• 한국병원경영학회지
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• 제24권2호
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• pp.56-66
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• 2019

PURPOSE: To demonstrate that the training of information protection for members at medical institutions increases the information protection activities of employees. METHODS: We used the chi-square test and the logistic regression model to analyze the data of the "Healthcare Information and Communication Status Survey in 2017" (n = 2002) conducted by the Korea Health Industry Development Institute RESULTS: As a result of the analysis, the information protection activity increased when the education was received and the number of received more than the education was not received. Especially, when the management receives education, it affects the information protection activities of the employees. CONCLUSION: In order to protect medical information, medical institutions need to provide education on information protection for management and employees.

• 디지털융복합연구
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• 제19권1호
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• pp.117-124
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• 2021

본 연구는 광주광역시에 소재한 환대기업에 근무하는 직원들의 조직적 지원이 종사원 열정, 신뢰, 몰입, 만족간의 상호간 영향관계를 파악하고자 한다. 서비스기업에 근무하는 종사원의 현 상황을 파악함으로써 환대산업 종사자의 인적자원 관리에 대하여 고찰하는데 본 연구의 목적이 있다. 그 결과 환대산업에서 기업의 조직지원은 종사원의 열정에 유의한 영향관계가 있다. 종사원의 열정은 조직으로 볼 수 있는 환대기업에 근무하고 있는 종사원은 업무에 대하여 신뢰, 몰입, 만족을 하는 것으로 나타나서 종사원의 열정은 신뢰, 몰입, 만족에 긍정적인 역할을 하는 것으로 나타나고 있다. 종사원의 열정은 결과적으로 서비스 상품의 질에 투영되는 만큼 이는 종사원이 자신이 담당하고 있는 업무나 재직하고 있는 회사에 대한 긍정적인 감정을 관계의 질로 생각할 수 있다. 종사원의 열정을 발휘하여 기업과 업무에 대한 신뢰, 몰입, 만족을 느낄 수 있도록 인사관리 방안이 요구된다. 따라서 일에 대한 자부심과 성취욕을 강화 시킬 수 유무형의 조직지원과 인사 관련 프로그램 도입과 실행이 이루어져야 한다.

• 한국프랜차이즈경영연구
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• 제8권4호
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• pp.21-32
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• 2017

Purpose - In hotel business, how to build the relationship between leader and employees is very important, because it affects on the customer satisfaction. Thus, this research examines the effect of authentic leadership on job performance in the context of hotel industry and identifies mediating roles of organizational engagement, job satisfaction, and creativity in the relationship between authentic leadership and job performance. This study suggests the guidelines for how hotel companies should improve employee productivity and build a desirable organizational culture by presenting employee attitudes and behavioral models that explain the relationship between leaders and employees. Research design, data, and methodology - This study examines the structural relationship between authentic leadership, organizational engagement, job satisfaction, creativity, and job performance from the employee's perspective. Authentic leadership divide into four sub-dimensions such as self-awareness, balanced process of informations, internalized moral perspective, and relational transparency. In order to test the purposes of this study, research model and hypotheses were developed. All constructs were measured with multiple items developed and tested in the previous studies. The data were collected from 114 franchise hotel employees and were analyzed using SPSS 21.0 and Smart PLS 3.0. program. Result - The results of this study are as follows. First, authentic leadership have significant impacts on organizational engagement and creativity, but does not have impact on job satisfaction directly. Second, organizational engagement have significant impacts on job satisfaction and job performance, but does not have impact on creativity directly. Third, job satisfaction has significant impact on creativity, but does not have impact on job performance. Fourth, creativity has significant impact on job performance. Conclusions - The findings of this study indicate that hotel leaders should properly implement the authentic leadership and consider how to build a corporate culture to improve an organizational and employee productivity through authentic leadership. Due to the nature of the hotel industry, which relies heavily on human resources, hotel companies must manage their employees with authenticity in order to increase organizational engagement, job satisfaction, and creativity that affect hotel and employee productivity. If hotel employees perceive their leader's authentic leadership, they show more organizational engagement that increases creativity and leads to job performance. Finally, hotel employees can propose creative ideas only if they will be satisfied with their jobs. Therefore, the leader should develop non-monetary or monetary reward system for the employees and, make an efforts to foster creativity of the employees.

