• 한국직업건강간호학회지
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• 제17권1호
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• pp.23-33
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• 2008

Purpose: The purpose of the study was to identify attitudes of middle managers toward employees with psychological problems and to determine factors affecting their attitudes. Methods: A questionnaire with Community Attitudes Toward Mentally Ill (CAMI) scales was administered to 161 middle managers working in small and medium-sized enterprises based in Seoul and Gyeonggi Province. Results: There are four separate subscales on the CAMI. Mean score for authoritarianism was $35.0{\pm}4.4$, benevolence $23.0{\pm}4.8$, social restrictiveness $32.3{\pm}4.9$ and community mental health ideology $27.2{\pm}5.1$ According to multiple regression analysis, middle managers with no experience of learning mental illness through mass media or higher levels of depression symptom were more authoritative and less benevolent towards employees with psychological problems. The experience of meeting a patient with mental problem contribute to positive attitudes toward people with mental illnesses in social restrictiveness subscale and community mental health ideology subscale among CAMI. Conclusion: This study suggests that experience of having patients with mental problems and information on psychological problems will have great influence on attitudes of middle managers toward employees with psychological problems. It might be important to help middle manager manage their depression because their depression also affects their attitudes toward employees with psychological problems.

• 인터넷정보학회논문지
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• 제21권3호
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• pp.53-60
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• 2020

The period of the Fourth Industrial Revolution is our near future and the ongoing changes in this age. We need to strive to adapt to this changes and also try to create new values. This study focuses on workers' perceptions and attitudes (self-efficacy, expectancy, and acceptance of change) toward the Fourth Industrial Revolution. These positive attitudes toward the upcoming future and the Fourth Industrial Revolution will influence on both the future and the current attitude, behavior and performance of employees. People have certain attitudes to the future, and these attitudes have an impact on current behavior. This paper tries to examine the positive attitudes toward the Fourth Industrial Revolution era and the influence of positive attitudes toward this new age on the current job satisfaction. Through this process, this paper explains what kinds of attitudes the workers should have in the Fourth Industrial Revolution era, and also sheds light on significance and purpose of this paper to explain how these specific attitudes toward the future influence the present performance such as job satisfaction.

• 한국유통학회지:유통연구
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• 제12권4호
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• pp.79-108
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• 2007

본 연구에서는 기업의 성과를 향상시키는 중요한 요소로 알려진 종업원의 조직시민행동을 고객관점에서 측정하고, 그 영향을 검토하기 위하여 관련 변수들인 서비스품질, 고객만족, 신뢰, 호의적 구전과의 경로관계를 실증적으로 규명해보았다. 그동안 조직시민행동(OCB)에 관한 연구들은 대부분 조직 관점에서 종업원의 OCB를 측정하였다. 반면, 본 연구는 고객의 시각으로 이를 평가했다는 점에서 기존 연구를 확장하였다고 할 수 있다. 자료 수집에 있어서는 보다 다양한 고객접점 상황을 고려하기 위해 미용실과 주점 두 업종의 이용고객을 대상으로 실시하였다. 연구결과는 다음과 같다. 첫째, 고객이 지각하는 종업원의 OCB는 고객의 지각된 서비스품질과 신뢰에는 직접효과, 고객만족에는 간접효과가 있는 것으로 나타났다. 이는 고객이 관찰하기에 종업원이 규정된 역할을 초월하여 동료들을 도와주고 고객의 편의를 지향하며 자신이 속해 있는 조직에 대해 긍정적인 자세를 보이면, 고객들은 종업원을 신뢰하고 그들에게서 제공받는 서비스품질을 높게 지각할 뿐만 아니라 결과적으로 만족도가 높아진다는 것을 의미한다. 둘째, 조직시민행동은 서비스품질과 만족, 신뢰를 통해 호의적 구전에 간접적인 영향력을 나타내었다. 셋째, OCB의 세 가지 구성차원인 고객편의 지향성, 조직관여도, 스포츠맨십이 고객태도에 미치는 효과를 검토한 결과 고객편의지향성의 영향력이 가장 큰 것으로 나타났다. 본 연구를 통해서 고객이 지각하는 접점종업원의 OCB와 고객태도 사이의 관련성을 이해할 수 있었으며 고객관점의 OCB를 측정함에 있어 다차원적인 접근의 필요성을 파악할 수 있었다.

• 한국식품위생안전성학회지
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• 제30권4호
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• pp.323-328
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• 2015

본 연구는 학교급식위생에 중요한 역할을 하는 조리종사자의 위생관리수행도에 도움이 될 수 있는 기초위생자료 제공을 위해 급식소의 일반사항, 위생교육에 대한 조리종사자의 태도, 그리고 위생관리수행수준의 관계를 규명하였다. 경남지역에 소재하고 있는 초 중 고등학교 급식소 23곳의 조리종사자 185명을 대상으로 데이터를 수집하고 분석한 결과, 급식운영형태에서는 직영보다 위탁이 위생관리 수행수준이 더 높게 나타났으며, 하루제공 끼니수 에서는 1식이 2식, 3식을 하는 집단보다 위생관리 수행수준이 더 높은 것을 알 수 있었다. 조리종사자의 위생교육 태도에 따른 위생관리 수행수준 차이를 살펴본 결과, 위생교육에 대한 태도가 좋을수록 위생관리 수행도가 높아짐을 알 수 있었다. 본 연구의 결과로부터 급식소의 일반사항과 학교 조리종사자의 위생교육에 대한 태도는 위생관리 수행수준을 결정하는 중요한 요인임이 밝혀졌다.

