• 한국콘텐츠학회논문지
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• 제19권8호
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• pp.544-555
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• 2019

최근 급변하는 기업경영환경 속에서 인적자원관리에 대한 중요성은 커지고 있으며, 조직 내 업무효율성에 대한 관심도 증가하고 있다. 종업원은 조직에서 가장 중요하고 가치 있는 인적자원이라 할 수 있으며, 조직에서 목표 및 목적을 달성하는 데 가장 핵심적인 역할을 한다. 이에 본 연구에서는 직무만족을 인지적 만족도와 정서적 만족도로 구분하여 직무만족과 직무성과 간의 어떠한 관련성이 존재하는지 확인하다. 또한 리더십 유형이 만족도와 직무성과간에 어떤 조절효과가 있는지도 분석하였다. 인지적 만족도와 정서적 만족도가 직무성과에 영향을 주는지를 분석한 결과, 모두 영향을 주는 것으로 나타났다. 특히, 직무만족 중에서 정서적 만족도의 영향이 더 높게 나타났다. 다음으로, 리더십 유형의 영향력을 분석한 결과, 리더십이 직접적으로 조직성과에는 영향을 주지는 않는 것으로 나타났지만, 직무만족과 직무성과 사이에서 조절효과를 주는 것으로 나타났다. 즉, 거래적 리더십이 높을수록 정서적 만족도가 직무성과에 미치는 영향력이 더 높아지는 것으로 나타났다.

• 한국프랜차이즈경영연구
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• 제9권4호
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• pp.7-19
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• 2018

Purpose - Recently, global management in Korea franchise industry is becoming an important keyword. As an important branch market, Chinese market plays a major role not only by making experience of the competitiveness among global brands which offers a foothold to become a top global brand, but also by actualizing an economies of scale in production, sales, etc. Therefore, it is necessary to identify key successful factor influencing customer evaluation and responses of Korean franchise restaurant targeting Chinese consumers in China context. The purpose of this study is to examine the effects for Korean franchise restaurant selection attributes on perceived value, customer satisfaction and customer loyalty in Chinese context with SmartPLS 3 and Artifical Neural Network(ANN). Research design, data, and methodology - For these purposes, the authors developed several hypotheses. A questionnaire survey was conducted on the panel of online survey companies for Chinese consumers who have visited Korean franchise restaurants. A total of 404 data were analyzed using structural equation modeling(SEM) and artifical neural network(ANN) with SPSS 22.0 and SmartPLS 3.0. Result - The findings of this study are as follows: First, the alternative model findings show that facilities & atmosphere, employee service, and menu influenced on utilitarian value, customer satisfaction, and customer loyalty directly. Second, employee service influenced on customer satisfaction. Third, menu influenced on hedonic value. Fourth, brand reputation influenced on utilitarian value. Fifth, hedonic value increase customer satisfaction and customer loyalty. Sixth, hedonic value increase customer loyalty. Seventh, customer increase customer loyalty. And, the ANN analysis shows that utilitarian value is the first most important factor influencing customer satisfaction, followed by hedonic value, facilities & atmosphere, menu and employee service. However, the ANN analysis shows that customer satisfaction is the first most important factor influencing customer loyalty, followed by utilitarian value, hedonic value, brand reputation, menu, and employee service. Conclusions - This study provides practical implications for enhancing customer satisfaction and customer loyalty by applying the ANN technique that complements the limitations of the linear structural relationship analysis using the proposed model and the alternative model. In other words, the SEM-ANN model provides guidelines on how Korean franchise restaurants should formulate facilities & atmosphere, employee service, and menu mix strategies in China. In addition, ANN 's analysis shows that restaurant brand reputation plays a pivotal role in increasing customer loyalty. The fact suggests that Korean franchise companies should establish their domestic brand reputation prior to their entry into overseas markets such as China.

