한국해양대학교

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노동서비스의 질적 개선의 영향요인에 관한 연구

Title
노동서비스의 질적 개선의 영향요인에 관한 연구
Alternative Title
노동서비스의 질적 개선의 영향요인에 관한 연구
Author(s)
김순화
Publication Year
2015
Publisher
한국해양대학교 대학원
URI
http://kmou.dcollection.net/jsp/common/DcLoOrgPer.jsp?sItemId=000002174740
http://repository.kmou.ac.kr/handle/2014.oak/8827
Abstract
The purpose of this study is to confirm whether the perception towards the elderly and job attitudes can determine the impact of the labor service satisfaction for the nursing workforce in the care hospitals in an aging society. This study utilizes the basic data for the systematic policy recommendation for the elderly or the qualitative improvement of labor services corresponding to the aging society. Also this study tries to emphasize the development of the job training programs for employees in the care hospitals and the efficient business management. More specifically, to examine how the factors related to the perception towards the elderly of nursing workforce in the care hospital, the labor service satisfaction, and the the organizational commitment are related to the qualitative improvement and satisfaction of labor services, this study made an attempt to look for the differences between groups on the labor service satisfaction and analyzed for the statistical correlation of the independent variables. And this study tried a variety of approaches to consider the empirical analysis through the objective statistical data and reviewed many books and other literature, press releases, government publications, and previous studies about the ongoing population decline and the phenomenon of aging.

In the empirical analysis, the perception towards the elderly of care hospital workers was measured as the 38 items with 5-point scale measurement. Based on this, we classified the groups according to higher and lower scores than the average value, and then analyzed the differences in the impact on the patient satisfaction of labor services. In the empirical result, the average score of the senior recognition image in the case of full-time care of the elderly hospitals was 2.62±0.42 and the average score of non-regular workers was 2.76±0.61. The average score of the senior recognition image in the case of the entire workers was 2.70±0.52.

The important implication for the results of this study is that the non-regular care personnels have higher average scores of the senior recognition image rather than the full-time care personnels who have the strong loyalty to the organization in general.

And in terms of the patient satisfaction of provided labor services, the patient satisfaction’s average value of the group with the high elderly recognition image (groupⅠ) in the care hospital was 3.8167. It was higher than the patient satisfaction average value 3.1271 of the group with the low elderly recognition image (group Ⅱ) at the 0.001 significance level.

To see the difference for the patient satisfaction with labor services in accordance with the work-related attitudes, firstly, this study gave the 10 questions related to the job satisfaction and the 20 questions related to the management and extracted the key factors affecting the job satisfaction and the organizational commitment.

And this study calculated the average value of the key factors and based on the average value, divided all groups into subgroups according to the high-level job satisfaction and the organizational commitment (group Ⅰ) and low group (group Ⅱ) and then analyzed the differences in the patient satisfaction with care services among these groups.

In the case of the job satisfaction based on personal characteristics, the average value of full-time workers was 4.12 points, and the average value of non-regular workers was 3.52 points. More specifically, in the position of female persons than male persons, in the age group from 40 to 50 years old, the married people and the group with the religion of Catholicism, the people of the higher income level showed the higher levels of the job satisfaction. And in terms of the organizational commitment, similar results were shown but in the age group over 50 years old, the strongest organizational commitment was shown.

Finally, this study separated all group into some subgroups such as a high group (group Ⅰ) and a low group (group Ⅱ) in terms of the senior recognition image level, the job satisfaction, and the organizational commitment levels. This study confirmed that the higher level of senior image, the job satisfaction, and the organizational commitment are, the more positive the impacts on the satisfaction of labor services are, through the analysis to investigate the differences of effects on the satisfaction of patients about care services.

The study suggests the following proposals, based on the empirical results.

First, in order to improve the management efficiency of the care hospital and the image of the senior recognition, a variety of educational programs should be developed and the some policies to provide more opportunities to the persons with old ages and more experiences should be recommended.

Second, because the workers in the care hospitals need to work for 24 hours, in order to improve the job satisfaction or the organizational commitment, given the specificity of care hospitals and adequate compensation, the way to improve the professionalism about the job performance of employees should be provided.

Third, in the professionalism, the level of job satisfaction and the organizational commitment, the deviation was shown between the regular and the non-regular workers. Thus, the self-education programs that target non-regular workers with the small amount of training and relatively low education levels, or institutional devices that allow workers to complete the mandatory external training are required.

Fourth, the working conditions or the wages and welfare factors have been identified as the important variables that influence the job satisfaction and the organizational commitment. Therefore, given the specificity of the senior care hospitals, the improvement of human resource management systems or innovations are required.

Fifth, various administrative measures that can improve the senior recognition image or increase the job satisfaction and the organizational commitment or institutional arrangements are required.
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무역학과 > Thesis
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