• Journal of Korean Society of Forest Science
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• v.105 no.4
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• pp.496-504
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• 2016

As people's interest in forest trail increases, it has reached a critical time to extend forest trail program. This study clarifies correlation between two variables, organizational commitment and job motivation and identifies the variations in organizational commitment level for job motivation so that the forest trail programs attain its object and meet users' satisfaction. As a result, first, job motivation can be divided into 'personal satisfaction', 'work value', and 'external reward and recognition'; the biggest motivation is 'personal satisfaction', followed by 'work value' and 'external reward and recognition'. Second, job motivation has a positive correlation with organizational commitment. Especially 'personal satisfaction' and 'external reward and recognition' have a positive impact on the organizational commitment. To sum up, the personal satisfaction has a greater impact on organizational commitment than other factors. Therefore, it is needed to draw up measures to increase their personal satisfaction like making them have self esteem from forest trail guide.

• The Journal of the Korea Contents Association
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• v.16 no.1
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• pp.352-361
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• 2016

This research examines how influential the certificate is on career development and job satisfaction. The outcome of substantial analysis on hypothesis of the study is: First, three factors-proactiveness, value, competitiveness are the positive effect on motivation for certificate. However, it is shown that the correlation and regulation factors do not have a significant effect on career development. Second, career development has a positive relation with the job satisfaction. Third, value and association among motivation factors for certificate acquisition have a positive effect on job satisfaction. However, it is revealed that proactiveness, competitiveness, and bylaw factors do not have significant influences on job satisfaction. These outcomes prove that private certificates do not meet the need realistically in the business field. It is caused by the low level of difficulty of the certificate exam, which results in the standardization state where it becomes easier for anyone to obtain the certificate. In order to resolve the problem in relation to the private certificate acquisition, it is suggested that advices of field experts should be actively reflected on the exam and that the difficulty of the exam should be moderated to acquire comparability and to reflect reality.

• Culinary science and hospitality research
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• v.19 no.3
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• pp.291-304
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• 2013

This study analyzed the effects of Employee Value Proposition (EVP) and the impotance of a job rotation system on the subjective career success. The total 379 samples were surveyed from employees engaging in domestic hotel enterprises located in Seoul using convenient sampling method. The result of this research is as followings. First, EVP has total 5 factors('career development,' 'affiliation,' 'work environment,' 'work content' and 'pay & reward') and job rotation has total 3 factors('individual capacity improvement,' 'procedural justice,' and 'career development'). Second, the results of hypotheses test using a series of multiple regression analysis indicate that EVP factors including 'career development,' 'affiliation,' 'work environment,' and 'work content' influence subjective career success. However, EVP factor of 'pay & reward' does not influence subjective career success. Similarly, EVP factors excluding 'pay & reward' affect a job rotation system. Lastly, a job rotation system positively affects subjective career success. Based on the analysis results, we could draw the importance of the non-financial reward instead of financial reward in the perception of employees' subjective career success. As a research implication, the importance of the creative organization culture was suggested in the conclusion section.

• The Journal of the Korea Contents Association
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• v.12 no.10
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• pp.480-488
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• 2012

The purpose of this study was to research the relationships among psychological capital, job attitude, and service climate of employees in hotel corporations. Psychological capital has been demonstrated to be important for performance at both individual and group levels of analyses. In addition psychological capital has been shown to provide additive value to more established measures of employee's positive job attitudes. To accomplish this study, it was determined that the analysis derived from a hypothesis and literature reviews and data collected from 295 employees in hotel corporations. The results of empirical analysis showed as follows. First, Psychological capital has a significant effect on job satisfaction. Second, Psychological capital has a significant effect on organizational commitment. Third, Service climate was also found to have moderating effect upon the relationship between psychological capital and job satisfaction. Based on these findings, the implications and limitations of the study were presented including some directions for future studies.

• The Journal of the Korea Contents Association
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• v.14 no.8
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• pp.431-441
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• 2014

In order to maximize customer's satisfaction, high-value service needs to be created by reducing service delivery errors and miscommunications. Employee's job rotation experience will help them to reduce errors and develop their career. The purpose of this study is to examine the effect of job rotation on employability and subjective career satisfaction. The results clarifies the hotel's job rotation system and examine the relationship among job rotation, employability and subjective career satisfaction. Taking samples from full-time workers in hotel, total 370 participants were used in the analysis. The SEM approach was used to analysis the data with AMOS 20.0. The results show that job rotation has a positive influence on employability and subjective career satisfaction. Moreover, employability has a partial mediation effect between job rotation and subjective career satisfaction. Therefore, the study contributes to generate theoretical and practical implications in hospitality industry.

