• International Journal of Internet, Broadcasting and Communication
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• 제12권4호
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• pp.156-165
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• 2020

We study empirically analyzed the final 216 copies of the responses from SME organization members in Seoul and Gyeonggi regions using statistical programs of SPSS24.0 and AMOS 24.0. In other words, the effect of job satisfaction on the organizational culture and job environment characteristics perceived by members of the organization, and the relationship between job satisfaction and job performance is shown as follows. First, the organizational culture of consensus, development, hierarchy, and rationality was statistically significant in job satisfaction. Therefore, the hypothetical one-man organizational culture was adopted by showing a positive (+) effect on job satisfaction. Second, job environment characteristics such as autonomy in job performance, compensation system, physical environment, and human environment had a positive effect on job satisfaction. That is, the job environment characteristics of hypothesis 2 were adopted as a positive (+) influence relationship on organizational satisfaction. Third, job satisfaction was expressed as a positive (+) influence relationship with job performance, so hypothesis 3 was adopted. As a result of this study, the higher the organizational member's perception of organizational culture and job environment characteristics is, the higher the job satisfaction is, and the improvement in job satisfaction is meaningful in that it provides theoretical and practical implications that indicate job performance.

• 한국실내디자인학회논문집
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• 제23권1호
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• pp.105-113
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• 2014

It is the purpose of the this study to use preliminary data to improve job environment, after looking job satisfaction and environment of interior construction workers. The following were the method of study. First, Through the literature, concept and the main theory on job satisfaction are examined. And It draws elements affecting job environment and satisfaction of interior construction workers. Based on this, we analyze job environment and satisfaction, and find what the satisfaction level is low, after a survey of interior construction workers. According to the survey, the result of the job environment is poor that people are working a lot more than a standard 10-hour day, not paid for it and absence of the education system for future. The larger workplace was in poor job conditions. the result of the job satisfaction is higher in case of smaller workplace or workers with less than 1 year or more than 8 year. As job satisfaction for interior construction score 3.30, it showed relatively higher satisfaction than job environment and satisfaction elements.

• 한국정보시스템학회지:정보시스템연구
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• 제32권2호
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• pp.45-61
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• 2023

Purpose ESG(Environment Social Governance) activities of IT companies are very important for organizational development in that they can motivate employees to engage in job crafting by giving them a sense of purpose and meaning. There have been many studies on the positive impact of company ESG(Environment Social Governance) activities on financial performance, but unlike the existing financial performance approach, this study suggested that IT companies ESG activities can affect job crafting and job satisfaction of employee, using non-financial organizational variables. Design/methodology/approach This study, based on the related theoretical background, showed the relationship between ESG, job crafting, and job satisfaction, and it was proposed as a research model. A measurement model was constructed, and it was estimated and evaluated with LISREL 9.30, using data from IT companies employees, and it showed satisfactory data-fit of proposed model. The empirical results indicated that ESG(Environment Social Governance) take effect on job crafting, and job crafting take effect on job satisfaction. Findings This study provided several important implications in relation to the ESG(Environment Social Governance) that contribute to job crafting and job satisfaction for IT companies employees. It was confirmed that job crafting variable is a effective mediator linking ESG(Environment Social Governance) and job satisfaction.

• 시큐리티연구
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• 제61호
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• pp.255-283
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• 2019

