• Title/Summary/Keyword: 직무만족

Search Result 1,719, Processing Time 0.185 seconds

A Study on the Role Conflict and Job Satisfaction (역할갈등과 직무만족에 관한 연구)

  • Jeong, Sang-Wan;Han, Jin-Hwan
    • The Journal of the Korea Contents Association
    • /
    • v.6 no.2
    • /
    • pp.127-135
    • /
    • 2006
  • The object of this study is to improve the police administration service and the work performance of police officers, through the analytic ground to increase job satisfaction and to solve the role conflict by setting the role conflict as a main factor among many factors to influence the job satisfaction between the role conflict and the job satisfaction of police officers and explaining the factors of the role conflict.

  • PDF

Autoregressive Cross-Lagged Analysis on Organizational Commitment and Job Satisfaction of Security Employees - Utilization of Korean Labor and Income Panel Study - (보안업 종사자의 조직몰입과 직무만족에 관한 자기회귀교차지연 분석 - 한국노동패널자료의 활용 -)

  • Kim, Woo-Jin
    • Korean Security Journal
    • /
    • no.50
    • /
    • pp.119-141
    • /
    • 2017
  • The purpose of this study is to analyze the longitudinal causal relationship between organizational commitment and job satisfaction, focusing on security related workers. For this purpose, the Korean Labor and Income panel data were classified into security employees. Data were analyzed using SPSS 18.0 and AMOS 20.0, and validity and reliability analysis were conducted before hypothesis testing. The results of the analysis show that organizational commitment at time t-1 has a positive effect on organizational commitment at time t, and that job satisfaction at time t-1 has a positive effect on job satisfaction at time t Respectively. The results of this study are as follows: 1) The organizational commitment has a significant effect on the job satisfaction. 2) The effect of job satisfaction on organizational commitment was also significant 3) The cross-lagged coefficients show that organizational commitment precedes job satisfaction and serves as a predictor

  • PDF

Effects of Self-Efficacy and Facet Job Satisfaction on Globa Job Satisfaction among the Workers of Residential Facilities (사회복지생활시설 종사자의 자기효능감과 요인별 직무만족이 전반적 직무만족에 미치는 영향)

  • Nam, Seon-Yi;Nam, Seung-Kyu;Nam, Mi-Ahe
    • Korean Journal of Social Welfare
    • /
    • v.58 no.3
    • /
    • pp.195-221
    • /
    • 2006
  • The present study has a goal of investigating the effects of self-efficacy and facet Job Satisfaction on global job satisfaction in the Workers of Residential Facilities. As a result of analyzing the data of 269 participants, we obtained three factors of self-efficacy: competence, self confidence, and propulsion. Significant 7 factors of global job satisfaction are social recognition, job itself, relationship of clients, salary, relationship of superiors, working condition, and propulsion. And both facet job satisfaction and turnover intention are influenced upon social recognition, salary, and relationship of superiors. Also, facet job satisfaction is affected by job itself and relationship of clients, but turnover intention is affected by working condition and propulsion. This article concluded with a discussion of implications of job satisfaction on quality of welfare service along with current research imitations and future research themes and tasks.

  • PDF

Research on Factors for Job Satisfaction of Library Volunteers for the Disabled (도서관 장애인서비스 자원봉사자의 직무만족 영향요인에 관한 연구)

  • Jang, Bo Seong;Nam, Young Jun;Lee, Jun Ki
    • Journal of the Korean BIBLIA Society for library and Information Science
    • /
    • v.25 no.1
    • /
    • pp.217-237
    • /
    • 2014
  • The research analyzes the factors that influence the job satisfaction of library volunteers for the disabled. Based on comparable literature review, this research extracts comprehensive factors that affect job satisfaction. The research found that job satisfaction depended on marital status, age, education and the channel that a volunteer went through to participate in assisting the disabled. Self-motivation also influenced the job satisfaction, but altruistic motivation did not. For environmental factors, compensation, prior experience, and roles did not influence the job satisfaction. For the factors related to the awareness of the value of volunteering, overall expectation and fitness of tasks were found to be passive with job satisfaction.

The Effect of Police Department Size on Job Satisfaction and Turnover Intention among Police Officers (경찰관서 규모가 직무만족 및 이직의도에 미치는 영향)

  • Sin, Seong-Won
    • The Journal of the Korea Contents Association
    • /
    • v.15 no.2
    • /
    • pp.233-241
    • /
    • 2015
  • In this study, I examine whether differences in the levels of job satisfaction and turnover intention exist with regard to the police department size. To accomplish this, a way ANOVA analysis of variance(One-way ANOVA) was conducted. As a result, a significant differences were found in job satisfaction and turnover intention according to the department size and grade. Specifically, first, in the job satisfaction level on the department size, the smaller department size was, the lower job satisfaction level was and the bigger department size was, the higher job satisfaction level was. Second, in the turnover intention level on the department size, the result was not statistically significant. Third, in the job satisfaction level on the department grade, the lower department grade was, the higher job satisfaction level was and the higher department grade was, the lower job satisfaction level was. Fourth, in the turnover intention level on the department grade, the lower department grade was, the lower turnover intention level was and the higher department grade was, the higher turnover intention level was.

