건강가정사의 조직문화 인식과 직무만족에 관한 연구
Organizational Culture and Job Satisfaction as Perceived by Healthy Family Specialists
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초록
This study's aim is to empirically analyze the relationship between the type of organizational culture and the level of job satisfaction as perceived by healthy family specialists. The study was conducted by investigating 214 healthy family specialists at the HFSC (Healthy Family Support Centers) nationwide. The findings of the study can be summarized as follows. First, the characteristics of the organizational culture of the HFSC include Group culture, Development culture, Hierarchy culture, and Rational culture, in that order of importance. Second, the level of job satisfaction as perceived by healthy family specialists was determined by such categories as coworkers, leadership, the work itself, organization, promotion, and salary, in that order of importance. Third, the job satisfaction of specialists based on the organizational culture of HFSC showed a meaningful positive correlation between Development culture and Group culture, and job satisfaction. This study is meaningful in that it may contribute to institutional improvements such as more appropriate salaries and a promotion system, the readjustment of task evaluation and distribution of work, and the formation of an open organizational culture where new creative ideas can be discussed.
Abstract
This study's aim is to empirically analyze the relationship between the type of organizational culture and the level of job satisfaction as perceived by healthy family specialists. The study was conducted by investigating 214 healthy family specialists at the HFSC (Healthy Family Support Centers) nationwide. The findings of the study can be summarized as follows. First, the characteristics of the organizational culture of the HFSC include Group culture, Development culture, Hierarchy culture, and Rational culture, in that order of importance. Second, the level of job satisfaction as perceived by healthy family specialists was determined by such categories as coworkers, leadership, the work itself, organization, promotion, and salary, in that order of importance. Third, the job satisfaction of specialists based on the organizational culture of HFSC showed a meaningful positive correlation between Development culture and Group culture, and job satisfaction. This study is meaningful in that it may contribute to institutional improvements such as more appropriate salaries and a promotion system, the readjustment of task evaluation and distribution of work, and the formation of an open organizational culture where new creative ideas can be discussed.
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