• 한국데이터정보과학회:학술대회논문집
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• 2006.04a
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• pp.253-265
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• 2006

This study aims to figure out the relation between the demographic characteristics and job satisfaction of those who work at fashion companies. The subject of this study is those who work at fashion companies beyond the small and medium sized businesses and designer brand employees in Busan. We used SPSS/WIN 10.0 to analyze the data for this study. The job satisfaction was found to increase in proportion to the satisfaction with the job itself, the senior of official, wage and colleagues, which increases along with the level of post. The job satisfaction was found to be proportional to the level of work specialization, satisfaction with the company and welfare. The job satisfaction and the performance would improve if the work environment for employees is made better by making their works more diverse and discretionary to ensure a successful growth of fashion companies.

• Journal of Digital Convergence
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• v.10 no.4
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• pp.333-339
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• 2012

This study involved a small business workers continuing education according to characteristics and job satisfaction by comparing the development of effective continuing education programs to improve workers' skills is to derive the key indicators. Job satisfaction than those below 40 in the 20s incentives, skills development, human resource management, organizational commitment was higher throughout the 20 to 30 units from 40 to 50 single professionals and young workers compared to their job satisfaction is higher, the number of years worked less than 5 years working in a different number of years than those in group incentives, skills development, human resource management overall significantly higher, rank in the lower position due to differences in job satisfaction was higher than the upper position, technical, administrative two trades was higher than Therefore, by improving job satisfaction in the workplace contributes to strengthening the competitiveness of enterprises and workers must strive to improve the quality of life.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.14 no.1
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• pp.135-142
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• 2013

This study examined the mediating effects of job satisfaction on the relationship between organizational culture and organizational citizenship behavior in social welfare organizations. For the research, organizational culture was measured by Kimberly & Quinn's competing value model. This study analyzed 260 social workers by survey. The multiple regression model proposed by Baron & Kenny and sobel test were used. The results of this study were summarized as follows: Descriptive statistics showed that social workers perceived the level of organizational culture, job satisfaction, and organizational citizenship behavior had a higher than medium. By using a regression, organizational culture and job satisfaction have a positive effects on the organizational citizenship behavior. Especially, there is a mediating effect of job satisfaction in association with organizational culture and organizational citizenship behavior. This study finally discussed theoretical implications for future study and practical implications for organizational culture and job satisfaction strategies on the results.

• Journal of Korea Game Society
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• v.2 no.1
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• pp.3-10
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• 2002

게임산업은 최첨단 기술이 접목된 고 부가가치를 창출할 수 있는 컨텐츠 산업으로 미래의 디지털 경제를 이끌어 나갈 대표적인 국가 전략 산업으로 발전하고 있으며 게임 제작 인력에 대한 수요는 점점 더 증가하고 있는 실정이다. 본 논문에서는 게임 제작 인력 보급을 만족시켜 주기 위하여 게임 제작 업체에서 필요로하는 기술 인력의 수요와 요구 기술을 DACUM 직무분석법을 통하여 직무 영역과 수행작업을 도출한 후 이를 근간으로 교육과정을 개발하였다. 도출된 교육과정에서는 게임 개발 방향, 게임 제작 기술, 게임 제작 도구등에 대한 현황과 전망을 수집, 조사, 분석하여 교과 과정의 자료로 사용하였으며 이를 토대로 체계적이고 효율적인 교육 과정을 모델링하여 개발하였다.

• The Journal of the Korea Contents Association
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• v.8 no.10
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• pp.287-300
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• 2008

The purpose of this study is to show the optimal leadership model based on general manager management that is related to hotel employees, which may then be applied to ideal hotel management in Korea. The variables analyzed in this study are employee-management relations from the lowest ranking employee to the highest level of management, with communication and job understanding held common among the subjects. This study looks in detail at four main concepts. Firstly, the employees are encouraged to put forth their best efforts through the standardization of the requirements and regulations of the job and ensuring product suitability. Secondly, the cultivation of new hotel culture empowers the employees. The third point taken into account is the encouragement of employees to take pride in the work they do, which is done through a kind of reward system and salary. The final point considered is the empowerment of employees, which results in employee commitment to the job.