• 제목, 요약, 키워드: 조직몰입

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간호사의 임파워먼트${\cdot}$업무관련개인적 특성${\cdot}$업무성과관계 (Analysis of the relationship between the empowerment, the job-related individual characteristics and the work performance of nurses)

  • 양길모
    • 간호행정학회지
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    • v.5 no.1
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    • pp.39-61
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    • 1999
  • This thesis is attempted to ananlyze the relationship between the empowerment in the nursing work environment, the job-related personal charateristics and the nursing job performance according to the individual variables of hospital, age, experience, education, position, practice area, number of nurses in the practice area, number of beds. 'Opportunity', 'support', 'informantion', ,resource' are used as structural factors of empowerment suggested by Kanter's theory of structural power in organization, and 'self-efficacy', 'burnout', 'motivation', 'organizational commitment' are defined as four job-related personal charateristics. The ultimate goal of this study is to find out the work effectiveness of the structural factors of empowerment and the job-related personal charateristics. The basic data consists of two sets of questionaires. One is the self-reporting quetionaires for the staff nurses and the other one is questionaires answered by nursing managers. The latter is designed to objectively measure the job performance. A total of 523 items of data are collected randomly from nursing population of 7 different university teaching hospitals in Seoul metropolitan area. The data were analyzed mainly using descriptive statistics, correlation analysis. ANOVA, and Duncan test according to the various purposes of the analysis. The main results of this study are as follows : 1. The mean score of four structural empowerment factors are ranked by support, opportunity, resource, and information. And among the four job-related personal charateristics self-efficacy factor shows especially high score. 2. The results of the correlation analysis between the empowerment factors and the job-related personal charateristics are as follow: 1) The 'opportunity' factor is correlated with organizational commitment' (r=.37), 'motivation' (r=.36), 'burnout' (r=-.17), and (r=.09). 2) The 'information' factor is correlated with 'organizational commitment' (r=.44), 'motivation' (r=.39), 'burnout' (r=-.24), and 'self-efficacy' (r=.17), 3) The 'support' factor is correlated with 'organizational commitment' (r=.47). 'motivation' (r=.42), 'burnout' (r=-.24), and 'self-efficacy (r=.20), 4) The 'resource' factor is correlated with 'burnout' (r=-.28), 'organizational commitment' (r=.26), and 'motivation' (r=.26), 3. The job performance are correlated with 'motivation' (r=.24) , 'self-efficacy' (r=.16), 'burnout' (r=-.16) and 'organizational commitment' (r=.12), 4. The job performance are correlated with' support' (r=.17), 'information' (r=.12) 'opportunity' (r=.10), 5. The result of ANOVA for analysing the relationship between the structural factors of empowerment and individual variables shows that the level of empowerment are significantly different by the variables such as 'hospital' and 'the number of beds in the practice area'. In summary, there were several findings in this study, First, the structural factors of empowerment defined as opportunity, support, information are significantly correalted with the job-related personal charateristics that are supposed to relate to the level of job performance. These results support the basic hypothesis suggested by Kanter's theory and implies that for improving the job performance of nurses, hospital has to have more concern about the structural factors of nursing environment.

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수직적 계층 및 직종별 프렌드십 수준과 직무만족, 조직몰입, 직무스트레스의 관계 (The Relationship Between Friendship Level by Hierarchy and Occupation and Job Satisfaction, Organizational Commitment and Job Stress)

