• The Journal of the Korea Contents Association
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• v.14 no.6
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• pp.174-185
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• 2014

The purpose of this paper is to investigate how the employee benefits be related to the employees' organizational commitments through life satisfaction. There are four types of employee benefits: holidays, family-friendly benefits, financial supports for future, and insurance supports for medical care. The results show that 3 types of benefits(holidays, family-friendly benefits, financial supports for future) are significantly associated with life satisfaction. Holidays and family-friendly benefits are positively related to employees' organizational commitments, too. The findings further reveal that life satisfaction is full mediating factor between financial supports for future and organizational commitment. In case of holidays, family-friendly benefits, life satisfaction is partially mediated to organizational commitment. Findings are discussed in terms of the importance of life satisfaction through employee benefits.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.9 no.6
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• pp.1874-1881
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• 2008

This study surveyed and analysed the factors that affect the job satisfaction of a home appliances service engineer. The job satisfaction analysis was based on two separate branches: the satisfaction of the current position and the intention to work. As the result, it was apprehended that as far as the individual qualities of the engineer are concerned, personality is a factor that had an effect on job satisfaction. Concerning the organisational qualities, it was analysed that social support, allowances and welfare were factors that contributed largely; and concerning the work itself, it was acknowledged that the appropriateness of the work influenced job satisfaction. To conclude, it was analysed that to increase job satisfaction, it would be important first and foremost to employ employees who have extroversive personalities, to take good care of the allowances and welfare of the employees and to distribute appropriately the amount of work.

• Proceedings of the KAIS Fall Conference
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• 2008.11a
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• pp.488-491
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• 2008

본 연구에서는 가전제품 서비스 엔지니어의 직무만족도가 계속근무의사에 어떠한 영향을 미치는 지를 조사 분석하였다. 또한 직무만족도에 영향을 미치는 요인이 무엇인지를 조사 분석하였다. 그 결과 엔지니어 개인적 특성에 있어서는 성격이 직무만족도에 영향을 미치는 요인으로 파악되었으며, 조직적 특성에 있어서는 사회적 지지와 급여 및 복리후생이 영향을 미치는 요인으로 분석되었다. 직무 자체의 특성에 있어서는 업무 적정성이 직무만족도에 영향을 미치는 것으로 파악되었다. 또한 이러한 직무만족도는 계속근무의사에 의미있는 영향을 미치는 것으로 조사 분석되었다.

• Korean Journal of Social Welfare Studies
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• v.42 no.4
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• pp.389-412
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• 2011

The purpose of this study is to closely examine causality on the married-working women's depression. For this, the analytical materials were used the primary Seoul Metropolis Welfare Panel survey data. 507 married-working women in their 20s~50s were selected among survey subjects of Seoul Metropolis Welfare Panel data. The analytical method was used the structural equation model. As a result of analysis, it could be known that the path of perfect mediating effect in depression was formed after passing through the benefits satisfaction and the marital happiness from gender role attitude in the married-working women and that the benefits satisfaction has the partial mediating effect between depression and marital happiness. Suggesting a plan for getting rid of depression in the married-working women based on the results of this study, first of all, the married-working women's depression is greatly accredited to what our society regards domestic work yet as woman's role. Thus, the policy-based measure is demanded that can support for working women to be possibly compatible in work and family life and that can induce men's participation in household affairs and child-rearing in such context. Second, it was indicated that the more the married-working women adhere strictly to the gender role attitude of traditionalism, the lower result the marital happiness and benefits satisfaction have. Considering this, a plan for activating welfare system and family-friendly system is demanded that can change gender role value in traditionalism, which is being left in our society. Third, to promote marital happiness that has great influence upon the married-working women's depression, there is a need of seeking a plan, which further intensifies the family services including the marital education and the parent education.

• Korea Journal of Hospital Management
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• v.26 no.3
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• pp.84-99
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• 2021

Purposes: 우리나라 공공의료기관들의 경영실적 보고에 따르면 대부분의 공공의료기관들이 만성적자로 인한 경영난 문제를 겪고 있는 실정이다. 이는 공공의료서비스 제공 등이 주요 원인이겠지만 그럼에도 공공의료기관들의 경영효율화 문제는 지속적으로 지적되고 있음은 공공연한 사실이다. 이에 본 연구는 고정비 성격이 강한 인적자원관리비용과 경영성과 간의 관계를 분석하여 공공의료기관의 경영성과 개선을 위한 경영적 함의를 제공하고자 하였다. Methodology: 분석자료는 2014년부터 2019년까지 39개 지역거점 공공병원의 재무자료를 이용하였고, STATA SE 12.0을 사용하여 다중회귀분석과 패널회귀분석을 실시하였다. Findings: 다중회귀분석을 통한 단면연구 결과에서는 인건비가 높을수록 경영성과가 높은 경향을(2014년 의료수익:1.523/ 2015년 의료수익: 2.002, 의료수익의료이익률: 0.002/ 2016년 의료수익: 1.223) 보였으나 패널회귀분석을 통한 종단연구 결과에서는 복리후생비가 높을수록 경영성과가 의미있게 높은 경향을(의료수익: 3.232582/ 의료수익의료이익률: 0.0014502) 보였다. 이는 인건비는 경영성과에 단기적인 효과가 있는 반면 복리후생비는 경영성과에 장기적인 효과가 있음을 반영하는 것이라고 볼 수 있다. Practical Implication: 본 연구는 이러한 결과를 기반으로 장기적인 효과가 있는 복리후생비의 중요성을 제시하고, 공공의료기관의 경영성과에 영향을 미치는 인건비와 복리후생비의 특성 파악을 통하여 효과적인 인적자원관리방법을 위한 경영적 함의를 도출하였다는 점에서 의의가 있겠다.

