Earticle

The purpose of this study is to understand the impact of the nursing work environment, job embeddedness, and job esteem on the retention intention in the millennial generation nurses. The subjects of this study are nurses working in general hospitals with more than 300 beds. Among nurses born in the 1980s and early 2000s, 97 agreed to study. As a result of the study, there was a significant difference in academic background.(F=6.74, p=.002) In terms of final education, those with graduate or higher were higher than those with three-year graduation and four-year graduation Retention intention is the degree of job placement (r=.319, p=.001), job respect (r=.331, p=.001) had a positive relationship with the nursing working environment (r=-.252, p=.013) was negatively correlated. Factors affecting the retention intention is 12.9% explanatory skills as a result of the introduction of job embeddedness, nursing work environment, and job esteem. It is necessary to understand the characteristics of the generation in order to increase the retention intention as a millennial generation nurse.

본 연구의 목적은 비정규직 사회복지사의 사회자본과 직무성과의 관계에서 직업존중감이 갖는 매개효과를 분석하는 것이다. 이를 위해 전라북도 사회복지 이용시설에 근무하는 비정규직 사회복 지사 250명을 대상으로 설문조사 하였고, 그 가운데 237명의 응답을 최종분석에 활용하였다. 분석 결과, 첫째, 비정규직 사회복지사의 사회자본은 직무성과와 직업존중감 모두에 긍정적인 영향을 미 치는 것으로 나타났다. 둘째, 비정규직 사회복지사의 사회자본은 직업존중감을 매개로 직무성과에 긍정적인 영향을 미치는 것으로 분석되었다. 분석을 통해 도출된 결과를 바탕으로 비정규직 사회복 지사의 직무성과 향상을 위한 방안으로 비정규직 사회복지사의 사회자본 축적을 위한 네트워크 참 여기회 보장과 직업에 대한 자긍심을 가질 수 있는 지지적 네트워크 구축, 정보교류 및 활동 참여 와 관련한 실천 및 행정적 방안에 대해 논의하였고, 본 연구의 함의 및 추후 연구과제를 제시하였다.

The purpose of this study is to examine the level of social capital of non-regular social workers and to verify the mediating effect of job-esteem on the relationship between social capital and job performance. To this end, a total of 250 participants were recruited from social welfare facilities in Jeollabuk-do, who are social workers. Participants were asked to complete a paper and pencil survey, and 237 were included in the final analysis. As a result was found that first, social capital of non-regular social workers had a positive effect on job performance and job-esteem. Second, social capital of non-regular social workers had a significantly positive effect on job performance by mediating job-esteem. Based on these results, the current study suggests the following future implications. First, in order to improve job performance of non-regular social workers, it is suggested to guarantee opportunities for participation in establishing networks for accumulation of social capital. Second, there is need to establish a supportive network for non-regular social workers, to assist in increasing pride in their jobs. Lastly, the current study presented practical and administrative implications related to information exchange and participation in activities.

In keeping with the 5-day workweek and a trend towards tourism for recreation and relaxation, rural tourism is developing continuously, with the number of visitors having surpassed 10 million and the sales having reached KRW 100 billion. In this context, the necessity for the training of manpower specialized in rural tourism and for education about service is arising in order to vitalize rural tourism and cope with tourists' needs. Further, it is necessary to grasp the effects of rural tourism education courses and to devise plans for their future development. Therefore, this study aims to grasp the effects of effective and useful rural tourism service education. To achieve the aim of the study, research questions were set, and a questionnaire survey was conducted with hands-on workers in a rural experience village, and 90 copies of responses were used as analysis data. The effectiveness of rural tourism service education was verified by comparing differences in attitude variables through pre-post questionnaire on rural tourism service education. As a result of analysis, it was found that the rural tourism service education was significantly effective in improving the attitudes of educatees after education compared with before education, in terms of job-esteem, job satisfaction, and customer orientation. And it was found that the variable of rural tourism service education course had significant prediction power on job-esteem, job satisfaction, and customer orientation. From this, it was possible to verify the effectiveness of rural tourism service education. It is judged that results of this study will be applicable as basic data for setting the direction of marketing strategy formulation and developing policies for rural tourism industry in the future.

