• The Journal of Asian Finance, Economics and Business
• /
• 제7권8호
• /
• pp.613-623
• /
• 2020

In recent years, many firms have built a good recruitment policy, focusing on the requirements set for candidates to meet the employers' satisfaction; they often have certain requirements for each accounting job's position. The study aims to identify and measure factors affecting the employers' satisfaction with accounting graduates in Hanoi, the important locus of firms' labor force. We conducted a questionnaire consisting of 16 observation variables with a 5-point Likert scale. Independent variables were measured from 1 "without effect" to 5 "strongly". Based on the literature review and results of interviews, a total of 150 questionnaires were sent to participants; 135 of them met the standards and were subject to be analyzed. The results of Cronbach's alpha, Exploratory Factor Analysis (EFA) and Multiple Regression Analysis (MRA) identify three main determinants influencing the employers' satisfaction with accounting graduates in Hanoi, including students' experience before graduating (SEG), reputation of universities (RU), and university's recruitment support policy (RSP). Based on the findings, some recommendations have been proposed to help universities design training programs for creating better satisfactions for employers in the future. On this basis, the authors propose a number of recommendations to improve the employers' satisfaction with accounting graduates in Hanoi.

• 산업융합연구
• /
• 제20권5호
• /
• pp.11-20
• /
• 2022

본 연구에 목적은 중소기업 고용주의 윤리적 리더십이 직무만족에 미치는 영향을 파악하고, 이들의 관계에서 조직공정성의 매개효과를 파악하기 위함이다. 연구는 서울, 경기도 북부권역의 중소기업 직원 508명을 대상으로 온라인 설문을 실시하고 분석을 진행했다. 연구결과 첫째, 중소기업 고용주의 윤리적 리더십이 높을수록 직무만족이 높게 나타났다. 둘째, 중소기업 고용주의 윤리적 리더십이 높을수록 조직공정성이 높게 나타났다. 셋째, 중소기업 고용주의 윤리적 리더십이 직무만족에 미치는 영향에서 조직공정성의 부분매개효과를 확인했다. 따라서 중소기업 직원들의 직무만족과 조직공정성 증진을 위한 중소기업 고용주의 윤리적 리더십 역량강화 방안이 필요하다.

• 지역사회간호학회지
• /
• 제12권3호
• /
• pp.661-669
• /
• 2001

Purpose: This study was carried out to investigate the difference in job satisfaction and marital satisfaction by gender and to explore the influences of demographic status. employment characteristics. and job satisfaction/marital satisfaction on each type of satisfaction. Method: Social statistics survey data collected by National Statistical Office in 1998 were used for the secondary analysis in the study. Job satisfaction was measured by questionnaires, which consisted of 12 items such as task, promotion, placement, wage, benefits, future in the work, working environment, human relationship. and working hours. And marital satisfaction was collected by questionnaires which consisted of 7 items, including satisfaction with general family life, relationship with their own parent and parent-in-law, relationship with brothers and sisters, relationship with their children, and economic living status. These are measured by 5-point Likert scale. Result: The results show that more than 60% of women were working as part-time employees. Their education levels were lower than men. Men were satisfied significantly more in their jobs than women. Men also had higher marital satisfaction. The employment status had the most important factor on the job satisfaction. and the marital satisfaction was the second important factor among women and men. As for the age, while older men showed higher job satisfaction, younger women showed higher job satisfaction, 28.04% of the variance in the job satisfaction for men and 33.86% for women were accounted for by the following variables: the younger age. the higher education. job satisfaction, and the higher marital satisfaction, 22.15% of the variance in the marital satisfaction for men and 21.19% for women were accounted for by these variables. Conclusion: The results of this study showed that there were differences in job satisfaction and marital satisfaction between genders, and that job satisfaction and marital satisfaction influenced each other. Employment status was the most predictive factor on the job satisfaction. Married women had an unstable employment status such as part-time position. The stability of employment could be considered as a strategy for enhancing job satisfaction for both sexes. The reason that women had lower marital satisfaction than men will have to be further investigated.

• 보건의료산업학회지
• /
• 제9권3호
• /
• pp.31-42
• /
• 2015

Objectives : The purpose of this study was to examine the factors that affect employee satisfaction according to hospital size, job group and career at hospitals. Methods : Data were collected from 4,307 employees working at 5 university hospitals. Statistics were done with the SPSS program version 21.0. Results : There were significant differences in employee satisfaction according to hospital size, job group and career. Additionally, there were positive correlations between each of the factors for employee satisfaction and overall employee satisfaction. Multiple regression analysis showed that overall employee satisfaction was affected by factors such as job, communication, personnel and leadership according to hospital size, job group and career. Conclusions : The results of this study suggest that by identifying the differences in satisfaction of employees who are working in different circumstances and providing resources to satisfy employee needs, hospital employers can promote the growth of the hospital by reducing employee turnover.

• Safety and Health at Work
• /
• 제12권2호
• /
• pp.217-224
• /
• 2021

Introduction: We evaluated depression and anxiety in service and sales workers from Korea who interacted with angry clients to identify factors that mediated and moderated depression and anxiety in these workers. Methods: This was a secondary analysis of data from the fifth Korean Working Conditions Survey conducted in 2017. A structural equation model was used for mediation and moderation analysis. Results: Service and sales workers who had more interactions with angry clients had increased risk for depression and anxiety. Experiencing clients' adverse behaviors (acute episodes) mediated the relationship between interacting with angry clients (a chronic situation) on depression and anxiety. Job satisfaction and managers' support moderated the relationship between interacting with angry clients and mental health problems. Conclusion: We suggest that employers of service and sales workers should recruit staff based on their aptitude for such work, thus ensuring job satisfaction, and train them to deal with angry clients in such a way that they experience less emotional burden. Employers should also make bylaws requiring managers to directly take care of adverse social behavior by clients. Furthermore, a sociocultural campaign to prevent adverse social behavior by clients is also needed.

