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병원특성에 따른 사무직의 직무태도 및 갈등에 관한 연구

Other Titles
 (A) study on job attitudes and conflict of clerical workers in general hospitals 
Authors
 백수웅 
Issue Date
1988
Description
보건학과/석사
Abstract
[한글]

의학기술이 발달됨에 따라 의료는 고도의 전문화가 이루어지고 전문직종간의 협업체계에 따른 병원의 역할과 기능이 점차 중요시되고있다. 병원은 매우 복잡한 조직체로서 다양한 전문직종의 노력에 의해 전문화의 분업으로 인한 갈등과 불화가 노정되고 있다. 이 연구는 진료지원부서 중 사무부서의 직원을 대상으로 갈등유형을 조사하고 직무태도를 파악하고자 서울특별시에 소재하는 9개병원을 대상으로1987년 10월1일부터 10월31일까지 병원사무부서에 근무하는 사무직 총 443명을 대상으로 자기응답식 설문조사하여 317명이 응답한 결과는 다음과 같다.

1. 병원사무직의 직무만족 및 조직몰입은 200병상이상 규모의 병원에 비하여 200병상미만의 병원에서 통계학적으로 유의하게 낮았다. 응답자의 성, 연령별로는 남자에서, 30세 이상군에서 직무만족은 높았으나 조직몰입은 통계학적으로 유의한 차이가 없었다.

2. 수직적 갈등은 400병상이상 병원의 경우 의사소통결함이, 200∼399병상병원의 경우 규정위반이 각각 높았으나 통계학적으로 유의하지는 않았으며, 200병상미만 병원의 경우에는 인격적 모독과 업무과다가 각각 통계학적으로 유의하게 높았다. 설립형태별로는 공립병원에서 공과 사의 혼동이, 개인병원에서 업무과다가 각각 통계학적으로 유의하게 높았다.

이에 대한 해소방식으로는 협동유형이 많았으며, 공립병원 근무자의 경우 경쟁유형으로, 개인병원 근무자의 경우 회피유형으로 각각 다르게 갈등해소를 하고 있었다.

3. 수평적 갈등은 200∼399병상 병원의 경우 이기적 행위, 업무비협조, 우월의식, 업무불충실이, 277병상미만 병원의 경우 성격상의 차이에서 각각 통계학적으로 유의하게 높았다.

또한, 대학부속병원의 경우 이기적 행위 및 업무불충실에서, 개인병원의 경우 성격상 차이에서 각각 통계학적으로 유의하게 높았다. 이에 따른 갈등해소의 유형은 전반적으로 협동유형이었으며 공립병원에 서는 경쟁유형이었다.

4. 직무만족, 조직몰입과 수직적, 수평적 갈등 및 해소유형사이의 상관관계는 -0.1에서 -0.2의 부의 상관성을 보였다. 수직적 갈등의 경우 직무만족과 공과 사의 혼동(-0.22), 조직몰입과 인격적 모독(-0.14)의 상관성이 높았으며, 수평적 갈등의 경우 직무만족과 이기적 행위(-0.22), 조직몰입과 협동심 파괴(-0.11)의 상관성이 높았다.

수직적 갈등에 대한 해소유형 중 직무만족과 협동(0.32), 조직몰입과 경쟁 (0.44)사이의 상관성이 통계학적으로 유의하였으며, 수평적 갈등에 대한 해소유형에서는 직무만족과 순응(0.10)조직몰입과 회피(0.14)사이의 상관성이 각각 통계학적으로 유의하였다.

이상과 같이 병원사무직의 직무태도 및 갈등, 갈등해소의 유형을 분석한 결과 사무부서의 수직적 갈등을 해소하기 위해 협동에 의한 민주적 갈등관리가 요구되며 수평적 갈등해소 방식으로 경쟁을 감소시키기 위한 조정이 요구된다 하겠다. 향후 사무직과 의료직간의

갈등관리를 위한 실제적인 현장 연구가 요망된다.



[영문]

In accordance with the recent development in medical science, general hospitals have become centers for highly specialized professionals. Working together in general hospitals, however, many categories of professionals naturally come to experience various kinds of conflicts. This study, therefore, has been conducted (1) to measure their job (2) to fond out the finds of conflicts along clerical workers and (3) to measure the correlation between job attitude and conflict, so that general hospitals can increase their effectiveness in providing medical

services.

This study was conducted from Oct. 1,1987 through 0ct. 31 1987 on 433 employees randomly selected from nine general hospitals in Seoul, Korea by self-administered questionnaires. Response rate was 71.6%. The conclusion of the study is summarized as follows:

1. Employees working for medium- and large-sized hospitals (with 200 or more hospital bads) have shown a significantly high of job satisfaction and organizational commitment compared to those working in small-sized hospitals (with fewer than 200 hospital beds). Males and workers over 30 years old have shown a

high degree of Job satisfaction, but they dud not show any significant level of organizational commitment.

2. Vortical conflict.

High degree of lack of communication and disregard of rules and regulations have been cited by employees working in large-sized (with 400 or more beds) and medium-sized hospitals (with 270-399 beds) respectively, but this has not been statistically significant.

In small hospitals (with fewer than 200 hospital beds),complaints about personal insult and overwork have been significantly high. Public hospital employees, however, have pointed out the unclear nature of private and official matters,

hereas private hospital workers have citied overwork as problem areas.

These workers generally resort to collaboration as a means of conflict resolution. Public hospital employees, however, choose competition, whereas private hospital workers avoidance to resolve conflicts.

3. Horizontal Conflict.

Selfish behavior, uncooperative attitudes, authoritarian thinking, and neglect of duty have been cited as problems by medium-sized hospital workers. Personality conflict, on the other hand, has been pointed out by small-sized hospital workers.

These complaints have been statistically significant. Cases of selfish behavior and neglect of duty have been major complaints among university hospital workers, whereas cases of personality conflict have been a major concern for private hospital workers. The above cases have been statitically significant. These workers

generally resolve their conflicts through collaboration, but a kind of competion is also used in public hospitals.

4. The correlation between job satisfaction and organizational commitment on the one hand and vertical and horizontal conflicts and ways of solving conflicts on the other hand has a value ranging from -0.1 to -0.2. As for the vertical conflicts, the correlation between job satisfaction and the blurred distinction between private and public matters has been high (-0.22). The correlation between organizational commitment and personal insult has also been found high(-0.14). In the case of horizontal conflict, the correlation between sob satisfaction and selfish behavior has been high (-0.22). It has also been found that the correlation between organizational commitment and breakdown of cooperation is high (-0.11).

Among the ways of resolving horizontal conflicts, the correlation between job satisfaction and cooperation (0.32) and that between organizational commitment and cooperation (0.44) have been found significant, respectively.

The correlation between job satisfaction and accommodation (0.10) and that between organizational commitment and avoidance (0.14) have been significant in resolving the horizontal conlicts.

The analysis of the clerical workers' job attitudes, their conflicts and ways of resolving them shows that collaboration through democratic means is the best possible way of resolving the vertical conflicts. Reducing competition is also recommended for resolving horizontal conflicts.

A further in depth is desirable to study the conflicts between the clerical workers and medical personnel in hospitals.
Full Text
https://ymlib.yonsei.ac.kr/catalog/search/book-detail/?cid=CAT000000005338
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Appears in Collections:
4. Graduate School of Public Health (보건대학원) > Graduate School of Public Health (보건대학원) > 2. Thesis
URI
https://ir.ymlib.yonsei.ac.kr/handle/22282913/115983
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