• 산경연구논집
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• 제11권10호
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• pp.7-16
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• 2020

Purpose: It suggests that making a policy and strategies in a way of AI and its impact of commercialization on economic efficiency, social custom ethics. Research design, data, and methodology: The paper has analyzed the data based on the proposed model when derived as AI vs. FI job, etc. It is very different for each professional evaluation, which is artificial intelligence or robot job. One concept case was selected as a substitute job, with a relatively low level of occupation ability, such as direct labors, easily replaced. By the induction data has resulted in modeling. Results: The paper suggests that AI at high level become something how to make real decisions on ethical value modeling. Through physical simulation with the deduction data, it can be tuned to design and control what has not been solved, from human senses to climate. Conclusion: For the exploiting of new AI decision-making jobs in markets, the deduction data is possible to prove to AI's Decision-making that the percentage who can easily have different leadership as is different for each person. what is generated by some information silos may be applied to occupation societies. The empirical results indicate the deduction data that if AI determines ethical decisions (VC) for that modifications, it may replace future jobs.

• The Journal of Asian Finance, Economics and Business
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• 제5권3호
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• pp.121-132
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• 2018

The study aims to investigate methods for companies to contribute to not only social and national developments, but also on the promotion of individuals and companies by re-examining the various phenomena that define companies. The study examines the relationship between subordinate factors of social responsibility activities and job performances as well as the role of CEOs in showing authentic leadership and meaningfulness of work. A total of 312 valid questionnaires were obtained, and hypotheses were tested using regression analysis, hierarchical regression analysis, and 3-way interactions. The results suggest that corporate social responsibility activities not only enhanced the performance of the members, but also confirmed the importance of the authentic leadership of the CEO. Additionally, the role of the members in the company also showed to play a very significant role in a company's developments. The results also show that the CEO and members need to make efforts to increase ethics as well as gain more competitiveness and improve their reputation by promoting their sense of calling and feeling of compassion in the workplace. In other words, the members of the high-ranking book and the members of the relatively low position will have different degrees of information transfer and evaluation of the company policy may be different.

• 산경연구논집
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• 제14권3호
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• pp.27-43
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• 2023

Purpose: Changes in the employment environment in the era of the 4th Industrial Revolution are influencing various factors by the emergence of new jobs and the change in perception of job stability due to globalization of information technology and industry This study attempted to present implications by verifying the structural relationship of beauty workers' sustainable organizational commitment and the method necessary for conflict management in the industrial field due to the recent changes in the employment environment of the beauty industry in the 4th Industrial Revolution. Research design, data and methodology: This study sampled 604 beauty industry employees Frequency analysis, validity and reliability analysis, factor analysis, and path analysis were performed using SPSS WIN23.0. Results: It was found that the change in the employment environment caused by the 4th industrial revolution had a significant negative (-) effect on the job satisfaction and organizational commitment of beauty industry workers. Conclusion: This study is that changes in the employment environment negatively affect job satisfaction and organizational commitment of beauty workers. We hope to contribute to the development and growth of the beauty industry by providing basic data for the beauty tech service industry in the 4th industrial era.

• 유통과학연구
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• 제9권4호
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• pp.75-82
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• 2011

