Employee Stress Based on Intrinsic and Extrinsic Stress Factors and their Connection to Job Satisfaction

Hyun-Suk AN 한국유통과학회 2023 The Journal of Industrial Distribution & Business( Vol.14 No.7

Purpose: This study explores the intrinsic and extrinsic stress factors that affect employees' job satisfaction. The study reviews the literature on three intrinsic and three extrinsic stress factors that influence the job satisfaction level of employees, establishing the various research findings on the factors and finding the relevant links that such findings have to current research. Research design, data and methodology: The present researcher collected the relevant prior studies via literature content approach that was used by numerous previous works. The researcher transcribed the data gathered from the participants. The next analyst would code the different features of data systematically across the entire set of data, thereby collecting the relevant data for each of the codes. Results: The investigation suggests six stress factors to be connected to job satisfaction, such as Hours of Work Employee Job Satisfaction, Communication and Employee job Satisfaction, Leadership Style Employee Job Satisfaction, Competition Employee Job Satisfaction, Career Development Opportunities Employee Job Satisfaction, Strikes and employee Job Satisfaction Conclusions: This research concludes that organizations with proper communication channels will certainly influence their employees positively and hence give them job satisfaction. Overall, this qualitative research has found that intrinsic and extrinsic factors influence the job satisfaction level of employees in a workplace.

식음료 종사자의 직무교육 참여동기가 직무스트레스와 직무만족에 미치는 영향

신미경 ( Shin Mi-gyoung ) 미래융합통섭학회 2020 현대사회와 안전문화 Vol.3 No.2

연구목적: 이 연구는 식음료 산업 종사자들을 대상으로 직무교육 참여가 직무스트레스와 직무만족에 영향을 미치는 영향을 분석 및 규명하는데 주된 목적이 있다. 연구방법: 서울소재 식음료종사자를 모집단으로 유의표집법을 이용하여 표본을 추출한 후, 총 600부의 설문을 배포하여 572명을 표집, 극단치를 제외한 543부를 최종 SPSSWIN 24.0으로 분석하였다. 활용한 통계기법은 요인분석, 신뢰도 분석, 다중 회귀분석, 경로분석 등이다. 결론: 첫째, 직무교육 참여는 직무스트레스 영향을 미쳐 지적 흥미가 증가할수록 조직체계성과 갈등해소요인이 높아지고, 직업전문성함양에 대한 동기가 감소할수록 조직체계성, 직무요구, 직무자율성결여는 낮아진다. 둘째, 직무교육참여는 직무만족에 영향을 미쳐 사회적관계형성, 지적인 흥미가 증가할수록 내적·외적만족은 높아지고, 외적기대충족, 직업전문 성함양이 감소할수록 내적만족이 낮아진다. 셋째, 직무스트레스는 직무만족에 영향을 미쳐 조직체계, 갈등관계, 직무자율성결여에 활동이 내적만족에 정(+)의 영향을 직무불안정은 내적만족에 부(-)의 영향을 미친다. 조직체계, 갈등관계, 직무자율성 결여는 외적만족에 정(+)의 영향을 직무요구, 직무불안정은 외적만족에 부(-)의 영향을 미친다. 넷째, 직무교육 참여 동기는 직무만족에 직접적으로 매우 유의한 영향을 미친다. 한편 매개변수인 직무스트레스는 독립변수 직무교육 참여동기와 종속변수 직무만족을 직·간접적으로 매개해주는 효과가 높게 나타났다. Pupose: The thesis is investigating the food and beverage employees' participation for their job education with the hypothesis that might affect their job stress and the satisfaction as its variables, as well as verifying the fidelity of variables by proposing the model for the results of variables' relationship. Methods: The survey for the study is conducted be the food and beverage employees in Seoul district, that are collected 543 peoples' survey out of 572 by purposive or judgemental sampling and then analyzed by SPSSWIN 24.0 program. The validity and reliability of the questionnaires are verified by factor analysis, reliability analysis, independent sample t-test, one-way analysis of variance, and the multiple regression. Conclusion: First, the participation of the job education affects job stress positively that make their intellectual interests increase as well as organization system and conflict settlements, and when the motivation for learning and job specialty cultivation gets low, the organization system, job requirement, job self-discipline also decrease. Second, the participation of job education affect the job satisfaction positively that creates the formation of social bonds and increases the intellectual interests that bring the internal and external satisfaction. In addition, the internal satisfaction gets low when the expectation of external satisfaction and job profession cultivation also get low. Third, job stress has a positive effect on internal satisfaction, and job instability has a negative (-) effect on internal satisfaction, such as organizational system, conflict relations, and lack of job autonomy. Organizational system, conflict relationship, and lack of job autonomy have a positive (+) effect on external satisfaction, while job demand and job instability have a negative (-) effect on external satisfaction. Fourth, the motivation to participate in job training has a very significant effect directly on job satisfaction. On the other hand, job stress, a parameter, has a high effect of directly or indirectly mediating the independent variable job training participation motivation and the dependent variable job satisfaction.

