• The Journal of Asian Finance, Economics and Business
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• 제10권1호
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• pp.19-29
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• 2023

Logistics industry is being an important industry in Vietnam with the contribution from 8-10% of GDP recently. This industry employs about 15 millions people. Increasing the employees' job satisfaction is become one of the most concerns of managers in logistics companies to strengthen the employee engagement and improve their business performance. The aim of this study is to investigate how employees' perceptions of job satisfaction are influenced by factors such as job stress, leadership capability, work-life balance, and demographics. 426 workers in the logistics sector in Vietnam were surveyed online. The acquired data was analyzed using a structural equation model. In total 16 hypotheses were established, 13 of which were deemed to be significant. The results demonstrate how the literature-informed second-order constructs can potentially explain the overall job stress, leadership capability, and work-life balance of employees in the Vietnamese logistics industry. These variables account for 54.8% of job satisfaction. This study makes a theoretical contribution to the extant literature by showing how researching second-order constructs can improve the theory's capacity to predict employees' job satisfaction. The paper concludes with a set of recommendations for the management of logistics firms in Vietnam.

• 한국조리학회지
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• 제15권3호
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• pp.139-152
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• 2009

본 연구는 호텔 관리자의 변혁적 리더십이 식음료 서비스 종사원의 직무만족과 고객지향성에 미치는 효과를 실증적으로 규명하고자 하였다. 이러한 목적을 달성하기 위하여 문헌연구를 통해 가설을 도출하였으며, 서울 지역 특1급 호텔 식음료 서비스 종사원을 대상으로 설문지 375부를 배부하여 미회수 30부, 불성실한 응답 23부를 제외한 총 322부를 최종분석에 사용하였다. 분석은 SPSS 14.0 통계패키지를 이용하였으며, 연구결과를 요약하면 다음과 같다. 첫째, 변혁적 리더십이 직무만족에 영향을 미칠 것이라는 가설 1과 세부가설 1-1, 1-2, 1-3을 검증한 결과 직무만족에 유의적인 수준에서 정(+)의 영향을 미치는 것으로 나타났다. 그리고 변혁적 리더십이 고객지향성에 영향을 미칠 것이라는 가설 2와 2-1, 2-2, 2-3을 검증한 결과 가설 2와 세부가설 2-2는 유의적인 수준에서 정(+)의 영향을 미치는 것으로 나타났으나, 세부가설 2-1과 2-3은 유의성이 타나지 않았다. 둘째, 직무만족이 고객지향성에 영향을 미칠 것이라는 가설 3을 검증한 결과 유의적인 수준에서 정(+)의 영향을 미치는 것으로 나타났다. 이러한 연구결과를 바탕으로 본 연구는 호텔 관리자의 변혁적 리더십과 종사원들의 직무만족, 고객지향성에 관한 시사점을 제안하였다.

• 디지털융복합연구
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• 제12권1호
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• pp.431-443
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• 2014

본 연구에서는 의료기관인증을 받은 병원과 받지 않은 병원의 내부 구성원을 비교 분석하여 의료기관인증제도가 구성원 만족도와 병원운영효과에 어떤 영향을 미치는지 파악하고자 하였다. 인증제도에 따른 직원만족도 차이는 인증을 받은 병원에서 인센티브 지급, 본인업무 자부심 등에서와 병원운영효과는 업무표준화로 업무수행의 정확성 등의 문항에서 통계적으로 유의미한 차이로 정(+)적 영향을 미치는 것으로 나타났다. 인증을 획득한 병원에서 구성원 만족이 높으며, 만족도가 높을수록 병원운영효과에 영향을 미치는 것으로 나타났다. 인증을 획득한 의료기관에 국가가 의료수가의 차별화나 의료장비를 지원하면, 인증을 받지 않은 병원들의 자발적인 인증 평가를 적극적으로 참여시킬 수 있는 활성화 방안이라고 사료된다.