  • 오수진;김영훈;김한성;최영진
    • 병원경영학회지
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    • v.19 no.1
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    • pp.1-20
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    • 2014
  • In this study, we investigated the relationship between friendship level within a hospital organization and job satisfaction, organizational commitment and job stress. Focusing on the hierarchy and occupation of a hospital, different from previous introductory studies. As a study tool, structured questionnaire were devised and used. The subjects were nurses, administrators and medical technicians who worked at 17 tertiary hospitals in Seoul and Kyongin area. To analyze the data, we conducted frequency analysis, t-test, one-way ANOVA, two-way ANOVA and multiple regression analysis.The main results of our study can be summarized as followings:Firstly, seen from the viewpoint of social demographic characteristics, on the whole friendship level with fellows is the highest, and then that with subordinates and that with bosses the lowest. Secondly, the friendship level with bosses, subordinates and fellows had a significant relationship with job satisfaction, organizational commitment and job stress, though there were some differences among them. In case of junior managers, the friendship level with fellows had a significant relationship with job satisfaction and organizational commitment; in case of middle managers, the friendship level with fellows had significant relationship with job satisfaction. We found that the friendship level with the bosses had a deeper relationship with job satisfaction, organizational commitment and job stress as we went down the hierarchy. Thirdly, analyzing the differences between occupation, administrators and medical technicians had relatively higher significant relationship with the friendship level with bosses than nurses in job satisfaction, organizational commitment and job stress. High friendship level with the bosses influenced job satisfaction significantly for the nurse; yet, in case of administrators and medical technicians, the friendship level with bosses influenced all of job satisfaction, organizational commitment and job stress. Based on our study, we recommend facilitating friendly relationship between the bosses and the subordinates in order to enhance job satisfaction, organizational commitment and job related stress reduction.

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종합병원 사무직 여성의 직무 및 사회심리적 스트레스가 직무만족, 조직몰입, 이직의향에 미치는 영향 (The Effects of work and psychosocial stress on job satisfaction, organizational commitment, and leaving intention in general hospital female office workers)

  • 이정현;조우현;장세진;김영훈
    • 병원경영학회지
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    • v.17 no.1
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    • pp.1-22
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    • 2012
  • This study tires to examine affects that job and socio-psychological stresses of female office workers influence job satisfaction, organization commitment, and leaving intentions. A complete data are collected by conducting a survey with 240 female office workers from 9 medical institutions regarded as almost general hospital in Seoul. It is analyzed that the relation between socio-psychological stress and job satisfaction, organization commitment, and leaving intentions by using t-test; analysis of variance; correlation analysis; principal component analysis; linear structural equation modeling; etc. The results of this study are summarized as following. First, as it was comprehended by specific characteristics of subjects that the female office workers' level of job and socio-psychological stress, job satisfaction, organizational commitment, and leaving intention, there were statistically significant distinctions from their age, marital status, presence of children, position in the organization, type of employment, and monthly average income. Second, this study regarded relationship between the female office workers' level of job and socio-psychological stresses, job satisfaction, organizational commitment, and leaving intention. Job and socio-psychological stresses were negatively correlated with job satisfaction and organizational commitment, but the stresses were positive with leaving intention. Third, after evaluating effect that 8 features related to the job stress could influence job stress, the most effective valuables were in order to unfairness in organizational structure, workplace culture, inadequate compensation, and relationship conflict. Fourth, when looking at the overall effects of the job and sociopsychological stresses on job satisfaction, organizational commitment, and leaving intention, work autonomy was the most influencing factor of work stress levels. The level of the job stress seemed to be a prevalent impact on the leaving intention and it showed the most negative relationship that path coefficient from leaving intention to organizational commitment and also from organizational commitment to job satisfaction. Based on these findings, it can be defined that the job and socio-psychological stresses strongly influence job satisfaction, organizational commitment, and leaving intention.

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EAP의 도입 및 활성화에 관한 연구 -LG하우시스 사례를 중심으로- (A Study on EAP Introduction & Activation -Focused on the Case of LG Hausys-)

