• Journal of Digital Convergence
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• v.10 no.10
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• pp.353-362
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• 2012

The purpose of this study tried to find ways to improve service quality for customers and effective program of organizational support to increase the hotel employees' job satisfaction to empirically analyze causatively impacted relationship between the perceived organizational support, job satisfaction, and service quality in the hotel industry staff recognize. Data were collected from 217 and surveyed from 1 to 30 in November 2011 in hotel. To summarize the results of the study, first, satisfaction of individual job environment, satisfaction of work environment support concerned in support for personal values both was not affected significantly. Second, support for work environment was also affecting more than support for personal worth to improve the quality of customer service and in support for the organization Third, satisfaction of the individual's work environment affected adaptability, conviction, and corporality in job satisfaction variables while support satisfaction for working conditions effected conviction and adaptability without corporality. In order to enhance adaptability to customers who employees serve, it should be created work environment to make employees feel satisfaction in individual's work environment. Therefore, hotel managers have to entertain feelings of loyalty for their hotel and make employees satisfaction with their job and their duty by enhancing support for work environment of hotel employees in order to increase business performance by improving service quality for customers.

• The Korean Journal of Franchise Management
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• v.9 no.4
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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.

• Journal of the Korea Convergence Society
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• v.11 no.1
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• pp.41-50
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• 2020

This paper analyzed leadership behavior and employee performance through empirical analysis method based on AMO theory. In this study, the ability of the leader (A), task motivation (M), and opportunity (O) were chosen as factors to analyze the relationship between transformative leadership and job performance of the subordinate staff, and the self-efficiency (O) and intrinsic motivation (M) were selected at the individual level and team atmosphere (O) at the organizational level to build a research model. 507 valid data were obtained from the survey and statistical analysis was conducted using SPSS23. Studies have shown that transformative leaders have a significant impact on employee performance. This study provides research results of empirical theory to understand the behavior of the leader in the performance of the employees and also suggests implications for the management of the company's human resources.

• The Journal of the Korea Contents Association
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• v.22 no.4
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• pp.246-260
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• 2022

This study assumed that chef's shared leadership perceived by chefs in hotel culinary department affects self-efficacy, group efficacy, and job performance. Based on this, the causal relationship between each variable was analyzed through leadership sharing. And based on the results, we tried to suggest a manpower management plan suitable for the hotel culinary department and provide basic data. The subjects of this study were chefs working in 8 luxury hotels in Seoul and Busan. A total of 302 questionnaires were analyzed. For analysis, SPSS 23.0 and AMOS 23.0 statistical packages were used. As a result of empirical analysis, it was found that it had a positive effect on self-efficacy and job performance improvement of hotel cooks. On the other hand, it was found that the chef's shared leadership did not affect job performance through collective efficacy and collective efficacy. In conclusion, it was suggested that a differentiated and efficient manpower management plan is needed to enhance job performance by enhancing shared leadership and self-efficacy for cooks, where collaboration and division of labor are important, and individual ability is important due to the nature of their work.

• The Journal of Industrial Distribution & Business
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• v.15 no.6
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• pp.17-24
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• 2024

Purpose: The current study explores the impact of intrinsic motivation on nurses' job satisfaction, taking a close look at the current literature to answer what the relationship is between low/high intrinsic motivation and workplace productivity of nurses in their work at individual and collective levels. Data and methodology: The current research utilized a hybrid of descriptive and systematic review research designs. According to Huntington-Klein (2021), a research design refers to the researcher's method or approach. It includes a detailed explanation of the processes followed by identifying research variables, their evaluation, data collection and analysis. Results: A systematic literature review of the various sources (found in the reference section) revealed critical findings regarding the topic. The following are the four significant impacts of intrinsic motivation on nurses' job satisfaction: (1) Positive Attitude and Feeling, (2) Inherent Needs, (3) Productivity and Performance, and (4) Navigating Challenges of External Rewards. Conclusions: Therefore, the current study could conclude that intrinsic motivation is essential in enhancing the productivity of the nurses. Intrinsically driven or motivated nurses find it unnecessary to be supervised or pushed to work and achieve excellence. They would be proactive towards working and achieving the desired results.

• Journal of the Korea Institute of Building Construction
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• v.15 no.2
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• pp.249-255
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• 2015

The competition of construction market is keener, so construction companies are seeking the methods for improving the performance. Construction field organizations and managers should have an innovative behavior to improve the performance. However, construction field organizations and managers are negative to innovation because they are generally conservative. Therefore, the purpose of this study is to analyze the factors to influence the innovative behavior of building construction field managers. In this study, self-leadership, feedback seeking behavior and job involvement are selected the factors to influence the innovative behavior by literature reviewing. The results of correlation analysis showed that the behavior-focused strategies in self-leadership and the job involvement influence the innovative behavior of building construction field managers. In addition, the individual characteristics such as marriage, experience, position and type of employ influence the innovative behavior of their. This study is expected to help to improve the performance management system in construction field organizations.

• The Journal of the Korea Contents Association
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• v.16 no.12
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• pp.300-309
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• 2016

The beauty industry relies heavier upon the specialized labor of beauty industry employees than any other industry. Beauty industry employees directly meet their clients and are required to provide services with extremely delicate care. The sense of happiness of employees working at the interface of service provision matters most importantly for beauty industry growth. In this study, the correlation among beauty industry employees' resilience, happiness index and job satisfaction was tested under hypotheses. As a result, their resilience was found to have a significant effect on happiness index and job satisfaction; happiness index, on job satisfaction and resilience; and job satisfaction, on resilience and happiness index. Consequentially, it was found that when individual happiness increased, their job satisfaction moved up along with job performance. In this sense, for the further development of beauty industry, it is deemed necessary to consider methods to improve the sense of happiness of beauty industry employees.

