으며, 시설장의 리더십과 조직유효성간의 관계는 전체적으로 정(+)적인 상관이 있는 것으로 나타났다.
둘째, 직무스트레스와 시설장의 리더십이 조직유효성에 미치는 영향을살펴보면, 직무스트레스 모든 하위요인이 조직유효성에 영향을 미치는 것으로 나타났다. 또한, 시설장의 리더십을 투입하여 살펴보았을 때, 시설장관계, 동료관계 스트레스는 완화되는 것으로 나타났으나, 업무/역할, 클라이언트 관계 스트레스는 더 많은 영향을 미치는 것으로 나타났다.
셋째, 직무스트레스와 시설장 리더십이 조직몰입에 미치는 영향을 살펴보면, 시설장관계, 업무/역할, 동료관계 스트레스가 높을수록 조직몰입이 낮아지고, 클라이언트관계 스트레스가 높을수록 조직몰입은 높아지는 것으로 나타났으며, 시설장 리더십의 하위요인 중 변혁적 리더십은 조직유효성에 정(+)적 영향을 미치는 것으로 나타났다.본 연구결과를 토대로 구체적인 방안을 제시하면 다음과 같다.
첫째, 조직은 시설장 리더십 중에서도 변혁적 리더십을 통하여 조직 내에서 동호회 및 팀별 연수 등 다양한 프로그램을 개발하여 조직 내 분위기를 전환하여 조직유효성을 높일 수 있도록 한다. 업무/역할 스트레스를 다스리기 위해서는 과중한 업무부담 줄이고 업무를 분장을 통하여 업무에 대한 부담감을 줄이고 효율성을 증가시키는 방안을 제시하도록 한다.
둘째, 종사자 일인당 과중한 업무 부담보다는 개인의 능력과 팀별과제를 통하여 업무량을 줄이고 서비스 질을 향상시킬 수 있도록 업무/역할, 동료관계, 시설장관계에 대한 스트레스를 관리할 필요가 있고, 조직구성원이 조직에 몰입을 할 수 있도록 환경개선이 필요하다고 본다. 본 연구의 한계점은 다음과 같다.
첫째, 본 연구의 대상자는 노인요양시설의 종사자로 한정되어 있다. 후속 연구에서는 다양한 분야의 업무환경이나 업무종류에 대한 차이가 있기 때문에 재가복지센터, 주간보호센터 등 다방면에서 연구를 할 필요가 있다.
둘째, 본 연구에서는 위계적 회귀분석을 통하여 연구하였으나, 다양한 연구방법을 추가로 검증하여 조직유효성의 증가를 위하여 다양한 방법을찾고 제시할 필요가 있다.

다국어 초록 (Multilingual Abstract)

Successfully settled long term care insurance for the elderly in order
to see the importance of the workforce engaged in a care facility for
the elderly is very high. The purpose of this study empirically to find
out about the impact on elderly care facility workers of job stress and
the leadership of the Principals on Organizational Effectiveness, and
based on this, is to find ways to improve organizational effectiveness.
In order to carry out the purposes of this research, Survey among
elderly long-term care institutions, care facilities for the elderly care
services for more than six months do business workers 214 patients
was conducted through a questionnaire survey, the data collected using
the SPSS 18.0 for Windows package was analyzed.
The results of this study can be summarized as follows.
First, from the correlation between job stresses of workers,
leadership of super intendant and organizational effectiveness, there was
minor (-) correlation between job stress and organization effectiveness
but the overall positive (+) correlation between the leadership of
principals and organizational effectiveness was shown.
Second, the impact of job stress and leadership of super intendant on
organization effectiveness showed that sub-factor of job stress
influences on organization effectiveness. And if leadership of principals
was put in, super intendant relationship and peer relationship stress
were found that being mitigated, on the other hand, business/role, client
relationship stress were affected more.
Third, super intendant relationship, business/role and peer relationship
stress was higher, organizational commitment was lower, but client
relationship stress was higher, organizational commitment was
increased. It showed that one of sub-factors ‘transformational leadership’
in super intendant leaderships has positive (+) impacts on organization
effectiveness.
Specific plan based on the results of this study is as follows.
First, organization should develop a variety of programs like club
and team training to improve organization effectiveness by changing of
atmosphere in organization through transformational leadership. In order
to control business/role stress, heavy workload should be reduced, and
the burden on business is needed to be lessened to increase work
efficiency through division of functions

목차 (Table of Contents)

• Ⅰ. 서론 ·······························································································1
• 1. 연구의 필요성 ··········································································· 1
• 2. 연구의 목적 ·················································································3
• Ⅱ. 이론적 배경 ·················································································5
• 1. 노인요양시설과 종사자의 특성 ···············································5
• 1) 노인요양시설의 이해 ·······························································5
• 2) 노인요양시설 종사자의 업무의 목적과 역할 ·····················6
• 3) 노인요양시설 종사자의 현황과 문제점·································7
• 2. 직무스트레스 ···············································································8
• 1) 직무스트레스의 개념 ·······························································8
• 2) 직무스트레 요인·······································································11
• 3. 리더십 개념과 특성···································································12
• 1) 리더십의 개념과 이론·····························································12
• 2) 변혁적 리더십···········································································16
• 3) 거래적 리더십···········································································20
• 4) 변혁적 리더십과 거래적 리더십 비교·································22
• 4. 조직유효성 ·················································································23
• 1) 조직유효성 개념·······································································23
• 2) 조직유효성 관련 주요 변수 ···················································24
• 5. 선행연구 고찰 ·············································································26
• 1) 직무스트레스와 조직유효성 관계 ···········································26
• 2) 리더십과 조직유효성 관계 ·······················································27
• Ⅲ. 연구방법·······················································································31
• 1. 연구모형·······················································································31
• 2. 연구대상·······················································································32
• 3. 측정도구·······················································································33
• 1) 직무스트레스·············································································33
• 2) 리더십·························································································33
• 3) 조직유효성 ·················································································34
• 4. 자료분석·······················································································35
• Ⅳ. 조사결과 및 분석 ·································································36
• 1. 응답자의 인구사회학적 특성 ···············································36
• 2. 주요 변수들의 기술통계·························································38
• 3. 직무스트레스와 시설장 리더십이 조직유효성에 미치는 영향 ····· 40
• 1) 직무스트레스, 시설장 리더십과 조직유효성의 상관관계······· 41
• 2) 직무스트레스와 시설장 리더십이 조직유효성에 미치는 영향···· 44
• V. 논의 및 결론··································································