서비스업의 대부분에서는 감정노동이라고 하는 새로운 형태의 노동을 제공하도록 요구 받는다. 이에 따라 많은 판매사원들은 자신의 감정을 숨긴 채 고객들에게 항상 웃음으로 서비스를 제공하게 된다. 이에 본 연구에서는 백화점 판매사원의 감정노동에 관하여 실증적 연구를 진행하였다. 감정노동, 직무스트레스, 직무만족의 관계를 기초로 하여 실증분석을 시도하였다. 연구결과 첫째, 감정노동은 직무스트레스에 유의한 영향을 미치는 것으로 나타났다. 즉 감정노동이 증가함에 따라서 직무스트레스가 증가하는 것으로 나타났다. 둘째, 감정노동과 직무만족의 관계를 살펴본 결과 유의한 결과를 제시하지 못하였다. 이는 감정노동이 직무만족에 직접적인 영향보다는 간접적인 영향을 제공한다고 볼 수 있을 것이다. 셋째, 직무스트레스와 직무만족 간에 관계를 보면 역할갈등요인이 유의한 결과를 제시하고 있다. 이는 역할갈등이 증가할수록 직무만족이 떨어진다는 것을 의미하는 결과를 나타내고 있다. 이러한 결과를 통하여 감정노동이 판매사원들의 직무스트레스 및 직무만족에 직, 간접적인 영향을 미치므로 이에 대한 관리를 필요로 할 것이다. 이는 서비스를 제공하는 판매사원의 직무만족이 궁극적으로 고객 서비스 품질로 이어질 것이므로 아주 의미하는 바가 크다고 할 수 있다.

• 한국프랜차이즈경영연구
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• 제11권4호
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• pp.7-15
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• 2020

Purpose: The purpose of this study is to clarify the role of decoupling between job characteristics, innovation behavior, and innovation resistance in order to seek ways for companies to survive and grow continuously through innovation activities in various uncertain situations. Research design, data and methodology: A total of 263 valid questionnaires were collected and used for analysis for employees working at the company. For the analysis, simple and multiple regression analysis, and 3-step mediated regression analysis were conducted using SPSS 24.0 and AMOS 24.0. Results: First, it was found that skill variety, task identity, autonomy, and feedback increase decoupling, and decoupling increases innovation resistance. In addition, it was confirmed that decoupling had a mediating effect between job characteristics and innovation resistance excluding task significance. Finally, it was found that task significance and feedback increase innovation behavior, and decoupling and task identity increase innovation resistance, but feedback can alleviate innovation resistance. Conclusions: As a result of the analysis, the fact that job characteristics excluding task importance have a positive effect on decoupling means that there are two sides of job characteristics perceived by employees. In other words, it means that the results of analysis on the jobs that the company assigns to its members may not be effective. In addition, decoupling, a phenomenon that seems to be accepting on the outside, but perceives that it is negative on the inside, means that there is a possibility to reject innovation. Therefore, prior to carrying out innovation activities, companies should give clear job specifications and meanings for the job and give them autonomy when assigning jobs to their members. In order to provide appropriate feedback, the company must design, operate, and provide feedback. It was found that there was a need to review the overall effectiveness. In addition, efforts such as strengthening corporate-level fairness, maintaining psychological contracts, and realizing authentic leadership should be preceded to reduce decoupling.

• 대한영양사협회학술지
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• 제27권2호
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• pp.92-112
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• 2021

This study compared the job satisfaction and job importance of school dietitians according to various school types in Sejong. One hundred and twenty-six school dietitians working in kindergartens (n=36), elementary schools (n=42), middle schools (n=22), and high schools (n=26) participated in this questionnaire survey. The subjects were divided into four groups according to the school types. Half of the subjects were over 41 years of age, with 64.3% graduating from graduate school. The percentage of nutrition teachers was the highest in middle schools at 95.4%, followed by the elementary school at 90.5% and high school at 73.1%, whereas 100% of the kindergarten dietitians were not nutrition teachers (P<0.001). The percentage of the running status of nutrition education classes/activities was lowest in kindergartens (P<0.001). The job satisfaction score in the job itself area was significantly lower in kindergartens and high schools than in middle schools (P<0.01). The satisfaction scores of human relationships, working environment, personnel evaluation, and welfare did not differ significantly among the schools. As for the Job importance, the scores of nutrition counseling were significantly lower in middle school than in elementary and high schools (P<0.05). In cooking and distribution management, high schools were less important than other school levels (P<0.05). These findings highlight the need for the placement of nutrition teachers in kindergarten to promote nutrition education, the reduction of workload for school dietitians/nutrition teachers and additional placement of dietitians by the appropriate workload such as the number of people and meals to serve.

