여행사 종사원의 직무특성이 직무스트레스, 직무만족에 미치는 영향

홍경옥 (사)한국관광레저학회 2017 관광레저연구 Vol.29 No.12

The purpose of this study is to investigate the influence of job characteristics, job stress, and job satisfaction on travel agency employees. In particular, the relationship between job characteristics and job satisfaction is examined as to whether the locus of control in the individual characteristics of the employees plays a role as a control variable. The results of the analysis are summarized as follows: First, the  task significance and the task identity among job characteristics were identified to affect job stress. Second, it was verified that only job autonomy affects job satisfaction among job characteristics. Third, job stress has a negative effect on job satisfaction. Finally, as a result of analyzing the moderating effects of job characteristics and the locus of control on job satisfaction, it is ratified that internals have a moderating effect in case of task significance, whereas both internals and externals have a moderating effect disclose. The purpose of this study is to investigate the influence of job characteristics, job stress, and job satisfaction on travel agency employees. In particular, the relationship between job characteristics and job satisfaction is examined as to whether the locus of control in the individual characteristics of the employees plays a role as a control variable. The results of the analysis are summarized as follows: First, the task significance and the task identity among job characteristics were identified to affect job stress. Second, it was verified that only job autonomy affects job satisfaction among job characteristics. Third, job stress has a negative effect on job satisfaction. Finally, as a result of analyzing the moderating effects of job characteristics and the locus of control on job satisfaction, it is ratified that internals have a moderating effect in case of task significance, whereas both internals and externals have a moderating effect disclose.

직무특성이 개인창의성에 미치는 영향

이덕로(Deog Ro Lee),김태열(Tae Yeol Kim) 한국경영학회 2008 經營學硏究 Vol.37 No.3

Employee creativity can help organizations have competitive advantages for an organizational innovation, survival and long term success. Creativity researchers have concentrated on examining the antecedents that influence employee creativity in an organizational context. Specifically, they have found that personal characteristics (e.g., creative personality and openness) and organizational context (e.g., work environment and leadership) are associated with individual creativity. In particular, it is notable that one of the antecedents of individual creativity is job characteristics. However, less research has focused on examining how various job characteristics influence individual creativity. According to Hackman & Oldham(1980), there are five job characteristics: job autonomy, task identity, task importance, skill variety, and feedback. Researchers have found that those five job characteristics are associated with turnover intention, organizational citizenship behaviors, job satisfaction, and organizational commitment. However, no research has examined how those five job characteristics influence individual creativity. In addition, creativity researchers have paid less attention to examine the underlying process by which job characteristics influence individual creativity. To address theses issue, we examined how the five job characteristics influence individual creativity, how job characteristics affect proactive behaviors, and how proactive behaviors influence individual creativity. We also directly test whether proactive behaviors can mediate the relationships between job characteristics and individual creativity. We collected data from 154 employee-supervisor pairs from research and development(R&D) departments in 14 organizations in South Korea. The employees reported on their job characteristics and proactive behaviors, while the supervisors assessed the employees`` individual creativity. To test the research hypotheses, we conducted structural equation modeling analysis using AMOS 4.0. The results show that overall the proposed research model fits to the data well based on various fix indices such as CFI, RMSEA, and GFI. Specifically, we found a positive relationship between individual creativity and the five job characteristics. In addition, the results revealed that job characteristics were significantly associated with proactive behaviors which in turn significantly influenced individual creativity. Finally, proactive behaviors fully mediated the relationship between individual creativity and job characteristics. This study has distinct implications in theory. For example, the present study can contribute to creativity research by examining the effects of various job characteristics on individual creativity. This approach has seldom been used in the literature. Second, it identified an underlying process that related job characteristics to individual creativity. Findings in this study have also some practical implications in organizations. In R&D departments, the results of this study can be adopted to enhance individual creativity by designing jobs that place significance on pertinent job dimensions (i.e., job autonomy, task identity, task importance, skill variety, and feedback). In addition, R&D departments that aim to encourage individual creativity need to provide an environment that encourages proactive employees.