호텔의 직무특성과 종사원의 성격특성이직무만족에 미치는 영향

김권수 한국관광학회 2009 관광학연구 Vol.33 No.2

Using surveying data from employees from 12 deluxe hotels in Seoul this study is to investigate the interaction effects of job characteristics and employee personalities on job satisfaction in the hotel. Factor analysis, Cronbach's alpha analysis, multi-regression analysis and hierarchical multiple regression analysis are used as the statistical method. The result of this study is that (1) job characteristics affect job satisfaction, (2) employee personalities affect job satisfaction and (3) the interactions of job characteristics and employee personalities affect job satisfaction. According to the results of this study, Author suggests the method of employee selection and employ transfer to fit employee personalities into job characteristics so that employees may work with job satisfaction.

어린이 급식소 조리종사자의 직무만족도 조사 -100인 미만의 어린이 급식소를 중심으로-

신혜원 ( Hyewon Shin ),최주희 ( Juhee Choi ),이영화 ( Younghwa Lee ),조우균 ( Wookyoun Cho ) 대한영양사협회 2015 대한영양사협회 학술지 Vol.21 No.3

The research was conducted by center for children`s foodservice management in Hanam-si. In order to improve job satisfaction, a survey was carried out by working conditions and job satisfaction in children foodservice employees working at child daycare centers registered from January to April. Ninety-five surveys out of 120 were collected, and 76 surveys were analyzed. Job satisfaction consisted of four elements, working environment, welfare, human relationships, and job-itself, analyzed by general characteristics. Pearson`s correlation was carried out between job satisfaction and intention to change job by Likert 5 scales using SPSS statistic program. The percentages of child daycare centers owned by civilians was 52.6%, high school education level was 65.8%, permanent workers was 68.4%, and less than 1 year of foodservice was 34.2%. Average scores of job satisfaction were as follows: working environment scored 20.6 out of 25 points, welfare scored 10.3 out of 15 points, human relationships scored 17.5 out of 20 points, and job-itself scored 13.2 out of 15 points. The lowest job satisfaction average was ‘I get paid fairly regarding the working hours and the amount of work’ with a score of 3.6 points. Job satisfaction based on facility type, age, education level, and working period did not show significant differences, whereas hired status, numbers of foodservice children, and intention to change jobs showed significant differences. Hired status showed significant differences with welfare satisfaction (P<0.05). Numbers of children showed a significant difference with welfare and human relationship satisfaction (P<0.01, P<0.05). Intention to change job showed a significant difference with four elements of job satisfaction (P<0.05, P<0.01, P<0.01). In conclusion, to improve job satisfaction of children foodservice employees, working conditions and welfare satisfaction should be increased.

