장애인복지관 시설종사자의 임파워먼트와 직무만족에 관한 연구 = A Study on the Community Rehabilitation Center Employees' Empowerment & Job-Satisfaction

국문 초록 (Abstract)

본 연구는 장애인복지관 종사자들이 지각한 임파워먼트 정도와 직무만족 정도를 알아보고 종사자들의 임파워먼트와 직무만족과의 상관관계를 알아보고자 하였다. 그리하여 복지관 종사자들의 직무만족을 극대화시키고 복지관 운영의 효율성을 증대시키기 위한 관리방법을 모색하여 수요자에게 효율적인 서비스를 제공하기 위한 목적으로 실시되었다.
연구방법으로는 문헌연구와 함께 장애인복지관 종사자들을 중심으로 하는 설문조사를 병행하여 실시하였다. 문헌연구에서는 임파워먼트와 직무만족의 개념과 장애인복지관의 개념 및 시설종사자의 전반적인 현황을 알아보았으며, 장애인복지관 종사자의 임파워먼트와 직무만족과의 관계를 알기위해 선행연구를 살펴보았다.
본 연구에서 얻어진 결과는 다음과 같다.
장애인복지관 종사자의 관계·개인임파워먼트 수준과 직무만족 정도간에는 상관관계가 있고 장애인복지관 종사자들이 지각하는 관계·개인임파워먼트가 높을수록 직무만족도는 높게 나타났다. 즉 개인적 차원으로 바라보면 임파워되었을 때 사람은 자기 자신을 발전시킬 뿐만 아니라 클라이언트에게 양질의 서비스를 제공하고 변화시키면서 나아가 집단, 조직, 사회를 변화시키는 원동력 역할을 할 수 있고, 조직적 차원에서는 장애인복지관 종사자들을 임파워시킬 수만 있다면 그들의 직무만족도도 높아짐으로서 조직 전체적으로 효율적인 인력관리와 업무 향상을 도모 할 수 있을 것이다.
본 연구의 결과가 시사 하는바는 다음과 같다.
첫째, 장애인복지관 종사자들의 자아존중감, 전문적 능력, 자기통제 능력을 향상하기 위한 노력이 필요하다. 종사자의 자아존중감과 자기통제와 같은 개인의 고유한 특질은 외부환경에 의해 변화하기가 어렵지만, 환경, 직무수행, 동료관계 등의 상호작용을 통하여 개인적 특성이 변화, 발전할 수 있는 가능성이 있음을 알아야 한다.
둘째, 장애인복지관 종사자들의 전문적 제공을 위한 노력이 필요하다. 특히 지식과 기술의 보유능력을 향상시키는 것도 중요하지만 현장에서의 적극적인 활용능력 향상에 더 많은 노력을 기울여야 할 것이다.
셋째, 장애인복지관 종사자들의 기술다양성과 과업정체성을 증진하기 위한 노력이 필요하다. 이를 위해서는 실적적인 파워를 제공하며, 수평적 의사소통체계수립에 관한 훈련과 교육, 관리자의 동기부여적 언어사용, 종사자의 자기발전지향적인 노력과 전문지식기술 습득의 교육과 훈련이 필요하다.
넷째, 장애인복지관 종사자들의 보상체계, 자율성, 직원개발, 리더십 증진이 필요하다. 장애인복지관의 보상기준은 종사자들의 직무만족에 커다란 영향을 주기 때문에 무엇보다도 공식적인 보상체계의 확립이 필요하다. 그리고 장애인복지관의 종사자들의 자율성 증대와 직원개발을 통한 임파워먼트 강화가 무엇보다도 중요하다.