본 연구는 간호대학생의 직업존중감의 개념을 정립하고 정의하기 위해 시행되었다. 분석방법은 Schwarts-Barcott와 Kim의 혼종모형(Hybrid model)을 이용하였으며, 자료수집 방법은 간호대학생 3.4 학년 6명을 대상으로 한 심층면담과 관련 문헌으로부터 수집하였다. 본 연구결과 간호대학생의 직업 존중감은 2개 차원의 3가지 속성, 10가지 지표로 최종 분석되었다. 직업존중감의 차원은 개인적 차원 과 사회적 차원으로 구분 되었으며, 개인적 차원의 속성은 본질적 긍정적 가치, 사회적 차원의 속성 은 외재적 상대적 가치, 긍정적 평판과 인정으로 나타났다. 결론적으로 간호대학생의 직업존중감은 간호사라는 직업에 대해 개인적으로는 본질적 긍정적 가치를, 사회적으로는 외재적 상대적 가치와 긍정적 평판과 인정에 대해 스스로 인식하고 평가하는 정도로 정의되었다. 본 연구는 간호학에서 낯선 직업존중감의 개념을 최초로 분석하였다는 것과, 추후 간호사들의 이직과 적응, 직무만족, 경력 관리의 주요한 요인이 될 수 있는 직업존중감을 간호전략으로 구성하고 평가하기 위한 기초자료를 제공했다는 데 의의가 있다.

The purpose of this study was to identify and define the concept of job-esteem among nursing students. We analyzed the data using the hybrid model introduced by Schwartz-Barcott and Kim. The data used in this study were collected from the in-depth interviews of six 3rd and 4th grade nursing students, along with the review of the relevant literature. As a result of this study, job-esteem of nursing students was finally analyzed with 3 attributes and 10 indicators at two dimensions, including intrinsic affirmative values at personal dimension and extrinsic comparative values, affirmative reputation and recognition at social dimension. In conclusion, job-esteem of nursing students was defined as the degree of self-recognition and evaluation on intrinsic affirmative values at personal dimension and extrinsic comparative values and affirmative reputation at social dimension.

목적: 본 연구는 뷰티 산업 종사자의 블랙컨슈머 행동지각이 직무열의와 자아존중감에 미치는 영향에 대하여 연구하는 것을 목적으 로 한다. 방법: 서울, 인천, 경기 지역의 뷰티 서비스업 종사자를 대상으로 2020년 3월 2일부터 한 달간 설문조사를 하였고, 총 293 부를 분석에 사용하였다. 분석방법은 SPSS 25.0 프로그램을 사용하여 빈도분석, 요인분석, 신뢰도분석, 상관관계분석, 일원분산분 석, 사후검증, 다중회귀분석을 수행하였다. 결과: 첫째, 블랙컨슈머 행동지각은 20대, 30대 보다 40대 이상이 많게 나타났다. 둘째, 블랙컨슈머 행동지각이 직무열의와 자아존중감에 부적(-) 상관관계를 보였고, 직무열의와 자아존중감은 서로 정적(+) 상관관계를 보였다. 셋째, 블랙컨슈머 요인 중 억지성이 직무열의에 영향을 미치는 것으로 나타났다. 넷째, 블랙컨슈머 요인 중 억지성이 자아 존중감에 영향을 미치는 것으로 나타났다. 결론: 이번 연구결과는 미용산업 발전을 위한 기초자료로 제공되고, 블랙컨슈머 해결방 안과 뷰티 서비스 종사자들의 직무열의, 자아존중감 향상을 위한 체계적인 인전자원관리가 계획되고 추진되기를 바란다.

Purpose: The purpose of this study was to determine the effects of black consumers’ perception of behavior on job enthusiasm and self-respect among beauty industry workers. Methods: The survey was conducted for 1 month beginning March 2, 2020, for beauty service workers in Seoul, Incheon, and Gyeonggi Province, and a total of 293 responses were analyzed. SPSS version 25.0 program was used to analyze frequency, factor analysis, reliability analysis, correlation analysis, one-way analysis of variance, post-verification, and multiple regression analysis. Results: The perception of behavior of black consumers was found to be more in their 40s than in their 20s and 30s. Second, black consumers’ perception of behavior showed a negative correlation with job enthusiasm and self-respect, and job enthusiasm and self-respect showed a positive correlation with each other. Conclusion: The results of this study provide basic data for the development of the beauty industry, and it is hoped that systematic human resources management will be planned and promoted to address the perception of behavior of black consumers and improve the job enthusiasm of beauty industry workers.

目的: 探索“黑色消费者”的行为感知对美容行业工作人员的工作热情和自尊心的影响。方法: 从2020年3月2日开 始，对首尔，仁川和京畿道的美容服务工作者进行了为期1个月的调查，共进行了293次调查。SPSS 25.0版程序 用于分析频率，因子分析，可靠性分析，相关性分析，方差单向分析，验证后和多元回归分析。结果: 发现“黑 色消费者”的行为感知在40多岁的人比20多岁和30多岁的人更多。其次，“黑色消费者”的行为感知与工作热情和 自尊呈负相关，而工作热情和自尊则呈正相关。结论: 本研究结果为美容行业的发展提供了基础数据，希望能够 规划和促进系统的人力资源管理，以解决“黑色消费者”的行为观念，并提高美容行业工作者的工作热情。

The study is done to estimate how the enterprise education system is applied to air service departments and the relation to job esteem and training effectiveness from enterprise education. Using stratified sampling 300 participants' data has been collected. The questionnaire has been used as a survey instrument containing enterprise education system, job esteem and training effectiveness. For verifying the hypothesis, it has been conducted factor analysis, reliability analysis, multi-regression analysis. From these results, it is discovered that enterprise education system(5 factors), job esteem(3 factors) and training effectiveness(2 factors) consist of their sub-dimensions And it is found that there is a positive relationship among study constructions. Implications for the future study are discussed.