• 디지털융복합연구
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• 제19권10호
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• pp.545-554
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• 2021

본 연구는 방산제조업체인 H사의 현장 사원 289명을 대상으로 설문조사를 하고 기업의 CSR 활동이 조직신뢰와 직무만족에 어떤 영향을 미치며, 조직신뢰의 매개효과를 확인하고자 실증 분석하였다. 실증분석 결과를 요약하면 다음과 같다. 첫째, 기업의 CSR 활동은 현장 사원들의 직무만족에 영향을 미치는 것으로 나타났다. 둘째, 기업의 CSR 활동은 현장 사원들에게 매우 중요한 동기부여가 되는 것으로 분석되었다. 즉, 자신이 근무하고 있는 조직이 적극적으로 사회적 책임을 이행하고 있다고 인식한 직원들은 조직신뢰에 대한 지각수준도 높다고 볼 수 있다. 셋째, 직원들의 조직신뢰가 높아질수록 직무만족도 증대하는 것으로 나타났다. 넷째, 기업의 CSR 활동과 직무만족 간의 관계에서 조직신뢰의 매개효과가 있는지에 대한 검증을 한 결과, 완전 매개효과와 부분매개효과가 혼재하는 것으로 밝혀졌다. 이 연구결과는 방산제조기업이 계속 기업으로 성장에 필요한 효율적인 조직관리 방안 마련에 기여할 수 있을 것으로 기대한다.

• 디지털융복합연구
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• 제18권12호
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• pp.631-638
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• 2020

본 연구는 장애인복지시설 종사자의 인간관계가 이직의도에 미치는 영향과 이 관계에서 직무만족의 매개효과를 검증하기 위한 목적으로 수행되었다. 이를 위해 충남 및 대전시 소재 장애인복지관 종사자 367명의 설문조사 결과를 분석에 활용하였다. 분석결과, 장애인복지관 종사자의 이직의도에 대해 인간관계는 부적 방향으로, 직무만족은 부적 방향으로 유의미한 영향을 미치고 이 영향 관계에서 직무만족의 부분매개효과를 검증하였다. 이러한 연구결과를 바탕으로 장애인복지관 종사자의 이직을 예방하거나 해결하기 위한 실천적·정책적인 방안을 제시하였다.

• 디지털융복합연구
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• 제19권3호
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• pp.445-452
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• 2021

본 연구는 그동안 분석되지 않은 장애인지역사회재활시설 종사자의 전문성인식이 직무만족에 미치는 영향, 그리고 이 관계에서 자아효능감의 매개효과를 검증하였다. 충남과 대전 지역의 14개 장애인복지관의 종사자 367명을 대상으로 조사한 설문자료를 분석하였다. 장애인지역사회재활시설 종사자의 전문성인식이 직무만족에 정적인 방향으로 유의미한 영향을 미치는 것을 확인하였다. 그리고 두 변수 간의 영향 관계에서 자아효능감의 부분매개효과를 검증하였다. 이러한 본 연구의 분석결과를 바탕으로 장애인지역사회재활시설 종사자의 직무만족을 향상시키기 위해 장애인지역사회 재활시설 종사자들의 전문성인식과 자아효능감을 향상시키기 위한 다양한 방법들을 제안하였다. 이후에는 장애인지역 사회재활시설 종사자들을 대상으로 하여 직무만족을 높일 수 있는 다양한 변수들 간의 관계에 대한 연구들이 이어지기를 기대한다.

• 대한영양사협회학술지
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• 제13권2호
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• pp.183-193
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• 2007

School foodservice employees are involved with every aspect of ensuring that high quality meals are prepared and they influence student satisfaction. The objective of this study was to identify whether job satisfaction of cooks is affected by their relationships with management. Survey forms that were developed for foodservice dietitians and employees were interviewed. Questionnaires to measure job satisfaction were distributed to 30 schools in the Gyeonggi province and completed by 30 dietitians and 323 cooks. Foodservice cooks' job satisfaction was evaluated by measuring attitudes towards aspects of their job using the modified Smith method(1969). All items in the scales were coded by 4 Likert scale(1: nerver satisfied, 4: very satisfied), then grouped by using factor analyses. Statistical methods used in this study were a $x^2$-test, t-test with SPSS software(version 12.0). The study results were as follows; 1) The demographic data showed that 65.3% of respondents were in their 40s, 96% were married, 68.8% were high school graduates, and 93.5% were contracted employees. Regarding overall experience in their current workplace, 27.9% had been in their position over 5 years and 25.7% said less than 2 years. 2) Most of the school lunches was served in the classroom(73.3%). The cook working was rotated among the employees(90%). Most employees did not use a day's leave of absence per month because they were averse to burdening their coworkers. 3) There were no significant differences in job satisfaction between the cooks' self-evaluation scores(2.92) and those of the dietitians(2.92). Among the factors influencing job satisfaction, dietitians(2.10) perceived that cooks(1.99) were more satisfied with their salaries than was actually the case. The cooks(3.19) rated their level of work satisfaction higher than the dietitians(3.03) perceived it to be. Employees rated their relationship satisfaction as 3.50, but dietitians on the other hand rated it 3.37. Most of the cook respondents want a higher salary and a some kind of employment guarantee. This study provides foodservice managers information useful for design positions that will increase productivity. Future study is needed to determine the factors that will improve job satisfaction and satisfy the employees' needs, which in turn will improve school food service quality.