다국적 기업의 조직문화 직무특성 조직몰입의 관계에 관한 연구

민경원 ( Kyeong Won Min ),이희수 ( Hee Su Lee ) 아시아.유럽미래학회 2016 유라시아연구 Vol.13 No.1

This study started from the question that discussion on relationship between job characteristics in human resources management and organizational culture has not been much developed. The aim of this study is to explore relationship among organizational culture, job characteristics and organizational commitment. Additionally the study includes exploring if job characteristics can play a mediating role in between organizational culture and organizational commitment. Employees in multi-national companies are selected as proper targets. The multi-national companies have different organizational culture compared to the mother company as well as the local companies having employees from multi-cultural background, and even job designs are affected by the mother company, which can explain relationship of set variable effectively. With concept of an organizational culture coming from the five(5) cultural dimensions of Hofstede(1984), the three out of five cultural dimensions: high uncertainty avoidance, long term-short term orientation, and individualism-collectivism were used in this study, based on factor analysis results of a previous research. Most multi-cultural companies value positive relationship with the local members and organizational commitment. Rather than an external factor such as salary, whether employees are satisfied with the work itself or job characteristics is deemed as an important factor to increase organizational commitment. The job characteristics are classified into 5 sub-factors: skill variety, task identity, task significance, autonomy, and feedback with which the employees tend to experience motivation and job satisfaction, and consequently better organizational achievement. The multinational companies need to treat the job design in regards to job characteristics in a cultural point of view. Compared to a single organization, multinational companies require much more understanding about language barrier and employees’ culture. As major concepts of variables are presented above, the study was set out. By analyzing the responses of 283 employees of foreign multinational companies in Seoul, the following implications and limitations were found. First of all, the organizational culture multinational companies has a positive effect on organizational commitment and it was found that the bigger the uncertainty avoidance, long term orientation and collectivism, the higher the organizational engagement. The long-term orientation affects on productivity indices such as organizational commitment, meaning that the eastern oriental value with the long-term point of view can work effectively in the multinational companies. This result also found that the Korean members do not prefer uncertain work environment, which the multi-national companies those seek for profit rather than stability and short term achievement rather than long term achievement should consider. It is shown that the collectivism affect more on organizational commitment than individualism, as in other previous researches. These results will provide practical implications to the executives as well as the managers of multinational companies in regards to organizational design and management within Korea. Second, among the organization culture of multinational companies uncertainty avoidance and long term orientation had a positive relationship with the five job characteristics. However, individualism-collectivism gave a positive effect on skill variety only out of the job characteristics while showing a negative effect on feedback, having no significant effect on other three. Third, all the factors of job characteristics have positive effects on organizational commitment. For multinational companies having employees from various cultural backgrounds and country of origins, one-sided and standardized job characteristics would not be suitable, making autonomy and feedback the most important factor in regards to emphasizing active communication. For task identity, the work of multinational companies requires complex reporting system and division of tasks by department or team is very clear. Under this condition, for employees to have clear work scope can lead to satisfaction of work. Fourth, through an additional research it is found that job characteristics play a mediating role in relationship between uncertainty avoidance and organizational commitment and also between long term-short term orientation organizational commitment. However, job characteristics do not play a mediating role between individualism-collectivism and organizational commitment. There not only is much research on relationship among organization culture, organizational commitment, and job characteristics, but also was not dealt with in previous studies. Eventually, although organizational commitment and organization culture has a correlation, in order to improve organizational commitment, it is important to have complete job characteristics in place, making it possible for each job characteristic to play an mediating role. The limitations and direction of this study are as follows. First, there is a need of searching and acquiring various mediating variables such as relationship between subordinates and managers or communication with colleagues or managers that can have an effect on the relationship of individualism-collectivism and organizational commitment in the follow-up research. Second, this study set a limit to organization culture that Korean organizational members perceived of and did not consider the headquarter or the mother company of the sampled companies. It is expected that which country that the mother company belongs to or which culture it follows will likely affect the organizational culture. Third, this research limited the target to foreign multinational companies in Korea. There is a demand of expanding research range by comparing Korean and foreign multinational companies, or by targeting Korean multinational companies.

