• Korean Journal of Social Welfare
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• v.67 no.3
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• pp.31-55
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• 2015

The purpose of this study is to identify the effect of verbal violence experience by employees on turnover intention and the mediating effect of customer-member exchange(CMX) and job satisfaction in local healthy family support center(HFSC). Additionally, the multi-group analysis and latent mean analysis showed varying results across working for general service and child-care service. For the purpose, study conducted a survey among all the employees at 56 local HFSC in Seoul and Gyeonggi-do Province. Of a total of questionnaires distributed, 319 were returned and analysed. The result of this study were as follows First, verbal violence experience by employees effected on CMX, CMX effected on job satisfaction, job satisfaction effected on turnover intention. Second, CMX and job satisfaction acceptance have statistically significant mediating effects between verbal violence experience and turnover intention. Third, as result of multi-group analysis, the structural relationship were no significant differences found in job position. In the latent means analysis, working for child-care service showed significantly higher latent mean values in verbal violence experience and CMX than general service. Based on the results, policy and practice implications of this study were discussed intervention with considerations given to the difference of the job position.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.8
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• pp.5372-5383
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• 2015

The purpose of the present study was to figure out the effects of the result variables of hospital employees' conflicts on organizational effectiveness variables such as job satisfaction and organizational commitment. The present study was conducted with 305 subjects. The correlations among conflict, job satisfaction, and organizational commitment levels by conflict factor and by conflict type were analyzed using correlation analyses and multiple regression analyses were conducted to examine the effects of intra-organizational conflicts on conflict results while general and job related characteristics variable were controlled. According to the results of analyses, conflicts due to job satisfaction factors such as communication, leadership, and personality had significant negative effects on overall, intrinsic, and extrinsic job satisfaction levels and organizational commitment factors such as interdependence, leadership, and personality were significant conflict variables. By type, horizontal conflicts affected job satisfaction while vertical conflicts affected organizational commitment. When intra-organizational conflict levels were higher, job satisfaction and organizational commitment levels were lower and when job satisfaction levels were higher, organizational commitment levels were also higher

• Proceedings of the Korean Society for Quality Management Conference
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• 2007.04a
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• pp.255-260
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• 2007

본 논문은 CSI와 ESI조사를 연계 분석하는 모델을 제시한다. 각 조사 결과는 ESI-CSI, ESI-CSI 개선도, ESI-KPI Matrix형태로 표현되며, 부서(군)별로 해당 영역에 있어 현 상태를 해석하고 이후 전략을 세우는 과정을 거치게 된다. 이를 통해 기업은 직원만족도를 높이기 위한 지속적인 관리를 할 수 있으며, 더 나아가 고객 만족을 위한 높은 서비스 품질을 이룩하고, 유지하는데 도움이 될 것이다.

• 대한예방의학회:학술대회논문집
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• 2002.10a
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• pp.264-265
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• 2002

• Proceedings of the Korean Society for Information Management Conference
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• 2003.08a
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• pp.5-13
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• 2003

국내 대학도서관의 문헌복사 서비스는 90년대 후반부터 다양한 정보센터의 출현으로 해외사례와 비교하여 이용률이 지속적으로 증가해 온 것이 사실이다. 본 연구에서는 국내 대학도서관의 문헌복사 서비스에 대한 정량적 분석 및 대학도서관의 장서, 예산, 직원, 이용자 등의 환경요인과의 상관관계 분석을 통해 대학도서관간의 협력모델, 이용자의 서비스 만족도 향상 및 국내 상호대차 서비스의 활성화를 위한 방안을 제시하고자 한다.

• Proceedings of the Korean Institute of Navigation and Port Research Conference
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• 2017.11a
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• pp.76-78
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• 2017

본 연구는 공공기관 중심으로 2014년부터 시행되고 있는 NCS 채용제도에 대한 추진배경과 개발경위, 확산정도, 선행연구 사례 등을 개괄적으로 살펴본 후에 항만공기업 중심으로 NCS를 경험한 인사담당자와 입사한 직원 대상으로 설문을 실시하여 채용제도의 변화에 따른 적합성과 효율성, 만족도, 이해도 및 수용성 등을 조사하여 NCS 제도의 유용성을 분석하였다.

