일부 중소병원 행정직원의 코로나19 유행에 따른 이직의도와 영향요인 : 근무환경, 직무스트레스, 신체적 피로 및 직무만족을 중심으로

박진숙 경상국립대학교 보건대학원 2022 국내석사

Purpose: This study aims to provide primary data for improvement by identifying the working environment, job stress, physical fatigue, and job satisfaction levels for administrative staff working at medical institutions in the COVID-19 pandemic situation and examining factors affecting job turnover. Methods: In this study, six medical institutions designated as screening and relief hospitals with more than 100 beds and less than 300 beds in the J city area of ​​Gyeongnam Province, except for medical personnel (doctors and nurses) who directly participate in patient treatment, were hospital workers who were working as administrative personnel. Data were collected by using a questionnaire. During the collection period, from October 20, 2021, to October 23, 2021, all 140 copies were collected for 140 people. The collected data were analyzed using SPSS/WIN 23.0 program, and real number and percentage, mean and standard deviation, independent t-test, ANOVA, scheffe test, Pearson correlation coefficients, and hierarchical rarity analysis were used. Results: 1. In terms of demographic, job-related, and COVID-19 work-related characteristics of the participants, there were 111 women (79.3%), the average age was 35.06±10.33 years, 73 'unmarried' status (52.1%). As for the education level, 87 people (62.1%) had ‘college or less’, 65 people (46.4%) from the 'general affairs department', working experience averaged 8.83±9.39 years, and 116 people were 'employee/manager' in the job position. Seventy-seven people replied that the salary level was ‘normal’ (55.0%), 58 people were ‘dissatisfied’ (41.4%), 131 people were ‘regular workers’ (93.6%), and 74 people did not exercise regularly (52.9%). Regarding the health status of the workers compared to the pre-COVID-19 situation, 85 people replied that they were ‘healthy’ (60.7%), 76 people said ‘yes’ to have experienced turnover (54.3%), 69 people have had ‘no contact’ with suspected COVID-19 patients (49.3%) while 55 people have had '1-5 times' of experience (39.3%). Among all participants, 115 people (82.1%) said 'no' for the quarantine experience. Also, as a result of multiple response analyses for increased work after the outbreak of COVID-19, 112 people have gone through ‘Fever check’ (80.0%). 2. Looking at the participants’ working environment, job stress, physical fatigue, job satisfaction, and turnover intention, the average score of working environment was 3.16±0.50 out of 5, and 'institutional support' among the sub-factors was the lowest at 2.63±0.67. For job stress, the average score was 3.28±0.53 out of 5, and 'risk of infection' was the highest with 3.51±0.79 points. The average score for physical fatigue was 3.01±0.65 out of 5, and in particular, ‘difficulty due to new roles and demands’ scored 3.16±0.68 points, which corresponded to factors with high physical fatigue. The average scores of job satisfaction and turnover intention were 2.84±0.70 and 3.04±0.76 out of 5, respectivley. 3. As a result of examining the differences in the working environment, job stress, physical fatigue, job satisfaction, turnover intention according to the characteristics of the participants, it was found that if they were satisfied with the salary level, they perceived the working environment as good. However, those who categorized their salary level as 'normal' and 'dissatisfaction' were bound to have higher job stress, physical fatigue, and job satisfaction. Turnover intention differed according to which rank they belonged to; ‘employees and managers’ had higher turnover intention than ‘chief’ and ‘agent level or higher,’ while ‘discontent’ had higher turnover intention than ‘satisfaction’ and ‘normal’ in monthly salary level. 4. As a result of analyzing the correlation between the participants’ working environment, job stress, physical fatigue, job satisfaction, turnover intention, the turnover intention had a negative correlation with the working environment (r=-.63, p<.001) and job satisfaction (r=-.58, p<.001), and positive correlation with job stress (r= .30, p<.001) and physical fatigue (r= .49, p<.001). 5. As a result of hierarchical regression analysis to find out the effect of the subject's work environment, job stress, physical fatigue, and job satisfaction on turnover intention, the variable that had a significant effect on turnover intention was physical fatigue (ß=.31. p<.001), dissatisfaction with salary level (ß=.26, p<.001), working environment (ß=-.24, p=.003), job satisfaction (ß=-.23, p=.001) in order. In other words, the higher the physical fatigue, the higher the dissatisfaction with the salary level, the worse the working environment, and the lower the job satisfaction, the higher the turnover intention. The total explanatory power of these variables explaining turnover intention was 60.9% (F=22.46, p<.001, R2=.609, Adj-R2=.582). Conclusion: In this study, the factors affecting the turnover intention of the administrative staff of small and medium hospitals in the context of COVID-19 in this study were physical fatigue, satisfaction with salary level, working environment, and job satisfaction. The increased workload of hospital administrative staff concerning COVID-19 patients increases physical fatigue, which is expected to increase turnover intention. In addition, dissatisfaction with salary level, working environment, and the job was found to be a factor that increased turnover intention. Therefore, it is necessary to change administrative staff’s salary level and compensation system in small and medium-sized hospitals.

