• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.8 no.1
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• pp.79-87
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• 2013

The purpose of this study is to search the related factors of job satisfaction in care facilities for the aged in order to improve quality of service and to help management of care facilities. Data was collected from staff who agreed with informed consent of this study among care facilities for the aged. Subjects were 152 staff members from 29 care facilities. The research was conducted during six month. The major findings of this study are as follows. Firstly, in the job satisfaction of staffs according to demographic characteristics of subjects, it was found that the workers with longer work experience in current facilities had higher job satisfaction. Secondly, in the job satisfaction according to characteristics of care facilities, it was found that when staff's opinion was accepted or considered that job experience was higher. In Conclusion, to increase job satisfaction of care facilities for the aged, we should consider the above two points.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.12
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• pp.8210-8221
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• 2015

The goal of this study is to examine the effects of a leader's behavioral integrity on subordinates' intention to leave with the mediating roles of their cognitive and affective trust in their leader. After collecting data from 357 employees in a variety of organizations, we tested hypotheses with structural equation modeling(SEM). This study shows that there are statistically significant relationships among a leader's behavioral integrity, subordinates' cognitive/affective trust and intention to leave. A leader's behavioral integrity with the fully mediating roles of subordinates' cognitive and affective trust affects on their intention to leave negatively. Limitations in this study and suggestions for the future study are discussed.

• 산업혁신연구
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• v.34 no.3
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• pp.215-244
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• 2018

This paper explores the relationship between Korean companies' organizational culture and organizational effectiveness. The description of organizational culture is based on Denison's four traits of organizational cultures: involvement, consistency, adaptability, and mission. Organizational effectiveness was measured by job performance, job satisfaction, and retention. A survey was conducted in South Korea during the summer of 2016 and received 179 responses. A multiple regression analysis was used to establish the direct and indirect effects of the exogenous variables on the three endogenous variables through path analysis. The results provided evidence that employees strongly perceived a company's four cultural traits and indicated that these characteristics were positively related to employees' behaviors toward organizations as well as employees' satisfaction and retention intention. This research contributed to the organizational literature by adding that a definition of organizational culture based on Denison's four traits was found to be measurable and to be related to important organizational outcomes.

• Journal of Venture Innovation
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• v.1 no.1
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• pp.145-164
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• 2018

The purposes of this study was to investigate job related attitudes of emotional labors working at call centers in Korea. The attitudinal variables were burnout, psychological capital and turnover intention with job characteristics as the independent variables. In addition, leadership behaviors of the superiors, self leadership behavior in particular, was incorporated to see if it has any bearing on these relationship as moderating variable. Data has been collected from 543 respondents for this study using questionnaire method. The survey for the actual analysis of the research was done and analyzed with the employees who work for contact centers in Seoul, Busan, and Gwangju, Korea. The survey was done for 24 days from November, 2016 through December, 2016. * The following study results were revealed: First, the job characteristics does not have direct positive effect on turnover intentions. Second, the job characteristics were related positively to job burnout. Third, the job burnout does mediate the relationship between job characteristics and turnover intentions. Lastly, results of research on the moderating effect of self leadership in relationships between emotional labor, job burnout, psychological capital and turnover intention show that super leadership has only a limited regulatory effect between job characteristics and turnover intention.

• The Journal of the Korea Contents Association
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• v.9 no.2
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• pp.279-288
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• 2009

The purposes of this study were to understand the differences of general characteristics, to compare understanding level of the organization cultures, and to develop more good management methods between outsourcing workers and regular workers in hospitals. Major results of this study were as follows: First, regular workers had higher level than outsourcing workers in major understanding on job satisfaction and organization cultures(pride of their jobs, recognition level of job performance ability, satisfaction on ordering method. etc.). Second, the results showed that the level of job performances related with effective management of the factors in job satisfaction and involvement. Third, through multiple regression analysis to understand factors on job satisfaction and involvement, we understood that regular workers were effected by vision performance of hospital and their value view-point, and outsourcing workers were influenced by recognition levels and education levels of hospital vision, Therefore, to maximize level of job satisfaction and involvement. we have interest in development of education program for outsourcing workers, and selection of adequate persons in hospital culture.