  • 김성건
    • 디지털융복합연구
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    • v.11 no.10
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    • pp.331-340
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    • 2013
  • 최근 우리나라 직장인들은 경기불황과 사회구조의 급변함속에서 이직과, 실직, 맞벌이와 육아, 직무스트레스 등 새롭고 다양한 스트레스에 직면하게 된다. 이러한 스트레스들은 개인의 문제는 뿐만 아니라, 조직에게도 큰 문제를 초래할 수 있다. 따라서 이러한 구성원들의 스트레스에 해소에 기업들은 주목할 필요가 있으며, 그 해답을 많은 기업들이 EAP를 통해 찾을 수 있다. EAP는 근로자의 직무만족이나 생산성에 부정적인 영향을 줄 수 있는 문제를 근로자가 극복 할 수 있는 상담, 컨설팅, 코칭 서비스 등을 통해 도와주는 전문 프로그램이다. 이러한 EAP는 우리나라에 도입된 지 10년 정도 지났지만, 많은 기업들에서는 아직까지 스트레스를 개인의 영역으로 보는 경향이 많아 도입이 쉽지는 않다. 최근 들어 대기업을 중심으로 구성원들을 중심으로 구성원의 스트레스에 적극적으로 대처하기 위해 EAP도입을 서두르고 있다. 본 연구에서는 구성원들의 심리적 안정을 기반으로 조직의 몰입과 성과를 창출하고자 하는 LG하우시스의 EAP도입사례를 검토하였다. LG하우시스는 최고경영자의 적극적인 지원 하에 EAP를 도입하였으며 주제별 전문상담과 내부 카운슬러 양성을 통해 EAP의 효과성을 제고하였다. 이러한 LG하우시스의 사례를 구체적으로 살펴보고, 향후 EAP의 도입을 검토하는 기업들에게 시사점을 제공하고자 한다.

건설기업 내부마케팅 구성요인과 기업성과 간의 관계 연구 - 시공사 임직원을 대상으로 - (A Relationship study between the internal marketing-related organizational factors in construction companies and corporate performance - Surveyed by executives and employees in Contractor -)

  • 이종선;박순규
    • 한국건설관리학회논문집
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    • v.14 no.2
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    • pp.65-77
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    • 2013
  • 최근 경기침제는 건설 산업의 전반적 건설기업환경을 악화시키고 있다. 2011년 대한건설협회 발표에 따르면 2008년 이후 워크아웃 및 법정관리 중인 건설사는 25개사에 이른다. 이는 기존 건설기업을 운영하는 틀과 사고((思考)에 대한 근본적인 변화를 요구하는 것이다. 지금부터 건설 산업은 서비스업이 되어야 하며, 또한 미래 성장산업으로 뻗어나가려면 서비스업으로 변신해 나가지 않으면 안 된다. 이에 본 연구는 기존 서비스산업분야의'외부고객의 만족을 위해서는 내부고객인 종사원의 만족이 우선이다.' 라는 내부마케팅을 건설기업에 시행(도입, 적용) 및 활동에 앞서 내부마케팅관련 구성요인을 선정하려한다. 또한 각 구성요인들 간에 어떠한 영향을 미치며, 시공사에 기업성과가 있는지 검정하려한다. 그리고 그동안 등한시 하였던 건설기업 구성원의 고객 지향(의식, 인식)적 사고의 전환 도구로, 내부 소통의 도구로 또한 현재 처하고 있는 건설 산업의 위기를 극복하기 위한 방편으로 건설기업에도 내부마케팅의 시행 및 활동을 제안 하고자 한다.

병원종사자의 조직갈등 및 조직몰입에 영향을 미치는 요인에 관한 연구 (A study on the interrelation of influential factors in organizational conflict and organizational commitment)