다국어 초록 (Multilingual Abstract)

The purpose of this study was to examine the community rehabilitation center employees' perceived empowerment and job-satisfaction and its correlations in order to work out a management strategy of maximizing their job-satisfaction and of enhancing the operational efficiency of the center, thus providing an efficient service to its beneficiaries.
As study methods, the investigator used literature examination and a questionnaire survey of community rehabilitation center employees via visitation and mail. Through literature examination, the conception of empowerment, job-satisfaction and community rehabilitation center, and the demographic features of employees were examined. In order to find out the relationship between community rehabilitation center employees' empowerment and job-satisfaction, preceding studies were examined.
Study subjects were 147 employee respondents who were working at 9 community rehabilitation centers in Seoul.
As for study tools, the tool developed by Leslie, Holzhalb, and Holland (1998) was used to examine empowerment. For its sub-measures of environment, relationship and personal empowerment, 18 questions were established. As for job-satisfaction, the investigator used JDI developed by Kendal and Hunlim (1969) and the tool developed by Yu Byeong-ju (1983) in his study by modifying and supplementing them. For its sub-measures of job itself, supervision, payment, promotion, fellow workers, agencies, change of occupation, 34 questions were established. Thus, the whole number of questions was 62 including 10 questions for study subjects' demographic features.
The validity of Data was analyzed with SPSS. As for the difference of empowerment and job-satisfaction according to subjects' demographic features, the investigator used ANOVA and t-test. The correlations between variables were analyzed with Pearson's correlation coefficient. The influence every variable having to do each other was analyzed with stepwise regression analysis.
Study findings are as follows:
First, as for the demographic features of community rehabilitation center employees, women are overwhelming majority. The largest age group is 29~34. Most of them have religions. Their academic career is junior college graduates and above in general, majoring in social welfare. Their work history is 5~10 years in general. Overwhelming majority's daily work time is 8~10 hours. More than half of them are paid 1,500,000 won and more in a month. And most of them are employed as social welfare personnel.
Second, as for study subjects' perceived level of empowerment among its sub-spheres, environmental empowerment is the highest whereas relationship empowerment the lowest. As for the perceived level of empowerment according to demographic features, such variables as academic career, daily work time, monthly average payment and position has statistically significant influence upon it. However, other variables have no statistically significant influence. Junior college graduates' perceived level of empowerment is the highest. When their daily work time is less, their evaluation of empowerment is higher. Namely, the employees whose daily work time is less assess their empowerment higher. The employees whose monthly payment is above 1,500,000 won assess their empowerment highly. In relation to their position, senior employees and team leaders and above assess their empowerment highly.
As for study subjects' job-satisfaction, the highest is the satisfaction with fellow workers and it is followed by the satisfaction with job itself, change of occupation, supervision, agencies, payment, and promotion in order. As for the job-satisfaction according to demographic features, academic career, daily work time and position have significant influence upon it, whereas other variables have no significant influence. That is, as for academic career, the variable of junior college graduates and above has the most significant influence upon it. In relation to daily work time, the variable of 8~10 hours has the most significant influence upon it. Regarding positions, the variable of senior employees and team leaders and above has the most significant influence upon it.
Fourth, as for the relationship between study subjects' empowerment and job-satisfaction, all the variables have positive relationship except the relationship between environmental empowerment and payment satisfaction and between environmental empowerment and occupational change.
Fifth, the regression analysis of empowerment and job-satisfaction shows that personal empowerment is statistically significant whereas environmental empowerment is not. That is, personal empowerment has positive significant influence upon community rehabilitation center employees' job-satisfaction whereas environmental empowerment has not any influence upon it. This finding implies that employees' perceived controllability for the usable resources to provide social welfare services for themselves and their perceived extent of decision-making commission have nothing to do with their job-satisfaction. Regardless of self-regulative or not, their self-perceived job-satisfaction seems to have no influence upon their practice of business. It is seemingly because they practice their business with a sense of duty regardless of self-regulative.
In conclusion, there is correlation between employees' relationship/ personal empowerment and job-satisfaction. When community rehabilitation center employees' perceived relationship/personal empowerment is high, their job-satisfaction is also high. From the aspect of an individual, an empowered employee develops himself, provides better quality service to clients, and plays the role of motive force in changing groups, organizations and societies. From the aspect of an organization, if community rehabilitation center employees can be empowered, their job-satisfaction enhances and efficient management of human resources and service improvement can be achieved.
Study suggestions are as follows:
First, community rehabilitation center employees' self-respect, special technology and self-control must be enhanced. These personal characters are difficult to be changed by external environment, but their interaction with environment, business practices and fellow worker relationship can play a positive role for its change and development.
Second, community rehabilitation center employees' expertise must be enhanced focusing not on the possession of knowledge and technology but on the improvement of on-site use capability. As for the reinforcement strategies of community rehabilitation center employees' personal empowerment, there are the training of objectively accepting the experience of failure or success, managers' reformative leadership, settlement of open internal communication, strengthening of regular supervision, self-examination-based self-oriented change with a variety of experiences, and proper placement of job according to personal capability.
Third, community rehabilitation center employees' technological diversity and task identity must be improved. For this, such efforts are necessary as providing them with practical power, training and education for the establishment of horizontal communication system, managers' use of motivating language, and education and training for employees' self-development and acquirement of special knowledge and technology. And in order to strengthen community rehabilitation center employees' job empowerment, there are such strategies as the job analysis-based clear assignment of business, creation of job-environment, redesign of job, differentiated design of job on the basis of on-site practices, establishment of supervision system that presenting self-vision, execution of diverse tactics for efficient job management, and intensification of education for would-be social workers.
Fourth, it is necessary to improve the compensation system, self-regulation, personnel development and leadership of community rehabilitation center employees. Because the criteria of compensation have great influence upon community rehabilitation center employees' job-satisfaction, an official compensation systemn center establishees.irst and foremost. And it is necessary to increase and tion, an community rehabilitation center employees' self-regulation and personnel development- based empowerment. In particular, in order to tion, an community rehabilitation center employees' personal and tilationship empowerment, its budgetn center made. By developing educational and self-developmental progrlos, employeesn center trained and educated annually. And the head person of the center centexerntevery effort to make a budgetnfor the enhancement of empowerment.

