Journal of the Korea Convergence Society (한국융합학회논문지)

Korea Convergence Society (한국융합학회)
권호 표지
DOI QR코드

DOI QR Code

Identification of Latent Profiles in Perception of Work Environment among Workers in Residential Facilities for People with Disabilities

장애인거주시설 종사자의 직무환경인식 잠재프로파일에 따른 직무만족도 차이

  • Lee, Hyun Jung (Department of Speech-Language Pathology, Honam University)
  • 이현정 (호남대학교 언어치료학과)
  • Received : 2019.05.27
  • Accepted : 2019.08.20
  • Published : 2019.08.28
Download PDF
⟨ Previous Next ⟩

Abstract

This study used latent profile analysis to identify heterogeneous subgroups with respect to the perception of work environment among workers in residential facilities for people with disabilities. The final model yielded five latent profiles of the perception of work environment: 'low workload group' who scored low in time pressure and job responsibility, 'discrimination perception group' who scored low in supervisor support and high in sex and academic/regional discriminations, 'positive perception group' who scored high in work autonomy and peer and supervisor supports, 'high workload group' who scored high in workload, time pressure, and job responsibility, and 'average group' who scored average in most areas. In the case of job satisfaction, positive perception group was the highest, followed by average group, low and high workload groups, and discrimination perception group.

본 연구는 장애인거주시설 종사자의 직무환경 인식에 대한 잠재프로파일유형 및 유형별 특성을 확인하였다. 본 연구에서는 장애인거주시설 종사자를 대상으로 수집한 국가인권위원회 2014년 설문자료를 분석하였다. 9개의 지표로 구성된 직무환경 인식을 바탕으로 잠재프로파일분석을 실시한 결과, 5개 잠재집단을 확인하였다. 업무시간 압박도와 업무책임감에서 낮은 인식을 보인 '낮은 업무부담 집단(24.5%)', 직장상사 지지도에 대한 인식이 낮고 성차별과 학연/지연 차별에 대한 인식이 높은 '차별 인식 집단(14.7%)', 업무자율성, 직장동료 지지도, 직장상사 지지도에 대한 인식이 높은 '긍정적 인식 집단(26.8%)', 업무량, 업무시간 압박도, 업무책임감에서 높은 인식을 보인 '높은 업무부담 집단(8.5%)', 대부분의 영역에서 중간 정도의 인식을 보인 '중간 집단(25.5%)'이 그것이다. 직무만족도의 경우 긍정적 인식 집단이 가장 높고, 중간 집단, 낮은 업무부담 집단과 높은 업무부담 집단, 차별 인식 집단 순이었다. 이러한 분석결과에 기반하여 연구의 함의와 실천적 제언 및 후속연구과제를 제시하였다.

Keywords

References

  1. K. H. Byon et al. (2014). A Study on the Protection of Human Rights and Improvement of Service Quality. Seoul : National Human Rights Commission of Korea.
  2. H. M. Yoon. (1993). Multilateral understanding and countermeasures. Korean Journal of Social Welfare, 22, 118-141.
  3. F. Herzberg. (2003). One more time: How do you motivate employees? Harvard Business Review, 81(1), 86-97.
  4. L. W. Porter & E. E. Lawler. (1965). Properties of organization structure in relation to job attitudes and job behavior. Psychological Bulletin 64(1), 23-51. DOI : 10.1037/h0022166
  5. P. L. Stamps, E. B. Piedmont, D. B. Slavitt & A. M. Haase. (1978). Measurement of work satisfaction among health professionals. Medical Care, 16(4), 337-352. https://doi.org/10.1097/00005650-197804000-00006
  6. E. A. Locke. (1976). The nature and causes of job satisfaction. In M. D. Dunnette & L. M. Hough (Eds.), Handbook of Industrial and Organizational Psychology. Palo Alto : Consulting Psychologists Press.
  7. R. N. Osborn, J. R. Schermerhorn Jr. & J. G. Hunt. (1972). Managing Organizational Behavior. New York : John Willey and Sons Inc.
  8. L. E. Saunders. (1981). Exploration of the usefulness of 'Important' work related needs as a tool for studies in job satisfaction. Unpublished doctoral dissertation, University of Minnesota, Minnesota, USA.
  9. J. R. Schermerhorn, J. G. Hunt & R. N. Osborn. (2000). Organizational Behavior. New York : John Willey and Sons, Inc.
  10. J. Strolin-Goltzman. (2008). Should I stay or should I go? A comparison study of intention to leave among public welfare systems with high and low turnover rates. Child Welfare, 87(4), 125-143.
  11. Y. T. Kim, H.-W. Kim & Y.-B. Yeom. (2009). A study on the critical variable of job satisfaction of care giver between long term and home base care service center. Korean Journal of Gerontological Social Welfare, 46, 53-75. DOI : 10.21194/kjgsw..46.200912.53
  12. H. Kim. (2011). Factors influencing on the job satisfaction for care workers: Case study of Jeollanamdo. Korean Journal of Social Welfare Studies, 42(4), 35-59. DOI : 10.16999/kasws.2011.42.4.35
  13. Y.-M. Jang, G.-Y. Kang & J.-W. Baik. (2010). A study effect of care worker's job satisfaction in Korea and Japan. Korean Journal of Gerontological Social Welfare, 50, 173-196. DOI : 10.21194/kjgsw..50.201012.173
  14. G. S. Kong. (2010). The study on job environment and job satisfaction affecting turnover intention of front-line welfare workers in community child centers. Korean Journal of Family Welfare, 15(4), 23-48.
  15. K. S. Sim. (2003). A study on job satisfaction of social workers in mental health. Journal of Korean Social Welfare Administration, 5(3), 169-195.
  16. C. L. Hulin. (1991). Adaptation, persistence, and commitment in organizations. In M. D. Dunnette & L. M. Hough (Eds.), Handbook of industrial and organizational psychology. Palo Alto : Consulting Psychologists Press.
  17. K. L. Nylund, T. Asparouhov & B. O. Muthen. (2007). Deciding on the number of classes in latent class analysis and growth mixture modeling: A Monte Carlo simulation study. Structural equation modeling: A multidisciplinary Journal, 14(4), 535-569. DOI : 10.1080/10705510701575396
  18. K. Jedidi, V. Ramaswamy & W. S. DeSarbo. (1993). A maximum likelihood method for latent class regression involving a censored dependent variable. Psychometrika, 58(3), 375-394. https://doi.org/10.1007/BF02294647
  19. D. Nagin. (2005). Group-based Modeling of Development. Cambridge : Harvard University Press.