  • 김영훈;김한중;조우현;이해종;박종연;이선희
    • 병원경영학회지
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    • v.7 no.1
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    • pp.41-63
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    • 2002
  • The purpose of this study is to analyze the interrelation of influential factors in organizational conflict and organizational commitment. The data for this study were collected through a self-administered survey with a structured Questionnaire to 1,167 subjects from several nursing staff members, administration staff members and medical technicians of six hospitals. In this analysis frequency test, t-test, ANOVA, hierarchical multiple regression and structural equation model were used. The main findings of this study are as follows. 1. Factors which influence organizational conflict were analyzed. The type of occupation and the year of service were socio-demographic variables which influenced organizational conflict positively. Adjusted R square was 0.03. Perceptions on organizational structure and organizational culture were analyzed with two- level variables that were added. The findings were as follows. Adjusted R square increased to 0.25. The year of service, internal process culture and rational goal culture were positive variables. The design of organizational structure, human relations culture and open system culture were negative variables. 2. Variables which influence organizational commitment were analyzed. Age and the year of service were positive variables, while academic background based on high school education was a negative variable. Adjusted R square was 0.16. Perceptions on organizational structure and organizational culture were analyzed with two-level variables that were added. The findings were as follows. The characteristics of organizational structure, human relations culture and organizational culture were positive variables. Adjusted R square increased to 0.55. The variables of organizational conflict were added in 3 steps. Findings were as follows. The variables of hierarchical conflict showed negative influence and were included in two-level influential variables. Adjusted R square increased to 0.56. 3. Structural equation model was analyzed in order to examine the relation between organizational structure and the variables of organizational culture, organizational conflict and organizational commitment. Thirteen path coefficients out of seventeen path coefficients were significant. Age had negative influence on organizational conflict and positive influence on organizational commitment. The year of service had positive influence on organizational conflict and organizational commitment. The design of organizational structure, human relations culture and open system culture had negative influence on organizational. conflict. They had positive influence on organizational commitment. Internal process culture and rational goal culture had positive influence on organizational conflict. Organizational conflict had negative influence on organizational commitment. The squared multiple correlation of this model was 25.1% in organizational conflict and 52.7% in organizational commitment. The conclusion of this study is as follows. Factors in organizational structure and organizational culture, rather than socio-demographic factors, had a stronger influence on the organizational conflict and organizational commitment of hospitals. In order to decrease organizational conflict, to increase organizational commitment and to maximize the effectiveness of hospital management, it is necessary to understand the overall relation between organizational structure, organizational culture, organizational conflict and organizational commitment, with the effort of improving personalized factors and individual factors of organization management.

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생애진로분기점별 진로정체성 혼돈에 따른 진로전략 분석 (Analysis of Career Strategy according to Career Identity Confusion at the Each Life Career Branching Point)

  • 손민정;조인수;최정은
    • 한국산학기술학회논문지
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    • v.19 no.6
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    • pp.299-323
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    • 2018
  • 이 연구는 진로전환의 기점을 분기점별로 확인하고, 진로정체성 혼돈에 따른 진로전략을 질적 연구를 통해 분석하였다. 이 연구의 참여자는 학령기 교육의 수직적 전환단계에 해당하는 중학교 3학년, 고등학교 3학년, 대학 졸업 전후의 시기별로 각 3명씩을 선정하였으며, 조직규모별 종사경험자가 포함될 수 있도록 30세 전후, 40세 전후, 60세 전후 참여자를 각각 3명씩 선정하였다. 총 18명의 면담내용을 주제 분석한 결과, 첫째, 중학교 3학년, 고등학교 3학년, 대학 졸업 후 취업하기 전까지, 직장생활 3년 차 이내, 40대 초중반, 60세, 80세를 생애진로분기점으로 나타났다. 둘째, 생애진로분기점별 외부적 상황은 부모, 교사, 상사, 동료, 또래 등 의미 있는 타인의 영향을 받거나 그 외에 교육 및 훈련, 일 관련 경험, 취업 실업, 직무전환 등 환경적 요인, 진로사건에 관한 내용이었다. 셋째, 생애진로분기점에서의 정서적 상황에서는 분기점별 차이가 거의 없었으나, 생애진로분기점을 경험할 때마다 부정적 정서가 반복되는 양상을 보였다. 넷째, 연구 참여자들은 생애진로분기점마다 진로정체성에 대한 혼돈을 보였다. 다섯째, 생애진로분기점에서의 진로 전략은 접근 전략으로 진로 범위의 확대, 멘토링의 활용, 직무 충실과 몰입, 관련 교육 및 훈련 등과 같이 진로 목표에 다다르기 위한 전략이 있었고, 회피와 관련한 전략은 진로 제한에 따른 타협, 당면과제 회피 및 현실도피, 사회 규범적 가치에 편승, 진로와 관련 없는 성과에 주력하는 등과 같이 궁극적으로 진로목표 달성과는 연관성 없는 행동을 지향하는 내용 전략으로 범주화되었다.

