정규직과 비정규직 근로자의 직무만족도가 서비스 지향성에 미치는 영향 - 국내 병원 종사자를 중심으로 - (The Effects of Regular and Contingent Worker's Job Satisfaction on Service Orientation - Focusing on Domestic Hospital Workers -)

서지정보

· 발행기관 : 한국생산성학회
· 수록지 정보 : 생산성연구: 국제융합학술지 / 29권 / 4호 / 145 ~ 169페이지
· 저자명 : 김선주, 최영진

초록

The purpose of this study is to find out the effect of job satisfaction according to types of hospital workers on service orientation. In addition, analyzed the difference of job satisfaction and service orientation between regular worker and contingent worker. In order to identify the determinants of service orientation and job satisfaction, we used salary, supervisor relations, promotion and colleagues as the final antecedents. Data collected from 4 hospitals which is located in capital area, and collected 127 questionnaires, which analyzed to find the characteristics of worker using factor analysis, frequency analysis, variance analysis with PLS(Partial Least Square).
Salary and colleagues relations do not affect to job satisfaction at a significance level of 5%, but the other antecedents affect to job satisfaction at a significance level of 5%.
Also, we found out the mediating effect of workers types, such as regular and contingent in hospital, which is compose of diverse specialist. The results showed the difference between regular worker and contingent worker in the path coefficient in the research model.
At the contingent model, R² of service orientation is 14.6%, and R² of job satisfaction is 51.9%, which is over the criteria of Fornell and Larcker. Salary and promotion did not accept at a significance level of 5%. Also, regular model, R² of service orientation is 63.8%, and R² of job satisfaction is 64.1%, which satisfied with the criteria of Fornell and Larcker. Colleagues and supervisor relations did not accept at a significance level of 5%. The difference of two models is a evidence of mediating effect.
Following the former research, salary is a significant factor to jab satisfaction, but, salary is a insignificant variable at the contingent model. But, supervisor relations is a important variable. It means that contingent workers try to keep the good relationship with supervisor, because of following hire contract. Salary does not a important to contingent workers, because their salary does not change during contract. But, salary is a significant factor to the regular workers, and they affected by promotion. Specially, supervisor relations does not significant in the regular model. It may be reason for the hospital is stable and compose of specialist. The research results are used to manage diverse types worker.

영어초록

The purpose of this study is to find out the effect of job satisfaction according to types of hospital workers on service orientation. In addition, analyzed the difference of job satisfaction and service orientation between regular worker and contingent worker. In order to identify the determinants of service orientation and job satisfaction, we used salary, supervisor relations, promotion and colleagues as the final antecedents. Data collected from 4 hospitals which is located in capital area, and collected 127 questionnaires, which analyzed to find the characteristics of worker using factor analysis, frequency analysis, variance analysis with PLS(Partial Least Square).
Salary and colleagues relations do not affect to job satisfaction at a significance level of 5%, but the other antecedents affect to job satisfaction at a significance level of 5%.
Also, we found out the mediating effect of workers types, such as regular and contingent in hospital, which is compose of diverse specialist. The results showed the difference between regular worker and contingent worker in the path coefficient in the research model.
At the contingent model, R² of service orientation is 14.6%, and R² of job satisfaction is 51.9%, which is over the criteria of Fornell and Larcker. Salary and promotion did not accept at a significance level of 5%. Also, regular model, R² of service orientation is 63.8%, and R² of job satisfaction is 64.1%, which satisfied with the criteria of Fornell and Larcker. Colleagues and supervisor relations did not accept at a significance level of 5%. The difference of two models is a evidence of mediating effect.
Following the former research, salary is a significant factor to jab satisfaction, but, salary is a insignificant variable at the contingent model. But, supervisor relations is a important variable. It means that contingent workers try to keep the good relationship with supervisor, because of following hire contract. Salary does not a important to contingent workers, because their salary does not change during contract. But, salary is a significant factor to the regular workers, and they affected by promotion. Specially, supervisor relations does not significant in the regular model. It may be reason for the hospital is stable and compose of specialist. The research results are used to manage diverse types worker.

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