조선업 종사자의 직무스트레스와 직무태도에 관한 실증연구

Abstract

ABSTRACT

An Empirical Study on The Stress Influences on the Job Attitudes toward the Employees of the Shipbuiding Industry Workers

Hong Taek su Advisor : Prof. Jong-rok Yoon, Ph,D. Department of Business Adminstration Graduate School of Business Adminstration, Chosun University

Today, companies faces the rapid changes in environments owing to global management, excessive supply of the products and services, diversity, and increasing expectation of customers. Thus, employees are exposed to the numerous job requirements and stresses from the role conflict, the role ambiguity, the role overload, the interpersonal relations, safety, the job insecurity, and the job performance. Particularly, employees in the Shipbuiding Industry Workers work in a more poor environment compared to those in other industries. These situations cause job stress, job dissatisfaction, low productivity, higher absences and turnover, and low organizational performance. To cope with these difficulties, managers should manage to reduce job stresses, job burnouts, and negative job attitudes. The extant study on job stress indicates that the study of job stress has been limited to the effect of job stress and job attitudes. Thus, this has been limited to the effect of job stress and job attitudes. Thus, this study is added to the previous studies in the area of job stress including the concept of organizational support as moderating variables. This study is to make the concepts and to produce the reasons of each factor and the measurement item so as to grasp the concept and composition factors of role conflict, role ambiguity, role overload, safety, job insecurity, job stress, organizational support, job burnout, and job attitudes. The research has been carried out with employees who have Shipbuiding Industry Workers in Korea. The research results can be led to show how stressors affect on job stress, job burnout and job attitudes as proceeding factors. Finally, the hypotheses to know the moderating relationship among organizational support, job burnout and job attitudes have been verified. First of all, the results of this study show that stressors, except for interpersonal relationship, have a statistically significant relationship in relation to the hypothesis of stressors on job stress. Secondly, job stress shows a statistically significant relationship with job burnout, and job stress shows a statistically significant According to the research result, firsly, role conflict, role ambiguity, role overload, job insecurity, and low level of safety, then their job stress level also has increased. Thus, managers try to decrease role conflict, ambiguity, overload, job insecurity, and to increase safety of employees so as to decrease the level of job stress. Secondly, self-esteem, A-type behavior, and organizational support have significant moderating relationships with job stress and job burnout. To increase employees organizational support need to improve construction employees productivity and company performance through job satisfaction and job commitment. Thirdly, organizational support has not a significant moderating relationship with job satisfaction and change-job intention. This result means that, in human resource management, the management of organizational support should be controled separately.