Earticle

본 연구의 목적은 대학 최고경영자의 윤리적 리더십과 직무몰입이 업무성과와 조직시민행동에 미치는 영향을 분석하는 데 있다. 본 연구의 목적을 위하여 대학 최고경영자의 윤리적 리더십의 하위변수로 대학 최고경영자의 윤리경영 실천의지, 소통능력, 윤리기준 수립, 본보기 상, 윤리 활동 실천을 고려하였다. 또한, 대학 최고경영자의 윤리적 리더십이 업무성과와 조직시민행동에 영향을 미치는 관계에서 직무몰입을 매개변수로 설정하였다. 본 연구를 통하여 첫째, 대학 최고경영자가 윤리적 리더십을 통해 대학발전과 지속가능한 경영을 위한 주요 요인이 무엇이며, 성공한 최고경영자가 필요로 하는 노력과 역할에 대한 기준을 제공할 수 있을 것이며, 둘째, 대학경영 관점에서 직무몰입의 매개효과를 통하여 업무성과와 조직시민행동을 높이기 위해서 어떤 요인을 변화시켜야 하는지를 제시하고자 한다. 본 연구의 결과를 요약하면 윤리적 리더십의 다섯 가지 요인 중 윤리경영 실천의지, 윤리기준 수립, 본보기 상이 직무몰입에 긍정적인 영향을 미치는 것으로 나타났으며, 그 중 본보기 상의 영향력이 가장 높게 나타났고, 윤리기준 수립, 윤리경영 실천의지 순으로 나타났다. 또한, 직무몰입이 업무성과와 조직시민행동에 긍정적인 영향을 미쳤으며 직무몰입이 높을수록 업무성과와 조직시민행동이 높아지는 것으로 나타났다.

The purpose of this study was to investigate the effects of ethical leadership and the job commitment on the job performance and the organizational citizenship behavior of university CEOs. In order to accomplish the purpose of this study, we conducted the independent variables of university CEOs ethical leadership such as the intent to act the ethical management, communication ability, ethical standard establishment, role model and ethics practice. In addition, we investigated the relationship between the job performance and the organizational citizenship behavior which is set by the job commitment as a parameter. The results of this study are as follows: First, the university CEO should identify the key factors for achieving university development and sustainable management through ethical leadership, and provide the criteria for the efforts and roles which are required by successful CEO. Second, in order to improve work performance and organizational citizenship behavior through the mediating effect of job commitment, the results of this study on ethical leadership and organizational effectiveness from the viewpoint of university management will show what the factors should be changed. In summary, the results of the study showed that the intent to act the ethical management, establishment of ethical standards, and the role model among the five factors of ethical leadership had a positive effect on the job commitment. The role model had the most influential variable, followed by the establishment of ethical standards and the intent to act the ethical management. In addition, the job commitment had a positive effect on job performance and organizational citizenship behavior, and job performance and organizational citizenship behavior increased as job commitment increased.

본 연구는 뉴실버세대의 건강 및 여가활동을 담당하는 스포츠지도자의 임파워먼트와 직무만족, 직무몰입의 관계 를 알아보는 것이다. 연구대상은 노인체육지도자 299명을 대상으로 하였다. 자료처리는 SPSS Version 21.0 및 AMOS 18.0을 사용하여 분석하였고, 빈도분석과 신뢰도분석, 확인적 요인분석, 상관분석을 실시하였다. 또한 임파워먼트와 직 무만족, 직무몰입의 관계를 확인하기 위해 구조방정식 모형을 활용하여 경로분석을 실시하였으며, 임파워먼트와 직무몰 입의 관계에서 직무만족의 매개효과를 확인하기 위하여 부트스트래핑 방법을 이용하였다. 연구결과는 다음과 같다. 첫째, 지도자의 임파워먼트는 직무만족에 정적인 영향을 미쳤다. 둘째, 지도자의 임파워먼트는 직무몰입에 정적인 영향을 미쳤 다. 셋째, 지도자의 직무만족은 직무몰입에 정적인 영향을 미쳤다. 넷째, 지도자의 임파워먼트와 직무몰입의 관계에서 직무만족이 부분적 매개역할을 하였다.

The purpose of this study is to investigate the relationship among empowerment, job satisfaction and job commitment of sports leaders in charge of health and leisure activities of the New Silver generation. The subjects of this study were 299 senior sports leaders. Data processing was analyzed using SPSS Version 21.0 and AMOS 18.0, and frequency analysis, reliability analysis, confirmatory factor analysis, and correlation analysis were performed. In addition, path analysis was performed using the structural equation model to confirm the relationship between empowerment, job satisfaction, and job commitment, and the bootstrapping method was used to confirm the mediating effect of job satisfaction in the relationship between empowerment and job commitment. The research results are as follows. First, the empowerment of the leader had a positive effect on job satisfaction. Second, the leader's empowerment had a positive effect on job commitment. Third, the leader's job satisfaction had a positive effect on job commitment. Fourth, job satisfaction played a partial mediating role in the relationship between the leader's empowerment and job commitment.

본 연구는 감정노동 강도가 높은 직업상담사의 직무스트레스, 직무몰입, 감정조절전략의 3가지 변수간 의 관계를 탐색하고자 수행하였다. 특히 감정노동으로 인해, 스트레스가 높은 진로상담사의 업무수행에서 감정조절전략의 매개역할을 확인하고자 하였다. 서울지역을 중심으로 정부부처 및 교육기관, 민간위탁기 관, 지자체, 공공기관 등에서 근무하는 직업상담사 270명을 대상으로 설문을 진행하여, 최종 243명의 자 료를 분석하였다. 연구결과 직무스트레스는 감정조절전략과 직무몰입에 유의미한 영향을 끼치는 것으로 나타났으며, 감정조절전략의 매개효과는 부분적으로 채택되었다. 본 연구결과, 직무스트레스가 높아질 경 우, 감정조절전략 중 표면행동은 강화되고, 직무몰입에 부정적인 영향을 미치는 것으로 나타났다. 반면 직무스트레스가 완화되면 감정조절전략 중 내면행동이 강화되면서 직무몰입에 긍정적인 영향을 미치는 선행연구와 동일한 결과가 나타났다. 본 연구결과를 바탕으로 직업상담사들의 직무스트레스를 낮추고, 이 들이 감정조절전략으로 내면행동을 선택하도록 스트레스 해소를 위한 지원제도와 직업상담의 가치와 내 담자의 고통을 공감할 수 있는 추가적인 지원 방안에 대한 논의가 제시되었다.