• 한국조리학회지
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• 제23권4호
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• pp.216-224
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• 2017

The purpose of this study was to analyze the job satisfaction, turnover intention and organization commitment level of hotel employees using Herzberg's motivation hygiene theory. This study used SPSS 20.0 and AMOS 20.0 to conduct frequency analysis, reliability analysis, confirmatory factor analysis, path analysis and chi-square difference test. The results of study, first of all, Herzberg's, theory of hygiene are influenced by satisfaction of employees, organization commitment and turnover intention. It will be strongly needed to management of compensation, well-organized policy of human resources system. Lastly, in Hotel business, It showed differences having a strong influence on local employee and chain hotel employee according to method of Hotel management. In conclusion, in the hospitality industry, it is desirable to carry out on their own ways of vision and purpose each corporations rather than following regimental rules.

• 한국조리학회지
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• 제22권7호
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• pp.22-35
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• 2016

본 연구에서는 호텔종사원을 대상으로 업무성과에 영향을 미치는 요인으로 감성지능과 직무열의를 제시하여 영향관계를 검증해 보고자 한다. 이러한 검증결과를 통해 호텔관계자들은 인적자원 활용에 유용한 정보를 확보하고, 업무성과에도 도움을 되는 실무적 시사점을 제공하는데, 본 연구의 목적을 두고자 한다. 연구의 실증분석을 위해 서울지역 특급호텔 종사원을 중심으로 총 380부의 설문지를 배포하여 367부를 회수하였고, 353부의 유효 표본을 SPSS 18.0을 활용하여 분석하였다. 연구결과, 감성지능의 타인감정이해, 감성조절, 감성활용은 직무열의의 집중에 유의한 영향을 미치며, 감성활용은 직무열의의 활력에 유의한 영향을 미치는 것으로 나타났다. 또한 직무열의의 집중과 활력은 업무성과에도 유의한 영향을 미치는 것으로 나타났다. 이러한 결과를 바탕으로 호텔기업의 지속적인 업무성과에 영향을 미치는 요인으로 호텔종사원의 감성지능과 직무열의가 중요하다는 것을 규명하였다.

• 경영과정보연구
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• 제26권
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• pp.181-204
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• 2008

This study is to categorize five types of conflict handling styles that employees can take when conflict occurs. The five types are integrating, avoiding, dominating, obliging, and compromising. I found these factors that explain conflicts handling styles divided them into organizational structure, task group functioning and need styles and how certain factors explain different kinds of conflict handling styles without other factors. To measure conflict handling styles, this study used the scale of conflict style devised Rahim. Data were collected by the survey method from employees engaged in the service industry located Seoul, the Province of Gyeonggi, and the Province of Gangwon. In addition, in order to prove my hypothesis, I used hierarchical regression analysis method to find the pure explanation that each factors have without multicollinearity. According to the study's result, in a person's type of needs, if the need for achievement is high, they prefer integrating style. In contrast, if the need for achievement is low, they prefer avoiding style. Also, if the need for affiliation is high, the employees prefer compromising style. But if the need for affiliation is low and the need for dominance is high, the employees favor dominating style. However, in task group functioning, group homogeneity, group cohesiveness, and group goal clarity are high, or the confidence in peers and management is high, the employees prefer obliging style to other conflicts handling styles. As well as if group homogeneity, group cohesiveness, and group goal clarity are high, it was found that they prefer compromising style. Also, if the role conflict that is related to organizational structure is serious, employees prefer obliging style, but they have weakenss in explanation. To sum up these results, if the employees have obliging style that shows lack of concerns over themselves and at the same time, have high concerns to others, is affected by task group or organization. And we can infer that the other conflicts handling styles are effected by personal characteristic.

• 한국프랜차이즈경영연구
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• 제9권4호
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• pp.33-43
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• 2018

