• The Journal of Asian Finance, Economics and Business
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• 제7권6호
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• pp.317-326
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• 2020

Previous studies have suggested that individuals need to invest in the accumulation of career competencies. To demonstrate how to acquire career competencies, a model consisting of the knowing why, knowing how, and knowing whom competencies was actively discussed in the previous studies. This study seeks to identify the relationships among these competencies based on three ways of knowing, and their effects on perceived work performance. Furthermore, this study tried to identify the importance of each of these competencies in predicting perceived individual performance in the business workplace environment. The findings showed that the knowing why, knowing how, and knowing whom competencies all have a statistically significant positive influence on perceived individual work performance. Also, the study results showed the relative importance of the three competencies for perceived work performance. Specifically, the study results showed that the effects of the knowing why and knowing whom competencies are greater than the effect of the knowing how competency. The theoretical and practical implications of the study results were provided, including empirical evidence of the validity of the career capital model, the appropriateness of the career competency model based on the three ways of knowing, and assignment of resources for the acquisition of career competencies.

• 디지털융복합연구
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• 제11권9호
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• pp.79-86
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• 2013

본 연구에서는 조직 내 신세대의 가치관 등장 및 일-가정에 대한 인식의 변화로 인해 일과 가정은 분리된 것이 아닌 긍정적 상호작용 한다는 일-가정 촉진(work-family facilitation)(Grzywacz & Marks, 2000)과 팀성과 간의 관계를 실증분석 하였다. 또한 일-가정 촉진을 지원하는 조직분위기라 할 수 있는 웰니스 분위기의 일-가정 촉진과 지각된 팀성과 간의 조절효과도 실증분석 하였다. 분석은 위계적회귀분석(Hierarchical Linear Regression)을 실시하였다. 분석 결과 일-가정 촉진은 팀성과와 정(+)의 관계를 가질 가지는 것으로 나타났으며, 웰니스 리더십은 일-가정 촉진과 팀성과 간의 관계를 정(+)의 방향으로 조절 하는 것으로 나타났다. 이는 일-가정 촉진이 팀성과에 긍정적 영향을 줌으로써 향후 조직 내 직무설계시 직무 그 자체뿐만 아니라 개인의 가정에도 직간접적 긍정적 영향을 줄 수 있도록 설계를 해야 됨을 시사 한다고 할 수 있다. 또한 웰니스 분위기의 조절효과를 입증함으로서 일-가정 촉진을 지원하는 분위기를 조성하고 유지 발전시키는 활동도 수반 되어야 함을 시사 한다고 할 수 있다.

• 한국간호교육학회지
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• 제25권1호
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• pp.148-158
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• 2019

Purpose: This study is a descriptive study to explore the effects of work performance, perceived organization support, and personal coping resources on job satisfaction of infusion nurses in Korea. Methods: The participants of this study were 155 infusion nurses in 19 general hospitals and advanced general hospitals in Korea. Data were collected from January to March 2018 using a structured questionnaire and analyzed with the SPSS software version 23. Results: The participants' job satisfaction score was 3.01, their work performance score was 3.60, their perceived organization support score was 2.83, and their personal coping resources score was 3.53. The regression model for job satisfaction was significant (F=56.10, p<.001), and the total explanatory power was 52%. The variables affecting job satisfaction were personal coping resources (${\beta}=.44$, p<.001), perceived organization support (${\beta}=.42$, p<.001), and working locations (${\beta}=.13$, p=.028). Conclusion: To increase job satisfaction of infusion nurses, boosting strategies for personal coping resources, perceived organization support, and examination of work performance characteristics of each local area should be considered. In addition, development of customized programs is needed, focusing on infusion nurse personnel and job characteristics.

• 한국콘텐츠학회논문지
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• 제16권8호
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• pp.48-58
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• 2016

본 연구목적은 조직정치지각과 리더-구성원 교환관계(LMX)가 구성원이 지각하는 업무성과에 미치는 영향을 살펴보는 데 있다. 또한 조직정치와 업무성과의 관계에서 LMX의 상호작용 효과를 규명하고자 한다. 특히, 본 연구는 LMX와 자기효능감과의 삼원상호작용 효과를 검증함으로써 연구영역을 확장하고자 하였다. 한국의 다양한 조직에서 근무하는 280명의 종업원을 대상으로 한 연구결과는 다음과 같다. 첫째, 조직정치지각은 지각된 업무성과에 별다른 영향을 주지 못했다. 둘째, 리더와의 높은 교환관계는 구성원의 지각된 업무성과에 긍정적인 영향을 주었다. 셋째, 리더-구성원 교환관계는 조직정치지각과 지각된 업무성과와의 관계를 조절하지 않았다. 마지막으로 본 연구결과는 자기효능감이 높은 집단에서 리더-구성원 교환관계가 조직정치지각과 지각된 업무성과의 관계를 조절하였다. 즉, 내집단에 속한 자기효능감이 높은 구성원은 정치적 환경에서도 업무성과가 증가하였다. 그러나 외집단 속한 자기효능감이 높은 구성원은 정치적 환경에서 업무성과가 감소하였다. 마지막으로 본 연구의 이론적 및 실무적 시사점과 향후 연구방향을 제시하였다.