학교급식 조리종사자의 직무스트레스와 이직의도 간의 관계분석

나은정 경남대학교 교육대학원 2008 국내석사

본 연구의 목적은 학교급식 조리종사자들의 직무스트레스요인은 무엇인지 규명하고 직무스트레스요인과 직무스트레스, 이직의도와의 관계를 실증적 분석을 통하여 규명함을 목적으로 한다. 본 연구의 목적을 달성하기 위하여 실증조사는 다음과 같이 실시되었다. 경남 마산시 소재의 초·중·고 학교급식 조리종사자 432명을 대상으로 설문조사를 실시하여 자료를 수집하였다. 자료수집기간은 2007년 11월 17일부터 2007년 12월 20일까지 약 한 달간 실시하였으며, 총 432부의 설문지를 배포하여 이 중 318부가 회수되고 응답내용이 부실한 6부가 제외되어 총 312부가 유효표본(회수율:72.2%)으로 이용되었다. 본 연구의 자료분석을 위해 SPSS 14.0과 LISREL 8.50 프로그램을 이용하였다. 본 연구결과는 다음과 같다. 첫째, 조사대상자의 인구통계학적 특성으로는 조사대상자의 모두가 여성이었고, 연령은 ‘45세 이상’이 165명(52.9%)으로 가장 많았으며 결혼여부는 기혼이 310명(99.4%)으로 훨씬 많았다. 최종학력은 ‘고졸이하’가 287명(92.0%)으로 가장 많았으며 직위는 조리원이 271명(86.9%)으로 조리사보다 많았다. 고용형태로는 학교회계직원(무기근로전환자)이 188명(60.3%)으로 많았으며, 근무경력은 현재 학교에서는 ‘3년 미만’이 108명(34.6%)으로 약간 많은 것으로 나타났다. 그리고 학교급식에서의 근무경력은 ‘5~10년 미만’이 107명(34.3%)으로 약간 많은 것으로 나타났다. 소지자격증은 조리사자격증 소지자가 155명(49.7%)으로 절반 정도가 소지하고 있는 것으로 나타났으며, 월평균 급여 실수령액은 ‘80만원 미만’이 221명(70.8명)으로 가장 많았다. 이직횟수는 ‘없음’이 208명(66.7%)으로 대부분 이직경험이 없었다. 급식소의 특성을 살펴보면 근무처로는 초등학교가 162명(51.9%)으로 가장 많았으며, 학교형태는 공립이 266명(85.3%), 도시형이 250명(80.1%)으로 대부분이었다. 조리형태는 278명(89.1%)이 단독조리였으며, 급식횟수를 조사한 결과는 1식이 249명(79.8%)으로 대부분이 1식을 제공하는 것으로 나타났다. 배식유형은 모두가 식당배식을 하는 것으로 조사되었으며, 1일 급식인원수는 중식만을 기준으로 ‘500~1,000명 미만’이 189명(60.6%)으로 가장 많은 것으로 나타났다. 둘째, 조사대상자들이 느끼는 직무스트레스 요인인 직무특성 중에는 근무자세가 1위, 역할과다가 2위, 작업환경조건이 3위로 나타났다. 셋째, 조사대상자의 직무특성이 직무스트레스에 미치는 영향을 조사한 결과 유의한 영향을 미치는 것으로 나타났으며, 직무스트레스가 이직의도에 미치는 영향 또한 유의하다고 나타났다. 넷째, 조사대상자들의 개인특성과 급식소 특성의 조절효과를 알아본 결과 직무특성이 직무스트레스에 유의한 영향을 미치는 데에는 개인특성 중 직위만 조절변수로 작용하는 것으로 나타났으며, 직무스트레스가 이직의도에 미치는 영향에서는 개인특성 중 과업수행자신감, 근무경력, 직위 모두가 조절변수로 작용하는 것으로 나타났다. 그리고 급식소 특성 중 1일 급식인원수는 직무특성이 직무스트레스에, 직무스트레스가 이직의도에 미치는 영향 모두에서 조절변수로 작용하지 않는 것으로 나타났다. 즉, 조리사가 조리원보다 직무스트레스를 덜 받으며, 과업수행자신감이 높은 조리종사자가 낮은 조리종사자보다, 근무경력이 긴 조리종사자는 짧은 조리종사자보다 이직의도가 적고, 직위를 보면 조리사가 조리원보다 이직의도가 적은 것을 알 수 있었다. 본 연구의 수행을 통해 향후 스트레스로 인한 직무능력 저하와 이직 등을 최소화하는 직무환경 개선과 직무수행 발전에 기여할 수 있는 기초 자료의 제시가 가능하였다. The purpose of this study is to identify the job stress factors of school foodservice employees and then examine the relationship between job stress and turnover intention through the positive analysis. To satisfy the purpose of this study, the positive survey was exercised as follows. For the data collecting, the survey targeted on 432 school foodservice employees in the elementary and secondary schools in Masan, Kyungsangnam-do. The data had been collected for about one month from November 17th, 2007 to December 20th, 2007, and total 432 questionnaires were distributed. Among them, 318 questionnaires were returned and 6 questionnaires that contained less reliable answers were excluded, and whereby total 312 questionnaires were used in valid sample(return rate: 72.2%). For the data analysis of this study, SPSS 14.0 and LISREL 8.50 program were utilized. Followings are the study results. Firstly, the demographic characteristics of study subjects was that all of participants were female, and the majority of their age ranged 'over the age of 45' as its figure shows by 165(52.9%) respondents. As for the marriage, married women were far prevalent by 310(99.4%) women, and for the school achievements, 'less than highschool level' was the majority by 287(92.0%) respondents, while the job position showed its majority in the number of cooks by 271(86.9%) respondents than foodservice employees. As for the employment pattern, school accounting staffs(indefinite period workers) were the majority by 188 respondents(60.3%), and for the job career in current school, 108(34.6%) respondents showed 'less than 3 years', which was a little significant. In addition, for the job career in school foodservice, 107(34.3%) respondents showed 'less than 5~10 years', which was a little significant. As for the license that they have, the cook license occupied the half number as possessed by 155(49.7%) respondents, and for the actual monthly salary on average, the majority was 'less than 800,000won' by 221(70.8%) respondents. As for the number of turnover, 208(66.7%) respondents answered 'never', which showed that most of women have no turnover experience. Considering the characteristics of foodservice center, the elementary school was the majority by 162(51.9%) respondents for the working area, and public school was the majority by 266(85.3%) respondents, while the urban type was the majority by 250(80.1%) respondents. As for the cooking type, 278(89.1%) respondents showed an independent cooking, and for the number of foodservice, the majority was 1 time foodservice by 249(79.8%) respondents, which showed that most of them provide 1 time foodservice. As for the foods distributing pattern, all respondents were found to distribute foods in a dinning hall. And as for the number of people who get foodservice for 1 day, the majority was 'less than 500~1,000' by 189(60.6%) respondents, only based on the lunch service. Secondly, as for the job characteristics which causes job stress, the job attitude was the main stress factor, followed by the excessive role and occupational environment condition, respectively. Thirdly, it showed a significant relationship, as the result of surveying the effect of job characteristics of study subjects on the job stress, and likewise, the job stress had a significant relationship on turnover intention. Lastly, job position was the only moderating variable that had a significant relationship between job characteristics and job stress, as the result of surveying the moderating effects between characteristics of individuals and foodservice center, and for the effects of job stress on turnover intention, the moderating variables were task performance confidence, job career, and job position among individual characteristics. Additionally, among the characteristics of foodservice center, the number of people who get foodservice for 1 day was not the moderating variable in every items that show the effects of job characteristics on job stress, and job stress on turnover intention. In other words, cooks get less job stress than foodservice employees, and its showed less turnover intention in those who have higher task performance confidence and longer job careers than those not, while cooks showed less turnover intention than foodservice employees for the job position. Through performing this study, the basic data could be suggested in later study for contributing to the development of job environment and performance which aim to minimize the turnover and job inefficiency by the job stress.

