대졸 취업 예정자들의 스트레스 요인에 관한 연구: 진로의식성숙과 자기 효능감의 조절효과를 중심으로

천만봉,이종구 한국기업경영학회 2013 기업경영연구 Vol.20 No.6

In the recent situation that the worldwide recession continues and it is hard to get a job, young generations who face poverty is increasing. And this circumstance makes them reluctant to marry and have a baby, creating a vicious cycle. Moreover, since they entered a university, prospective employers of college graduates have been increasingly spending their time in a pre-employment activity such as, language study aborad, TOEIC, TOEFL, and school record, to get a better job, feeling stressful about employment. Thus, this study includes stressful factors Korean prospective employers of college graduates feel and how stressfully these factors affect them. In addition, it examines ways to reduce their stress, and suggests how to respond. First of all, this study analyzed how career barriers, pre-employment activity, and job search supporting program each university conducts impacts job seeking stress of graduand in korean, and looked into parameters like self-efficacy, career attitude maturity, which can reduce the influence factor. As a result, to begin with, it turned out that career barriers prospective employers of college graduates feel are the factor which increases job seeking stress, and it showed the same result as Park and Lee (2008). Second, it is found that pre-employment activity, such as language skill, school record, internship, which prospective employers of college graduates prepare to get a job they want, increases job seeking stress. This means pre-employment activity to get a good job makes prospective employers of college graduates stressful itself. And it also showed the same result as Park et al. (2005) study that deficient pre-employment activity, pressure, and uncertainty generate job seeking stress. Third, it is discovered that each university’s job search supporting program for improving employment rate can’t reduce job seeking stress. It doesn’t match the result of Park (2005) and Chang (2001), because prospective employers of college graduates don’t participate actively in the job search supporting program. Meanwhile, as a result of analyzing career attitude maturity control of self-efficacy as a factor to reduce the job seeking stress, career attitude maturity works as a moderating variable to reduce job seeking stress about employment, but doesn’t reduce job seeking stress regarding career barriers and job search supporting program. This doesn’t match the result of Lee and Lim (2001) study before. Next, as prospective employers of college graduates’ self-efficacy increase, it works as a moderating variable to reduce job seeking stress concerning career barriers and job search supporting program, but it is invalid in pre-employment activity. This is same result as Kim and Cho (2011), Baek (2011), and Chang (2001). Among factors to influence job seeking stress, pre-employment activity is more effective than career barriers, because prospective employers of college graduates focus on various pre-employment activities when looking for jobs. However, although too much job seeking stress prospective employers of college graduates feel in pre-employment activity makes problem, proper level of job seeking stress can play a good role in pre-employment activity by reducing a tension. Some results of this study don’t match the pre-studies’. In order to complement them, countermeasures employment-institutions in a university prepare is as below. First, for pre-employment activity to reduce job seeking stress which isn’t valid in this study, it is required that pre-employment activity needs reinforcing or needs to consist of mainly important contents, and needs to be promoted increasingly to prospective employers of college graduates. Second, in order to lower the career barriers, it is essential to provide overall information about employment. The information needs to be divided into the one head office of a university is responsible for and the other each college is in charge of. Thi... 본 연구는 대졸 취업 예정자들의 스트레스의 요인들을 살펴보고, 이들 요인들이 취업 예정자들에게 어느 정도의 스트레스를 주고 있는지에 대하여 알아보고자 한다. 분석결과를 살펴보면, 취업 예정자들이 느끼는 진로장벽은 스트레스를 증가시키는 요인으로 밝혀졌다. 둘째, 대졸 취업 예정자들이 원하는 직장에 취업하기 위해 준비하는 취업준비활동은 스트레스를 증가시키는 것으로 나타났으며, 이는 대졸 취업 예정자들이 원하는 곳에 취업하기 위한 준비활동의 그 자체만으로도 그들 스스로가 스트레스를 받고 있는 것으로 생각된다. 셋째, 대졸 취업 예정자들의 취업률 향상을 위해 각 대학에서 운영하고 있는 취업지원프로그램은 스트레스를 줄여주지 못하는 것으로 나타났다. 한편, 대졸 취업 예정자들의 스트레스를 줄여줄 수 있는 요인으로 진로의식성숙과 자기 효능감의 조절효과를 분석한 결과, 진로의식성숙은 취업준비활동이 스트레스에 미치는 영향에서 취업스트레스를 줄여주는 조절변수로서의 역할을 수행하는 것으로 밝혀졌으나, 진로장벽과 취업지원프로그램에서는 유의하지 않은 것으로 나타났다. 다음으로 자기 효능감은 진로장벽과 취업지원프로그램이 스트레스에 미치는 영향관계에서 이를 줄여줄 수 있는 요인으로 나타났으나, 취업준비활동에는 유의하지 않는 것으로 보여주었다. 한편, 대부분의 선행연구들이 각 변수들에 대한 영향관계를 설명하는 부분에 있어 일부의 내용들만으로 설명을 시도하였지만, 본 연구에서는 보다 구체적인 내용을 제시함으로써 보다 명확한 변수들 간의 관계를 살펴보았다. 그리고 본 연구에서 취업스트레스에 미치는 영향요인을 분석함과 동시에 이를 줄일 수 있는 요인변수로 진로의식성숙과 자기 효능감을 통해 대응기법을 제시하였다는 점에서 시사점을 제공하였다.

