• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.3
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• pp.306-317
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• 2019

The purpose of this study was to examine the structural relationships among the Big Five personality traits, self-esteem, job satisfaction, and life satisfaction of employees and to investigate how these relationships vary depend on gender. Using data from 1183 employees from the 18th and 19th Korean Labor and Income Panel Study (KLIPS) in 2015 and 2016, we investigate the structural relationships among variables including multi-group path analysis by gender. This study found that openness to experience(${\beta}=.07$), conscientiousness(${\beta}=.19$), and extraversion(${\beta}=.09$) were positively associated with employees' self-esteem while neuroticism was negatively associated(${\beta}=-.09$). Second, only neuroticism among the Big Five personality traits was significantly related to job satisfaction(${\beta}=.08$). Third, conscientiousness(${\beta}=.08$) and agreeableness(${\beta}=.09$) were significantly related to life satisfaction. Fourth, self-esteem positively affected career satisfaction(${\beta}=.31$) and life satisfaction(${\beta}=.29$). Fifth, self-esteem mediated the links between all Big Five personality traits, except agreeableness, as well as job and life satisfaction. Sixth, the effect of extraversion on life satisfaction had differences between male and female. These results imply that self-esteem enhancement program based on the Big Five personality traits should be implemented in order to improve employee's job and life satisfaction.

• Journal of the Korean housing association
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• v.19 no.4
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• pp.31-39
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• 2008

The physical environment is one of several service characteristics that are important contributors to service quality. As far as public service buildings, public community facilities serve as arenas for education, social interaction, leisure, and health activities for community districts. The purpose of this study was to investigate the physical state of public community facilities and use of public community facilities in Seoul and Suwon and to identify expectations of users toward the physical environment and service aspects. Site visits to four public community facilities were conducted and surveys were distributed for this study, with one hundred ninety two questionnaires analyzed. Results suggest that in order to provide more equal benefits and service to the public, cities should provide several smaller instead of one large complex community facility. Additionally, facility users indicated large gaps between their expectations and the current state of facilities due to lack of storage, noise and difficulty of use. In general, physical characteristics should be improved rather than employee's attitudes and service behaviors, resulting in greater service quality.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.36 no.2
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• pp.63-73
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• 2013

Nowadays, the human resources of an organization are very important in order to survive in competitive business environment. This study investigates the influence of four decision-making styles in Myer-Briggs Type Indicator (MBTI) and working conditions on organizational effectiveness. Job satisfaction and immersion have been regarded as key conceptions of organizational effectiveness. The result of this study has shown that organizational effectiveness are influenced by personality types and working conditions. Based on the result, an enterprise must provide working conditions which are conducive and suitable for all decision-making styles. For ST-type, the composition of good relationship with superiors, clear organization's visions and goals and rewarding compensation on original idea contribution need to be provided. On the other hand, autonomic authority and job assistance in co-worker are more suitable for NT-type. Finally, in the case of SF-type, the organization must give job assistance in co-worker.

• The Journal of the Korea institute of electronic communication sciences
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• v.6 no.1
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• pp.105-110
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• 2011

Embezzlement incident of staff at the casino occurred. Staff of some casinos have lower job satisfaction, moral gap is seriously considering a change jobs. In addition, cash lure of large amounts and a lack of money management system causes embezzlement incident. In this paper, the uniqueness of the casino industry and that employee job satisfaction is investigated. Content analysis of occurrence for casino embezzlement incident and tracking that bank account and bank check, suspect's call list, and so on that digital forensic investigation technology will be studied. Problems and solutions suggest that conducted a loss prevention program, a digital forensics technology and introduce of investigator. Through this study, the computerization of the casino business to embezzlement accident prevent will contribute to that give back profits of property to society, the develop of forensic investigation technology.

• Proceeding of Spring/Autumn Annual Conference of KHA
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• 2008.04a
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• pp.376-381
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• 2008

Among various service characteristics, the physical environment is one of important contributors to service quality. In public service buildings, public community facilities serve as arena for education, social interaction, leisure, health activities for community districts. The purpose of this study is to investigate the physical state of public community facilities and expectations of users toward physical environment and service aspects. Site visits to four public community facilities and survey method were conducted for this study. One hundred ninety two questionnaires were analyzed. It is found that the majority of users are housewives and live near the community facilities. In order to provide more equal benefits and service to the public, it is suggested that smaller facilities should be provided in several sites instead of providing a large complex community facility to one area. Facility users indicated larger gaps between expectation and current state of the facilities regarding lack of storage, noise and ease to use. In general, physical characteristics should be more improved than employee's attitude and service behavior, which result in service quality.

• The Journal of Asian Finance, Economics and Business
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• v.9 no.4
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• pp.163-172
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• 2022

The purpose of the study is to determine the impact of several factors on employees' job commitment in ten FDI manufacturing businesses in Vietnam's Nghi Son Economic Zone during the COVID-19 Pandemic. The researchers used reliability tests, exploratory factor analysis, confirmatory factor analysis, and structural equation modeling to confirm the relationships between factors when analyzing the effect of variables on job commitment in FDI enterprises. Based on a poll of 481 respondents, the test findings showed that 07 parameters have positive effects on job satisfaction. Professional assurance, compensation, fringe benefits, supervisor, promotion, coworkers, and working conditions all have varying levels of impact. Job satisfaction, in particular, has a significant and positive impact on employees' commitment to their jobs. According to research findings, the COVID-19 pandemic has been and continues to be a unique burden for Vietnamese firms in general and FDI manufacturing enterprises in Nghi Son EZ in particular. As a result, businesses must have appropriate HRM strategies to incentivize employees to recover, stabilize, and develop in the new normal, ensuring employee loyalty to the company.