• 경영과정보연구
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• 제21권
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• pp.49-76
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• 2007

The main purpose of this study is to assess the relationship between communication satisfaction and group creativity. To achieve this purpose, this study has two objectives. First, I will identify the relationship between the satisfaction of communication and idea creation. Second, the relationship between communication satisfaction and problem solving activity will be statistically tested. The major findings of the study can be summarized as follows: First, Statistically significant positive relations were found between the communication satisfaction and idea creation. Especially, sub-construct for supervisor communication$({\beta}=0.14,\;p<.05)$, quality of media$({\beta}=0.13,\;p<.05)$, individual feedback$({\beta}=0.36,\;p<.001)$, organizational prospect$({\beta}0.31,\;p<.001)$ showed the statistically significant positive(+) relationship with construct in idea creation. Second, the measurement of communication satisfaction had showed statistically significant relationship with the problem solving activity. Especially, communication with supervisor$({\beta}=0.21,\;p<.05)$, quality of media$({\beta}=0.21,\;p<.001)$, organizational prospects$({\beta}=0.22,\;p<.001)$, and communication with subordinate$({\beta}=0.37,\;p<.001)$ showed the significant positive(+) relationship with problem solving activity construct. These consequences suggest that communication satisfaction of employee is effective in the improving the group creativity in organization. In the conclusion, this study present the satisfaction factor of employee communication as a incremental factor of group creativity.

• 수산해양교육연구
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• 제25권2호
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• pp.349-363
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• 2013

Using data from 286 employees who were working in medium and small company in Busan, the study analyzed the influence of educational training program traits perceived by employee on organizational effectiveness and job performance. The main results were as the followings. First, for organizational effectiveness, job relation and objective setting among educational training program traits had statistically significant influence on job satisfaction and involvement in organization after controlling the employee's characteristics. Second, for job performance, after controling the employee's characteristics, job relation, educational method, educational training environment, and objective setting had statistically significant influence on active participation, the improvement of task performance ability and confidence, or professional knowledge improvement. Additionally, among the employee's characteristics, the number of educational training participation was statistically significant predictor for job performance. Based on the main results, some suggestions and the limitations of the study were discussed.

• 한국항공운항학회지
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• 제19권1호
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• pp.58-65
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• 2011

The purpose of this study is to describe upon the most effective leadership stlyes for Airlines based on the transformational and transactional leadership that Bernard M.Bass proposed. The outcome of leadership treated here will be employee's extra efforts, employee's satisfaction with the leader, the effectiveness of the leader, involvement by employees in the organization, and management outcomes perceived by employees. The result of correlation showed that transformational leadership factors had positive impacts on the outcomes of leadership, but the transactional leadership had a negative impact on outcomes of leadership. According to results of multiple regression analyses, transformational leadership had a grater positive impact on outcomes of leadership than did transactional leadership. Transformational leadership is expected to promote and enhance the effectiveness of the hotel leaders, as well as the airline employee's extra effort, their satisfaction with the leader, involvement in the organization, and their perception of management outcomes. It is imperative that the airline industry continues to develop transformational leader.

• 한국관광식음료학회지:관광식음료경영연구
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• 제9권
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• pp.93-116
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• 1998

In the 21st century the service industry, particularly the hospitality industry, has the potential to develop into its golden age. In preparation for this hotels must maximize management proficiency by introducing reasonable and scientific systems into their current operations. The hotel industry takes it for granted that it can meet the final business goal by way of effective management of human resources. However, comprehensive papers on the subject of employee satisfaction have not appeared or been presented in Korean business studies. And although papers from abroad have touched on the subject they are not focused on the specialized domain of human resources as it applies to the comprehensive matters relating to job satisfaction as a corelationship to business success. This study focuses on some problems that must be overcome in achieving business objectives while striving at the same time to maintain satisfaction. The purpose of this study is to find the factors that measure employee job satisfaction in the hotel industry. To establish the purpose I reviewed the definition of the job satisfaction. An antecedent study of job satisfaction and Questionnaires were used to acquire data, specifically, hotel employees were selected randomly from the six super-deluxe hotels in Seoul to respond to thorough questionnaires. As a result of the study on the variables of Sex, Position, Length of Service, Opportunity for Promotion, Working Conditions, Wages and Hotel Situation. As a whole, promotional opportunity, wages and working conditions were frequently cited as negative factors in the responses. A comprehensive approach that includes improving wages and that reflects management's sincere concern with the working conditions of the employees is urgently needed. Hotel management that is willing to examine employee satisfaction periodically and provide proper solutions can prevent dissatisfied employees from separating from their jobs. This study has some limitation in that it is restricted geographically and in research method. That is, only six super-deluxe hotels in Seoul were selected as the subject of study and only the questionnaire method of obtaining data was used out of various available research methods.

