• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.5
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• pp.495-507
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• 2020

This report addresses the question whether resilience affects attitudes of middle-aged employees toward retirement. Are resilient employees more prepared and/or ready for retirement? To address this question, a survey of over 214 employees aged 50 or more was taken. Participants worked in the Seoul metropolitan area. This study utilized the SPSS 19.0 program. A sophisticated regression analysis software system was conducted to measure and identify relationships and correlations among groups of participants. Our findings included four points. First, male employees were better prepared for retirement than women. Second, the more educated (or the higher the household income), the better prepared was the participant for retirement. Third, the more resilient a worker was, the less was the resistance expected from him/her on retirement. Finally, a positive attitude was an indication the worker would be well-prepared for retirement. In summary, workers who displayed resilience and a positive attitude in their work were best prepared for retirement.

• Korean journal of food and cookery science
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• v.17 no.1
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• pp.13-22
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• 2001

This study was to investigate the reason of family restaurant cook part employee's turnover. One hundred and forty seven family restaurant employees in Seoul area were surveyed to obtain the information from Oct. 1 to 10 in 2000. There were sixty males and eighty seven females. The group of twenty years old to twenty nine years old(95,2%) was the largest one by age, and the group of junior college graduated(71.4%) was the largest one by learning. On order, manager was 4.1%, captain was 13.6%, and employee was 82.3%. Except 15.6% employee, almost family restaurant cook part employees' service of duty was under 2 years. The highest scored turnover factor was work system(3.59), and then human relation(3.18), another way(3.11), unbelievable management(3.04). The rest factors effected on turnover not too much. The mean of female's turnover factor score(3.06) is higher then male(3.00), the group of over fifty years 0Id(3.32) had the highest mean score in aged group, on learning, the group of Master degree's mean score(4.24) is highest. The manager's mean score(3.23) was highest in order, and the employees who's service duty was over five years(3.35) had the highest mean score in service duty group.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.4
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• pp.221-228
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• 2018

The purpose of this study was to identify advanced beginner-stage nurse's intention of retention. Data were collected from May 1 to June 30 of 2017 using a structured questionnaire. Participants consisted of 150 nurses with 13 to 36 month clinical careers at a hospital located in D, C and K city, Korea. Data were analyzed by descriptive statistics, t-test, ANOVA, Scheffe's test, Pearson's correlation coefficients and multiple regression, using IBM SPSS WIN 20.0. The average score was 3.34 (${\pm}0.53$) for ego resilience, 2.28 (${\pm}0.44$) for sense of calling, 3.88 (${\pm}0.58$) for teamwork, 3.36 (${\pm}0.42$) for organizational culture, and 5.27 (${\pm}1.38$) for retention intention. Retention intention was positively correlated with ego resilience (r=0.211, p<0.05), sense of calling (r=0.338, p<0.001), teamwork (r=0.284, p<0.001) and organizational culture (r=0.215, p<0.01). Regression analysis revealed that sense of calling and teamwork explained 11.4% (${\beta}=0.284$, p<0.001) and 4.2% (${\beta}=0.212$ p<0.001) of the retention intention of advanced beginner-stage nurses, respectively, and these variables together explained 15.6% of the retention intention of advanced beginner-stage nurses. The results of this study will improve retention intention of advanced beginner-stage nurses and facilitate development a management program and execution strategy that helps improve sense of calling and teamwork, especially that of friendly social orientation and mutual cooperation.

• Journal of Korean Society for Quality Management
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• v.31 no.4
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• pp.19-35
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• 2003

With the increase in family income in Korea and the improving quality of life, there is a rapid growth in the restaurant industry. Therefore there is a demand for quality service in this industry. This paper reviews the relationship between service quality and the degree of employee empowerment. The first objective of this research is to test the effects of employee empowerment on service quality, and the second one is to test how tenure affects this relationship. According to statistical analysis, meaning, competency, and autonomy generally have an affirmative impact on many service quality factors. Also the results of regression analysis to test the moderation effect show that long term employees are more sensitive to autonomy than short term employees.