장애영역 및 학교급별 특수교사의 직무스트레스 유발요인과 대처방식

이금란 대구대학교 교육대학원 2007 국내석사

The purpose of this study was to examine special education teachers' job stress and coping strategies comparatively. For the purpose, the research questions were as follows: 1) Was there any difference in special school teachers' job stress variables and coping strategies according to differently specialized schools? 2) Was there any difference in special school teachers' job stress variables and coping strategies according to the career as a teacher? 3) Was there any difference in special school teachers' job stress variables and coping strategies according to the grade of school? 4) The relationship between special school teachers' job stress variables and coping strategies will be analysed. To test the hypothesis, the subject of this study was special education teachers in 12 different schools of Yeong-Nam area. 172 survey sheets in the distribution were analysed for this study. Two instruments were used for this study. The survey questionnaire consists of 20 questions selected from Kang Hak-gu(1996)'s thesis and the coping strategies on official stress were measured by the scale of Folkman & Lazarus(1985). The conclusions of this study are as follows : 1) Teachers' job related stress was highest in problems caused by activities with students. (1) Teachers in school for mentally-retarded students showed higher levelof stress from activities with students, teachers in school for the bodily-handicapped students showed higher level of stress from the school administrator. Teachers in school for auditory handicapped students showed higher level of stress from taking lesson and miscellanies. (2) Teachers in school for auditorily-handicapped students showed higher level of the problem-focused coping style on job stress and teachers in school for mentally-retarded students showed higher level of the emotion-focused coping style on job stress than those in school for emotionally-disturbed and physically-handicapped students. 2) Teachers experienced in special education for between more than 10 years and less than 20 years showed higher level of job stress from the relationship of the parents than those over 20 years. Teachers experienced in special education for between more than 10 years and less than 20 showed higher level of problem-focused coping style than those more than 20 years. 3) Statistically significant differences between job stress-trigger factors and coping strategies were not shown from the teachers in special education according to school levels. 4) Teachers in special education showed lower level of problem-focused coping style if they have high level of job stress in relation with senior teachers and fellow teachers. More efficient study will be searched if this study keeps pace with a way such a questionnaire, an interview. But it is difficult to understand the credibility of response, because of dependence on the data through the questionnaire.

職務스트레스와 職務成果간의 關係에 관한 硏究 : 通信 서비스 業體를 中心으로

윤태석 漢陽大學校 經營大學院 1995 국내석사

노인복지관 종사자의 직무환경요인이 노인학대인식수준에 미치는 영향 : 직무스트레스의 매개효과를 중심으로

장갑순 경희대학교 공공대학원 2022 국내석사

The purpose of this study is to verify the mediating effect of job stress on the effect of job environmental factors on the level of elder abuse awareness in Go-yang City and its impact on the perception level of elder abuse. We surveyed the senior welfare center in Go-yang City to investigate the job environment factors, job stress, and elderly abuse awareness level of the workers, and proposed policy alternatives to improve the work environment of senior welfare center, alleviate the stress of the job, and raise the awareness of elder abuse. The analysis shows, first, that the higher the human environment among the job environment factors, the lower the role conflict and work ambiguity, but the more statistically significant the role overdose was shown in the impact of the job environment factor on job stress. Second, in the impact of job environment factors on the perception level of elder abuse, the human environment has been identified as having a positive effect on physical abuse and financial elder abuse, work professionalism on psychological elder abuse, and the compensation system on neglect. The better the human environment, the higher the level of awareness of physical abuse and financial abuse, and the better the compensation system, the higher the level of abuse awareness of neglect. Third, in the effect of job stress on the level of elder abuse awareness, role conflicts and work ambiguity among job stress showed a negative effect on physical and psychological elder abuse awareness levels. Fourth, after examining the mediating effect of job stress in the relationship of influence to the work environment and the perception level of elder abuse, only role conflicts and work ambiguity during job stress were affirmed. Specifically, the human environment has been affected by physical abuse, and the mediating effect of role conflict and work ambiguity during job stress in the relationship has been identified. The policy suggestions from the analysis results are as follows. First, efforts are needed to improve the overall work environment in order to alleviate the job stress of elderly welfare workers. Efforts should be made to improve the cohesiveness of the members of the organization, such as the regular implementation of various educational programs that enable workers to improve teamwork for cooperation and collaboration. It will also be necessary to create a variety of education that can improve sensitivity to the level of awareness of elder abuse and a training environment to understand the characteristics of the elderly. Second, the senior welfare center needs to be staffed to alleviate excessive overtime due to paperwork after working hours. Measures should be taken to improve staffing and poor working conditions, and to improve institutional and administrative conditions, such as the activation of incentive systems, flexible working systems, and the expansion of promotion opportunities. In addition, they should provide various opportunities such as job training, seminars, etc. to strengthen their job capabilities, and support them in expanding their knowledge of the job and developing themselves. Third, various efforts are needed to alleviate job stress. Among the measures are stress-relieving programs, emotional coaching, the expansion of psychotherapy centers and cultural facilities. Emotional labor and job stress should be reduced, such as group programs or in-depth counseling that can enhance the self-esteem and self-esteem of senior welfare center workers.

