• 한국사회정책
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• v.19 no.3
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• pp.215-245
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• 2012

The purpose of this study is to examine pathways of factors that influence job satisfaction for full-time and part-time married female employees with children of 18 or under and to compare path coefficients for two groups. Simultaneously analyzing multiple populations, we found that the path model was appropriate for both groups with significant differences in path coefficients. Income, workplace size, husband's support for wife's work, and work-to-family conflict had direct effects on job satisfaction for both groups whereas health had a direct effect only among full-time workers. Family-to-work conflict had an indirect effect for both types of workers, while health had an indirect effect among full-time employees only, and income and having children under school age among part-time employees only. The results indicate that differentiated approaches to increase job satisfaction for full- and part-time employees are needed.

• Journal of Korean Society for Quality Management
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• v.45 no.2
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• pp.157-173
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• 2017

Purpose: This study analyzed the effects of employees' perception of fairness and organizational commitment on productive behavior in firms. In addition, we analyzed how the employment patterns(full-time vs part-time) of employees adjust the relationship of each variable. Methods: In order to carry out the research, we surveyed about 400 people working in domestic large corporations and global corporations and analyzed them empirically Results: According to the empirical analysis, Fairness perception has a positive (+) effect on organizational commitment and productive behavior, and organizational commitment has a positive (+) effect on employee's productive behavior. In particular, the relationship between fairness perception and organizational commitment and productive behavior varies according to the employee's employment pattern(full-time vs part-time). Conclusion: this study is to increase the organizational commitment of employees in the process of organizational socialization, to ensure fairness in procedures, distribution and interactions to drive productive behavior, Suggesting that employees should be provided motivation and welfare benefits without discrimination.

• The Journal of Industrial Distribution & Business
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• v.12 no.3
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• pp.31-41
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• 2021

Purpose: The purpose of this paper is to analyze the impact of the minimum wage policy and the employment labor force in Myanmar by exploring firms' actions such as installing supplementary machines to substitute for labor resources and by addressing gender issues in employment. Research design, data, and methodology: This paper applies a fixed-effect estimation method by using the World Bank's enterprise panel data set surveyed in Myanmar. Results: Findings suggest that the minimum wage reduces both full-time and part-time employment, while the first minimum wage policy increases overall female employment. The adverse impacts are more pronounced for female employees of Joint Venture enterprises and enterprises located in the less-populated regions. Investment in capital such as equipment and machinery increase to substitute for labor after the minimum wage policy implementation; as a result, full-time employment slightly decreases. Conclusions: Appropriate measures concerning the minimum wage policy must be prepared by the government and institutions related to the labor union to serve the well-being of employees. Government of Myanmar should fix the minimum wage in a reasonable period based on the fiscal year for both employers and employees to prevent possible issues and losses resulting from the minimum wage being set.

• Journal of the Korean Society of Food Culture
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• v.9 no.2
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• pp.159-170
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• 1994

Central commissary school foodservice operations' practices and their dietitians' job duties were assessed and compared with those of their counterpart of conventional school foodservice operations to find out strategies for early settlement and better management for commissary system. Survey qestionnaires consisted of general background, employees' work schedule and dietitians' job duties. 12 commissary schools(out of 22 existing in Korea) and 77 conventional schools from Kyungkido were participated in the survey. The results of this study can be summarized as follows: 1. Central commissary school foodservice was presently utilized at 5 schools from islands type, 11 schools from rural type, and 6 schools from urban type, consisting total of 22 commissary schools, and 52 satellite schools. 2. Dietitians were evenly employed with their experiences, 55.5% were those with less than 2 years of experience, 44.6% were those with more than 2 years of experience. 3. Commissary schools employed more full-time empolyees$(1.8{\pm}0.7)$ than conventional schools$(0.3{\pm}0.5)$, however as far as the production capacity was concerned, only the part-time employees played significant roles(p<.01). Regardless of the number of students, an absolute number of full-time employees were employed, and their duties were not carried out efficiently. The part-time employees of commissary schools performed more loaded work compared to their counterparts in conventional schools. 4. Out of the dietitians' foodservice duties, 'basic food service production$(3.9{\pm}0.7)$' were carried out adequately, whereas 'nutrition education and advertisement$(2.5{\pm}0.6)$' and 'administrative affairs and information related duties$(2.8{\pm}0.9)$' were not. In order to enhance their working capacity, systematic organizational reforms are imminent. 5. Survey results also showed that dietitians performed less duties at satellite school than at the central commissary. This indicates more systematic foodservice management practices are urgently needed.