• 대한통합의학회지
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• 제11권3호
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• pp.205-217
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• 2023

Purpose : This study aimed to identify the job satisfaction, organizational commitment, and turnover intention of workers at dementia care centers, and the correlations between these factors. Methods : A survey of 131 dementia care center employees was conducted. This comprised 48 questions covering respondent characteristics, organizational satisfaction, organizational commitment, and turnover intention. Results : Employees with no intention to change jobs had significantly higher job satisfaction and organizational commitment than those with job change intentions. Turnover intention was significantly correlated with both job satisfaction and organizational commitment. The higher the organizational commitment and the lower the turnover intention, the higher the job satisfaction. The higher the job satisfaction and the lower the turnover intention, the higher the organizational commitment. Analysis of the sub-components of the main variables found The lower the work environment, compensation, and sense of belonging to the organization, the higher the turnover intention. Conclusion : Regular educational programs are needed to improve the expertise of workers at the dementia care center, and opportunities for employees to communicate their needs should be maximized. In addition, higher salaries will attract more able and willing employees, reduce turnover, and provide and a sense of of belonging to the organization. Attention to the proper distribution of work and recruitment of appropriate human resources will further improve the working environment. If the job satisfaction and organizational commitment of workers at the dementia care center are increased and the number of employees intending to change jobs is reduced, the length of employee service will increase and contribute to improved care and service quality for dementia patients.

• 유통과학연구
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• 제13권3호
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• pp.41-49
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• 2015

Purpose - Universities are placing a greater emphasis on relationship management as a source of competitive advantage due to increasingly competitive environments and social changes. The purpose of this study is to analyze the relationships among education service quality, relationship quality, and relationship performance from the perspective of service distribution. In other words, this study is focused on the role of education service quality with regard to relationship management. In this study, education service quality is divided into lecture, job assistance, student-faculty interaction, student-student interaction, facility welfare, and scholarship welfare quality components; relationship quality is composed of satisfaction and commitment; and relationship performance is divided into recommendation and defection intentions. Research design, data, and methodology - This study aims to identify how the various elements of education service quality affect satisfaction. Further, it aims to test the relationships among satisfaction, commitment, recommendation intentions, and defection intentions. Distribution and marketing students were randomly selected for the experiment. Out of the 380 administered questionnaires, a total of 361 respondents provided complete and usable data. The sample consisted of 232 males (64.3%) and 129 females (35.7%). The variables of the proposed model were measured through assessments that were measured on a 5-point Likert scale. Using Lisrel 8.7, a structural model was analyzed and the path coefficients were estimated. Results - The overall fit of the model was acceptable (χ2=1121.8 (df=603, P=0.00), GFI=0.967, NFI=0.974, CFI=0.981, RMR=0.021). The results generally supported the hypothesized relationships of the proposed model, except for Hypothesis 1. First, lecture, job assistance, student-faculty interaction, student-student interaction, and facility welfare quality were revealed to have positive effects on satisfaction. In particular, lecture and facility welfare quality had the strongest effects on satisfaction. However, scholarship welfare quality did not significantly affect satisfaction; this means that Hypothesis 3-2 was not supported. Second, satisfaction was positively related to commitment and recommendation intentions but it was negatively related to defection intentions. Third, commitment was positively related to recommendation intentions but it was negatively related to defection intentions. Conclusions - This study emphasizes the influence of education service quality on satisfaction in the long-term. In addition, this research has the following implications for university relationship management. First, the findings suggest that the various dimensions of education service quality have differing effects on satisfaction. In particular, lecture and facility welfare quality are found to be the most important factors in increasing the level of satisfaction. Therefore, university managers need to prioritize enhancing lecture quality and upgrading educational facilities. Second, satisfaction also improves through job assistance systems and opportunities for social interactions. Therefore, university managers should reinforce their job skills programs and should provide opportunities for social relationships to develop. Finally, it is important for university managers to take a relationship approach to maximizing relationship performance. Therefore, university managers should work to increase student recommendations and prevent their defections based on satisfaction and commitment.