The purpose of this study is to investigate the relationship among job stress, job involvement, and emotional regulation strategies of career counselors, who are considered as one of the occupational groups with high emotional labor intensities. This study aimed to demonstrate whether emotional strategies play a mediating role on the effects of job stress and job commitment on career counselors. For this purpose, 270 career counselors working in government agencies, municipalities, public institutions, educational institutions, and private trusts were asked to complete questionnaires for one month. The data of27 respondents were excluded as their basic data were not available. Finally, the data of 243 respondents were collected and analyzed with AMOS V26 and SPSS statistics V22. As a result, there is a positive relationship between job stress and emotional regulation. In addition, emotional regulation strategies are more effective than negative emotions. Finally, it was found that career counselors were more committed to their job when they were less stressed.

[목적] 본 연구는 골프장 캐디들의 직무몰입 및 직무열의와 고객지향성 간의 관계를 검증하는데 목적이 있다. [방법] 수도권, 충북, 전북지역 골프장 캐디들을 모집단으로 설정 후, 편의표본추출법으로 300명의 표본을 선정, 최종 208부 를 분석하였다. SPSS 18.0으로 빈도분석, 신뢰도, 상관관계분석을, LISREL 8.3으로 확인적 요인분석과 구조방정식모 형분석을 실시하였다. [결과] 변인 간 효과검증은 직무몰입이 직무열의에 높은 영향을 미치며, 직무열의도 고객지향 성에 높은 영향을 미치는 것으로 나타난 반면, 직무몰입은 고객지향성에 유의한 영향을 미치지 못하는 것으로 나타 났다. 직·간접효과 검증결과에서는 직무몰입이 고객지향성에 미치는 총 효과 중 직무열의를 매개로 고객지향성에 영향을 미치는 간접효과가 더 크게 나타났다. [결론] 직무몰입이 고객지향성에 직접 영향을 미치기보다 직무열의를 통할 때 고객지향성에 더 큰 영향을 미치므로, 캐디들의 고객지향성을 높이기 위해서는 직무에 대한 높은 몰입과 헌 신적인 열의를 갖도록 해준다면 고객지향성을 높이는데 도움을 줄 것이다.

[Purpose] The purpose of this study was to examine the relationship among the job commitment, job engagement & customer orientation of caddies in golf clubs. [Method] After set up golf clubs in the Seoul area, Chungbuk & Jeonbuk Province, and 300 samples were selected using the convenient sampling method and 208 samples were used. Frequency analysis, reliability & correlation analysis were conducted with SPSS 18.0, confirmatory factor analysis & structural equation modeling were performed with LISREL 8.3. [Results] The results of inter-variety test showed that job commitment had a high impact on the job engagement & customer orientation, while job engagement did not have a significant impact on the customer orientation. The results of verification of direct & indirect effects showed that among the total effects of job commitment on customer orientation, the indirect effects that affect customer orientation are greater by means of job engagement. [Conclusion] Since job commitment does not directly affect customer orientation greater impact than through job engagement, It is necessary to increase the job commitment & job engagement of the caddies for high quality customer orientation.

목적 : 본 연구는 치매안심센터에 근무하고 있는 작업치료사와 치매질환자 보호자와의 의사소통 경험 및 정도가 작업 치료사의 직무몰입과 직무만족에 미치는 영향을 알아보고자 하였다. 연구방법 : 2022년 12월부터 2023년 2월까지 선정기준에 부합한 치매안심센터 작업치료사 68명을 대상으로 보호자와의 의사소통, 직무몰입, 직무만족에 대한 설문조사를 실시하였고 보호자와의 의사소통이 직무몰입과 직무만족에 미치 는 영향을 알아보기 위해 통계적 분석을 실시하여 결과를 도출하였다. 결과 : 첫째, 치매안심센터 작업치료사의 일반적 특성에 따른 직무몰입의 비교에서는 근무경력에서 유의미한 차이가 있었다. 둘째, 치매안심센터 작업치료사의 일반적 특성에 따른 직무만족의 비교에서는 근무경력에서 유의미한 차이 가 있었고 근무경력이 많을수록 직무만족이 높았다. 셋째, 치매안심센터 치매질환자 보호자와의 의사소통은 작업치 료사의 직무몰입 및 직무만족에 모두 영향을 미치는 것으로 나타났다 결론 : 국가지원 치매기관인 치매안심센터에 법적 인력인 작업치료사의 조직환경은 작업치료사의 직무역할 수행에 중 요한 영향을 줄 수 있다. 본 연구에서 작업치료사의 직무와 관련 된 필수요소 중 하나인 의사소통이 직무몰입과 직무만족에 영향을 미치는 것을 확인하였고 인지기능이 저하된 치매질환자의 경우 보호자와의 의사소통의 중요성 을 작업치료 직무에서 고려할 사항임을 알 수 있었으며 의사소통의 긍정적 향상을 도모할 수 있는 기관의 의사소통 훈련 프로그램 운영의 필요성을 알 수 있었다.

Objective : This study attempted to find out how the degree of communication between occupational therapists working at the Dementia Care Center and protectors of dementia patients affects the job commitment and job satisfaction of occupational therapists. Methods : From December 2022 to February 2023, a survey was conducted on 68 occupational therapists at the Dementia Care Center who met the selection criteria on communication with protectors, job commitment, and job satisfaction. Statistical analysis was conducted to find out the impact of communication with protectors on job commitment and job satisfaction. Resutls : First, there was a significant difference in work experience in the comparison of job commitment according to the general characteristics of occupational therapists at the Dementia Care Center. Second, there was a significant difference in work experience in the comparison of job satisfaction according to the general characteristics of Dementia Care Center occupational therapists, and the more work experience, the higher the job satisfaction. Third, communication with dementia patient protectors at the Dementia Care Center was found to affect both job commitment and job satisfaction of occupational therapists. Conclusion : The organizational environment of occupational therapists, which is a legal manpower in the Dementia Care Center, a state-sponsored dementia institution, can have an important impact on the job performance of occupational therapists. In this study, it was confirmed that communication, one of the essential factors related to the job of the occupational therapist, affects job commitment and job satisfaction. For dementia patients with reduced cognitive function, the importance of communication with their protectors was considered in the job of occupational therapy, and the necessity of operating an communication training program of an institution that can promote positive improvement in communication.