• 한국보육지원학회지
• /
• 제7권1호
• /
• pp.41-65
• /
• 2011

본 연구는 직장보육시설에 대한 부모의 만족도가 양육스트레스와 직무몰입, 직무만족에 미치는 영향을 규명함으로써 직장보육시설의 양적 확충 및 질적 향상을 도모하는데 필요한 실증적 자료를 제공하고자 하였다. 경기도에 소재한 직장보육시설 중 민간기업 6곳과 공공기관 4곳의 학부모를 대상으로 설문조사를 실시하였으며, 설문지는 총 373부를 배부하여 185부(부 97명, 모 88명)를 최종 분석자료로 사용하였다. 본 연구결과, 부모들은 직장보육시설에 대해 대체로 만족하고 있으며 양육스트레스는 대체로 낮았다. 직무몰입과 직무만족은 중간 이상의 수준으로 나타났다. 상관분석 결과, 직장보육시설만족도가 높을수록 양육스트레스가 낮아졌으며, 직장보육시설만족도가 높을수록 직무몰입과 직무만족이 높아졌다. 위계적 회귀분석 결과, 직장보육시설만족도의 5개 하위영역 중 보육환경에 대한 만족이 양육스트레스에 상대적으로 가장 유의한 영향을 미쳤다. 직무몰입과 직무만족에 대해서는 보육시설 운영에 대한 만족이 상대적으로 가장 유의한 영향을 미쳤다. 본 연구는 취업부모의 양육스트레스를 낮추고 직무몰입과 직무만족을 높이기 위해 고용주를 대상으로 직장보육시설의 중요성을 인식시키는 교육프로그램의 실시가 필요함을 제안하였다.

• 가정과삶의질연구
• /
• 제22권5호
• /
• pp.91-100
• /
• 2004

Working men and women experience the overload of labor and the conflict between work and family according to the increase of working women and working couples. Work-family conflict can have adverse effects on quality of life and satisfaction with employees' work lives. And severe conflicts can interfere with employees' concentration on their jobs and increase absenteeism. So, employers are helping to keep employees the balance of work-family by supporting them through family friendly policies. This study emphasized the necessity of work-family balance through the statistical data and importance on the family. And the related studies and efforts of outstanding companies in USA and Korea are provided. Based on this study, programs on work-family balance must be developed and attentions of working families, employers, communities are needed.

• Asia pacific journal of information systems
• /
• 제30권1호
• /
• pp.120-142
• /
• 2020

Present-day organizations have become largely dependent on mobile instant messaging services (MIMs) for various organizational purposes. Focusing on the increasing use of MIMs in today's organizations, this study aims to explain how different aspects of KakaoTalk, the most dominant MIM in Korea, influence employees' attitudes toward their current employers, and how these attitudes impact the employees' intentions to stay at their present workplaces. Overall, with the exception of one factor (satisfaction with KakaoTalk use), all other factors (perceived quality of information exchanged through KakaoTalk, belongingness through KakaoTalk, and KakaoTalk overload) significantly influenced employee's attractiveness toward their current employers. Specifically, while KakaoTalk overload's effect on perceived organizational attractiveness was negative, two other factors were positively associated with it. Perceived organizational attractiveness also strongly influenced employees' intention to stay at their present workplaces. These findings contribute to expanding practical and theoretical understandings regarding the critical roles of MIMs in the efficient management of organizations in this hyperconnected society.

• 한국식생활문화학회지
• /
• 제14권5호
• /
• pp.487-495
• /
• 1999

The objectives of this study were to analyze customer satisfaction by operational characteristics in business & industry foodservice operated by contracted foodservice management company. The instruments were developed by reviewing literatures on customer satisfaction and by intervewing with managers, employers and customers. A total of 1000 questionnaires were hand delivered at the ten contracted foodservice operations by designated coordinators. A total of 833 questionnaires were usable; resulting in an 83.3% response rate. Statistical data analysis was completed using the SAS 6.04 for description, T-test, ANOVA. Overall customer satisfaction score for office building foodservice was significantly higher than those for manufacturing company foodservice. As for the type of management contracts, overall customer satisfaction score for management fee contracts was significantly higher than those for profit and loss contracts. With regard to payment method, overall customer satisfaction score for meal card was higher than those for POS system. Concerning the categories of service, overall customer satisfaction for combo-tray service was higher than those for cafeteria-tray service and partially self-service. As for types of menus, the score of overall customer satisfaction was not significantly different between cafeteria menu and double choice menu.

• 한국조리학회지
• /
• 제7권2호
• /
• pp.71-98
• /
• 2001

The heart service of a receptionist who receives customers in the front line of a business has a great effect on the management of Company. Considering of this, this study offers a view that high job satisfaction of an employee who works eating-out businesses raises the quality of service and has a great influence upon satisfaction of customers. To support this view, the only original study were made. and for the management of human resources in the eating-industry, satisfaction factors, that have a great effect upon the characteristics of job satisfaction by vital statistics factors, are human relations, advancement, working surrounding. And we should recognize that among these, especially, human relations have d considerable effect on service offering degree and they are important variables for customers' satisfaction. In conclusion, service offers have a need to know how service products differed to customers are selected and appraised. Until now our recognition has been confined mainly to products themselves, but when service can exert its value much more. accordingly, under the recognition that job contentment has an effect on service offering and works as important variables for customers' satisfaction, employers should have incessant on job education of employees.