부산지역 병원급식 조리종사자의 직무특성 및 직무만족이 조직몰입에 미치는 영향에 관한 연구

Abstract

The purpose of this study was to provide basic data for human resources management of hospital foodservice employees and investigate their job characteristics, job satisfaction and organizational commitment according to recent hospital environment changes. The manpower management had a high level of dependence on human resources where their effect was an important factor in business. This study conducted a survey of three tertiary hospitals and six general hospitals of work foodservice employees in total nine hospitals in Busan area. Three tertiary hospital distributed 100 questionnaires and collected 62 questionnaires. The six general hospitals distributed 148 questionnaires and collected 107 questionnaire. From among these 11 questionnaires were excluded due to inconsistencies and non-description. Therefore used in this analysis there were a total of 158 questionnaires. The collected data took statistics by used SPSS win 18.0 program. This survey was conducted from september 1th to the 25th, 2014. The results can be summarized as follows : Foodservice employees had a mean age of 49.9 years, work experience was 7.4 years and education level is 74.7% as most people had a high school education. The mean annual salary was 21,171,000 won. Next, working characteristics under 8 working hours per day 59.5%, regular worker was 41.1%, as type of occupation general employees was 64.6% and the responsibility at work show cook work was 52.5%. Type of medical institution tertiary hospital was 36.7%, general hospital was 63.3% and type of foodservice self operated was 52.2%. A mean total of meals/cook was 57.8 people,a mean number of patient meals/cook was 39.4 people and a mean number of employees/cook was 18.4 people. Conducting job rotation hospital was 87.3%. The total score of job characteristics according to individual characteristics of foodservice employees showed significantly difference work experience(p<0.001), annual salary(p<0.01) and cooking certification(p<0.05). Also the total score of job characteristics showed significantly difference as to the type of occupation(p<0.001) and responsibility at work(p<0.001). The total score of job satisfaction according to individual characteristics of foodservice employees showed significantly difference as to the age(p<0.05), annual salary(p<0.001) and turnover intention(p<0.001). And the total score of job satisfaction according to hospital foodservice operating characteristics showed significantly difference only to the type of foodservice(p<0.05). The organizational commitment according to individual characteristics of foodservice employees showed significantly difference as to age(p<0.001),work experience(p<0.001), annual salary(p<0.001) and turnover intention(p<0.05). And the organizational commitment according to working characteristics showed significantly difference as to the type of occupation(p<0.05) and responsibility at work(p<0.01). Also the organizational commitment according to hospital foodservice operating characteristics showed significantly difference as to the type of foodservice(p<0.01), number of patients meals/cook(p<0.001) and does the organization offer job rotation (p<0.05). There was positive correlation(p<0.001) between organizational commitment and job characteristics, job satisfaction. In sub factors of job characteristics, skill variety(p<0.001), feedback(p<0.01), and task significance(p<0.001) had significantly positive correlation with organizational commitment. In sub factors of job satisfaction, work, pay, and co-workers showed significantly positive correlation(p<0.001) with organizational commitment. The job characteristics(β=0.249, p<0.001) and job satisfaction(β=0.380, p<0.001) had positive influences on the organizational commitment(p<0.001). In sub factors of job characteristics, the skill variety(β=0.346, p<0.001) and task significance(β=0.182, p<0.05)had positive influences on organizational commitment. but task identity(β=-0.184, p<0.05) had negative influence on organizational commitment. In sub factors of job satisfaction, work(β=0.291, p<0.001) andpay(β=0.252, p<0.01) had positive influences on organizational commitment. I suggest improvement plan of organizational commitment as follows: Firstly, job rotation implement actively and thereby can conduct a variety of tasks. Secondly, to increase the number of tasks and variety to foodservice employees performed by job enlargement. Thirdly, it needs to manage foodservice employees to become more professional in their work to increase control span of their work to reinforceresponsibility and fulfilment by job enrichment. Last of all, although the salary factor had an effect on the organizational commitment, in reality the annual salary was very low. Therefore, hospital management need to consider increasing salaries to get a highersatisfaction from foodservice employees. This research was limited to hospital foodservice employees in the Busan area. Also, it was insufficient to represent a study on the effect of job characteristics and job satisfaction of foodservice employees on the organizational commitment due to the small sample size of the number of people surveyed.