學力이 職務滿足圖에 미치는 影響

Abstract

본 연구는 의료기관 종사자중 보건직종사자의 학력수준이 직무만족도에 미치는 영향에 관한 연구이며, 각 특성에 따른 만족도 차이를 밝혀 합리적 인력관리와 업무생산성 향상에 기여할 수 있는 기초자료를 제공하기 위한 것이다. 연구대상은 서울 소재 1개 종합병원의 보건직종사자로서 국가면허를 가진 물리치료사, 방사선사, 임상병리사, 의무기록사로 한정 199명에 대하여 설문조사를 하였다. 연구도구는 직무스트레스는 Karasek(1979)의 연구모델을 기초로 한 한국형 직무스트레스 측정도구(하미나 등, 2003)를 사용했다. 직무만족은 Weiss, 등(1967)이 공동 개발한 ‘미네소타 만족 설문지(MSQ:Minesota satisfaction questionnaire)’를 이상금(1996)이 번역 수정한 17(1~17)개 문항, 그리고 Kahn(1981)과 이도화(1996)가 사용한 직업만족 3(18~20)개 문항으로 본 연구대상에 맞게 수정 사용하였다. 직무몰입은 Allen & Meyer(1991)와 Smith(1993)가 개발한 도구를 1997년 이용운이 변역한 내용을 수정 사용하였다. 이직의도는 Meyer, J.P.& Allen, N.J.(1984)의 측정도구와 Michael & Spector(1984)가 만든 측정도구를 이기효(1995)가 인용한 6개 문항을 사용하였다. 연구 결과는 다음과 같다. 첫째, 연구대상자의 일반적 특성은 성별의 경우에 남자는 110명(55.3%), 나이는 31-39세가 가장 많았으며, 결혼여부는 기혼이 118명(59.3%)으로, 근무 직종은 방사선사가 가장 많았고, 학력은 전문대졸이 106명(53.3%)으로 가장 높았다. 직급은 사원이 117명(58.8%), 경력은 1-10년이 115명(57.8%)으로 나타났었고, 고용형태는 정규직이 134명(67.3%), 근무형태는 비교대가 143명(71.9%)으로 조사되었다. 둘째, 학력에 따른 직무스트레스는 전문대졸업의 연구대상자 직무 스트레스 수준이 평균 2.71로 나타나 다른 학력 층에 비해 높게 나타났다(p< .01). 셋째, 학력에 따른 직무만족과 조직몰입은 모든 학력 층에서 평균 3.0이상이 나타나 직무만족도가 높았으나 통계적으로 유의한 차이는 보이지 않았다. 학력에 따른 이직의도는 대학원 이상인 대상자들은 평균 3.15로 높은 이직의도를 보여주었다(p< .001). 넷째, 직무스트레스와 직무만족 사이에는 높은 역상관관계가(p< .01), 직무스트레스와 조직몰입 사이에는 낮은 역상관관계가 나타났다(p< .01). 직무스트레스와 이직의도 사이에는 낮은 역상관관계가 나타났다(p< .05). 다섯째, 직무만족과 조직몰입 사이에는 r=. 729로 매우 높은 상관관계(p< .001)가, 직무만족과 이직의도 사이서는 r= -.366의 비교적 낮은 역상관관계가 나타나 나타났다(p< .001). 여섯째, 전체 대상자의 직무스트레스, 조직몰입, 이직의도에 따른 직무만족도의 영향력은 직무스트레스는 전혀 직무만족도에 유의한 영향력을 미치지 못하는 것으로 나타났으며, 조직몰입과 이직의도가 유의한 영향력을 미치는 것으로 나타났다. 조직몰입은 직무만족에 강한 영향력을 받지만, 이직의도는 역상관적인 영향력이 존재하는 것으로 나타났다. 학력을 매개변인으로 했을 때 학력이 높을수록 조직몰입도가 직무만족도에 강한 영향력을 받는 것으로 나타났다. 병원조직은 직무만족도를 향상시키기 위해서는 조직에 대한 직무만족을 집중화하는 것이 중요하며 이직을 하고자 하는 의사가 생길수록 직무만족도는 떨어지는 효과가 있음을 알 수 있다. 직무만족도는 학력요인이 매개변인으로 작용하는 효과를 주며, 전체 대상자의 학력에 따른 직무스트레스, 조직 몰입, 이직의도는 직무만족도에 유의한 수준의 영향을 주는 것으로 나타났다. 따라서 다양한 학력층으로 구성된 보건직종사자의 합리적인 인력관리 방안을 모색해야한다.; This is a study on academic career in health care professional and its effects on their job satisfaction, and the purpose of the study is to provide basic data that can contribute to reasonable human resources management and work productivity by revealing the difference in the level of satisfaction based on each characteristic. As subjects of this study, 199 nationally certified health care professionals employed at a general hospital located in Seoul were selected, and their area included physiotherapeutists, radiologists, pathologists, and medical recordists. As the study tool for job stress, a Korean job stress assessment tool that was based on study model developed by Karasek(1979) (Ha Mi Na and colleagues, 2003) was used. As the study tool for job satisfaction a 17(1-17) questions from :MSQ(Minesota satisfaction questionnaire) study tool jointly developed by Weiss, etc(1967)that was translated and supplemented by Lee Sang Geum (1996), and three job satisfaction questions used by Kahn(1981) and Lee Do Hwa(1996) were modified to be suitable for the subjects and applied for the purpose of the study. As study tool for organizational commitment, that developed by Allen & Meyer(1991) and Smith(1993)and translated by Lee Yong Woon was modified to be suitable for this study and applied for the purpose of this study. As the study tool for turnover intention, assessment developed by Meyer, J.P. & Allen, N.P.