• Proceedings of the Korean Society of Computer Information Conference
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• 2009.01a
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• pp.345-349
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• 2009

본 연구는 노인복지시설 종사자의 직무요인이 조직성과에 미치는 영향요인에 대해 실증적으로 분석하는 것을 목적으로 한다. 이론적 배경에서 노인복지시설에 관한 문헌 검토와 노인 복지시설 종사자의 직무요인 및 조직성과에 대한 제이론을 검토하였다. 이론을 근거로 실증적 자료의 분석을 통하여 노인복지시설 종사자의 직무요인이 조직성과에 미치는 인과관계의 영향요인에 대해 검증하고자 하였다. 노인복지시설 종사자의 직무요인인 보수, 승진, 조직풍토, 업무환경, 조직구조가 조직성과인 직무만족과 조직몰입 및 충성도에 다르게 영향을 미칠 것으로 가정하였다. 실증적 분석에서는 연구대상에 대한 인구통계학적 분석과 연구모형에 대한 적합도를 검증하며, 구조방정식모형을 향해 가설검증을 실행하고자 한다.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.12 no.2
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• pp.137-149
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• 2017

This study aims to verify culture-universal invariances and culture-particular differences in the relationship of job stress, flourishing, and job engagement. For this purpose, we selected a global korean company having a local corporation in China in order to minimize the influence of organizational factor and a self-report questionnaire survey was conducted by 141 personnels of head office and 107 personnels of chinese branch. At first, the mediating effect of flourishing on the relationship between job stress and job engagement was significant for both korean and chinese personnel. Second, regression analyses were conducted in order to demonstrate influence of detailed job stress on flourishing and job engagement. As for flourishing, decision making and responsibility factor was significant for korean personnel, and lack of social support factor and job characteristic factor were significant for chinese personnel. Regarding job engagement, lack of social support factor and job characteristic factor were significant for both two samples and decision making and responsibility factor was significant for korean personnel whereas non-significant for chinese personnel. The results could give a meaningful perspectives to companies interested in extending their business abroad. Finally, implications and limitations of the study and suggestions for future research were discussed.

• Culinary science and hospitality research
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• v.22 no.4
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• pp.222-239
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• 2016

This study is composed of both a research of research literature and empirical analysis. With regard to literature based, consideration was given to present conditions of domestic coffee shops, thhe definition of barista, the duty characteristics baristas, and intention to change job. Empirical analysis established hypotheses and verified the effect of duty characteristics on job satisfaction and turnover intention. A survey to verifying the hypothesis of study was performed for 400 baristas who were working at their coffee shops with selecting coffee shops randomly in Seoul and Kyeonggi-do. 2012.08.15~2012.08.30, for 15 days, I performed survey, without faithless answers and questionnaires which weren't written, I used total 331 papers for actual analysis. Collected basic data were analyzed through SPSS 18.0 program by frequency analysis, correlation analysis, factorial analysis, reliability analysis, regression analysis, and so on. I suggested like this for managing effective human resources. For increasing satisfaction of duty of barista, manager should give opportunity for attending important duty to barista, and because of this, barista can feel sense of responsibility and self-esteem.

• Industry Promotion Research
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• v.8 no.3
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• pp.51-60
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• 2023

The purpose of this study was to verify the double mediating effects of job stress and psychological commitment in the relationship between organizational incivility and job satisfaction of child-care teachers in South Korea. 234 Korean child-care teachers were purposively selected from S city of C Province. SPSS Win.25.0 and PROCESS Macro 4.2 were used for analyzing the data, and reliability analysis, frequency analysis, correlation analysis, and multiple mediation model analysis were conducted. Results are as follows. First, correlation analysis showed significant correlations between organizational incivility, job stress, psychological commitment, and job satisfaction. Second, path analysis showed that organizational incivility had a positive effect on job stress and a negative effect on psychological commitment and job satisfaction. Job stress had a negative and significant effect on psychological commitment and job satisfaction, and psychological commitment had a positive and significant effect on job satisfaction. Third, job stress and psychological commitment had consecutive double mediation in the link between organizational incivility and job satisfaction. This study suggests a way to utilize job stress and psychological commitment when childcare teachers' organizational incivility has a negative effect on job satisfaction.

