• Journal of the Korea Convergence Society
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• v.6 no.6
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• pp.57-63
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• 2015

The objective of this research is to find out how strategy development and deployment effect on patients satisfaction, employee satisfaction, and work process in Korean hospitals. Previous researches suggested when establish a strategy had to reflect internal ability which are work process, employee satisfaction and others and external ability which are patients satisfaction and others. As a results, strategy development positive influence on patients satisfaction, employee satisfaction and work process, and strategy deployment positive influence on patients satisfaction, employee satisfaction and work process as well. Patients satisfaction positive influence on hospital performance and work process influence on hospital performance but employee satisfaction is not.

• Management & Information Systems Review
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• v.31 no.3
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• pp.97-116
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• 2012

This pager purposed to investigate the style of career anchor and influence of career satisfaction and career commitment. also to concept each variable. The empirical research questions for the study are what kind of the career anchor is selected and what impacts on career satisfaction and career commitment. To examine the model, 299 questionnaires was collected from Korean workers. Each questions is based on a 7 point Likert-type scale, and the data were analyzed by SPSS and AMOS for Windows. The results of study are summarized as follows: First, style of career anchor(technical/functional, security, pure challenge, life-style integration) has an positive influence on career satisfaction. but partial style of career anchor(managerial, creativity, autonomy/independence, service/dedication) unconnected with career satisfaction. Secondly, style of career anchor(technical/functional, managerial, security, service/dedication) has an positive influence on career commitment. but partial style of career anchor(creativity, autonomy/independence, pure challenge, life-style integration) unconnected with career satisfaction.

• The Journal of the Korea Contents Association
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• v.8 no.2
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• pp.213-221
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• 2008

In recent years, growth of the call center industry is leading lots of employment. But caller's frequent turnover deteriorates the labor productivity and increases the employment and training cost. The purpose of this study is to draw some factors by which turnover intention is influenced through literature review and identify a causality between the determinants and turnover intention. Call center callers were surveyed and the data were statistically analyzed. Empirical results indicate that job satisfaction and organizational commitment have negatively impacted on the turnover intention. Job characteristics have positively impacted on job satisfaction and organizational commitment but have not directly impacted on the turnover intention. Based upon the statistical results, some useful suggestions for call center managers are provided.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.10 no.1
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• pp.1-12
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• 2015

The purpose of this study is to examine the effect of company characteristics and individual characteristics perceived by employees of small businesses on job satisfaction and especially to seek activation of the organization by extending from previous studies to examine the intermediary role of company innovation and applying management measures focusing on the environment of changing global society where CEOs of small businesses cause job satisfaction of organizational members and present the direction for the improvement of management and institutional development. This study was carried out for about 2 months targeting employees of small businesses and the results of empirical analysis are as follows: First, company characteristics and individual characteristics perceived by employees of small businesses turned out to have a positive (+)effect on job satisfaction but the hypothesis that job stress affects job satisfaction was not significant. Second, of the effects of company characteristics and individual characteristics perceived by employees of small businesses on company innovation, organization flexibility and CEO's leadership, company communication and degree of cooperation between departments, individuals, challenge of individuals perceived individual characteristics were found to affect company innovation but the hypothesis that job stress affects it was not significant. Third, company innovation was found to have a positive (+)effect on job satisfaction and fourth, in the intermediary effect verification of company innovation between company characteristics and individual characteristics perceived by employees and job satisfaction, organization flexibility and communication, collaboration turned out to perform partial intermediation and CEO's leadership to perform full intermediation and individual challenge performance to perform full intermediation and the intermediary effect of job stress was not proven. These results are company characteristics and individual characteristics that is the perception of the independent variables in SME employees is not only a direct relationship with job satisfaction, suggesting that also has an indirect effect is mediated depending on the innovation of the company. Therefore, it can be seen that even for the innovation performance of enterprises is important to increase the job satisfaction of employees of SMEs. In particular, the conductivity of the leadership and individual parameters so completely over the innovativeness of the company is the result of job satisfaction itgetda can be said that the innovation efforts of the organization is effective at the same time be pursued.

• Proceedings of the Korean Society for Quality Management Conference
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• 2006.11a
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• pp.260-264
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• 2006

새로운 선진품질평가제도는 계속하여 나오고 있고 기업들은 이를 조직의 유익에 활용하기 위하여 지속적으로 도입하고 있다. 이렇게 도입된 새로운 기법이나 제도는 당연히 사용자(경영자)들의 경제적 목표 달성에 유효한 수단이 되어야 함은 당연한 일이라고 말할 수 있다. 그러나 자칫 이러한 과정이 종업원의 직무만족에 유익하지 않거나 저하시키는 결과가 된다면 이는 바람직하지 못한 결과가 될 것이다. 이에 따라 선진품질평가제도를 알아보고, 이를 종업원 직무만족 측면에서 정리하여 보고자 한다.