The number of Healthy Family Support Centers has increased and the services forenhancement of family strength have extended during the past ten years since theFramework Act on Healthy Families was enacted. It is time to pay attention to theempowerment for Healthy Family Specialist because their capability is directly linkedto improve the quality of services, which means the satisfaction of family services andthe quality of family policy. In this context, this study investigate organizationalexperience of Healthy Family Specialists and suggest the empowerment plan toenhance their capability. We conducted in-depth interviews for 9 Healthy FamilySpecialists who is currently working at Healthy Family Support Centers as a managerstatus during June 2014. We analyzed organizational experiences through jobcommitment and job satisfaction and empowerment plans through their strength andweakness. Our findings revealed that job commitment and job satisfaction of HealthyFamily Specialist are relatively low due to a poor working condition and a low brandawareness. Also, the capability of Healthy Family Specialists is an important factor todetermine their job commitment and job satisfaction, and it can impact on the longservice. These results suggest that the payroll system, increment of salary, careerrecognition, employee benefit, systematic operation, and motivation are needed toimprove their job satisfaction. There are various ways to improve professionalcapability of Healthy Family Specialists besides education program. This studycontributes to make the plan of empowerment for Healthy Family Specialists and italso contributes to improve the service quality of family policy.

본 연구는 작업치료사의 직업윤리와 교육에 대한 인식이 직무스트레스와 직무몰입에 미치는 영향을 파악하기 위한 조사연구이다. 이를 위하여 작업치료사 173명을 대상으로 직업윤리와 교육에 대한 인식, 직무스트레스와 직무몰입 을 평가하였으며, 본 연구의 결과는 다음과 같다. 첫째, 직업윤리와 교육에 대한 인식, 직무스트레스와 직무몰입(p<.01) 간에는 유의한 상관관계가 있었다. 둘째, 직업윤리와 교육에 대한 인식의 하위요인 중 교육경험(p<.01)과 윤리문제의 심각성(p<.05)은 직무스트레스에 영향을 미치는 것으로 나타났다. 셋째, 직업윤리와 교육에 대한 인식의 하위요인 중 교육경험(p<.05)은 직무몰입에 영향을 미치는 것으로 나타났다. 본 연구의 결과들을 통하여 직업윤리의 중요성을 인식 하고, 이를 향상하기 위한 체계적인 교육이 필요할 것이다.

The aimed of this research was to identify the influence of perception of the vocational ethics and education on job stress and job commitment in occupational therapists. 173 occupational therapists measure for perception of vocational ethics and education, job stress and job commitment, the findings of the study were as follows. First, perception of vocational ethics and education was correlated with job stress, job commitment(p<.01). Second, perception of vocational ethics and education sub-factor of education experience(p<.01), seriousness of ethical issues(p<.05) was found to have affected the job stress. Third, perception of vocational ethics and education sub-factor of education experience(p<.05) was found to have affected the job commitment. Through the results of this study, systematic education will be needed to recognize the importance of vocational ethics and improve it.

본 연구의 목적은 요양보호사의 소진이 이직의도에 미치는 영향과 직무몰입의 매개효과를 살펴 보고자 한다. 이를 위해 서울시에 주야간보호센터에 근무 중인 요양보호사 437명을 대상으로 하였 으며, IBM SPSS 25.0 프로그램을 활용하여, 기술통계, 신뢰도 및 상관관계 분석, Hayes(2013)의 PROCESS macro를 실시하였고, 매개효과의 통계적 유의성을 검증하기 위해 Bootstrap 방법을 사용 하였다. 이에 따른 본 연구의 주요결과는 다음과 같다. 첫째, 요양보호사의 소진이 높을수록 이직의도가 높아지는 것으로 나타났다. 둘째, 요양보호사의 소진이 높을수록 직무몰입이 낮아지는 것으로 나타 났다. 셋째, 요양보호사의 직무몰입 수준이 낮을수록 이직의도가 높아지는 것으로 나타났다. 넷째, 요양보호사의 소진은 직무몰입을 매개로 이직의도에 미치는 유의한 영향을 미치는 것으로 나타났 다. 본 연구의 결과를 통해 요양보호사의 소진이 이직의도에 미치는 영향을 파악하고 이들 변인과 의 관계에서 직무몰입의 매개효과를 분석함으로써 요양보호사의 소진을 예방하고 직무몰입 향상을 위한 개입전략을 모색하는데 필요한 이론적 기초자료가 될 것이다.

The purpose of this study is to examine the effect of burnout of nursing care workers on turnover intention and the mediating effect of job commitment. To this end, 437 nursing care workers working at day and night care centers in Seoul were targeted, technical statistics, reliability and correlation analysis, Hayes (2013)'s PROCESS macro were conducted using the IBM SPSS 25.0 program, and the Bootstrap method was used to verify the statistical significance of the mediating effect. Accordingly, the main results of this study are as follows. First, it was found that the higher the burnout of nursing care workers, the higher the turnover intention. Second, it was found that the higher the burnout of nursing care workers, the lower the work engagement. Third, the lower the level of work commitment of nursing care workers, the higher the intention to turnover. Fourth, it was found that the burnout of nursing care workers had a significant effect on turnover intention through work commitment. Through the results of this study, it will be the theoretical basic data necessary to find out the effect of burnout of care workers on turnover intention and to find intervention strategies to prevent burnout of care workers and improve work engagement by analyzing the mediating effect of work engagement in relation to these variables.

In manufacturing company, safety is a important issue because it can cause many cost and problems of company. So reduce safety accident can increase manufacturing company's productivity. Safety accident has close relationship with employee's behavior, which is 'safety behavior'. In this study, researcher try to find out role of leader-member exchange and employee's job commitment effect on safety behavior in manufacturing company. A total of 279 responses were collected from manufacturing company’s employees. The result of this empirical study show us that leader-member exchange has positive effect on employee's job commitment and safety behaviot. And job commitment has positive effect on safety behavior. Base on this empirical result, researcher provide critics and manageric implication for manufacturing companies.

