• Journal of the Korean Society for Library and Information Science
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• v.48 no.3
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• pp.217-235
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• 2014

As a follow-up of the study on the marketing effect of undergraduates' work experience in university libraries(Choi 2012), this study aims to identify differences in the library loyalty of student employees by the managerial characteristics of student employees and analyzes the loyalty of the acquaintances of the student employees to identify the word-of-mouth marketing effect by behavioral loyalty of student employees. Based on the results from the analyses, we discuss the possibility of the management of student employees as a marketing activities in university libraries to the whole undergraduate student.

• The Korean Journal of Health Service Management
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• v.9 no.3
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• pp.81-93
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• 2015

Objectives : The objective of this study was to examine preceding variables that affect the dual commitment of outsourced employees working at hospitals and to analyze the influence of these variables on job performance. Methods : Data were collected from 461 outsourced employees, working at 7 general hospitals, which had introduced the outsourcing system, using a structured, self-administered questionnaires. Frequency, validity/reliability, correlation and path analyses were done for data analysis. Results : The results of the path analyses showed that both commitment to the hiring company and commitment to the client company (hospital) had statistically significant positive effects on job performance. Additionally, when the 'single measurement' approach was used, dual commitment had a larger positive effect, compared with the 'parallel approach.' Among the preceding variables, 'satisfaction for the job itself' was found to be the most important variable affecting dual commitment and job performance. Conclusions : In conclusion, to enhance the job performance of outsourced employees, it is important for management to examine and improve the various factors related to job satisfaction. Additonally, for outsourced employees to have organizational commitments to the hiring and client companies simultaneously, management should emphasize a sense of unity and share organizational values.

• Journal of the East Asian Society of Dietary Life
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• v.23 no.4
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• pp.508-518
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• 2013

In this study, the influence of sub-factors of Big Five personality (extraversion, agreeableness, conscientiousness, neuroticism, openness to experience) to job satisfaction and turnover intention, and mediating effect of job satisfaction between Big Five personality and turnover intention were empirically analysed. Also the relationship between job satisfaction and turnover intention was investigated. The sample of this study were customer-contact employees of restaurant among Youngnam province. 243 questionnaires were used for the empirical analyses. According to the empirical analysis results, openness to experience and conscientiousness respectively had positive influences to job satisfaction and turnover intention. Also neuroticism gave negative influence to turnover intention. Another research finding of this study was that mediating effect of job satisfaction existed in the causal relationship of 'openness to experience' and conscientiousness to turnover intention. Managerial implications of the research findings are that restaurant managers are recommended to select employees of having much of conscientiousness and 'openness to experience', and to employ those of having much of agreeableness. In the field of restaurant industry, training is very important for employees to foster these personalities, because this industry does not have environment of hiring employees of having much of these personalities. Also training can be applied to employees of having high neuroticism for minimizing their turnover intention.

• Korean Journal of Occupational Health Nursing
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• v.25 no.1
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• pp.75-83
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• 2016

Purpose: The purpose of this descriptive, cross-sectional study was to examine relationships among emotional labor, self-efficacy, and burnout of employees in public health centers. Factors that influence burnout of workers were also assessed. Methods: One hundred sixty six workers in public health centers completed a pack of self-report questionnaires. Collected data were analyzed using descriptive statistics, t-test, one-way ANOVA along with $Scheff{\acute{e}}$ test, and stepwise multiple regression. Results: Employees in public health centers seemed to experience emotional labor to some extent. There were statistically significant differences in burnout depending on the age of workers. Employees' burnout had a positive relationship with emotional labor and a negative relationship with self-efficacy. Factors influencing burnout of employees in public health centers were emotional dissonance, surveillance & monitoring of organization, age, and self-efficacy. Conclusion: Considering the findings from this study, health care providers need to develop effective interventions which increase the level of self-efficacy and decrease certain types of emotional labor for employees in public health centers and to help them effectively manage burnout.

• Korean Journal of Occupational Health Nursing
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• v.24 no.1
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• pp.48-56
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• 2015

Purpose: The purpose of this study was to examine relationships between drinking motivation, drinking refusal self-efficacy, job stress and problem drinking, and identify contributing factors on employees' problem drinking. Methods: A total of 191 employees recruited from two worksites. Data were analyzed using descriptive statistics, t-test, ANOVA, and Pearson's correlation coefficient, and multiple regression. Results: A 65.5% of employees has shown as hazardous drinking. Employees' problem drinking was significantly influenced by coping motives as a sub-factors of drinking motives (${\beta}$=.25) and social pressure as a sub-factors of drinking refusal self-efficacy(${\beta}$=-.57), explained 51.2% of the total variance. Conclusion: Considering the results of this study, healthy workplace culture for preventing employees' problem drinking should be builded. In addition, alcohol education program and effective employee assistance program need to be developed.