• Proceedings of the Korea Contents Association Conference
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• 2010.05a
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• pp.238-239
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• 2010

본 연구는 서비스기업 종업원들의 동기부여에 의한 내부마케팅과 내부고객만족간의 관계를 고찰하는데 주된 목적을 두었다. 분석결과 내부마케팅 구성요인 중 보상시스템, 경영진의 지원, 교육훈련이 잘될수록 만족도가 높은 것으로 나타났고, 권한위임과 내부커뮤니케이션은 유의한 영향이 없는 것으로 나타났다. 이러한 연구결과는 서비스업의 내부마케팅이 종업원들의 만족 및 고객지향성에 영향을 미친다는 사실을 뒷받침하는 것이다. 따라서 내부마케팅을 통하여 종업원의 만족도를 높여 외부고객에 대한 서비스 품질의 향상을 도모할 수 있다는 시사점을 제시해 주고 있다.

• The Journal of the Korea Contents Association
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• v.9 no.2
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• pp.242-251
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• 2009

In this study, we analysed the impact of performing level of CSR-Labor standard index to corporate's expectation level to raise the employee's job satisfaction and morale. Using ordered probit analysis method, corporate higher level of performing CSR-Labor standard index is related with higher expectation of raising the employee's jobs satisfaction and morale on average. Also performing levels of individual index are positively related with expectation level. When using all standard indexes in the analysis, index 3 named "workplace without discrimination" and index 7 named "healthy and safe workplace" have significant coefficients. Therefore we confirmed that corporate making efforts to achieve safe workplace without discrimination has higher expectation to raise the employee's job satisfaction and morale. Finally we concluded that CSR-Labor standard index is properly constructed.

• Management & Information Systems Review
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• v.34 no.5
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• pp.149-169
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• 2015

This research is based on internal marketing to explain the effect of retirement education as the strategy for increasing internal customer satisfaction. The analysis was held with employees who work in Ulsan area by using SPSS18K and Smart PLS 2.0. The study verified the structural equation model hypothesizing the relationship among related factors including retirement education factors, job satisfaction, anxiety, motivation and customer orientation. According to the result of this study, retirement education factors have positive effect on the both job satisfaction and anxiety. However, the effect of leisure education is not significant for both job satisfaction and anxiety. Additional IPA was conducted to explain managerial implication of this research. The research has several marketing implication on internal marketing and internal customer satisfaction. For firms, employees' perception of retirement education can generate the tangible and intangible performance in the internal marketing perspectives.

• The Journal of the Korea Contents Association
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• v.14 no.1
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• pp.409-422
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• 2014

This paper examined the influence of employees' social regard toward the customers, such as, overall service quality, service satisfaction, and service loyalty. The paper proves that the high contact beauty services and the low contact fast-food services have different customer satisfaction level depending on the employees' social regards. A survey study was conducted to collect the data with the actual service purchasers at domestic beauty services and fast-food services. Analysis of structural equation modeling with Amos 18.0 was performed to test the research hypothesis. The results of the study are as follows: First, social regard has positive influences on service quality, service satisfaction, and service loyalty. Second, Social regard has more effect on service satisfaction in a high contact beauty services than in a low contact fast-food services. This paper contribute to identify the effects of employees' social regard on service satisfaction, by comparing the effects on service satisfaction between high and low contact services.

• Korean Journal of Labor Studies
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• v.19 no.1
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• pp.65-104
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• 2013

This study aims to examine the intermediary roles of employee performance between high performance work system (HPWS) and its operational performance on the resource based view. Taking into account the unit of analysis, this study used a hierarchical linear modeling analysis in order to test rigorously the association between HPWS at the organisational level and employee performance at the individual level. For this empirical test, Human Capital Corporate Panel (HCCP) data including 316 firms and 7,872 respondents (including 923 team leaders) were used. To meet the unit of analysis and test the mediation effect, data at the individual and team level were aggregated into the organisational level. The empirical results show that HPWS have a positive impact on operational performance as well as employee performance such as job satisfaction, organisational commitment and organisational trust. Regarding the mediation effect, job satisfaction and organisational trust mediate between HPWS and operational performance. Theoretical implications are discussed in conclusion.