• 산경연구논집
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• 제9권10호
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• pp.39-50
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• 2018

Purpose - This study is to propose discriminative management strategies to long-term care facilities based on the empirical analysis after reviewing the effects of social support, perceived by long-term care facility employees, to service orientation. Research design, data, and Methodology - The research model designed social support, job stress, organizational commitment, and service orientation. The survey collected data from 453 customers in a long-term care facility in jeju. The SPSS 18.0 package was used for analysis. Results - First, social support for long-term care facility employees has a negative(-) effect to job stress. Test results, social support factors except appraisal support had a negative impact on job stress. Second, social support has a positive(+) effect to organizational commitment. Test results, informational support, tangible support and appraisal support had significant effects on organizational commitment. However, emotional support had a positive impact on affective commitment and normative commitment. Third, social support has a positive(+) effect to service orientation. Test results had a positive impact. Fourth, job stress has a negative(-) effect to organizational commitment. In the test results, employee's continuance commitment and normative commitment had significant negative effects in job stress. However, affective commitment had no significant impact. Fifth, job stress has a negative(-) effect to service orientation. Test results showed a negative impact. Conclusions - The study implies the following. First, that there should be a change in the social perception of long-term care facilities. 'Long-Term Care Insurance for The Elderly' was enacted to emphasize this responsibility for the elderly problems as a new system. Enactment of this Act was expected to improve the quality of life of the people by stabilizing the elderly life and reducing the burden of families. Therefore, long-term care facility system should be as efficient as possible for making plans for systematic and organizational support. Second, the efforts of facility managers to minimize job stress of employees is necessary. Accordingly, performing spontaneous work is required for a comfortable working environment and management. Third, the systematic education and training to employees for service oriented behavior of the facility will be required in the long term.

• 벤처창업연구
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• 제3권3호
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• pp.89-123
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• 2008

본 연구에서는 정규직과 비정규직간 차별적 처우에 대한 실태를 조사 및 분석한 후 차별적 처우가 근로자의 직무만족과 조직몰입에 어떠한 영향을 미치는지를 알아보는 연구이다. 서울지역 유통업체에 종사하는 정규 비정규 근로자를 대상으로 직접 또는 우편을 이용하여 설문조사를 실시하였다. 총 400부의 설문지플 배포하여 회수된 195부의 설문지(결측치 제외)가 본 연구의 분석에 사용되었으며, SPSS 12.0을 이용하여 분석하였다. 연구결과는 첫째, '고용형태(정규직 비정규직)에 따라 직무만족 조직몰입에 차이가 있을 것이다.'에서는 직무만족 조직몰입 중에서 고용형태에 따라 차이를 보인 요인은 인간관계 만족도와 규범적 몰입도로 비정규직의 만족도가 낮게 나타난 반면 직무환경만족도, 직무내용만족도, 인사정책만족도, 지속적 몰입도, 정서적 몰입 도는 정규직과 비정규직 간에 별 다른 차이가 없는 것으로 나타났다. 둘째, '고용환경요인(소득, 고용안정성, 근로조건, 기업복지)이 진무만족 조직몰입에 유의한 영향을 미칠 것이다.'에서는 정규직과 비정규직의 모든 고용형태에서 지속적 몰입 도를 높이기 위해서는 기업복지, 소득 등이 향상되어야 하며, 정서적 몰입 도를 향상시키기 위해서는 기업복지, 고용안정성의 상향개선이 필요하다고 나타났다. 마지막으로 규범적 몰입도 향상을 위해서는 기업복지, 소득, 근로조건, 고용안정성의 모든 요인의 향상이 필요하다고 나타났다.