• Title, Summary, Keyword: 직무특성

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Analysis of the Cognitive Task Characteristics of Operators in Following Simulated Emergency Operating Scenarios (모의 비상운전 시나리오 수행에 따른 운전원들의 인지적 직무특성 분석)

  • 천세우;서상문;이용희;이정운;이덕헌
    • Proceedings of the Korean Nuclear Society Conference
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    • pp.278-285
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    • 1995
  • 본 논문에서는 비상운전 상황하에서 표출되는 운전원들의 직무전략 및 인지적인 특성을 도출하기 위해 운전원 교육 프로그램을 대상으로 운전원들의 직무특성을 분석하였다. 운전원들의 직무특성을 인지과정의 개입 정도에 따라 크게 Macro와 Micro로 구분하여 이들 직무특성을 잘 대변해 줄 수 있는 비상운전 시나리오를 개발하였다. 시뮬레이터를 통해 개발 시나리오에 따른 운전원들의 비상운전절차 수행과정을 비디오로 기록, 운전원들의 행동과 대화내용을 전산 분석하여 직무특성을 도출하였다.

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Analytical Study on the Job Characteristics and Job Satisfaction of Administrators in Small Libraries (작은도서관 운영자의 직무특성과 직무만족도에 관한 연구)

  • Kim, Hong-Ryul
    • Journal of Korean Library and Information Science Society
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    • v.42 no.4
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    • pp.51-67
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    • 2011
  • This study is to investigate the job characteristics and the job satisfaction of the administrators in small libraries. Also, it is to catch individual differences between the administrators and provide the preliminary data which is helpful to the operation of organizations and offer of information service with selection, supplement of administrators in small libraries and employment placement which is regarding individual characteristics that perceive specific job, and the job satisfaction. As a result, individual characteristics, such as marital status, gender, and age, don't affect the job characteristics, but certificates, and formation of employment influences meaningfully to the job characteristics. It convinced that the individual characteristics, such as marital status, age, and formation of employment, influence to the job satisfaction.

A Study on the Effect of Social Worker's Job Characteristics on Their Job Satisfaction (사회복지사의 직무특성이 직무만족에 미치는 영향에 관한 연구)

  • Kang, Heung-Gu
    • Korean Journal of Social Welfare
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    • v.58 no.2
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    • pp.355-375
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    • 2006
  • The objective of this study examined the effect of job characteristics on the job satisfaction of social worker employed by 1st social agency, hospitals. Data were collected by 240 social workers. Based on Hackman and Oldham's(1975) theory of core job characteristics, this study was to defined other element of job characteristics, in social worker's duties, focused on moderating effect of self-confidence for job satisfaction, and compared to social worker's job characteristics between 1st social agency and hospitals. The results of this study were summarized as follows; first, job autonomy, feedback among Hackman and Oldham's 5 core job characteristics showed positive influence on job satisfaction. The other job characteristics found out significantly effected social worker's job satisfaction than Hackman and Oldham's 5 core job characteristics. Second, identities of social worker's job, cognition of professional level, necessity, and self-confidence variables were found to have a statistically significant strong relationship with job satisfaction of 1st setting social worker. The other side, necessity, self-confidence, sex, social worker's academic career variables positive influenced medical social worker's job satisfaction. Third, the moderating variables which had significant difference among social worker's working conditions. 1st setting social worker's self-confidence partial moderated the effect of job characteristics on social worker's job satisfaction. But, medical social worker's self-confidence not moderated the effect of job characteristics on job satisfaction. As a result, Social worker's job satisfaction depended on job characteristics and self-confidence. Therefore, to assure the job satisfaction, redesign for social worker's job characteristics, reinforced their self-confidence. Staff-development education program, supportive environment, supervision program is strongly recommended.