프레이트 포워딩 종사자들의 직무특성이 직무만족에 미치는 영향에 관한 연구

정용수(Yong-su Chung),박근식(Keun-sik Park),정대환(Dae-hwan Jeong) 한국국제상학회 2020 國際商學 Vol.35 No.1

본 연구에서는 직무특성을 직무의 중요성, 직무의 자율성, 직무의 환류성, 직무의 기술다양성으로 구분하고 이러한 직무특성들이 프레이트 포워딩 직무 종사자들의 직무만족에 미치는 영향에 대하여 분석하고, 프레이트 포워더 직무 종사자들의 개별특성에 따라 직무특성이 직무만족도에 미치는 영향에 대해 차이가 있는지에 대해 분석하였으며, 다음과 같은 연구결과가 나타났다. 첫째, 직무특성이 직무만족에 미치는 영향에 대해 분석한 결과 직무특성 중 직무의 중요성과 직무의 환류성이 직무만족에 긍정적인(+) 영향을 미치는 것으로 분석되었다. 둘째, 프레이트 포워딩 직무종사자들의 개별특성에 따라 직무특성이 직무만족도에 미치는 영향에 대해 차이가 있는지에 대해 확인하기 위해 Chow Test를 통해 조절효과를 검증하고자 하였다. 분석결과 두 가지 개별특성 모두 조절변수로써 효과가 있는 것으로 나타났다. 셋째, 관련학과 전공의 유무가 조절변수로써 효과가 있음에 따라, 관련학과 전공/비 관련학과 전공으로 구분하여 다중 회귀분석을 실시하였다. 분석결과 관련학과 전공자들은 직무의 중요성만이 직무만족에 영향을 미치는 것으로 나타났으며, 비 관련학과 전공자들은 직무의 중요성, 직무의 환류성이 직무만족에 영향을 미치는 것으로 나타났다. 넷째, 기업의 분류가 조절변수로써 효과가 있음에 따라, 국내 프레이트 포워더와 외국계 프레이트 포워더로 구분하여 다중 회귀분석을 실시하였다. 분석결과 국내 프레이트 포워더는 직무의 중요성만이 직무만족에 영향을 미치는 것으로 나타났으며, 외국계 프레이트 포워더는 직무의 중요성, 직무의 환류성이 직무만족에 영향을 미치는 것으로 나타났다. Purpose : This study categorized job characteristics into job importance, job autonomy, job feedback, and job variety in technique, analyzed the influence of these job characteristics on job satisfaction among freight forwarders, and analyzed whether there is a difference in the influence of job characteristics on job satisfaction depending on freight forwarders’ individual characteristics. Research design, data, methodology : Multiple regression analysis was conducted to analysis on the influence of job characteristics on job satisfaction. In addition, conducted Chow Test to test control effect in order to confirm whether there is a difference in the influence of job characteristics on job satisfaction depending on freight forwarders’ individual characteristics. Results and Conclusions : First, analysis on the influence of job characteristics on job satisfaction showed that job importance and job feedback had a positive(+) influence on job satisfaction. Second, this study conducted Chow Test to test control effect in order to confirm whether there is a difference in the influence of job characteristics on job satisfaction depending on freight forwarders’ individual characteristics. Results showed that both individual characteristics were effective as a control variable. Third, Multiple regression analysis was conducted on job-related major/non-related major as college major was effective as a control variable. Analysis results showed that only job importance was influential to job satisfaction among those who studied in job-related major, and job importance and job feedback were influential to job satisfaction among those who studied in non-related major. Fourth, Multiple regression analysis was conducted on freight forwarders under the domestic/foreign affiliated category as the category of workplace was effective as a control variable. Analysis results showed that freight forwarders working at domestic companies only considered job importance influential to job satisfaction while freight forwarders working at foreign affiliate companies considered job importance and job feedback influential to job satisfaction.