최근 국내 화장품 시장이 빠르게 성장하면서 많은 사람들이 피부관리에 관심을 가지게 되었다. 이에 피부미 용관련 직종 중 대표 직업군인 피부미용사들의 자신의 직업에 대한 직업존중감과 만족도를 조사하여 현재 뷰티산업 에 종사하는 전문가들의 직업만족도를 알아보고자 하였다. 조사는 서울 및 경기지역에 거주하는 현직 피부관리사 289 명을 대상으로 설문을 실시하였고 그 결과 응답자의 대부분은 자신의 직업존중감이 높은 것으로 나타났다(M=3.81). 그러나 남, 여에 따라 ‘정당한 대우’에서, 학력에 따라 ‘상대적 우위’에서 유의미한 차이를 보였다(p<.o1). 직업만족도 에서도 M=3.34로 높은 만족도를 보였고 근무시간, 직위, 급여에 따라 유의미한 차이를 나타냈다. 자아존중감과 직업 존중감이 높을수록 직업의식에 대한 직무만족도가 높아진다. 따라서 직업의 가치를 평가하는 사회적 인식 수준의 향 상과 자신의 직무에 대한 긍정적인 가치관이 피부미용사들의 직업 만족도를 높여 직무능력 향상에도 도움이 될 것으로 생각된다.

As recent domestic cosmetics market has grown rapidly, many people have become interested in skin care. Therefore, this study aims at examining the job satisfaction of experts currently working in beauty industry by conducting a survey on the job esteem and satisfaction of estheticians who are the major professional group in skin care related occupations. The survey was carried out targeting at 289 current estheticians in Seoul and Gyeonggi Province, and as a result, most of the respondents showed a high level of job esteem (M=3.81). However, there was a significant difference in ‘fair treatment’ by male and female, and ‘relative superiority’ by educational background (p<.o1). The job satisfaction showed a high satisfaction as M=3.34 and there were significant differences in working hours, positions and salaries. As the level of self-esteem and job esteem became higher, job satisfaction on occupational consciousness increased. Therefore, it is judged that improving social awareness that evaluates job values and having positive values for one’s job will help improve the job performance by enhancing the job satisfaction of estheticians.

Objectives: This study attempted to identify the effects of job esteem, nursing practice environment, and communication within organizations on hospital nurses’ quality of nursing services. Methods: The sample comprised 210 nurses from four general hospitals with 100-500 beds. Data were collected using self-directed questionnaires and analyzed using t-tests, Pearson’s correlation coefficients, and stepwise multiple regression. Results: Job esteem, nursing practice environment, and communication within organizations were positively correlated with the quality of nursing services. Stepwise regression analysis identified job esteem (β=.533, p<.001) and communication within organizations (β=.280, p<.001) as factors affecting the quality of nursing services, with a total explanatory power of 58.0%. Conclusions: To enhance the quality of nursing services for hospital nurses, it is necessary to develop and implement an education program that can strengthen communication within organizations and promote job esteem.

[목적] 본 연구는 골프장 캐디에 맞는 직업존중감 척도를 제작하고 타당화를 검증하는데 목적이 있다. [방법] 결과 도출을 위해 사전연구를 통해 완성된 조사도구를 이용하여 골프장 캐디 231명 자료를 수집한 다음, AMOS 21.0에 의한 확인적 요인분석과 문 항반응이론을 적용할 수 있는 Winstep 프로그램을 적용하였다. [결과] 첫째, 골프장 캐디의 직업존중감 척도는 3개(개인적, 사회 적, 조직적) 하위요인에 21개 문항으로 구성되었다. 둘째, 골프장 캐디의 직업존중감 척도의 요인별 적합도 지수는 기준치에 충족 되었다. 셋째, 골프장 캐디의 직업존중감 척도의 구조벌 문항 신뢰도는 수용기준에 만족되었다. 넷째, 골프장 캐디의 직업존중감 척도는 5점 응답반응형태가 적합한 것으로 나타났다. 다섯째, 골프장 캐디의 경력에 따라 직업존중감의 개인적 차원에서 차이를 보였으며 5년 이상의 캐디가 높은 경향을 보였다. [결론] 골프장 캐디들의 서비스질 향상을 위해 직무 개선에 필요한 자료는 본 연구에서 개발된 척도를 이용하는 것이 다른 척도에 비해 결과 해석에 용이성 및 타당성을 높일 수 있다. 골프장 관계자는 캐디들 이 인식하는 직무 평가를 객관적으로 해석할 수 있어 스트레스, 부정적 인식 요소를 감소시킬 수 있는 전략 수립에 도움일 될 수 있다. 직업에 대한 전문성과 긍정적 자아인식을 높이기 위한 별도의 프로그램은 경력별 프로그램을 접근해야 골프장 캐디들의 서 비스품질 향상에 기여될 확률이 높다는 최종 결론을 도출하였다.

