• Journal of the Korean Society of Food Science and Nutrition
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• v.34 no.5
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• pp.667-673
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• 2005

The purposes of this study were 1) to analyze the preference of leadership style among ${\lceil}$Transformational leadership$\rfloor$ and ${\lceil}$Service leadership$\rfloor$, 2) to examine the differences of the job satisfaction between the high level of service leadership group and low level of the service leadership group and 3) to testify the hypothesis that the service leadership and its 4 elements (belief, attitude, ability, insight) affect the job satisfaction. The questionnaires were developed to measure the service leadership, the preference of leadership style (transfer-mational leadership and service leadership) and Job satisfaction. The surveys were distributed to 120 managers and employees in the family restaurant in Korea, and 104 questionnaires were responded (response rate: $86.7\%$). The SPSS 12.0 package program was used to conduct the descriptive analysis, correlation analysis, t-test and multiple regression analysis. The result of leadership style preference showed the followers preferred the service leadership $(75.0\%)$ to the transformational leadership $(25.0\%)$. Comparing the job satisfaction of high level of service leadership group and that of low level of service leadership group, the job satisfaction of high level of service leadership group was significantly (p<0.001) higher than that of low level of service leadership group (high level of service leadership group: 4.03, low service leadership group: 3.27, measured on a 5-point likert scale). All three factors of job satisfaction (human factor, service system and company image) in high level of leadership group were significantly (p<0.001) higher than those of lower level of service leadership group. The result of multiple regression analysis presented that the service leadership and it's 4 elements (concept, mind, skill, insight) have significant (p=0.000) effects on the job satisfaction. As a conclusion, we examined theoretical framework of service leadership model and testified the applicability in the field of family restaurants. But the service leadership was the new conceptual theory, so there should be the more empirical studies on managers and employees in the service industry.

• Journal of Digital Convergence
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• v.20 no.5
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• pp.291-295
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• 2022

The purpose of this study is to examine the effect of supervisor humor on LMX and CWX. LMX and CWX on subordinates' job satisfaction. Additionally, we attempt to test the mediating roles of LMX and CWX on the relationships between supervisor humor and subordinates' job satisfaction. To verify the proposed hypotheses, we collected 230 data of employees in various industry. The major findings are as follows: 1) supervisor humor is positively associated with LMX and CWX. 2) LMX and CWX are positively associated with subordinates' job satisfaction. 3) LMX and CWX partially mediate the relationship between supervisor humor and subordinates' job satisfaction. We provided implications of the research results and recommendations for future research.

• Journal of Convergence for Information Technology
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• v.11 no.11
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• pp.95-114
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• 2021

This study is to study the effect of corporate performance compensation system on organizational effectiveness and motivation, and the effect of organizational effectiveness and motivation on corporate performance, targeting employees of automobile maintenance service companies. 430 questionnaires obtained through the survey were used for the study. As a result of testing the research hypothesis, tangible reward had a significant positive (+) effect on job satisfaction, but intangible reward had a positive (+) effect on job satisfaction, but it was not significant. Also, tangible and intangible rewards have a significant positive (+) effect on organizational commitment and motivation. Job satisfaction has a significant positive (+) effect on productivity and service quality. However, organizational commitment had a significant positive (+) effect on productivity, but had a positive (+) effect on service quality, but was not significant. Lastly, motivation has a significant positive (+) effect on productivity and service quality. Through the research results, the relationship structure between the performance compensation system, organizational effectiveness and motivation, and corporate performance was identified, and the application of the performance compensation system to employees in the automobile industry was presented.

• The Journal of the Korea Contents Association
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• v.20 no.12
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• pp.58-73
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• 2020

The purpose of this study is to empirically analyze the relationship between organizational commitment, job satisfaction, education and training, human resource development, and communication in Korea's financial industry. In particular, the mediating relationships between organizational commitment and job satisfaction, education and training, human resource development, and communication were examined in order to provide a better understanding of organizational commitment. A structural equation model was used for the empirical analysis of this study. As a result of the study, it was confirmed that education and training, human resource development, communication, organizational commitment, and job satisfaction are correlated within the Korean financial industry. Furthermore, organizational commitment was found to have mediating effects on education and training, human resource development, communication, and job satisfaction. Based on these results, this study emphasizes the importance of education and training for organizational commitment in the Korean financial industry. In particular, this study establishes the importance of a culture of trust within organizations through human resource development programs, communication for job satisfaction, and organizational performance to face changes in the post-COVID era. In the future, more in-depth qualitative studies are required to derive factors related to the employees of financial companies and to conduct comparison analyses with companies in other industries.

• The Journal of the Korea Contents Association
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• v.7 no.12
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• pp.131-138
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• 2007

This research attempts to carry an empirical study on women leaders' gender-related leadership styles and relationship between job satisfaction and organizational commitment. For these purpose, this study built two hypotheses based on literature review and tested them using the survey method of 1,172 female workers in sales departments of the K company. The results of this study show that both the androgynous gender role and the masculine gender role are superior to the feminine gender role in employees' job satisfaction and organizational commitment level. But there isn't significant level difference in job satisfaction and organizational commitment between androgynous gender role and the masculine gender role.