• 가정과삶의질연구
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• 제18권3호통권47호
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• pp.129-146
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• 2000

The purpose of this study was to investigation the variables that affected the generational transmission of household work form mothers to their married daughter. The subjects were 415 married daughters and their mothers living in Seoul and metropolitan areas. Statistical techniques used for this study included descriptive statistics and multiple regression analysis. The results of this study were as follows : First, married daughters; value of household work was significantly affected by total periods of marriage of daughters, daughter's perceived similarity to their mothers' household work. Second, married daughters' preference for household work was significantly affected by mother's occupation (managerialㆍprofessional), mother's perceived similarity, daughter's experience of living with mother-in-law, daughter's sex-role attitude, and daughter's perceived similarity. Third, married daughters' ability to do household work was significantly affected by total periods of marriage for mothers, mother's perceived similarity, and daughter's perceived similarity. Fourth, married daughters' standard of household work was significantly affected by mother's perceived similarity, daughter's occupation (techniciansㆍclerk), daughter's monthly income, and daughter's perceived similarity. Fifth, married daughters' usage level of home equipments was significantly affected by mother's birth order, mother's education, mother's occupation (managerialㆍprofessional), daughter's birth order, daughter's education, and daughter's monthly income. Sixth, Mother related variables had greater power than daughter related ones in explaining daughters' values and preference for household work value and preferences and usage of home equipments. In conclusion, married daughter's consciousness and performance of household work were significantly influenced by their mothers. It was especially so in daughter's usage level of hoe equipments. Accordingly, the results of this study support the existence of generational transmission of household work from mothers to their married daughters with regard to its consciousness and performance. Findings of this study have implications for counsellors, practitioners and educators.

• 유통과학연구
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• 제10권10호
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• pp.45-57
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• 2012

Purpose - This study was conducted to evaluate service quality, perceived value, and satisfaction in the performing arts in order to establish a system of relationships that predicts repurchase intention, which increasingly needs to be studied as the domestic performing arts market grows. Research design, data, and methodology - Another purpose of this study is to identify 'work-related factors' and 'performing-arts-related factors' in the performing arts industry, and to observe the influence of the core SQ factors expected to influence audiences' purchase intentions through perceived value and customer satisfaction. The empirical study to test the hypothesis was based on a review of the literature and employed the survey method; data were collected from a total of 500 audience members. Results - The major results of the analysis are as follows. First, in terms of quality factors affecting perceived value, literary quality, level, professionalism, and musical quality were shown to have a significant influence as key factors from the performing arts perspective, while reliability, convenience, and related costs were indicated to exert a significant influence as additional factors related to work. Secondly, the quality factors with a significant influence on customer satisfaction were literary quality, professionalism, and musical quality, which were shown to have a significant influence from the performing arts perspective, while only reliability was indicated to exert a significant influence on work-related factors. Third, perceived value was shown to have a strong positive (+) influence on customer satisfaction, with both perceived value and customer satisfaction exerting a significant influence on the revisit intention. Finally, according to the results a difference analysis with demographic variables, viewing variables as moderating variables, differences according to gender were indicated in the influence of literary value and lel on perceived value, and in the influence of convenience and professionalism on customer satisfaction as well. Also, in terms of the influence of perceived value on customer satisfaction, males were found to be more influenced than females. Conclusions - Based on the above results, the suggested implications of the present study are as follows. First, through the consideration of not only the crucial work perspective in performing arts services, which has been inadequate in the past, but the additional performance-related level, the previously unevenly distributed viewpoints were expanded for application. Second, in verifying the relationship between expanded quality factors and the factors that determine consumer behavior while simultaneously considering key factors and additional related factors, work-related service quality factors were shown to exert a stronger influence on perceived value and customer satisfaction than performance-related factors. Third, for service factors related to performance, the reliability factor exerts an influence on perceived value and customer satisfaction, requiring that a performance planner secure and manage diverse channels to immediately support customer requests in providing performance theater services.

• 서비스연구
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• 제6권4호
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• pp.87-100
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• 2016

본 연구에서 기업지원인식이 업무자율성과 혁신적 생산활동의 관계에서 매개효과가 존재하는 동시에 조절효과도 존재하는 것을 밝히려고 하는데 목적을 두고 있다. 즉, 업무자율성, 혁신적 생산활동, 기업성과 간의 관계에서 기업지원인식이 조절된 매개효과가 존재함을 검정하였다. 가설을 검증하기 위해 중국 천진시에 위치한 물류업체 대상으로 실시하였다. 300부 배포하는 설문 중에서 213부를 회수하여 198부 유효한 답변을 얻었다. 본 연구에서 제안된 가설을 검증하기 위해 SPSS Macro(Preacher, Curran,& Bauer, 2006)를 이용하여 분석을 실시하였는데 연구결과는 다음과 같다. 첫째, 기업지원인식이 업무자율성과 혁신적 생산활동의 관계에서 조절효과가 존재하는 것을 검증하였다. 둘째, 혁신적 생산활동이 업무자율성과 혁신적 생산활동의 결과변수로 여긴 기업성과의 관계에서 매개효과가 존재하는 것을 검증하였다다. 셋째, 이러한 매개효과와 조절효과를 결합한 조절된 매개효과를 검증하였다. 즉, 매개효과가 기업지원 인식이라는 조절변수의 크기에 따라 달라지는지를 검증하였다.