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.

취업준비생의 취업스트레스와 절망감의 관계에서 불확실성에 대한 인내력 부족의 조절효과

권주훈 ( Juhoon Kwon ),김호영 ( Hoyoung Kim ) 전북대학교 사회과학연구소 2021 지역과 세계 Vol.45 No.1

This study aims to investigate the effect of job-seeking stress on hopelessness and to evaluate the moderating effect of intolerance of uncertainty between job-seeking stress and hopelessness. We also examined gender differences in these effects. Via online and offline surveys, the Job-seeking stress questionnaire, Korean-Intolerance of Uncertainty Scale-14 (K-IUS-14), and Korea-Beck Hopelessness Scale (K-BHS) were administered to 246 undergraduates or graduates who were preparing to get a job. Based on these data, the effect of job-seeking stress on hopelessness and the moderating effect of intolerance of uncertainty were analyzed. The results were as follows. First, job-seeking stress and intolerance of uncertainty had a significant positive association with hopelessness in both male and female job seekers. Furthermore, the effect of intolerance of uncertainty on hopelessness was stronger in females than in males. Second, the moderating effect of intolerance of uncertainty between job-seeking stress and hopelessness was significant only in males, while it was not in female job seekers. These results suggest that job-seeking stress is more likely to lead to hopelessness in male job seekers with a higher intolerance of uncertainty. In addition, the gender difference in this study indicates that the psychological mechanisms of hopelessness among job seekers vary by gender.

119 구급대원의 직무만족도와 그의 관련요인

박호진(Ho-Jin Park),윤석한(Seok-Han Yoon),조영채(Young-Chae Cho) 한국산학기술학회 2017 한국산학기술학회논문지 Vol.18 No.7