본 연구는 조직 내에 존재하는 승진장벽 유발요인과 승진장벽 지각에 대한 직무몰입의 제고에 어떠한 영향 관계가 있는가를 분석하고, 조직성과를 지방의료원과 민간의료원 종사자에 따른 영향효과 차이분석을 하는 것이 연 구의 목적이다. 연구방법으로는 각 요인별 영향관계 규명을 위하여 구조방정식모형(structural equation model) 분석을 실시하였다.. 특히, 공공과 민간의료원 종사자들 간 영향관계 차이분석을 위해 다중집단분석(multiple group analysis) 을 실시하였다. 분석결과, 첫째, 승진장벽 유발요인이 직무몰입에 미치는 영향에 대한 실증적 연구에서 고정관념과 조직문화에 따라 직무몰입에 영향을 미치며, 그 영향력의 크기도 다른 것으로 나타났다. 둘째, 지방의료원의 종사자 들은 승진장벽 유발요인이 지각된 승진, 보직배치, 교육훈련, 포상, 근무평정 모두가 영향을 미쳤다. 셋째, 직무몰입 는 승진장벽의 지각에 영향을 받을 것이라는 가설에 있어서 민간의료원의 종사자들만이 유의미한 결과가 나타났다. 이러한 연구결과를 토대로 의료분야의 여성종사자들이 고위 관리직에 더 많이 진출 할 수 있는 인사 및 제도개선을 위해 승진장벽 현상 인식 및 지위개선에 대한 정책방안이 필요할 것이다.

The purpose of this study is to analyze the effect of the glass ceiling induction factors on the improvement of the job Commitment on the glass ceiling perception and to analyze the effect of the organizational Commitment on the influence of the local medical institute and private medical institute employees. Purpose. As a research method, structural equation model analysis was carried out to investigate the influence relationship of each factor. In particular, multiple group analysis was performed to analyze the difference of influence relations between public and private medical personnel. Respectively. Result, First, empirical studies on the effect of the glass ceiling inducing factors on job Commitment showed that job Commitment was influenced by stereotype and organizational culture, and the magnitude of the influence was different. Second, the employees of the room medical center were influenced by perceived promotion, job placement, education and training, reward, and job satisfaction. Third, in the hypothesis that job Commitment will be affected by the perception of glass ceiling, only the workers of the private medical center showed significant results. Based on the results of this study, it will be necessary to plan policies to improve the perception of the glass ceiling phenomenon and improve its status in order to improve the personnel and system that women workers in the medical field can enter more senior management positions.

IMF 사태 이후 국내 기업들이 구조조정을 단행하면서 그간 유지되어오던 전통적인 노사관계가 붕괴되어 직원들은 고용불안에 대한 스트레스가 증가되면서 기업은 구성원들의 자발적이고, 헌신적인 행동의 감소 현상을 극복하기 위한 노력이 필요하게 되었다. 이에 본 연구는 기업 경쟁력 제고의 관점에서 영업사원에 대한 교육과 개인역량이 영업성과에 미치는 영향을 분석하고, 이러한 영업성과가 직무만족과 직무몰입에 어떤 영향을 미치는지를 분석하였다. 이를 위해 매출에 영업사원의 역할이 비교적 큰 비중을 차지하는 자동차 산업을 그 대상으로 선정하여 자료를 수집하고 분석을 실시하였다. 분석 결과 교육과 개인역량은 영업성과에 긍정적 영향을 미치는 것으로 나타났으며 특히 교육 보다는 개인역량이 영업성과에 더 큰 영향을 미치는 것으로 나타났다. 또 영업성과는 직무만족에, 직무만족은 직무몰입에 유의한 영향을 미치는 것으로 나타나 영업사원 개개인의 성과만족도를 높여 직무몰입을 유도함으로써 조직의 효율성을 증대시킬 수 있음을 확인하였다. 또한 직무만족과 직무몰입 사이에 영업스트레스가 조절기능을 수행함을 확인하였다. 반면 대안적 매력도는 영업성과와 직무만족 간에 조절기능이 없는 것으로 나타났다

As a result of the financial crisis, many firms in Korea had to undertake painful reforms which led to the change in the traditional relationship between firms and employees. While employees experienced severe stress due to job insecurity, firms needed effort to overcome the diminishing devotion of employees who were no longer willing to work voluntarily. Especially, the lack of loyalty among salesperson might cause serious impact on firms' performance, like revenue and profit, as the job transfer of salespersons had a direct impact leading to the departure of valuable customers. To improve the competitiveness of firms under the abovementioned situation, we analyzed the effect of education and individual ability of salesmen on the performance of salesmen, and the effect of performance on job satisfaction and job commitment. For this, four hypotheses on the relation among the variables were formulated. Two more hypotheses on the moderating effect of job stress and job opportunity were added. The following figure shows the research model. <Figure> Research Model For practical application, we selected the automobile industry in Korea, where the role of salesmen was important. A survey with a structured questionnaire was implemented for a total of 386 repondents. The data was analyzed with SPSS and AMOS program. Exploratory and confirmatory factor analysis were performed to check the reliability and validity of constructs used. The results showed the data collected were meaningful. Next, the structural equation was fitted using the AMOS progran, with the result of reasonable significance level. Most of the hypotheses were found to be supported. First, sales education and individual ability of salesmen were proved to have a positive effect on sales performance. Individual ability was found to be more effective than job education. This finding implied that, in the automobile industry, it was worthwhile to recruit employees with high capability to improve business performance rather than to educate them after he or she joined the firm. Secondly, sales performance had a positive impact on job satisfaction and job commitment as hypothesized. Hence, firms had to support their salesperson with every means to achieve higher performance, which led to job satisfaction and job commitment. Thirdly, we also identified the moderating effect of job stress in the relation between job satisfaction and job commitment. However, the level of alternative job opportunity did not show any significant impact on the relation between business performance and job satisfaction. Based on the results, meaningful strategic plans to manage salesperson could be formulated for the recruitment and education of salespersons. It was also found that the performance of salesmen to lead job satisfaction and commitment, thereby to obtain better business results.

