• 산업경영시스템학회지
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• 제31권4호
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• pp.41-48
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• 2008

The purpose of this study was to investigate the job stress factors that were related to the general characteristics, work characteristics, and health characteristics of the workers at distribution industry. The survey of job stress measurement scale for Korean employee which was developed by KOSHA and OSHRI in 2003 was used for this study. Three hundred and fifty workers at distribution industry participated in this study, and among them 326 responses were analyzed for this study due to the unreliability and insincerity of responses. Eight job stress factors like physical environment, self-control for the job, job unsecure, organization system, workplace culture, compensation for the job, relationship to the superior, and job requirement were analyzed. The results showed that the stress because of self control for the job was relatively higher than that of other industry workers. However, the stress because of physical environment, job requirement, job unsecure, organization system and compensation for the job was relatively lower than that of other industry workers. The female workers felt more stress than male workers in compensation for the job and workplace culture factors at distribution industry. The delivery and carrying job workers were more stressful than those of other jobs at distribution industry because of physical environments and self-control for the job. The non-regular job workers were more stressful than regular job workers in many stress factors like self-control for the job, job unsecure, organization system and compensation for the job.

• 유통과학연구
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• 제20권6호
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• pp.33-41
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• 2022

Purpose: This article presents the relationship among the perceived risk of the COVID-19 pandemic, burnout, job insecurity, and employees' job performance in Vietnam. Research design, data, and methodology: The dataset included 310 samples from Vietnamese employees through the internet (Gmail, Facebook, Google form). PLS-SEM is used on Smart-PLS software. Results: Research results show that the perceived risk of COVID-19 has a positive impact on job performance and burnout. At the same time, job insecurity positively impacts burnout and has a negative impact on job performance. The distribution of resources to many jobs (both working and worrying about losing jobs) will reduce job performance. Furthermore, the study shows that workers exposed to COVID-19 risks have higher job performance. At the same time, burnout is not a factor that reduces employees' job performance. Finally, the perceived risk of COVID-19 and job insecurity have nothing to do with each other (perceived risk of COVID-19 does not affect job insecurity). These are two factors that exist independently and in parallel. Conclusions: The authors also suggest some implications in theory and practice from these research results. The implications will reduce anxiety about risks due to COVID-19 and job security for employees.

• 경영과정보연구
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• 제25권
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• pp.223-242
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• 2008

Today, businesses are under rapidly changing environments that are characterized as stopless competition and uncertainty. Under this circumstance, workers are exposed to much stress that is induced by factors such as lots of job burden, responsibility, role conflicts, role ambiguity, interpersonal conflicts, pressure related to job performance and lots of job-related requests. Unlike workers of other industries, those of distribution business may be more exposed to stress because they serve in unique work conditions. Therefore, distribution workers have an accumulate fatigue of their own, suffering from health problems that are stress-induced. Distribution businesses should positively try to identify factors that fall their workers into stress, making those workers less stressful and preventing their negative job performance. Efforts to reduce workers' stress can not only improve their physical and mental health, but also raise business competitiveness. Thus the purpose of this study is to investigate how much distribution workers' job role, interpersonal relations and job environment are influential to their job stress and thereon determine relations between job stress and job performance.

• 유통과학연구
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• 제22권5호
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• pp.117-129
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• 2024

Purpose: This research aims to explore the ramifications of job stress on cabin crews within the air service distribution sector, specifically examining its impact on service quality through mediating variables such as job satisfaction and engagement during the pandemic era. Research design, data and methodology: The study is based on a sample size of 312 individuals, exclusively comprising cabin crews employed in the airline industry. Methodologically, Confirmatory Factor Analysis (CFA) and Structural Equation Modeling (SEM) were employed for statistical analysis. Results: The findings reveal that both performance evaluation and job responsibility exerted a significant impact on both job satisfaction and job engagement. Furthermore, job engagement demonstrated a substantial influence on service quality. However, in contrast, factors like unstable employment and the working environment showed no significant impact on either job satisfaction or engagement. Additionally, job satisfaction did not exert a significant influence on service quality. Conclusions: These insights will offer the valuable guidance to the airline industry in preparing for unforeseen external environments that may affect the industry. As the aviation sector navigates the challenges posed by the pandemic, understanding and addressing the intricate relationships among job stress, satisfaction, engagement, and service quality will be crucial for effective industry resilience and adaptation.

