• The Journal of Asian Finance, Economics and Business
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• 제7권11호
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• pp.1059-1068
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• 2020

This study aims to examine the influence of Islamic leadership and Islamic work culture on employee performance through work motivation and job satisfaction. This study was conducted at Universitas Islam Negeri (UIN) Walisongo Semarang, Indonesia, because so far, there is still very limited research on the relationships between Islamic leadership, work culture, and work motivation in educational personnel performance. The educational personnel performance is expected to increase at UIN Walisongo Semarang with continuous efforts to improve to survive and develop as much as possible. The population of this study was all educational personnel at UIN Walisongo Semarang, Indonesia. Of 186 people, only 127 people were involved in this study. The research method used was a survey method using primary data collected through questionnaires. This study's analysis technique employed multiple linear regression. The results uncovered that, out of the eight hypotheses proposed, six hypotheses were accepted. Islamic leadership and Islamic work culture were found to have no direct effect on employee performance. Besides, work motivation and job satisfaction became essential factors mediating Islamic leadership and Islamic work culture on employee performance. Spiritual values in leadership inspire employees to build the organization's vision and create job satisfaction, which in turn impacted employees' performance.

• 한국유통학회지:유통연구
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• 제11권2호
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• pp.81-96
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• 2006

본 연구는 국내 할인점과 외국계 할인점에 종사하고 있는 종업원들의 윤리의식과 기업의 윤리적 가치에 관해 분석하였다. 지금까지 외국 기업에 비해 윤리경영에 대한 인식이 상대적으로 낮고 도입시기도 늦었지만, 분석결과 국내 할인점 종업원들의 윤리의식이 외국계 할인점에 종사하는 종업원들 보다 높은 것으로 나타났다. 또한 기업의 윤리적 가치에 관해서도 국내 할인점이 외국계 할인점보다 높게 나타났다. 이는 그동안 국내의 각 기업들이 윤리 현장, 윤리경영강령과 같은 윤리경영의 실천을 위해 많은 노력을 기울여온 결과로써 종업원들의 윤리의식 뿐만 아니라 자신의 기업이 윤리적 가치를 중시한다는 것을 느낀 결과라고 할 수 있다.

• The Journal of Asian Finance, Economics and Business
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• 제9권3호
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• pp.171-180
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• 2022

Employee retention is becoming a crucial idea for businesses that aim to improve their performance, resulting in an increasing emphasis on the topic in today's society. Employee retention refers to an organization's ability to retain its employees. The retention of workers may be viewed as a technique used by companies to retain their personnel since it is linked to employer efforts to maintain their staff. Online surveys were initially done between April and July 2021. Furthermore, the study's primary focus was employees of small and medium enterprises. To collect data, the questionnaires were distributed through Google forms. The survey used a snowballing technique because the questionnaires were circulated among the participants. Based on the results, the research found that Perceived Organizational Support (POS) and Perceived Organizational Justice (POJ) mediate the relationship of Value Congruence (VC) and Job Characteristics (JS) and employee retention in the Lebanese Retail Sector. Employees appreciate POS because it satisfies their desires for acceptance, esteem, and connection and offers comfort during times of stress. Employers must give priority to equal effort to ensure equitable treatment for workers at work. By integrating justice and equality in all departments, the performance of workers may be enhanced.

• 보건의료산업학회지
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• 제12권4호
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• pp.1-15
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• 2018

Objectives: We analyzed the importance and performance of hospital social responsibility (HSR) according to the characteristics of hospitals, and presented strategies for HSR activities. Methods: An online HSR questionnaire was sent to hospitals nationwide from October 12 to 26, 2018. The 206 responses received were analyzed in accordance with the IPA to assess the performance and importance of HSR. Results: There was a statistically significant difference between the employees and hospitals regarding the importance and performance of HSR activities. In the area of "sustained maintenance", items related to consumer issues such as "compliance with personal information processing policy", "patient confidentiality", "fair information provision", and "system for patient safety and infection prevention" were derived. In the area of "'high priority for improvement", there were three common items between hospitals and general hospitals: "regular donations and support from local communities", "active cooperation with related institutions", and "compliance with process-related laws and regulations". In the area of "low priority", four items were derived: "support for employee participation in community activities", "efforts to hire local residents", "education and cultural programs for local communities", and "transparent support for political activities". In the area of "sublation of excessive efforts", two items of "employee welfare efforts" and "efforts to improve labor relations", were commonly found in hospitals and general hospitals. Conclusions: It is necessary to improve the management efficiency of hospitals by the systematic allocation of manpower and resources through the establishment of four regional strategies based on the results of IPA analysis.