A Study on the Job Satisfaction in the Smart Work Environment (스마트워크 환경에서 직무만족에 관한 연구)

  • Oh, Sangjo;Lee, Jong Man;Kim, Yong-Young
    • Journal of the Korea Convergence Society
    • /
    • v.8 no.11
    • /
    • pp.393-401
    • /
    • 2017
  • Assuming that Smart Work will have a positive effect on job satisfaction, and which, in turn, will improve productivity, domestic and international organizations have adopted and implemented Smart Work. However, leading companies have recently reduced or shut down operations of Smart Work. If Smart Work had really brought about the improvement of productivity, there would be no reason for organizations to take such action. Therefore, this paper reviews the relationship among Smart Work, job satisfaction and productivity. Based on the National Digital Science Library (NDSL) database, we select eight references related to Smart Work, and analyze them systematically. The previous empirical studies show that Smart Work produces a positive outcome for job satisfaction, which, in turn, improves productivity. However, we find that the previous research has a problem demonstrating the relationship between job satisfaction and productivity, because they has unclearly measured the concept of job satisfaction. This research deeply discuss this issue, and provides future research direction.

미용실 유형에 따른 직원의 직무만족에 관한 연구

  • 오경숙;박은주
    • Proceedings of the Costume Culture Conference
    • /
    • /
    • pp.76-77
    • /
    • 2003
  • 본 연구는 미용실 직원들의 직무만족에 관련되는 요인들을 도출하고, 이 요인들이 직무만족에 미치는 영향을 살펴봄으로써 미용서비스업 경영자와 마케터들에게 미용실 직원들의 직무만족에 관련된 자료를 제공하여 효율적인 미용실 운영 전략을 수립하는데 도움을 주고자 하였다. 이를 위하여 미용실 직원의 직무만족에 관련되는 요인들에 대한 이론적 연구를 바탕으로 연구모형을 구성하였고, 예비조사를 통하여 설문지를 작성하였다. (중략)

  • PDF

A Comparative Study on the Police Department Size and Job Satisfaction, Turnover Intention (경찰관서 규모와 직무만족, 이직의도 비교 연구)

  • Sin, Seong-Won
    • Proceedings of the Korea Contents Association Conference
    • /
    • /
    • pp.241-242
    • /
    • 2014
  • 이 연구에서는 경찰의 조직적 특성 중 경찰관서의 규모에 따른 직무만족과 이직의도 수준을 비교 분석하고자 하였다. 경찰관서 규모에 따른 직무만족과 이직의도 수준의 차이를 살펴보기 위해 독립변수는 관서규모와 급지, 종속변수는 직무만족과 이직의도로 구성하여 일원변량 분산분석(One-way ANOVA)을 실시하였다. 그 결과 관서규모와 급지 둘 다 직무만족과 이직의도에서 통계적으로 유의한 수준의 차이가 발견되었다.

  • PDF

A Study on the Relation among MBTI Personality Types, Job Satisfaction, Customer Orientation, and Willingness to Change Job (MBTI 성격유형, 직무만족, 고객지향성 및 이직의도 간의 관계에 관한 연구 - 영남지역 H사 보험설계사를 대상으로 -)

  • Kang, Min-Jeong;Park, Ju-Sik
    • Management & Information Systems Review
    • /
    • v.36 no.5
    • /
    • pp.151-173
    • /
    • 2017
  • This study examined the relation between MBTI personality types and job satisfaction, job satisfaction's effect on the customer orientation and willingness to change job and MBTI personality types's moderating effect on the relation among job satisfaction customer orientation, willingness to change job. Research results are as following. First, MBTI personality types didn't influence job satisfaction significantly. Second, job satisfaction affected customer orientation positively and willingness to change job negatively. Finally, MBTI personality type's moderating effect was analysed using Psychological Function and Attitude Index. Moderation effect of Psychological Function was significant only on the relation between job satisfaction and customer orientation. Moderation effect of Attitude Index was significant both on the relation between job satisfaction and customer orientation and the relation between job satisfaction and willingness to change job. These results of current study can be useful to recruit, organize, educate life planners based on the personality types of MBTI. And the applicability of MBTI test will increase by using these results.

A Study on the Effects of KTX Driver's Person-Environment Fit on Job Satisfaction, Organizational Commitment, and Turnover Intention (KTX기장의 개인-환경적합성이 직무만족, 조직몰입 및 이직의도에 미치는 영향에 관한 연구)

  • Kim, Tae-Seong;Hur, Chan-Young
    • Journal of the Korean Society for Railway
    • /
    • v.15 no.6
    • /
    • pp.645-653
    • /
    • 2012
  • This study analyzes the effects of the KTX driver's person-environment(job, organization, Coworker) fit on job satisfaction, organizational commitment and turnover intention. It, additionally, examines the mediating effect of job satisfaction and organizational commitment between person-environment fit and turnover intention. Consequence of the analysis indicates that person-environment fit has mostly meaningful influences on job satisfaction, organizational commitment and turnover intention. But person-job fit makes a meaningless impact on job satisfaction, and person-coworker fit also makes a meaningless impact on job satisfaction and turnover intention. The mediating effect of job satisfaction and organizational commitment is mostly effective, but the mediating effect of job satisfaction does not affect the relation between person-organization fit and turnover intention. In conclusion, this study implies that, in order to grasp KTX driver's turnover intention and to protect actual turnover, it is important to enhance job satisfaction and organizational commitment as well as to improve overall person-environment fit.