A Meta Analysis on Contingent and Permanent Employees’ Job Satisfaction in Korea

Young Heung KIM,Yong Jin PARK,Ji Hyeon KIM,Dr. Seung-Il NA 한국직업자격학회 2017 한국직업자격학회 학술대회 Vol.2017 No.10

The purpose of the study was to analyze the effect of contingent and permanent employees in Korea on the job satisfaction through meta-analysis. A total of 230 effect size cases were extracted from a total 95 articles and thesis selected for the final selection. The conclusions as a result of analysis were as follows. First, the study on the job satisfaction of contingent and permanent employees in Korea was the most performed in job of health, medical, food and service. Second, contingent employees have lower job satisfaction than permanent employees, and the difference was moderate. In the previous research, there were different results about the job satisfaction of contingent and permanent employees. As a result, the job satisfaction of contingent employees was lower than permanent employees and the difference was normal. Third, job satisfaction of contingent employees was much lower than that of permanent employees in financial, insurance, food and service - related jobs. On the other hand, job satisfaction of contingent employees was higher in health and medical care, social welfare and religion - related jobs. Fourth, contingent employees were less satisfied with wages, promotion, working environment, human relations, and work than permanent employees. The difference of wage and promotion satisfaction was nomal and satisfaction of human relations was low.

콜센터 종사자의 직무스트레스와 직무만족도에 관한 연구

Hye-Young Shin,Oh-Woo Kim 한국유통과학회 2016 유통과학연구 Vol.14 No.5

Purpose – Although various studies have been conducted on the stress of service employees, there are still lack of studies regarding job stress and job satisfaction of call center workers. Especially there are quite few studies on the job stress according to employment type. This study focused on job stress and job satisfaction for call center employees and the correlation between the two factors and aimed to provide basic materials for seeking for the plans to reduce job stress and improve job satisfaction. Research design, data, and methodology – Frequency, percentage, and mean value were calculated through descriptive statistics in order to find out demographic characteristics, level of job stress, and job satisfaction. Differences in job stress according to employment type were calculated by using one-way ANOVA. Correlation between job stress and job satisfaction were identified through empirical analysis with Pearson's correlation coefficient. 150 materials were used for final analysis. The collected materials were analyzed to get statistics by using SPSS 20. Results – First, as for the job stress of call center workers, overall mean value was 2.54 in 4-point scales. Among the six sub-factors, job demands had the highest score, which was 2.67. Second, as for the job stress according to employment type, others showed higher score than mean value followed by contract job and full-time job in that order, in terms of job insecurity and organizational system. In terms of inappropriate remuneration, contract job showed higher score than mean value followed by others and full-time job. Third, as for the satisfaction with job, the mean value was 2.37 in 4-point scale and “very much satisfied” was only 3.3%. Lastly, in terms of job stress and job satisfaction, all sub-factors except for job demands showed significant correlation. The more job stress increased, the more job satisfaction decreased. Conclusions – First, as a result of analyzing job stress according to the employment type of call center workers, job stress increased more when the employment type was not full-time. Therefore, it was assumed that self-rescue efforts should be followed for effective employment management of call center business where contract employment takes most part as well as efforts to transfer them to full-time job. Second, decrease in job satisfaction of call center workers may affect the performance of an organization as well as service quality of the company providing the service. Therefore, various supports are required to decrease job stress and increase job satisfaction for call center workers through the expansion of rest area or break time. Third, I could recognize that there were lack of academic research on call center business in the whole service industry. Therefore, further research should be conducted more actively in the future. In particular, this study has special significance in the aspect that there were few studies on the job stress of call center workers according to employment type.

일부 중소병원 조직구성원의 갈등이 직무만족과 조직몰입에 미치는 영향

임경태,강명근,전재두,박계남,김기순 朝鮮大學校 附設 醫學硏究所 2004 The Medical Journal of Chosun University Vol.29 No.1