• The Korean Journal of Health Service Management
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• v.2 no.1
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• pp.56-83
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• 2008

The purpose of this study was to provide basic materials needed to enhance quality of organizational life by identifying the improvements of labor union management in the perspective of general hospital organization management. The subject of this study were 686 employees in 12 General Hospitals in Metro Capital including Seoul. Materials were collected from administrators, nurses and medical technicians in target hospitals from March 20 to May 10, 2005 through survey questionnaires. The main results of this study were as follows: 1. the commitment level of the subjects according to their characteristics was higher in older employees than the younger ones, large family to support than small family to support and those who had higher positions in labor union. 2. The commitment level of the subjects according to the job and role related variables were higher those who had higher satisfaction level to their job and manager, role conflict in all hospitals. 3. The commitment level of the subjects according to union related variables, variables jointly controlled by union and employer was satistically significant positive correlation. In other words, the commitment level of the subjects according to the subjects' labor union involvement was higher in those who had higher satisfaction in labor union and perceived their colleagues' attitudes more positively in all hospitals. Regarding the atmosphere of the relationship between union and employer and the level of commitment in labor union, the better the atmosphere of the relationship between union and employer was, the higher the level of commitment in labor union was in all hospitals. 4. The results of multiple regression analysis shows that formal and informal socialization, union participation to the union management cooperation program, job satisfaction, satisfaction with the labor union's were all found as important antecedents of labor union commitment. 5. Job and role-related variables, union-related variables, variables jointly controlled by union and employer, and labor union commitment level were all found significantly different in accordance with the characteristics of unions concerned. To summarize study results, the level of commitment in labor union depends on job satisfaction, manager's attitudes, satisfaction to their jobs, union satisfaction, their colleagues attitudes toward union and the atmosphere of employer-employee relationship. Therefore hospital managers should have democratic and flexible attitudes toward labor union. Additionally, as formal and informal socialization, union participation to the union-management cooperation program is important determinant in union commitment, hospital managers should have countermeasures to enhance the colleague attitude and job satisfaction level of hospital employees. Since this study deals with psychological nature of workers not a few drawbacks and shortcomings may be detected in the finding. Nevertheless, the finding of this study, to become a momentum that will stimulate further research to detect all the cues of labor union commitment and to provide valuable reference in forming logical union commitment and labor union-management cooperation.

• Journal of the Korean Society of Food Culture
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• v.27 no.3
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• pp.261-273
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• 2012

To find an efficient solution for the globalization of Korean food in Brazil, we conducted a survey about the satisfaction of Brazilian natives who had visited a Korean restaurant, and possible suggestions for improvement. We also conducted indepth interviews with 13 owners of Korean restaurants in Seo Paulo, Brazil, about their plans to improve Korean food to be more appealing to the Brazilian palate. Our research shows that Korean restaurants had a below average reputation for employee kindness, menu taste and variety, interior, mood, and accessibility. As a result of the survey, we found that Korean restaurants were considered in general to be below average. The survey also showed that the higher the level of a person's economic standing, the less satisfaction they had with Korean food restaurants. We also found that the most common pieces of advice that Brazilian women had regarding Korean restaurants were to offer more variety in the menu, maintain a cleaner restaurant, and to actively engage in public relations. The general concerns of everyone surveyed focused on cleanliness and public relations of the restaurant. However, food-related people focused more on the taste and quality of the food. Sao Paulo is currently the most well-developed economic center in South America, so the world's food service industry is pushed to the front of its ongoing development. For Korean food to make inroads into Brazil, Korean restaurants need to change the niche that they occupy. First-generation family businesses and second-generation specialized family businesses coexist in that city. So first of all, to localize the Korean food for Brazilian tastes, a menu system that will easily allow natives to access Korean food must be established. And second of all, it must support the total food culture by improving distribution, sanitation management, and marketing methods that can get the natives to like Korean food ingredients.

• Journal of the Korea Society of Computer and Information
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• v.17 no.9
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• pp.181-188
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• 2012

This study concentrates on the exploratory study about self-leadership securing autonomy and self-determination of the job performance for the employees of social welfare facilities like that the members set the goal of their jobs and solve the problems by themselves without exterior one-way interruption and control. For this purpose, this study set up the analysis model and hypothesis that the efficiency of the members' job performance can be promoted since the increasing self-leadership(behavior-focused strategies, natural-reward strategies, contractive thought pattern strategies) of the employees of social welfare facilities has a positive effect on empowerment and job satisfaction. Therefore, this study has significance in the aspect that it provides political suggestion for promoting the efficiency of human resource management by investigating the relationship between self-leadership and empowerment and job satisfaction through empirical analysis.

• Journal of Korean Clinical Nursing Research
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• v.16 no.1
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• pp.131-143
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• 2010

Purpose: The purpose of this survey was to identify a set of performance indicators for Korean APNs (Advanced Practice Nurses). Methods: A convenience sample of 78 APNs working in 2 leading hospitals in south Korea participated in the three-round Delphi survey. In the first round, subjects were asked to propose performance indicators to evaluate the effectiveness of their practice. They rated the relevancy of each indicator during the second round. In the final round of survey, subjects rated the relevancy of indicators again in the light of second round's overall results and they also were asked to check on current and future use of indicators. Results: After 5 months of three-round Delphi survey, 60 performance indicators were identified. In regard to relevancy, the 10 highly ranked indicators were patient satisfaction, self-care ability, expertise of service, family satisfaction, nurse satisfaction, satisfaction in nursing education, advanced nursing service count, education for patient/ family, education for nurse, and compliance. Advanced nursing service count, education for patient/ family, and education for nurse are currently used as indicators by more than 70% of respondents. Conclusion: Additional research is needed to identify subsets of performance indicators for specialized areas and to determine the validity and sensitivity of indicators.