Purpose - In hotel industry, quality of leader-member exchange(LMX) relationship is very critical, because it impacts on the employee's work attitude and behaviors. Thus, this research examines the effect of LMX on employee loyalty in the context of hotel business and identifies mediating roles of work stressors, work role performance in the relationship between LMX and employee loyalty. This research suggests the guidelines for how hotel leaders should manage their employees and build employee loyalty that improve management and business performance. Research design, data, and methodology - This study tests the structural relationship between LMX, work stressors, work role performance, and employee loyalty. Work role performance divide into three sub-dimensions such as individual task proficiency, individual task adaptivity, and individual task proactivity. In order to examine the purposes of this research, research model and hypotheses were developed. All constructs were measured with multiple items developed and tested in the previous studies. The data were collected from 113 franchise hotel employees and were analyzed using SPSS 22.0 and SmartPLS 3 program. Result - The findings of this research are as follows. First, leader-member exchange(LMX) have significant positive impacts on work stressors, work role performance, and employee loyalty. Second, work stressors have significant negative impacts on work role performance and employee loyalty. Third, work role performance has significant positive impact on employee loyalty. Conclusions - The outcomes of this research indicate that hotel leaders should focus on the dyadic relationship with their employees how to improve employee productivity through LMX relationship. In turn, the quality of this relationship influences employees's work attitudes and behaviors. As a result of increasing job demands in hotel business which relies heavily on human resources, the hotel leader must find ways to prevent or reduce stressors and associated strains. If hotel employees perceive the high quality of LMX relationship, they improve their work role performance which influences loyalty. Therefore, the hotel leaders should develop monetary or non-monetary reward system for the employees and, make an efforts to have unique social exchange relationships with employees.

• The Journal of Asian Finance, Economics and Business
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• 제10권2호
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• pp.195-201
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• 2023

Since the banking industry relies so heavily on strong customer-staff interactions, measuring employee job satisfaction has become a critical problem. To achieve benefits for both individuals and organizations, it is crucial to foster and ensure employee job satisfaction. The main objective of this study is to determine the influencing factors of employees' job satisfaction in commercial banks in Bangladesh. This study focused on some significant factors such as employee empowerment, job security, management support, and attractive compensation in an organization. In terms of research purpose, non-probability convenience sampling has been used, and the study is quantitative in nature. For data collection purposes, an online survey questionnaire was prepared based on previously published articles. The targeted population was the bank employees of commercial banks in Bangladesh where the final sample size was n = 200. For analyzing the collected data, SPSS 26.0 version has been used to test the study model and the proposed hypotheses. This study also shows that employee empowerment, job security, management support, and attractive compensation have positive and significant effects on employees' job satisfaction at the workplace. Finally, this study has offered some extraordinary directions and implications for future research on commercial bank authorities in Bangladesh.

• 한국관광식음료학회지:관광식음료경영연구
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• 제17권1호
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• pp.125-138
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• 2006

The purpose of this study are to find out various the significant factors impinging on the attitude of consumer, between attitude of consumer and preference of consumer in the Food and Beverage industry. For these purposes, two hypothesis were established as follows : (1) The reactions of consumer should have a significant effect on the attitude of consumer in the Food and Beverage industry. (2) The attitude of consumer should have a significant effect on the preference of consumer in the Food and Beverage industry. The verification of the proposed hypothesis showed the following results : First, it was found that the consumer's recognition reaction of employees have significant on price and variety of menu. Second, it was found that the consumer's emotion reaction have significant on feeling, taste of food and so on. Third, it was found that the consumer's action reaction have significant on expense.

• 한국콘텐츠학회논문지
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• 제10권12호
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• pp.387-396
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• 2010

본 연구는 은행종업원을 대상으로 하여 일-가족 문화, 직무만족, 조직몰입 및 이직의도와의 관계를 연구하였다. 일-가족 균형에 대한 종사원들의 욕구에 기업은 어린이와 노인을 돌보는 프로그램, 유연근무시간제, 직무공유제, 단축근무제, 그리고 재택근무의 채택 등의 다양한 프로그램을 시행하고 있다. 이러한 연구영역은 조직의 성공과 종업원 개인의 생활에 영향을 주기에 현대조직에서 매우 중요하다. 이에 본 연구는 일-가족문화에 대한 인식이 종업원들의 태도와 이직의도에 미치는 영향관계를 실증적으로 규명하고자 문헌연구와 더불어 금융업의 종업원들을 대상으로 254부의 설문지를 최종분석에 사용하였다. 연구결과, 첫째, 일-가족문화에 대한 인식은 직무만족과 조직몰입 및 이직의도에 유의한 영향을 주는 것으로 나타났다. 둘째, 직무만족과 조직몰입은 이직의도와의 관계에서 모두 유의성이 검증되었다. 이러한 연구결과를 바탕으로 인력관리의 경제적 효용성을 위한 시사점과 연구의 한계점 및 향후 연구방향을 제시하였다.