• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.3
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• pp.1863-1873
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• 2015

This study aims to research on the relationship between job resources, symptoms of burnout, and depersonalization and its impact on the customer orientation. Using data from hotel frontline employees of Seoul in Korea, it seeks to investigate the mediating effects of burnout symptoms and depersonalization to the relationships between job resources and customer orientation. Data was analyzed using Structural Equations Modeling (SEM) by of AMOS program. The research advances understanding of the relationships between job resources, emotional exhaustion, depersonalization as a situational personality trait and the FLE customer orientation in five deluxe star hotel environment. The findings highlight the value of burnout and depersonalization, and suggest a number of practical implications for the identification, recruitment and retention of hotel employees.

• Journal of the Korean Dietetic Association
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• v.17 no.2
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• pp.161-175
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• 2011

This study examined students' menu preferences as well as the job satisfaction and specific considerations concerning foodservice operation of dieticians and nutrition teachers at special schools for the disabled. Semi-structured interview questionnaires were sent to all of the 21 special schools with direct school food service in Gyeonggi-do, and 16 dieticians and nutrition teachers agreed to participate in this study. Among the various menu groups, the subjects perceived the meat group as the most preferred and the vegetable group the least preferred. They were generally satisfactory with their job and duty, and had a strong sense of belonging to the school. However, most of them answered that they needed more time for nutritional education and counseling. While most had pride and pleasure in their job, they expressed a desire to change the system to better fit with their roles as professional nutritionists. The content analysis revealed that the subjects mainly focused on safety issues in planning the food menu and were thus limited in selecting menu items. They also felt difficulty in menu planning due to various tastes and preferences, since special schools tend to consist of a wider grade range. However, most subjects reported little trouble in food distribution and food leftovers owing to practical support from teachers and parents. The necessity for education concerning table manners and obesity prevention was generally a shared opinion, and education programs for parents were also perceived as necessary to better understand the special considerations for developing proper eating habits in their child. The study findings provide useful basic data to improve the foodservice system at special schools.

• Journal of Korean society of Dental Hygiene
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• v.9 no.4
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• pp.659-669
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• 2009

Objectives : The degree of depression in dental hygienist was analyzed to reveal the various factors related to them. Methods : The self-administered questionnaires were filled out from 202 dental hygienist in Daejeon City. The survey items included subjects' socio-demographic and job-related characteristics, health-related behaviors, depression. Chi-Square analysis and Pearson's correlation coefficient was put into survey results, in which a degree of depression was dependent variable and others were independent variable. Results : 1. The distribution for depression degree has shown the rate as 80.2% in normal range group and 19.8% in depression group. 2. As for depression, long working hours(p=0.042), poor sense satisfaction in work(p=0.000), not fit to the job(p=0.003), low personal relation with peer works or supervisors(p=0.039), without alcohol drinking(p=0.048), poor subjective condition of health(p=0.000) than their respective counterparts. 3. Concerning correlation between depression and various factors, poor sense satisfaction in work(r=-0.332, p=0.000), not fit to the job(r=-0.353, p=0.000), low personal relation with peer works or supervisors(r=-0.215, p=0.002), without alcohol drinking(r=-0183, p=0.009), poor subjective condition of health(r=-0.333, p=0.000). Conclusions : These results showed that depression state could be influenced by various factors, which include socio-demographic, job-related characteristics and health-related behaviors. Therefore, in order to reduce depression state of dental hygienists, development and application of programs to manage and research for them are required to be revitalized as well as socio-demographic and job-related characteristics and health-related behaviors.

