• Title/Summary/Keyword: 직무수행성과

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The Relationship between Transformational·Transactional Leadership and In-role Performance: Mediating Effect of Subordinator's Motivation (변혁적·거래적 리더십과 직무수행성과 간의 관계: 부하 동기부여의 매개효과)

  • Shin, Jang-Seon;Cha, Yunsuk
    • The Journal of the Korea Contents Association
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    • v.14 no.5
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    • pp.373-379
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    • 2014
  • This study was conducted empirically to explore the relationship between transformational and transactional leadership and in-role performance focusing on the mediating effect of motivation, intrinsic and extrinsic motivation. To accomplish this, we have thoroughly reviewed the studies and theories related to transformational-transactional leadership and in-role performance. Based on the literature review, I proposed research model and hypothesis and statistically tested. The data for this study was collected via survey. The basic informations involved 159 employees who work for companies in Busan and sourthern Kyunsan province. The results were follows. Transformational and transactional leadership have meaningful influence on in-role performance. The mediating effect of intrinsic and extrinsic motivation between transformational leadership and in-role performance was supported. These results imply that leaders should support the vision of employees as a symbol of success and it could foster the performance.

Relations of Learner Satisfaction and Learning Performance with an Evaluation of Job Performance Abilities for NCS-based Courses in Collages (NCS기반 수업에서 직무수행능력 평가횟수와 학습만족도 및 학습성과와의 관련성)

  • Oh, Man-deok;Park, Jung-keun;Lee, Seung-hee
    • The Journal of the Korea Contents Association
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    • v.18 no.4
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    • pp.347-356
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    • 2018
  • This study focuses the relationships of job performance abilities with learner satisfaction and learning performance for NCS-based courses in colleges from instructors' perspectives. The results of this study show that the satisfaction of learners for NCS-based courses is statistically higher when learners are evaluated 3 times or more rather than twice or less. And also it reports that when 3 or more different evaluation methods are applied per evaluation of job performance ability, learner satisfaction is statistically higher. On the other hand, the performance of learners is turned out to be better with both evaluations of 3 times or more, and 3 or more different evaluation methods per job performance ability. However those results are not statistically meaningful. It concludes that from a view of process-based formative evaluation, evaluating job performance ability itself should be considered as an activity for improving teaching and learning in higher vocational education of colleges.

Employees' Environment, Social, and Governance Activity Recognition as Job Resource Enhancing Job Performance via Job Satisfaction and Prosocial Behavior among Call Center Employees (직무자원으로서 ESG 활동 인식이 직무만족과 친사회적 행동을 통해 직무수행능력 향상에 미치는 영향, 콜센터 직원들을 대상으로)

  • Joonhyeong Joseph Kim;So Ra Park
    • Industry Promotion Research
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    • v.9 no.2
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    • pp.1-12
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    • 2024
  • This study examines the role of Environment, Social, and Governance (ESG) activity recognition on job satisfaction, prosocial activities, and job performance among customer representatives working in call center environments. After gathering data from 264 call center workers in major South Korean insurance companies, the analysis w as performed using SmartPLS 4.0. This study's findings reveal that employee recognition of ESG activities significantly enhanced job satisfaction. The impact of ESG activity recognition on prosocial behavior was positive but relatively weak. Job satisfaction influences both prosocial behavior and the job performance of employees. Finally, prosocial behavior positively influences job performance. The most significant finding is that employees' recognition of companies' ESG management practices serves as a job resource. This recognition enhances employees' attitudes, behavior, and performance, signaling the potential benefits of informing employees about corporations' ethical behaviors.

