본 연구는 보육교사들의 직무만족에 대한 욕구와 스트레스 요인 등 직무환경에 대하 여 구체적으로 살펴보고 이들의 직무만족을 높일 수 있는 대안을 모색하고자 서울 S구 소재 민간어린이집 22개소, 가정어린이집 25개소에 근무하는 보육교사 209명을 대상 으로 설문조사를 실시하였다. 연구결과를 종합해 보면, 보육교사의 결혼상태, 시설유형, 근무시간, 급여 등의 직무 환경에 따라 직무만족도에 차이가 있는 것으로 나타났다. 즉, 기혼인 집단이 직무만족이 높았으며 시설유형이 민간보육시설인 집단이 다른 시설유형보다 직무만족이 더 높은 것 으로 나타났다. 근무시간의 경우 8시간 근무하는 집단과 9시간 근무하는 집단이 그 이 상 근무하는 집단보다 직무만족이 더 높았으며, 급여의 경우 150만 원 이상인 집단이 직무만족이 더 높은 것으로 나타났다.

This research on the job satisfaction of edu-care teachers was done to find out the work satisfaction level of edu-care teachers and to provide a detailed analysis of how their job environment determines their stress, frustrations and needs. The findings of the research was based on a survey taken of 209 teachers at 22 private edu-care facilities in Seoul's S districts and of 25 home edu-care facilities. The determining factors on the differences of the teacher's level of job satisfaction depended on their marital status, type of facility, working hours, and salary. Married groups and teachers at private edu-care facilities which had better facilities than others showed a higher level of job satisfaction. Groups that worked between eight to nine hours a day showed a higher job satisfaction level than those who worked more than those hours. And groups with salaries above that of a million and five hundred thousand won showed a higher job satisfaction level. Based upon the results of the research, the following proposals are to help ensure the teachers at child care centers to reach a higher level of job satisfaction. First, we request that approaches be taken to make efforts to reduce the intensity of various duties of the overworked teachers. The reason for the above proposal is based on the analysis of the stressed out teachers who are assigned more trivial work than the required duties of child care, resulting in a reduced quality of child care. Secondly, the salary level is too low compared to the extra long working hours of the teachers, and the low salary system is the cause of the detrimental factors of low job satisfaction leading to labor shortages and high turnover rates. In order to solve the problems above, we propose that the salary system be reformed and job benefits increased for job satisfaction among teachers and to upgrade the quality of edu-care facilities.

Ⅰ. 서 론
Ⅱ. 연구방법
    1. 연구모형
    2. 자료 수집
    3. 분석 방법
    4. 조사도구
Ⅲ. 연구결과
    1. 일반적 특성의 연구결과
    2. 연구문제의 분석 결과
Ⅳ. 결 론
참고문헌
Abstract

• 김태희(한영신학대학교 대학원 사회복지학)