職務스트레스의 影響要因과 對處方案에 관한 硏究

유기강 全州大學校 企業經營大學院 1998 국내석사

This study is tried to conceptualize job stress, one of universal in the Me of modern society, from the viewpoint of existing business management theories. And the job stress is analyzed literature research by focusing on post study. In view of these loss of man power and monetary costs caused by job stress, there is a need for more studies of the stress phenomena in work organizations and of the strategies for managing job stress. In this point of view, this study is carried out literature research. In literature research, it takes steps to carry out systematization of job stress throughout previous research and studies. It is aimed to investigate job stressors who bring about job stress, to investigate the relations between job stress and Influential factors. The findings can be summarized as follows : Role conflict, career development, leadership style, and role ambiguity are critical job stress. The critical job stressors are different at the various levels of position, future, education. Personality and social support and perceived job stress and perceived job stress and Influential factors and Based on these results organizational strategies focusing job stressors that prevent distress and achieve goals of individuals and organizations through reduction of hyper stress are suggested as follows. Role conflict and role ambiguity or role stress can be reduced through out role analysis and goal setting. Improvement of career development program and reinforcement of social supports can motivate employees. And also the result that job stressors varied with levels of position, education imply necessity of separated management of stress.

LH 현장근무자의 직무 스트레스 요인이 직무만족 및 조직몰입에 미치는 영향 연구

이광현 서울대학교 행정대학원 2014 국내석사

본 연구는 한국토지주택공사내 개발 및 보상을 담당하는 현장근무자를 대상으로 하여, 직무 스트레스와 조직행동론에서 중요한 결과변수인 직무만족, 조직몰입과의 관계에 대해 알아보고, 사회적지지가 이들 변수에 각각 어떻게 영향을 미칠 것인가에 대해 고찰함으로써, 사회적지지의 조절, 예방, 대처 효과에 대해 검증하였다. 이를 통해, 직무스트레스 정도가 상대적으로 높은 수준인 한국토지주택공사내 개발 및 보상 현장근무자가 지각하는 직무스트레스 원인을 규명하고, 해소방안을 모색하여 직무스트레스 관리방안을 통한 인사관리의 정책적 시사점을 제시하고자 하였다. 연구결과를 간단히 요약하면 다음과 같다. 첫째, 직무스트레스의 하위 변인으로 역할갈등, 역할모호, 업무과다는 직무만족에 부(-)의 영향을 미치는 것으로 확인되었다. 둘째, 직무스트레스의 하위 변인 중 역할갈등과 역할모호는 조직몰입에 부(-)의 영향을 미치는 것으로 확인되었다. 셋째, 직무스트레스(역할갈등, 역할모호, 업무과다)와 직무만족․조직몰입 사이에서 사회적지지는 유의미한 조절역할, 즉 완충효과가 나타나지 않았다. 넷째, 사회적지지는 직무스트레스(역할갈등, 역할모호, 업무과다)에 부(-)의 영향을 미치는 것으로 확인되었으며, 사회적지지의 예방효과를 검증할 수 있었다. 다섯째, 사회적지지는 직무만족․조직몰입에 정(+)의 영향을 미치는 것으로 확인되었으며 사회적지지의 대처효과가 검증되었다. 본 연구의 시사점은 다음과 같다. 우선, 현장 근무자의 직무스트레스 경감을 위해 업무강도를 고려한 인력배치 시행과 아울러, 일정기간 현장에 근무한 직원은 본사 등 선호하는 업무를 수행할 수 있도록 하는 강력한 업무순환근무제 도입 및 현장근무자를 대상으로한 심리상담 프로그램 마련 등이 요구된다. 또한 사회적지지의 예방 및 대처효과와 관련, 직장동료․가족의 감정적 지원 및 상사의 지지 측면에서 승진시 현장근무자에 대한 인센티브 제공, 교육기회 우선 부여 등 현장근무 직원이 사회적 지지를 체감할 수 있도록 구체적인 노력이 필요함을 시사해주고 있다. 본 연구의 한계로는 다음과 같다. 첫째, 한국토지주택공사라는 1개 기관만을 연구대상으로 하였기 때문에 연구결과를 일반화하는 데에 한계가 있었으며, 향후 대상의 범위를 다양화하여 연구를 진행한다면 보편적인 결과를 도출할 수 있을 것으로 보인다. 둘째, 본 연구의 설문이 자기기입식 설문조사방식으로 진행됨에 따라, 심도 있는 질문과 이에 대한 응답을 도출하는 데는 한계가 있을 수밖에 없다. 향후에는 면접조사 등을 통해 미비점을 일부 보완할 수 있는 방안도 고려할 수 있을 것이다. 셋째, 조절변수로서 사회적지지의 이용가능성과 실제 이용여부를 구분하지 않고 측정하였으며, 결론적으로 사회적지지의 조절효과(완충효과)가 검증되지 않았다. 후속 연구시 사회적지지의 실제 이용여부를 감안한다면, 조절효과를 확인할 수 있을 것으로 보인다. 넷째, 본 연구는 공공부문을 대상으로 진행되었으나, 민간부문 및 타 업종(금융) 등과 비교분석을 통해 영향요인들의 차이에 대한 연구가 필요할 것으로 보인다. The purpose of this study was to examine the relationship among job stress, job satisfaction, and organization commitment which are important outcome variables in the theory of organizational behavior, and look into the effect of social support on those variables in order to validate the moderating, preventing, and coping effects of social support among the site workers charged with the duties of development and compensation at Korea Land and Housing(LH) Corporation. Through that, this study investigated into the cause of job stress perceived by site workers responsible for the development and compensation at Korea Land and Housing Corporation where the job stress is relatively at high level, and presented the suggestions at a policy level based on the exploration of the measures to eliminate and manage such job stress. The results of this study can be summarized as follows: First, the role conflict, role ambiguity, and excessive workload, which are the sub-variables of job stress, were found to have a negative effect on job satisfaction. Second, the role conflict and role ambiguity, the sub-variables job stress, were found to have a negative effect on organization commitment. Third, social support did not show significant moderating effect, i.e., buffering effect among job stress(role conflict, role ambiguity, excessive workload), job satisfaction, and organization commitment. Fourth, social support was found to have a negative effect on job stress, validating the job stress prevention effect of social support. Fifth, social support was found to have a positive effect on job satisfaction and organization commitment, validating the coping effect of social support. This study presents the following suggestions: To mitigate the job stress of site workers, it is considered necessary to deploy the manpower based on the work intensity, devise psychological counseling program, and introduce robust job-rotation system that allows the employees, who have been working at the site for a certain period, to perform the works that they prefer, such as the works at head office. In addition, the results of this study suggest that specific efforts need to be made to help make site workers feel the social support by providing priority opportunity to the site workers for education and offering them incentives in case of promotion from the standpoint of emotional support from colleagues, family, and support from superiors.

