• 한국조리학회지
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• 제19권1호
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• pp.1-11
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• 2013

본 연구는 2011년 2월 10일부터 2011년 3월 2일까지 서울지역 특급호텔 조리종사자를 대상으로 실시하였으며, 총 161부에 대하여 SPSS 17.0을 이용하여 요인분석과 신뢰성 검증을 실시하고 제시된 연구가설을 검증하기 위해서 다중회귀분석을 실시하였다. 분석결과 첫째, 대인애착, 직무만족과 직무애착 간의 상관관계를 조사한 결과 안정형 애착은 직무만족과 직무애착에 유의한 정(+)의 상관관계가 있는 것으로 나타났다. 둘째, 불안형 애착은 직무만족에 부(-)의 상관관계를 보였다. 그리고 애착 유형에 따라 직무만족과 직무애착과의 상관관계가 없는 것을 확인할 수 있다. 셋째, 대인애착이 직무만족에 미치는 영향을 분석할 결과 안정형은 직무만족에 유의한 정(+)의 영향을 미친 반면에, 회피형과 불안형은 직무만족에 유의적인 영향을 미치지 못하는 것으로 나타났다. 따라서 이와 같은 분석결과를 바탕으로 외식조리종사자의 유용한 시사점을 제시하였다.

• 한국생활과학회지
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• 제17권1호
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• pp.1-12
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• 2008

The purpose of this study is to examine influences of male salaried employee's marital communication on their job satisfaction and organizational commitment. The subjects of this study were 279 married male employees from 10 companies. The data were analyzed by descriptive statistics, one way ANOVA, Scheffe & Pearson's correlation with SPSSWIN(ver 12.0). There were significant differences according to the young married couple who has school background high, under 10 years of the length of their service in Marital communication And there were positive correlations among the marital communication which were communication agreement, communication contentment and communication smoothness and job satisfaction.

• 통상정보연구
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• 제8권4호
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• pp.391-411
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• 2006

The present Study investigated on effect of working time and physical work environment on job satisfaction, and is based on a representative survey carried out in the 15 European Union Member States in 2,000 on behalf of the European Foundation for the Improvement of Living and Working Conditions by Infratest Burke Sozialforschung and a consortium of national fieldwork institutes. In the course of the survey, a total of 21,703 people drawn from the economically active populations in the 15 countries were questioned about their working time, overtime, weekend work, physical work environment, social support of supervisor and co-worker and job satisfaction. Regression analysis and subgroup analysis were employed to examine the hypotheses. It was found that weekend work, overtime and physical work environment associate negatively with job satisfaction. Social support of supervisor and co-worker moderated only relation between working time and job satisfaction. The results provide support for prior quantitative studies partly. Based on these significant research findings, theoretical implications were discussed.

• 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.

• 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.

• 산업공학
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• 제16권spc호
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• pp.116-122
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• 2003

We analyze how much employees' work abilities and overall satisfaction on the job or corporate influence on the productivity and customer satisfaction in the service industry, which is characterized by simultaneity, heterogeneity, intangibility and etc. Employees always encounter customers in process of the service. So, the employees' attitudes and behaviors have direct influences on the service quality or satisfaction which customers perceive. Also, employees' satisfaction or work abilities can lead to increase or decrease the productivity. To grasp and demonstrate the cause and effect relationship, we firstly measure the degrees of employee satisfaction organized by 11 factors through survey, and also measure employees' overall satisfaction, organizational commitment and productivity. Secondly, we define service value as the employee's objective measure index and collect it with the data related to customer satisfaction. Based on the collected data, thirdly we define how the relationship among the employee satisfaction, the productivity, the service value and the customer satisfaction are affected by the employees' work abilities and overall satisfaction with SEM(Structural Equation Model). And finally, we classify employees according to their abilities and the degrees of satisfaction respectively and suggest important strategies to manage them effectively.

• 한국조리학회지
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• 제13권1호
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• pp.179-191
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• 2007

This paper aims to improve management and make the bakery business stable by investigating the difficulties in bakery management and the current management conditions of bakery businesses. Using Windows SPSS 11.0, the bottleneck in bakery management and its influence on sales and job satisfaction were analyzed. Besides, a regression analysis was conducted to investigate the effect of difficulties in bakery management on sales and job satisfaction. According to the analysis, a total of 44 variables were observed as the difficulties in bakery management. Among them, 34 variables were caused by 7 factors: facility, product, employee, finance, production, external advertisement. In the regression analysis, it has turned out that the difficulties in management had influence on sales dissatisfaction in facility, product, employee, finance, production, and external factors. Especially, employee factor turned out the most influential one on sales dissatisfaction. Furthermore, it has turned out that the bottleneck in management had influence on job dissatisfaction in all 7 factors. Above all, the external factor turned out the most influential one.

• 한국병원경영학회지
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• 제7권1호
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• pp.1-18
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• 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.

• 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.

• 한국철도학회논문집
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• 제12권5호
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• pp.761-771
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• 2009

본 논문에서는 도시철도운영기관의 서비스지향성이 직원의 직무만족 및 고객지향성에 미치는 영향을 파악하고자 설문을 통한 실증연구를 하였다. 이를 위해 요인분석 및 신뢰도 분석, 종속변수에 영향을 미치는 독립변수의 관계 분석을 위한 회귀분석을 실시하였으며, 기관별 차이분석을 위하여 독립표본 t-test분석 및 직무분야별 차이분석을 위한 일원배치분산분석을 실시하였다. 분석결과를 요약하면 첫째, 인적자원관리, 직원권한, 서비스리더십, 서비스시스템 순으로 직무만족에 정(+)의 영향을 미치는 것으로 나타났다. 둘째, 고객지향성의 경우는 서비스시스템, 인적자원관리, 서비스리더십이 정(+)의 영향을 미치며, 직원권한이 부(-)의 영향을 미치는 것으로 분석되었다. 셋째, A사와 B사의 직원들 간에는 직무만족과 고객지향성에 유의한 차이가 있는 것으로 분석되었다. 넷째, 직무분야별로는 차량분야 직원의 만족도와 고객지향성이 가장 높았으며, 역무분야 직원의 평균값이 가장 낮게 나타났다.