(1984) and 6 questions by Lee Ki Hyo(1995) developed by borrowing the assessment tool by Michael & Spector(1984) was used. Finding are as follows: First in general characteristics, study subjects included 110(55.3%) male professionals. In age bracket, age distribution was most concentration in the bracket of 31-39 years of age, and in marriage status, 118(59.3%) were married. In area of specialty, highest number of specialists was found to be radiologists, and in distribution of academic career, 106(53.3%) had completed academic career at the junior college. In employee position, 117(58.8%) were staff, in years of experience 115(57.8%) had 1-10 years of experience, and in employee status, 134(67.3%) were permanent employees. And type of work, 143(71.9%) were found in non-alternating positions. Second, when job stress based on academic career is observed, job stress level of subjects who had academic career of junior college was found to be 2.71, which was higher than that of subjects with higher academic career(p< .01). Third, with average of 3.0 in all academic career, level of job satisfaction and turnover retention were high but no statistically significant difference in the level of recognition were found. Turnover retention was found to be relatively low but those with academic career of higher than graduate academic career showed a high average score of 3.15 which shows a relative high turnover retention(p< .001). Forth, job stress and job satisfaction had a high negative relationship, Job stress had a low negative relationship with organizational commitment(p< .01), job stress and turnover retention had a low negative relationship(p< .05). Fifth, Job satisfaction and organizational commitment has a very high positive relationship with r=. 729(p< .001). Job satisfaction and turnover retention has a low negative relationship with r=. 366(p< .001). Sixth, with effect of job satisfaction based on job stress, organizational commitment, and turnover retention, it was found that job stress does not have a significant effect on job satisfaction, and that organizational commitment and turnover retention have significant affect on job satisfaction. Organizational commitment has been a strong influence by job satisfaction, but it was found that turnover retention has a negative effect. It was found which suggests that the higher the academic career, the stronger the influence of organizational commitment on job satisfaction. In Conclusion, in order to enhance job satisfaction, it is important for medical facilities to concentrate on commitment to the organization and it could be observed that as the number of health professionals who wish to resign, the level of job satisfaction decreased. Academic career factors serve as mediating variables and it was observed that for all subjects, job stress, organizational commitment, and turnover retention based on academic career significant effects on job satisfaction. Accordingly, we will have to find a solution to reasonable human resources management on various academic career in health care professional.