경찰관의 직무스트레스가 회복탄력성에 따라 조직몰입에 미치는 영향

김기갑 대구가톨릭대학교 2019 국내박사

The purpose of this study is to identify the influence of police officer’s job stress on the organizational commitment based on the resilience, examine the job stress influencing on the police officer’s organizational commitment, and explore the resilience from the job stress to solve the police officer’s job stress and suggest measures for a security service. To complete the research, this study completed a theoretical background on the police officer’s job stress, resilience, and organizational commitment using the preceding researches, publications, and Internet materials. Then, this study conducted a survey on active police officers based on the theoretical background. Also, a statistical technique was used on the survey data to complete the research. Job stress is a common issue for all members of the society. Such job stress gets more serious when the person is involved in duties with unexpectedness, risks, and specialty such as police duties. Especially, since police officers are in charge of various roles such as providing security service, preventing crimes, and suppressing crimes, police officers are exposed to higher pressures compared to public servants in other groups. In addition, police officers work in the environment of strict command and discipline which requires higher organizational power compared to other groups. As a result, police officers are exposed to higher job stress compared to other organizational groups. Such job stress is causing various issues. Especially, the job stress of police officers influence on personal domain while having negative influences on the organizational group of the police officers with job stress. Numerous preceding researches verified that the job stress has a negative influence on organizational commitment and organizational satisfaction. Nevertheless, a great number of police officers are overcoming job stress well. This is because the resilience of the police officers had influence on the job stress. Based on such theoretical background, this study carried out a statistical technique on active police officers and analyzed the result. The analysis result showed that conflicting relationship, job insecurity, organizational system, and inadequate reward among the job stress elements had a significant influence on the organizational commitment of police officers. Also, conflicting relationship, job insecurity, organizational system, and inadequate reward among the job stress elements had a significant influence on the continuous commitment while conflicting relationship, job insecurity, and organizational culture had a significant influence on a normative commitment. In regard to influence of job stress on resilience, the job requirement, conflicting relationship, job insecurity, organizational system, and inadequate reward had a significant influence on tenacity while job autonomy, conflicting relationship, job insecurity, organizational system, and inadequate reward had a significant influence on the perseverance. In addition, job autonomy, conflicting relationship, job insecurity, and inadequate reward had a significant influence on optimism. The analysis result also showed that job requirement, job autonomy, conflicting relationship, organizational system, and inadequate reward had a significant influence on support while job autonomy, conflicting relationship, organizational system, and inadequate reward had a significant influence on religious orientation. In analysis of mediating factors for influence of job stress on organizational commitment based on the resilience, the analysis result showed that the job stress had no mediating effect in influencing on the emotional commitment based on the resilience. Also, there was no mediating effect in influence of job stress on continuous commitment based on the resilience. For some of the police officers, the job stress influenced on the organizational commitment based on the resilience. For the influential