• Journal of Distribution Science
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• v.14 no.5
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• pp.91-96
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• 2016

Purpose - Although various studies have been conducted on the stress of service employees, there are still lack of studies regarding job stress and job satisfaction of call center workers. Especially there are quite few studies on the job stress according to employment type. This study focused on job stress and job satisfaction for call center employees and the correlation between the two factors and aimed to provide basic materials for seeking for the plans to reduce job stress and improve job satisfaction. Research design, data, and methodology - Frequency, percentage, and mean value were calculated through descriptive statistics in order to find out demographic characteristics, level of job stress, and job satisfaction. Differences in job stress according to employment type were calculated by using one-way ANOVA. Correlation between job stress and job satisfaction were identified through empirical analysis with Pearson's correlation coefficient. 150 materials were used for final analysis. The collected materials were analyzed to get statistics by using SPSS 20. Results - First, as for the job stress of call center workers, overall mean value was 2.54 in 4-point scales. Among the six sub-factors, job demands had the highest score, which was 2.67. Second, as for the job stress according to employment type, others showed higher score than mean value followed by contract job and full-time job in that order, in terms of job insecurity and organizational system. In terms of inappropriate remuneration, contract job showed higher score than mean value followed by others and full-time job. Third, as for the satisfaction with job, the mean value was 2.37 in 4-point scale and "very much satisfied" was only 3.3%. Lastly, in terms of job stress and job satisfaction, all sub-factors except for job demands showed significant correlation. The more job stress increased, the more job satisfaction decreased. Conclusions - First, as a result of analyzing job stress according to the employment type of call center workers, job stress increased more when the employment type was not full-time. Therefore, it was assumed that self-rescue efforts should be followed for effective employment management of call center business where contract employment takes most part as well as efforts to transfer them to full-time job. Second, decrease in job satisfaction of call center workers may affect the performance of an organization as well as service quality of the company providing the service. Therefore, various supports are required to decrease job stress and increase job satisfaction for call center workers through the expansion of rest area or break time. Third, I could recognize that there were lack of academic research on call center business in the whole service industry. Therefore, further research should be conducted more actively in the future. In particular, this study has special significance in the aspect that there were few studies on the job stress of call center workers according to employment type.

• Journal of Families and Better Life
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• v.28 no.2
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• pp.89-96
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• 2010

This study examines how frequently employers offer family-friendly corporate programs and how frequently employees use the programs. This study also seeks to discover whether the implementation and utilization of family-friendly corporate programs results in an increase in employees' childbirths. Data were collected from 377 married full-time employees working in private sector companies located in Seoul and GyeongGi-Do. Frequency analyses of the employees' responses showed moderate rates of implementation of family-friendly corporate programs and much lower rates of employees' utilization. The hierarchical regression analysis revealed that the implementation of family-friendly corporate programs significantly predicted employees' childbirths. However, this was ineffective, having no significant influence on employees' childbirths, when their utilization of the programs was entered into the model. Higher rates of utilization of family-friendly corporate programs predicted more childbirths after employment. This study suggests that the implementation of family-friendly corporate programs per se is not a complete solution to get employees to have more babies. Rather, what matters is the usability of those programs. Finally, the implications of the study results are discussed.

