본 연구는 위탁급식 영양사 100명을 대상으로 설문지를 이용한 자기기록 방법을 통하여 직무수행도 및 직무만족도, 이직 의도를 측정하고, 개인적 특성에 따른 직무수행도와 직무만족도의 차이를 살펴보고 이직 의도와의 상관관계를 분석하였다. 본 조사에 사용된 설문지는 한국보건의료인국가시험원 연구보고서(2000년)인 “영양사 직무분석”과 Smith 등이 개발한 직무만족 측정도구 Job Descriptive Index(JDI)를 수정․보완하여 일반사항, 직무 수행도 측정, 직무 만족도 측정, 직무만족 측정요소의 상대적인 순위측정, 이직 의도, 이직희망사유 등으로 구성하였다. 자료의 통계처리는 ...
본 연구는 위탁급식 영양사 100명을 대상으로 설문지를 이용한 자기기록 방법을 통하여 직무수행도 및 직무만족도, 이직 의도를 측정하고, 개인적 특성에 따른 직무수행도와 직무만족도의 차이를 살펴보고 이직 의도와의 상관관계를 분석하였다. 본 조사에 사용된 설문지는 한국보건의료인국가시험원 연구보고서(2000년)인 “영양사 직무분석”과 Smith 등이 개발한 직무만족 측정도구 Job Descriptive Index(JDI)를 수정․보완하여 일반사항, 직무 수행도 측정, 직무 만족도 측정, 직무만족 측정요소의 상대적인 순위측정, 이직 의도, 이직희망사유 등으로 구성하였다. 자료의 통계처리는 SPSS(Statistical Package for Social Science) v. 12.0 통계 패키지 Program을 이용하여 기술통계량, 분산분석(ANOVA), Duncan의 다중범위 검증을 실시하였다. 연구결과를 요약하면 다음과 같다. 1. 위탁급식 영양사들의 연령은 26˜30세가 51.6%로 가장 많았고, 결혼여부에 따라서는 68.1%로 미혼 영양사가 많았으며, 최종학력은 67.%로 방송통신대 또는 4년제 대학졸업이 가장 많았으며 전문대졸업의 경우는 8.8%로 적은 비율을 차지하고 있었다. 고용형태는 정규직이 85.7%로 높았으며 계약직(임시직)은 14.3%로 낮았다. 연봉은 1,800˜2,500만원 미만이 41.8%로 가장 많았으며, 대부분(77%)의 위탁급식영양사가 1,800원 이상의 연봉을 받고 있었다. 영양사로서의 근무경력은 5년 이상이 35.2%로 가장 높았다. 2. 위탁급식 영양사들의 전체 직무 수행도는 중 정도를 나타내었으며, 재고관리 직무수행도가 평균 3.0으로 가장 높게 나타났으며 조리작업 및 배식관리(M=2.9), 위생 및 안전관리(M=2.8)의 수행도가 순서대로 높게 나타났다. 교육 및 영양상담 항목은 중정도 이하의 낮은 수행력을 보여 주었다. 3. 위탁급식영양사의 직무 만족도를 측정한 결과 동료들에 대한 만족도가 가장 높았으며 상사의 감독, 직무자체, 승진, 급여 순으로 나타났다. 연령이 많고 기혼 일수록 직무자체에 대한 만족도가 높았고, 학력이 높을수록 상사의 감독과 동료관계에 대해 만족하였다. 연봉이 많을수록 직무자체, 급여, 상사의 감독, 승진, 동료관계에 대한 전체적인 만족도가 높았으며(p<.05) 경력이 길수록 급여, 승진에 대해 만족하였다(p<.01). 4. 직무만족요소의 상대적인 순위는 가장 중요하다고 생각하는 것이 직무자체였으며 그 다음이 급여, 동료관계, 승진의 순서였으며, 가장 중요하지 않다고 생각하는 요소는 상사의 감독이었다. 5. 위탁급식 영양사의 전반적인 직무수행도, 직무만족도, 이직 의도 간 상관관계 분석결과 직무수행도는 직무만족도와 정의 상관관계가 있는 것으로 나타났고, 직무만족도는 이직 의도와 부의 상관관계가 있는 것으로 나타났다. 즉, 위탁급식 영양사의 직무수행도가 높으면 직무만족도도 높게 나타나는 경향을 보였고, 직무만족도가 높으면 이직 의도는 상대적으로 낮게 나타나는 경향을 나타내었다.