FGI 분석을 통한 놀이교육 활성화 방안 연구 (A Study on the Activation Plan of Play & Education Based on Focus Group Interview)

  • 박혜진;김용영
    • 한국융합학회논문지
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    • v.10 no.4
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    • pp.165-173
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    • 2019
  • 최근 아동을 대상으로 교육과정에 놀이를 활용한 다양한 프로그램이 지원되고 있다. 본 연구에서는 놀이가 교육현장에서 효과적으로 제공되기 위해 필요한 요소들과 현재의 운영 현황을 토대로 놀이교육이 활성화 될 수 있는 방안을 도출하고자 한다. 이를 위해 놀이 전문가 및 학부모 대표 9명을 선정하여 FGI(Focus Group Interview)를 시행하였다. FGI의 질문은 (1) 놀이 및 부모교육 지원 조직 설립과 공동운영, (2) 기존 교육 프로그램 참여에 따른 개선사항, (3) 놀이교육 프로그램 활성화 방안, (4) 놀이교육 지원 인력에게 필요한 역량, (5) 놀이교육의 질 제고를 위한 프로그램 평가에 대한 내용으로 구성하였다. FGI 조사를 통해 교육현장에서 아동의 긍정적인 성장발달 도모 및 체계적 프로그램 지원을 위한 놀이교육 운영 방안을 도출하였다. 교육현장에서 놀이가 활성화되기 위해서는 아동과 부모를 대상으로 교육이 진행되는 센터 설립과 동시에 놀이를 중심으로 통합적 접근이 가능하도록 운영할 필요가 있다. 또한 아동의 창의적 사고를 촉진할 수 있도록 예술 영역의 프로그램을 개발 지원될 필요성이 있다. 이와 같은 연구결과를 토대로 놀이교육에 대한 구체적 목표 달성 및 질적 제고를 위한 방향으로의 후속연구를 제안하였다.

임파워먼트(Empowerment)가 호텔주방조직 구성원의 직무만족과 몰입에 미치는 영향에 관한 연구 (The Effects of Empowerment on Job Satisfaction, Commitment, Culinary Staff in the Hotel)

  • 김기영;염진철
    • 한국조리학회지
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    • v.9 no.4
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    • pp.136-151
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    • 2003
  • The summarized analysis result of this research is as follows. First, regarding the difference of preceding variable and dependent variable, statistically considerable difference did not appear between self determination and personal relations in educational background and between groups of self determination in hotel type, and statistically considerable difference appeared among other groups. Second, regression analysis result between empowerment and job satisfaction turned out that statistically considerable influence is exerted in the order of personal relations ability, influence power, role performance ability and self-decision nature. Third, regression analysis result between empowerment and job devotion turned out that statistically considerable influence is exerted in the order of personal relations ability, role performance ability and influence power. Fourth, regression analysis result between empowerment and organization devotion turned out that statistically considerable result is exerted in the order of influence power and personal relations ability. Fifth, it turned out that statistically relative high correlation existed among correlation of empowerment and result variable such as job satisfaction, job devotion and organization devotion. The above-mentioned matters considered, this research proposes following points. This research examines the effect of empowerment on job satisfaction and organizational commitment of culinary staff in the hotel. the effect of the variable of empowerment on result variable shows that role performance ability, influence power and personal relations ability are important variables. Therefore, to improve the role performance ability of members of kitchen, it is essential for each individual to improve their ability and to have confidence at the time of business performance. So, this research implies that consistent and systematic training is necessary for increasing the ability and confidence. In order to improve influence power, it is necessary for members of an organization to have strong faith that their jobs determine the success of the company, and to increase the sense of self-control by letting them have the right of self determination, so that all members may have strong desire to transact business. This research implies that in order to improve personal relations ability, it is necessary for members of an organization to discover the best method of decision-making and solve problems through members' developing mutual action, and for managers to take personal characteristics into account so that members may have belief and confidence in their job and realize the value of their job. In conclusion, the person in charge of personnel affairs and the manager in charge of kitchen need to realize the importance of empowerment and especially have an much interest in all parts including self determination, influence power and role performance ability and personal relations ability etc.