• Educational Technology International
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• 제8권1호
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• pp.17-39
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• 2007

The purpose of this study was to identify the relationships among organizational commitment, job satisfaction, and learning organization culture. This study was conducted in five sub-organizations of one Korean conglomerate company. One thousand employees were randomly and proportionately selected, with 669 useable cases obtained, for a response rate of 67%. The organizational commitment instrument used from the "affective, continuance, and normative commitment" scale (ACNCS) of Allen and Meyer (1990). The "Dimensions of Learning Organization Questionnaire" of Watkins and Marsick (1997) was used to measure learning organization culture. The short form MSQ (Minnesota Satisfaction Questionnaire), developed by Weiss, Dawis, England, and Lofquist (1967), was the third instrument used. Descriptive statistics, correlational statistics, and inferential statistics (ANOVA and t-tests) were used. Organizational commitment (except for continuance) is moderately and positively related to job satisfaction and moderately and positively related to learning organization culture. In addition, learning organization culture is weakly to moderately and positively related to job satisfaction. No differences by age were found. Four-year college graduates are more likely to have higher creating continuous learning opportunities in learning organization culture than graduate school degree holders. Males are likely to have higher affective and continuance organizational commitment than females. Employees working in R&D, Engineering, and Manufacturing (REM) are likely to have higher continuance organizational commitment than do other types of jobs. Employees are more likely to have higher learning organization culture and job satisfaction than assistant managers. Assistant managers have higher continuance organizational commitment than managers. Managers generally have higher organizational commitment, learning organization culture, job satisfaction than assistant managers. They also have higher learning organization culture than employees. Employees who had worked for less than four years in their current job and organization have higher promoting inquiry and dialogue in learning organization culture than those who have worked for ten years or more. Employees in the insurance organization have higher affective organizational commitment, learning organization culture, and job satisfaction than those of the other organizations. Finally, employees of the electronic company have higher continuance organizational commitment in learning organization culture than those of other companies. In summary, this research enables CEOs and HRD and HRM practitioners to view organizational commitment, learning organization culture, and job satisfaction as important variables in exploring diverse ranges of topics related to the workplace. And then, they can diversely apply their management, interventions and practices to fit these diverse characteristics.

• Asia pacific journal of information systems
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• 제11권4호
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• pp.63-79
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• 2001

In this study, we tried to find the factors that influenced appraisal and reward satisfaction in knowledge management, and to observe whether appraisal and reward satisfaction were related to employees' commitment to knowledge management. Analyzing valid 38 data in the organizational level, we found that only result validity and reward justness affected employee appraisal and reward satisfaction. Also, if was found that appraisal and reward satisfaction were related to employees' commitment to knowledge management. The implications of the findings and future research directions were discussed.

• 한국병원경영학회지
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• 제25권1호
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• pp.58-72
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• 2020

Purposes: This study aims to investigate the determinants of change-oriented organizational citizenship behavior(CO-OCB) of hospital employees and test the mediating effect of the job satisfaction and organizational commitment on the CO-OCB. Methods: Data were collected from the self-administered questionnaire survey for hospital employees of ten hospitals located in five regions, including Seoul. Out of 1,100 questionnaires which were distributed through the administrative routes, a total of 617 copies were returned(response rate 56.1%) and analyzed by frequency analysis, t-tests, correlation analysis, multiple regression, and path analysis using SPSS 21.0 and AMOS 21.0. Findings: The study results revealed that the explanatory power(56.4%) of the model was most significantly increased by the variables of psychological attributes(R²-change 33,5%). Also, the variables of self-efficacy, followed by hope, the organizational climate for innovation, the psychological safety climate, team-member exchange, and leader-member exchange were found to have positive total effects on CO-OCB, through the mediating variables of job satisfaction and organizational commitment. Practical Implications: The study results imply that, in order to improve the CO-OCB of hospital employees, the administrators have to take the integrated approach considering the various domains of factors including the psychological attributes, job characteristics, interpersonal relations, and organizational climate simultaneously.