• Journal of Community Nutrition
• /
• 제8권3호
• /
• pp.127-133
• /
• 2006

This study attempted to investigate and compare the level of needs and expected benefits of information technology(IT) applications in restaurant operation from managerial and employee levels. Self-competence levels, education and training needs, and the company IT application levels were evaluated. The respondents for the study were the staff of full-service, mid-scale restaurants owned by a firm. Among the respondents, 17.6% were in managerial level(managers) and 82.4% were in employee level(employees). The results of this study indicated that compared to employees, managers perceived more in-depth that IT is beneficial and is needed in restaurant operation. Both groups rated IT as very much needed and beneficial to restaurant operation. However, managers rated their own technological competence significantly higher than the employees did. Both groups expressed the desire for IT training and education although the managers' needs were stronger than the other group. The company's IT application level was assessed by the managers and employees at a slightly higher than average score on a 5-point scale, showing no difference between the groups. The study findings show that the respondents perceived the IT needs and benefits than the present IT application level of restaurants, which suggests more IT applications be adopted to the restaurant operations.

• Asia pacific journal of information systems
• /
• 제33권4호
• /
• pp.863-898
• /
• 2023

Previous studies have shown that insiders pose risks to the security of organisations' secret information. Information security policy (ISP) intentional violation can jeopardise organisations. For years, ISP violations persist despite organisations' best attempts to tackle the problem through security, education, training and awareness (SETA) programs and technology solutions. Stopping hacking attempts e.g., phishing relies on personnel's behaviour. Therefore, it is crucial to consider employee behaviour when designing strategies to protect sensitive data. In this case, organisations should also focus on improving employee behaviour on security and creating positive security perceptions. This paper investigates the role of psychological capital (PsyCap), punishment and organisational security resources in influencing employee behaviour and ultimately reducing ISP violations. The model of the proposed study has been modified to investigate the connection between self-efficacy, resilience, optimism, hope, perceived sanction severity, perceived sanction certainty, security response effectiveness, security competence and ISP violation. The sample of the study includes 364 bank employees in Jordan who participated in a survey using a self-administered questionnaire. The findings show that the proposed approach acquired an acceptable fit with the data and 17 of 25 hypotheses were confirmed to be correct. Furthermore, the variables self-efficacy, resilience, security response efficacy, and protection motivation directly influence ISP violations, while perceived sanction severity and optimism indirectly influence ISP violations through protection motivation. Additionally, hope, perceived sanction certainty, and security skills have no effect on ISP infractions that are statistically significant. Finally, self-efficacy, resiliency, optimism, hope, perceived severity of sanctions, perceived certainty of sanctions, perceived effectiveness of security responses, and security competence have a substantial influence on protection motivation.

• 디지털융복합연구
• /
• 제9권6호
• /
• pp.231-242
• /
• 2011

본 연구는 문화콘텐츠산업 중 캐릭터산업의 권역별 경쟁력을 권역별 산업체수, 종업원 수, 매출액에 기초한 LQ 입지계수로 분석하였다. 또한 세부적으로는 캐릭터산업의 R&D 역량 측면의 권역별 경쟁력을 파악하기 위해 기술, 인력, 인프라, 네트워크 역량을 기준으로 권역별 강점과 약점을 분석하여, 비교 우위의 경쟁력을 제시하였다. 권역별 입지분석 평균지수를 살펴보면 수도권이 포함된 경우 기업 매출에 있어 모든 권역이 LQ지수 1이상의 경쟁력을 보임에 따 라 평균적으로 모든 권역이 경쟁력을 보였다. 수도권을 제외한 경우는 제주권, 동남권이 경쟁력이 있는 것으로 나타났다. 권역별 캐릭터산업의 R&D 성과를 분석하기 위한 기술, 인력, 인프라, 네트워크 역량에서는 서울 및 수도권 권역이고 경쟁력으로 분석되었다. 종합적으로 분석해 볼 때 권역별 캐릭터 산업의 경쟁력은 수도권, 제주권, 동남권이 비교우위에 있는 것으로 분석되었다.

• 산경연구논집
• /
• 제6권3호
• /
• pp.9-17
• /
• 2015

Purpose - The study's aim is to assess performance quality delivered through a performance management system. The case study first measures the effectiveness of the present performance management system of Bhushan Steel Ltd. (BSL), and then secondarily analyzes the employee training impact. Research design, data, and methodology - A case study research approach using a survey was followed. The final sample size was 50, with a simple random sampling technique used. Primary data came from the company itself and the secondary from books, the Internet, journals, etc. Results - BSL employee appraisals are used for many developmental aspects such as competence in the present job, improvements, performance development, and training needs. The results indicate that individual performance can improve if employees perceive the system as more transparent (i.e., not so confidential). Conclusions - Overall, the BSL employees think that the company appraisal system is useful; however, to make it better the company has to improve many aspects including appraisals based on supervisor observations. The company could use a self-appraisal and a 360-appraisal approach to improve such assessments.

