지원사업
학술연구/단체지원/교육 등 연구자 활동을 지속하도록 DBpia가 지원하고 있어요.
커뮤니티
연구자들이 자신의 연구와 전문성을 널리 알리고, 새로운 협력의 기회를 만들 수 있는 네트워킹 공간이에요.
논문 기본 정보
- 자료유형
- 학술저널
- 저자정보
- 발행연도
- 2017.11
- 수록면
- 7 - 15 (9page)
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초록· 키워드
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Background: In modern society, many workers are stressed. Supervisors’ support or behavior can affect the emotional or psychological part of the worker. The purpose of this study is to investigate the effect of supervisor’s behavior on worker’s stress.
Methods: The study included 19,272 subjects following the assignment of weighted values to workers other than soldiers using data from the Fourth Korean Working Condition Survey. Supervisors’ behavior was measured using 5 items: “supervisor feedback regarding work,” “respectful attitude,” “good conflict-resolution ability,” “good work-related planning and organizational ability,” and the encouragement of participation in important decision making. Job stress was measured using 1 item: “I experience stress at work.” Multiple logistic regression analysis was performed to examine the effects of supervisors’ behavioral, general, occupational, and psychosocial characteristics on job stress in workers. Organizational characteristics associated with supervisors’ behavior were also analyzed.
Results: The results showed that supervisors’ provision of feedback regarding work increased workers’ job stress (OR = 1.329, 95% CI = 1.203 ~ 1.468). When a supervisor respect workers (OR = 0.812, 95% CI = 0. 722 ~ 0.913) or good at planning and organizing works (OR = 0.816, 95% CI: 0.732 ~ 0.910), workers’ job stress decreased. In particular, the two types of supervisor behaviors, other than feedback regarding work, were high in private-sector organizations employing less than 300 employees.
Conclusion: Supervisors’ behavior influenced job stress levels in workers. Therefore, it is necessary to increase education regarding the effects of supervisors’ behavior on job stress, which should initially be provided in private-sector organizations with up to 300 employees.
Methods: The study included 19,272 subjects following the assignment of weighted values to workers other than soldiers using data from the Fourth Korean Working Condition Survey. Supervisors’ behavior was measured using 5 items: “supervisor feedback regarding work,” “respectful attitude,” “good conflict-resolution ability,” “good work-related planning and organizational ability,” and the encouragement of participation in important decision making. Job stress was measured using 1 item: “I experience stress at work.” Multiple logistic regression analysis was performed to examine the effects of supervisors’ behavioral, general, occupational, and psychosocial characteristics on job stress in workers. Organizational characteristics associated with supervisors’ behavior were also analyzed.
Results: The results showed that supervisors’ provision of feedback regarding work increased workers’ job stress (OR = 1.329, 95% CI = 1.203 ~ 1.468). When a supervisor respect workers (OR = 0.812, 95% CI = 0. 722 ~ 0.913) or good at planning and organizing works (OR = 0.816, 95% CI: 0.732 ~ 0.910), workers’ job stress decreased. In particular, the two types of supervisor behaviors, other than feedback regarding work, were high in private-sector organizations employing less than 300 employees.
Conclusion: Supervisors’ behavior influenced job stress levels in workers. Therefore, it is necessary to increase education regarding the effects of supervisors’ behavior on job stress, which should initially be provided in private-sector organizations with up to 300 employees.
목차
Abstract
Background
Methods
Results
Discussion
Conclusion
References
참고문헌 (28)
참고문헌 신청
Yang LQ, Caughlin DE. Aggression-preventive supervisor behavior: Implications for workplace climate and employee outcomes. J Occup Health Psychol. 2017;221:1?18.
Chandra T, Priyono P. The Influence of Leadership Styles, Work Environment and Job Satisfaction of Employee Performance?Studies in the School of SMPN 10 Surabaya. Int Educ Stud. 2015;91:131.
Zhou Q, Martinez LF, Ferreira AI, Rodrigues P. Supervisor support, role ambiguity and productivity associated with presenteeism: A longitudinal study. J Bus Res. 2016;699:3380?7.
Solaja M, Idowu E, James E. Exploring the relationship between leadership communication style, personality trait and organizational productivity. Serbian Journal of Management. 2016;111:99?117.
Mathisen GE, Einarsen S, Mykletun R. The Relationship Between Supervisor Personality, Supervisors’ Perceived Stress and Workplace Bullying. J Bus Ethics. 2010;994:637?51.
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UCI(KEPA) : I410-ECN-0101-2018-517-001566904