職務스트레스에 대한 퍼스낼리티의 調節效果 : 大邱地域 金融機關을 中心으로

다국어 초록 (Multilingual Abstract)

A studies on organizational behavior are becoming increasingly important to job stress of employees. The proper stress may make it possible for them not only to have personal but organization development. But the most of stress may negative causes to effective carry out of their organization.
Someone have claimed that stress is to negative (-) associated with job satisfaction [Lyons (1971), Miles (1975), Johnson & Stinsor (1975), Beehr (1976) et. al] and performance [Lowe & Mcgrath (1971)].
However there is no clearly agreement that causes, factors and approach method of job stress, and relative to organizational variables.
The purpose of this thesis is to study job stress of employees and analyse to interaction effects of personality between stress causes and its level.
To accomplish these purposes, this study setting up the hypothesis.
Hypothesis I : Between maturity degree of personality and stress level will have negative correlation.
Hypothesis II : Relation of stress causes and its level will have interaction effects of maturity degree.
Hypothesis III : Relation of stress causes and its level will have significant with demographic traits.
Theoretical model for the empirical study is given in Fig. 1
◁그림삽입▷(원문을 참조하세요)
Fig. 1 Conceptual Framework of the Empirical Study
This study was carried by analysing these questionnaires returned by 249 bankclerks in Taegu.
Statistical significance of the collected data was tested by Correlation and ANOVA analysis at the level of P < 0.05
The results of this study are summarized as follows;
1) Maturity degree of personality have no to negative relation with stress level.
2) Maturity degree of personality related to interaction effects between causes of related job itself and leader and job stress level.
3) Job stress level related to significance with demographic traits.

목차 (Table of Contents)

• 목차
• 第1章 序論 = 1
• 第1節 硏究의 目的 = 1
• 第2節 硏究의 方法과 範圍 = 2
• 第2章 職務스트레스와 퍼스낼리티의 理論的 考察 = 4
• 第1節 職務스트레스의 槪念과 原因 = 4
• 1. 스트레스의 歷史的 背景 = 4
• 2. 職務스트레스의 定義 = 4
• 3. 職務스트레스의 原因 = 7
• 1) 職務特性 要因 = 7
• 2) 職務上의 對人關係要因 = 11
• 3) 組織의 構造 및 特性要因 = 13
• 4) 人口統計的 要因 = 13
• 4. 스트레스와 職務成果間의 關係 = 14
• 5. 스트레스의 症候 = 16
• 第2節 퍼스낼리티의 形成과 成熟理論 = 20
• 1. 퍼스낼리티의 槪念的 定義 = 20
• 2. 퍼스낼리티의 決定要因 = 21
• 3. 퍼스낼리티의 基本特性 = 24
• 4. 퍼스낼리티의 類型과 成熟理論 = 25
• 1) 퍼스낼리티의 成熟理論 = 25
• 2) 퍼스낼리티의 類型과 調節效果 = 27
• 第3章 實證的 硏究의 設計 = 30
• 第1節 硏究模型의 設計 = 30
• 1. 硏究模型 = 30
• 2. 假說의 設定 = 31
• 3. 設定된 變數의 槪念 = 32
• 第2節 祖師의 槪要 = 34
• 1. 標本의 選定 및 特徵 = 34
• 2. 設問의 構成 = 36
• 3. 資料分析 方法 = 37
• 第4章 實證的 硏究의 分析과 論議 = 39
• 第1節 變數間의 相關關係分析 = 39
• 第2節 交互作俑效果의 分析 = 41
• 1. 스트레스와 職務關聯 不滿足間의 成熟度 交互作用 效果 = 41
• 2. 스트레스와 上司關聯 不滿足間의 成熟度 交互作用 效果 = 42
• 3. 스트레스와 同僚關聯 不滿足間의 成熟度 交互作用 效果 = 44
• 第3節 人口統計的 變數와 相關關係分析 = 46
• 1. 年齡과 스트레스 水準間의 分散分析 = 46
• 2. 勤續年數와 스트레스 水準間의 分散分析 = 47
• 3. 敎育程度와 스트레스 水準間의 分散分析 = 48
• 4. 出身地域와 스트레스 水準間의 分散分析 = 50
• 第5章 結論 = 52
• 參考文獻 = 54
• 附錄 = 59
• 英文抄錄 = 60
• 設問紙 = 63