Effect of the Organizational Culture of the Revenue Officer on Organizational Satisfaction and Job Performance (세무공무원의 조직문화가 조직만족과 직무성과에 미치는 영향)

  • Hong, Soon-Bok
    • The Journal of the Korea Contents Association
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    • v.11 no.7
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    • pp.366-373
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    • 2011
  • This study aims to present basic directions and implications of the organizational culture and job performance by analysis of the causal path between the variables acknowledging the important role of the organizational satisfaction on the assumption that the organizational culture which is developed for improvement of the revenue officer's job performance by the taxation organization. In the results of analysis, the clan culture, hierarchy culture and market culture except the culture of innovation have positive effects on the organizational satisfaction, and the higher the organizational satisfaction, the higher efficiency of the performance of the tax administration affairs become, so the job performance becomes increase. This can be the results that the characteristics of the tax organizational culture which conducts the taxation administration affairs by the clan culture which is hierarchical and emphasizes the business performance through teamwork, and the market culture which emphasizes the results reflect the job performance. Therefore, the organizational culture that develops sense of ownership and being performed autonomously and responsibly should be created in order to increase the competitiveness in the organizations and to increase the job performance efficiently by the members of the organization to have worthwhile feeling.

Measurement of Improved Learning Outcomes using Job Assignment Teaching Method (직무배정 수업기법의 학습성과 향상도 측정)

  • Kim, Sang-Kyun
    • Journal of the Korea Academia-Industrial cooperation Society
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    • v.12 no.12
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    • pp.5633-5638
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    • 2011
  • Kim(2011) showed that the team-based teaching method which is focusing on the individual job assignment solves the backlash effects of peer-evaluation method and suggested that it should be studied if the job assignment teaching method does not worsen the learning outcomes[1]. To analyse the learning outcomes of the job assignment teaching method is the purpose of this paper. This paper evaluates the improvement of the learning outcomes which are resulted from a variance of education style that each member of project team was given his specific task. Firstly, all the students evaluate a learning satisfaction and quality of outcomes by themselves. Secondly, an instructor and some professionals evaluate all the outputs. The results showed that the learning outcomes evaluated by students and instructors are improved significantly. The suggested method in this paper, which focuses on the job assignment of team project, could improve the learning outcomes of team project in engineering education.

직무성과에 대한 인지적 및 비인지적 능력의 영향: 대학생의 학업성과를 중심으로

  • Seo, Yun-Hui;Sin, Ho-Cheol
    • Proceedings of the Korean Society for Quality Management Conference
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    • 2010.04a
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    • pp.447-447
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    • 2010
  • 조직이나 기업에서 높은 수준의 직무 성과는 뛰어난 지적 능력과 더불어 다른 요소들의 영향에 의해 결정된다고 광범위하게 인식되고 있다. 따라서 인사선발시 인지적인 능력뿐만이 아니라 성격과 같은 비인지적 능력을 평가하는 시도가 활발히 이루어지고 있다. 본 연구는 이를 실증적으로 검증하고자 수행되었다. 즉, 본 연구에서는 서울지역에서 재학 중인 대학생 (n=260) 을 대상으로 하여 인지적 능력은 입학성적으로, 비인적 능력은 Big Five 성격 특성으로, 직무성과는 학업성과(예, 학업평점, 대학 및 학과에 대한 만족도, 동아리 활동, 등) 로 각각 측정하여 이들의 관계성을 살펴보았다. 연구 결과, 인지적 능력과 더불어 Big Five 성격 특성 중 성실성과 개방성이 다양한 학업성과와 상관관계를 보여주었다. 본 연구는 추가적으로, 학업성과 중 동아리 활동이 대학생활의 만족도와 상관관계가 있음을 보여주고 있다. 이러한 결과는 인사선발 과정에서 지원자의 잠재적 직무성과를 예측할 때 지적 능력 같은 인지적 측면뿐만이 아니라 성격과 같은 비인지적 측면을 동시에 고려해야 한다는 실무적 시사점을 제시하고 있다.

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A convergence study on the effects of positive psychological capital on job performance and job satisfaction of hair beauty service workers (헤어미용 서비스 종사자의 긍정심리자본이 직무성과와 직무만족에 미치는 영향에 대한 융합적 연구)

  • Yi, Hyeon-Seo
    • Journal of the Korea Convergence Society
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    • v.13 no.4
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    • pp.477-485
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    • 2022
  • This study was conducted to provide basic data to promote hair beauty service education by identifying the difference in the effect of positive psychological capital on job performance and job satisfaction of hair salon workers. For this purpose, in order to empirically verify the effect of positive psychological capital on job performance and job satisfaction of hair salon workers, 280 people engaged in hair salon workers in Gwangju, Daegu and Gyeongsangbuk-do were targeted. As a result of the study, positive psychological capital of hair and hair salon workers affects job performance and job satisfaction, and among the sub-factors of positive psychological capital, hope and optimism appear to affect both job performance and job satisfaction. Therefore, in order to strengthen the positive psychological capital of hair salon workers, it is necessary to develop a convergence program development and strategy that can enhance job performance and job satisfaction and apply it to the hair beauty service field.