모델리스트의 직무특성과 직무환경이 직무만족 및 조직몰입에 미치는 영향

김지현 ( Kim Ji-hyeon ) 한국디자인트렌드학회 2016 한국디자인포럼 Vol.51 No.-

연구배경 본 연구에서는 패션상품개발에 핵심인력인 모델리스트를 대상으로 직무특성, 직무환경의 하위차원을 밝히고 이 요인들이 조직몰입 및 직무만족도에 미치는 영향을 분석하였다. 또한 인구통계적 특성에 따라 직무특성, 직무환경, 조직몰입, 직무만족도에 차이가 있는지를 알아보았다. 연구방법 자료수집 및 분석은 패션브랜드와 패턴전문 사무실에 근무하는 모델리스트 140명에게 설문을 배부하여 136부를 최종 자료 분석에 사용하였고 통계방법은 SPSS 21.0을 사용하여 빈도분석, 신뢰도 검증, 요인분석, 다중회귀분석, t-test, ANOVA 분석을 실시하였다. 연구결과 연구결과로는 직무특성의 요인으로 과업중요성, 과업정체성, 자율성, 업무진행 수렴성이 도출되었고, 직무환경 요인으로는 성과보상, 승진, 대인관계, 보수 요인으로 도출되었다. 직무특성이 조직몰입에 미치는 영향으로는 과업정체성과 자율성요인으로 나타났으며, 직무특성이 직무만족도에 미치는 영향으로는 자율성 요인만이 영향을 미치는 것으로 나타났다. 직무환경이 조직몰입에 미치는 영향으로는 승진과 보수 요인으로 나타났고, 직무환경이 직무만족도에 미치는 영향으로는 성과보상과 대인관계 요인으로 나타났다. 인구통계적 특성에 따른 직무특성, 직무환경, 조직몰입, 직무만족도의 차이분석에서는 성별, 연령, 직급, 복종, 직군에 따라 유의한 차이가 있는 것으로 나타났다. 결론 모델리스트의 조직몰입 및 직무만족도를 높이기 위해서는 모델리스트의 직무특성 및 직무환경에 대해 분석해볼 필요가 있으며 과업정체성, 자율성, 승진과 보수, 대인관계 등의 만족도를 높이기 위한 노력이 필요하다. Background The objective of this study is to explore lower dimension job characteristics and job environment of modelists, the core personnel in terms of fashion item development, and analyze how these factors affect job commitment and job satisfaction. Also We explored the difference in job characteristics, job environment, job commitment, job satisfaction in accordance with population statistical characteristics. Methods As a research method, this study uses analysis of frequency, reliability analysis, factor analysis, multiple regression analysis, t-test, ANOVA analysis. In this study, 140 modelists working for fashion brands and professional pattern offices, participated in a survey, and result from 136 survey data was used for the final data analysis. Result As a result of the study, it can be suggested that the primary factors for job characteristics were task significance, task identity, autonomy, and task progress convergence. Primary factors for job environment can be suggested as performance compensation, promotion, interpersonal relationship, and wage. Task identity and autonomy were found to be the factors of job characteristics that have effect on job commitment. However, only autonomy was found to be the factor of job characteristics that have effect on job satisfaction. Promotion and wage were factors of job environment that have effect on job commitment, while performance compensation and interpersonal relationship were factors of job environment that have effect on job satisfaction. To explore the difference in job characteristics, job environment, job commitment, job satisfaction in terms of population statistical characteristic, one-way variance analysis and t-test were conducted, and it was found that there are significant differences according to result, gender, age, position, clothing brand and occupational group. Conclusion The job commitment and job satisfaction of modelists have a close relationship with their job characteristics and environments. It is required to improve their professional identity, autonomy, promotion, pay and personal relationships for high degree of job satisfaction.

