675 0

전문병원 종사자의 직무만족도에 영향을 미치는 요인

Title
전문병원 종사자의 직무만족도에 영향을 미치는 요인
Other Titles
Factors Affecting on Job Satisfaction of Specialized Hospital Employees
Author
유경희
Advisor(s)
김정아
Issue Date
2016-08
Publisher
한양대학교
Degree
Master
Abstract
본 연구는 보건복지부로부터 전문병원으로 지정받은 전문병원 종사자를 대상으로 직무만족도를 확인하고, 이에 영향을 미치는 요인을 확인하고자 시도한 서술적 상관관계 연구이다. 자료 수집은 2016년 5월 6일부터 5월 13일까지 서울, 경기, 인천 소재 50병상 이상 규모의 5개 전문병원 종사자로 선정하였으며, G*Power 3.1.9.2 프로그램을 이용하여 표집한 134명의 전문병원 종사자(간호사, 검사 및 의료기사, 행정직원, 시설 및 장비기술자, 기타)를 대상으로 자기기입식 설문지법을 통해 이루어졌다. 직무만족도는 미네소타 산업관계연구소에서 개발한 MSQ(Minnesota Satisfaction Questionnaire)short form(1967)을 박아이린(2005)과 한의령 등(2012)이 번안하여 사용한 측정도구 20문항을 이용하였다. 수집된 자료는 SPSS WIN 22.0 프로그램을 이용하여 백분율, 빈도, 평균, 표준편차 등의 서술통계, t-test, one way ANOVA, Scheffe`s post-hoc test, multiple linear Regression, Cronbach’s alpha coefficient 등을 산출하였다. 본 연구의 주요결과는 다음과 같다. 1. 전문병원 종사자의 일반적 특성 및 직무관련 특성 성별은 여성이 79.9%로 더 많았고, 연령은 30대가 40.3%로 가장 많았으며, 최종학력은 전문대졸과 고졸이 각각 39.6%로 많았다. 종교는 없는 경우가 53.7%였으며, 결혼상태는 미혼이 53.7%로 기혼자보다 많았다. 소속부서로는 간호부가 34.3%로 가장 많았고, 그 다음이 행정직(27.6%)인 것으로 나타났다. 직위는 일반사원 또는 평간호사가 61.2%로 가장 많았고, 고용 형태는 정규직이 88.0%였으며, 월평균 급여는 200-300만원이 45.5%로 가장 많았고, 200만원 미만이 44.0%로 그 다음인 것으로 나타났다. 근무연수는 3년 미만이 44.8%로 가장 많았다. 2. 전문병원 종사자의 직무만족도 서술통계 결과로 총점에 대한 평균 점수는 100점 만점에 62.6±9.7점, 문항 당 평균 점수는 3.1±0.5점 이었다. 운영 영역의 “상사가 부하직원을 다루는 방식”과 “상사의 의사결정 능력”이 각각 3.2±0.9, 3.2±0.8로 가장 높은 점수를 나타냈고, “나의 업무량에 비한 임금 수준”이 2.6±0.9로 가장 낮은 점수를 나타냈다. 업무 영역의 “양심의 가책을 느끼지 않고 일을 할 수 있다는 것”(3.5±0.8)이 가장 높았으며, “나에게 부여되는 업무량”(2.9±0.8)은 가장 낮았다. 인사영역의 “고용안정성의 보장방식”(3.3±0.8),“내 직무에서의 승진기회”(2.6±0.8)로 나타났다. 인간관계 영역의 “직장 동료들 사이의 인간관계”(3.9±0.7)로 나타났다. 3. 전문병원 종사자의 일반적 특성에 따른 직무만족도 차이에서는 종교(t=2.02, p=.045)가 있으면서, 결혼상태(t=-2.72, p=.007)가 기혼인 경우에 직무만족도가 높은 것으로 나타났다. 4. 전문병원 종사자의 직무관련 특성에 따른 하위 영역 직무만족도에서는 월평균 급여(F=4.92, p=.009)가 300만원 이상인 경우가 200만원 미만인 경우보다 인사영역 직무만족도가 높은 것으로 나타났다. 5. 전문병원 종사자의 직무만족도에 영향을 주는 요인으로는 기혼인 경우(β=.19, p=.034)와 최종학력이 전문대 졸업인 경우(β=.17, p=.034)에 직무 만족도가 유의하게 높았으며, 이 모형은 통계적으로 유의하였고(F=2.227, p=.036)만족도를 11% 설명하는 것으로 나타났다. 직무만족의 신뢰도는 Cronbach’s alpha .917 로 나타났다 본 연구를 통해, 전문병원 종사자의 직무만족도 문항 중 “상사가 부하직원을 다루는 방식”과 “양심의 가책을 느끼지 않고 일을 할 수 있다는 것” 그리고 “고용안정성의 보장방식”, “직장동료들 사이의 인간관계”에서 종사자의 직무만족에 높은 점수를 나타내어 현 시점의 전문병원의 긍정적 직무만족의 실태를 어느 정도 파악하게 되었다. 상사의 리더쉽과 조직내 팔로워쉽이 서로 어우러진 파트너쉽에 조화를 이룬다면 전문병원을 운영하는 경영층은 지속적인 상호작용을 통한 활기찬 전문병원 운영에 박차를 가할 수 있다. 반면에 직무만족을 높일 수 있는 방안 등에 관한 연구가 더 필요할 것으로 사료된다. 주제어:전문병원, 직무만족도 |Purpose:This is a descriptive correlation study and its purpose is to examine job satisfaction of employees at specialized hospitals designated by the Ministry of Health and Welfare as a specialized hospital, and to examine the resulting impact factors. Method:For data collection, employees at five specialized hospitals with more than 50 beds located in Seoul, Gyeonggi, and Incheon were selected from May 6 to May 13, 2016. The G*Power 3.1.9.2 program was used for self-entry questionnaires on the 134 sampled specialized hospital employees (nurses, examination and medical technicians, administrative employees, facility and equipment technicians, etc.). Job satisfaction was measured using 20 questions from the MSQ (Minnesota Satisfaction Questionnaire) short form (1967) developed by the Minnesota Vocational Psychology Research Center, which was adapted by Park Irene (2005) and Han Ui-ryeong, et al. (2012). SPS WIN 22.0 program was used to find descriptive statistics such as percentage, frequency, average, and standard deviation, as well as t-test, one way ANOVA, Scheffe`s post-hoc test, multiple linear Regression, Cronbach’s alpha coefficient, etc. Findings: The main results of this study are as follows. 1. General features and job-related features of specialized hospital employees For gender, females accounted for the majority at 79.9%, and 30s accounted for the majority in age group at 40.3%. For final education, junior college and high school were the highest at 39.6% each. For religion, 53.7% answered that they did not have religions, and 53.7% were single for marital status. For the department, nursing was highest at 34.3%, followed by administrative positions (27.6%). For position, 61.2% were general staff and general nurses, while 88.0% were full-time employees. For average monthly salary, 45.5% received 2 to 3 million won, and was followed by those receiving less than 2 million won at 44.0%. For years of work, less than three years accounted for 44.8%. 