지체장애 근로자의 업무특성과 근무환경이 직무만족에 미치는 영향

Abstract

At work, those with physical disabilities first experience the work environment and take on their tasks. Therefore, it is very important to provide a work environment where they can demonstrate their abilities and feel satisfied with their jobs. In this regard, this study analyzes the effect of the job characteristics and work environment of workers with physical disabilities on job satisfaction and empirically verifies whether social capital and disability acceptance play the role as moderating variables in the causal relationship in order to provide basic data for the improvement of the job satisfaction of workers with physical disabilities. To this end, this study analyzed the survey results of 929 workers with physical disabilities out of the 3,995 respondents to the fourth survey of the second wave of the Panel Survey of Employment for the Disabled performed by the Korea Employment Agency for Persons with Disabilities, Employment Development Institute in 2019. This study utilized the statistical program SPSS WIN 26.0 in analyzing the effect of job characteristics and work environment on job satisfaction as well as the moderating effect of social capital and disability acceptance on these factors. Frequency analysis and descriptive statistical analysis were performed to examine the sociodemographic characteristics of the survey respondents and the characteristics of the main variables, and t-test and analysis of variance (ANOVA) were used in exploring the difference between the main variables according to the general characteristics of the subjects. Scheffe's test was performed for post-verification, and Pearson's correlation analysis was carried out to investigate the correlation between the variables. Regression analysis was conducted to examine the effect between the main variables, and hierarchical and moderated regression analyses were performed to analyze the moderating effect of social capital and disability acceptance on the relationship between the main variables. The results of this study are as follows: First, in Model 1 where a hierarchical regression analysis was performed by keeping the general characteristics under control to investigate the sheer effect of job characteristics and work environment on job satisfaction in workers with physical disabilities, it was revealed that men showed higher job satisfaction than women and that those who were younger, had a higher education level, had a permanent position, and earned a higher average monthly salary showed higher job satisfaction. In Model 2, where a multiple regression analysis was conducted using all sub-variables, it was found that sociodemographic characteristics, including gender, age, the highest education level, and average monthly salary, increased job satisfaction. In addition, job characteristics, convenience facilities, and welfare benefits showed a significant effect. The results suggest that job satisfaction can be improved by understanding the job characteristics of workers with physical disabilities and enhancing their work environment by upgrading convenience facilities and welfare benefits. Second, in the effect of the job characteristics of workers with physical disabilities on job satisfaction, networks had a significant effect. This indicates that networks play a moderating role in the effect of job characteristics on job satisfaction and increase the positive effect on job satisfaction. The results indicate that networks play an important role in the job search and economic activities of workers with physical disabilities. On the other hand, trust and participation did not show statistically significant results. Third, in the effect of the job characteristics of workers with physical disabilities on job satisfaction, disability acceptance showed a significant effect on job satisfaction. This confirms that disability acceptance plays a moderating role in the effect of job characteristics on job satisfaction and increases the positive effect on job satisfaction. The results suggest that workers with physical disabilities can improve job satisfaction by accepting their disabilities, living positively, doing their best to adapt to society, and expanding personal relationships. Fourth, in the effect of convenience facilities for workers with physical disabilities on job satisfaction, networks, trust, participation, and disability acceptance did not show statistically significant results. Fifth, in the effect of welfare benefits for workers with physical disabilities on job satisfaction, networks and trust had a significant effect on job satisfaction. This suggests that networks and trust play a moderating role in the effect of welfare benefits on job satisfaction and increase the positive effect of welfare benefits on job satisfaction. On the other hand, participation and disability acceptance did not had statistically significant results. Based on the above results, this study suggests the followings: First, the educational level of workers with physical disabilities has a significant effect on job satisfaction. Therefore, it is necessary to develop policies to encourage the disabled to pursue higher education (university or higher) so as to increase their job satisfaction. In addition, the government needs to provide financial support to improve the overall education level and assistance for the development and enhancement of vocational competency. Second, the employment types, such as permanent or contract employment, has an effect on job satisfaction. In order to solve the problem that more companies are looking to hire contract employees, it is necessary to develop institutional measures that require employing more permanent positions. In particular, it is required for the government to introduce policy measures to increase permanent employment opportunities. As part of the policy measures, this study suggests increasing salary for contract employees in proportion to that for permanent employees. Third, convenience facilities, among other work environment factors for workers with physical disabilities, have a positive effect on job satisfaction. Therefore, it is necessary to create a work environment where workers with physical disabilities can gain access to and move around easily. This study suggests expanding convenience facilities in the businesses with a mandatory employment quota for the disabled in stages, implementing a barrier-free (BF) certification system to ensure a living environment without barriers, and developing institutional measures to support businesses obligated to hire the disabled by granting subsidy for convenience facilities, distributing assistive devices, and giving incentive to employers that have fulfilled their obligations. Fourth, it is required to implement a mandatory employment system within the law and regulations for the employment of the disabled. In order to increase the employment rate for the disabled, the mandatory employment quota must be expanded to include small and medium-sized businesses. For businesses with low employment rates for the disabled, it is suggested to make the most of the current system of disclosing the names of businesses, apply different employment charges, and restrict their participation in public bidding. Fifth, businesses obligated to employ the disabled are required to provide various welfare benefits in consideration of local characteristics and the size of the workplace so as to meet the individual needs of workers with physical disabilities. In addition to the social and institutional support for welfare benefits, this study suggests that companies offer their disabled employees education and training fees for the improvement of job performance and self-development and expenses for the enhancement of physical and mental health according to the size of the workplace. Sixth, this study found that workers with physical disabilities had been networking mostly through informal relationships such as family, friends, and neighbors; the level of formal networks related to work was low. Therefore, this study suggests developing employment policies to support the job search and stable employment of the disabled in order to strengthen the formal networks of workers with physical disabilities and to expand their participation in social activities.