[Purpose] Although data for golf course caddies' respect for their job is needed to provide relevant basic data for the improvement of such service, there is no job respect scale for golf course caddies. This study created a job respect scale for golf course caddies, verified its validity. [Method] Data were collected from 231 pre-tests and the golf course sutes in the Gyeonggi, Chungcheong, and Jeju areas. The analysis was performed using SPSS 21.0, AMOS 21.0, and WINSTEP programs. and reached the following conclusion. [Result] First, the job respect scale for golf course caddies comprised 3 sub-factors and 21 questions. Second, the goodness-of-fit-index by factor of job respect scale for golf course caddies met the standard criteria. Third, the reliability of questions by structure of job respect scale for golf course caddies met the acceptance criteria. Fourth, for the job respect scale for golf course caddies, a 5-point response type was found to be suitable. Fifth, golf course caddies' job respect by career was different according to individuals, and caddies with 5 or more years of experience showed the highest job respect. [Conclusion] In conclusion, for data necessary for job improvement aimed at improving golf course caddies' service quality, the scale proposed herein is expected to better boost feasibility and validity of the analysis of measurement results than other scales. In particular, programs aimed at boosting job professionalism and positive self-recognition of job can help improve golf course caddies' service quality when taking approach to the programs by career.

목적: 본 연구는 간호사의 직업존중감과 긍정심리자본이 재직의도에 미치는 영향을 확인하고, 이들 관계에서 조직몰입의 매개효과를 규명하고자 하였다. 방법: 2023년 3월부터 6월까지 대한민국 대전 및 세종 소재 종합병원 2개 기관에 재직 중인 간호사 107명을 대상으로 횡단적 설문조사를 실시하였다. 자료는 기술통계, 독립표본 t-검정, 분산분석, 피어슨 상관분석, 위계적 다중회귀분석, 부트스트래핑을 적용한 PROCESS macro (Model 4)로 분석하였다. 결과: 간호사의 재직의도는 직업존중감(r=.52, p<.001), 긍정심리자본(r=.47, p<.001), 조직몰입(r=.60, p<.001)과 유의한 정적 상관을 보였다. 성별과 총 임상경력을 통제한 후 직업존중감, 긍정심리자본, 조직몰입은 재직의도 변량의 48.0%를 설명하였으며, 이 중 조직몰입이 재직의도에 가장 큰 영향을 미치는 요인으로 나타났다. 매개효과 분석 결과, 직업존중감은 조직몰입을 통해 재직의도에 유의한 간접효과를 보였으나 직접효과는 유의하지 않아 완전 매개효과가 확인되었다. 반면 긍정심리자본은 조직몰입을 통한 간접효과는 유의하지 않았고, 재직의도에 대한 직접효과만 유의하였다. 결론: 직업존중감은 조직몰입을 통해 재직의도에 영향을 미치는 반면, 긍정심리자본은 재직의도에 직접적인 영향을 미치는 것으로 나타났다. 따라서 간호사 이직 예방 및 유지 전략은 조직몰입을 강화하는 조직 차원의 개입을 우선적으로 추진하고, 동시에 직업존중감을 높이기 위한 노력을 병행할 필요가 있다.

Purpose: This study aimed to examine the effects of nurses' job esteem and positive psychological capital on their intention to stay and to investigate the mediating effect of organizational commitment in these relationships. Methods: A cross-sectional survey was conducted among 107 nurses employed at two general hospitals in Daejeon and Sejong, South Korea, between March and June 2023. Data were analyzed using descriptive statistics, independent t-tests, analysis of variance, Pearson's correlation coefficients, hierarchical multiple regression, and PROCESS macro (Model 4) with bootstrapping. Results: Nurses' intention to stay was positively correlated with job esteem (r=.52, p<.001), positive psychological capital (r=.47, p<.001), and organizational commitment (r=.60, p<.001). After controlling for gender and total clinical experience, job esteem, positive psychological capital, and organizational commitment explained 48.0% of the adjusted variance in intention to stay (adjusted R =.48), with organizational commitment being the strongest predictor. Mediation analysis showed that job esteem had a significant indirect effect on intention to stay through organizational commitment, while its direct effect was not significant, indicating full mediation. In contrast, positive psychological capital did not show a significant indirect effect through organizational commitment but had a significant direct effect on intention to stay. Conclusion: These findings suggest that job esteem influences intention to stay primarily through organizational commitment, whereas positive psychological capital exerts a direct effect. Therefore, nurse retention strategies should prioritize organizational interventions that strengthen organizational commitment, along with efforts to enhance job esteem