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초순수 제조공정 현황

  • 이창소
    • 한국막학회:학술대회논문집
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    • pp.91-120
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    • 1996
  • 경제발전과 더불어 산업의 많은 분야에서 순수 및 초순순의 사용이 증가하고 있으나, 환경오염에 의한 원수의 오염에 따라 순수 및 초순순제조의 장치비와 처리비용의 증가가 야기되고 있다. 현재 국내에는 화력, 원자력발전소를 비롯하여 열병합발전소, 석유화학공장, 제약회사, 전기 전자부품회사, 반도체회사 및 철강회사 등 많은 분야에서 순수 및 초순수 제조장치의 구성과 성능이 많은 차이를 나타내고 있다. 국내의 초순수 제조장치는 90% 이상이 이온교환수지를 사용하는 이온교환법과 UF, R/O System과 같은 Membrane을 사용하는 Membrane System을 병행하여 적용하고 있다. 국내 초순수처리 Plant에서는 통상 전처리 System과 1차 순수제조 System 및 초순수 System이 상호 연결되어 Plant가 구성 운영되고 있다. 전처리 System에는 응집침전, 여과 흡착, 살균 등이 적용되고 있으며 여과 System에 Membrane을 적용할 수 있으나 국내에서는 특별한 경우를 제외하고 대부분 전처리 여과 System에 Media Filter를 사용한다. 전처리 System도 순수처리 장치의 전처리로는 없어서는 안되는 System이지만 여기에는 전처리 System을 제외하고 국내에서 적용하고 있는 초순수처리 System의 공정현황과 각 System별 특징을 설명하고 있다. 초순순 System에는 요구 수질에 따라 다소 차이가 있지만 반도체 공업에서 사용되는 초순수 System이 이중 최고의 Grade로 반도체공업에서 적용되고 있는 System을 기준하였다. 특히 Membrane을 적용한 초순수제조 System이 증가하고 있어 R/O, ED, EDR, CDI, (EDI)와 같은 Membrane System의 특성과 원리를 검토하였다.대적으로 높은 산소확산계수와 물에 대해서는 낮은 투과도를 가져야 한다. 높은 산소확산계수는 반응을 빠르게 하는 잇점이 있으며 물에 대한 낮은 투과도는 센서내의 전해질 물질을 유지보호하는 역할을 한다. 분리막이 산소전극에 이용될 경우 높은 산소 확산계수 이외에도 적절한 기계적 강도, 열적 안정성 등이 요구된다. 몰입이 가능하여 임계치가 저하된 것으로 여겨진다. 또한 광학적 이득의 존재는 이 구조에 의한 극단파장 반도체 레이저다이오드의 실현 가능성을 나타내는 것이다.548 mL에 비해 통계학적으로 의의 있게 적었다(p<0.05). 결론: 관상동맥우회로 조성수술에서 전방온혈심정지액을 사용할 때 희석되지 많은 고농도 포타슘은 fliud overload와 수혈을 피하고 delivery kit를 사용하지 않음으로써 효과적이고 만족할 만한 심근보호 효과를 보였다.를 보였다.4주까지에서는 비교적 폐포는 정상적 구조를 유지하면서 부분적으로 소폐동맥 중막의 비후와 간질에 호산구 침윤의 소견이 특징적으로 관찰되었다. 결론: 분리 폐 관류는 정맥주입 방법에 비해 고농도의 cisplatin 투여로 인한 다른 장기에서의 농도 증가 없이 폐 조직에 약 50배 정도의 고농도 cisplatin을 투여할 수 있었으며, 또한 분리 폐 관류 시 cisplatin에 의한 직접적 폐 독성은 발견되지 않았다이 낮았으나 통계학적 의의는 없었다[10.0%(4/40) : 8.2%(20/244), p>0.05]. 결론: 비디오흉강경술에서 재발을 낮추기 위해 수술시 폐야 전체를 관찰하여 존재하는 폐기포를 놓치지 않는 것이 중요하며, 폐기포를 확인하지 못한 경우와 이차성 자연기흉에 대해서는 흉막유착술에 더 세심한 주의가 필요하다는 것을 확인하였다. 비디오흉강경수술은 통증이 적고, 입원기간이 짧고, 사회

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