• Quality Improvement in Health Care
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• v.17 no.1
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• pp.61-66
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• 2011

문제: 병원에서는 잘못 사용하는 신체 관련 언어, 문법적으로 틀린 말, 비속어, 지나친 겸양어, 잘못 사용하는 존칭어, 격에 안 맞는 준말 등으로 내부 및 외부 고객과의 의사전달이 정확하지 않은 경우가 흔히 있다. 병원 직원의 부적절한 언어 사용은 외부 고객 유치 및 유지를 방해하며, 병원의 이미지 실추와도 관련이 있다. 목적: 바른 언어 표현법 매뉴얼과 동영상 구축 및 활용으로 내부 및 외부 고객의 만족도를 향상시키고자 한다. 의료기관: 서울시 종로구에 소재한 대학병원 질 향상 활동: 바른 언어 표현법 매뉴얼 구축 후 동영상을 완성하여 병원의 모든 직원들이 학습하여 활용할 수 있도록 하였다. 개선효과: 바른 언어 표현법을 잘 학습하면 바른 언어를 사용하는 습관을 가지게 되어 의사전달이 명확해지고 표현이 풍부해지며 상호간 이해하는 폭이 넓어져 내부 고객 및 외부 고객의 만족도가 향상될 것이다. 또한 병원직원 전체 언어생활의 품격이 높아질 뿐만 아니라 병원의 위상도 높아질 것이다.

• Proceedings of the Korean Society of Computer Information Conference
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• 2018.01a
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• pp.231-232
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• 2018

최근 항공 산업 발전으로 여행객들의 수가 증가하고 있으며, 호텔 이용객 수도 더불어 증가하는 추세이다. 호텔 이용객의 증가로 시설 이용 시 서비스 지연과 혼잡 그리고 서비스 품질 저하 등이 발생하게 되면서 호텔 이용객들의 시설 이용 만족도가 하락하게 되고 또한 호텔 근무 직원들의 업무 피로도가 높아지고 누적되면서 직업 만족도가 떨어지는 연쇄적인 문제점들이 발생하고 있다. 본 연구는 호텔에 방문하는 이용객들에게 캐리어 운반과 객실 안내 및 호출 서비스 등 각종 서비스 업무를 직원 대신 수행하게 되면서 현 문제점들을 어느 정도 경감시키고 이에 따라 고객 만족도 및 호텔 직원들의 업무 만족도를 증가시킬 수 있을 것으로 사료된다.

• Management & Information Systems Review
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• v.33 no.2
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• pp.189-204
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• 2014

The aim of this study is to examine the effect of transformational leadership of the leader in the wedding industry on the behavior of employees, and also to examine the equity perception of employees on their behavior. As a result of analysis, when the relation between transformational leadership and organizational citizenship behavior was examined, transformational leadership had not effect on behavior of employees. Thus, hypothesis 1 was rejected. As transformational leadership had significant effect on equity perception, hypothesis 2 was adopted. When the relation between equity perception and organizational citizenship behavior was analyzed, equity perception had significant effect on organizational citizenship behavior. Thus, hypothesis 3 was adopted. When the mediating effect of equity perception in the process of the effect of transformational leadership on organizational citizenship behavior as hypothesis 4 was examined, equity perception had partial mediating effects. Thus, hypothesis 4 was partially adopted. Accordingly, the leader in the wedding industry needs to demonstrate transformational leadership in order to promote organizational citizenship behavior of employees and also makes employees to feel impartial treatment and procedural impartiality. Further studies on practical measures of this issue are recommended.

• Journal of Korean Ophthalmic Optics Society
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• v.5 no.1
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• pp.181-186
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• 2000

This study has been implemented to identify the level of satisfaction of the Glass spectacle wearers on various services being given by optical shop workers and help them to provide services of higher quality to the spectacle wearers. The objectives of this study are the spectacle wearers who visited to the 5 Designated optical shops located in Seoul area. All the data has been collected for the 2 months period (Oct. 1 through Dec. 1. 1999.) By using structured, self-described research form. All the collected data were 250 copies in total but evaluated 222 copies only as we excluded 28 copies which has uncertain reply/contents. Major results are as follows: 1. The proportions of objectives by sex was male 54.1%, female 45.9% and by Academic career was University graduates 35.1%, High school graduates 32.4%. 2. The factors impects on the satisfaction level of spectacle wearers were the Employee's service and the status of frame. 3. the factors impacts on the intention for revisit the optical shops were facility status, the responsiveness on wearer s opinion and the employee s services. The factors impect the wearers to build up intention to recommend the visited optical Shops to the 3rd costomer were employee s services, the status of frames, the facility Status and the price level they paid. Considering the results of this study above mentioned, in order to raise up the satisfaction level of glass spectacle wearers, it s thought that the employee (optician) of optical shops have to well acquainted fluent knowledge on the glass spectacles and detailed to the spectacle wearers in a gentle manner and let them build up the reliabily.

