• Journal of the Korean Society of Food Science and Nutrition
• /
• v.46 no.1
• /
• pp.132-139
• /
• 2017

The purpose of this study was to obtain data for contribution of job characteristics (workload, autonomy, reward, community, fairness, and value) to job burnout (emotional exhaustion, and cynicism), and job engagement (vigor, dedication, and absorption) in foodservice dietitians. Our survey was administered to 393 school foodservice dietitians in the Busan area on February 11, 2014. The mean scores of nutrition teachers were significantly higher for autonomy (P<0.01), reward (P<0.05), community (P<0.01), fairness (P<0.001), and value (P<0.001) than unlimited period contract dietitians. The mean scores of high school dietitians were significantly higher for emotional exhaustion (P<0.01) and cynicism (P<0.001) than elementary school dietitians and middle school dietitians. Workload (r=-0.609, P<0.001), reward (r=-0.417, P<0.001), and fairness (r=-0.394, P<0.01) correlated significantly with emotional exhaustion. Reward (r=-0.324) and value (r=-0.423) correlated significantly (P<0.01) with cynicism. Value correlated significantly (P<0.01) with vigor (r=0.493), dedication (r=0.480), and absorption (r=0.460). Workload (${\beta}=-0.521$, P<0.001) had the highest negative influence on emotional exhaustion, whereas value (${\beta}=-0.325$, P<0.001) had the highest negative influence on cynicism. Value had the highest positive influence on vigor (${\beta}=0.392$, P<0.001), dedication (${\beta}=0.443$, P<0.001), and absorption (${\beta}=0.444$, P<0.001). Based on the results of this study, school management should plan job characteristics strategies to reduce workload and increase value for school foodservice dietitians.

• Journal of the Korea Society of Computer and Information
• /
• v.16 no.2
• /
• pp.267-278
• /
• 2011

This study examines the relationship among stock options, pay equity, organizational commitment. Employees who received stock options tend to perceive their pay more equitable and the tendency shows a positive relationship among the amount of stock options and the equity perception. Also employees who received stock options perceive greater procedural equity, as they recognize stock options are awarded to many employees. However, the perception of stock options was not significantly associated with organizational commitment, turnover intention, and pay satisfaction. In 2003, the study surveyed 115 employees who received stock options in 10 publicly owned Korean firms that introduced stock option plans. The statistical analysis leads to the conclusions as follows. First, as the number of stock options increases, the receiver tends to perceive that pay system is more distributively equitable. Second, as the number of stock option receivers increases, the employees perceive the pay system more procedurally equitable. Third, stock option payments don't ensure that it improves pay satisfaction, turnover intention, and organizational commitment. This study shows a positive relationship that stock options work favorably in terms of pay equity, but the effect doesn't seem to be widely positive. The reason is that the introduction of stock options in domestic firms has been made only recently after the foreign exchange crisis in the late 1990s. More experiments and design issues should be discussed for the future.

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.16 no.6
• /
• pp.3829-3836
• /
• 2015

The actual complaint handling response of the company serves as an important success factor for the company to reduce defection rate of customers who have complaints. In this regard, this study sought to divide the company's complaint handling response into substantial compensation, favorable employee behavior and organizational procedures, empirically verify the effects of the customer's justice perception on trust and satisfaction, and thus to present the importance of the company's actual response. To this end, the data obtained from a survey of 210 customers who filed complaints directly to the company was analyzed using SPSS and AMOS. The research results can be summarized as follows. The compensation for customers with complaints has a significant effect on justice, and the favorable employee behavior also has a significant effect on justice. In addition, the organization procedures about handling complaints have a significant effect on justice. Especially the justice as justice perception was found to affect the future behaviors of customers such as trust and satisfaction. Based on these findings, this study presented implications and suggested future research.

• Proceedings of the Korean Vacuum Society Conference
• /
• 2010.02a
• /
• pp.442-442
• /
• 2010

공정 플라즈마 장치에서 이중 주파수법을 이용하여 실시간 유전박막 두께 측정법에 대한 보상연구를 하였다. 이중 주파수법은 유전박막과 플라즈마 쉬스를 간단한 전기적인 등가회로로 모델링하여 유전박막의 두께를 측정하는 방법이다. 이중 주파수법의 문제는 측정탐침의 인가전압에 따른 유전박막의 두께 측정치가 다르다는 점이다. 플라즈마 쉬스를 선형 저항만으로 등가하였기 때문에, 쉬스의 인가전압에 상관없이 쉬스 저항의 값이 일정하다는 가정이 존재한다. 그러나 쉬스 저항은 쉬스의 인가전압에 종속적이면서 비선형적인 특성을 갖는다. 측정 탐침에 출력 전압이 인가될 때 쉬스 양단에서 인가전압에 따른 쉬스의 등가저항의 비선형성을 고려하여 측정 탐침에 증착된 유전박막의 커패시턴스성분에 대한 방정식을 Numerical analysis로 풀어 유전박막의 두께 측정값을 보상하였다. 보상된 위의 방법으로 다양한 RF파워, 압력에 따라 $Al_2O_3$박막의 두께를 실시간으로 측정하여 비교하였다. 그 결과 이 방법은 낮은 플라즈마 밀도(${\sim}10^9cm^{-3}$)에서도 인가전압에 따른 유전 박막두께측정의 오차를 줄일 수 있었다.

• Journal of Digital Convergence
• /
• v.12 no.10
• /
• pp.169-178
• /
• 2014

Members of the private companies have the skills, knowledge, abilities, etc. In return for providing the organization from the organization granted a way to continue the relationship. From these companies in exchange for monetary compensation, such as wages and honors, including non-monetary benefits, and receive a reward. Interaction with each other in these companies are members of the organization to always think about the fairness issue. In this study, the performance of the company fairness affect whether any will be discussed. Organizational justice research on job satisfaction, organizational commitment influence. But that does not affect sales growth, respectively.