• 한국환경보건학회지
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• 제30권3호
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• pp.272-282
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• 2004

Stress is a primary health promotion issue in worksite research because psychological distress is closely related not only to workers　 health status but also to their job performance. This study identified the work environment and work condition factors affecting workers　 stress symptoms among the Korean manufacturing factory workers. A total of 7,818 factory workers employed in 1,562 manufacturing companies participated in the Korean nation-wide occupational health survey conducted by the Korean Occupational Safety and Health Agency in 2003. Participants were selected by the stratified proportional sampling process by standardized industry classification, company size, and locations. Trained interviewers visited the target companies and interviewed the factory workers randomly selected in each company. Work environments included physical work environments (temperature, noise, hazardous organic compounds, and so on) and psychological work environments (job demands, job control, and social support at work), and work conditions included daily working hour, rest time, and so on. Men were 71.5% and the mean age was 34.0 years old. The average working period in the present company was 6.9 years. The average stress score was 26.2 under the perfect score, 50, which means the moderate level of stress. Perceived stress had significant correlations with young age, poor physical work environment, high fatigue, bad perceived health status, and high job demands in Pearson's simple correlation analysis. Perceived health status and perceived fatigue explained 21% variance of stress symptoms and the work environment factor explained 4.8% of that; however, work condition did not have the sufficient effect. In particular, psychosocial work environment variables (job demand, job control, and social support at work) had a clear effect on stress symptoms rather than the physical work environments. Poor perceived health status, severe perceived fatigue, poor physical work environment, high job demands, low social support, heavy alcohol consumption and little exercise were significantly related to high stress symptoms in the Korean manufacturing workers.

• 한국직업건강간호학회지
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• 제20권2호
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• pp.163-171
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• 2011

Purpose: This study is to investigate the job stress and presenteeism of nurses with work shift. Methods: The data were collected through questionnaires from 281 clinical nurses working for a university hospital located in D city from 13 to 28 of February, 2009. The data were analyzed by descriptive statistics, t-test, ANOVA, Scheffe verification test, Pearson correlation coefficient and multiple linear regression using SPSS/WIN 16.0. Results: The mean score of job stress was 3.47. Work overload and psychological burden scored the highest point as the sub-category of work stress factor. Work performance loss out of presenteeism showed 26.89 and perceived productivity, 79.79. Also 94.7% of respondents answered they had health problems. A significantly positive correlation was found among job stress, work performance loss and health issue. To determine the factors affecting presenteeism, work performance loss was associated with work overload and perceived productivity with interpersonal relationship conflict. Conclusion: Based on the findings of the study, job stress is positively correlated with work performance loss, and health problems. Therefore, health problems of nurses with work shift need to be considered and plans to manage their job stress affecting presenteeism need to be developed at an earlier stage.

• 벤처혁신연구
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• 제3권2호
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• pp.77-93
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• 2020

본 연구에서는 개인-직무 적합도가 직무성과의 미치는 영향관계와, 그 관계에서 일의 의미의 조절효과, 직무열의의 매개효과를 살펴보았다. 이를 위하여 기업 조직에 근무하는 304명으로부터 설문 데이터를 수집하였고, 상관관계 분석 및 회귀분석을 사용하여 분석하였다. 연구 결과, 사실적 개인-직무 적합도와 인지된 개인-직무 적합도 간에는 유의미한 상관관계가 존재하며, 인지된 개인-직무 적합도는 직무성과를 유의하게 예측한다는 것을 알 수 있었다. 또한, 개인-직무 적합도와 직무성과의 영향도 관계에서 직무열의의 매개효과가 존재하며, 개인-직무 적합도와 직무 열의의 영향도 관계에서 일의 의미의 조절효과가 존재하였다. 본 연구는 사실적 개인-직무 적합도와 인지적 개인 -직무 적합도의 상관관계를 실증하였으며, 개인-직무 적합도는 직무열의와 같은 정서적 변인을 매개로 하여 직무성과에 영향을 미친다는 것을 밝혔다는 점에서 의의가 있다. 조직 관리자의 입장에서는 채용된 직원의 특성에 적합한 직무환경을 제공하고, 직원들이 개인-직무 적합도에 대해 어떻게 인지하는지를 관리하는 방안이 필요하며, 특히 직원들이 일을 통해 자신의 성장이 촉진되고, 공공선에 기여한다는 인식을 가질 수 있도록 지원할 필요가 있음을 시사한다.