Objectives: The purpose of this study was to identify factors affecting job satisfaction of Public Health Center Officials in rural area. Methods: The 345 survey samples were divided into public health center officials(n=56) and other serial officials(n=289). Data were analyzed with χ2, two sample t-test and regression analysis. Results: First, public health center officials showed a significantly higher job commitment and job satisfaction than other serial civil officials. Second, public health center officials showed the effect of only job commitment on job satisfaction whereas other serial civil officials showed the effect of both job characteristics and job commitment on job satisfaction Conclusion: In order to increase of job satisfaction and provide health education services to the community, it was necessary to improve of motivation and working condition of public health officials.

To decrease employees' job stress in the viewpoint of occupational health is very important to improve the productivity and quality of labor. In this study, the job stress, and it's influence on job commitment and organizational commitment were investigated by the questionnaire survey of 259 industrial workers. As results, the majority of workers were under job stress resulted from job demand, job control, and coworker's support. The work times per a week and night work had significant relationships with job demand, and the maximum negative relationship between the work times per a week and job continuous commitment was found. Job demand had the significant relationship with job affective and normative commitment, and job control had the significant relationship with job normative commitment and organizational affective commitment. Moreover, job affective and normative commitment had the significant relationship with organizational continuous commitment. Finally, it was found that cyclic organic chain was composed of work times per a week, night work, salary, job demand, job control, job affective and normative commitment, and organizational affective and continuous commitment. The results of this study indicates that reducing cyclic organic chain is urgently necessary to increase employees' job satisfaction and company commitment.

현대를 살아가는 사람들이 직무영역에서 스트레스를 피하기는 불가능하다. 조직과 개인간의 상호작용 과정에서 조직의 목표와 개인의 욕구간에는 불균형이 생기게 마련이며 이러한 불균형은 개인 에게 필수적으로 여러가지 스트레스를 안겨주게 된다. 항공산업의 고도화와 함께 급변하고 있는 직무환 경 하에서 항공사는 종사원에게 직무성과를 강조하면서 지속적인 혁신과 도전을 요구하고 있다. 특히 최 근 많은 국내외 항공사들이 조직 및 노동의 유연성을 확보하고 노동비용을 절감하기 위하여 구조조정과 항공사간의 인수·합병과 같은 대규모 조직변화를 시행하게 되었고 이로 인해 발생되는 항공사 종사원들 의 스트레스의 종류는 많아지고 강도 또한 높아지게 되었다. 이와 같이 항공사의 업무 중 발생하는 직 무스트레스에 대한 노출은 종사원들에게 정신적·신체적·행동적인 측면에 영향을 미쳐 개인의 건강 및 질병, 생활의 질은 물론 항공사 조직의 목표달성에 부정적인 영향을 미치게 될 것이다. 즉, 항공사 종사 원들의 직무스트레스가 역기능으로 작용한다면 종사원이 조직에 대하여 얼마나 애착을 가지고 헌신하려 는 의사가 있는가를 보여주는 지표인 직무만족과 조직몰입, 나아가 조직을 위한 종사원의 자발적 행동인 조직시민행동은 기대하기 어려운 것이다. 이와 같이 직무스트레스에 따르는 종사원의 태도나 행동은 궁극적으로 항공사 승객의 만족과 항공사 조직의 성과에 큰 영향을 미치므로 이에 대한 관심을 증가하고 있으나 항공사 종사원들에게 부정적인 결과를 야기하는 근본 원인들에 대한 연구는 부족한 실정이다. 이 에 따라 본 연구에서는 항공사 종사원의 직무스트레스, 직무만족, 조직몰입 및 조직시민행동의 영향관계 를 연구함으로써 항공산업이 지니고 있는 현실적 문제를 규명함과 동시에 이 문제를 해결할 수 있는 기 본방향을 제시하여 인적자원 개발 및 발전에 공헌하고자 하였다. 이에 따라 직무스트레스, 직무만족, 조 직몰입, 조직시민행동을 측정한 여러 선행연구들을 바탕으로 이러한 변수들의 영향관계를 파악하는데 연구의 초점을 맞추었다. 이를 위하여 연구모형을 설정하고 연구모형을 검증하기 위하여 첫째, 항공사 종사원의 직무스트레스는 직무만족에 부(-)의 영향을 미칠 것이다, 둘째, 항공사 종사원의 직무스트레스 는 조직몰입에 부(-)의 영향을 미칠 것이다, 셋째, 항공사 종사원의 직무만족은 조직몰입에 정(+)의 영 향을 미칠 것이다. 넷째, 항공사 종사원의 직무만족은 조직시민행동에 정(+)의 영향을 미칠 것이다, 다 섯째, 항공사 종사원의 조직몰입은 조직시민행동에 정(+)의 영향을 미칠 것이다와 같은 총 5개의 가설 을 비롯하여 각각의 하위가설을 설정하였다. 연구를 위한 시간적 범위는 2010년 12월 20일부터 2011년 1 월 30일이며, 대상적 범위는 국적항공사와 외국국적 항공사에 근무하고 있는 종사원으로 선정하였다. 추 출된 표본의 수는 438개이며 유효표본에 대한 분석은 SPSS for Window Version 14.0과 AMOS 18.0 통 계 패키지를 사용하였다. 우선 빈도분석을 통하여 표본의 일반적 특성을 파악하였다. 그리고 탐색적 요 인분석을 실시한 결과 요인적재량은 높은 유의성을 가진 것으로 나타났으며 변수의 선정이 매우 적합한 것으로 나타났다. 또한 전체 모형에 대한 확인적 요인분석을 실시한 결과 본 연구모형은 표본자료에 적 합하다고 판단되며, 각 요인들은 신뢰도를 확보한 것으로 나타났다. 또한 설정된 가설을 검증하기 위하 여 선형구조 방정식에 대한 회귀계수를 추정하는 경로분석을 실시한 결과, 위와 같은 총 5개의 가설 중 항공사 종사원의 직무스트레스가 조직몰입에 부(-)의 영향을 미칠 것이라는 가설을 제외한 모든 가설들 은 채택되거나 부분채택되었다. 이를 통하여 항공사 종사원의 직무스트레스는 조직의 성과와 종사원들 의 역할외 행동이나 조직친화적인 행동에 부정적인 영향을 미친다는 것을 알 수 있다. 직무 중 발생하는 직무스트레스에 대한 노출은 종사원 개인의 정신적·신체적 건강상태에 심각한 영향을 미칠 뿐 아니라 조직의 성과에 부정적인 영향을 미치게 된다. 이에 따라 항공사 조직의 발전과 성과를 유도하기 위해서 는 항공사 종사원 개인은 물론 항공사 조직차원에서도 종사원의 직무스트레스에 대한 관리방안을 모색 하여 이에 대한 대응력을 높여야 할 것이다. 특히 조직유효성에 부정적인 영향을 미치는 종사원의 긴장 에 대하여 철저하게 관리하여 개인의 강인성과 사회적 지지를 높여주는 방안을 모색하여야 할 것이다. 한편 직무스트레스는 상황에 따라, 개인에 따라 지각하는 수준이 다르다. 직무스트레스를 적절하게 관리 한다면 개인과 조직의 발전을 가져오는 원동력이 될 수도 있다. 따라서 종사원은 개인적으로 긍정적이고 능동적이며 창의적인 삶을 살아가는 노력을 해야 하며 이를 위해 종사원의 문제를 정확하게 진단하고 해결할 수 있는 시스템을 시급히 구축하여야 할 것이다. 그리고 항공사 종사원의 직무만족이 선행된다면 항공사의 목표에 대한 이해, 높은 성과를 달성했을 때 돌아오는 보상에 대한 기대, 항공사에 계속 근무 하게 됨으로써 얻게 되는 이익 등이 반영되어 지속적인 조직몰입 및 조직에서 요구하는 최소한의 역할 을 뛰어넘은 역할외 행동이나 조직에 대한 불평, 불만, 고충 등을 자발적으로 참고 승복하는 조직친화적 인 행동이 증가하는 것으로 나타났다. 따라서 항공사는 우수한 종사원의 공헌을 효과적으로 유인할 수 있도록 내부만족경영을 실천해야 할 것이다. 한편 향후 연구에서는 국적 항공사 종사원과 외국 항공사 종사원, 정규직과 비정규직 종사원의 의식에 대한 차이검증을 실시하고 조사대상을 전체 환대산업 종사 원으로 확대하여 보다 깊이 있고 다각적인 연구가 수행되도록 해야 할 것이다.