• 산경연구논집
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• 제6권1호
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• pp.17-26
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• 2015

Purpose - Ethical management connects corporate management outcomes and emphasizes organizational cooperation. It also links human resource management, auditing, and financial management to increase employee job satisfaction. A survey of American enterprises showed that employees with high ethical consciousness had greater job satisfaction and lower turnover. Research design, data, and methodology - Hypotheses and models based on previous studies were used to investigate the effects of ethical management on employee job satisfaction and turnover intentions. To examine hypotheses empirically, a questionnaire survey based on previous studies was administered to service business workers in Seoul. Results - The study investigated the effects of ethical management practices in relation to factors such as top management's willingness to put them into practice, their appropriateness and implementation within operations, and their influence on job satisfaction, and also examined the effects of job satisfaction on turnover intentions. Conclusions - Ethical management greatly influences job satisfaction and turnover intentions, providing organizational members with alternatives regarding ethical considerations, and to place a strong emphasis on management willingness and enterprise regulations and policies.

• 한국건설관리학회논문집
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• 제20권4호
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• pp.94-103
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• 2019

건설프로젝트의 품질경영활동에서 조직구성원의 적극적인 참여는 성공적인 경영성과 달성을 촉진한다. 본 연구는 참여를 촉진하는 메커니즘을 발견하고자 한다. 선행연구에서 참여를 촉진하는 선행요인은 보상시스템과 만족이다. 제안된 연구모델의 검증을 위해 232명을 대상으로 샘플데이터를 수집했다. 구조방정식 모델을 이용한 실증분석을 했다. 연구 결과, 제안된 모든 변수가 직원참여에 유의한 정(+)의 영향을 미쳤다. 직급 및 근로계약 유형에 따른 조절효과가 발휘되었다. 본 연구의 결과는 품질경영활동의 촉진을 위한 보다 폭넓은 관점에서 참여를 촉진할 방안을 모색하는 연구자 및 관리자에게 유용한 이론 및 실무적 시사점을 제공할 것으로 기대한다.

• 동아시아경상학회지
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• 제6권2호
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• pp.1-13
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• 2018

Purpose - The present research is to investigate the effect of psychological empowerment on turnover intention through job satisfaction and organizational commitment. Research design, data, and methodology - These include turnover intention as dependent variable, psychological empowerment as an independent variable and for mediating variables job satisfaction and organizational commitment. Also nationality of employee is used as a moderating variable. Survey data was collected was total 886 respondents from 345 Korean, 313 Chinese, 228 Japanese. Data analysis was conducted with SPSS to test reliability of variables with Cronbach's alpha and one variable confirmatory factor analysis to test common method bias. And regression analysis was conducted to confirm relationship among variables. AMOS was used for path analysis and to analysis moderating effect of employees' country. Results - The results of regression indicate that psychological empowerment increase job satisfaction, affective commitment, normative commitment and turnover intention. Job satisfaction, affective commitment and normative commitment decrease turnover intention. As for the moderating role of country, it seems that country does matter. Conclusions - Main conclusions of this research implicate that to decrease employee turnover intention company need to manage psychological empowerment, job satisfaction, and organizational commitment. Also there is need to consider similarity and difference in managing employees of Korea, China and Japan employees. Manager need to verify direction and importance of each antecedent then apply to employees.

• 한국조리학회지
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• 제7권2호
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• pp.71-98
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• 2001

The heart service of a receptionist who receives customers in the front line of a business has a great effect on the management of Company. Considering of this, this study offers a view that high job satisfaction of an employee who works eating-out businesses raises the quality of service and has a great influence upon satisfaction of customers. To support this view, the only original study were made. and for the management of human resources in the eating-industry, satisfaction factors, that have a great effect upon the characteristics of job satisfaction by vital statistics factors, are human relations, advancement, working surrounding. And we should recognize that among these, especially, human relations have d considerable effect on service offering degree and they are important variables for customers' satisfaction. In conclusion, service offers have a need to know how service products differed to customers are selected and appraised. Until now our recognition has been confined mainly to products themselves, but when service can exert its value much more. accordingly, under the recognition that job contentment has an effect on service offering and works as important variables for customers' satisfaction, employers should have incessant on job education of employees.