• The Journal of Asian Finance, Economics and Business
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• 제7권8호
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• pp.577-588
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• 2020

The study investigates by empirical methods the effect of motivation, leadership, and organizational culture on job satisfaction, and employee performance at Wahana Resources Ltd North Seram District, Central Maluku Regency, Indonesia. This examination intends to be a critical review for academics researching the field of human resources management (HRM). The study's sample consisted of 155 employees who were selected using the Proportionate Stratified Random Sampling method. At the same time, data were collected using a questionnaire and then analyzed using the Structural Equation Modeling on Amos. The results of data analysis showed that work motivation and organizational culture had a positive and significant effect on performance, but did not significantly influence employee job satisfaction. While leadership has a substantial impact on employee job satisfaction, it does not affect performance. The results of testing the coefficient of determination show that job satisfaction is influenced for 57.4% by motivation, leadership, and culture variables, while employee performance variables are influenced for 73.5% by motivation, leadership, culture, and job satisfaction variables. Other factors outside this study influence the rest. Motivation, leadership, and organizational culture of employees need to be improved to increase job satisfaction. Invariably, if employee job satisfaction increases, employee performance will also increase.

• 대한안전경영과학회지
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• 제18권3호
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• pp.117-125
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• 2016

The organization which is does sale activity in 21c, face a radical environment changes and high competition. To overcome from these situation, employee who is does sale in field are important to set sustainablity to the organization. A sales person is one of member in organizations, so they have a relation with other employee in process of job. To increase there performance and satisfaction, LMX is focused by many researchers. LMX can increase job satisfaction which can increase job performance thought organizational justice. And career of employee can has moderate effect between LMX and organizational justice. To figure out casual relationship among factors, researcher conduct a empirical analysis use 210 samples from SME saleman. Result of empirical study show us every hypothesis which researcher set up has supported. Based on this result, reseacher provide manageric implications and conclusions.

• The Journal of Asian Finance, Economics and Business
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• 제7권12호
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• pp.1089-1097
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• 2020

Nowadays, technology and information are developing rapidly. It compels an organization or a company strive to excel in its field. In the Industrial Revolution 4.0 era, companies must maintain their assets and technology to face the competition. One asset that should be paid attention to is human resources. Human resource has two important variables, namely Organizational Citizenship Behavior (OCB) and Employee Engagement (EE). This study aims to analyze the relationship between OCB and EE on Employee Performance (EP) in the manufacturing industry in Tangerang. This study is conducted using a quantitative method with 200 respondents. The data is collected by distributing questionnaires to respondents, which is then analyzed using Structural Equation Modeling (SEM) with AMOS 23 software. The result of this study indicates that OCB has a significant effect on EE and EP. This study also finds that employee engagement has a significant effect on employee performance and can mediate the relationship between OCB and EP. From these results, the implication that can be taken is that the manufacturing industry in Tangerang must pay attention to their employees for them to develop OCB and EE, and eventually increase their performance towards the organization.

• 품질경영학회지
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• 제37권3호
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• pp.10-17
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• 2009

This study developed a new model for evaluating effects about the success of six sigma activities. This model consists of four constructs such as success of six sigma, employee's success experience, customer satisfaction, and business performance. Structural Equation Modeling (SEM) is used to analyze causality among the four constructs. Hypothesis were tested through a field study conducted for one hundred and thirty-one project leaders, who were asked to evaluate their experiences of six sigma projects. The results indicate that six hypothesis are statistically significant. As a result, the success of six sigma doesn't influence the customer satisfaction directly, but it influences customer satisfaction indirectly through employee's success experience. We find out that control for employee's success experience is important as well as success of six sigma in business innovation. Otherwise business performance is influenced directly by success of six sigma, that is business performance isn't influenced directly by employee's success experience but influenced indirectly through customer satisfaction. This study found that the change management raising employee's success experience is important in Six Sigma.

• 통상정보연구
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• 제9권3호
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• pp.205-229
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• 2007

This study analyzed relation with risk recognition degree by customs business of customs brokers and actuality insurance accident occurrence. These study finding that risk recognition by customs work area of customs brokers and actuality insurance accident occur did not agree. So customs brokers more elevate risk recognition of entry field, origin/trademark right, HS and customs tariff application, customs refund, price estimation that are high the insurance accident rate. and they may have to do emphasis administration through employee education and ability elevation. Specially, operation risk that is produced from charge employee's simplicity mistake who tax invoice omission, a tax use mistake, document nondelivery, notice dispatch delayed action, may have to manage through moral management and employee bylaws and education, employee guidance etc. Also, they publicize these contents to import and export enterprise, and practice risk management of high risk business in priority through education and public information. so we will have to make can do more effective risk management.