It is impossible to avoid stress completely in the contemporary work environments. In the course of interaction between organization and individuals, the organizational objective usually faces conflicts with individual desires. Such an imbalance inevitably causes a variety of stresses to individuals. Amid the fast-changing work environments caused by the upgrade of aviation industry, many airline companies demand their employees to pursue innovation and challenges continually for better performances. In particular, many domestic and foreign airlines have recently restructured their organizations and taken on merger and acquisitions with competitors for large-scale reorganizations in effort to raise the flexibility in organization and personnel pool and lower labor costs. This led many airline employees to suffer a wider range of stronger stress. As the employees are increasingly exposed to job stress from their operations, the stress will have mental, physical and behavioral influences on them. Such influences will deteriorate the personal health and fitness and the quality of life and prevent airlines from accomplishing their objectives. Therefore, when the job stresses continue to wield negative influences on airline employees, their job satisfactions and organizational commitments representing how much employees are committed to their organizations and the organizational citizenship behaviors representing the voluntary acts of employees are not expected to show good ratings. As the attitudes and behaviors of employees under job stress have large impacts on the passenger's satisfactions with airline service and the performances of airline companies, the attentions to this issue are on the increase. However, the underlying causes for the negative influences on airline employees are not sufficiently studied. Accordingly, this study is designed to research the correlations between the job stress, job satisfaction, organizational commitment and organizational citizenship behavior of airline employee in order to identify the problems in the aviation industry and the directions for corre- sponding solutions. Given such results, this study aims to contribute to the development of human resources. Therefore, this study focuses on the assessment of correlations between variables based on the previous assessments of job stress, job satisfaction, organizational commitment and organizational citizenship behavior. For this purpose, a research model was specified and then five different assumptions and respective subordinate assumptions were stipulated to verify the model. The survey was conducted from December 20, 2010, to January 30, 2011, with the employees of local and foreign airline companies. A total of 438 samples were collected and analyzed using SPSS for Window Version 14.0 and AMOS 18.0. A frequency analysis was performed to understand the general characteristics of samples. The exploratory analysis reviewed that the variables had a high level of statistical significance in factor loading, and those variables were appropriately selected. The confirmative factor analysis on the entire model also demonstrated that the research methodology was appropriate for samples and each factor had a sufficient level of confidence. A path analysis was performed to verify specified assumptions, which led to adopt all assumptions entirely or partially except the one that the job stress of airline employee has negative impacts on the organizational commitment. According to the survey results, the job stress of airline employee was found out to have negative impacts on the organization's performance and the employee's nonvocational or organization- friendly behaviors. Therefore, both airline employees and airline organizations need to map out measures to control the job stress of airline employees more effectively in order to promote the development and performance of airline companies. Especially the level of strain that negatively affect organizational effectiveness should be managed personally and structurally as well, in order to help employees to become stronger and provide more social support to them. And the analysis results demonstrated that airline employees were more satisfied with their relations with coworkers than their jobs an took more care about their coworkers than others. This shows that they trust each other and maintain strong bonds even in contingencies. One if the crucial issues for companies in the current global and highly technical post- industrialization era is the recovery of human relations. Therefore, airline companies should make further efforts to raise the employees’s organizational immersion and job satisfaction through strengthening the cooperation system thereby promoting the collaborations among employees and establishing systems and programs to improve organizational bonds and job loyalty of employees. Prospective studies should be focused on testing the differences in thoughts among the employees of domestic and foreign airline companies, as well as permanent and temporary employees. The studies should also be extended to cover all the employees in the hospitality industry for more in-depth research from various perspective.

The results of this study are summarized as follows. Firstly, CEO 's quality leadership has a positive effect on job commitment. Second, job commitment of internal members has a positive effect on Management Innovation Performance. Third, we confirmed the effect of job commitment mediation in the relationship between CEO 's quality leadership and Management Innovation Performance. Fourth, the effect of the organizational culture control effect on the quality leadership and job involvement of CEO was confirmed. Fifth, the effect of organizational culture adjustment was not significant in the relationship between CEO 's quality leadership and Management Innovation Performance. Sixth, organizational culture control effect was not significant in relation to job commitment and Management Innovation Performance. The results of the fifth and sixth conclusions are inconsistent with previous research results, Despite the commitment to work, the absence of Management Innovation Performance is attributable to external factors. This research recognizes the importance of organizational culture and induces the involvement of internal members. I hope that this study will contribute to the sustainable development of the company through job involvement in the recent uncertainty.