취업장애인의 직업유지에 영향을 주는 제 특성에 관한 연구

이채식,김명식 한국장애인고용공단 고용개발원 2013 장애와 고용 Vol.23 No.1

본 연구는 취업장애인의 직업유지에 영향을 미치는 요인을 일반적인 특성요인, 직업관련 특성요인, 심리사회적인 특성요인을 중심으로 탐색적으로 검증하고, 본 연구결과를 토대로 취업장애인의 직업유지를 높여 줄 수 있는 정책적·실천적 함의를 찾는 것이다. 이러한 요인을 규명하기 위해 한국장애인고용공단에서 실시한 ‘제4차 장애인고용패널조사 (2011)’ 데이터를 활용하였다. 주요결과를 살펴보면 첫째, 일반적 특성에서 성별에서 남성, 학력에서 고졸, 장애유형에서 감각장애, 장애등급에서 경증장애인이 직업유지기간에 긍정적 영향을 주는 것으로 나타났다. 둘째, 직업적 관련 특성에서는 취업경로에서 가족과 친지의 소개, 하루 평균 근로시간이 8시간 미만, 근무시간형태가 전일제, 일자리 만족도에서 일의 내용, 개인발전가능성, 의사소통 및 대인관계, 그리고 직무적성에서 적성부합 등이 직업유지기간에 긍정적 영향을 주는 것으로 나타났고, 반면 일자리 종류가 기타(법인단체 등), 이동수단이 지하철과 자가용(자동차) 등이 직업유지기간에 부정적 영향을 주는 것으로 나타났다. 셋째, 심리사회적 특성에서 장애수용에서 장애가 있어도 부족함이 없다는 긍정적 태도인 “내 인생에서 부족함은 없다”와 일자리에서의 장애차별 경험이 없음이 통계적으로 유의하게 직업유지에 긍정적 영향을 주는 것으로 나타났다. 연구결과를 토대로 취업장애인의 성공적인 직업유지를 위한 실천적·정책적 개입방안에 대한 과제를 논의를 통하여 제안하였다. This study aims to verify the factors affecting job maintenance of the workers with disabilities centering around the factors of general characteristics, jobrelated characteristics and psycho-social characteristics, and find political·practical implications on the basis of results of study. for heightening job maintenance of the workers with disabilities. To clarify the foregoing factors, this study utilized the data from ‘The 4th Panel Survey of Employment for the Disabled (2012)’ which was conducted by Korea Employment Agency for the Disabled. Main results include First, as for the general characteristics, this study reveal that male in gender, high school graduate in academic ability, disturbanee of sense in types of disability and slightly disabled person in disability rating have a positive effect on the period of job maintenance. Second, in job-related characteristics, recommendation of family members or relatives in employment route, less than 8hours of working time a day on the average, full-time system in duty hours, contents of work, possibility of personal development, communication and personal relations in job satisfaction, and confirmity to aptitude in job aptitude turned out to have a positive influence on the period of job maintenance, whereas other (body corporate etc.) in job type and subway and owner-driven car (car) have negative effect on the period of job maintenance. Third, in psycho-social characteristics, a positive attitude that “There is no shortage in my life.” meaning that nothing is incomplete even if he or she has a disability in acceptance of disabilities, and no experience of discrimination against disabilities in job turned out to have a statistically positive influence on job maintenance. Based on the results of study, this study suggested an assignment for finding a measure for political·practical intervention for successful job maintenance of the workers with disabilities through a discussion.

The Impacts of Medical Tourism Coordinators' Job Characteristics and Job Burnout on Job Satisfaction

Hee Jung Kim,Nam Young Yang 보안공학연구지원센터(IJBSBT) 2016 International Journal of Bio-Science and Bio-Techn Vol.8 No.1

This study was conducted to identify differences in job characteristics, and levels of job burnout and job satisfaction of medical tourism coordinators. It also aimed to discover a relationship among variables, and to identify impacting factors on job satisfaction. 102 subjects participated in this study. They were employees at domestic medical organizations which are officially certified to treat overseas patients in South Korea. The findings of this study were as follows. The mean scores were 3.84 out of 5 for job characteristics, 2.98 out of 7 for job burnout, and 3.46 out of 5 for job satisfaction. The levels of medical tourism coordinators’ job burnout (p=.042) and satisfaction (p=.039) were discovered to be different according to their work locations. However, job characteristics did not differ according to general characteristics. In this study, a positive correlation between job characteristics and job satisfaction (p=.008) along with a negative correlation between job burnout and job satisfaction (p<.001) was discovered. Moreover, it was found that job characteristics and burnout were impacting factors on job satisfaction accounting for 38.4% of job satisfaction. Thus, it is important not only to define job characteristics more clearly through job analysis, but also to analyze the factors likely to result in job burnout in order to increase job satisfaction.