difference on the organizational commitment between job stress and resilience, the job stress had a higher influence on the emotional commitment, normative commitment, and continuous commitment compared to resilience. To manage the job stress of police officers, it is necessary to expand the existing job stress management measures and come up with practical and effective measures based on these research results. The analysis results showed that conflicting relationship, job insecurity, and inadequate reward are the common job stress factors with a significant influence on the organizational commitment. Thus, it is necessary to suggest measures for solving such factors. Especially, police officers need to take proper rests to solve problems such as conflicting relationship, job insecurity, and inadequate reward. However, police officers work in shifts for 24 hours and there are numerous difficulties in taking rests and relieving stress. Therefore, there should be measures for taking vacations actively. Furthermore, the analysis results showed that conflicting relationship, organizational system, and inadequate reward among the sub-factors of job stress commonly influenced on tenacity, perseverance, optimism, support, and religious orientation composing resilience. Therefore, there should be more mental health strengthening and healing programs for promoting resilience of police officers. Based on these analysis results, there should be activities for managing the job stress of police officers, improving environment for keeping mental and physical health of police officers, and strengthening the productivity of the organization. 이 연구는 경찰의 직무스트레스가 개인의 회복탄력성에 따라 조직몰입에 미치는 영향을 파악하여 경찰의 직무스트레스를 해소함으로써 치안서비스 생산에 도움을 줄 수 있는 방안을 제시하는데 목적이 있다. 이를 위하여 경찰직무스트레스, 경찰의 회복탄력성, 경찰 조직몰입과 관련된 선행연구를 토대로 관련 주제로 발간된 단행본, 인터넷 데이터 등을 통해 이론적 배경을 구성하고, 현직 경찰관에 대한 설문조사를 실시하여 그 결과를 통계적 기법을 활용하여 분석하는 방법으로 연구를 진행하였다. 직무스트레스는 모든 직업인들이 직면하고 있는 공통의 문제라 할 수 있다. 특히, 경찰공무원의 경우, 직무특성상 돌발성, 위험성, 긴장성 등으로 다른 직종에 비해 부담을 갖는 직무스트레스는 더욱 심하게 나타나고 있다. 더욱이, 경찰은 급박한 치안서비스 제공, 범죄예방과 진압 등 다양한 역할을 수행하기 때문에 심적 압박은 더욱 가중되고 있다. 뿐만 아니라 조직의 특성상 상명하복, 일사분란한 지휘체계 하에서 경직된 조직문화 등으로 직무상 스트레스를 유발하는 요인은 참으로 많다고 할 수 있다. 그래서, 경찰직무스트레스는 경찰 조직 내에서 경찰공무원 개인은 물론 조직 안팎으로 여러 가지 문제를 유발하고 있다. 그간 진행되었던 수많은 선행연구들이 이를 증명하고 있다. 그럼에도 불구하고 다수의 경찰공무원은 직무스트레스를 잘 극복하면서 사회질서유지라는 본연의 과업을 잘 수행하고 있다. 이는 경찰공무원 스스로 외부로부터의 직무스트레스에 대한 회복탄력성이 크다는 반증이 되기도 한다. 본 연구에서는 현직경찰관에게 영향을 미치는 직무스트레스의 요인과 회복탄력성에 관한 실증적 통계분석을 토대로 한 연구이다.구체적으로 살펴보면 직무스트레스 구성 요인 중 갈등관계ㆍ직무불안ㆍ조직체계ㆍ보상부적절이 정서적 몰입에 유의미한 영향을 미치는 것으로 확인되었으며, 직무스트레스 요인 중 갈등관계ㆍ직무불안ㆍ조직체계ㆍ보상 부적절은 정서적 몰입과 지속적 몰입에 유의미한 영향을 끼치는 것으로 나타났으며, 갈등관계ㆍ직무불안ㆍ직장문화가 규범적 몰입에 유의미한 영향을 끼치는 것으로 나타나 직무스트레스를 구성하는 일부 요인들이 조직몰입에 유의미한 영향을 끼치는 것으로 확인되었다. 직무스트레스가 회복탄력성에 미치는 영향을 확인해 본 결과, 직무요구ㆍ갈등관계ㆍ직무불안ㆍ조직체계ㆍ보상 부적절이 강인성에 유의미한 영향을 끼치는 것으로 나타났고, 직무자율ㆍ갈등관계ㆍ직무불안ㆍ조직체계ㆍ보상 부적절이 인내에 유의미한 영향을 끼치는 것으로 확인되었으며, 직무자율ㆍ갈등관계ㆍ조직체계ㆍ보상 부적절이 낙관성에 유의미한 영향을 끼치는 것으로 나타났다. 그리고, 직무요구ㆍ직무자율ㆍ갈등관계ㆍ조직체계ㆍ보상 부적절이 지지에 유의미한 영향을 끼친다는 것을 확인하였고, 직무자율ㆍ갈등관계ㆍ조직체계ㆍ보상 부적절이 종교적 성향에 유의미한 영향을 끼친다고 하였다. 직무스트레스가 회복탄력성에 따라 조직몰입에 미치는 매개요인을 분석한 결과, 직무스트레스가 회복탄력성에 따라 정서적 몰입에 영향을 미치는 매개효과가 없는 것으로 나타났고, 직무스트레스가 회복탄력성에 따라 지속적 몰입에 영향을 미치는 매개효과가 없는 것으로 나타났으며, 직무스트레스가 회복탄력성에 따라 규범적 몰입에 영향을 미치는 매개효과가 있는 것으로 나타났다. 따라서 경찰관에게 가해지는 직무스트레스가 회복탄력성에 따라 조직몰입에 영향을 미치는 것이 일부 확인되었다. 직무스트레스와 회복탄력성 중 조직몰입에 미치는 영향력의 차이를 분석한 결과, 직무스트레스가 회복탄력성에 비해 정서적 몰입ㆍ규범적 몰입ㆍ지속적 몰입에 더 크게 영향을 미치는 것으로 나타났다. 이러한 결과를 바탕으로 경찰의 직무스트레스를 관리하기 위한 방안으로 기존의 직무스트레스 관리방안을 확대함과 동시에 실질적으로 효과성이 있는 방안을 강구해야 한다. 분석결과를 바탕으로 직무스트레스가 조직몰입에 유의미한 영향을 미치는 요인인 갈등관계ㆍ직무불안ㆍ보상 부적절이 공통적으로 증명됨에 따라 이러한 문제를 해결하기 위한 방안을 강구해야 할 것이다. 특히, 갈등관계ㆍ직무불안ㆍ보상 부적절 등의 문제를 해결하기 위해서는 적절한 휴식이 필요하다. 그러나, 경찰의 경우 24시간 교대 근무로 인하여 휴가의 사용 및 스트레스 해소를 하는데 많은 어려움이 있어 이를 해결하기 위하여 적극적인 휴가이용 방안을 강구할 필요가 있다. 또한, 직무스트레스를 구성하는 하위요인 중 갈등관계ㆍ조직체계ㆍ보상 부적절이 공통적으로 회복탄력성을 구성하는 강인성ㆍ인내ㆍ낙관성ㆍ지지ㆍ종교적 성향에 미치는 영향을 미치는 것으로 나타났다. 따라서, 이러한 문제를 해결하기 위하여 회복탄력성을 강화할 수 있도록, 직장 내 마음건강 강화ㆍ힐링 프로그램을 강화하여 회복탄력성을 높일 필요가 있다. 이러한 내용을 바탕으로 경찰관의 직무스트레스를 관리하여 경찰 개인의 정신적ㆍ신체적 건강을 유지할 수 있도록 환경을 개선하고, 조직의 생산력을 강화하기 위한 적극적인 활동이 필요하다.