• The Research Journal of the Costume Culture
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• v.14 no.5
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• pp.715-727
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• 2006

The purposes of this study are to investigate the job satisfaction, customer satisfaction and revisiting intention to beauty shops, and to examine the difference of the job satisfaction, customer satisfaction, and revisiting intention between franchised and non-franchised beauty shops. Data were obtained via questionnaire, which developed by results of pretest and previous studies, from workers and consumers of beauty shops in Busan. They were analyzed by factor analysis, t-test and regression. The results were as follows; First, the job satisfaction of beauty shops workers was composed of Adaptation, Operation and Instruction. For both of franchised and non-franchised beauty shops, the operation of beauty shops greaty influenced the job satisfaction of workers, and job satisfaction is not significantly different. Second, consumer satisfaction related to services of beauty shops is composed of three factors: Policy, Personal service, and Physical environment. Regardless of shop types, the policy of shop influenced the consumer satisfaction. Consumers' revisiting intentions to beauty shops are influenced by consumer satisfaction. Third, consumers in franchised beauty shops is less likely to be satisfied and to have the intentions to revisit than those of non-franchised beauty shops. Resulted provide some insights to develop strategies for franchised and non-franchised beauty shops. Limitations and future research directions have been discussed.

• Journal of Korea Game Society
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• v.1 no.1
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• pp.102-111
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• 2001

The purpose of this study is to empirically test developed on the basis of the literature review regarding customer satisfaction management and gamer's satisfaction factor To analyze the date collected from 1999 respondents. Frequency Corsstabs Oneway ANOVA analysis was performed with SPSS/PC+ Window 7.5. The results can be sumarized as follows. First, Dissatisfaction factor of game service is game possible area, game being cut off and game use charge. Second, Solution suvject is 'no service' in underground area/big size crowed area and game being cut of. Finally, The most impotant aspects when a customer visits Korea Movement Technology are the friendly attitude of the employee, problem-solving and papid pesponse to inquirce.

• Korean Journal of Social Welfare
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• v.64 no.3
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• pp.101-126
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• 2012

The purpose of this study was to examine the influence of person-job fit on organizational deviance and mediating effects of job satisfaction and organizational commitment(affective commitment and continuance commitment) on this relationship. Data were collected from 533 employees who were working in social welfare organizations by questionnaires. The result indicated that there were significantly positive relationships between person-job fit and job satisfaction or organizational commitment(affective commitment and continuance commitment). Also, there were significantly positive relationships between job satisfaction and affective commitment or continuance commitment. In addition, job satisfaction and affective commitment were negatively related to organizational deviance, and job satisfaction is more strongly related to organizational deviance than affective commitment. It was found that job satisfaction partially mediated the relationship between person-job fit and organizational commitment(affective commitment and continuance commitment) and affective commitment partially mediated the relationship between job satisfaction and organizational deviance. It was found that the person-job fit indirectly impacts organizational deviance though job satisfaction and affective commitment. Based on these results, the implication of this study and future research tasks were discussed.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.11 no.3
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• pp.157-167
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• 2016

The purpose of this study is to research, such as the following. And to the empirical results that affect the potential growth factors in the organization and development of human resources through staff training for enterprises to grow into a competitive enterprise. Through the analysis we propose a systematic training of the human resource development needs of the company. The results are as follows. First, the number of courses, the degree completion has had a positive effect on job satisfaction. Second, the number of courses can have a partial mediating effect on financial job satisfaction. Third, corporate education funding ratio has a negative effect and Business support form has a positive effect on turnover intentions. Fourth, the control variables of marital status has a positive effect on psychological job satisfaction and company size had a negative impact on turnover intention. The implications of this study are as follows. Organizational commitment to act as a mediating effect can be maximized through realistic training plan and quality training. There is also a need to be made a high quality education content development through the advancement of learning styles.