• 품질경영학회지
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• 제46권4호
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• pp.983-1000
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• 2018

Purpose: The purpose of this study is to provide academic and practical implications based on the analysis results of similarities and differentiation of Malcolm Baldrige National Quality Award (MBNQA) in healthcare institutes from 2007 to 2016. Methods: This study examined the characteristics and similarities, the changes made for the most importantly considered, a degree of improvement of patient satisfaction, and employee retention rate of the MBNQA awarded 8 healthcare institutes announced by NIST during the period of 2007-2016. Results: First, the MBNQA awarded 8 healthcare institutes that maintained and implemented effective plans for a long period of time to improve the quality of care services. Second, these organizations were selected among the top 10% of the institutional evaluations in the medical field in the United States. Third, they have tried to continuously improve patient and potential customer and employee satisfaction. Fourth, it is shown that the quality improvement efforts have made long-term and continuous improvement efforts on average 4-5 years. Lastly, the increased number of patients and the improved organizational performance are twice higher than those of other healthcare institutions. Conclusion: The results of this study suggest that common and differentiation strategies of healthcare institutions should be a good benchmarking model for other competitive healthcare institutions.

• 한국콘텐츠학회논문지
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• 제9권2호
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• pp.242-251
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• 2009

본 연구는 CSR-노동기준 실행이 종업원 직무만족 및 조직몰입에 대한 기업의 기대수준에 미치는 영향을 분석하였다. 순서형 프로빗(Ordered Probit) 분석기법을 사용한 결과 평균적으로 CSR-노동기준의 실행수준이 높은 기업은 이러한 활동을 통해 종업원의 직무만족 및 조직에 대한 몰입이 향상될 수 있을 것으로 기대하고 있으며, 개별 지표들의 실행수준도 기대수준과 유의한 양의 관계에 있음을 확인할 수 있었다. CSR-노동기준 전체를 분석에 이용한 결과 기준지표 3인 '차별 없는 직장'과 기준지표 7인 '건강하고 안전한 직장'의 계수가 유의하게 나타났다. 따라서 차별 없고 안전한 직장을 만들기 위해 노력하는 기업일수록 종업원의 직무만족 및 조직몰입에 대한 기대가 높은 것을 확인할 수 있다. 아울러 본 논문의 분석결과 CSR-노동기준지표의 설계가 적절하게 이루어진 것으로 판단할 수 있다.

• 융합정보논문지
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• 제12권5호
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• pp.202-211
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• 2022

본 연구는 뷰티 및 화장품 산업 종사자의 직무스트레스, 직무 자율성, 직원지지평가, 이직의도와의 관계를 알아보는 데 있다. 연구 대상은 뷰티 및 화장품 산업 종사자의 3개월 이상 경력자 570명을 대상으로 하였다. 자료를 처리하기 위해 기술통계, 빈도분석, 탐색적 요인분석, 상관관계 분석, 신뢰도 분석, 확인적 요인 분석을 실시하였다. 연구 결과는 첫째, 뷰티 및 화장품 산업 종사자의 직원지지평가는 직무 스트레스와 부적인 관계로 나타났다. 둘째, 직원지지평가는 이직의도와 부적인 관계로 나타났다. 셋째, 직무스트레스는 이직의도와 정(+)적인 관계로 나타났다. 넷째, 직무 자율성은 이직의도와 유의미한 관계에 있지 않았다. 다섯째, 직무스트레스는 직무 자율성과 이직의도와의 관계에서 간접효과가 있는 것으로 나타났다. 결론적으로 본 연구를 통해 뷰티 및 화장품 산업 종사자들의 이직 의도에 직무 스트레스가 유의미한 변인임을 알 수 있었다.

• 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.

• 한국프랜차이즈경영연구
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• 제6권2호
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• pp.51-66
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• 2015

As competition for better service between corporations is getting fierce, many efforts to improve service quality are being made endlessly. The quality of service is directly associated with customer satisfaction and the employee performance of emotional labor is a key factor to attain a high level of customer review and better corporation image. This study examines an influence of emotional labor on job stress and customer orientation in the context of a service franchise firm. The results are as follow. First, deep acting of emotional labor has a negative influence on job stress, and surface acting of emotional labor has a negative influence on customer orientation. Also, job stress has a negative influence on customer orientation. Second, deep acting of emotional labor does not have a positive influence on customer orientation. Third, surface acting of emotional labor does not have a positive influence on job stress. The findings of this study show that deep acting of service based on an employee emotion can produce the employee's better service attitude by decreasing employees' job stress, but standardized surface acting of service cannot. Therefore, franchisor needs to use employees' deep acting to improve the franchisee service quality.

• Advances in nano research
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• 제15권3호
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• pp.277-283
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• 2023

This research aims to explore factors influencing creativity among the employees of nanotechnology companies. Further, this survey aimed to investigate the role of psychological capital (PS), job satisfaction (JS) and corporate social responsibility (CSR) as sources to foster creativity. Participants included 375 employees of nanotechnology companies in China. Sequential mediation analysis revealed that creativity was significantly influenced by psychological capital, job satisfaction and corporate social responsibility. Furthermore, not only psychological capital, job satisfaction and corporate social responsibility were directly and indirectly related to creativity but also explained 67.35% variance of it. It seems that having more psychological resources, more well-being and good feelings concerning performance in the workspace and the efforts of companies to improve employee welfare are among the most important factors in increasing employee creativity. Our findings can help companies, especially nontechnology companies, in focusing on factors fostering the creativity of employees, because creativity enhances and promotes the performance and success of companies.