사회복지시설 종사자 관리모형에 관한 연구

Abstract

This study tests a employee management model for social welfare facilities. In particular, it analysed the effective employee management models at Social welfare facilities for seniors and disabilities. The results of the study are summarized as follows: This study obtained the Cronbach ? value through analysing reliability based on the items analysed using a questionnaire. As other analytical methods, it used a frequency test to identify the features of samples, recognition level evaluation on the variables of the entire samples through the means of technological statistics, standard deviation and skewness and t-test, dispersion test, and correlations test between variables to obtain Pearson correlation coefficient. Such tests were used to enhance reliability of the test results in demonstrating research models and assumption, and to interpret the results of the test using SAS V.8.2. This study analysed the differences in characteristics of the heads of institutes and found that marriage, gender, age, educational background, monthly income, and career had no significance on the variables of service management responsibility and behavior-based evaluation of the heads, but in respect to the types of institutes, behavior-based evaluation had significant influence. As a result of analysing employees of institutes, male showed higher adaptability. When they were married and older, their mean values were higher. In respect to career, there were no significant differences between variables of role conflict, ambiguity, efficacy, occupational satisfaction, and adaptability. Therefore, the results of analysing the assumptions of the study are summarized as follows: First, the service quality management of social welfare institutes had influence on both empowerment and behavior-based evaluation while empowerment and behavior-based evaluation had significant influence irregardless of the types of institutes. According to the types of institutes, composite children's service institute had influence on occupational satisfaction and self-efficiency while senior and disabilities institutes did not have any significant influence. Second, the behavior-based evaluation by the heads of social welfare institutes had significant influence on occupational satisfaction. As a result of tests according to types of institutes, the behavior-based evaluation of the heads had no significant influence on composite children's service institute while it had significant influence on occupational satisfaction at senior and disabilities institutes. Third, role conflicts of employees working in the institutes had a significant influence on role ambiguity and occupational satisfaction. As a result of the test according to the types of institutes, for composite children's institute, it had an influence on role ambiguity, occupational satisfaction and adaptability, and for senior and disabilities institutes, it had a significant influence on role ambiguity and occupational satisfaction. Fourth, the role ambiguity of the employees at social welfare institutes had significant influence on occupational satisfaction, self-efficacy and adaptability. As a result of analysing the types of institutes, for composite children's institutes, it had significant influence on self-efficacy and adaptability while for senior and disabilities institutes, it had an influence on self-efficacy. The last, the self-efficacy of the employees had influence on occupational satisfaction and adaptability, but no influence on recognition of service quality by clients. As a result of analysing according to the types of institutes, for composite and children's welfare institutes, it had influence on adaptability and for senior and disabilities institutes, it has significant influence occupational satisfaction and adaptability. Finally, the occupational satisfaction and adaptability of the employees had influence on recognition of service quality by clients. And as a result of analysing according to the types of institutes, for composite and children's institutes, it had no significant influence on recognition of service quality by clients, but for the senior and disabilities institute, it had on adaptability.