• The Journal of the Korea Contents Association
• /
• v.21 no.4
• /
• pp.473-486
• /
• 2021

The purpose of this study is to investigate the mediating effect on self-efficacy in the effect of the compensation system of caregivers on job satisfaction. The research method was analyzed with SPSS V22.0 on the data of 367 people surveyed of caregivers working at home welfare facilities and elderly care facilities in the metropolitan area. The result is as follows. First, it was found that the average monthly salary, satisfaction of compensation treatment, and fairness of compensation had a positive effect on job satisfaction in the compensation system of caregivers. Second, in the compensation system for care givers, it was found that monthly average salary, satisfaction with compensation treatment, and compensation process had a positive effect on self-efficacy. Third, it was found that the self-efficacy of caregivers had a positive effect on job satisfaction. Fourth, in the compensation system of caregivers, it was found that the monthly average salary, compensation treatment satisfaction, and compensation process had an effect on job satisfaction, whereas self-efficacy had a positive mediating effect. It revealed that the higher the average monthly salary, compensation treatment satisfaction, and compensation process in the caregiver's compensation system, the more positively the self-efficacy had, and this self-efficacy had a positive effect on the job satisfaction of the caregiver.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
• /
• v.7 no.2
• /
• pp.157-165
• /
• 2012

The specific gravity is heavily focused on the service industry in the economic development of domestic and overseas in these days. This will be predicted to increase persistently in the future society. Therefore the franchise system has been diffused as one of a management methods for these service industry. The franchise system is an advanced country's circulation system which has been populated in an advanced country. After the opening of circulation market, rapid growing trend has been showing on foreign country's popular brands in the local domestic market. So the franchise system has been largely focused on among the domestic manufacturing and the circulation companies. This study is to review how the management characteristics(headquarters' supports, communication, menu development, compensation) will affect the fairness perception of franchisee owner. The results of my study are as follows; It appeared that communication, menu development and compensation affected all the distribution fairness and the procedure fairness affirmatively.

• Journal of Korea Fair Competition Federation
• /
• no.96
• /
• pp.2-7
• /
• 2003

실익이 없는 무리한 강제 조사권의 도입보다는 혐의가 드러난 담합의 경우 직접 검찰에 고발하거나 내부밀고자 보호 및 보상 강화를 통하여 절차적 정당성 및 정책 실효성을 동시에 확보할 필요가 있다. 각 국의 경쟁당국이 압수$\cdot$수색권을 행사하여 부당한 공동행위를 적발한 경우는 극히 일부분이기 때문이다. 그리고, 유사사례에 대해 향후 엄격하게 공정거래법을 집행함으로써 부당한 공동행위에 대한 사전적인 억제력을 제고해야 한다. 한편으로는 공정위의 시정조치가 있기 전에도 부당한 공동행위의 결과 피해를 본 사적 당사자가 법원에 직접 손해배상을 청구할 수 있도록 하고, 전문가들을 활용하여 담합으로 인한 손해발생 입증과 손해배상액을 추정하여 부당이득을 환수할 수 있어야 한다.

• Journal of the Korean Society of Food Science and Nutrition
• /
• v.43 no.1
• /
• pp.162-171
• /
• 2014

As the foodservice industry is labor intensive, the efficient management of human resources is an essential element for improving operational efficiency. This study was designed to investigate the performance level of human resource management in self-operated school foodservices and to examine the relationship between human resource management, organizational commitment, and productivity. Whether these factors rated differently by employment and job types was also examined. Data were collected through questionnaires distributed to 60 dieticians and 240 cooks in Seongnam and Yongin. Frequency analysis, factor analysis, the t-test and multiple regression analysis were tested using Minitab. Human resource management practices rated highly in the dimension of employee training (3.51), followed by working environment (3.39), and turnover management (3.37). In contrast, reward management (1.73) and working condition (1.56) received the lowest score. Organizational commitment scored 3.65 points, and showed that dedication (3.82) was the highest score; however, self-esteem (3.50) was the lowest score. For human resource management, there were significant differences between employment types as full time workers (3.85) rated management more highly than part-time worker (3.43). Overall productivity was fairly high, especially in high school foodservices. Only the performance appraisal had an influence on organizational commitment (${\beta}$=0.292, P<0.05). Productivity was positively correlated with human resource management (r=0.432, P<0.001) and organizational commitment (r=0.36, P<0.01). In conclusion, school foodservices need to establish objective performance standards, and increase employee morale by enhancing reward systems and working conditions. In particular, irregular employees require training with job performance standards and given a proper reward program, depending on their performance, to improve organizational commitment.

• Journal of the Korea Convergence Society
• /
• v.10 no.11
• /
• pp.557-564
• /
• 2019

The purpose of this study was to examine the influencing factors of job engagement among Korean police officers. This was the secondary analysis of data from the 5th Korean Working Conditions Survey (KWCS). The study subjects included 185 Korean police officers. Collected data were analyzed using descriptive statistics, t-test, ANOVA, Pearson's correlation and multiple regression with IBM SPSS Statistics 24.0 program. Job insecurity (${\beta}=-.34$, p<.001), job reward (${\beta}=.39$, p<.001), subjective health status (${\beta}=.22$, p<.001), and organizational justice (${\beta}=.20$, p=.002) were significant influencing factors on job engagement, explaining 59.3% of the variance (F=34.26, p<.001). Effective and systematic strategies to improve Korean police officers' job engagement should focus on job reward, job insecurity, subjective health status, and organizational justice. The results of this study can be utilized as base data to improve Korean police officers' job engagement.