연구목적: 본 연구는 근로 장애인의 장애수용이 자아존중감을 매개로 직무만족에 미치는 영향 관계에서 고용형태의 조절된 매개효과를 검증해 보고자 한다. 연구방법: 본 연구는 장애인고용패널 2차 웨이브인 6차(2021년) 자료를 활용하여 근로 장애인 1,456명을 대상으로 선정하였다. 분석방법으로는 SPSS 23.0과 Macro Process for SPSS를 활용하여 조절된 매개효과를 검증하였다. 연구결과: 본 분석에 대한 주요결과는 다음과 같다. 첫째, 장애수용과 직무만족의 관계에서 자아존중감의 부분매개효과를 보였다. 둘째, 장애수용과 자아존중감의 관계에서 고용형태의 조절효과가 입증되었다. 셋째, 장애수용과 직무만족의 관계에서 자아존중감의 매개효과는 고용형태에 따라 조절되는 것으로 검증되었다. 즉 근로 장애인의 장애수용 정도가 높으면 자아존중감이 높아지고 직무만족이 높아지는 데 이러한 관계는 고용형태인 비정규직에 비해 정규직에서 두드러지게 나타났다. 결론: 이상의 결과를 바탕으로 근로 장애인의 심리적 역량 강화를 위한 방안과 비정규직에서 정규직으로의 전환을 위한 정책 및 실천적 방안에 대해 논의하였다.

Purpose: This study aims to verify the moderated mediation effect of employment type in the relationship between disability acceptance and job satisfaction among disabled employees, with self-esteem as a mediator. Method: This study used data from the 6th wave of the Disabled Employment Panel, which was the second wave in 2021, and selected 1,456 working disabled people as the subjects. The moderated mediation effect was verified using SPSS 23.0 and SPSS macro. Results: The main findings of the analysis are as follows. First, partial mediation effect of self-esteem was found in the relationship between disability acceptance and job satisfaction. Second, the moderating effect of employment type was proven in the relationship between disability acceptance and self-esteem. Third, the mediating effect of self-esteem in the relationship between disability acceptance and job satisfaction was found to be moderated by employment type. In other words, as the degree of disability acceptance among workers with disabilities increases, self-esteem and job satisfaction increase. This relationship was more prominent in regular employment compared to non-regular employment. Conclusion: Based on the above results, plans for strengthening the psychological competence of the working disabled and policies and practical plans for the transition from non-regular workers to regular workers were discussed.

The concept of psychological empowerment is becoming important in service area, especially food service industry. The purpose of this study identifies the effect of job esteem and customer orientation on hotel restaurant employees’ psychological empowerment. The survey administered 270 samples over 3 months through paper-pencil methods of data collection. Then we conducted the reliability and validity of these factors and confirmed the hypothesis with path analysis. The results of this study are as follows: First, hotel restaurant employee’s psychological empowerment has a significant positive effect on job esteem by significance, self-determination, impact. Second, psychological empowerment factors such as significance, competence, self-determination, impact have meaningful influences on customer orientation. Third, job esteem has a strong effect on employee’s customer orientation. Finally, psychological empowerment has a direct influence on customer orientation and through the mediation of job esteem has an indirect influence on customer orientation. Therefore, hotel restaurant is required to provide psychological empowerment for improving employees’ job esteem and customer orientation.

본 연구는 융복합 사회에서 간호대학생의 직업존중감과 공감 능력이 고객지향성에 미치는 영향을 파악하기 위한 서술적 조사연구이다. 대상자는 간호학과 학생 213명으로 2018년 7월 25일부터 8월 13일 까지 SNS(Social Network Service) 를 통해 설문조사를 시행하였다. 자료는 t-test, ANOVA, Pearson Correlation, Multiple regression으로 분석하였다. 실습만 족도가 높을수록, 환자와의 의사소통이 좋을수록, 고객지향성 인식이 높을수록 고객지향성에 높은 점수를 나타내었다. 고객 지향성은 인지적 공감과 직업존중감과 유의한 양의 상관관계를 나타내었다. 인지적 공감(β=.313, p<.001), 환자와의 의사소 통(β=.227, p<.001), 직업존중감(β=.199, p=.001), 고객지향성 인식(β=.180, p=.003)이 고객지향성을 32.0% 설명하는 것으로 나타났다. 따라서 간호대학생의 고객지향성을 향상시키기 위해서 인지적 공감 향상을 위한 교육과정이나 중재프로그램 등 다양한 전략을 강구하고 직업존중감을 높여줄 수 있는 이론과 실습에서의 방안의 모색이 필요하다.

