Job Descriptive Index(JDI)? ??? ????? ??

? ??? ??? ???? ???? ?? ?? ??? ??? ?? ????? ????? ? ?? ??? ???? ????. ???? ??? 320??? JDI? ?????? ?????, ??? 280?(87.5%)? ??? SPSS / PC+? ???? ??????? Scheffé ???? ?????, p = 0.05 ???? ???? ??? ?????. ???? ??? ????? ?? ??? ??? ??? ???? ??? ?? ???? ???, ??? ??, ??, ??? ???? ??? ?? ???? ????, ?? ??? ???? ????? ?????? ??? ???. ?? ??? ?? ???? ?? ????? ???? / ???? ??, ????, ?????, ?? ?? ?????. ?? ??? ?? ??? ?? ????? ???? / ???? ?????, ??? ??? ?? ?? ????? ?????? ?????.

The purpose of this study was to determine the job satisfaction levels of full-time female faculty at all the universities in Seoul. A descriptive design was used for the study. Of the 320 subjects, 87.5% or 280 completed two instruments : The Job Descriptive Index(JDI) and a faculty demographic data sheet. Scores of central tendency, a one-way analysis of variance, the Scheffé multiple comparison test were used, at the .05 level of significance.
The findings of this study reveal that (a) female faculty are satisfied with their work and job in general at relatively high level ; (b) female faculty are satisfied with their pay, supervision, and co-workers at relatively low level ; (c) female faculty are not satisfied with opportunities for promotion ; and (d) the predictors of job satisfaction for female faculty are private and public institutional type, field of specialization in highest academic degree, origin of academic degrees, and academic rank.
This study reveals that the job satisfaction of female faculty is not influenced by marital status and number of children at home which are in general perceived as hindrance to establishing their profession. This may be interpreted as that females are equally capable to perform and perceive their professoriate to their male colleagues.
Upon enforcing the Uruguay Round, higher education institutions are strengthening their competitiveness. One of the effective ways to realize it could be (a) raising level of certain factors in faculty job satisfaction, specifically pay, supervision, co-workers, and opportunities for promotion ; (b) establishing an action to prevent gender inequalities for female faculty to extend their capability ; and (c) replicating the present study for Korean male and female faculty, and different types and levels of institutions in Seoul and in other regions of Korea in order to facilitate a comparison of each institutional system.