• Journal of Fashion Business
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• v.14 no.2
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• pp.27-41
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• 2010

The purpose of this study is to investigate the relationship between service orientation of fashion organization and employee's customer orientation. For this study, salespersons in clothing stores were selected as the subjects. We used 4 factors SERV*OR Scale: service leadership, human resource management, employee's empowerment, service system as an organizational service orientation. The results are as follows: First, Service Orientation of the company in fashion field affects the employee's customer orientation. In other words, a fashion company with a higher service orientation will have employees with a higher customer orientation. Second service orientation factors revealed differences depending on the store. Department stores had no effect on factors such as employee's empowerment, service system, but agency stores and outlet stores had effects on all factors. This influential factor is created due to the difference in fashion distribution. Human resource management especially seemed to carry weight among the factors in all stores. So, first and foremost fashion companies should make efforts on education, training of employee.

• International Journal of Contents
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• v.8 no.1
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• pp.88-94
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• 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.

• Korea Journal of Hospital Management
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• v.8 no.2
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• pp.5-23
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• 2003

To survive in the competitive environment, hospitals pay more attention to patient satisfaction than ever before. Nurses are the employee that have frequent interactions with patients in a hospital, and therefore, the effective management of nursing staff is crucial to maintain high level of patient satisfaction. Searching for a way to an effective human resource management in nursing, this study attempted to investigate the pre-dispositional factors of customer orientation of registered nurses in a hospital. The customer orientation concept is originated from marketing literature and defined as the attitude of employee that focus on establishing a long term relationship rather than short term gains in dealing with customers. The study hypothesized that the personal trait of individual and the perceived level of empowerment affect the level of customer orientation of nurses. We tested the hypothesis 10 a teaching hospital. Three-hundred seventy two nurses were surveyed and 235 responses were collected. Out of the 235 responses, 24 responses were discarded due to the incomplete answers to the questionnaire and 211 responses were analyzed. The data were analyzed using factor analysis and multiple regression analysis. The results showed that the enjoyment dimension of customer orientation was affected by the agreeableness, consciousness, and openness of personal traits and the need dimension of customer orientation was affected by the agreeableness and level of empowerment. Based on the results the research and nursing resources management implications were discussed.

• The Journal of Economics, Marketing and Management
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• v.8 no.4
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• pp.27-35
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• 2020

Purpose - This study is aiming to understand the critical role of employees' organizational citizenship behavior in evaluation of employee service quality. This paper examined what emotional intelligence and empowerment affect to their organizational citizenship behavior and service quality. Research design - Data were collected by questionnaires through specialized hospital services. Survey was conducted on patients who have been treated at a spine specialized hospital. Results - Emotional intelligence and empowerment have direct effects on organizational citizenship. Service quality is a function of organizational citizenship. The results showed that emotional and motivated capabilities of individuals influenced organizational citizenship behavior. Managerially, this study contributes to the understanding of the role of organizational citizenship behavior in service sector. Conclusions - The relationship between service quality and organizational citizenship behavior and also examined the effect of combination of creative and voluntary behavioral attributes such as emotional intelligence and psychological empowerment have on voluntary organizational citizenship behavior. The results showed that in order to induce organizational citizenship behavior, emotional intelligence should be facilitated and empowerment enlarged.

• Culinary science and hospitality research
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• v.21 no.3
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• pp.13-28
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• 2015

This study analyzes how service quality is affected by individual empowerment and job satisfaction of food service industry employees. Based on preceding research, the independent variables used in this study focus on the matter of empowerment--specifically, 'autonomy', 'meaningfulness', 'respect', and 'capability'. The dependent variables are 'job satisfaction' and 'quality of service'. Based on data obtained through this study, a tentative theory is proposed: food service industry employee job satisfaction positively affects quality of service. In particular, 'autonomy' and 'meaningfulness' positively correlate with job satisfaction. However, 'respect' and 'capability' do not seem to influence job satisfaction. On the matter of 'empowerment', a tentative theory is also proposed: employee empowerment in the food service industry positively affects quality of service, with 'autonomy'(b=.257) the most significant influence, 'meaningfulness'(b=.221) the second, and 'respect'(b=.214) the third. 'Capability'(b=-.172) exhibited no correlation with quality of service. The essential finding of this study is as follows: employees' job satisfaction in the restaurant franchise domain positively affects quality of service.