본 연구는 119구급대원의 인구사회학적특성, 건강관련행위특성, 직업관련 특성, 폭력경험, 소진 및 직무스트레스에 따른 직무만족도 수준을 알아보고, 폭력경험, 소진 및 직무스트레스와 직무만족도와의 관련성을 규명하고자 시도하였다. 조사대상은 전국 14개 소방서에 근무하고 있는 119구급대원 1,240명으로 하였으며, 조사는 2016년 3월 1일부터 4월 30일까지의 기간 동안에 구조화된 무기명 자기기입식 설문조사에 의하였다. 연구결과, 조사대상자의 인구사회학적 및 건강관련행위특성에 따른 직무만족도는 연령이 낮을수록, 기혼군보다 미혼군에서, 규칙적인 운동을 한다는 군보다 하지 않는다는 군에서, 여가시간이 있다는 군보다 없다는 군에서, 주관적인 수면의 질이 좋다는 군보다 좋지 않다는 군에서, 주관적인 건강상태가 좋다는 군보다 좋지 않다는 군에서 유의하게 낮았다. 직업관련특성에 따른 직무만족도는 직위가 낮을수록, 근무경력이 짧을 수록, 월수입이 낮을수록, 업무의 신체적 부담정도가 적당하다는 군보다 힘들다는 군에서, 업무에 만족한다는 군보다 만족하지 못한다는 군에서, 업무에 대한 적성이 맞는다는 군보다 맞지 않는다는 군에서, 직업전환의사가 없다는 군보다 있다는 군에서 유의하게 낮았다. 또한, 조사대상자의 직무만족도 점수는 폭력경험, 직무스트레스 및 소진이 높은 군일수록 유의하게 낮았으며, 직무만족도가 낮은 군에 속할 위험비는 폭력경험, 직무스트레스 및 소진이 낮은 군에 비해 높은 군으로 갈수록 유의하게 증가하였다. 위와 같은 연구결과는 119구급대원의 직무만족도는 인구사회학적 및 건강관련행위 특성이나 직업관련 특성뿐만 아니라 직무스트레스, 폭력경험 및 소진과도 유의한 관련성이 있음을 시사하고 있다. This study examined the level of job satisfaction of rescue workers in accordance with the sociodemographic and health related characteristics, as well as job-related factors. Moreover, this study aimed to know the relationship between job satisfaction and violence experience, job stress, and burn-out. A total of 1,240 rescue workers, who works in 14 fire stations across the country, were surveyed. The survey was conducted by self-administered questionnaires during the period between March 1st and April 30, 2016. As a result, the score of job satisfaction according to the sociodemographic and health related characteristics were significantly lower in the younger-aged group, unmarried group, no-regular exercise group, and poor group of subjective sleep evaluation, unhealthy group of subjective health status than their respective counterparts . From the perspective of job-related characteristics, the job satisfaction scores were significantly lower in the groups of lower rank, lower job career , lower monthly income, hard group of physical burden of work, dissatisfaction group of sense of satisfaction in work, unfit group of the job, without group of consider quitting the job than their respective counterparts . The score of job satisfaction,in accordance with violence experience, job stress, and burn-out were significantly lower in groups with higher scores of violence experience, job stress, and burn-out. In a logistic regression analysis, the adjusted odds ratio of the low-risk job satisfaction were significantly increased in the very high group than in the low group of violence experience, in middle, high and very high group than in low group of job stress, in very high group than in low group of burn-out . The results suggest that the job satisfaction of rescue workers is significantly influenced by various factors, including socio-demographic characteristics, health-related behaviors, job-related characteristics, violence experience, job stress, and burn-out.