The Effects of the Performance-Oriented Culture of Community Welfare Centers on the Job Performance of Social Workers (사회복지관의 성과지향적 문화가 사회복지사의 직무수행에 미치는 영향)

  • Moon, Young-joo
    • Korean Journal of Social Welfare Studies
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    • v.45 no.3
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    • pp.179-207
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    • 2014
  • The purpose of this study was to investigate the effects of the performance-oriented culture of a community welfare center on the job performance of its social workers. For that purpose, the study conducted a survey by mail with 1,162 social workers working for community welfare centers around Busan and Gyeongnam Province from January 4 to 31, 2013. Of the collected questionnaires, a total of 755 from 81 community welfare centers were used in the final analysis. This study used the SPSS 21.0, AMOS 21.0, and HLM 6.02 statistical software packages to perform data analysis for each hypothesis. The analysis results of the unconditional model of the hierarchical linear model, the unconditional random coefficient model, and the conditional model show that the job satisfaction and organizational commitment of social workers had positive (+) effects on their job performance. Secondly, customer orientation, one of the sub-elements of performance-oriented culture, had positive (+) effects on the job performance of social workers, whereas the result orientation had negative (-) effects on it. In addition, innovation orientation had no impacts on their job performance. Based on those findings, the study proposed management plans for organizational culture to enhance the job performance of social workers.

The Change of Job Wage System in Public Sector (공기업 직무급여제도 전환 연구)

  • Park, Jong Gwan
    • The Journal of the Korea Contents Association
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    • v.18 no.9
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    • pp.424-432
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    • 2018
  • Job-wage is "a compensation system in which the basic pay is determined by the value of the task regardless of the nature of the person performing the task." The retirement age of workers in 2016 is trying to improve the wage system due to the enactment of the 60-year-old law. The performance salary system introduced in the previous administration try to switch the government of Moon Jae-in. In other words, the introduction of performance salary from the Seniority based Wage and the shift to the job payment system are taking place. This study analyzed case agencies in connection with the transition of job wage to public agencies. In other words, based on the awareness of the employees involved to the contents of the transition of the performance annual salary system to the job wage system analyze empirically. This study finds that there was strong negative perception of the performance-based pay system as a whole and the shift to a job wage system was also highly opposing. It was revealed that efforts to improve the problem are needed to improve performance annual salary system, to reverse the negative perception of job wage, to prepare fair evaluation criteria for performance and job duty and to persuade employees who oppose job change.

Research on the Influence of Transformational Leadership on the Employee's Job Satisfaction and Job Performance (변혁적 리더십과 직원들의 직무만족도 및 직무성과와의 관계에 관한 연구)

  • Li, Nan;Chung, Gi-Young;Kim, Hyung-Ho
    • Journal of the Korea Convergence Society
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    • v.11 no.6
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    • pp.269-279
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    • 2020
  • The leader has an indispensable role in the enterprise. This article takes transformational leadership as the research object and introduces job satisfaction and job performance as variables. It is aimed to explore the impact of various dimensions of transformational leadership on employee performance and satisfaction, and to try to find the acting mechanism of the effect of transformational leadership on employee performance. The study used a questionnaire survey method and SPSS23.0 for statistical analysis. Through the analysis of 378 questionnaire surveys, it was found that the four constituent variables of transformational leadership would have different degrees of influence on job performance and satisfaction. Enterprise leaders should put emphasis on the choice of leadership style and pay special attention to the work attitude of employees. This study provides useful enlightenment for companies to carry out human resource management work. However, this study did not verify whether job satisfaction has an intermediary role in between transformational leadership and job performance, which is also an area that needs to be further studied in the future.