• Journal of Distribution Science
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• v.20 no.5
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• pp.129-135
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• 2022

Purpose: This study aims to establish the effects of psychological empowerment on retail sales employees. It further investigates how psychological empowerment can be used to mitigate the factors that affect sales workers in addition to meeting the feelings and emotional wellbeing of sales workers to improve their productivity and the success of their organizations. Research design, data, and methodology: The current author conducted SPSS statistical analysis program to gauge the statistical association between two main constructs (Psychological Empowerment and Job performance) using 217 respondents. The main statistical tool was selected by a multiple regression methodology. Results: The statistical test from the analysis is presented in the finding section and shows that β values and P-values are greater than 0 and less than 0.05 respectively and thus, this research could reject null hypotheses which mention that psychological empowerment cannot be associated with job performance. Conclusions: All in all, this research could conclude that it will improve the attitudes of retail sales workers towards their job, making them self-committed to the tasks assigned through significant psychological empowerment factors. The retention of these workers would be enhanced because they would attain job satisfaction through a positive perception of the tasks assigned to them.

• The Journal of the Korea Contents Association
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• v.21 no.6
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• pp.533-551
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• 2021

The purpose of this study was to analyze the influence of participative leadership on the job commitment of employees and to investigate the mediating effect of psychological empowerment and the moderating effect of issue leadership. A survey was conducted on employees working in various industries and analyzed using PROCESS macro (Hayes, 2013). The reliability and validity of measurement tools were reviewed through a preliminary survey, and the timing of measurement of independent variable and dependent variable was separated to overcome the common method bias. The results of the study are as follows. First, it has been confirmed that participative leadership has a positive influence on employee's job commitment. Second, participative leadership strengthened the psychological empowerment of employees, and through it, the indirect effect of improving the employee's job commitment was confirmed. Third, the moderating effect of issue leadership was confirmed in the relationship between participative leadership and psychological empowerment. Fourth, the moderated mediating effect was confirmed that the effect of participative leadership on job commitment through psychological empowerment is reinforced by issue leadership. This study contributes to the expansion of existing leadership research by empirically identifying the mechanism between participative leadership and employee's job commitment. Implications regarding the results of the study, limitations of the study, and future study tasks were discussed.

• The Journal of the Korea Contents Association
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• v.6 no.12
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• pp.296-308
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• 2006

This study aims to increase effectiveness of human resources management of food service industry by identifying relationships if influence among leadership of manager supervisor, employee' empowerment and organizational effectiveness in food service industry. To achieve the purpose of this study, documentary study and empirical study using a structural equation model analysis was conducted. Based upon the relationships among leadership, empowerment and organizational effectiveness in food service industry, comprehensive methods for human resources management can be presented.

• Journal of Distribution Science
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• v.17 no.9
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• pp.83-92
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• 2019

Purpose - This research is to verify job fitness, empowerment, and recognition of career development support having the influence on formation of occupational identity in Korean food franchise distribution company. Research design, data, and methodology - Total 600 copies have been distributed and 394 copies have been collected, the covariance structure analysis has been implemented to verify the presented research hypothesis. Results - Demand fit and competency fit being the lower level of job fitness appeared not to have significant influence on occupational identity, and also these do not have the significant influence on the empowerment. Even though formal career development support being lower level of career development recognition appeared to have significant influence on empowerment, nonformal career development support appeared not to have significant influence on empowerment. Formal career development support and nonformal career development support appeared to have significant influence on occupational identity. Finally, empowerment appeared to have significant influence on occupational identity. Conclusions - It is implied that the psychological and subjective success felt in employee's career course may be improved by the job related job fitness, the initiative being individual characteristic and formal and formless career development support being organizational characteristic.

• Journal of the Korean Society for Railway
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• v.12 no.5
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• pp.761-771
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• 2009

This paper performed an empirical study through the survey to investigate the effects of the service orientation of the urban railway-operating company on employees' job satisfaction and customer orientation. For this, the surveyed data was analyzed through factor analysis, reliability analysis, and regression analysis. The difference between railway-operating companies was analyzed by the t-test and the differences between workers in different fields were analyzed by the ANOVA test. The results show that 1) human resource management, employee empowerment, service leadership, and service system are positively related to employees' job satisfaction in the decreasing order, 2) the service system, human resource management, and service leadership are positively related to customer orientation, but employee empowerment is negatively related to customer orientation, 3) the workers of the urban railway-operating company A and B show significant differences in job satisfaction and customer orientation, and 4) the job satisfaction and the customer orientation of the rolling stock maintenance workers was the highest and that of service workers in station was the lowest.