취업준비 대학생이 지각한 취업불안과 구직효능감의 관계: 자기격려의 매개효과

최정원,오은주 한국웰니스학회 2022 한국웰니스학회지 Vol.17 No.2

This study investigates the mediating effects of self-encouragement on the relationship between job-seeking anxiety and job-seeking efficacy perceived by university students who are preparing for employment. For this purpose, an on- and off-line survey was conducted with 535 people, including university students in their junior and senior year at universities in Seoul and Gyeonggi Province and graduates that have been preparing for employment but have not gotten a job since graduation two years ago. Job-seeking anxiety, self-encouragement, and job-seeking efficacy scales were used in the survey. A total of 535 questionnaires were returned. After excluding the data of eight respondents containing missing values or insincere answers, a total of 527 (male: 186, female: 341) were used in the analysis. Measurements were put into statistical analysis with the SPSS 25.0 program. The significance of mediating effects was tested with bootstrapping testing based on the SPSS Process Macro program. The main analysis results are summarized as follows: first, there were significant correlations between job-seeking anxiety, self-encouragement, and job-seeking efficacy; second, multiple regression analysis was conducted to analyze the effects of job-seeking anxiety's subfactors on self-encouragement and job-seeking efficacy, and the regression model turned out to be statistically significant; third, the study tested the mediating effects of self-encouragement on the relationship between job-seeking anxiety and job-seeking efficacy and found that it played a partial mediating role between them; finally, self-encouragement had mediating effects between the four subvariables (understanding of vocational aptitude, will to overcome a problematic situation, anxiety of job preparation, and ability to cope with a situation) of job-seeking efficacy as dependent variables and job-seeking anxiety as an independent variable. Based on these findings, the study discussed its significance, implications, limitations, and directions for follow-up studies in multilateral aspects. 본 연구에서는 취업준비 대학생이 지각한 취업불안과 구직효능감의 관계에서 자기격려의 매개효과를 살펴보고자 하는 데 목적이 있다. 이를 위해 서울 및 경기지역 소재 4년제 대학생 3학년부터 졸업 후 2년 미만 미취업 취업준비 대학생 535명을 대상으로 취업불안, 자기격려, 구직효능감 척도로 구성된 온라인 및 오프라인 설문을 진행하였으며, 결측값이나 불성실하게 응답한 피험자 8명을 분석에서 제외한 총 527부(남성, 186명, 여성, 341명)가 자료 분석에 사용되었다. 측정한 결과는 SPSS 25.0 프로그램을 사용하여 통계분석을 실시하였고, 매개효과 유의성 검증을 위해 SPSS Process Macro를 활용한 부트스트래핑(Bootstrapping) 검증을 통해 분석하였다. 주요 분석 결과를 요약하면 다음과 같다. 첫째, 취업불안, 자기격려, 구직효능감 사이의 관계에서 상관분석을 시행한 결과 모두 유의미한 상관결과가 있는 것으로 나타났다. 둘째, 취업불안의 하위요인이 자기격려와 구직효능감에 미치는 영향을 분석하기 위해 다중회귀분석을 시행한 결과 회귀모형은 통계적으로 유의하게 나타났다. 셋째, 취업불안과 구직효능감의 관계에서 자기격려의 매개효과를 검증한 결과, 자기격려가 취업불안과 구직효능감의 관계에서 부분 매개 역할을 하는 것으로 나타났다. 넷째, 구직효능감 하위변인 4가지(직업적성이해, 문제상황극복의지, 직업준비불안, 상황대처능력)를 종속변인으로 두고 독립변인인 취업불안과의 관계에서 자기격려의 매개효과를 확인하였다. 이를 바탕으로 본 연구의 의의와 시사점 그리고 제한점과 후속 연구를 위한 방향에 대하여 다각적인 측면을 논의하였다.

욥의 고엘, 천상의 중재자, 그리고 상상력(욥기 19:25)