• The Journal of the Convergence on Culture Technology
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• v.7 no.4
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• pp.257-265
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• 2021

This study analyzed the influence of career-education on job satisfaction in the multicultural family service centers focused on the mediating effects of multicultural practice competence and organizational climate. A self-reported questionnaire survey was done on 180 multicultural practitionser in Seoul and Kyunggi Do. A total of 175 copies were used for final analysis with ones insincerely made were excluded. Collected date underwent Multivariate structural equation model analysis using AMOS 21.0 and frequency, descriptive, and corelation analysis were made using SPSS 20.0. Statistical program. The study results revealed that career-education directly affect organizational climate and multicultural practice competence, and organizational climate directly affected job satisfaction. Career education did not affect job satisfaction, but organizational climate had complete mediating effect in the structural equation model. Additionally multicultural practice competence didn't have an effect on job satisfaction and mediating effect in the structural equation model. Based on the results, intervention strategies to increase job satisfaction of multicultural practitioners and future study implications were suggested.

• Korean Security Journal
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• no.48
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• pp.9-33
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• 2016

The purpose of the present study was to find out cause-and-effect relationship between job requirements and job resources, with job burnout as a mediator variable, and the effects of these variables on organizational effectiveness. The population in the present study was private security guards employed by 13 private security companies in Seoul and Gyeonggi-do areas, and a survey was conducted on 500 security guards selected using purposive sampling technique. Out of 460 questionnaires distributed, 429 responses, excluding 31 outliers or insincere responses, were used for data analysis. For analysis, data were coded and entered into SPSS 18.0 and AMOS 18.0, which were used to analyze the data. Descriptive analyses were performed to find out sociodemographic characteristics of the respondents. The exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) were used to test the validity of the measurement tool, and the Cronbach's Alpha coefficients were calculated to test the reliability. To find out the significance of relationships among variables, Pearson's correlation analysis was performed. Covariance Structure Analysis (CSA) was performed to test the relationship among latent factors of a model for job requirements, job resources, job burnout, and organizational effectiveness of the private security guards, and the fitness of the model analyzed with CSA was determined by the goodness-of-fit index ($x^2$, df, p, RMR, GFI, CFI, TLI, RMSEA). The level of significance was set at .05, and the following results were obtained. First, even though the effect of job requirements on job burnout was not statistically significant, it had a positive influence overall, and this result can be considered such that the higher the perception of job requirements by the member of the organization, the higher the perception of job burnout. Second, the influence of job resources on job burnout was negative, which can be considered that the higher the perception of job resources, the lower the perception of job burnout. Third, even though the influence of job requirements on organizational effectiveness was statistically nonsignificant, it had a negative influence overall, and this result can be considered that the higher the perception of job requirements, the lower the perception of organizational effectiveness. Fourth, job resources had a positive influence on organizational effectiveness, and it can be considered that the higher the perception of job resources, the higher the perception of organizational effectiveness. Fifth, the results of the analysis between job burnout and organizational effectiveness revealed that, even though the influence of job burnout on organizational effectiveness was statistically nonsignificant, it had partial negative influences on sublevels of organizational effectiveness, and this may suggest that the higher the perception of job burnout by the organization members, the lower the organizational effectiveness. Sixth, the analysis of mediating role in the relationship between job requirements and organizational effectiveness, job burnout was taking partial mediating role between job requirements and organizational effectiveness. These results suggest that reducing job burnout by managing job requirements, organizational effectiveness that leads to job satisfaction, organizational commitment, and turnover intention can be maximized. Seventh, the analysis of mediating role in the relationship among job requirements, job resources, and organizational effectiveness, job burnout was assuming a partial mediating role in the relationships among job requirements, job resources, and organizational effectiveness. These results suggest that organizational effectiveness can be maximized by either lowering job requirements or burnout management through reorganizing job resources.

