The purpose of this study was to analyze the Educational administration officers' Job Satisfaction in Gyeongnam Province. In order to fulfill the study purpose, a total of 480 public educational administration staffs, the subject of this study, belonging to the Gyeongsangnam-do Office of Education w...
The purpose of this study was to analyze the Educational administration officers' Job Satisfaction in Gyeongnam Province. In order to fulfill the study purpose, a total of 480 public educational administration staffs, the subject of this study, belonging to the Gyeongsangnam-do Office of Education were surveyed, from which the questionnaires completed by 468 individuals were collected and analysed. The following are the primary outcomes of this study. First of all, the level of job satisfaction of the study subjects was shown to be above average in almost all categories. Out of 11 categories, the one showing the highest figure was the level of satisfaction related to the relationship with supervisors(M=4.00), while the lowest was related to wages(M=2.79). Second, when looking at differences in the background variables of those taking the survey related to job satisfaction, significant differences were shown in relation to rank, education level and place of work, while the level of job satisfaction rose according to seniority of rank. Those with lower levels of education showed higher job satisfaction, and in regard to place of work, those employed at high schools or educational administration offices generally showed a higher level of satisfaction than those employed at elementary and middle schools. Third, when looking at the influence of rank, education level, and place of work on each category of job satisfaction, it was shown that rank had a positive influence on the categories of the nature of work, amount of work, superiors, recognition, wages, physical environment, and job stability. Education level was seen to have an negative influence in the categories of wages, physical environment, staff and professional role as public employee. Meanwhile, place of work was seen to have a positive influence on the amount of work, and a negative influence on recognition and job stability.
The purpose of this study was to analyze the Educational administration officers' Job Satisfaction in Gyeongnam Province. In order to fulfill the study purpose, a total of 480 public educational administration staffs, the subject of this study, belonging to the Gyeongsangnam-do Office of Education were surveyed, from which the questionnaires completed by 468 individuals were collected and analysed. The following are the primary outcomes of this study. First of all, the level of job satisfaction of the study subjects was shown to be above average in almost all categories. Out of 11 categories, the one showing the highest figure was the level of satisfaction related to the relationship with supervisors(M=4.00), while the lowest was related to wages(M=2.79). Second, when looking at differences in the background variables of those taking the survey related to job satisfaction, significant differences were shown in relation to rank, education level and place of work, while the level of job satisfaction rose according to seniority of rank. Those with lower levels of education showed higher job satisfaction, and in regard to place of work, those employed at high schools or educational administration offices generally showed a higher level of satisfaction than those employed at elementary and middle schools. Third, when looking at the influence of rank, education level, and place of work on each category of job satisfaction, it was shown that rank had a positive influence on the categories of the nature of work, amount of work, superiors, recognition, wages, physical environment, and job stability. Education level was seen to have an negative influence in the categories of wages, physical environment, staff and professional role as public employee. Meanwhile, place of work was seen to have a positive influence on the amount of work, and a negative influence on recognition and job stability.
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