김준 한국구약학회 2018 구약논단 Vol.24 No.1

Job 19:25 contains Job’s desire for his gō’ēl (“Redeemer”), who will deliver Job from unjust suffering. The topic of Job’s gō’ēl is an important topic in understanding how Job wants to solve his unjust suffering. However, the text is ambiguous and difficult to interpret. So far, many scholars have proposed various views of the gō’ēl whereas little research has been done by Korean biblical scholars on this subject. The purpose of this paper is to suggest that Job’s gō’ēl is one of the heavenly beings who can provide opportunities for Job to face God to plead Job’s unjust suffering, and that this heavenly being is an imaginary entity that Job desires. This paper proceeds in the following order. First, what situations entail Job in earnestly desiring his gō’ēl in Job 19:1-24. This will provide a preliminary consideration of what role Job expects of the gō’ēl , and who can become Job’s gō’ēl. Second, various hermeneutical possibilities of Job’s gō’ēl are presented through textual studies on 19:25. Third, this part will present three representative views on Job’s gō’ēl (Job’s nearest relative, God, and a heavenly being), and will diagnose the advantages and problems of each view. Finally, this paper presents Job’s gō’ēl as an imaginary heavenly being in light of Job’s dire situation in which Job had no choice but to wish for his heavenly being. This paper proposes a new alternative, by revising and supplementing the existing view of Job’s gō’ēl as a heavenly being. 욥기 19:25는 부당한 고난으로부터 욥을 구해 줄 “구원자,” 즉 고엘 (gō’ēl)에 대한 욥의 소망을 담고 있다. 욥의 고엘에 대한 주제는 욥이 자신의 무죄한 고난의 문제를 어떻게 해결하기를 원하는지 이해하는데 중요한 주제이다. 그러나 본문은 모호하고 해석하기 어려워 지금까지 고엘에 대한 다양한 견해들이 제안 되었다. 욥의 고엘에 대한 연구는 욥기의 전통적인 중요한 주제임에도 불구하고 국내에서는 욥의 고엘에 대한 학문적 연구가 매우 미진한 실정이며, 그나마도 욥의 고엘을 하나님으로 해석하는 주장에 한정적으로 연구되었다. 본 논문은 욥이 기대하는 고엘은 욥의 무죄를 변론하기 위해 하나님과 대면할 기회를 마련할 수 있는 천상적인 존재이며, 이 천상적인 존재는 욥이 소망하는 상상적인 존재임을 제안하고자 한다. 이를 위해 본 논문은 다음과 같은 순서로 진행한다. 첫 번째로 욥기 19:1-24를 중심으로 욥의 어떠한 상황이 욥으로 하여금 고엘을 애타게 찾게 하였는지를 연구한다. 그러므로 욥이 고엘의 어떤 역할을 기대하고 있는지, 누가 욥의 고엘이 될 수 있는지에 대한 예비적인 고찰이 이루어 질 것이다. 두 번째로 19:25 본문 연구를 통해 욥의 고엘에 대한 다양한 해석학적 가능성을 제시한다. 세 번째로 욥의 고엘에 대한 대표적인 세 가지 견해(가까운 친족, 하나님, 천상적인 존재)를 제시하고 각 견해의 장점과 문제점을 진단한다. 마지막으로 본 논문은 욥이 자신의 고엘로 천상적인 존재를 소망할 수 밖에 없었던 욥의 상황을 제시하며, 욥의 고엘을 하나님의 주권 하에 있는 천상적인 존재로 제시한다. 천상적인 존재로 이해할 때 제기 되는 문제들과 그에 대한 연구를 통해 욥의 고엘은 19장 안에서 욥이 소망하던 상상적인 존재임을 제안할 것이다. 본 논문은 욥의 고엘에 대한 기존 견해를 수정하고 보완함으로써 새로운 대안을 제시한다.