• Culinary science and hospitality research
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• v.16 no.3
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• pp.205-217
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• 2010

The purpose of this study is to investigate the formation of turnover intention of restaurant employees by considering their group cohesiveness, organizational commitment, and employment status(full-time vs part-time). Also, following Baron and Kenny's(1986) guidelines, it examined a mediating effect of organizational commitment on turnover intention. The results of an empirical analysis showed that group cohesiveness had a significant effect on organizational commitment, and organizational commitment was negatively associated with turnover intention. Also, group cohesiveness was negatively associated with turnover intention. That is, the higher the group cohesiveness and the organizational commitment, the lower the turnover intention. In addition, the results of mediation tests revealed that organizational commitment was a partial mediator in the relationship between group cohesiveness and turnover intention. Finally, employment status did not moderate the relationship between group cohesiveness and organizational commitment, organizational commitment and turnover intention, or group cohesiveness and turnover intention. Implications and suggestions for future research were discussed.

• The Journal of Asian Finance, Economics and Business
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• v.9 no.2
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• pp.261-272
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• 2022

The purpose of this paper is to investigate the influence of ethical leadership in determining the organizations' individual-type ethical climate (self-interest, friendship, and personal morality ethical climate) in reducing employee turnover intention. It seeks to identify the role of individual-type climate in mediating the association between ethical leadership and employee turnover intention. Moreover, the moderation effect of emotional exhaustion among employees on the relationship between ethical leadership and turnover intention has been researched to establish the ethical degree of leadership. Using a sample of 260 questionnaires from employees working full-time in the banking sector, the results were analyzed in PLS-SEM. The results of the social exchange theory indicated that ethical leadership is vital in shaping the workplace's individual-type ethical climate and reducing employees' turnover intention. The findings demonstrate that the relationship between ethical leadership and turnover intention is mediated by an individual-type ethical climate, which means that employees in a positive ethical climate do not wish to leave immediately. Furthermore, emotional exhaustion was found to moderate the association between ethical leadership and employees' turnover intention under high emotional exhaustion, where low ethical leadership is experienced, reporting higher levels of turnover intention.

• Journal of Families and Better Life
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• v.26 no.5
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• pp.27-37
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• 2008

The main objective of this study was to examine the effects of family-friendly culture in various organizations in the private sectors on employee self-reported work-family balance and qualities of lives. It also attempted to clarify whether employee perceived work-family culture would vary according to size and type of organization, gender, and dual career partnership. The data came from 365 married full-time workers employed in a wide variety of organizations located in Seoul and GyeongGi-Do. The major findings of this study were as follows: Work-family culture was perceived more family-friendly in large-sized organizations and consumer industries. Female employees and workers in dual-career partnerships perceived the work-family culture of their organizations less family-friendly. The hierarchical multiple regression analyses revealed that firm size, supervisory support for employees' family activities, and the perception of negative career development opportunities as a consequence of utilizing family-friendly policies significantly predicted employees' work-family balance and qualities of lives, while organizational time demands having no significant effects on them. The implications of study results were discussed.

• Journal of Families and Better Life
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• v.25 no.5
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• pp.143-166
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• 2007

This study examined the effects of employees' gender role attitudes, job involvement, and family involvement on their work-family conflicts, work-family facilitation, and utilization of family-friendly corporate policies. Data was collected from 377 full-time married workers from 262 large (more than 300 employees) and 100 small (fewer than 300 employees) private sector companies. The questionnaire's measurements were based on recommendations from the literature review. The questionnaire consisted of the gender role attitude scales, job and family involvement scales, work-family conflict and facilitation scales, and questions pertaining to the employee's utilization of family-friendly corporate policies. The SPSS 12.0 statistical package was used to analyze the collected data. The study found that employees showed more or less egalitarian gender role attitudes and that they were more involved in their family than their job. The employees' responses showed a low rate of utilizing family-friendly policies, but employees from large companies reported a higher utilization of family-friendly policies than those from small companies. There were also gender differences in employees' gender role attitudes, work and family involvement, and utilization of policies. Male workers held more traditional gender role attitudes, had higher levels of job involvement, and had higher rates of utilization of policies than female employees. Meanwhile, employees with children exhibited more traditional gender role attitudes and higher rates of utilization of policies than those without children. Finally, serial hierarchical regression analyses revealed that employees' more egalitarian gender role attitudes and higher job and family involvement predict higher work-family facilitation, while their gender role attitudes and job and family involvement have no significant influence on work-family conflicts. Also, employees from large companies with high job involvement will have significantly higher utilization rates of family-friendly corporate policies.