2. The average score for the total score based on the job satisfaction descriptive statistic results of specialized hospital employees was 62.6±9.7 out of 100 points, and the average score per question was 3.1±0.5. For operations, "way that bosses handle subordinates" and "decision-making ability of bosses" had the highest scores at 3.2±0.9 and 3.2±0.8, respectively, while “low income compared to work load” had the lowest score at 2.6±0.9. For work, "working without having a guilty conscience" was 3.5±0.8 and "appropriate work load” was 2.9±0.8. For personnel, “guarantee method of job stability” was 3.3±0.8 and “promotion opportunities in my position” was 2.6±0.8. For human relations, “relations with colleagues” was 3.9±0.7. 3. Difference of job satisfaction according to the general characteristics of specialized hospital employees It was found that job satisfaction was high when the subjects had religion (t=2.02, p=.045) and were married (t=-2.72, p=.007). 4. Job satisfaction in sub-fields according to job-related features of specialized hospital employees For averagely monthly income (F=4.92, p=.009), it was found that those receiving over 3 million won in average monthly income had higher job satisfaction in the personnel sector compared to those receiving less than 2 million won. 5. Factors that affect job satisfaction of specialized hospital employees Job satisfaction was significantly higher for those who were married (β=.19, p=.034) and those whose final education was graduating from a junior college (β=.17, p=.034). This model was statistically significant (F=2.227, p=.036) and was found to explain job satisfaction by 11%. The reliability of job satisfaction was found to be Cronbach’s alpha .917. Conclusion: In this study, it was found through questions on job satisfaction of specialized hospital employees such as "way that bosses handle subordinates," "working without having a guilty conscience," “guarantee method of job stability,” and “relations with colleagues” displayed high scores for job satisfaction of employees, and it was thus identified that at the current moment, there was positive job satisfaction at specialized hospitals. Supervisor and subordinate in harmony with each other, will be positive for the operation`s hospital. Therefore, the managers operating specialized hospitals can promote active specialized hospital operation through continuous interaction. The above results are important in the aspect of the development of strateges for improvement of job satisfaction performing quality of specialized hospital employees. Keywords: Specialized hospitals, Job satisfaction Paper type: Research paper; Purpose:This is a descriptive correlation study and its purpose is to examine job satisfaction of employees at specialized hospitals designated by the Ministry of Health and Welfare as a specialized hospital, and to examine the resulting impact factors. Method:For data collection, employees at five specialized hospitals with more than 50 beds located in Seoul, Gyeonggi, and Incheon were selected from May 6 to May 13, 2016. The G*Power 3.1.9.2 program was used for self-entry questionnaires on the 134 sampled specialized hospital employees (nurses, examination and medical technicians, administrative employees, facility and equipment technicians, etc.). Job satisfaction was measured using 20 questions from the MSQ (Minnesota Satisfaction Questionnaire) short form (1967) developed by the Minnesota Vocational Psychology Research Center, which was adapted by Park Irene (2005) and Han Ui-ryeong, et al. (2012). SPS WIN 22.0 program was used to find descriptive statistics such as percentage, frequency, average, and standard deviation, as well as t-test, one way ANOVA, Scheffe`s post-hoc test, multiple linear Regression, Cronbach’s alpha coefficient, etc. Findings: The main results of this study are as follows. 