본 연구는 위탁급식 영양사 100명을 대상으로 설문지를 이용한 자기기록 방법을 통하여 직무수행도 및 직무만족도, 이직 의도를 측정하고, 개인적 특성에 따른 직무수행도와 직무만족도의 차이를 살펴보고 이직 의도와의 상관관계를 분석하였다. 본 조사에 사용된 설문지는 한국보건의료인국가시험원 연구보고서(2000년)인 “영양사 직무분석”과 Smith 등이 개발한 직무만족 측정도구 Job Descriptive Index(JDI)를 수정․보완하여 일반사항, 직무 수행도 측정, 직무 만족도 측정, 직무만족 측정요소의 상대적인 순위측정, 이직 의도, 이직희망사유 등으로 구성하였다. 자료의 통계처리는 SPSS(Statistical Package for Social Science) v. 12.0 통계 패키지 Program을 이용하여 기술통계량, 분산분석(ANOVA), Duncan의 다중범위 검증을 실시하였다. 연구결과를 요약하면 다음과 같다. 1. 위탁급식 영양사들의 연령은 26˜30세가 51.6%로 가장 많았고, 결혼여부에 따라서는 68.1%로 미혼 영양사가 많았으며, 최종학력은 67.%로 방송통신대 또는 4년제 대학졸업이 가장 많았으며 전문대졸업의 경우는 8.8%로 적은 비율을 차지하고 있었다. 고용형태는 정규직이 85.7%로 높았으며 계약직(임시직)은 14.3%로 낮았다. 연봉은 1,800˜2,500만원 미만이 41.8%로 가장 많았으며, 대부분(77%)의 위탁급식영양사가 1,800원 이상의 연봉을 받고 있었다. 영양사로서의 근무경력은 5년 이상이 35.2%로 가장 높았다. 2. 위탁급식 영양사들의 전체 직무 수행도는 중 정도를 나타내었으며, 재고관리 직무수행도가 평균 3.0으로 가장 높게 나타났으며 조리작업 및 배식관리(M=2.9), 위생 및 안전관리(M=2.8)의 수행도가 순서대로 높게 나타났다. 교육 및 영양상담 항목은 중정도 이하의 낮은 수행력을 보여 주었다. 3. 위탁급식영양사의 직무 만족도를 측정한 결과 동료들에 대한 만족도가 가장 높았으며 상사의 감독, 직무자체, 승진, 급여 순으로 나타났다. 연령이 많고 기혼 일수록 직무자체에 대한 만족도가 높았고, 학력이 높을수록 상사의 감독과 동료관계에 대해 만족하였다. 연봉이 많을수록 직무자체, 급여, 상사의 감독, 승진, 동료관계에 대한 전체적인 만족도가 높았으며(p<.05) 경력이 길수록 급여, 승진에 대해 만족하였다(p<.01). 4. 직무만족요소의 상대적인 순위는 가장 중요하다고 생각하는 것이 직무자체였으며 그 다음이 급여, 동료관계, 승진의 순서였으며, 가장 중요하지 않다고 생각하는 요소는 상사의 감독이었다. 5. 위탁급식 영양사의 전반적인 직무수행도, 직무만족도, 이직 의도 간 상관관계 분석결과 직무수행도는 직무만족도와 정의 상관관계가 있는 것으로 나타났고, 직무만족도는 이직 의도와 부의 상관관계가 있는 것으로 나타났다. 즉, 위탁급식 영양사의 직무수행도가 높으면 직무만족도도 높게 나타나는 경향을 보였고, 직무만족도가 높으면 이직 의도는 상대적으로 낮게 나타나는 경향을 나타내었다.
For the purpose of this study, a total of 100 contract in dietitians were surveyed to measure how well they fulfill their functions, if they are happy with their jobs as contract in dietitians, and also if they want to quit their present jobs using questionnaires through the method of self-recording...
For the purpose of this study, a total of 100 contract in dietitians were surveyed to measure how well they fulfill their functions, if they are happy with their jobs as contract in dietitians, and also if they want to quit their present jobs using questionnaires through the method of self-recording and also examined any difference between the degree of job performance and the degree of satisfaction with their jobs according to individuals' characteristics and finally analysed what correlation their degrees of job performance and job satisfaction have with their possibility of quitting their jobs. The questionnaires used for this study is based on "Job Analysis of Nutritionists" -a survey conducted by the National Health Personnel Licensing Examination Board in 2000 and is also composed of general items, duty performance measurement, job satisfaction measurement, measurement of relative order of factors related to job satisfaction, their possible intention to quit jobs, the reasons for their hoping to change occupations after Job Descriptive Index(JDI) developed by Smith et al., which was revised and complemented for this research. With regard to gathering statistics of the data of this study, the statistics package program-SPSS(Statistical Package for Social Science) v. 12.0 was used to verify descriptive statistics, ANOVA, and Duncan's Multiple Range Test. The result of this study is summarized as follows. 1. The age of contract in dietitians surveyed for this study was found to be 26˜30 or 51.6 percent, the highest group. Concerning whether they are married or not, 68.1 percent of them were found to be unmarried, and with regard to their educational background 67 percent of them were found to be KNOU graduates or four-year course college graduates and also the percentage point of junior college graduates was only 6.6. With regard to the types of employment, 65.7 percent of them were regular workers, only 14.3 percent of them were contract workers (temporary employees). Regarding the amount of their annual salary, 41.6 percent of them were found to receive W1.6million˜2.5 million, and most of them were found to receive more than W1.6 million. With regard to the length of their employment, 35.2 percent of them were found to work longer than 5 years. 2. With regard to the degree of job performance for all of the surveyed subjects, it was found to be mediocre, their efforts regarding inventory management were examined to be 3.0 on average - a high mark. With regard to the question items on cooking and distribution of meals, they were given (M=2.9) and on hygiene and safety administration efforts, they are given (M=2.8). Regarding the question items on education and counselling about nutrition, their job performance level was found to be below mediocre. 3. Their job satisfaction level was measured to find that they were most happy with their colleagues, in the order of supervision of their managers, their duty, the opportunities to promote, the amount of salary. This shows that they are less happy with their managers' supervision, their job itself, promotion possibility, the amount of their salary than with their fellow workers. Those who are not young and who are married were found to be more happy with their job than those who are young and unmarried. And those with high degree of education background were found to be happy with their relations with their managers and their colleagues. The subjects were found to be overall happy with their job, the amount of salary, their managers' supervision, promotion, and with their colleagues when they get higher salary(p<.05) and those with long periods of employment were found to feel satisfaction with the amount of their salary (p<.01). 