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A Study on Relation Employee's Job Satisfaction, Organizational Commitment and Turnover Intention according to Korea's Freight Forwarders of Characteristics and Personal Characteristics (국제물류주선기업의 특성과 근로자의 특성이 조직몰입과 직무만족 및 이직의도에 미치는 영향에 관한 연구)

  • Jung, Lee-Sang;Kim, Hee-Gil;Choo, Sun-Ae;Lee, Dong-Ho
    • Management & Information Systems Review
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    • v.32 no.1
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    • pp.217-239
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    • 2013
  • The purpose of this study is to analyze that employee's job satisfaction and organizational commitment affect turnover intention according to freight forwarders's characteristics and personal characteristics. In order to achieve the purpose of this study, literature survey related to personal characteristics, job characteristics, organizational characteristics, job satisfaction, organizational commitment, turnover intention on studying employee was carried out and took an empirical analysis by the use of questionnaire method for employees in freight forwarders. According to the final result and conclusions are as follows; First, job characteristics was positively related to job satisfaction but were negatively related to organizational commitment. Organizational characteristics was positively related to job characteristics and organizational characteristics. Second, personal characteristics was negatively related to job characteristics and organizational characteristics. Finally, job satisfaction, organizational commitment were negatively related to turnover intention.

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Relationship of job-satisfaction due to Radiographer's Job-Characteristics and Job-Stress (방사선사의 직무특성 및 직무스트레스에 따른 직무만족도의 관계)

  • Lee, Mi-Hwa
    • The Journal of the Korea Contents Association
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    • v.15 no.8
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    • pp.408-415
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    • 2015
  • This study investigated the job-satisfaction of the Radiographer's job-characteristics and job-stress. A total of 213 Radiographer were surveyed using a self-administered questionnaire. The 105 questionnaires consist of general characteristics, job characteristics, occupational stress, and job satisfaction. The job satisfaction was categorized into 3 sub-scales; psychological variables, environmental variables, and structural variables. The occupational stress was categorized into 8 sub-scales; physical environment, job demand, insufficient job control, interpersonal conflict, job insecurity, organizational system, lack of reward, and occupational climate. 30 years old than 30 years later, people are highly rewarding than a low person, this person is lower than people with high sense of duty, place the larger the size of Seoul, hospital than fat, than people who do not have turnover intention this, job insecurity, organizational structure, inadequate compensation, workplace culture, physical environment, people with low job satisfaction is higher than men were. As such there is a need to identify the cause because otherwise indicated differences in job satisfaction.

A Study on Moderating Effects of Organizational Justice in the Relationship between Organizational Performance and Job Characteristics of Researchers in Government-Supported Research Institutes (직무특성과 조직성과의 관계에서 조직공정성의 조절효과 검증 : 정부출연연구소 연구인력을 대상으로)

  • Lee, Seungyeon;Park, Soo-Kyung
    • Journal of Korea Technology Innovation Society
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    • v.22 no.1
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    • pp.85-118
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    • 2019
  • The purpose of this paper is to analyze the moderating effects of organizational justice, on the relationship between job characteristics and organizational performance of researchers in government-supported research institutes. For this purpose, a regression analysis was conducted based on a survey on 459 researchers in government-supported research institutes. As a result, first, autonomy, importance, identity, and feedback, excluding diversity, have positive effects on job satisfaction. Second, autonomy, identity, and feedback among job characteristics have positive effects on organizational commitment. Finally, as a result of verifying the moderating effects of organizational fairness on the relationship between job characteristics and organizational performance, it turned out that autonomy and diversity among job characteristics showed statistically significant effect on job satisfaction, and autonomy, importance, and feedback on organizational commitment.