• Proceedings of the Safety Management and Science Conference
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• 2003.11a
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• pp.161-165
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• 2003

With increasing of Korean family's revenue and pursuing quality of life, outdoor food and meal industry is rapidly growing up. Thus employee's service quality is much more needed in this industry. This paper reviewed the relationship between employee empowerment and service quality. The first purpose of this research is to test the effects of employee empowerment on service quality, and the second purpose is to test the moderating effects of sex and tenure on the relationships between employee empowerment and service quality. According to statistical analysis, meaning, competency, and autonomy generally had an affirmative impact on many service quality factors. Also the results of moderating regression analysis showed that long term employees were more sensitive to autonomy than short term employees.

• Journal of the Korea Safety Management & Science
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• v.12 no.4
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• pp.215-222
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• 2010

This paper reviewed the relationship between organizational culture and service quality, and the moderating effect of tenure in service business. Based on the responses from 586 employees, the results of multiple regression analysis showed that rational culture and affiliation culture have positive relationships with all service quality factors. The results of moderating analysis showed that rational culture has more positive relationships with tangibleness, reliability, responsiveness, and empathy in which tenure is longer. Also progressive culture has more positive relationship with empathy in which tenure is longer.

• Journal of the Korea Safety Management & Science
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• v.12 no.3
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• pp.249-255
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• 2010

This paper studies the relationship between learning orientation and incremental innovation(process innovation, operational innovation, and service innovation), and the moderating effect of tenure in tele-communication service sector. Based on the responses from 241 employees, the results of multiple regression analysis show that learning orientation have positive relationships with process innovation, operational innovation, and service innovation. The results of moderating analysis showed that longer tenure employees have more positive relationships with all incremental innovation factors(process innovation, operational innovation, and service innovation) than short tenure employees.

• Journal of the Korea Safety Management & Science
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• v.13 no.1
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• pp.167-173
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• 2011

This paper reviewed the relationship between job characteristics and incremental innovation, and the moderating effect of tenure. The results of multiple regression analysis, based on the responses from 241 employees in service industry, showed that job variety, identity, importance, autonomy and feedback have positive relationships with incremental innovation. In moderating effects, tenure interacts with variety and identity to have positive effects on incremental innovation, but tenure interacts with job importance, autonomy and feedback to have negative effects on incremental innovation.

• Proceedings of the Korean Society for Quality Management Conference
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• 2006.04a
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• pp.473-478
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• 2006

Empirical analysis was based on the data of 692 hotel employees from Seoul and Gyung-gi province. To test the relationship between job characteristics and service quality, multiple regression analysis was applied, and hierarchial regression analysis(Cohen & Cohen, 1983) applied to test the moderating effects of gender and tenure. Multiple regressional analysis showed that job importance, job variety, and feedback had an positive impact on tangibility, reliability, responsiveness, assurance, empathy, but autonomy had a negative impact on tangibility, reliability, responsiveness, assurance. Hierarchical regressional analysis showed that gender had moderating effects on 4 relationships between job characteristics and service quality, and tenure had moderating effects on 3 relationships.

• Journal of Teachers' Pension
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• v.3
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• pp.279-305
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• 2018

공적연금제도는 장기적 유지 및 운영을 위해 기금의 재정건전성 및 지속가능성 진단을 목적으로 재정계산제도를 운영하고 있다. 정확한 재정계산은 매우 중요하며 이를 위한 선행작업으로 재정계산에 요구되는 기본 가정들을 보다 합리적으로 추정해야 할 필요가 있다. 본 연구는 로지스틱 회귀분석(logistic regression)을 이용하여 사학연금의 재정계산에 적용되는 다양한 기초율들 중 퇴직률을 산출하는 것에 그 목적이 있다. 사학연금은 현재 퇴직률을 교원 및 직원에 대하여 각 성별로 총 4개 집단을 구분하여 각 집단별 가입연령과 재직기간에 따라 산출하고 있다. 그러나 본 연구에서는 학교급 등 퇴직률 산출에 있어 보다 유의한 집단 구분이 있는지를 확인하고 보정의 어려움을 피할 수 있는 하나의 대안으로서 로지스틱 회귀분석을 이용하여 퇴직률을 산출해 보았다. 또한 우수한 모형을 판별하기 위해 통계적으로 우수한 모형보다는 실무적으로 사학연금 재정추계에 적합한 모형을 찾는 것을 목표로 하여 퇴직률을 추정한 값을 제시하였다.