Job-sharing(일자리나누기)의 도입에 따른 노동법,사회보장법적 과제

방준식 ( Joon Sik Bang ) 고려대학교 법학연구원 2012 고려법학 Vol.0 No.65

Job-sharing(일자리 나누기)은 국내의 실업문제를 해결하기 위하여 정부가 지속적으로 고용안정대책으로서 제시하고 있는 정책이다. 현재 실무에서는 Job-sharing과 Work-sharing을 혼용하여 사용하고 있지만, Job-sharing은 통상근로자의 근로시간을 나누어 단시간근로자들로 전환시켜 고용을 창출한다는 점, Work-sharing은 근로시간을 줄여 일감을 나눔으로써 해고회피수단으로 사용한다는 점을 강조한 것이라고 볼 수 있다.그러나 근로시간을 단축한다는 의미에서 보면 Job-sharing과 Work-sharing에 특별한 차이가 있는 것은 아니라고 생각한다. Job-sharing의 미국식 유형인 Job-pairing과 독일식 유형인 Job-splitting은 그 법적 구조나 특징에 있어서 상당한 차이가 있다고 본다. 특히 Job-pairing의 독립사업반(Eigengruppe)적 성격과 Job-splitting의 사내작업반(Betriebsgruppe)적 성격에 대해 살펴보는 것은 장차 우리나라에서의 Job-sharing(일자리나누기)정책과 관련하여 노동법적인 과제에 대한 해답으로 제시될 수 있을 것이다. 한편 근로시간 단축을 통한 Job-sharing의 도입은 궁극적으로 근로자의 실업상태를 방지할 수 있으나 임금수준의 저하가 예상되기 때문에 이상에서 살펴본 바와 같이 사회보험을 통한 보호방안 이외에도 사회안전망의 확보 차원에서 근로자에 대한 다양한 정책이 뒷받침되어야 할 것이다. 예를 들어 근로시간에 포함되는 교육훈련시간을 충분히 확보하여 임금수준을 유지하거나 일정한 소득을 유지하도록 하는 유급휴직 등의 활용을 통해 가계소득의 감소를 최소한으로 할 수 있는 법률적 기반을 마련할 필요가 있다. Job-sharing als neues Arbeitszeitmodell witft nicht nur arbeitsrechtliche Probleme auf, sondern kann auch Auswirkungen auf das Sozialversicherungsrecht haben. Das Neuartige an dieser Form der Arbeitszeitgestaltung ist, daß sich zwei oder mehrere Arbeitnehmer einen oder mehrere Vollzeitarbeitsplatze untereinander aufteilen. Das amerikansche Modell des Job-sharing, das - gemessen an deutschen Rechtskategorien - nach außer als rechtlich selbstandige Eigengruppe und im Innenverhaltmis als Gesellschaft zu charaktersieren ist, durfte fur eine Einfuhrung und Praktizierung in Korea ungeeignet sein; dazu wurde es zu geringen arbeits- und sozialversicherungsrechtlichen Schutz bieten. Demgegenuber sind das Job-sharing arbeitsrechtliche Konstruktionen vorzuziehen. Dies tritt auf die Organisationsform der Betriebsgruppe zu Treten die Job-sharing-Partner als Eigengruppe auf, kommen im Zeitpunkt der Arbeitsaufnahme ebenfalls Arbeitsver- haltnisse mit dem Arbeitgeber zustande. Das Job-Pairing-Team wird von zwei Arbeitnehmern, die sich zu diesem Zweck als Innengesellschaft Burgerlichen Rechts verbunden haben, durch Begrundung eines einheitlichen Arbeitsverhaltnisses mit einem Arbeitgeber zum Zwecke der gemeinschaftlichen Besetzung eines Vollzeitarbeitsplatzes gebildet. Will einer der Arbeitnehmer das Arbeitsverhaltnis beenden, so folgt die Pflicht des Partners zur Mitwirkung bei der gemeinsamen Kundigungserklarung aus dem zwischen ihnen bestehenden Gesellschaftsvertrag. Bei einem Kundigungsverlangen zur Unzeit macht sich der Partner schadensersatzpflichtig. Das Job Splitting Team wird aus zwei Teilzeitarbeitnehmern vom Arbeitgeber zusammengestellt, die sich zur Arbeit im Team vertraglich verpflichtet haben. Es kann durch Neueinstellung zweier Arbeitnehmer, durch Arbeitszeitreduzierung eines bereits im Betrieb beschaftigten Arbeitnehmers und Neueinstellung einer Teilzeitkraft aber auch nach Ausscheiden eines Partners durch Einstellung eines Ersatzpartners gebildet werden. Das vorstehenden Ausfuhrungen machen deutlich, daß die gesetzlichen Vorschriften des Sozialversicherungsrechts uberwiegend von normalen Vollzeitarbeitsverhaltnissen ausgehen. Allenfalls haben herkommliche Teilzeitbeschaftigungen Berucksichtigung gefunden. Je flexibler aber die Arbeitszeitregelungen werden, desto großer sind die Schwierigkeiten im sozialversicherungsrechtlichen Bereich, ganz deutlich zeigt sich das bei großeren Job-sharing Intervallen. Angesichts des Bedurfnisses nach flexiblen Arbeitszeitregelungen, wie Job-sharing, sollten die Bestimmungen des Sozialversicherungsrechts darauf abgestellt werden, daß solche neuen Arbeitsformen eingefuhrt werden konnen, onne daß die sozial Sicherung der Arbeitnehmer darunter leidet.