• 동아시아식생활학회지
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• 제25권2호
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• pp.363-371
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• 2015

This study investigated the effect and interrelationship of evaluation system in employee's job satisfaction at deluxe hotel kitchen in the Seoul area. The questionnaires developed for this study were distributed to 400 chefs during June to August, 2012. A total of 364 questionnaires were used for analysis (91.0%) and the statistical analysis was completed using PASW (SPSS) 18. The status of operating menu evaluation and menu development was analyzed by dividing the questionnaires into three categories: 'menu idea', 'menu evaluator' and 'menu evaluation system'. The 'menu idea' category showed the highest concern for 'Is the selected idea differentiated from competitors' menu?' (3.10 Likert scale), the 'menu evaluator' category showed the highest concern for 'Do the evaluator's individual factors affect menu evaluation?' ($3.88{\pm}0.96$), and the 'menu evaluation system' showed the highest concern for 'Is the menu commercialized by the menu evaluation system?' (3.32 Likert scale). Overall job satisfaction was studied into three categories: 'human field', 'material field' and 'evaluation field'. Overall satisfaction about one's job was 3.24 Likert scale. For satisfaction in each category, satisfaction for 'human field' was the highest with 3.30 Likert scale compared to 'material field' and 'evaluation field' with 2.76 Likert scale and 3.27 Likert scale, respectively. In conclusion, establishment of a unified evaluation system to improve employee's job satisfaction related to menu development is needed.

• 패션비즈니스
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• 제14권2호
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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.

• The Journal of Asian Finance, Economics and Business
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• 제8권11호
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• pp.265-276
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• 2021

The current research aims to examine how workplace ostracism influences employee turnover-oriented intention and investigates the mediating role of job burnout in the workplace ostracism - turnover relationship. Drawing on conservation of resource theory, we hypothesize that higher levels of workplace ostracism develop employee turnover through job burnout. Precisely, we predict that workplace ostracism is positively associated with turnover intention, both directly and indirectly via job burnout. To test our theoretical model, we collected field data from 311 banking employees in Pakistan. Structural equation modeling is used to test the relationship between workplace ostracism and employee turnover intention. The empirical findings reveal that workplace ostracism is positively associated with turnover intention. Furthermore, the relationship between workplace ostracism and turnover intention is mediated by job burnout. By using job burnout as a mediator, the present study sheds light on "why" workplace ostracism is related to employee turnover intention. In doing so, the present research provides a comprehensive understanding of the negative effects of ostracism on the workplace. This has subsequently provided practitioners with new insight into how to reduce employee turnover in organizations. We conclude by discussing the future directions and practical implications of our study.

• 한국융합학회논문지
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• 제11권8호
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• pp.165-171
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• 2020

텍스트 마이닝을 활용한 주가 방향 예측 연구에서는 대부분 뉴스, SNS 데이터를 사용하고 있다. 하지만 뉴스, SNS 데이터로부터 기업에 대한 솔직하고 생생한 정보는 얻기 어렵다는 약점이 존재한다. 본 논문에서는 실제 근무 경험이 있는 내부 직원의 기업 리뷰를 반영하여, 종업원 만족도를 활용한 주가의 방향성을 예측하는 문제를 다룬다. 머신러닝 모델별 성능평가를 통해 예측 정확도를 비교, 분석한 결과 종업원의 기업 리뷰 데이터를 추가로 이용한 주가 방향 예측 모델은 그렇지 않은 모델 대비 뛰어난 분류 성과를 보였다. 본 연구는 금융 공학에 자연어처리기술을 활용한 융합 연구로서 주가 예측 분야에서 종업원 만족도를 활용한 기존에 없던 새로운 방법론을 추구하였다. 실무적으로 주가 방향 예측 분야에 유용한 정보를 제공할 것으로 기대된다.

• 한국건축시공학회:학술대회논문집
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• 한국건축시공학회 2008년도 춘계 학술논문 발표대회
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• pp.123-126
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• 2008

The construction industry highly depends on each specialized manager which is essential to successful project. However, a new employee, who has just graduated from architectural engineering college, is requested additional education for 1~2 years such as On-the-Job-Training (O.J.T) to perform his/her professional job in construction site. It is wasteful for both construction company and the employee in terms of time and cost. The purpose of this paper is to investigate the required abilities and analyze the gap of demanded abilities between field managers and students. To collect data for analysis, questionnaire which uses Likert Scale has been performed to both parts. As a result, the analysis show that the graduate's abilities related to field experience get especially low degrees in compare with non-field experience factors. These results will contribute architectural engineering education in college to make more realized.