• Korean Journal of Social Welfare
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• v.68 no.4
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• pp.97-118
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• 2016

The primary goal of this study was to investigate factors affecting job satisfaction of injured workers who returned to work. There are two types of injured workers' returning to work returning to pre-injury job and getting a new job. After separating the two types of workers we conducted the multiple regression analysis on the data from the Workers'Compensation Insurance Panel of the Korea Workers' Compensation and Welfare Service Corporation(2014). The sample consisted of 1,333 occupationally injured workers who were finished with medical treatment(693 workers returned to previous work place, and 640 workers found new work places). Main results are as follows. First, injured workers who got new jobs were vulnerable to sustainability to job, work status, average monthly wage as well as job satisfaction compared with injured workers who returned to pre-injury job. Second, gender, educational level, skill fitness, average monthly wage, welfare benefits, family income/leisure life/residential environment/social relation satisfaction, and maintenance of relation with business owner during medical care were related to job satisfaction of injured workers who returned to pre-injury job. Third, gender, work status, skill fitness, continuous work possibility, average monthly wage, family income/leisure life/social relation satisfaction, substitute worker for assigned task during medical care and maintenance of relation with business owner during medical care affected on job satisfaction of injured workers who got new jobs. Based on these findings implications for policy and interventions were discussed in regards to job satisfaction of injured workers.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.2 no.1
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• pp.109-131
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• 2007

The purpose of this study were to a) clarify the current practice of internal marketing by contracted food service management companies, b) analyze the effectiveness of current internal marketing practices. The survey was conducted between October 12 and November 2, 2002 with the 10 contracted food service management companies; 6 large, and 4 small & medium sized companies. No significant difference was existed with the categories of internal marketing. However significant differences were existed with the service education, sanitary education, periodic interviews, rewards for best employees, incentive payments, paid -leave allowances, job function allowances, and position classes including unit manager, dietician and cook of MBO. The actual administration of internal marketing strategies showed that, the significant differences were existed with education, paid-leave, and employee welfare systems among position classes. Also the significant differences were existed with all categories of internal marketing between large and small & medium sized companies. In general, small & medium sized companies score of the internal marketing performance was lower than that of large sized companies. Therefore, the segmented internal marketing strategies depending on the analysis not only demand for employees but also the size of company, were required to be an effectively and efficiently managed contracted food management companies.

• The Journal of the Korea Contents Association
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• v.16 no.2
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• pp.174-185
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• 2016

Internal marketing is the marketing activities of organizations that have a service mind to give satisfaction to the employees for the satisfaction of external customers. This Study tried to analyse the impacts of internal marketing on the customer orientation and loyalty, collecting a data to use a standardized questionnaires. This Study was conducted for 731 participants in a single general hospital in Gyeonggi Province with factor analysis, correlation analysis and linear regression analysis. The main findings of this study are as follows. First, it was found that the effect of internal marketing on customer orientation had the impact on leadership, internal communication and educational training having the statistically significant effects. Second, it was found that the effect of internal marketing on loyalty had the impact on leadership, internal communication, working environment, compensation and benefits and educational training having the statistically significant effects. Third, the effect of customer orientation on loyalty have the statistically significant effects and it was shown that if a customer orientation go up, there will be higher loyalty. I'm hope that it should be sought concrete plans for internal marketing activity to improve a customer orientation and loyalty.

• Archives of design research
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• v.20 no.1 s.69
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• pp.101-110
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• 2007

Since elderly welfare centers were designated as leisure facilities for elders by the Welfare of the Age Act enacted in 1981, they have been built in cities and provinces, but services provided by the facilities have not been diverse. Furthermore, thanks to the full enforcement of the local autonomy system, the number of elderly welfare centers is increasing rapidly. In the Honam area, 36 elderly welfare centers were in operation in 2005, but most of them do not reflect the characteristics of the aged population and the corresponding locality. Neither are there service programs nor detailed plans for spatial structure or layout for such sonics programs. Therefore, this study classified program spaces and analyzed space locations in elderly welfare centers in the Honam area, and investigated the spatial layout of each facility including counseling spaces, medical and rehabilitative spaces, social education spaces, welfare spaces and management spaces. The ultimate purpose of this study is, based on the results of the analysis and investigation, to present basic materials necessary for designing the spatial structure of elderly welfare centers that satisfies various services in consideration of the local characteristics of the Honam area.

• Journal of dental hygiene science
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• v.12 no.1
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• pp.15-22
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• 2012

The purpose of this study was to examine the impact of internal marketing on the job satisfaction and turnover intention of dental hygienists. A self-administered survey was conducted on the selected dental hygienists, and the statistical package SPSS 12.0 was employed to analyze the collected data. The findings of the study were as follows: 1. The performance of internal marketing took place more often among the dental hygienists who belonged to the other workplaces. Those who had three to less than five years of experience at their current workplaces were more aware of the importance of education and training. 2. The dental hygienists who were aged between 26 and 35 and who belonged to the other workplaces and who had five to less than 10 years of experience in total expressed the best job satisfaction. And the strongest turnover intention was found among those who had one to less than three years of experience in total or at the current workplaces. 3. As a result of analyzing the correlation of those variables, better performance of internal marketing led to better job satisfaction, and better performance of internal marketing and higher job satisfaction led to less turnover intention. 4. The factors of internal marketing performance that exerted an influence on job satisfaction were communication and welfare benefits, and the variables that affected turnover intention were education/training and the reward system that belonged to the performance of internal marketing.