大學行政職員의 職務滿足度에 관한 硏究 = A study about office satisfaction of the Administrative faculties at University

다국어 초록 (Multilingual Abstract)

The purpose of this dissertation is to examine their office satisfaction through practical analyses about office satisfaction of the administrative faculties working in the field of administrative affairs at colleges and office satisfaction from differences among their individual conditions, and suggest efficient programs for improving their office satisfaction,
This paper conducted a questionnaire survey of administrative faculties ranging from the ninth grade to the fourth grade in 9 private colleges in Daegu city and North Kyungsang Province and made a practical analysis about their office satisfaction using 156 recovery questionnaires from them as basic materials.
There can be many factors that can influence their office satisfaction, but the questionnaire survey consists of 27 questions about 6 items such as wages, promotion, personal relations, affairs, welfare systems, and position security. Five personal conditions such as grades, academic backgrounds, sexes, the length of service, and ages are set up, on the assumption that there can be considerable differences of office satisfaction according to personal conditions. The similarities to a population from recovery materials were inspected by the SPSS Program of a statistical package in the field of social science to analyze the satisfaction according to each factor.
The results from office satisfaction of administrative faculties at private colleges and its improvement programs are as follows:
First, their satisfaction with wages was considerably low, and its whole mean of all faculties was 2.71. Especially they feel that their wages are lower than ones at other colleges and it was shown that the appropriateness of an overtime allowance is 2.40, and the appropriateness of wages for a living was 2.64. Accordingly, as a positive countermeasure for keeping proper wages requires, wages should be rationally controlled up to maintain the proper balance among colleges within the financial range that they can allow to provide. Also, the kind and number of an allowance should rationally controlled, and administrative faculties should be given practical benefits by controlling rational wage systems and running them.
Second, the whole mean of satisfaction with promotion was 2.65 and generally lower than
that of wages, and in contrast to it, there are relatively many efforts made for being promoted comparing satisfaction with promotion, which means that administrative employees at colleges are much interested in their promotion. The promotion in the organization such as colleges having strongly conservative and bureaucratic features can be an important factor in satisfaction with official work, and first of all, the authorities of colleges should make an effort to solve the accumulation of personnel management and to lower employees' complaints about their promotion by managing promotion systems fairly and rationally.
Third, the whole mean of satisfaction with personal relations was high showing 3.27 but especially the result of personal relations with students and professors was satisfactory showing 3.56, which means that employees at colleges feel a sense of closeness to their colleagues because of their characteristic organization while they feel a sense of connecting to students and professors. Accordingly, a decision-maker should positively and practically consider their relations with college's employees to enforce a decision- making and its belief much more faithfully, with college's administration. Satisfaction with work was relatively low showing 3.11 for other factors. Because of college organization's strongly conservative features, the education and proposal systems for higher officers and supervisors should rationally be operated to keep active communication between constituent members.
Fourth, the whole mean of satisfaction with factors related with service was high showing 3.17 but satisfaction with factors such as the number of employees and the amount of service was very low, which means that in case of connecting their restructure as a program of rational management, when there is much work to do for the number of employees,
it is difficult for them to carry their duties at such situation. Such restructure can make a
retrenchment in the budget within a short time but has difficulty in planing long-term development
and managing meaningful administration. First of all, the amount of duties to lower grade's employees
should properly be controlled by applying all kinds of programs such as personnel replacement and training
systems suitable for an aptitude, switching jobs, and transference, and also establishing service systems,
service analyses and evaluation rationally. Fifth, the whole mean of satisfaction related with welfare systems
was generally satisfactory showing 3.02, but satisfaction related with leave and award systems was lower showing 2.80.
Incentive systems needed to activate effective administration by receiving each department's monthly plan, project in the future should be introduced. Sixth, the whole mean of satisfaction related with position security was generally nsatisfactory showing 2.74, but the need for the labor union was very high showing 2.15. They feel keenly the necessity of the union in that it can help improve working conditions, welfare systems, and protection of their interests through negotiations with managers. Accordingly, now we should require new examination of three rights to labor in a broad point of view. As mentioned above, a variety of programs for improving office satisfaction of administrative employees at private colleges require being improved in many fields, and we should also make a further effort of active and well-organized studies for reconsidering office satisfaction of administrative employees at private colleges and securing effective administration of colleges.

목차 (Table of Contents)

• 目次
• 第Ⅰ章 序論 = 1
• 第1節 硏究의 必要性 = 1
• 第2節 硏究 目的 = 3
• 第3節 硏究의 對象과 方法 = 4
• 第Ⅱ章 理論的 背景 = 5
• 第1節 大學行政고 行政職員 = 5
• 1. 大學行政 = 5
• 2. 大學行政職員 = 8
• 第2節 職務滿足의 意義 = 10
• 1. 職務滿足의 槪念 = 10
• 2. 職務滿足의 重要性 = 13
• 第3節 職務滿足에 관한 諸 理論 = 14
• 1. 內容理論 = 15
• 2. 過程理論 = 23
• 第Ⅲ章 職務滿足에 대한 實態分析 = 26
• 第1節 分析을 위한 設計 = 26
• 1. 先行硏究分析 및 檢討 = 26
• 2. 分析模型의 定立 = 28
• 3. 調査 設計 = 34
• 4. 資料處理 및 評價方法 = 36
• 第2節 職務滿足水準에 대한 結果分析 = 37
• 1. 職務滿足度에 關한 結合分析 = 37
• 2. 個人的 背景에 따른 職務滿足의 分析 = 40
• 3. 기타 職務滿足 關聯要因 分析 = 53
• 第Ⅳ章 職務滿足에 대한 問題點과 向上方案 = 56
• 第1節 職務滿足 要因別 問題點 = 56
• 1. 報酬 = 56
• 2. 昇進 = 56
• 3. 業務 = 57
• 4. 後生福祉 = 58
• 5. 身分保障 = 58
• 第2節 職務滿足 要因別 向上方案 = 59
• 第Ⅴ章 結論 = 63
• 英文抄錄 = 67
• 參考文獻 = 71
• 設問紙 = 75