• Journal of the Korean Society of Food Science and Nutrition
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• v.39 no.10
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• pp.1535-1544
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• 2010

This study was conducted to evaluate the sanitation management practices in food manufacturing companies that supply food and food ingredients to school foodservice operations. Subjects consisted of 34 food manufacturing factories located in the Daegu and Gyeongbuk areas. Sanitation performance was self-evaluated using a Likert 5-point scale. The total mean score for factory sanitation performance was 4.72. Scores for perceived sanitation management performance in the factories were as follows: management of material (4.90); personal hygiene (4.78); management of work (4.71); management of workplace and vicinity (4.68); and food and raw material transportation (4.67). Participating companies that had HACCP certification programs scored high on the following sanitation inspection items: washing and sanitation guides, adequate equipment for correct hand washing, and sanitation of raw material delivery vans. The mean frequency for employee sanitation education was 2.8 times per month. Factory managers believed that their sanitation management programs kept their food safe and that the food was produced and delivered with a high degree of safety. However, they thought that food sanitation standardization was needed in order to supply high-quality and safe food items. In terms of traceability, 58.8% of the raw materials were traceable and 61.8% of the manufactured products were traceable. Sanitation management performance scores for the participating food manufacturing companies were high, although the soybean sprouts processing companies had comparatively low scores. Management reinforcement of employee sanitation education and a sense of duty and pride among factory employees will promote adequate and appropriate sanitation management performance for food safety and quality in factories that supply food and ingredients to school foodservice operations.

• The Journal of the Korea Contents Association
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• v.20 no.11
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• pp.101-109
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• 2020

This study sought to find out the impact of conflicts in social welfare organizations on job performance and to find out the effects of controlling participatory decision-making in their relationships. To that end, a survey was conducted on workers at social welfare centers in Seoul, Gyeonggi Province and Chungcheong Province, and 360 copies were finally used for analysis and Correlation and hierarchical regression and statistical significance analysis of the adjustment effects were performed. As a result, conflicts within the organization, job performance, and participatory decision-making showed a negative correlation, and as participatory decision-making in the relationship between conflict within the organization and job performance showed a controlled effect, the impact of conflicts within the organization on job performance was reduced. These results suggest that participatory decision-making can alleviate conflicts within an organization and at the same time increase job performance. Based on this, the following suggestions were proposed: They include conflict management strategies in the guidelines for social welfare subjects, establish guidelines for conflict management, provide training for workers, engage workers in employee evaluation and compensation system development, and operate permanent organizations such as the Conflict Handling Committee after investigating conflicts within social welfare organizations.

• International Commerce and Information Review
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• v.18 no.4
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• pp.311-332
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• 2016

This study aims to analyze the influences of KS certification system on export performance of small and medium-sized enterprises (SMEs) in Korea. The analysis may contribute to enhance export competitiveness of Korean SMEs. Based on previous studies for environment-specific and business-specific determinants regarding KS certification system, this study analyzed six factors influencing on export performance of Korean SMEs. For empirical tests, this study used frequency, validity, reliability, and multiple regression analysis with SPSS 21.0. The results of analysis could be summarized as follows. Managerial mind had influence on KS certification system, whereas employee's awareness on standard was influential to the same categories. Another business-specific factor, KS certification education & training, affected factors of general standardization of KS certification system. General standardization of KS certification factor had effects on export strategic performance. This empirical study presents following implications for small and medium businesses. First, considering that SME management mind proved to be influencing all variables, the concerned SME CEOs are required to support and encourage intra-standardization of KS certification mind within the company to improve their export performance. Second, to better the export performance, SMEs not only need to support, but also to provide education of KS certification to raise awareness on standardization among the employees. Third, ISO certification as well as intra-business standardized system for FTA-related works are highly encouraged to put into use to improve the quality of products.

• Journal of Korea Port Economic Association
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• v.33 no.4
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• pp.83-98
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• 2017

Being in the globally competitive environment, public port enterprises which accentuate on the employment of excellent talents to procure competitive advantage are introducing the NCS(National Competency Standards)-based employment system that focuses on job skills. This study mainly aims to analyze the actual status of NCS utilization among public port enterprises and its usefulness as well as performance. The appropriateness, efficiency, satisfaction, comprehensiveness and performance of the current NCS - based employment system were analyzed by using collected data from the recruiting officers and new employees as subjects. And eventually an improvement plan was suggested. The result of analysis shows that the appropriateness and satisfaction level of NCS - based employment system are generally high; while its effectiveness, applicants' recognition and acceptance level as well as performance are slightly higher. Moreover, the job capability and performance on the job of new employee selected by the NCS employment system were analyzed to be higher when the appropriateness and satisfaction level of that system is high. In order to establish NCS - based employment system, early formulation and implementation of job performance assessment system to evaluate the actual abilities and performance of job is necessary. This study suggested the NCS - based employment system is effective for public port enterprises to procure excellent talents, as well as being useful for job preparation of job seekers according to the job competencies requirement of the enterprises. Therefore, this study contributes to the proliferation of NCS - based recruitment system.

• Journal of Digital Convergence
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• v.15 no.8
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• pp.145-160
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• 2017

This paper aims to investigate the effects of Smart-Work IT resources on job performance. The survey was conducted amongst the business workers who are currently engaged in domestic major companies as well as small businesses, and analyzed based on the frequency, factor and reliability. Using PROCESS Macro, we conducted an analysis of the relationship between the IT resources and job performance, treating collective intelligence as a mediating parameter. The results of the study are as follows. First, the IT resources of the companies were found to have a meaningful effect on job performance. Second, the IT resources were found to have no effect on employee productivity except through their effect on the collective intelligence. Finally, while openness and cooperation were found to be the aspects of collective intelligence which mediated between IT resources and workflow improvement, participation, openness and cooperation were found to be the aspects of collective intelligence which mediated between IT resources and workflow coordination, In the future, it is necessary to compare quantitatively the financial performance of Smart-Work adopters and others in the same industry or to compare the financial performance before and after introducing Smart-Work dynamically within the same company.

