본 연구의 목적은 교정공무원의 성격5요인이 조직몰입에 미치는 영향에 대한 직무 스트레스와 동료관계의 매개효과를 검증하는 것이다. 이를 위해 서울 및 경기도에 위 치한 교정시설에 근무하는 교정공무원 총 220명을 대상으로 조직몰입 척도, 성격5요 인 척도, 직무스트레스 척도, 의사소통 척도, 대인관계 척도를 실시하였다. 수집된 자 료는 SPSS Win 21.0 프로그램을 이용해 빈도분석, Pearson의 상관관계 분석, 위계 적 중다회귀분석, 단순회귀분석 및 중다회귀분석을 진행하였다. 주요 결과를 살펴보면 다음과 같다. 첫째, 교정공무원의 조직몰입에 대한 성격5요인, 직무스트레스, 대인관 계의 상대적 영향력을 살펴본 결과 성격5요인 중 친화성과 직무스트레스의 유의한 영 향력을 확인하였다. 둘째, 교정공무원의 외향성이 조직몰입에 미치는 영향에 직무스트 레스는 완전 매개효과를 나타냈으며, 친화성이 조직몰입에 미치는 영향에 직무스트레스는 부분 매개효과를 나타냈다. 셋째, 교정공무원의 외향성과 개방성이 조직몰입에 미치는 영향에 대해 동료관계는 완전 매개효과를 나타냈으며, 친화성이 조직몰입에 미치는 영향에 동료관계는 부분 매개효과를 나타냈다.

본 연구는 종합병원 간호사의 감정노동, 직무스트레스와 간호업무성과 정도를 살펴보고 간호업무성과에 미치는 영향을 확인하기 위한 서술적 조사연구이다. 연구 대상자는 G 광역시에 소재한 200∼400병상 규모의 종합병원 2곳에 근무하는 간호사 132명이었고 자료수집 기간은 2019년 8월 20일 부터 9월 2일까지였으며 본 연구자가 직접 구조화된 설문지를 이용하여 조사하였다. 수집된 자료는 SPSS 21.0 프로그램을 이용하여 빈도와 백분율, t-test, ANOVA, Scheffe's test, Pearson's correlation coefficient 및 Multiple regression analysis로 분석하였다. 연구결과, 대상자의 간호업무성과에 미치는 영향요인은 회복탄력성(β=0.58, p<.001), 현 직위가 수간호사인 경우(β=0.21, p<.01), 현 근무지경력(β =0.18, p<.05)이었다. 또한, 추정된 회귀모형의 적합도에 대한 F통계량은 30.901(p<.001)으로 매우 유의 하였고, 설명력은 42.4%인 것으로 나타났다. 본 연구결과, 종합병원 간호사의 간호업무성과에 회복탄력성이 가장 큰 영향요인으로 확인되었고, 수간호사일수록, 현 근무지경력이 많을수록 간호업무성과가 높 은 것으로 확인되었다. 따라서 연구결과를 토대로 간호업무성과를 향상시키기 위한 방안을 모색하고 이에 대한 중재프로그램을 개발하는 기초 자료로 활용될 것으로 기대된다.

이 연구에서는 전국(수도권, 충청권, 호남권, 영남권, 강원권) 미용 산업 종사자 700명을 대상으로 요인별 직무스트레스 특성을 조사하였으며, 이의 결과는 다음과 같다. 미용 산업 종사자들의 전반적인 직무 스트레스는 업무한계가 가장 높게 나타났으며, 다음으로는 고객갈등, 상사갈등, 동료갈등, 물리적 환경, 기술부족 순이었다. 인구통계학적 특성에 따른 직무 스트레스는 근무지역에 따라서 기술부족, 상사갈등, 물리적 환경, 고객갈등, 업무한계 이었으며, 통계적으로 유의한 차이가 있었다. 근무 특성에 따른 직무 스트레스는 네일아트(M=3.05)가 가장 높게 나타났으며, 다음으로는 헤어(M=3.02), 기타(M=3.01), 피부(M=2.90), 메이크업(M=2.88) 순이었고, 이들은 통계적으로 유의성이 있는 것으로 나타났다(p<.001).