• The Journal of the Korea Contents Association
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• v.17 no.6
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• pp.261-271
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• 2017

This study analyzed the factors of job satisfaction, organizational commitment and turnover intention of hospital members.The subjects of the study were interview survey, t-test, ANOVA and regression analysis of 355 people including administrative staff, medical technician, nurses. As a result of the study, the administrative staff had low job satisfaction, high organizational commitment, and negative intention to turnover. The medical technician' job satisfaction and organizational commitment level were low, but there was a willingness to leave because of external job opportunity and excessive job amount. Nurses' job satisfaction and organizational commitment were high, but they showed high turnover intention due to external job opportunities. Presenting options of shortage personnel at small- and medium-sized hospitals in the model project government policy. It is expected that timely and practical measures for efficient hospital management will be presented.

• Journal of the Korean BIBLIA Society for library and Information Science
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• v.30 no.4
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• pp.235-254
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• 2019

According to the development of information technology, the paradigm of the archives is shifting from preservation management of past records to use-oriented services. In this regard, this study is conducted an empirical study on the effect of internal marketing factors of university archives on the customer orientation of employees in order to improve organizational satisfaction for users of records information service. Based on the previous research, the delegation of authority, internal communication, management support, and training are established as factors of internal marketing, and the parameters for this are job satisfaction, organizational commitment, customer orientation as dependent variables, and We set up hypothesis between research variables and attempted an analysis through statistical system. In summary, each element of internal marketing showed significant results on job satisfaction and organizational commitment, and management support was most closely related to job satisfaction, organizational commitment, and customer orientation of university archive staff.

• Journal of the Korean Applied Science and Technology
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• v.34 no.4
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• pp.1004-1015
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• 2017

This study attempted to determine the effects of organizational communication on job satisfaction as organizational performance for beauty salon employees as related to their personal characteristics. For empirical analysis, a questionnaire survey was conducted among beauty salon employees in Gyeongsangnam-do, and the collected data were analyzed. The results found the following: First, organizational communication had an effect on job satisfaction. In fact, compared to other factors, communication ability revealed the greatest influence on job satisfaction. In particular, the effect of organizational communication on job satisfaction was high in the following groups: 'age 40 or older', 'high school graduates or younger' and 'married'. The study results show that human resource management that comprehensively considers personal characteristics as well as organizational communication is essential in improving business performances by increasing employees' job satisfaction in the hairdressing industry.

• Journal of Industrial Convergence
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• v.20 no.5
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• pp.11-20
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• 2022

The purpose of the study is as follows. This is to understand the effect of ethical leadership of small and medium businesses employers on job satisfaction and to understand the mediating effect of organizational fairness in their relationship. The study conducted an online survey and analyzed 508 employees of small and medium-sized enterprises in Seoul and northern Gyeonggi. The research results are as follows. First, the higher the ethical leadership of small and medium businesses employers, the higher the job satisfaction. Second, the higher the ethical leadership of small and medium businesses employers, the higher the organizational fairness. Finally, the partial mediating effect of organizational fairness was confirmed in the effect of ethical leadership of small and medium businesses employers on job satisfaction. Therefore, there is a need for a plan to strengthen the ethical leadership capabilities of small and medium businesses employers to improve job satisfaction and organizational fairness of SME employees.

• The Journal of the Korea Contents Association
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• v.19 no.7
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• pp.67-81
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• 2019

The aim of this research was to examine that the essence of university administrative staff's job stress and relevant characteristics that could influence their stress at work. For this research, we collected 250 samples of university administrative staffs in Seoul from March to April, 2017 and used 227 ones for final analyses. The results indicated that organizational characteristics (organizational commitment, organizational culture, perceived organizational support) and job characteristics (job satisfaction, job control, emotional labor) tended to be significantly associated to Job stress. These findings suggested that Employee Assistant Program (EAP) should be launched in order to provide integrated services for university staff. Second, diverse psycho-social services, such as consultation, leisure activities, and empowerment, should be provided by utilizing the resources of university. Lastly, the Korean Ministry of Education needs to support for enhancing the staff's work environments.

• Design Convergence Study
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• v.14 no.2
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• pp.17-32
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• 2015

The perspectives of customers and providers as for the services have the same objective; however, perspectives and objective are distinctly different. But the existing methodologies have mostly pondered only based on the customer-centric perspective or separately from the perspective of providers. It would be necessary to take these two perspectives as a whole by combining them into one perspective since they not only have differences but also common points. Therefore, in this study suggested the System Journey Map in terms of internal staff based on the customer's task in service. System Journey Map is consists of four parts : a customer journey map, thus the performance of internal staff, internal staff satisfaction evaluation, and finally the performance of internal staff assessment of the senior staff. After releasing a service, with customers and internal staff made a point of contact to identify specific behavioral patterns and whether any part of the problem so that this toolkit gives us an expectation to be a useful map, which is the intangible being placed in service, not just visualize and understand for identifying problems.