유치원 교사의 수업 관련 직무특성에 대한 인식 및 차이

안혜정(Ahn, Hyejung) 이화여자대학교 이화어린이연구원 2021 영유아교육: 이론과 실천 Vol.6 No.1

본 연구의 목적은 유치원 교사가 인식한 수업 관련 직무특성에 대한 전반적 양상과 개인 및 기관 변인에 따른 차이를 알아보는데 있다. 수도권 소재 공립과 사립유치원에 재직 중인 교사 565명을 대상으로 수업 관련 직무특성을 살펴보기 위해 Morgeson과 Humphrey(2006)가 개발한 ‘직무설계 설문지’(The Work Design Questionnaire: WDQ) 중 직무특성 부분을 사용하여 설문 조사하였다. 연구결과, 첫째, 유치원 교사의 수업 관련 직무특성의 하위 요인은 모두 보통보다 높은 수준으로 나타났으며, 하위 요인 중 전체성이 가장 높았고 피드백이 가장 낮게 나타났다. 둘째, 교사의 개인 변인인 교직 경력, 교육 정도에 따라 수업 관련 직무특성의 하위 요인 모두에서 유의한 차이가 있었다. 즉, 교사의 교직 경력, 교육 정도가 높을수록 수업 관련 직무특성의 모든 하위 요인을 높게 인식하였다. 셋째, 교사의 기관 변인인 기관 유형, 기관 규모, 근무 시간, 월 급여에 따라 수업 관련 직무특성의 하위 요인에서 유의한 차이가 나타났다. 즉, 공립유치원에 근무하고, 기관 규모가 작고, 근무 시간이 짧을수록(피드백 제외), 월 급여가 높을수록 수업 관련 직무특성을 높게 인식하였다. 본 연구는 유치원 교사가 인식한 수업 관련 직무특성에 대한 이해를 돕고, 교사의 직무수행을 지원하는 기초적인 자료를 제공하는데 의의가 있다. This study aims to identify the general patterns of teaching-related job characteristics perceived by kindergarten teachers and to investigate differences in teaching-related job characteristics depending on individual and institutional variables. To look at the job characteristics of 565 teachers working in public and private kindergartens located in capital area, the job characteristics part in the ‘The Work Design Questionnaire (WDQ)’ developed by Morgeson and Humphrey (2006) were surveyed. The study results are described as follows. First, levels of all the sub-variables of kindergarten teachers’ teaching-related job characteristics have been found to be higher than normal, with identity the highest and feedback the lowest. Second, there have been significant differences in all the sub-variables of their teaching-related job characteristics depending on two of teachers’ individual variables, i.e., teaching career, and level of education. In other words, longer time of teaching career, and higher levels of education would be linked with higher levels of their perception in all the sub-variables of teaching-related job characteristics. Third, there have been significant differences in sub-variables of teaching-related job characteristics depending on institutional variables, i.e., type of institution, size of institution, working hours, and salary. That is, working in a public kindergarten, working in a smaller-sized institution, less hours of working (excl. feedback), and higher salary would be associated with higher levels of teacher’s perception of teaching-related job characteristics. This study has implications in that fundamental data would be provided to help understand teaching-related job characteristics perceived by kindergarten teachers, and support their teaching performance.

조직 및 개인특성이 경력만족 및 경력몰입에 미치는 영향 : 직무특성의 매개효과를 중심으로

박성민 한국기업교육학회 2023 기업교육과인재연구 Vol.25 No.4

본 연구는 코로나19 판데믹 이후 변화하고 있는 경력몰입뿐만 아니라 경력만족을 포함하여 경력에 조직 및 개인특성이 어떠한 영향을 미치는가와 그러한 관계에서 직무적합성과 직무자율성과 같은 직무특성의 매개효과를 검증하는 데 초점을 맞추었다. 이를 위해 선행연구를 토대로 가설을 설정하여 직장경력 3년 이상의 231명을 대상으로 실증연구를 실시하였다. 일련의 실증분석을 통해 얻어진 결과를 요약하면 다음과 같다. 첫째, 개인 특성인 자아존중감은 직무특성의 직무적합성과 직무자율성에, 고용가능성은 직무적합성에 유의한 결과를 보였다. 그러나 성장욕구는 아무런 영향을 주지 않는 것으로 나타났다. 또한 경력만족과 경력몰입에 직접적인 영향을 나타내고 있지 않다. 둘째, 조직특성 변인 중 성장기회는 직무특성의 두 변인뿐만 아니라 경력만족과 경력몰입에 직접적인 영향을 주는 것으로 확인되었다. 셋째, 개인 및 조직특성과 종속변수(경력만족, 경력몰입) 간의 관계에서직무특성인 직무적합성과 직무자율성이 매개변수로서 작용하는지에 대해 검증해 본 결과, 개인 및 조직특성과 종속변수 간의 관계에서 직무특성이 매개변수로서 작용하고 있음이부분적으로 검증되었다. (ABSTRACT) The objective of this study verifies: First, the relationship between organizational and personal characteristics and career-related variables. Second, mediator effect of job characteristics(person-job fit, job autonomy) in this relationship. To achieve the purpose of this study. The structural model was tested by analyzing data from 231 employees. SPSS 17.0 and AMOS 7.0 were used to verify the research model. The findings of this research as follows: First, organizational based self-esteem of the personal characteristics were found to influence job characteristics(person-job fit, job autonomy). And employability of the personal characteristics were found to influence only person-job fit. Second, growth opportunity of the organizational characteristics is positively related to job characteristics(person-job fit, job autonomy), and also career commitment and career satisfaction. Finally, the relationships between organizational and personal characteristics and career-related variables are mediated by job characteristics. Implications for academicians and practitioners are discussed