職務스트레스의 社會支援에 관한 硏究 : 가톨릭 교사 중심으로

김명자 漢城大學校 經營大學院 1996 국내석사

Today, we are living in a rapidly industrializing society with a high growth of economy in which everybody is experiencing the daily increasing stress. This stress can be stated as one of the factors that greatly influences human beings' physical growth, change, development and accomplishment at home or in the workplace. Therefore, I have studied and tried to prove the relationship between the perception level of job stress and the support of society which is the effect of that relationship on teachers for the purpose aiding teacher personnel management in the Catholic school organization. The job conditions and personal conditions along with other variables such as one's personality, sex, age, educational background, career, and job position affect the stress level. Accordingly, it is true that a unified concept of job stress is not generalized even among various types of studies concerning stress. Nevertheless, studies continue on the adjustment of social support to reduce the job stress level in connection with on-going efforts to minimize the reverse function of stress. This study was made on the basis of both theory and the analysis by means of questionnaires for the purpose of suggesting a relationship between the perception state of job stress and the adjusting effects of social support. The theoretic study was systematically based on the already existing studied and the actual proving analysis was done by means of a package of scientific social statistics through questionnaires given to teachers from 12 Catholic schools in the Seoul and Kyungki-do area. As we can see from the result of this study, school teachers suffer from a high degree of job stress and the support of senior teachers (administration) greatly affects the level of stress and the selfsatisfaction of the job. Threfore, it is considered that administrators' support is very important in reducing job stress and in improving job performance. Based on this study, it is considered that every school needs to make an effort in several areas to accomplish proper personnel management. First, in order to maintain the physical and psychological health of the teachers who generally show a high level of stress, a more detailed study of the various factors of stress is required and ways to solve the problems caused by stress must be explored. It is important to study the factors in the school organization such as teacher work load and the ambiguity of the role, organization climate of the teacher. It is a well-known phenomenon that work load of teachers in Korea is heavy. This is due to the fact that education in Korea is geared to passing examinations for entrance into the next level of education. Also, the inconsistent policy of the Ministry of Education adds more difficulties to the atmosphere of school organization. Second, the most important things needed in this situauion are a spirit of innovation and effort on the part of school administrators to remedy the causes of stress in teachers. Therefore, administrators need to be educated and trained regarding job stress and its counter measures in order to aid in remedying and reducing the perception level of job stress. Third, the philosophy and the purpose of school management need to be focused on the improvement of life style at work. Fourth, the industrial democratization at work, privatization of educational administration in schools, training programs in reducing and preventing job stress and related counter measures for management should be pursued. It is thought that efficient performance on the job in the field of education will be enhanced by the realization of the above-mentioned points. The-following limitations were found in the result of this study: * There is the possibility of insufficient reflection on the importance or character of job stress since the teachers responding to the questionnairres were suffering from shortage of time. * A more in-depth study would have been made if the questionnaire had dealt with elements of apparent physical phenomenons as a result of job stress in addition to the questions appearing in the questionnaire.