Objectives: This study was designed to determine the relationship among emotional labor, perceived organizational support, and job attitude in public health centers. Results: First, emotional dissonance had no effect on perceived organizational support. However, emotional endeavor had a positive effect on perceived organizational support. Second, perceived organizational support had a significant effect on job attitude. Third, emotional labor had no effect on job satisfaction, but emotional labor had a positive effect on job commitment. Fourth, perceived organizational support had a full mediating effect on the relationship between emotional labor and job attitude. The implications of this study are as follows. Conclusions: Higher emotional labor leads to lower job satisfaction and job commitment in public officials, thereby affecting job attitude. Accordingly, various systematic methods, such as flexible working hours and personnel policy, need to be implemented to alleviate the negative effects of emotional labor.

이 연구는 태권도 지도자의 직업의식과 직무만족 및 역할만족의 관계를 규명하는데 목적을 두고 실시하였다. 이 를 위해 2018년 대한태권도협회에 등록되어 있는 태권도 지도자 177명을 대상으로 설문조사를 실시하였다. 설문에 대 한 자료처리는 SPSS 21.0 통계프로그램을 이용하여 상관관계분석 및 다중회귀분석을 실시하여 다음과 같은 결론을 얻 었다. 첫째, 태권도 지도자의 전문성인식과 직업긍지는 직무만족의 하위변인 모두와 정적 상관관계가 나타났다. 또한 직무헌신도는 내적만족과 인간관계만족에 정적 상관관계가 나타났다. 태권도 지도자의 직업의식과 역할만족의 상관관 계를 살펴본 결과 직업의식의 하위변인 모두는 역할만족의 하위변인 모두와 정적 상관관계가 나타났다. 둘째, 태권도 지도자의 전문성의식과 직무헌신도는 내적만족과 인간관계만족에 정적 영향력을 미쳤다. 또한 전문성의식과 직업긍지 는 급여만족에 정적 영향력을 미쳤으며, 전문성의식은 외적만족에 정적 영향력을 미쳤다. 셋째, 태권도 지도자의 전문 성의식과 직업긍지는 환경만족에 정적 영향력을 미쳤다. 또한 전문성의식과 직무헌신도는 업무만족에 정적 영향력을 미쳤으며, 전문성의식, 직무헌신도, 직업긍지는 수행만족에 정적 영향력을 미쳤다.

This study was conducted with the purpose of investigating the relationship between job consciousness, job satisfaction, and role satisfaction in Taekwondo instructors. To this end, a survey was conducted with 177 Taekwondo instructors registered with the Korea Taekwondo Association in 2018. The data collected from the survey were processed using SPSS 21.0 statistical program for correlation analysis and multiple regression analysis, and the following results were obtained. First, upon examining the correlation between the correlation between job consciousness and job satisfaction in Taekwondo instructors, it was found that professionalism awareness and job pride are positively correlated with all of the sub-variables of job satisfaction. It was also found that job commitment is positively correlation with internal satisfaction and interpersonal relationship satisfaction. Upon examining the correlation between job consciousness and role satisfaction in Taekwondo instructors, results showed that the all of the sub-variables of job consciousness are positively correlated with all of the sub-variables of role satisfaction. Second, professionalism awareness and job commitment of Taekwondo instructors had positive effects on their internal satisfaction and interpersonal relationship satisfaction. Also, professionalism awareness and job pride of Taekwondo instructors had positive effects on their pay satisfaction and external satisfaction. Third, professionalism awareness and job pride of Taekwondo instructors had positive effects on environmental satisfaction. In addition, professionalism awareness and job commitment had positive effects on job satisfaction, and professionalism awareness, job commitment and job pride had positive effects on performance satisfaction.

본 연구는 한국에 진출해 있는 글로벌 기업들의 24개 해외 자회사를 대상으로, 비전의 구성요소인 비전속성, 비전내용, 최고경영진의 비전커뮤니케이션 노력이 비전만족도 및 조직효과성(직무몰입, 조직몰입)과 갖는 관계를 고찰하였다. 2015년 9월~2016년 8월까 지 수집한 163부의 설문자료를 활용하여 구조방정식모형으로 실증 분석한 결과, 비전의 구성요소 가운데 비전내용은 비전만족도에 유의미한 영향을 보여주지 못했고, 비전속성 과 최고경영진의 비전 커뮤니케이션 노력은 유의미한 양(+)의 관계를 나타냈다. 또한 비전만족도는 조직효과성의 구성요소인 직무몰입과 조직몰입 모두에 대해 유의미한 양 (+)의 매개효과를 지니는 것으로 나타났다. 이 결과를 통해 우리는 다음과 같은 경영 함의를 도출할 수 있다: (1)비전을 통해 조직효과성을 높이는 경영 프로세스는 간결하고 명확하며 현실적이고 구체적인 비전 속성을 갖추고, (2)조직원들이 공유하고 만족할 수 있는 비전 내용을 다루며, (3)최고경영진은 조직구성원과의 비전 커뮤니케이션 노력을 활발히 하여 비전만족도를 높일 필요가 있고, (4)조직효과성 차원에서 조직원들 간 비전 만족도를 높여 직무몰입과 조직몰입을 강화시킬 수 있는 조직설계를 구축해야 한다.

This paper examines the relationship between vision attributes, vision contents and top-management-team(TMT)’s effort for vision communication by using evidence from the foreign subsidiaries of the foreign global companies in Korea. This paper also explores the mediating effect of the vision satisfaction on the relationship between and vision attributes, vision contents, and TMT’s effort for vision communication and the organizational effectiveness, i.e. job commitment and organizational commitment. We collected the 152 survey data during September 2015 to June 2016, and the empirical analysis conducted by the Structural Equation Model(SEM) reveals that vision contents have no significant relation with vision satisfaction, while vision attributes and vision communication have a significant positive association with vision satisfaction. In addition, vision satisfaction plays a role of a mediator between vision attributes, vision contents, and TMT’s effort for vision communication and organizational effectiveness. Those analytic results tell us about business implications as follows: (1)in the management process of improving organizational effectiveness, vision needs to be abstract, clear, practical and concrete, (2)vision contents need to be shared and satisfied by organizational members, (3)vision satisfaction must be increased by active vision communication, especially by TMT’s effort for vision communication, (4)organization design aiming at the reinforcement of job commitment and organizational commitment accompanied by high level of vision satisfaction is necessary for organizational effectiveness.