• Journal of Convergence for Information Technology
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• v.8 no.2
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• pp.105-112
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• 2018

The purpose of this study is to verify the relationship between teamwork and job satisfaction in team leadership behavior of SMEs. For this study, the survey data of 158 SME employees in the Seoul metropolitan area were analyzed by structural equation modeling. The results of the study are as follows. Team leadership behavior had a significant effect on teamwork. Teamwork was found to have a positive effect on job satisfaction. Therefore, this study identified ways to enhance competitiveness and stimulate team leadership behavior by cultivating team leadership behavior and teamwork competencies in accordance with the strategies of SMEs. It can also contribute to the development and strategy formulation and management of team leadership competencies to improve performance in SMEs.

• Proceedings of the Korean Operations and Management Science Society Conference
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• 2006.05a
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• pp.1246-1250
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• 2006

TOC 의 전략적 목표는 수익창출, 고객만족, 그리고 종업원의 고용안정이다. 그리고 이를 실행하기 위해서는 이 3 가지 목표중 하나를 최종목표로 삼고 나머지 둘을 필요조건으로 삼는다. 이를 위한 구체적인 실행방안의 하나가 마피아오퍼(Mafia Offer)의 개발이다. 이 논문은 구체적인 마피아오퍼의 실행 방안을 알아본다. 그리고 이를 토대로 TOC 전략의 체계를 소개하며, 이 내용을 블루오션(Blue Ocean)전략, BSC(Balanced Score Card)의 활용과 연관시킨다.

• Proceedings of the Korean Operations and Management Science Society Conference
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• 2004.10a
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• pp.595-598
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• 2004

외식업체에서 비용의 가장 많은 부분을 차지하는 것이 인건비이다. 따라서 종업원 스케쥴링은 비용절감을 위한 중요한 요소이다. 그러나 스케쥴링은 여러 가지 요구 조건들을 만족시켜야 하므로 복잡하고 많은 시간과 노력이 소요되는 비생산적인 업무이다. 본 연구의 목적은 수리계획법을 이용하여 스케쥴링 업무에 드는 시간과 비용을 절감하고 인력을 효율적으로 관리하는 방안을 모색하는 것이다. 이러한 연구목적을 위해 본 연구에서는 사례기업을 대상으로 수리계획법의 현실 적용효과와 문제점을 확인하였다.

• Proceedings of the Korean Society for Quality Management Conference
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• 2007.04a
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• pp.215-222
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• 2007

본 연구의 목적은 경영학 분야에서 끊임없이 화두로 제시되고 있는 고객만족에 대한 핵심 성공요인을 도출하는데 있다. 이를 위해 말콤 볼드리지 국가 품질상 수상 기업에 대한 사례 연구를 수행하여 고객만족을 위한 5개의 요인을 도출하였으며, 도출된 각각이 요인과 관계가 깊은 국내 기업을 선정하여 설문을 통해 도출된 요인과 고객만족과의 상관관계에 대해 검토하였다. 분석방법은 가설 검증에 앞서 측정 변수들에 대한 신뢰성 분석(Regression Analysis)을 수행하였고, 가설 검증을 위해 상관 분석(Correlation Analysis)을 실시하였다. 본 연구의 실증 분석 결과는 다음과 같다. 첫 번째, 고객 중심 사고와 고객만족은 높은 양의 상관관계를 가진다. 두 번째, 고객 및 시장 세분화와 고객만족은 높은 양의 상관관계를 갖는다. 세 번째, 종업원의 만족과 고객만족은 높은 양의 상관관계를 갖는다. 네 번째, 고객 접점 강화와 고객만족은 매우 높은 양의 상관관계를 갖는다. 다섯 번째, 고객 불만 해결과 고객만족은 높은 양의 상관관계를 갖는다. 본 연구의 이론적 공헌 및 시사점은 다음과 같다. 첫 번째, 말콤 볼드리지 국가 품질상의 심사기준에 근거하여 고객만족에 대한 연구를 국내 최초로 수행하여, 고객만족을 '경영품질'이라는 전체적 구조 속에서 바라볼 수 있는 기틀을 제시하였다. 두 번째, 말콤 볼드리지 국가 품질상 수상 기업에 대한 사례 연구를 통해 도출된 공통점과 관련이 깊은 국내 기업의 사례 연구 및 설문 조사를 진행함으로써, 국내 기업으로 하여금 현재 자사의 고객만족을 위한 전략의 수준을 확인하고, 개선의 기회를 발견하는데 도움을 줄 수 있는 계기를 마련하는 등 고객만족의 향상을 위한 새로운 방향을 제시하였다. 세 번째, 고객만족 전략을 수립하는데 있어 과학적이고, 체계적이며, 기업의 전체적인 구조와 조화를 이룰 수 있는 전략을 수립하는데 어려움을 겪었던 기업들에게 본 연구는 유용한 정보의 제공 및 활용을 지원할 수 있을 것으로 사료된다.

• Culinary science and hospitality research
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• v.15 no.3
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• pp.94-111
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• 2009

Franchise restaurants in Korea are making efforts to improve service quality by developing and following service quality manuals to provide uniform services. This study was conducted to verify the fact that such efforts to provide uniform services would increase customer satisfaction and influence customers' decision to revisit. After setting up research models and hypotheses, the survey was conducted for 30 days from April 1 to 30, 2008 and a total of 279 copies were analyzed. The result of this study includes three findings. First, among the independent variables pertaining to the influence of uniform service quality on customer satisfaction, service uniformity, brand uniformity, and space arrangement uniformity were most influential. Also, among the brand image variables, service uniformity was most influential on customer satisfaction. Second, it was found that uniform service quality had positive influence on customers' behavioral intentions and that menu was the most influential factor. Third, it was found that higher customer satisfaction had greater influence on customers' behavioral intentions.