嬰幼兒保育施設 敎師들의 職務滿足度에 關한 硏究

Abstract

The purpose of this study was to provide the basic material necessary to improve the qualitative level of childcare service by investigating and analyzing what level of job satisfaction the teacher of the childcare institution had according to their job environment having a direct effect on babies and children. To attain the goal of this study, it established the theoretical basis through related literature and articles and conducted the questionnaire research for 300 teachers working at childcare or institutions located in Seoul. For the purpose of this study, the questionnaire was used by modifying and complementing the following two questionnaires: the measurement instrument of job satisfaction of teachers of the early-childhood educational institution used by Song Yoo-jin by translating, modifying and complementing the component factors of job satisfaction in Early Childhood Job Satisfaction Survey completed by Jorde-Boom(1989); and the questionnaire used by Lee Jun-gu(2009) to conduct “A Study on the Job Satisfaction of the Teachers of the Childcare Institution for Babied and Children”. Frequency analysis was conducted to investigate the general characteristics of the respondents and the overall survey contents of major factors. And one-way ANOVA was conducted to investigate the average difference in the subfactors of the background factor of teachers. Statistical data analysis was conducted at the significance level of p<.05, p<.01, p<.001. As a result, the following findings were obtained: First, it was found that there was a significant difference in job satisfaction according to teachers' background factors(age, educational level, license, career). The teachers who were high in the educational level, old in age and had the 1st-class license for the regular teacher of the kindergarten were found to have high job satisfaction. It was found that there was a significant difference in satisfaction with organization commitment as teachers had the high educational level and long career and were older. On the one hand, The young and short-career teachers had the high turnover intention and the low level of satisfaction with organization commitment. It is thought that it is because teachers has no strong sense of belonging to children's home and a low future and hope and feel that their job is not worthwhile and have no pride. Second, there was a significant difference in job satisfaction according to teachers' background factors(institution type, number of employees). The responding teachers had the high level of satisfaction with promotion opportunity in case they worked at the private childcare institution and the childcare institution had many employees. There was a significant difference in turnover intention as it was high at the private childcare institution. That is, it was found that the teachers working at national and public childcare institutions had the low turnover intention, leading to long-career teachers. For this reason, they had the low level of satisfaction with promotion opportunity. On the other hand, it was found that the teachers working at private childcare institutions had the high promotion opportunity. And the teachers of the private childcare institution had no proper level of pay proportional to overload and overtime. For this reason, it is thought that teachers consider moving to another job whose has better treatment. On the one hand, it was found that ther responding teachers had the high level of satisfaction with colleague relations as the number of employees was large. Third, it was found that there was a significant difference in job satisfaction according to teachers' background factors(position and leave system). It was found that there was a significant difference in job satisfaction relating to position, relations with the director, pay, promotion opportunity, welfare, organization commitment when teachers had the high position and were provided with legal leave as prescribed, and leave if needed. On the one hand, it was found that the manager had the low level of satisfaction with pay and colleague relations. It is thought that the manager had the low level of satisfaction with colleague relations as the manager is between the director and teacher because he or she shares the job of the director and act for him in his absence. And it can be seen that the number of leave days has an important effect on job satisfaction.