This study highlights the main effect of job demand, work shift, work environment and stressors on the railway traffic controller's health, and the moderating effect of work0life balance. The result of empirical analysis based on questionnaires received from 328 traffic controllers working at 10 railway operating companies indicates that job demand, work shift, work environment and stressors have significant effect on their health, among which stressors is a major factor. In the respect of moderating effect, WLB showed no significance except for job demand. This result implies that controller's health can not be enhanced through their individual family or leisure life. Therefore, effective countermeasures and policy to mitigate their health problems and heal their symptoms are urgent.

본 연구의 목적은 직무스트레스 요인 중 도전요인과 방해요인이 조직 구성원의 신체적 증상과 종업원 인게이지먼트에 미치는 영향을 확인하는 것이다. 그 과정에서 긍정정서의 매개역할을 검증하였다. 연구를 위해 서울에 거주하는 20세 이상 남녀 직장인을 대상으로 설문지를 배포하여 총 378개의 설문지를 분석 에 사용하였다. 연구 결과, 직무스트레스 요인 중 긍정적 요인인 도전요인은 신체적 증상 중에서 수면장애를 유의하게 감소시켰다. 또한 직무인게이지먼트를 유의하게 향상시켰지만, 조직인게이지먼트에는 유의 한 영향을 미치지 않았다. 반면 직무스트레스 요인 중에서 부정적 요인인 방해요인은 신체적 증상 중에서 수면장애, 두통, 소화기 증상 및 상기도 감염 모두 유의하게 증가시켰다. 방해요인은 직무인게이지먼트와 조직인게이지먼트 모두에 유의한 영향을 미치지 않았다. 또한 긍정정서는 도전요인이 수면장애에 미치는 영향과 도전요인이 직무인게이지먼트와 조직인게이지먼트에 미치는 영향을 매개하는 것으로 나타났다. 본 연구는 국내 관련 연구 분야에서 처음으로 직무스트레스 요인을 도전요인과 방해요인으로 구분하여 연구함으로써 직무스트레스의 긍정적 요인을 이론적으로 발전시켰다는 점에서 의의가 있다. 또한 본 연 구의 결과는 조직 차원에서 방해요인은 줄이고, 도전요인은 장려함으로써 조직 구성원의 신체적 증상을 줄이고, 직무 및 조직에 더 몰입할 수 있도록 제도를 보완해야 한다는 것을 시사한다.

In the perspective of industrial health management, it is important for the employee to decrease their job stress, to improve their productivity and quality of labor. In this study, the job stress, and it's influence on PWI(Psychosocial Wellbeing Index) were investigated by the questionnaire survey of 138 industrial workers who had studied assistive technology in college. The contents of questionnaire consist of the demographic characteristics, job-related characteristics, job stress and psycho-social stress. We evaluated job stress by KOSS-SF(Korean Occupational Stress Scale-Sort Form) and psychosocial stress by PWI-SF(Psychosocial Well-being Index-Short Form). To analyze the results, we evaluated the exposure level of KOSS and PWI by demographic characteristics and job-related characteristics using significance tests. Also, we estimated the relationship among demographic characteristics, job-related characteristics, job stress and psychosocial stress, using correlation analysis. As a results, all workers were found to be in a group under the high risky stress. It showed that the scale index of female's job non-autonomy and pwi were much larger than those of male's. Therefore, to guarantee job autonomy of female workers should be more emphasized, to improve their working environment. Job type had significant relationships with many job stress category; physical environment, job demand, job instability and organization culture. Regarding pwi, the scale index of the workers who is in charge of the civil service such as contacting the disabled and the aged in person, were much larger than that of the other workers. Accordingly, the job stress management program including physical environment, job demand, job instability and organization culture, should be suggested, to decrease the stress of the workers in charge of the disabled and the elders service. The strongest predictors of pwi was organization system through maximum positive relations between organization system and pwi. Therefore, it indicates that improvement of organization system such as a fair merit rating, a manpower supply, demand plan and department cooperation is urgently needed to reduce pwi.