잡 크래프팅(Job Crafting)이 경력만족 및 직무만족에 미치는 영향 - 개인-직무 적합성의 매개효과 -

안혜련,곽선화,Hyeryeon An,Sunhwa Kwag 부산대학교 경영연구원 2023 Journal of East Asia Management Vol.4 No.2

This study analyzes the effect of job crafting behavior on career satisfaction and job satisfaction that allows active participants to perform their jobs in a work environment where autonomy and delegation are emphasized, and how the degree of person-job fit plays a role in the relationship between the three variables. The results of an empirical analysis of 360 employees of domestic companies are as follows. First, job crafting was found to have a positive (+) effect on career satisfaction and job satisfaction, respectively, confirming the importance of job crafting in a situation where the work environment changes rapidly. Second, job crafting was found to have a positive (+) effect on desire-supply fit and ability-demand fit, respectively, which are components of person-job fit. This means that person-job fit can be improved through task, cognitive, and relationship crafting. Third, it was found that desire-supply fit and ability-demand fit had a positive (+) effect on career satisfaction and job satisfaction. This means that the higher the person-job fit the more satisfied the career and job. Finally, desire-supply fit has a partial mediating effect in the relationship between job crafting, career satisfaction, and job satisfaction and ability-demand fit has a partial mediating effect in the relationship between job crafting, job satisfaction. In summarizing the above research results, this study suggested in a changing organizational environment that it is necessary to provide individual active work performance (job crafting) opportunities for career satisfaction and job satisfaction, and that it is important to create an organization's support environment to enhance person-job fit.

직무만족도가 후속출산계획에 미치는 영향: 관리자 직급의 취업모를 중심으로

이채리,장경은 한국아동학회 2022 아동학회지 Vol.43 No.4

Objectives: The study has two goals: First, it explores the effects of working mothers’ (in managerial positions) job satisfaction on their subsequent childbirth plans . In addition, it identifies the differential impact of working mothers’ job satisfaction on their future childbirth plans according to their job satisfaction type. Methods: This study used data from the Korean Women Manager Panel (2020). Research participants include 573 working mothers between their 20s and 40s who are managers and have one child. Working mothers’ job satisfaction was assessed using the Job Satisfaction Measurement Scale. This instrument comprises sub-factors including wage, working hours, work and life balance, promotion, senior, and job. Data were analyzed using cluster and logistic regression analysis. Results: The cluster analysis results suggested three clusters: Job Satisfaction Type, Job Dissatisfaction Type, and Selective Job Satisfaction Type. Additionally, job satisfaction’s effect on mothers’ subsequent childbirth plans was significant only for mothers in the Job Satisfaction group. In contrast, the impact of job satisfaction on future childbirth plans was not significant in working mothers in other groups. Conclusion: This study confirmed the differences in the effects of working mothers’ (in managerial positions) job satisfaction types on their subsequent childbirth plans. Notably, this study identified discrete groups of working mothers according to their job satisfaction. Furthermore, its findings revealed patterns of changes related to job satisfaction in their subsequent childbirth plans.

A Study on Job Stress of Shipbuilding Design Workers

Hoon Yong Yoon,Young-Dae Jung,Su-Min Yoon 대한인간공학회 2014 대한인간공학회 학술대회논문집 Vol.2014 No.5

The purpose of this study is to investigate the job stress factors of shipbuilding design workers. Due to the nature of building a ship in a shipyard being a job-order production, we assume shipbuilding design worker’s duty be in connection with ship production across the board. Therefore, in this study, we investigate the job stress and occurrence of muscular skeletal disorders due to VDT work and provide prevention programs to fit the job characteristics of design workers. Two hundred and thirteen shipbuilding design workers participated in this study, using survey based on ‘Job stress factors evaluation tool for Koreans’ that was developed by KOSHA in 2003. The eight job stress factors, which are physical environment, job demand, job autonomy, job instability, organizational system, inadequate compensation, relationship conflict, and workplace culture were analyzed with job characteristics and health characteristics. The results showed that the stress level of a job demand was relatively higher than that of manufacturing industry workers, meaning that shipbuilding design workers’ duties involve heavier workload, higher time pressures, and bigger responsibilities that of manufacturing industry workers. And the stress level of the four job stress factors which are physical environment, job demand, job autonomy, organizational system was relatively higher than that of office worker. Through this study, our results are expected to be helpful in reducing the shipbuilding design worker’s job stress and provide better guidelines for VDT syndrome prevention programs.