1. General features and job-related features of specialized hospital employees For gender, females accounted for the majority at 79.9%, and 30s accounted for the majority in age group at 40.3%. For final education, junior college and high school were the highest at 39.6% each. For religion, 53.7% answered that they did not have religions, and 53.7% were single for marital status. For the department, nursing was highest at 34.3%, followed by administrative positions (27.6%). For position, 61.2% were general staff and general nurses, while 88.0% were full-time employees. For average monthly salary, 45.5% received 2 to 3 million won, and was followed by those receiving less than 2 million won at 44.0%. For years of work, less than three years accounted for 44.8%. 2. The average score for the total score based on the job satisfaction descriptive statistic results of specialized hospital employees was 62.6±9.7 out of 100 points, and the average score per question was 3.1±0.5. For operations, "way that bosses handle subordinates" and "decision-making ability of bosses" had the highest scores at 3.2±0.9 and 3.2±0.8, respectively, while “low income compared to work load” had the lowest score at 2.6±0.9. For work, "working without having a guilty conscience" was 3.5±0.8 and "appropriate work load” was 2.9±0.8. For personnel, “guarantee method of job stability” was 3.3±0.8 and “promotion opportunities in my position” was 2.6±0.8. For human relations, “relations with colleagues” was 3.9±0.7. 3. Difference of job satisfaction according to the general characteristics of specialized hospital employees It was found that job satisfaction was high when the subjects had religion (t=2.02, p=.045) and were married (t=-2.72, p=.007). 4. Job satisfaction in sub-fields according to job-related features of specialized hospital employees For averagely monthly income (F=4.92, p=.009), it was found that those receiving over 3 million won in average monthly income had higher job satisfaction in the personnel sector compared to those receiving less than 2 million won. 5. Factors that affect job satisfaction of specialized hospital employees Job satisfaction was significantly higher for those who were married (β=.19, p=.034) and those whose final education was graduating from a junior college (β=.17, p=.034). This model was statistically significant (F=2.227, p=.036) and was found to explain job satisfaction by 11%. The reliability of job satisfaction was found to be Cronbach’s alpha .917. Conclusion: In this study, it was found through questions on job satisfaction of specialized hospital employees such as "way that bosses handle subordinates," "working without having a guilty conscience," “guarantee method of job stability,” and “relations with colleagues” displayed high scores for job satisfaction of employees, and it was thus identified that at the current moment, there was positive job satisfaction at specialized hospitals. Supervisor and subordinate in harmony with each other, will be positive for the operation`s hospital. Therefore, the managers operating specialized hospitals can promote active specialized hospital operation through continuous interaction. The above results are important in the aspect of the development of strateges for improvement of job satisfaction performing quality of specialized hospital employees. Keywords: Specialized hospitals, Job satisfaction Paper type: Research paper
URI
https://repository.hanyang.ac.kr/handle/20.500.11754/125417http://hanyang.dcollection.net/common/orgView/200000487049
Appears in Collections:
GRADUATE SCHOOL OF INFORMATION IN CLINICAL NURSING[S](임상간호정보대학원) > GERONTOLOGICAL WELFARE(노인복지학과) > Theses(Master)
Files in This Item:
There are no files associated with this item.
Export
RIS (EndNote)
XLS (Excel)
XML


qrcode

Items in DSpace are protected by copyright, with all rights reserved, unless otherwise indicated.

BROWSE