• 유통과학연구
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• 제16권9호
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• pp.25-33
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• 2018

Purpose - The purpose of the study is to analyze the empowerment intermediary role on the relationship between the job distribution and the quality of life. A research on empowerment and social service staffs' job distribution also should be conducted to improve the quality of their lives. Because empowerment, particularly, affects the quality of life, it should be taken a detail discussion for empowerment improvement. Research design, data, and methodology - This paper conducted a questionnaire survey. In total, 722 copies of the structural questionnaire were analyzed. Five parameter subsets were selected to measure the empowerment such as task significance, role performance capability, self-determination, task impact, then, the survey consists of 10 questions. For data analysis, confirmatory factor analysis, discriminant and concentration validity analysis, path coefficient significance, and mediation effectiveness verification were employed. Results - As evidenced from the data analysis, job distribution variables such as job impact, job autonomy, and feedback affect the quality of their lives. Empowerment also affects the quality of their lives. Next, the empowerment functions as meditating role in the relationships with job impact, job autonomy, feedback and the quality of their lives. On the other hand, the empowerment do not function as meditating role in the relationships with social service staffs' function diversity and the quality of their lives. Conclusions - It is necessary to conduct ways for various job performance and outside educational facilities to improve social service staffs' function diversity. The mission, vision, strategic purposes, detailed execution goals need to be set by all their organization members' participation. Empowerment also requires social welfare facilities' drastic delegation on their authority and responsibilities with their active decentralization in the organization.

• 유통과학연구
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• 제17권8호
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• pp.67-76
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• 2019

Purpose - This research examined whether entrepreneurial proclivity of retail employees affects job engagement and satisfaction, which are job-related positive aspects; and whether job engagement affects job satisfaction. Research design, data, and methodology - To accomplish this purpose, data were collected for 224 retail employees working in the distribution industry in the Republic of Korea. Reliability, validity, and hypotheses were tested through structural equation modeling, and mediating effects of job engagement between entrepreneurial proclivity and job satisfaction were verified through the bootstrap method by using the process model. Results - The results show that innovativeness and progressiveness in entrepreneurial proclivity positively affected job engagement and job satisfaction, but risk-taking did not affect either job engagement or job satisfaction. Also, this research confirmed that job engagement positively affects job satisfaction. Conclusions - This study contributes to the retail literature by applying the concept of entrepreneurial proclivity in the retail employee context. This study puts forward empirical evidence that identifies the effect of entrepreneurial proclivity as a job resource that influences job engagement and job satisfaction in the JD-R model. Thus, this study surmounts the limitation of prior studies by examining entrepreneurial proclivity from the aspect of retail employees.

• 유통과학연구
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• 제12권7호
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• pp.13-21
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• 2014

Purpose - This study reveals antecedent factors to help develop expressway rest areas in which employees were exposed to inferior environments, using Hackman and Oldham's Job Characteristics Theory. Research design, data, and methodology - The survey was conducted on 148 expressway rest area employees in Gyeonggi-do. After excluding questionnaires with invalid responses, 141 questionnaires were analyzed. Results - The sub-factors of job characteristics had a positive influence on the organizational commitment of employees, and organizational commitment had a positive influence on organizational citizenship behavior (OCB). Further, the results of mediation effects showed that organizational commitment and self-leadership were partially mediated. Finally, the results of the moderation effect of self-leadership showed that self-leadership was thought to be vital to let members endeavor to promote the competitiveness of expressway rest areas. Conclusions - The expressway rest area company needed to design jobs to let employees be self-motivated, productive, positive, responsible, and aspirational; job redesign, including job enrichment and job enlargement can be considerably helpful for affirmative influence.