Objectives and Method : This study was conducted to identify the influences of conflict among hospital employees on job satisfaction and organizational commitment measured as the result variables of organizational conflict. The data for this study were collected from 305 employees who were employed as a physician, a nurse, an administrative personnel or other hcalthcare professional in 4 medium-sized general hopitals in 2 middle sized cities including Yeosu and Soonchcon. The survey instrument used in this study was a structured questionnaire developed from modifying those of some previous studies, for example, Minnesota Satisfaction Questionnaire for a measure of job satisfaction. Results : 1. The groups experienced relatively high degree of overall intra- organizational conflict were the female, the younger, the non-married or the divorced married, and the college-graduated. And according to the job-related variables, these groups were the lower-salaried employees with a lower job status, 3 or 5 years on their duties, especially the nurses. 2. The degree of conflict experienced by the hospital employees was highest in the intra-organizational conflict due to the factors such as a gap of goals, communication problems and were relatively lower in the conflict due to the factors such as a collective coherence, an interdependence, a leadership problem. And the degree of conflict due to the horizontal relationship with their colleagues was higher than that of vertical relationship with their bosses or subordinates. 3. Comparcd with the degree of conflict according to the general characteristics of our study subjects, the degree of job satisfaction and organizational commitment of them were reverse in that the male, the elderly, the married, the eradnated of praduate school, the physicians, and higher-salaried employees with a higher job status, 6 vears or more on their duties perceived the highest degree of the job satisfaction and the organizational commitment. As a result of correlation analysis, all values of correlation coefficients between the degree of intra-organizational conflict and the degree of the job satisfaction, the organizational commitment were negative. 4. As a result of a multiple regression analysis inputting the variables such as variable general characteristics and job-related variables as the putative confounders, the conflict scores due to the factors such as the communication problems, leadership problems, individual personality were the significant independent variables having negative influence on the overall, intrinsic, and extrinsic components of job satisfaction. 5. As a result of a multiple regression analysis inputting- the variables such as general characteristics and job-related variables as the putative confounders, the conflict scores due to the factors such as an interdependence, leadership problems, and an individual personality were the significant independent variables having negative influence on the score of organizational commitment. And as a result of a multiple regression analysis inputting scores of conflict factors, scores of conflict types, intrinsic and extrinsic components of job satisfaction, and above putative confounders altogether as independent variables, the significant independents having influence on the score of organizational commitment were conflict scores due to the interdependence (β=-0.379; p=0.026), the individual personality (β=-0.716: p=0.000), conflict score from vertical interpersonal relationships (β=-0.555; p=0.019), intrinsic (β=0.097; p=0.000) and extrinsic (β=0.076: p=0.049) components of job satisfaction. Conclusion : Our research had some limitations, which, for example, were an omitting some job related putative confounders such as a daily work loading measured by an individual. But the fact that all the regression models showed hig'h explanatory power suggested the bias due to this problem might be little. And we hope to be conducted more advanced researches with robust theoretical background and precise analytic tools, in this research area.

보문 : 미용서비스산업 종사자의 가치관에 따른 직무만족도 연구

최영재 ( Young Jae Choi ),김윤정 ( Yun Jung Kim ) 대한미용학회(구 대한미용과학회) 2014 대한미용학회지 Vol.10 No.4

We studied values and job satisfaction among employees in the beauty service industry. We tried to understand how thework environment affect values and job satisfaction to propose a basic reference for developing guidelines that would helpthe industry not only to assign the employees to the most appropriate duties but also to manage human resources accordingto employees` competencies. We recruited 332 employees working in the beauty service industry from metropolitan areas. Significant associations were observed between values and job satisfaction level-measuring variables. In particular, selffulfilling-oriented value was significantly related to almost all measured variables. In terms of the working conditions,working environment, self-improvement, promotion, job commitment and job identification, makeup employees had thehighest job satisfaction. Regarding the wage level and colleagueship, nail-polishing employees had the highest job satisfaction. Our study showed that the values of the employees in the beauty service industry significantly affected job satisfactionand especially, self-fulfilling-oriented value positively influenced job satisfaction. Based on these finding, wesuggest that the beauty service industry designs job specifications to help their employees with their positive perceptionand sense of achievement. This would eventually enhance the employees` pride and job satisfaction as beauty professionals. Our findings could be used as a reference contributing to the improvement of the beauty service industry.