본 연구는 근무환경, 직무스트레스가 직무만족에 미치는 영향을 규명하기 위하여 2019년 8월 7일부터 8월 13일까지 약 7일 간 대전, 충남, 경기지역에서 근무하는 시설경비업 종사자 315명을 대상으로 설문조사를 실시하였으며, 총 315부의 자료 중 미응답 및 부적절한 응답을 제외한 293부의 자료를 최종적으로 수집하였다. 수집된 자료의 분석을 위하여 STATA 14.2통계 패키지 프로그램을 사용하였으며, 조사 대상자들의 분포비율을 알아보기 위해 빈도분석(frequency analysis)을 실시하였고, 설정된 주요 변인들에 관한 근무환경, 직무스트레스, 직무만족의 신뢰도분석(reliability analysis)과 상관분석(correlation analysis)을 실시하였다. 다음으로 인구통계학적 특성에 따른 근무환경, 직무스트레스, 직무만족요인의 차이를 검증하기 위해 t-test, 일원변량분석(One-way ANOVA)을 실시하였으며 그 결과는 다음과 같다. 인구통계학적 특성에 따른 근무환경, 직무스트레스, 직무만족인식에는 차이가 있었다. 세부적으로 근무환경 요인에서는 연령, 학력, 근무년수, 임금(월급여), 근무형태가 근무환경 인식에서 유의미한 차이를 나타냈다. 직무스트레스 요인에서는 연령, 학력, 임금(월급여), 근무형태가 직무스트레스 인식에서 유의미한 차이를 나타냈다. 직무만족 요인에서는 연령, 학력, 근무년수, 임금(월급여)이 직무만족 인식에 있어 유의미한 차이를 나타냈다. 또한 근무환경, 직무스트레스, 직무만족의 관계를 알아보기 위한 다중회귀분석 결과는 다음과 같다. 근무환경이 직무스트레스에 미치는 영향에서 관계갈등, 직무불안정은 부(-)적 관계를, 직무요구와 직무자율은 정(+)적인 영향을 미치는 것으로 나타났다. 직무스트레스가 직무만족에 미치는 영향에서 직무스트레스는 직무만족에 부(-)적인 영향을 미쳤으며, 관계갈등(동료 격려), 직무자율성이 있으면 직무만족이 높아지고, 직무요구와 직무불안정에 대한 인식이 증가하면 직무만족이 낮아지는 것으로 나타났다. 근무환경은 직무만족에 정(+)적인 영향을 미쳤으며, 직무환경, 근무촉진, 조직특성이 좋을수록 직무만족이 높은 것으로 나타났다. 이러한 연구결과에 따라 근무환경이 좋을수록 직무스트레스는 낮아지며, 직무스트레스가 낮을수록 직무만족이 높은 것으로 나타났다. 또한 근무환경이 좋을수록 직무만족이 높은 것으로 나타나, 근무환경의 개선을 통해 경비업 종사자들의 근무환경 개선이 직무스트레스를 감소시키고, 나아가 직무만족도를 향상시킬 수 있다는 실증적 연구결과를 검증하였다.

• 대한간호학회지
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• 제28권2호
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• pp.431-440
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• 1998

The purposes of this study were to determine the factors that influence job satisfaction for ICU nurses and to analyze group differences in job satisfaction based on the nurses' preference and perception of the work environment with an enhanced professional role. A total of 231 nurses who had been working in Intensive Care Units at least for 6 months at selected university hospitals participated in the study while head nurses or those with administrative positions were excluded. The study participants had an average of 33 months of clinical experience with an age range of 23 to 40 years. The data were analyzed by utilizing SPSSWIN and the results are as follows. 1) Hierarchical multiple regression analysis showed that work characteristics defined by Job characteristics theory and nurses' preference / perception of ideal work environment together explained 33% of variance in job satisfaction. Skill variety, task identity and autonomy as well as individual perception of work environment were significant variables for explaining job satisfaction. Job satisfaction was not significantly related to age, marital status, education, and clinical experience. 2) The groups classified by nurses' preference and perception of work environment were significantly different in their job satisfaction. Nurses with high preference and high perception showed significantly higher general and specific job satisfaction than other nurses. The nurses who showed high preference but perceived their work environment as not reflecting ideal job characteristics reported the lowest job satisfaction among the groups. In conclusion, the role of individual preference and perception of the work environment in explaining the relationship between the redesign of work environment and job satisfaction was supported by the study, The preferences of nurses to the innovative work characteristics should be considered in the process of enhancing job characteristics to lead job satisfaction and low turnover and ultimately to improve quality of care.

• 한국생활과학회지
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• 제17권4호
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• pp.589-600
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• 2008

The purpose of the present study was to examine the factors on child care teachers' burnout. For this purpose, degrees of child care teachers' overall burnout, job satisfaction, and job environments were examined. Also, child care teachers' burnout was examined depending on their personal factors, job satisfaction, and job environment. Finally, the relative power of the three factors were examined. A survey was administered to 184 child care teachers in Seoul and Kyonggi areas to investigate their degrees of burnout, job satisfaction, and job environment. Maslach Burnout Inventory(Maslach and Jackson, 1986) and questionnaires on job satisfaction and job environmen were used. Data were analyzed with descriptive statistics and multiple regression using SPSS+12 version. Major findings are as follows: Child care teacher's overall degrees of burnout is not so high and different on their personal factors such as age, educational level, and career, and job satisfaction and job environment. The most powerful factor on their burnout was their demographic factors.