사회복지사의 직무특성이 직무만족에 미치는 영향에 관한 연구

강흥구(Kang Heung-Gu) 한국사회복지학회 2006 한국사회복지학 Vol.58 No.2

이 연구는 사회복지사의 직무특성이 직무만족에 미치는 영향을 고찰함으로써 사회복지사의 직무 설계 시 고려해야 할 요소를 밝혀내기 위해 시행되었다. 설문은 사회복지관의 사회복지사와 의료사회복지사 240명이 응답한 결과를 토대로 분석하였다.<br/> 연구결과 사회복지기관 사회복지사의 직무만족에는 자율성, 피드백, 정체성, 전문성, 필요성의 직무특성과 자기효능감이 영향을 미쳤으며, 의료사회복지사의 직무만족에는 필요성과 자기효능감, 성별, 직위만이 영향을 미쳐, 직무특성요인이 부분적으로 결과변수에 영향을 미치는 것으로 나타났다. 특히 핵크맨과 올드햄(1975)의 핵심직무특성보다는 정체성, 전문성, 필요성의 직무특성 영향력이 보다 강한 것으로 나타나, 사회복지사의 지식과 기술, 기법 외에 관점이나 정체성, 필요성 등을 강조하는 접근이 필요한 것으로 나타났다. 또한 자기효능감이 직무만족에 미치는 영향력이 다른 변수보다 강하였고, 직무특성이 직무만족에 영향을 미침에 있어 부분적인 매개역할을 하고 있는 것으로 나타나, 사회복지사의 자기효능감을 증진시키기 위한 교육과 지지적인 환경, 수퍼비전 등이 필요한 것으로 나타났다.<br/> 이 연구는 핵크맨과 올드햄(1975)의 핵심직무특성 모형을 사회복지조직에 적용한 연구로, 직무설계 시 사회복지실천현장의 특성별로 달리 나타나는 직무특성 요인을 감안한 직무의 설계와 재설계를 통하여 사회복지조직의 효율성을 도모해야 할 필요성을 제기하고 있다. The objective of this study examined the effect of job characteristics on the job satisfaction of social worker employed by 1st social agency, hospitals. Data were collected by 240 social workers. Based on Hackman and Oldham's(1975) theory of core job characteristics, this study was to defined other element of job characteristics in social worker's duties, focused on moderating effect of self-confidence for job satisfaction, and compared to social worker's job characteristics between 1st social agency and hospitals.<br/> The results of this study were summarized as follows; First, job autonomy, feedback among Hackman and Oldham's 5 core job characteristics showed positive influence on job satisfaction. The other job characteristics found out significantly effected social worker's job satisfaction than Hackman and Oldham's 5 core job characteristics. Second, identities of social worker's job, cognition of professional level, necessity, and self-confidence variables were found to have a statistically significant strong relationship with job satisfaction of 1st setting social worker. The other side, necessity, self-confidence, sex, social worker's academic career variables positive influenced medical social worker's job satisfaction. Third, the moderating variables which had significant difference among social worker's working conditions. 1st setting social worker's self-confidence partial moderated the effect of job characteristics on social worker's job satisfaction. But, medical social worker's self-confidence not moderated the effect of job characteristics on job satisfaction.<br/> As a result, Social worker's job satisfaction depended on job characteristics and self-confidence. Therefore, to assure the job satisfaction, redesign for social worker's job characteristics, reinforced their self-confidence. Staff-development education program, supportive environment, supervision program is strongly recommended.