• The Korean Journal of Food And Nutrition
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• v.27 no.6
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• pp.1022-1032
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• 2014

This research is aimed at evaluating the nutrition knowledge and hygiene knowledge of people who are either foodservice employees or housewives and at providing data for conducting hygiene education by comparing the differences between the two groups. Both groups scored relatively high in nutrition knowledge with housewives scoring 9.9/12 and food service employees scoring 9.6/12. However, foodservice employees scored significantly higher in hygiene knowledge and degree of practice than housewives, A correlation was found between nutrition knowledge and the degree of hygienic practice and a significant correlation between hygiene knowledge and the degree of hygienic practice. The higher the hygiene knowledge was, the higher their degree of hygienic practice was. As for food hygiene information, foodservice employees obtained the information through hygiene education and lecture meetings, but housewives got their information through mass media. To summarize, mass media, which housewives can have easy access, must have programs for housewives to help them improve food hygiene in cooking, and programs for foodservice employees on washing food.

• The Journal of Industrial Distribution & Business
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• v.7 no.3
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• pp.13-18
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• 2016

Purpose - Usage of E-services is critical for businesses to maximize work efficiency and gain competitive advantage. The aim of the study is to explore how awareness of technology and e-services usage in an emerging economy in Pakistan. The studies aimed to explore as to what extent these factors can potentially motivate transport employees towards e-services; who are generally not aware about technology and hence also not confident in using it also. Research design, data, and methodology - Employees from the three transport subsidiary units from a large private company in Pakistan were sampled for the study. Through using self-administered technique, the questionnaires were distributed during the month of April, 2016 to 189 employees. A total of 150 responses were taken further for analysis where the study found a positive link between awareness of technology and e-services usage. Results - This study found positive relationship between intention to use and e-service usage among the employees of three subsidiary units. The paper has reported 30 percent variance explained by the predicting variables in relation with e-services usage. Conclusions - Employees could be motivated to use e-services and latest technology through enhancing their awareness about their respective importance and viability. Accordingly, organizations can foster employees' intentions to use to enhance e-service usage.

• The Journal of Asian Finance, Economics and Business
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• v.6 no.4
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• pp.213-225
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• 2019

As the recent tendency of career management has changed, companies have supported progressive career management and development of their employees internally. And strengthening job crafting is an effective activity not only to improve the work efficiency of the organizations but also to improve the job satisfaction and wellbeing of their employees. In these backgrounds, this paper aims to explore the components of job crafting for the multinational employees in order to emphasize the importance of job crafting and empirically analyze the influential relationship in terms of career success through career commitment and career attitude. Based on literature review the job crafting was defined with three components; task crafting, relation crafting, and cognitive crafting. A total of 336 survey data were analyzed for a total of 27 multinational corporations. As the analysis result the task crafting and cognitive crafting of multinational employees were shown to have an influence on career attitude, but relation crafting did not have any impact on career. It can be interpreted that the employees have self-directed career attitude through a method of showing visible performance based on their given jobs rather than having individual career management attitude through relationships between departments, organizational members, and supervisors.

• Knowledge Management Research
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• v.17 no.4
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• pp.77-104
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• 2016

The effective management of R&D employees is critical for a small or medium sized firm's sustainable growth. R&D employees have professional skills and choose expertise-oriented or management-oriented careers in the process of organizational socialization. This study synthetically verifies the direct and indirect effects of R&D employees' social network and self-esteem on their career orientation by organizational commitment based on social network theory and social recognition theory. The research model has been analyzed through structural equation modeling using survey responses from 220 R&D employees at small- and medium-sized firms in Korea. The analysis results show that internal network activities have direct and indirect impacts on organizational commitment and career orientation, but external network activities do not have significant effects on self-esteem, organizational commitment, or career orientation. There is no consensus in prior studies on whether expert orientation and management orientation are distinct concepts. In this study, these two types of orientation are verified as distinct concepts. It is also found that R&D employees' internal network activities are significant factors for a company's growth. A company should implement an educational system of roles and duties using which individuals can pursue career progression. In addition, it is necessary to provide career development programs such as job rotation, mentoring, and career counseling.

• The Journal of Industrial Distribution & Business
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• v.9 no.9
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• pp.35-44
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• 2018

Purpose - In endless competition, companies pursue cost reduction and work efficiency. So, entrepreneurs try to increase job intensity, which may lead to job stress and high turnovers because of job burnout. But, Information systems are acknowledged as a work support tool that secures work convenience and the productivity of employees. In this study, we aimed to confirm the effects of information systems in reduing the work overload of employees in a human resource intensive industry. Research design, data and methodology - This is based on the job demands-resources model, conducting an empirical analysis of surveys given to hospital employees working in a human resource intensive industry. Results - The research revealed that information systems reduced the work overload of employees in a human resource intensive industry. Conclusion - This study confirmed the effects of information systems as a job resource based on JD-R theory, and presentation of empirical results indicated that information systems alleviate employee job overload and increases job satisfaction in the medical services industry. In the medical services industry, using electronic health record system decreases in work overload, which results in employees gaining time for self-development and time management, reducing job stress, and leading to job satisfaction.