고 3 담임교사의 직무스트레스 정도와 대처방식에 관한 연구

박현진 이화여자대학교 교육대학원 2003 국내석사

교육을 국가적인 사업으로 보고 국력을 비교함에 있어 교육수준을 준거로 삼을만큼 현대사회에서 교육의 중요성은 높아지고 있다. 따라서 교사의 사명 또한 막중하고, 많은 연구결과에서 교육현장에서 교사들이 지각하는 직무스트레스는 매우 높은 것으로 나타나고 있다. 교사의 스트레스나 갈등은 교사 개인의 문제로 끝나는 것이 아니고 학생 교육에 영향을 미쳐 교육력의 저하 및 학교조직의 효율성 저하를 초래하게 된다. 초·중학교 교사보다 고등학교 교사의 스트레스가 상대적으로 크고, 대학진학을 중시하는 교육환경에서 고등학교 3학년 담임교사의 스트레스는 더욱 높을 것이라는 가정 하에, 본 연구는 인문계 고등학교 3학년 담임교사의 직무스트레스 정도와 대처방식을 알아보고 스트레스 감소 대책 마련을 위한 간호중재 개발의 기초 자료로 제공하고자 한다. 본 연구는 수원시와 안산시에 소재한 인문계 고등학교 10개교의 3학년 담임교사 137명을 대상으로 구조화된 설문지를 사용하여 2003년 3월 31일부터 4월 8 일까지 9일간 자료를 수집하였다. 측정도구는 총 76문항으로 구성되었다. 직무스트레스 요인은 박태철(2001)과 탁진국(1999)의 연구에서 사용한 도구를 이용하여 사전조사를 실시한 후, 6개 하위요인 22문항으로 구성하였고 신뢰도는 Cronbach's α=.9022로 나타났다. 대처방식은 김정희(1987)의 도구를 사전조사를 실시한 후 49개의 문항으로 구성하였고 신뢰도는 Cronbach's α=.9338로 나타났다. 수집된 자료는 SPSS 통계프로그램을 이용하여 실수, 백분율, 평균, t-test, ANOVA, Pearson Correlation analysis를 이용하여 분석하였으며 연구결과는 다음과 같다. 1) 대상자의 직무스트레스는 평균 3.16점으로 직무스트레스를 많이 경험하고 있는 것으로 나타났다. 그중에서 건강요인이 3.77점으로 가장 높고, 교육행정요인이 3.45점, 사회적 안정 요인이 3.15점, 학생지도 요인이 3.02점 순으로 나타났다. 2) 대상자의 일반적 특성에 따른 직무스트레스 요인의 차이는, 여교사가 남교사보다 건강요인(M=4.18 SD=.60)과 교육행정 요인(M=3.54 SD=.77)에서 높게 나타났다(p=.012). 연령에서는 40대의 교사가 건강 요인(M=3.71 SD=.91), 교육 행정 요인(M=3.51 SD=.66), 사회적 안정 요인(M=3.27 SD=.62)에서 높게 나타났다(p=.049). 미혼교사가 기혼교사보다 학생지도요인(M=3.15 SD=.78)과 인간 관계 및 조직구조요인(M=2.93 SD=.79)에서, 교직경력 20년 미만의 교사들은 건강 요인, 교육행정 요인, 사회적 안정요인에서 스트레스를 크게 지각하고 있는 것으로 나타났다. 사립학교 교사는 교육행정 요인(M=3.71 SD=.61)에서, 공립학교 교사는 건강요인(M=3.95 SD=.78)에서 스트레스를 더 크게 지각하는 것으로 나타났다. 3) 대상자의 대처방식에 있어서는 문제중심적 대처가 평균 2.54점, 사회적지지 추구가 평균 2.51점, 소망적 사고가 2.47점, 정서완화적 대처가 2.30점순으로 대처방법을 사용하는 것으로 나타났다. 4) 대상자의 일반적 특성에 따른 대처방식의 차이는, 여교사가 남교사보다 대처방식을 다양하게 사용하고 있었고, 30대 교사는 문제 중심적 대처(M=3.52 SD=.41)를, 교직경력 20년 이상인 교사는 소망적 사고(M=2.60 SD=.53)와 정서 완화적 대처(M=2.44 SD=.35)를(p=.026), 기혼교사는 문제중심적 대처(M=2.56 SD=.44)와 사회적지지 추구(M=2.52 SD=.51)를, 사립학교 교사는 문제 중심적 대처(M=2.61 SD=.40)와 정서완화적 대처(M=2.37 SD=.37)를 많이 하는 것으로 나타났다. 5) 교사의 직무스트레스 요인과 대처방식과의 상관관계를 분석한 결과, 직무 스트레스 요인과 정서 완화적 대처(r=.270 p=.011), 소망적 사고(r=.217 p=.011)와 통계적으로 유의한 상관관계가 나타난 것으로 볼 때, 교사들은 직무스트레스를 높게 지각할수록 소극적인 대처를 하고 있음을 알 수 있었다. 본 연구의 결과를 기반으로 다음과 같이 제안하고자 한다. 1) 본 연구는 일부지역의 인문계 고등학교 3학년 담임교사를 대상으로 하였으므로, 실업계와 인문계 고등학교의 비교 연구가 필요하다. 2) 교사들을 위한 보건교육 프로그램 및 스트레스 감소를 위한 간호중재 개발이 요구된다. In modern society, the significance of education has increased such that education is considered a national undertaking and the level of education is a cornerstone in comparing national powers. Accordingly, mission of teachers is also important and many findings show that the job stress perceived by teachers in the field of education is very high. Their stress or conflict does not remain in their personal problems but does affect education of students, causing reduction of educational performance and lowering of efficiency in school system. Assuming that the stress of high school students would be relatively higher than that of elementary and middle school teachers and the stress of third-grade class teachers in high school would be further high in consideration of educational environment, which values university entrance highly, this study is attempted to examine the factors of job stress and response to it of third-grade class teachers in academic high school and to find suitable nursing intervention for providing these as basic information for preparing stress reduction plans. For subjects of this study, 137 third-grade class teachers of 10 academic high schools located in Suwon City and Ansan City were selected and data were collected with structured questionnaire over 9 days from Mar. 31, 2003 to Apr. 8, 2003. Such measure tool was composed of total 76 questions. For the factors of job stress, a preliminary survey was performed with the tool used in the studies of Park Tae-Cheol (2001) and Tak Jin-Guk(l999), and then the questionnaire was prepared in 22 questions with 6 sub-factors. It was shown that reliability was Cronbach's a=.9022. For the response to job stress, a preliminary survey was performed with the tool of Kim Jeong-Heui (1987), and then the questionnaire was prepared with 49 questions. It was revealed that reliability was Cronbach's a=.9338. With SPSS statistical program, the collected data were analyzed by using real number, percentage, mean, t-test, ANOVA, and Pearson Correlation analysis. Findings of this study are as follows: 1) It was shown that job stress of the subjects was mean 3.16 points and they experienced job stress highly. Among factors, health factor was highest (3.77 points), then came educational administration factor (3.45 points), social stability factor (3.15 points), and student instruction factor (3.02 points) in order. 2) For difference in job stress factors by the subjects' general features, it was shown that female teachers were higher in health factor (M=4.18 SD=.60), educational administration factor (M=3.54 SD=.77) and student instruction factor (M=3.30 SD=.66) than male teachers (p=.012). With respect to age, it was shown that teachers in their forties were high in health factor (M=3.71 SD=.91), educational administration factor (M=3.5 1 SD=.66), and social stability factor (M=3.27 SD=.62)(p=.049). It was found that unmarried teachers were higher in student instruction factor (M=3.15 SD=.78) and human relations and organizational structure factor (M=2.93 SD=.79) than married teachers, and teachers experienced in the teaching profession under 20 years perceived stress highly in health factor, educational administration factor, and social stability factor. It was found that private school teachers perceived hither stress in educational administration factor (M=3.7 1 SD=.61), and public school teachers perceived higher stress in health factor (M=3.95 SD=.78). 3) Concerning the response to job stress for subjects, it was revealed that problem-focused response (mean 2.54 points) was utilized highly, then came social support pursuit (mean 2.51 points), desirous thought (2.47 points), and emotional relief (2.30 points) in order. 4) For difference of the response to job stress by the subjects' general features, it was found that female teachers applied more various response than male teachers, teachers in their thirties used problem-focused response (M=3.52 SD=.41), teachers experienced in the teaching profession over 20 years utilized desirous thought (M=2.60 SD=.53) and emotional relief(M=2.44 SD=.35) (p=.026), married teachers applied problem-focused response (M=2.56 SD=.44) and social support pursuit (M=2.52 SD=.51), and private school teachers utilized problem-focused response (M=2.61 SD=.40) and emotional relief (M=2.37 SD=.37) mainly. 5) As a result of analyzing correlation between job stress factors and response to job stress of teachers, it was shown that there was statistically significant correlation among job stress factors, emotional relief (r=.270 p=.01l), and desirous thought (r=.217 p=.011). Therefore, the higher teachers perceived job stress, the more passively they have responded to their job stress. On the basis of the findings, suggestions of this study are as follows: 1) This study was performed for third-grade class teachers of academic high schools in some locations, so comparative studies should be performed for technical high schools and academic high schools. 2) Nursing intervention for stress reduction as well as health education programs for teachers should be developed.