• Journal of East Asia Management
• /
• 제1권1호
• /
• pp.29-49
• /
• 2020

In an intensively competitive global market, small-and medium-sized firms are puzzled about how to develop sustainable competitive advantages against global rivalries, thus leading satisfactory economic performance. However, despite the roles and contributions of such small-and medium-sized firms in the local community and national economies in Japan, little guidance has been offered to the practical issues related to their strategic behaviors toward global management. To fill this notable knowledge gap, this study aims to investigate the conditions in which how Japanese small-and medium-sized could dominates global market, which is one of key challenges in the literature of small business and entrepreneurship. To obtain better insights to this research area, this study undertakes an in-depth interview survey with I.S.T (Industrial Summit Technology) Corporation that shows off the highest global market share (40 per cent) with seamless polyimide tube product widely used in office automation equipment (e.g., copiers and printers). This method of survey is designed to deeply understand historical considerations about how I.S.T Corporation could dominate in the global market of such seamless polyimide tube product. Based on findings drawn from an interview, this study identifies five major factors enabling I.S.T Corporation to be a competitive global hidden company: vision sharing through founder's entrepreneurship, core competence, strategic network, risk management, and employee engagement. Specifically, to become a global hidden champion, sharing the vision motivating employees to partake in shaping company's future will be the first step on the road to global success through founder's entrepreneurship. However, in order to achieve such a vision, the importance of company's core competence cannot be overemphasized, which differentiates your customer solution with those of competitors. As such, a group of experts will be naturally formed and demonstrates your expertise in the global market, thereby building sustainable competitiveness. On the other hand, to maintain sustainable competitiveness, it is necessary to make up for the weaknesses small-and medium-sized firms suffer from competitive resources while strengthening their own strengths through strategic networks with external organizations. Here, every company has to understand the critical role of risk management, which is essential in this process of being global company so as not to lose your own strengths. Last but not least, do not forget the significant effects of employee engagement in firm performance. To enhance employees' engagement, a company has to create an ideal organization culture which fits into company's history and personality. In doing so, such organization culture can allow the vision and strategy to be implemented into detailed business tactics while facilitating employees to challenge the status quo by experimenting with creative ideas.

• International Journal of Contents
• /
• 제8권1호
• /
• pp.88-94
• /
• 2012

Numerous studies have linked empowerment to employee's behaviors and attitudes. The purpose of this study was to examine the effects of empowerment on the organizational commitment and turnover intention of social worker in private social welfare organizations. For the research, empowerment was consisted of meaning, competence, self-determination and impact. This study was analyzed 342 social workers by survey. The results of this study were summarized as follows: Social Workers had correlation to empowerment on the organizational commitment (+). Especially, meaning, self-determination and impact had a positive effect on the organizational commitment; Meaning, competence, and self-determination had a negative effect on the turnover intention. This study finally discussed theoretical implications for future study and practical implications for empowerment strategies on the results.

• The Journal of Asian Finance, Economics and Business
• /
• 제8권8호
• /
• pp.513-524
• /
• 2021

Many organizations have realized that to stand out in today's competitive business world, they need not only academic skills but also emotional intelligence (EI). This study aims to investigate the relationship between EI and the organizational performance of university teachers. The convenient sampling technique has been used to select 200 respondents from 25 universities, and a self-administered research instrument has been employed to collect data from the respondents. The reliability test of items is confirmed by Cronbach's Alpha test using SPSS. Factor analysis has been used to find out the significant constructs of EI, which influence organizational performance. Likert scale and multivariate regression analysis have been used for measuring questionnaire items and testing hypotheses. The key outcomes of this study suggest that interpersonal competence, job performance, effective leadership, motivation and creativity, and social competence have a vital influence on organizational performance. The study also reveals that a decision-making system should be developed and the policymakers and concerned authorities should give more emphasis on key variables of EI that are affecting the advancement of higher education. Further investigation is encouraged to identify the mediating and moderating effects of EI on the relationship between employee work engagement and job performance in the organization.