• 유통과학연구
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• 제19권6호
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• pp.5-19
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• 2021

Purpose: O2O Service is a major internet-based distribution industry. The purpose of this study is to confirm the effects of positive psychological capital on job intensity, customer orientation, and the mediating effects of trust of O2O employee. Research design, data and methodology: This study aims to identify the effect of positive psychological capital on customer orientation and job intensity through empirical analysis. 475 questionnaires were used for the final analysis using random sampling methods from O2O employees working at leading distribution companies for hypothesis verification. The analysis methods used for hypothesis testing in this study were analyzed using the SPSS 21.0 statistical package. Results: Empirical analysis shows that it is an important factor in increasing job intensity and customer orientation, and that company trust has a significant influence through mediating effects among variables. Conclusions: In order to enhance job intensity and customer orientation for O2O distribution workers, it is necessary to change efforts with management efforts for positive psychological factors and trust. It is also believed that company trust should be considered as an important factor in the future leadership competency development system in that it can promote positive psychological capital, further strengthening job intensity and customer orientation.

• 한국통신학회논문지
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• 제33권7B호
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• pp.528-537
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• 2008

본 논문은 NoC 시스템에서 수행되는 멀티미디어 application에서 deadlock과 패킷 drop율을 최소화하기 위한 hybrid 구조의 네트워크 토폴로지와 job distribution 알고리듬을 제안한다. 제안된 NoC 시스템은 멀티미디어 application에 따라 패킷 drop율이 최소화될 수 있는 네트워크 토폴로지를 적용하여 sub-cluster에 배정하고, 수행되는 application은 sub-cluster 내의 네트워크 상황을 고려하여 동적 round-robin 방식의 스케줄링을 수행한다. 본 연구에서는 hybrid 네트워크 토폴로지와 동적인 job distribution을 통해 네트워크에 발생하는 트래픽을 분산시킴으로써 패킷 deadlock과 패킷 drop율을 최소화하는 알고리듬을 제시하였다. 제안된 시스템의 성능을 검증하기 위해 임베디드 시스템에서 사용되는 멀티미디어 application 중 MPEG4 동영상 재생, MPEG1 audio layer-3(MP3) 재생, GPS 위치 계산, OFDM 복조를 대상으로 실험하였다. 실험결과 제안된 job distribution 알고리듬에 적용된 시스템은 기존의 APSRA 알고리듬에 비해 패킷 drop율이 평균 13% 감소하고 면적은 2.7% 증가하였다. 또한 deadlock 감소의 비교 대상으로 흔히 사용되는 XY 알고리듬을 본 구조에 맞게 변경한 알고리듬에 대해 패킷 drop율은 평균 23.9% 감소하고 면적은 3.0% 증가하였다.

• 산경연구논집
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• 제6권1호
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• pp.17-26
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• 2015

Purpose - Ethical management connects corporate management outcomes and emphasizes organizational cooperation. It also links human resource management, auditing, and financial management to increase employee job satisfaction. A survey of American enterprises showed that employees with high ethical consciousness had greater job satisfaction and lower turnover. Research design, data, and methodology - Hypotheses and models based on previous studies were used to investigate the effects of ethical management on employee job satisfaction and turnover intentions. To examine hypotheses empirically, a questionnaire survey based on previous studies was administered to service business workers in Seoul. Results - The study investigated the effects of ethical management practices in relation to factors such as top management's willingness to put them into practice, their appropriateness and implementation within operations, and their influence on job satisfaction, and also examined the effects of job satisfaction on turnover intentions. Conclusions - Ethical management greatly influences job satisfaction and turnover intentions, providing organizational members with alternatives regarding ethical considerations, and to place a strong emphasis on management willingness and enterprise regulations and policies.