본 연구는 기업 내 종업원의 CSV 수행에 영향을 미치는 요인을 도출하여 CSV 직무 수행을 성공적으로 하기 위해서 어떠한 내부 마케팅 전략을 수행하는 것이 적합할지에 대해 살펴보고자 하였다. 종업원이 CSV 업무수행에 영향을 미치는 선행변수로 본 연구에서는 업무효능감, 업무의미감으로 구성된 업무에 영향을 미치는요인을 도출하였으며 CSV 업무와 종업원 성과의 연계성을 연구하였다. 또한 종업원이 CSV 업무에 몰입하기위해 CSV 업무에 대한 전문적 지식을 갖추고 CSV에 대해 긍정적 태도를 형성하는 것이 필요할 것으로 파악하여 CSV 전문성과 CSV 태도를 CSV 업무몰입의 영향요인으로 연구하였다. 이를 위하여 실제 CSV 활동을 활발히 하는 기업을 선정하여 내부 마케팅 직원 및 CSV 담당자를 대상으로 CSV 업무에 대한 설문조사를 실시하였다. 그 결과 첫째, CSV 업무에 대한 업무효능감과 성과연계성은 CSV 전문성에 정(+)의 영향을 미치며 업무의미감은 CSV 태도에 정(+)의 영향을 미치는 것으로 나타났다. 둘째, CSV 전문성은 CSV 태도와 CSV 직무몰입에 정(+)의 영향을 미치며 CSV 태도는 CSV 업무몰입에 정(+)의 영향을 주는 것으로 검증되었다. 본 연구를 통해 아직까지 활발한 연구가 수행되지 않았던 종업원의 성공적 CSV 업무수행을 위해 고려해야 할 중요 요인에대해 살펴보고 기업 내부 차원에서 CSV 의 성공을 위한 전략적 방안을 도출하는데 실무적 기여방안을 제안하였다.

The purpose of this study is to investigate the factors that affect the CSV performance of employees in the company and what kind of internal marketing strategy should be applied to make CSV job successful. In this study, we developed job factors for work composed of job efficacy and sense of job meaningfulness. We also investigated the relationship between CSV work and employee performance. It is necessary to establish a positive attitude toward CSV by having professional knowledge of CSV work to engage employees in CSV work, and we studied CSV expertise and CSV attitude as influential factors of CSV work commitment. We selected companies that is engaged in CSV activities, and conducted a survey on CSV tasks for internal marketing staff and CSV managers. The results of this study are as follows. First, job efficacy and work and performance relationship - related CSV affects CSV expertise positively and sense of job meaningfulness has a positive effect on CSV attitude. Second, CSV expertise has a positive effect on CSV attitude and CSV job commitment, and CSV attitude has a positive effect on CSV work commitment. This study examines the important factors that should be considered for the successful CSV performance of employees who have not been actively researched yet, and suggests a practical contribution way for the strategic plan for CSV success within the company. Based on this research, companies that perform CSV should establish various strategies to improve the CSV performance of employees who perform CSV from the internal marketing point of view as well as external marketing activities such as improvement of corporate image and consumer awareness. To educate employees about CSV work or to discuss their CSV work, it is important to understand CSV work well and to have a high sense of efficacy on CSV work to help improve professional knowledge of CSV work and to have a positive attitude toward CSV work You can make it. In addition to improving CSV empathy for employees, it is also important for employees to be able to reflect CSV performance in their individual work performance, so that employees can more actively improve CSV expertise and become more committed to their duties. There will be. Therefore, in order to successfully execute the CSV strategy through this study, it can be suggested that the company needs to improve CSV awareness and empathy of individual employees and CSV performance evaluation at institutional level.

본 연구의 목적은 민간경비원의 긍정심리자본과 직무태도 변수간의 영향관계를 분석하는 것이다. 이를 위해 경기도 소재 민간경비업체 10곳에서 근무하는 민간경비원 310명을 대상으로 설문을 실시하였다. 불성실하게 응답되었다고 판단되는 설문지 15부를 제외한 총 295부의 자료를 최종분석에 활용하였다. 자료처리는 SPSS 21.0과 AMOS 21.0을 이용하여 빈도분석, 탐색적 요인분석, 확인적 요인분석, 상관관계분석, 구조방정식 모형분석을 실시하였고 다음과 같은 결론을 도출하였다. 첫째, 민간경비원의 긍정심리자본은 직무만족에 정(+)적 영향을 미친다. 둘째, 민간경비원의 긍정심리자본은 직무몰입에 정(+)적 영향을 미친다. 셋째, 민간경비원의 직무만족은 직무몰입에 정(+)적 영향을 미친다. 넷째, 민간경비원의 긍정심리자본과 직무몰입 간의 관계에서 직무만족은 부분적으로 매개역할을 한다. 종합해 볼 때, 민간경비원의 긍정심리자본이 직무만족과 직무몰입에 긍정적인 영향을 주는 중요한 변수이며, 민간경비원의 직무만족도가 높아질수록 직무에 대한 몰입도가 높아지는 것을 알 수 있다.

The purpose of this study was to investigate the relationship between psychological capital on job attitudes. For this purpose, the private security guards who were working at private security companies in Gyeonggi province from September to October, 2016 were selected as the population and the convenience sampling method was used for 310 persons. A total of 295 copies of the questionnaire were used for the final analysis, except for 15 questions that were answered in appropriately or were partially missing. Data were analyzed by frequency analysis, confirmatory factor analysis, correlation analysis and structural equation modeling using SPSS 21.0 and AMOS 21.0. The results are as follows. First, the positive psychological capital of the private security guard has a positive(+) effect on job satisfaction. Second, the positive psychological capital of the private security guard has a positive(+) effect on job commitment. Third, job satisfaction of the private security guards has a positive(+) effect on job commitment. Fourth, job satisfaction is partly mediated in the relationship between positive psychological capital and job commitment. In summary, the positive psychological capital of the private security guard is an important variable that positively affects job satisfaction and job commitment, and the higher the job satisfaction of the private security guard, the higher the commitment to the job.