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Effect of job characteristics on Trait Anxiety and Task performance Private Security on Their (민간경비업 종사자의 직무특성이 특성불안 및 과업수행에 미치는 영향)

  • Park, Young Man
    • Proceedings of the Korea Contents Association Conference
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    • pp.207-208
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    • 2011
  • 이 연구는 민간경비업 종사자의 직무특성이 특성불안 및 과업수행에 미치는 영향에 대한 구조모형을 설정하고 현실 적합도가 높은 이론적 모형을 도출한 다음, 모형에 포함된 변수들간의 인과관계를 검증하고자 한다. 이 연구는 2011년 현재 서울소재 경비회사를 모집단으로 설정한 다음, 판단표집법을 활용하여 300명을 표집하였다. 설문지의 타당도 및 신뢰도는 확인적 요인분석과 신뢰도 분석을 통해 검증하였다. 통계처리는 AMOS 18.0과 SPSSWIN18.0 프로그램을 활용하여 공변량구조분석의 기법이 활용되었다. 결론은 다음과 같다. 첫째, 민간경비업 종사자의 직무특성은 특성불안에 정적 영향을 미친다. 둘째, 민간경비업 종사자의 직무특성은 과업수행에 정적 영향을 미친다. 셋째, 민간경비업 종사자의 특성불안은 과업수행에 정적 영향을 미친다.

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A Study on the Relationship between Job Characteristics and Job Satisfaction by Employment Types. (고용형태에 따라 직무특성요인이 직무만족에 미치는 영향에 관한 연구)

  • Jung, Jae-Kyu;Lee, Da-Jung;Kim, Doo-Yul;Nam, Yoo-Chin;Lee, Sun-Kyu
    • Journal of Digital Convergence
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    • v.8 no.4
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    • pp.83-95
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    • 2010
  • This study is to investigate the relationship between job characteristics and job satisfaction in manufacturing company and difference of perceived job satisfaction from employment type(employees and temporary employees). The result of this study are as follows: (1) job characteristics such as skill variety, job identity, autonomy are related to job satisfaction, (2) the perceived job satisfaction is made a no difference between employees and temporary employees. The results above indicate that the job satisfaction difference from employment type can be used for organization to improve the organizational effectiveness including organizational competitiveness and employee's job satisfaction.

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An Empirical Study on Factors Influencing Employee's Turnover Intention -Focused on Call Center Caller- (종업원의 이직의도 영향요인에 관한 실증연구 -콜센터 상담원을 대상으로-)

  • Lee, Seok-In;Lee, Su-Wha
    • The Journal of the Korea Contents Association
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    • v.8 no.2
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    • pp.213-221
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    • 2008
  • In recent years, growth of the call center industry is leading lots of employment. But caller's frequent turnover deteriorates the labor productivity and increases the employment and training cost. The purpose of this study is to draw some factors by which turnover intention is influenced through literature review and identify a causality between the determinants and turnover intention. Call center callers were surveyed and the data were statistically analyzed. Empirical results indicate that job satisfaction and organizational commitment have negatively impacted on the turnover intention. Job characteristics have positively impacted on job satisfaction and organizational commitment but have not directly impacted on the turnover intention. Based upon the statistical results, some useful suggestions for call center managers are provided.

The Influence of Job Characteristics and Job Stress on Children's Hospital Nurses' Turnover Intention (직무특성과 직무스트레스가 아동병원 간호사의 이직의도에 미치는 영향)

  • Kim, Se-Young;Back, Seong-Hee
    • The Journal of the Korea Contents Association
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    • v.16 no.4
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    • pp.100-113
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    • 2016
  • Purpose: This study was performed to investigate the influence of children's hospital nurses' job characteristics and job stress on turnover intention. Method: The subjects were 148 nurses who have been working in 6 children's hospitals located in G city. Measurement tools used for this study included job characteristics were created by Lee, and modified by Hong, and job stress tool developed Kim & Ku and modified by Choi. And the tools used for assessing turnover intention were created by Mobley and Becker and modified by Kim. The collected data was analyzed using descriptive statistics, the independent t-test, one-way ANOVA, Pearson' Correlation and regression on SPSS 21.0 program. Result: Job challenge and job fitness among the sub-areas of job characteristics, job stress and salary were identified as factors influencing turnover intention. These factors explained 36.5% of variance of turnover intention. Conclusion: In conclusion, this results can be used to help the children's hospitals creates an environment where nurses can enhance Job challenge and job fitness also, reduce job stress which lead to turnover rate and turnover intention.