목차 (Table of Contents)

• 제1장 서론 = 1
• 제1절 연구의 필요성 = 1
• 제2절 연구의 의의와 목적 = 4
• 제3절 연구의 구성 = 6
• 제2장 이론적 배경 = 8
• 제1절 장애인복지관의 개념과 현황 = 8
• 1. 장애인복지관의 개념 = 8
• 2. 장애인복지관의 현황 = 11
• 제2절 임파워먼트의 개념 = 22
• 1. 임파워먼트의 제논의 = 22
• 2. 임파워먼트의 정의 = 26
• 3. 임파워먼트의 구성요인 = 29
• 4. 임파워먼트에 영향을 미치는 요인 = 34
• 5. 임파워먼트의 중요성 = 44
• 제3절 직무만족의 개념 = 45
• 1. 직무만족의 정의 = 45
• 2. 직무만족의 영역 = 46
• 3. 사회복지 종사자의 직무만족에 대한 선행연구 = 48
• 4. 직무만족의 중요성 = 51
• 제4절 임파워먼트와 직무만족 = 53
• 제3장 연구방법 = 57
• 제1절 연구의 가설 = 57
• 제2절 조사도구 = 59
• 1. 임파워먼트 조사도구 = 59
• 2. 직무만족도 조사도구 = 60
• 제3절 조사대상 및 자료수집 = 63
• 제4절 분석방법 = 63
• 제4장 연구결과 = 65
• 제1절 연구대상자의 인구통계적 특성 = 65
• 제2절 임파워먼트 분석 = 68
• 1. 인구통계별 환경임파워먼트 분석 = 68
• 2. 인구통계별 관계임파워먼트 분석 = 70
• 3. 인구통계별 개인임파워먼트 분석 = 72
• 4. 인구통계별 전체임파워먼트 분석 = 74
• 제3절 직무만족 분석 = 76
• 1. 인구통계별 직무자체만족도 분석 = 76
• 2. 인구통계별 감독만족도 분석 = 78
• 3. 인구통계별 보수만족도 분석 = 80
• 4. 인구통계별 승진만족도 분석 = 82
• 5. 인구통계별 동료만족도 분석 = 84
• 6. 인구통계별 기관만족도 분석 = 86
• 7. 인구통계별 전직및이직만족도 분석 = 88
• 8. 인구통계별 전체직무만족도 분석 = 90
• 제4절 직무만족도와의 상관관계 = 92
• 제5절 직무만족도와 임파워먼트와의 회귀분석 = 94
• 제5장 결론 및 제언 = 96
• 제1절 연구의 요약 = 96
• 제2절 연구의 한계점 = 100
• 제3절 연구의 시사점 = 101
• 참고문헌 = 105
• 부록 = 115
• ABSTRACT = 120