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NTIS 바로가기한국융합학회논문지 = Journal of the Korea Convergence Society, v.9 no.11, 2018년, pp.393 - 402
신영일 (한국보건복지인력개발원 서울교육센터)
Recently, interest in organizational performance has been increasing due to marketization and diversification of supplier introduced in long-term care system. To analyze the effects of caregivers' calling on the organizational performance of long-term care facilities and to examine the mediating eff...
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핵심어 | 질문 | 논문에서 추출한 답변 |
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노인장기요양보험제도란 무엇인가? | 우리나라는 2026년 초고령사회 진입이 예상되는 등 유례없이 빠른 고령화에 대응하고자 2006년 노인장기요양법을 입법하였고 2008년 7월부터 전국적으로 장기요양보험제도를 실시하였으며[1], 2015년 기준 전국 5066개소의 장기요양시설이 설치․운영되고 있다[2]. 노인장기요양보험제도는 전통적으로 가족이 책임지던 노인부양의 의무를 국가가 나누어지는 공적서비스로[1], 공적부담을 축소하면서 보편적 복지를 추구하기 위하여 공급 주체의 다원화와 서비스의 시장화를 추진전략으로 채택하였다[3]. 이와 같은 복지시장 확대와 시장논리에 따른 복지서비스의 제공은 제공기관의 경쟁 촉진 및 소비자의 선택권 확대에 기여하는 긍정적인 측면도 있지만[4] 장기요양서비스 제공기관들이 경쟁과 생존을 바탕으로 하는 이윤동기에 노출되어 요양보호사의 전문성과 서비스 공급의 효율성을 확보하기 어려운 문제점도 동시에 안고 있다[3]. | |
조직성과에 미치는 요양보호사 개인요인의 영향을 살펴보는 것은 어떠한 의미를 가지는가? | 조직요인은 조직성과에 영향을 주는 기관의 특성요인을 의미하며 조직투명성[15], 조직특성[16], 조직학습[17], 시설장 리더십[18] 등에 관하여 많은 연구가 진행되었다. 한편 요양보호사는 장기요양시설 전체 인력의 94%를 차지하여[19] 조직성과에 중요한 영향을 미치는 인적요소이므로[20] 조직성과에 미치는 요양보호사 개인요인의 영향을 살펴보는 것은 장기요양시설의 조직성과를 제고하는 출발점이라고 할 수 있다. 그럼에도 불구하고 조직성과에 대한 요양보호사 개인요인의 영향을 연구한 사례는 시장지향성[21]과 직무스트레스[22] 등에 국한될 정도로 매우 제한적이다. | |
조직성과에서 구분된 심리적 성과, 경제적 성과, 관리적 성과의 하위요인으로 무엇이 있는가? | Campbell & Cairns는 조직성과를 심리적 성과, 경제적 성과, 관리적 성과로 구분하였다[7]. 심리적 성과의 하위요인으로는 직무만족, 응집성, 동기부여, 사기, 유연성과 적응성 등이 해당하고, 경제적 성과는 효과성, 효율성, 성장성, 수익성, 품질, 목표 달성도 등이 포함되며, 관리적 성과는 결근율, 이직율, 사고발생빈도 등이 해당된다[8]. 사회복지조직을 대상으로 수행된 다수의 연구들은 사회복지의 공익성을 고려하여 경제적 성과인 조직 효과성과 효율성 외에 공정성을 조직성과 요소로 다루었다[9,10]. |
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