• Journal of Distribution Science
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• v.12 no.6
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• pp.41-48
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• 2014

Purpose - This study aims to investigate a solution to reduce the negative reactions arising from the performance of duties or the job distress of workers in the service industry, because human resource statistics regarding workers in the service sector have been unreported, while concerns regarding exposure to emotional exertion and poor working conditions have been continuously increasing. Research design, data, and methodology - This study specifically focused on workers in highway service areas. It differs from previous studies because it involves the perspective of the person-organization fit and regards workers' cognition of leaders through the psychological distance toward the leader and the contact frequency between workers and leaders within the framework of the leader-individual fit. Moreover, this study highlights the role of the self-leadership of workers as an important factor that becomes manifested in the individual-level fit to the organization. Hence, this study investigates whether the positive role of the above factors, in turn, could reduce job distress. Workers from highway service areas in Gyeonggi-do province provided data; 141 valid questionnaires are collected. SPSS 19.0 and AMOS 19.0 were used to test the reliability and validity of constructs. Simple regression, multiple regression, and 3 step mediation tests were used to test the hypotheses after the correlation tests. Results - Results indicated that leader-member contact frequency and psychological distance have negative effects on job distress but positive effects on self-leadership. A mediation test revealed that self-leadership, in the relationships between contact frequency and job distress and between psychological distance and job distress, resulted in partial mediation and full mediation, respectively. Conclusions - The result can be understood through two different possible explanations. First, service area workers generally possess a positive perspective toward their leaders. This can be interpreted to mean that increased contact frequency and psychological distance would be considered as supports from the leader, rather than intrusive controls or management schemes. Therefore, the management in highway service areas should invest efforts in increasing contact frequency as well as maximizing psychological similarities by adopting the viewpoints of workers in terms of moral and ethical management, to reduce the workers' job distress. The results relating to self-leadership also indicate that increased contact frequency must be accompanied by intentions for the effective promotion of workers' self-leadership. It also signifies the necessity of a strategic approach by leaders to induce workers to perceive "in-group"ness as suggested both by the similarity-attraction theory and by the social identity theory. In addition, the results of the mediation test of self-leadership indicate that because workers' self-leadership activates upon increased contact frequency by the leader, it should not be a means of control and should not be utilized only from the perspective of management. It is also suggested that strategies such as transfer of authority could have a positive effect in promoting the expansion of self-influence from workers.

• Journal of Korean Academy of Nursing
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• v.18 no.1
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• pp.5-18
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• 1988

Herzberg and his associates concluded from their findings that job satisfaction consisted on two independent dimension ; the first dimension was related to job satisfaction, the second to job dissatisfaction. According to the Herzberg theory, the satisfiers are related to the nature of the work itself and the rewards that flow directly from the performance of that work. The dissatisfaction factors are associated with the individual's relation to the context or environment in which he works. The purpose of this study was to investigate selected factors which result in job satisfaction / dissatisfaction of nurses employed in general hospital. In a study of this nature, it is important that the population be as homogenous as possible in order to reduce the effects of the different environments and backgrounds on job satisfaction. A job satisfaction questionnaire developed by Slabitt et als. was used for this study. It contains 45 statements and utilizes a Likert type scale of 5. Participants were asked to select response which were congruent with their perceptions of the item. It was decided to conduct the study in one general hospital in Seoul. A sample of 505 clinical nurses were selected to participate in this study. The results of this study were as follows ; 1. The overall mean score for the 45 five-point scales of job satisfaction items was 2.945, showing that the subjects of this study were neither satisfied nor dissatisfied. 2. To identify the specific job related factors that result in Job satisfaction / dissatisfaction, the 45 items of job satisfaction were divided into 6 areas and the mean scores and % of agreement were compared. The specific job related factor that resulted in job satisfaction was the job status and those that resulted in job dissatisfaction were salaries, task requirements and organization requirements. But the areas of autonomy and interaction did not belong to either side of the specific job related factors. 3. To identify the relationship between the job satisfaction and the subject's general characteristic, data was analyzed using the t-test and the Pearson correlation coefficient. It was found that the relationship between the job satisfaction and the request for rotation and intention to remain on the job were statistically significant at .05 level, but the relationship between the job satisfaction and age, work experience, and educational background were nor statistically significant at the .05 level.

• Journal of Service Research and Studies
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• v.11 no.1
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• pp.31-44
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• 2021

The net function of the domestic medical insurance system is highly regarded, but due to the problem of incomplete coverage, the public wants to secure coverage through private medical insurance subscription. As a result, the subscription rate of private medical insurance has recently increased, and the billing rate has also increased. As the number of people seeking private medical insurance increased, workers at private medical insurance companies are experiencing increased job stress and side effects, especially for insurance reviewers who are in charge of paying insurance, such as communicating with customers who claimed insurance and contributing to the company's profit. In response, this study analyzed the effects of job stress on mental health of insurance reviewers and conducted a descriptive survey study to reduce job stress of insurance reviewers and promote mental health. The analysis shows that job stress for insurance reviewers has a significant impact on mental health (+). In detail, job stress has a significant impact on all four factors: social performance and self-confidence, depression, sleeping disturbance and anxiety, and general well-being and vitality. This study showed that job stress in insurance reviewers has a significant (+) impact on mental health. Job stress can cause side effects in organizational aspects, such as reducing enthusiasm for job performance and increasing turnover and resignation rates, but it can also worsen individual physical health and cause diseases such as depression and anxiety, causing mental health to be impoverished. Therefore, in order to prevent this, appropriate work stress prevention methods and countermeasures should be provided to help reduce work stress and improve mental health.