The purpose of this study was to identify the influence of job esteem and empathy on customer orientation of college nursing students in the convergence society. The participants were 213 college nursing students, data were collected between July to August, 2018. Data were analyzed using t-test, ANONA, Pearson Correlation, Multiple regression. The factors influencing customer orientation were empathy, job esteem, communication with patients, and perception of customer orientation. These factors explained 32.0% of variance in customer orientation. Therefore, in order to improve the customer orientation of nursing students, education courses and intervention for improving cognitive empathy and finding ways to improve job esteem are needed.

본 연구에서는 교육 대학원 집단과 비 교육대학원 집단 간에 자아존중감, 직무만족도 그리고 성역할 특성 간에 차이를 밝힘으로써, 다양한 동기로 시작한 교대원 교육 지속이 그들의 자기 개발과 직무 만족에 도움을 줄 수 있다는 것을 부각하고자 한다. 본 연구를 실행하기 위해서, 202명의 피험자에게 세 종류의 검사지와 교육대학원 진학 동기와 연수의 필요성을 묻는 문항들이 주어졌다. 즉 자아 존중감, 직무만족도 그리고 성역할 특성 검사가 교육 대학원 집단과 그리고 비교육 대학원 집단 사이에 차이를 비교하기 위해서 실시되었다.202명의 중에서 교육 대학원의 진학 동기와 연수의 필요성에 대한 대답을 근거로 해서 교육대학원 집단 40명, 비교육 대학원 집단 40명의 자료를 최종적으로 택하여 분석하였다. 결과는 교대원 집단과 비교대원 집단 간에 자아 존중감, 직무 만족도, 성역할 특성에서 유의한 차이를 보였으며 이는 교대원 집단원들은 비교대원 집단원들 보다 좀 더 높은 자아 존중감과 직무 만족도 그리고 성역할 특성을 가지고 있다는 것을 의미하는 것이다. 결국 교사의 교육 지속은 결국 교사의 자아존중감, 직무 만족도, 성역할 특성에 영향을 미치고 있음을 알 수 있다. 또한 자아 존중감과 직무 만족도는 교육 지속과 관련되어 있었다. 중다 회귀 분석 결과 자아 존중감과 직무 만족도는 교육 지속을 예측해 주었다. 그러나 성역할 특성 역시 교사들의 교육 지속성에 영향을 미치고 있었지만, 순수하게 교육 지속을 예측하지는 못하였다. 이는 교사들이 어떤 수준의 자아 존중감과 직무 만족도를 가지고 있느냐가 그들이 계속 지속적으로 교육을 유지할 것인가를 알려 줄 수 있는 요인이라는 것이다.

The purpose of this study was to emphasize that the entrance and experience in graduate school of education by various motives is useful to the self development and job satisfaction by testing for differences in self-esteem, job-satisfaction and sex-role orientation between groups of graduate school education and non graduate school of education. To conduct this study a sample 202 were given three types of questionnaires and questions on the motivation of entering a graduate school and the necessity of many kinds of training. Test for evaluating self esteem, job-satisfaction and sex role were administered between graduate school group of education and non graduate school group of education. 40 graduate school teachers of education and 40 non graduate school teachers of education data were selected in terms of answers on motivation of the graduate school entrance and the necessity of training. In conclusion, there was a significant difference in self-esteem, job-satisfaction and sex-role orientation between two groups. These result showed that the graduate school teachers sustained the high levels of self-esteem, job-satisfaction, femininity, masculinity and androgyny compared with non graduate school teachers. So, they turned out that self-esteem, job-satisfaction and sex-role orientation was affected to a lifelong education of teachers. Also, self-esteem and job satisfaction were related to teachers' education continuation. Results of multiple regression revealed that self-esteem and job satisfaction were significant variables(not sex-role characteristics) that can predict the continuing education. So, from which the levels of self-esteem and job-satisfaction took, we could tell what the level of motivation in continuing education.