4. When they were asked to describe what factors determining their job satisfaction, their answers were about their job, the amount of salary they get, their relations with their colleagues, promotion. They cited managers. supervision as the least important factor. 5. The interrelationships among their general job performance, job satisfaction, their plans to quite jobs were analyzed to find that their job fulfillment has plus(++) correlations with their job satisfaction and their job satisfaction was found to have minus(-) correlations with their plans to quit jobs. This means that when they have a high degree of job performance, they have a high degree of job satisfaction, and when they have a high level of job satisfaction, their chance of leaving their jobs is relatively low.
For the purpose of this study, a total of 100 contract in dietitians were surveyed to measure how well they fulfill their functions, if they are happy with their jobs as contract in dietitians, and also if they want to quit their present jobs using questionnaires through the method of self-recording and also examined any difference between the degree of job performance and the degree of satisfaction with their jobs according to individuals' characteristics and finally analysed what correlation their degrees of job performance and job satisfaction have with their possibility of quitting their jobs. The questionnaires used for this study is based on "Job Analysis of Nutritionists" -a survey conducted by the National Health Personnel Licensing Examination Board in 2000 and is also composed of general items, duty performance measurement, job satisfaction measurement, measurement of relative order of factors related to job satisfaction, their possible intention to quit jobs, the reasons for their hoping to change occupations after Job Descriptive Index(JDI) developed by Smith et al., which was revised and complemented for this research. With regard to gathering statistics of the data of this study, the statistics package program-SPSS(Statistical Package for Social Science) v. 12.0 was used to verify descriptive statistics, ANOVA, and Duncan's Multiple Range Test. The result of this study is summarized as follows. 1. The age of contract in dietitians surveyed for this study was found to be 26˜30 or 51.6 percent, the highest group. Concerning whether they are married or not, 68.1 percent of them were found to be unmarried, and with regard to their educational background 67 percent of them were found to be KNOU graduates or four-year course college graduates and also the percentage point of junior college graduates was only 6.6. With regard to the types of employment, 65.7 percent of them were regular workers, only 14.3 percent of them were contract workers (temporary employees). Regarding the amount of their annual salary, 41.6 percent of them were found to receive W1.6million˜2.5 million, and most of them were found to receive more than W1.6 million. With regard to the length of their employment, 35.2 percent of them were found to work longer than 5 years. 2. With regard to the degree of job performance for all of the surveyed subjects, it was found to be mediocre, their efforts regarding inventory management were examined to be 3.0 on average - a high mark. With regard to the question items on cooking and distribution of meals, they were given (M=2.9) and on hygiene and safety administration efforts, they are given (M=2.8). Regarding the question items on education and counselling about nutrition, their job performance level was found to be below mediocre. 3. Their job satisfaction level was measured to find that they were most happy with their colleagues, in the order of supervision of their managers, their duty, the opportunities to promote, the amount of salary. This shows that they are less happy with their managers' supervision, their job itself, promotion possibility, the amount of their salary than with their fellow workers. Those who are not young and who are married were found to be more happy with their job than those who are young and unmarried. And those with high degree of education background were found to be happy with their relations with their managers and their colleagues. The subjects were found to be overall happy with their job, the amount of salary, their managers' supervision, promotion, and with their colleagues when they get higher salary(p<.05) and those with long periods of employment were found to feel satisfaction with the amount of their salary (p<.01). 4. When they were asked to describe what factors determining their job satisfaction, their answers were about their job, the amount of salary they get, their relations with their colleagues, promotion. They cited managers. supervision as the least important factor. 5. The interrelationships among their general job performance, job satisfaction, their plans to quite jobs were analyzed to find that their job fulfillment has plus(++) correlations with their job satisfaction and their job satisfaction was found to have minus(-) correlations with their plans to quit jobs. This means that when they have a high degree of job performance, they have a high degree of job satisfaction, and when they have a high level of job satisfaction, their chance of leaving their jobs is relatively low.
※ AI-Helper는 부적절한 답변을 할 수 있습니다.