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지원사업
학술연구/단체지원/교육 등 연구자 활동을 지속하도록 DBpia가 지원하고 있어요.
커뮤니티
연구자들이 자신의 연구와 전문성을 널리 알리고, 새로운 협력의 기회를 만들 수 있는 네트워킹 공간이에요.
논문 기본 정보
- 자료유형
- 학술저널
- 저자정보
- 저널정보
- 한국보건복지학회 보건과 복지 보건과복지 제16집
- 발행연도
- 2014.12
- 수록면
- 59 - 80 (22page)
- DOI
- 10.23948/kshw.2014.12.16.59
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초록· 키워드
오류제보하기
The purpose of the study to analyze the effects of organizational environment upon job satisfaction and organizational commitment for the managing staff of National Health Insurance Service(NHIS) For this purpose, questionnaires were distributed to and collected from the leading members of NHIS from Feb. 3 to 7, 2014 and 429 questionnaires collected were put to analysis which showed following results:
First, among the factors of organizational environment of NHIS, the mean trust in co-workers turned out to be 3.67, followed by 3.07 for fairness of personnel management, 2.53 for fairness in compensation system and 2.41 for appropriate job allotment. Second, their job satisfaction amounted to 3.70 in average. Significant difference was found by religion as well as by job grade, position, current job, working period and payment level as job characteristics. Third, organizational commitment was 3.71 in average. There was significant difference in it depending on education as well as on job grade, position, working period in the current job, and payment level as job characteristics of the managing staff members. Fourth, all sub-factors of the organizational environment exerted statistically significant positive (+) impact upon their job satisfaction. Fifth, among the sub-factors of the organizational environment, fairness of personnel management and trust in co-workers in order were found to have statistically significant positive (+) influence upon the organizational commitment of the managing staff. Sixth, both job satisfaction and organizational commitment showed statistically significant positive (+) co-relationship with organizational environment, while there was also statistically significant positive (+) co-relationship between job satisfaction and organizational commitment.
First, among the factors of organizational environment of NHIS, the mean trust in co-workers turned out to be 3.67, followed by 3.07 for fairness of personnel management, 2.53 for fairness in compensation system and 2.41 for appropriate job allotment. Second, their job satisfaction amounted to 3.70 in average. Significant difference was found by religion as well as by job grade, position, current job, working period and payment level as job characteristics. Third, organizational commitment was 3.71 in average. There was significant difference in it depending on education as well as on job grade, position, working period in the current job, and payment level as job characteristics of the managing staff members. Fourth, all sub-factors of the organizational environment exerted statistically significant positive (+) impact upon their job satisfaction. Fifth, among the sub-factors of the organizational environment, fairness of personnel management and trust in co-workers in order were found to have statistically significant positive (+) influence upon the organizational commitment of the managing staff. Sixth, both job satisfaction and organizational commitment showed statistically significant positive (+) co-relationship with organizational environment, while there was also statistically significant positive (+) co-relationship between job satisfaction and organizational commitment.
목차
Ⅰ. 서론
Ⅱ. 연구방법
Ⅲ. 연구결과
Ⅳ. 고찰
Ⅴ. 결론
참고문헌
Abstract
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UCI(KEPA) : I410-ECN-0101-2016-338-001265165