본 연구의 목적은 경력단절여성 대상 강점 중심 그룹코칭이 자존감, 구직효능감, 회복탄력성에 미치는 영향을 알아보는 데에 있다. 이를 위해 경력단절여성을 대상으로 12명의 실험집단과 11명의 통제집단을 선발하였고, 선발된 실험집단은 6명씩 두 그룹으로 나누고 주 1회120분씩 6회기로 그룹코칭을 실시하였다. 코칭의 효과성을 검증하기 위해 사전검사, 사후검사, 코칭 실시 1개월 후 추후 검사를 실시하였다. 수집된 자료는 SPSS 18.0을 통해서 두 집단의 동질성을 확인 한 후 사전, 사후, 추후에 대한 시점과 실험, 통제 집단 간 상호작용효과를 검증하였다. 분석 결과, 강점 중심 그룹코칭 실시 후 자존감, 회복탄력성, 구직효능감 향상에 통계적으로 유의미한 차이와 평균 점수의 상승이 확인됨에 따라 긍정적인 영향을 미치는 것을 확인하였다. 또한, 추후에도 통계적으로 유의미한 차이로 코칭의 효과성이 지속됨을확인하였다. 연구 결과를 토대로 본 연구의 시사점 및 제한점, 향후 연구에 관해 논의하였다.

The purpose of this study was to exmaine the effects of a group coaching program on increasing self-esteem, job search efficacy, and resilience for career discontinued women. Participants were 23 women who experienced career discontinuity, 12 for the experiment group and 11 for the control group. Data were collected across three times(pre, post, follow-up), The follow-up test was administered one month after the final coaching. The group coaching program lasted 2 hours once a week for six sessions. Results showed that there were significant interaction effects between time interval and groups for all the dependent variables, confirming the positive effects of the coaching program. Also, there were non significant effects of time interval(post and follow-up) for all the dependent variables, confirming the duration of the program effect across time. Finally, implications and limitations of the study were discussed.

본 연구는 클라이언트 폭력이 장애인복지관 사회복지사의 이직의도에 미치는 영향과 그 사이에서 이직의도가 가지는 매개효과를 살펴보는 것을 목적으로 진행되었다. 이를 위해 영남지역에 위치한 장애인복지관에 근무하는 사회복지사를 대상으로 진행하였으며, 총 245부의 설문지를 분석하였다. 수집된 자료는 SPSS 프로그램을 사용하여 분석을 실시하였다. 분석결과 첫째, 각 변수는 서로 영향을 미치는 것으로 나타났다. 둘째, 클라이언트 폭력이 이직의도에 미치는 영향관계에서 직업존중감은 부분 매개효과를 가지는 것으로 나타났다. 본 연구 결과를 바탕으로 다음과 같은 제언을 하였다. 첫째, 여성 사회복지사와 40대 사회복지사의 이직의도를 낮출 수 있는 방안 마련이 중요하다. 둘째, 사회복지사의 직업존중감과 관련된 연구가 진행되어야 한다. 셋째, 사회복지사의 직업존중감을 향상시킬 수 있는 방법과 관련된 연구가 필요하다. 넷째, 사회복지를 전공하고 있는 학생을 대상으로 한 교육과정에서 직업존중감이 다뤄질 필요가 있다. 다섯째, 폭력을 행사한 클라이언트를 제재할 수 있는 강력한 방안 마련이 필요하다. 여섯째, 대상과 분야를 다양하게 설정한 후속 연구가 필요하다.

The Purpose of this study is to examine whether job-esteem has a mediating effect on the effect of client violence on social worker’s turnover intention in community rehabilitation center. This study administered questionnaires to social workers working in community rehabilitation center located at Yeongnam and used a total of 245 copies in final analysis. The data analysis used SPSS program. The Variables of client violence, job-esteem and turnover intention have weak correlations with each other. In addition, the job-esteem has a partial mediating effect on the client violence on social worker’s turnover intention in community rehabilitation centers. On the basis of the findings, it can provide the following suggestions. First, it is necessary to make a ways to reduce female social worker’s turnover intention and the 40’s social worker. Second, it is necessary to continuously examine social workers’ job-esteem. Third, develop programs for enhancing the job-esteem. Fourth, conduct various studies on not only social workers working on the field but also students majoring in the social work. Fifth, need more effective and powerful regulation to the client who used violence. Sixth, need the study with other field and subject.

The purpose of this study was to investigate self-esteem and job stress which might influence job satisfaction of the emergency medical technicians. The partcipants were 135 emergency medical technicians in hospital. Data were collected from August 15 to September 10, 2009. The collected data was analyzed with the SPSS win 15.0 version. The average self-esteem score was 3.47, job stress 3.16, job satisfaction 3.14. The score for job satisfaction. showed significant difference motivation of desire(F=3.169, p=.016) and region(F=3.414, p=.011). Self-esteem had significant positive correlation to job satisfaction(r=.296, p=.000). Job stress had significant negative correlation to job satisfaction(r=-.327, p=.000). Self-esteem and job stress were significant predictor and accounted for 16% of the variance in job satisfaction of the emergency medical technicians. Future job satisfaction management program for the emergency medical technicians should be considered their self-esteem and job stress.