임금근로 장애인의 직무만족도 변화궤적 연구

전동일,서정민 한국장애인고용공단 고용개발원 2012 장애와 고용 Vol.22 No.1

The purpose of this study is to elucidate the vertical effect of wages, work-site accommodation and ages on the employees with disabilities of job satisfaction trajectory. To the end, the trajectories of change in the employees with disabilities was explained through a latent growth model based on disabilities panel surveys using 3year data and the effects of wages, work-site accommodation and ages on the trajectories of change of the employees with disabilities of job satisfaction was reviewed. The imputation of results were as follow. First, Job satisfaction has been changed over years and difference between individuals in the employees with disabilities of job satisfaction were statically significant. Predicting factors for the employees with disabilities of job satisfaction were reviewed and the results indicated that wages and work-site accommodation significantly affected both initial level of the employees with disabilities of job satisfaction and change rate. On the other hand, it was indicated ages significantly affected initial level of the employees with disabilities of job satisfaction but did not significantly affect the change rate of the employees with disabilities of job satisfaction. It is suggested that the effect wages, work-site accommodation are relatively more important to the employees with disabilities of job satisfaction than ages. 임금근로 장애인의 연차별 직무만족 변화 양상을 살펴보고, 직무만족의 변화에 영향을 미치는 임금과 배려 그리고 연령의 효과를 분석하기 위해 잠재변화모형을 이용하였다. 분석결과 첫째, 직무만족도의 변화궤적을 살펴보기 위해 무조건 모델과 선형 모델을 비교하여 선형모델을 선택하여 분석한 결과, 임금근로 장애인의 직무만족도 수준의 높은 집단과 낮은 집단 간의 차이가 있었으나, 직무만족도는 모두 증가하되 격차는 시간에 따라 간격이 좁혀졌다. 둘째, 임금의 초기치와 변화율, 배려의 초기치와 변화율, 연령의 초기가 직무만족도 변화에 유의한 영향을 미치는 것으로 나타났다. 임금과 배려가 높을수록 직무만족도는 증가하고, 변화율은 완만하게 감소하는 것으로 나타났다. 연령 효과는 초기의 직무만족도 수준은 차이가 있었으나, 시간에 따른 직무만족도의 변화를 가져오지 못하는 것으로 나타났다. 이러한 결과는 임금근로 장애인에게 단순한 일자리의 제공으로 주어지는 임금 보다는 전문 직종에 종사할 수 있도록 지원하거나 임금 보존 정책 지원이 필요함을 시사한다.

지방공무원의 직무스트레스가 직무만족 및 생활만족에 미치는 영향 - 독서아카데미 참여자를 중심으로 -

정미옥 한국문헌정보학회 2023 한국문헌정보학회지 Vol.57 No.3

This study aims to investigate the impact of job stress on the job satisfaction and life satisfaction of local government officials who participated in the reading academy from January 2023 to March 2023. The research involved collecting 300 questionnaires and conducting multiple regression analysis to analyze the obtained data. The results of the study are presented below. Impact of Job Stress on Job Satisfaction: The analysis revealed that among the sub-factors of job stress, inappropriate compensation significantly increases job stress among local government officials in the reading academy. Moreover, the study found that turnover intention was particularly high when compensation was not recognized as appropriate, indicating it as the most significant source of job stress. Impact of Job Stress on Life Satisfaction: The findings demonstrate that several factors negatively influence job stress, leading to reduced life satisfaction among local government officials in the reading academy. These factors include undesirable changes in working conditions or situations, anxiety about reorganization, inconsistent work orders, gender discrimination, and an authoritative organizational atmosphere. Effect of Job Satisfaction on Life Satisfaction: The analysis of the relationship between job satisfaction and life satisfaction indicated that turnover intention and remuneration level in job satisfaction positively influenced emotional satisfaction. Conversely, the job itself and interpersonal relationships had a significant negative effect on emotional satisfaction. Furthermore, the job itself and the level of remuneration in job satisfaction showed a significant positive effect on physical satisfaction. Similarly, the job itself and the level of remuneration in job satisfaction positively affected social satisfaction, while the intention to change jobs had a significant negative impact.