• 한국콘텐츠학회논문지
• /
• 제12권9호
• /
• pp.468-478
• /
• 2012

고객에게 최고의 서비스를 제공하며 고객을 안전하게 목적지까지 운송하는 항공 서비스의 경우 고객과의 신뢰형성은 충성 고객 확보를 위해 필수적이다. 기존의 항공사 신뢰 연구는 제한 된 변수를 통해 이루어졌으며 본 연구에서는 제품에서와 마찬가지로 서비스에도 서비스제공자와 신뢰가 형성될 수 있음을 고려하여 신뢰의 선행차원들이 신뢰(항공사 신뢰, 서비스제공자 신뢰)와 충성도에 미치는 영향관계를 연구해 보고자 하였다. 이에 이론적 고찰을 통해 신뢰의 선행 차원을 '역량', '호의', '문제해결능력'으로 구분하였으며, 신뢰의 대상은 항공사 신뢰와 서비스제공자 신뢰로 구분하였다. 편의표본추출을 통하여 298부의 설문지를 항공 서비스 이용객을 대상으로 회수하였으며 결측치가 있는 자료를 제외하고 286부를 분석에 사용하였다. 연구결과는 아래와 같다. 먼저 항공사 신뢰의 선행차원인 역량, 호의, 문제해결능력 모두 항공사 신뢰에 유의한 영향을 미치는 것으로 나타났다. 둘째, 서비스제공자 신뢰의 선행차원에서는 역량과 문제해결능력만 유의한 영향을 미치는 것으로 확인되었고 호의는 영향을 미치지 않는 것으로 나타났다. 셋째, 신뢰의 대상 간 영향관계는 항공사 신뢰와 서비스제공자 신뢰가 상호 유의한 영향을 미치는 것으로 나타났으며, 항공사 신뢰가 서비스제공자 신뢰에 더 많은 영향을 미치는 것으로 분석되었다. 마지막으로 항공사 신뢰와 서비스제공자 신뢰는 모두 고객의 충성도에 유의한 영향을 미치는 것으로 나타나 신뢰경영이 고객과의 장기적인 관계를 위해 중요한 요인임을 알 수 있었다.

• 한국조리학회지
• /
• 제15권3호
• /
• pp.179-196
• /
• 2009

소비자들은 레스토랑 선택에 있어서 선호되는 속성을 기억 속에서 연결함으로 해서 다양한 니즈를 만족시키고 자아를 표현할 수 있는 이미지의 브랜드에 충실하게 된다. 소비자가 레스토랑을 선택하는 과정은 사회적, 문화적 가치, 개인 성향 등을 포함하는 복잡한 심리적 과정이다. 따라서, 본 연구는 고급 레스토랑 중심으로, 레스토랑 음식 속성 이외의 레스토랑 선택 속성들을 알아보고 그들의 우선순위를 조사하고자 시행하였다. 연구방법으로 포커스 그룹 세션을 통해 브랜드 연상의 변수를 파악하고, 이를 통해 실증적 연구를 컨조인트 분석을 통해 실시하였다. 결과로서, 시스템 편리성, 분위기, 가격, 서비스 측면(고객과의 관계형성, 직원의 능력)이 주요 속성으로 인지되었다. 아울러 그러한 속성의 중요도 순서는 분위기가 첫 번째 순위로 나타났으며, 가격, 관계 형성, 직원의 능력, 시스템 편리성 순으로 나타났다. 본 연구는 브랜드 연상과 레스토랑 선호의 관련성을 설명하고 있으며, 브랜드 선호 속성에 관한 향후 연구의 발판이 된다.

• 한국병원경영학회지
• /
• 제7권1호
• /
• pp.1-18
• /
• 2002

Empowerment is a multifaceted concept which can be described somewhat differently. In general, it is defined as the motivational concept of autonomy and self-efficacy. Recently, this concept of empowerment is applied to improve organizational staff's job satisfaction and organizational commitment in many organizations. Empowerment in service organizations has certainly generated more publicity than any other organizations. The objective of this study is to measure the degree of hospital administrative staff's empowerment using Spreitzer(1995)'s empowerment theory, and also to analyze the relationship of empowerment and job satisfaction and organizational commitment. Spreitzer argues that the work empowerment is composed of 4 dimensions (meaning, competence, self-determination, and impact) and each dimension influences employee's job satisfaction, organizational commitment, and organizational performance in the end. In order to carry out this study, data were collected by self-administered Questionnaires from 181 hospital administrative staff at 3 university hospitals in Inchon and Kyunggi-Do. The response rate is 86%. The Collected data were analyzed with SPSS statistical package V10.0. The major findings of this study are as follows: First, the degree of hospital administrative staff's empowerment is a high level point at the 7 Likert Scale. Second, the reliability of 3 variables, empowerment, job satisfaction and organizational commitment, was statistically satisfied(Cronbach's alpha>0.80). Third, as a result of correlation analysis, four components of empowerment, job satisfaction and organizational commitment showed a positive relationship. Finally, multiple regression analysis was conducted to find the impact of empowerment on job satisfaction and organizational commitment. In the case of job satisfaction, the meaning and competence factors have a positive effect(P<0.05). And the case of organizational commitment, the meaning and impact components have a positive relation(p<0.05). These results showed that the workplace empowerment is significantly related to employee's job satisfaction and organizational commitment.