The purpose of this study is to analyze job stress factors of hospital workers, which has an effect on their turnover intention. For identifying the influences on turnover intention, types of hospitals (university hospital, general hospital, private hospital) and types of workers(office workers, technical workers, and nursing staffs) were categorized. We went to the hospitals and carried out the survey under the cooperation with the concerned hospitals. The period of survey was from 23. Sep. 2013 to 30. Oct. 2013, and 293 worker participated in the survey. On the basis of the previous study, the measurement of job stress factors and turnover intention was set up as the survey method, and its reliability and validity were measured. The stress factors were subdivided into seven factors; occupational climate, organizational system, autonomy job control, uncertainty of getting a new job, job ability to perform, job demand, job ambiance. The value of job stress factors by the measuring instrument, Cronbach’s Alpha, was 0.805 and the value of the subordination variable of turnover intention was 0.881. IBM SPSS Statistics 21 was used as the statistic analysis tool and the descriptive statistics about job stress factors. As a result, the turnover intention were analyzed depending on the types of hospitals, job groups, working years, and gender. Result shows that the job stress factors are differed according to the types of hospitals, and these job stress factors have influence on turnover intention. Therefore, it could be considered that, if the hospital managers find out the major job stress factors of their employees and resolve them in advance, the job stress of the hospital workers and their turnover intention can be reduced.

The purpose of this study is to analyze the amount of job stress factors of hospital workers, which has an effect on their turnover intention. For identifying the influences on turnover intention, the workers at national and university hospitals in Daejeon fall into three categories- office workers, technical workers, and nursing staffs-, and the stress factors are subdivided into seven factors as job demand, job autonomy, relationship conflict, job security, organizational system, proper rewards, and corporate culture. The research method is built as a questionnaire for job stress and turnover intentions based on the existing researches and preliminary study, and 232 workers at national and university hospitals in Daejeon were surveyed. IBM SPSS Statistics21 was used as the static analysis tool and the descriptive statistics quantity about job stress factors and the turnover intention is analyzed depending on the types of hospitals, job groups, working years, and gender. The result shows that the job stress factors have similarities according to the types of hospitals and these job stress factors have influence on turnover intention. Therefore it could be considered that the hospital managers can find the major job stress factors of their employees and resolve their turnover intention in advance.

The purpose of this study was to compare the exposure levels to emotional labor, occupational and socio-psychological stress, and fatigue for workers engaged in the fields of beauty business (make-up, skin, nail, and hair). For this purpose, a survey was carried out and a statistical analysis was performed for 813 persons As a result, emotional labor was found to be linked with 3 factors of emotional control, emotional dissonance, and positive emotional expression. The exposure level of emotional control was found to be high in the area of hair care and that of positive emotional expression was high in the area of nail care. Based on evaluation of Occupational Stress Scale(KOSS), the stress were found to be highest among workers engaged in the field of make-up and lowest among those in the field of nail. The exposure level of psychosocial stress was found to be the highest in the area of make-up and the lowest in the area of nail care. The exposure level of fatigue was found to be the highest in the area of make-up and the lowest in the area of nail care, showing a difference in the exposure level of stress by area of beauty business. The study confirmed that there is a difference in the exposure level related to emotional labor, job stress, psychosocial stress, and fatigue by area of beauty business.

The Purpose of this study was to comprehend the influence that worker's job stress caused by the distinct characteristics of construction work affect on construction management. Proven through previous studies of job stress measurement method, physical environment, job demands, job autonomy, interpersonal conflict are derived as typical factors. We analyzed causal relationships between the factors using structural equation modeling under the hypothesis that job stress have effect on the construction management. As a result, successful job stress management for construction management plan is proposed.