• 보건의료산업학회지
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• 제11권3호
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• pp.13-21
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• 2017

Objectives : This study investigated the effects of psychological ownership on job attitude markers (job satisfaction and affective commitment) of employees in general hospitals. Methods : Data were collected using self-administered questionnaire completed by employees in two hospitals in Seoul and Gyeonggi-do province, from May 21 to 26, 2014. Job attitude markers were measured by job satisfaction and affective commitment. We analyzed 300 cases using SPSS 21.0. Results : Psychological ownership of hospital employees had a significant effect on the job satisfaction and affective commitment. Psychological ownership explained a total of 20.5% and 9.9% of the variance in job satisfaction and affective commitment while controlling for gender, age, marital status, work position and work experience. Conclusions : Psychological ownership of hospital employees is a useful factor and key to recruiting and conducting training program for them, thus enhancing job attitudes.

• 한국식품조리과학회지
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• 제25권5호
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• pp.564-574
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• 2009

This study was conducted to evaluate the effects of the LOHAS index value of school food service employees on the purchase of food materials and foodservice quality. The subjects consisted of 566 foodservice employees. The findings were as follows. (1) The foodservice employee's LOHAS index fell within that of a NOMADICS group with an average of 72.18 points out of 100 points. (2) When the age, working experience and LOHAS index of the foodservice employees was high, the necessity, view, interest and recognition of LOHAS introduction for the improvement of the foodservice environment was high. (3) The amount of environmentally-friendly food materials purchased by foodservice employees was high, when they had a high LOHAS index. (4) High foodservice quality management items of foodservice employees were 'sanitation management' (3.87 points) and 'human resource management' (3.84 points), whereas 'menu management' (3.57 points) and 'food material and inspection management' (3.61 points) scored low. (5) The LOHAS index of foodservice employees has a significant impact on the purchase intention of environmentally-friendly food materials in LOHAS and NOMADICS groups. (6) This study confirmed that a higher LOHAS index of foodservice employees was associated with higher foodservice quality management behavior, which leads to an improved quality of foodservice.

• Asian Journal for Public Opinion Research
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• 제7권2호
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• pp.113-140
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• 2019

Experiencing work as a calling has been associated with various positive work-related attitudes and outcomes. Recent studies have examined personal and contextual factors related to job calling; however, gaps remain in the literature on how employees' perception of organizational environment may lead to the formation of employees' job calling. We focused on psychological climate of innovation as the predictor of employees' job calling and further investigated its effect on extra-role behaviors, including innovative work behavior (IWB) and organizational citizenship behavior (OCB). A total of 165 Malaysian employees from diverse industries and organizations participated in a self-reported online questionnaire. We found support for the mediation model in which the association between a psychological climate of innovation and increased extra-role behaviors through increased job calling. Altogether, these findings provided new insights into the important role of innovative climate on employees' job calling and the mediating role of job calling on extra-role behaviors within occupational settings. Theoretical and practical implications are further discussed.

• 산업경영시스템학회지
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• 제19권40호
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• pp.119-136
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• 1996

With new competitive environments, innovation is more necessary to survive severe competitions than ever. However, most Small and Medium(SM) businesses are used to be short of professional staffs, money and equipments for performing various innovations(ie., technological or administrative innovation, product development or Process development, and radical or incremental innovation). Many students have suggested that incremental innovation is more adequate than radical innovation in SM business. The purpose of this paper is to find antecedent factors In promote employees' Incremental Innovation Activities(IIA), In analyse moderating effects of ability and attitudes, and to test the difference of IIA-level by ability(or attitudes) and 11 independent factors. Each IIA-level by 5 variables of 11 independent variables-job variety, importance, identity, communication, performance dependency-is found to be significantly different in high-ability group affirmative-attitude group.

• 보건의료산업학회지
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• 제6권3호
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• pp.107-115
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• 2012

The purpose of this study is to investigate of welfare as employer's voluntary benefits and services in hospital on organizational effectiveness. This study was measured attitudes towards welfare and behavioral intentions and their relationship to welfare satisfaction, job satisfaction, turnover intention among employees. Attitudes towards welfare in hospitals and behavioral intentions were assessed using a sample of 163 employees who work in 4 hospitals in Seoul, Kyunggi, Daejeon. Data were collected by self-administered questionnaires from June 1 to 29 in 2012 and analyzed SPSS 18 by using correlation analysis, regression and SEM(structural equation modeling). The results of this study indicate that welfare satisfaction was positively related to job satisfaction, but negatively to turnover intention. Based on these findings, it can be defined that welfare satisfaction strongly influences job satisfaction, turnover intention among employees. The implications of this study are discussed and areas for future research are presented.

• 한국콘텐츠학회논문지
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• 제11권5호
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• pp.433-448
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• 2011

본 연구는 서울지역 소재 외국관광객을 전문 고객으로 서비스하는 한식당 종사원 250명을 대상으로 종사원의 서비스 교육이 서비스 지향성과 조직유효성에 미치는 영향을 알아봄으로써 고객에게 적절한 마케팅 경영전력을 수립하는데 목적을 갖고 실증분석 하였다. 분석결과 한식당 종사원의 서비스 교육이 서비스 지향성에 미치는 영향에서 유효성, 신뢰성, 확신성, 공감성이 긍정적인 영향을 미치고, 서비스지향성이 조직유효성에 미치는 영향에 있어 직무만족, 조직몰입에 대해 긍정적인 영향을 미치는 것으로 나타났다. 이는 종사원 교육의 유형성과 신뢰성, 확신성, 공감성이 중요한 고객중심적인 서비스 지향을 위한 행동과 태도를 높이는데 주요 기제임이 입증되었으며, 이러한 태도와 고객지향적인 행동이 뒷받침될 때 이는 결국 조직의 유효성을 높이는 생산성 향상으로 이어지게 됨을 시사한 것으로 볼 수 있다.