장애인체육지도자의 직무특성이 직무만족과 조직효율성 및 조직헌신도에 미치는 영향

Abstract

This study is to analyze the influence of job characteristic of physical director for the disabled on their job satisfaction, organizational efficiency and organizational commitment. And the result is as below. First, as a result of reviewing the difference in work characteristic, job satisfaction, organizational commitment and job satisfaction according to demographic characteristic of sports leader for the disable, it was found that there was significant difference in salary satisfaction (of job satisfaction), organization satisfaction, organizational adaptation (of organizational efficiency) and loyalty (of organizational commitment) between male and female groups. And, male director showed higher value in salary satisfaction (of job satisfaction) and organization satisfaction (of organizational efficiency) than female director. Meanwhile, female director showed higher value in organization adaptation (of organizational efficiency) and loyalty (of organizational commitment). When it comes to educational background criterion, there was significant difference in duty and job safety (of job satisfaction). And it was found that a director who completed four-year-course colleague had higher value than a director who completed two-year-course colleague. For the criterion of organization, organization adaptation of organizational efficiency showed significant difference. A physical director of the disabled had higher value than director working for rehabilitation center for the disabled. As for the criterion of age, those in their 40s showed high value in task significance (of job characteristic), duty, job security, boss leadership, salary satisfaction, relation with colleague, emotional status (of job satisfaction), organization adaptation (of organizational efficiency) and loyalty (of organizational commitment). However, those in their 20s and 30s showed high value in job autonomy, feedback, organization satisfaction, organizational commitment (of job characteristic) and spontaneity (of organizational commitment). Also, work experience showed significant difference in function’s diversity of job characteristic. Instructor with bountiful experiences recorded highest score. Meanwhile, duty, boss leadership, salary satisfaction, relation with colleague, emotional status (of job satisfaction), organizational commitment (organizational efficiency), and spontaneity (of organizational commitment) had also significant difference. In all criterions above, directors with less work experience showed higher value. When it comes to monthly wage, there was no significant difference in al criterions, including job characteristic, job satisfaction, organizational efficiency and organizational commitment. Second, according to the correlation between job characteristic and job satisfaction, it was found that spontaneity and feedback (of organizational commitment) had positive influence on duty, job security and emotional status (of job satisfaction). And, function’s diversity, spontaneity and feedback (of job characteristic) had positive influence on boss leadership and relation with colleague (of job satisfaction). Meanwhile, function’s diversity, task significance, spontaneity and feedback were found to have positive influence on salary satisfaction of job satisfaction. Third, the correlation between job characteristic and organizational efficiency showed that spontaneity and feedback (of job characteristic) had positive influence on organization satisfaction (of organizational efficiency). Function’s diversity, spontaneity and feedback (of job characteristic) had positive influence on organizational commitment of organizational efficiency. Meanwhile, task significance (of job characteristic) was found to have positive influence on organization adaptation of organizational efficiency. Fourth, when it comes to the correlation between job characteristic and organizational commitment, task significance (of job characteristic) showed positive influence on loyalty of organizational commitment. And, function’s diversity, spontaneity and feedback (of job characteristic) had positive influence on spontaneity of organizational commitment.