The purpose of this study was to evaluate job stress factors of school food service nutritionists according to the number of years they have worked. The subjects of this survey included 125 nutritionists (69 from full-time employees and 56 from part-time nutritionists) from elementary school, middle school, and high school in the Gangwon area. The results showed that stress related to duty was the top job stress factor, followed by environment-related stress, personal stress, organizationrelated stress and stress caused by human relations. In terms of the degree of stress, part-time nutritionists have more stress compared to full-time nutritionists. This was especially true for nutritionists that had been employed for one year. In this case, the degree of stress was much higher than long time employed nutritionists. In terms of how to deal with job stress, school nutritionists eliminated stress directly (with direct countermeasures). In order to deal with stress, workers expected stable employment such as pay (wages), promotions, etc. In particular, part-time school nutritionists had stronger expectations. When correlation between job stress factors were examined, environment-related, duty-related, organization-related, human relations-related and personal stress were all shown to be mutually related.

목적 : 본 연구는 작업치료사의 직무 스트레스의 요인을 알아보고, 일반적 특성과 업무관련 특성에 대한 조사를 하여 직무 스트레스와의 상관관계를 알아봄으로써 작업치료사의 직무스트레스에 대한 이해를 높이고 향후 스트레스를 측정하고 관리하는데 있어 기초자료로 활용하고자 시도하였다. 연구방법 : 연구의 대상은 현재 임상에서 작업치료 업무를 시행하고 있는 자로서 근무경력이 6개월 이상인 사람으로 하였으며, 우편과 직접 설문의 방법으로 설문지 138부를 수집하여 분석하였다. 결과 : 작업치료사의 직무스트레스 관련 요인은 ‘업무량 과중’, ‘전문직으로서의 역할 갈등’, ‘전문지식과 기술의 부족’, ‘대인관계상의 문제’, ‘의사와의 관계 및 업무상 갈등’, ‘치료의 한계에 대한 심적 부담’, ‘부적절한 대우’, ‘부적절한 보상’, ‘부적절한 물리적 환경’으로 9개 하위요인을 요인분석을 통하여 도출하였다. 스트레스 수준은 ‘근무로 인해 피로를 느낄 때’가 3.78로 가장 높았고, ‘학력에 따라 대우가 다를 때’가 2.28로 가장 낮았다. 나이, 급여, 직업종사기간, 교육 정도 등이 스트레스의 각 요인과 상관성을 나타내었다. 결론 : 본 연구를 통하여 작업치료사에게는 다양한 스트레스 요인이 존재하고, 여러 영역에서 스트레스를 느끼고 있음을 알 수 있다. 이 설문지를 통하여 작업치료사들의 스트레스를 측정하여 활용할 수 있을 것이며, 자각된 스트레스를 관리할 수 있는 프로그램 개발 및 예방 활동을 통하여 작업치료사의 업무 환경을 개선하고 환자들에게 보다 나은 서비스를 제공할 수 있는 기회가 될 것이다. 나아가 본 연구의 결과를 토대로 심리사회적인 요인을 포함한 전반적 스트레스에 대한 연구가 진행되어야 할 것이다.

  According to the statistic of industrial disaster in 2006 presented by the Ministry of Labor, there were 10,235 people with occupational diseases adding 2,740 more people (36.6%) compared to the previous year. Concerning the occupational diseases, 1,607

All managers should consider both of job performance and job satisfaction as influential key results to be achieved by people at work. One without the other is simply insufficient to meet the high standards of today's workplace. Some workers achieve a sense of personal satisfaction from their jobs while others do not. the others achieve high levels of task performance while others do not. The test of a manager's skill in building value added jobs is to discover what work means to other people, and then to create work environments that help them achieve high levels of both performance and satisfaction. this study set out to investigate the job satisfaction of the employees at work station along with the needs resulting from exploding population of salary citizens. This paper aims to survey and analyze the job satisfaction of the workers and a potent influence factors of Job stress for organization management.