• Journal of Digital Convergence
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• v.14 no.4
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• pp.173-183
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• 2016

The purpose of this study is to see how a CEO's ethics affects each company's business performance, as the ethical management of global companies are being one of the social issues at this time, particularly in construction companies. The survey was conducted amongst the engineers and managers who are currently engaged in domestic major companies as well as small businesses, and analyzed based on the frequency, reliability, factor, and multiple regression method. The results are as follows by use of SPSS 20 as a statistical analysis tool. CEO's ethics has a positive effect on financial performance, business ethics, organizational achievement, social achievement. The study found that the higher ethical sense a CEO has, which is one of the highest values of CEO, the higher ownership an employee has, and the more a CEO has a communication with the employees, the more credibility is mutually built, which will be a driving force of company's development. This study needs more wide study for on the effect of CEO's ethics on the business performance of general company in the future.

• Journal of Digital Convergence
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• v.19 no.12
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• pp.261-271
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• 2021

This study was conducted to empirically analyze the effect of the physical work environment of SMEs on work satisfaction and work performance. For the research, the physical work environment was subdivided into Focusing on Personal Working space, co-working space, and amenity space to establish a research model. For empirical analysis, a questionnaire survey was conducted targeting small and medium-sized enterprises(SMEs) workers. 250 valid copies were taken for analysis. Hypotheses were tested by multiple regression using SPSS 24. The study results were as follows. Focusing on Personal working space, co-working space, and amenity space all had a significant positive (+) effect on job satisfaction of SME employees. In addition, Focusing on personal working space, co-working space had a significant positive (+) effect on job performance. Amenity space was not tested for a significant influence on job performance. The contribution of this study was to identify the causal relationship between the physical work environment and the employee's job satisfaction and job performance in the absence of studies. In future research, it is ultimately necessary to identify the relationship with the business performance of a company.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.1
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• pp.304-312
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• 2019

Service companies are making constant efforts to gain positive business performance such as customer satisfaction, quality improvement, and valuable management. Compared to other industries, service companies are highly dependent on workers for responding to customers and satisfying various customer needs in terms of business content and type. Thus, the attitude, given, environment, and capacity of the workers who supply service and serve customers are important factors that directly and indirectly influence customer satisfaction and performance. To enhance the performance of organizations and gain competitive advantage, it is important to provide the various forms of social support for workers as service suppliers. In this sense, active interests including the development of personal competence, support for working environment, and providing chances for the development of new services are significant. This study is a follow-up study on the influence of social support for positive psychological capital, creativity, and work performance of service workers. Among the service process matrix, this study targets the workers involved in mass service fields and seeks to examine how support for co-worker influences the performance through self-efficacy. No empirical analysis has examined workers involved in mass service fields. Thus, this study aims to take an approach different from that of previous studies and to suggest more effective human resource management strategies for enhancing the competitiveness of service companies and provide related implications.

• Journal of Korea Society of Industrial Information Systems
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• v.19 no.3
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• pp.103-114
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• 2014

The purpose of this study is to find out the relationship between high involvement Human Resource Management and organizational effectiveness in small company. High involvement Human Resource Management practices include training, incentive, performance appraisal, participation, proposal, communication, job description. This research approached organizational effectiveness using internal process and goal. Internal process approach measured internal organizational health using aggregate organizational commitment, turnover intention, job search. Goal approach measured organizational growth using sales growth rate per employee and net income growth rate per employee. Using the collected data from 267 employees at 27 small-sized firms located in South region in Korea, this research tested and confirmed the construct validity regression analysis at the organizational level. This research came to the conclusions to as follows: First, high-involvement HRM had the positive effect on the organizational commitment. Second, high-involvement HRM had the negative effect on the turnover intention. The findings suggest that high-involvement HRM is a valuable construct to understand internal process approach of organizational effectiveness in small firms.

• Management & Information Systems Review
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• v.36 no.4
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• pp.187-209
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• 2017

Service industry performance and competitive advantage depend on the attitudes and behavior of customer service employees who produce and deliver services through contact with customers. Most studies on customer service employees so far have concentrated on kindness, attitudes, or benefits. This study focuses on the increasing importance of customer service employees and intends to study them from the viewpoint of human brands that recognize customer service employees as a brand. In addition to the role of the employee at the service contact point, the customer participation behavior affects the interaction process with the customer service employee. Ultimately, customers could no longer be excluded from control to improve service quality. This study based on theory that the human brand characteristics of the customer service employees lead the customer's participation, which has a positive effect on the relationship with the service brand and the service brand attitude surveyed and analyzed customers who use service brand. This study is summarized as follows. First, the relationship between the service brand and the customer is examined. Second, this study also expands prior studies by examining the human brand characteristics of customer service employees and customers' willingness to participate in providing information on the impact of the consumer-brand relationship. The results of the study indicate that among the customer service employees' human brand characteristics reliability, familiarity, and empathy were found to affect the relationship between customers, the service brand, and the attitude toward the service brand the most. This study provides important implications for theoretical and practical strategies by examining the qualities and characteristics of customer service employees, which are the most important agents of marketing.