• 한국보건간호학회지
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• 제30권1호
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• pp.42-55
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• 2016

Purposes: The aim of this study was to examine the awareness of health education environment, teacher efficacy, and job satisfaction and to identify their relationship. Methods: A total of 193 school nurses from elementary/middle/high schools in Korea were enrolled in this descriptive study. The awareness of health education environment, teacher efficacy, and job satisfaction were measured using structured questionnaires. Results: The awareness on health education environment was $3.10{\pm}.56$ on average. School nurses with positive awareness on the environment showed significantly greater efficacy and job satisfaction than those with negative awareness, and school nurses at elementary schools had positive awareness on the environment compared with those in middle/high schools. Those with work experience of 11 years or more had a positive awareness on the environment. However, heavy workload, lots of work irrelevant to school nursing and few training opportunities on health education were recognized negative items. The awareness on the health education environment was positively correlated with teacher efficacy and job satisfaction, respectively. In particular, the awareness on health education environment influenced teacher efficacy and job satisfaction. Conclusion: Teacher efficacy and job satisfaction should be enhanced through continued improvement of the health education environment to promote the effect of health education.

• 간호행정학회지
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• 제22권2호
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• pp.178-188
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• 2016

Purpose: This study was performed to investigate the effect of work environment on nursing performance and the effect of job satisfaction and empowerment on nurses performance in hemodialysis units. Methods: Participants in this study were 206 nurses from 22 hemodialysis units in local clinics, general and university hospitals in two metropolitan areas. The work environment, nursing performance, job satisfaction and empowerment of the participants were measured using four self-report questionnaires. Data were analyzed using SPSS/WIN 18.0. Results: Nursing performance correlated significantly with work environment, job satisfaction, and empowerment in the participants. Predictability of work environment for nursing performance was 28%. Job satisfaction and empowerment showed complete mediating effects, but not moderating effects in the relationship of work environment and nursing performance in the participants. Conclusion: Findings indicate that work environment is an important variable affecting nursing performance in nurses in hemodialysis units and that job satisfaction and empowerment are mediating variables in the relationship of work environment and nursing performance in nurses in hemodialysis units. Improvements in the work environment are needed to induce the high job satisfaction and empowerment that can lead to improvement of nursing performance.

• 복식문화연구
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• 제23권2호
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• pp.270-283
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• 2015

The purpose of this study was to investigate the relationship between working environment and quality of life of fashion vendor company workers by using working environment variables such as job stress, job burnout, job satisfaction, and turnover intention. Preliminary test was conducted by interviewing fashion vendor company workers in order to find out factors that were more suitable for their working environment. Main survey was conducted to 200 fashion vendor company workers and 194 responses were analyzed. The results of correlation analysis showed that job stress, job burnout, job satisfaction, turnover intention, and factors of quality of life had significant relationships. Boss stress, role stress, achivement decrease, and personal condition satisfaction showed a significant relationship with turnover intention. The results of path analysis showed that job stress had a positive relationship with job burnout and job burnout had a negative relationship with job satisfaction. Both job stress and job burnout had a positive relationship with turnover intention, whereas job satisfaction had a negative relationship with turnover intention. Also, the results showed that job burnout and turnover intention had a negative relationship with quality of life of fashion vendor company workers, whereas job satisfaction had a positive relationship with quality of life of fashion vendor company workers.

• 한국보육지원학회지
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• 제8권2호
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• pp.157-174
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• 2012

본 연구는 어린이집에 근무하고 있는 교사의 삶의 만족도에 어떤 요인들이 영향을 미치는 지를 탐색하고자 시도하였다. 이를 위해 전국의 어린이집에 근무하고 있는 여자 교사 302명을 대상으로 삶의 만족도에 영향을 주는 요인들 즉 근무환경요인(사회지지와 근무환경), 업무환경요인(업무스트레스와 직무만족도) 및 소진요인으로 범주화하여 이들 변인이 어린이집 교사의 삶의 만족도에 미치는 영향을 분석하였다. 분석결과 첫째, 업무스트레스에 직접적인 영향을 미치는 요인으로는 사회지지와 근무환경이었다. 둘째, 직무만족도에 직접적인 영향을 미친 요인으로는 사회지지와 업무스트레스였다. 셋째, 소진에 직접적인 영향을 미치는 요인으로는 사회지지와 업무스트레스, 직무만족도였다. 넷째, 삶의 만족도에 직접적인 영향을 미친 요인으로는 근무환경과 직무만족도 및 소진이었다. 본 연구결과를 종합하면 어린이집 교사의 삶의 만족도에 근무환경, 직무만족도 및 소진은 직접적으로 영향을 미치고 있으며, 사회지지와 업무스트레스는 소진을 통해 간접적으로 영향을 미치고 있는 것으로 나타났다.