• Proceedings of the Korea Contents Association Conference
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• 2013.05a
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• pp.403-404
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• 2013

본 연구에서는 종합병원에 근무하는 간호사를 대상으로 감정노동과 감성지능이 직무스트레스에 어떠한 영향을 미치는지 알아보고자 한다. 본 연구에서 간호사들의 감정노동과 감성지능 변인들의 직무스트레스에 대한 분산 설명력은 31.9%였고, 회귀모형은 유의미한 것으로 나타났다(F=7.615, p<.001). 분석결과, 감정노동 변인 중 감정표현의 빈도는 직무스트레스에 유의미한 부(-)적 영향(${\beta}=.206$ p<.05)을, 감정표현 규범의 주의성은 유의미한 정(+)적 영향(${\beta}=.318$, p<.01)을 미치는 것으로 나타났으며, 감성지능변인 중 자기감정이해(${\beta}=.195$, p<.05)와 감정조절(${\beta}$=-.192, p<.05) 변인이 직무스트레스에 유의미한 부(-)적 영향을 미치는 것으로 나타났다. 이들 변인들의 상대적 영향력은 표준화계수(${\beta}$)를 통해 알 수 있듯이, 감정표현 규범의 주의성, 감정표현의 빈도, 자기감정이해, 감성조절 등의 변인 순으로 직무스트레스에 미치는 영향력이 큰 것으로 분석되었다. 이와 같은 결과를 통해, 간호사들이 직무스트레스를 낮추기 위해서는 환자들과 긍정적인 감정표현을 많이 하고, 간호사들이 병원의 감정표현 규범으로 인해 표현하지 못한 감정을 해소할 수 있는 방안이 필요하며, 자신의 감정에 대한 이해와 감성조절 능력을 기르도록 스스로 노력이 필요함을 알 수 있었다.

• Culinary science and hospitality research
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• v.19 no.1
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• pp.1-11
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• 2013

This study was conducted from 10 February 2011 until 2 March 2011 targeting culinary workers in deluxe hotels in Seoul. The data from 161 copies of questionnaire were analyzed using SPSS 17.0 for the factor analysis and the reliability test, and the multiple regression analysis was performed to verify the hypotheses. The results are as follows. First, correlation among interpersonal attachment, job satisfaction and job attachment showed that stable attachment had a significantly positive(+) effect on job satisfaction and job attachment. Second, unstable attachment had a negative effect on job satisfaction. Moreover, there were no correlations between job satisfaction and job attachment by the types of attachment. Third, for the effect of interpersonal attachment on job satisfaction, the stable one had a significantly positive(+) effect on job satisfaction; however, avoidant and unstable ones didn't have a significant effect on job satisfaction. Consequently, the results of this analysis suggest the future direction of culinary workers.

• Korean Security Journal
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• no.50
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• pp.119-141
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• 2017

The purpose of this study is to analyze the longitudinal causal relationship between organizational commitment and job satisfaction, focusing on security related workers. For this purpose, the Korean Labor and Income panel data were classified into security employees. Data were analyzed using SPSS 18.0 and AMOS 20.0, and validity and reliability analysis were conducted before hypothesis testing. The results of the analysis show that organizational commitment at time t-1 has a positive effect on organizational commitment at time t, and that job satisfaction at time t-1 has a positive effect on job satisfaction at time t Respectively. The results of this study are as follows: 1) The organizational commitment has a significant effect on the job satisfaction. 2) The effect of job satisfaction on organizational commitment was also significant 3) The cross-lagged coefficients show that organizational commitment precedes job satisfaction and serves as a predictor

• The Journal of the Korea Contents Association
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• v.11 no.7
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• pp.374-386
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• 2011

This study investigated the impact of leader's coaching on job satisfaction and job involvement. In particular, this study examined employees' self-efficacy as a mediator in the relationship between leader's coaching and job satisfaction and job involvement. On the basis of theoretical linkages between the constructs, a conceptual model and hypotheses were established. Empirical data were collected by using a set of questionnaires. This survey was administered to employees working in 20 firms. 269 samples were used for the analysis. This study conducted a exploratory factor analysis and confirmatory factor analysis for the validity test, structural equation modeling(SEM) was employed to test the hypothesized relationships in the conceptual model. This study shows that the proposed model is reasonably fit to the actual data. From these analyses, the following results were obtained. First, leader's coaching is positively related to employees' self-efficacy. Second, leader's coaching is positively related to job satisfaction and job involvement. Third, employees' self-efficacy has partially mediated effects on the relationship between leader's coaching and job satisfaction and job involvement.