목적: 본 연구는 플로팅 간호사와 일반 간호사의 간호역량, 자아존중감, 직무스트레스를 비교하기 위해 시행된 서술적 조사 연구이다. 방법: 본 연구의 자료 수집 기간은 2015년 10월 1일부터 12월 31일이었고, 서울시 소재 3차 종합병원에서 근무하는 43명의 플로팅 간호사와 57명의 일반 간호사를 대상으로 하였다. 수집된 자료는 SPSS WIN 23.0 프로그램을 이용하여 서술통계 및 t-test, chi-square test, Ancova, Anova, Scheff-test, Pearson’s correlation coefficient, Stepwise multiple regression으로 분석하였다. 결과: 일반 간호사의 간호역량은 플로팅 간호사의 간호역량보다 유의하게 높았다(F=4.370, p=.039). 플로팅 간호사와 일반 간호사 모두 간호역량은 자아존중감과 유의한 정적 상관관계가 있었다(플로팅 간호사, β=0.45, p=.001; 일반 간호사, β=0.60, p<.001). 결론: 플로팅 시스템과 간호 업무 환경의 개선 및 지속적인 교육을 통해 플로팅 간호사의 간호 역량을 증대시키기 위한 노력이 필요하다. 또한, 자아존중감이 간호역량의 가장 주요한 예측 요인으로 나타남에 따라 플로팅 간호사의 자아존중감을 향상시키기 위한 간호중재가 필요하다.

Purpose: This study was aimed to compare nursing competency, self-esteem, and job stress between floating nurses and clinical nurses. Methods: The data were collected between October 1st and December 31st, 2015, from 43 floating nurses and 57 clinical nurses working at a tertiary care hospital in Seoul. The collected data were analyzed with SPSS/WIN 23.0, using descriptive statistics and the t-test, x2 test, ANCOVA, ANOVA, Scheff e? test, Pearson correlation coefficients, and Stepwise multiple regression. Results: The nursing competency of clinical nurses was significantly higher than that of floating nurses (F=4.370, p=.039). For both floating and clinical nurses, nursing competency was positively correlated with self-esteem(floating nurses, r=.47, p=.002; clinical nurses, r=.62, p<.001). Also, For both floating and clinical nurses, the most significant predictor of nursi ng competency was self-esteem(floating nurses, β=0.45, p=.001; clinical nurses, β=0.60, p<.001). Conclusi on: Efforts are needed to increase the nursing competency of the floating nurse through the improvement of the floating system, the nursing work environment, and continuous education. Also, as self- esteem is the most effective predictor of nursing competence, nursing intervention is needed to improve self-esteem of the floating nurse.

This study aimed to identify factors influencing satisfaction with the psychological work environment for the purpose of improving the work environment for master hairdressers and raising awareness of master hairdresser training programs. To achieve this, master hairdressers in Seoul, Gyeonggi-do, and Gangwon-do were targeted. The collected data were analyzed through factor analysis, reliability analysis, correlation analysis, and multiple regression analysis using SPSS 21.0. The findings are as follows: First, factor analysis using principal component analysis found the psychological work environment satisfaction factors. Second, the relationship between demographic factors and self-esteem and job efficacy showed significant differences in workplace location and income growth. Although management type did not significantly affect self-esteem, directly-operated salon owners exhibited notably higher scores than other groups. Third, both self-esteem and job efficacy were strongly associated with satisfaction with the psychological work environment. Among demographic factors, income growth also had a significant impact. These results suggest that self-esteem, job efficacy, and income growth play important roles in shaping psychological work environment satisfaction for master hairdressers.

本研究为改善美容院工作环境并提升美容师职业认知度, 通过探索性研究分析影响心 理工作满意度的关键因素ն研究对象选取首尔յ京畿道յ江原道地区的美容院 运用SPSS WIN 21.0软件对收集的数据进行因子分析յ信度分析յ相关性分析及多元回归分析. 研究结果表明 首先 通过主成分分析进行因子分析 成功提炼出心理性工作环境满意度的 核心要素 其次 针对美容院的人,统计学特征与员工自我认同感յ工作效能感之间的关联 性研究发现 工作场所类型和收入中位数存在显著差异ն虽然经营模式对自我认同感的影响 未呈现显著差异 但直营店群体的分布特征明显优于其他类型门店ն第三 自我尊重感与工 作效能感对心理工作环境满意度具有显著影响 而人,统计学因素中的收入增长额也显示出 显著关联. 这表明自我尊重感յ工作效能感以及收入增长额这三个因素 都会对心理工作环境满意度产 生重要影响.