• 정보보호뉴스
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• s.137
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• pp.12-13
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• 2009

대부분의 사람들이 좋은 배우자를 찾는데 투자하는 노력과 정성에 비해 그렇게 찾은 좋은 배우자를 유지, 관리하는 데는 상대적으로 소홀하다고 한다. 조직의 경우도 똑같은 과오를 범하는 경우가 많다. 훌륭한 인재를 구하기 위해 막대한 비용과 시간을 들여 채용절차를 거치지만, 막상 채용을 하고나면 인적자원 개발 및 관리에 무관심해 좋은 인재가 재능을 펼치지 못하고 무기력해지거나, 조직 내에서 비전을 찾지 못하고 이직하게 되는 경우가 많다. 이 같은 문제를 예방하기 위해 조직은 무엇을 해야 할까?

• Journal of Korea Society of Industrial Information Systems
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• v.23 no.2
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• pp.75-92
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• 2018

This study investigates the effects of family-friendly corporate policies on employees' job satisfaction, quality of life, organizational commitment, and turnover intention. Data was collected using a self-administered questionnaire from medium sized manufacturing company during the summer of 2017 and received 295 useful responses. The data was analyzed using the multiple and simple regressions. The results showed that the effects of family-friendly corporate policies were significantly positive from the employee's perspective. The employees' awareness of the family-friendly policy was positively correlated with their job satisfaction, quality of life, and organizational commitment, but it was negatively associated with turnover intention. It should be noted that the boss' support at work showed the insignificant effect on the family friendly policy awareness and this result was very different from the previous study. The study concludes that companies as well as employees benefit from family-friendly policies. The study that in order to create a family-friendly corporate culture, the company should not only introduce the policy to employees but also provide the support and atmosphere for the employees to utilize the family-friendly policy easily, and to establish a companywide support policy, organizational practitioners should find the way family-friendly policies to be rooted in the organization.

• 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.

• Proceedings of the Korean Society of Computer Information Conference
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• 2020.01a
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• pp.91-93
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• 2020

본 연구는 항공 종사자를 대상으로 조직갈등에 대한 구성원의 이직의도를 파악하였다. 설문 대상은 아시아나항공, 대한항공, LCC로 부산 김해국내/국제공항과 서울 김포공항, 인천 국제공항 내에서 주로 예약발권, 탑승수속, 출도착, 카운터 등의 업무를 담당하는 지상직원이고, 2018년 8월20일~2016년 10월 16일 동안 400부의 설문이 진행되었고 그 중 회수되지 않거나 응답이 불성실한 설문지를 제외하고 총 227부를 최종분석에 이용하였다. 수집된 자료는 SPSS 22을 이용하여 신뢰도 분석과 상관관계를 이용하였고, AMOS 18을이용하여 확인적 요인분석, 측정모델 분석 및 제안모델 분석 등을 검정하였고, 추가로 대안모델 개발을 하였다. 분석을 위해 SPSS 18과 AMOS 18을 이용하였고, 신뢰도 분석을 위해Crombach's Alpha와 변수 간의 인과관계 파악을 위해 측정변수모델(SEM)을 이용하였으며, 추가분석으로 갈등(역할갈등, 상사부하간갈등)과 이직의도간의 관계에서 셀프리더십의매개효과를 검정하였다. 본 연구에서 설정된 가설은 총 4개로 연구결과를 기초로 결론과 시사점, 그리고 본 연구의 한계점과 향후 연구의 방향을 제시하고자한다.

• Journal of Service Research and Studies
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• v.6 no.4
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• pp.1-13
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• 2016

Emotional labor may lead to service failure in service industries. Managers of an organization or a company can contribute to service recovery by reducing stress related to emotional labor. The aim of this study is to identify the antecedents and consequences of service recovery in respect of emotional labor. Data was surveyed from frontline employees to achieve the research purpose. The hypotheses were examined empirically using statistical tools. Results are as follows. First, surface acting had a negative impact on service recovery performance and deep acting had a positive impact. Second, empowerment and motivation had an influential relationship positively on service recovery performance. Third, service recovery performance was negatively related to intention to quit. In conclusion, managing employees' emotional labor strategies and work environment will bring high service recovery performance and low intention to quit.