• Journal of Korean Academy of Nursing
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• v.50 no.4
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• pp.583-598
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• 2020

Purpose: This study was to investigate the operational status of the midwifery birthing centers (MBCs) and midwives' job status (Phase 1) and to develop midwifery practice guidelines (MPG) (Phase 2) in Korea. Methods: In the first phase, the subjects were 15 midwives who operated 11 of 14 MBCs that were opened as of August 2018. The questionnaire consisted of items to measure the operational status of the MBC and midwives' job status. In the second phase, the MPG was developed from literature review, interviews with five midwives opening their MBCs, surveys with 74 midwives, and a validity evaluation conducted by seven experts. Results: The distribution of operating MBCs was five in Gyunggi-do, two each in Seoul and Incheon, one each in Busan, Chungcheongbuk-do, Gyeongsangbuk-do, Gyeongsangnam-do and Jeju-do. The mean age of midwives was 54.3 and all were female. In 2017, a total of 762 births including 81 homebirths were performed by midwives. The job performance was highest in the order of neonatal care 3.81, childbirth care 3.56, and postpartal care 3.53, respectively. The MPG included seven areas of prenatal care, childbirth care, postpartal care, neonatal care, primary health care, law/ethics, and administration, with 56 tasks and 166 task elements. Conclusion: This study provides the valid basic data for the operational status of the MBC and the midwives' job status. The MPG describes the midwife's job and may be used as basic data for preparing policies for the development of midwifery practice in Korea.

• Journal of the Korean Society of Safety
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• v.37 no.4
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• pp.58-62
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• 2022

Metro subway construction is a field that requires a great deal of professional manpower. The aging of professionals has a negative impact on both productivity and health, owing to poor working environments, heavy lifting, underground work, and other factors. To address this issue, the government is progressively revising and enforcing health management law and regulation in the construction industry. Thus, the job stress and work ability of many professional subway construction workers, who are rapidly aging, are being analyzed to ensure their safety and improve their health. In this study, the Macpa stress index of Busan Metro Subway construction workers from Sasang to Hadan line was measured by using a Macpa measurement machine, and a work ability survey was conducted by using the questionnaire that was developed by the FIOH. The independent variables were age, years of service, job position, employment type, and occupation. While, the dependent variables were the Macpa stress index and work ability. The Kruskal-Wallis test was used because it was difficult to assume that the statistics of this study represented a normal distribution. The results showed that age, job position, and employment type affected Macpa stress index and revealed that as the age of the workers increased, their stress levels increased as well. Additionally, job position and employment type affected the work ability of the metro subway construction workers. In terms of job position, the technical engineers were under a lot of stress, and whereas the managers had the best work ability. The technical engineers were more stressed than the other workers because of a poor working environment. In terms of employment type, daily workers were under more stress and lower work ability than others.

• Journal of the Korean Regional Science Association
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• v.39 no.4
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• pp.19-32
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• 2023

Using extensive job posting big data, this study investigates the industrial and locational characteristics of decent work from the supply side. The analysis revealed that manufacturing is pivotal in supplying decent work, accompanied by a stark regional disparity, most notable in the Seoul Metropolitan Statistical Area (MSA), which constitutes nearly half of all decent work opportunities. The study further uncovered that the distribution of decent work varies significantly across MSAs, with a pronounced inclination towards a higher supply in peripheral rather than central areas. These findings bring to light the critical need for policies that bolster manufacturing, aiming to enhance the availability of high-quality jobs and to bridge the job quality gap between the Seoul MSA and other regions. Moreover, the results emphasize the necessity for customized job supply strategies in each MSA, prioritizing strategies that account for the proximity between workplaces and living areas in the job supply process.

• Journal of Distribution Science
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• v.14 no.5
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• pp.39-50
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• 2016

Purpose - The purpose of this study was to substantiate the relationship between on-the-job training (OJT) characteristic factors and OJT outcomes and the moderating effect of the tie strength between a trainer and a trainee on the relationship. OJT characteristic factors were composed of a unit of work to be learned, trainee's motivation, trainer's ability, OJT design, and OJT support. OJT outcomes included job satisfaction and organizational commitment in the research. The tie strength means a sense of intimacy with a trainer. All of the OJT characteristic factors, OJT outcomes, and the tie strength were defined operationally as the perceived ones by a trainee. Research design, data, and methodology - This study analyzed the data of 302 employees in a domestic travel agency as early career for seven years or less. The main methods for the analysis were multiple linear regression analysis and moderating effect analysis. The whole process of the data analysis was conducted using the SPSS 21.0 for windows. Results - The results of the study are as follows: First, every five element of OJT, including unit of work to be learned, trainee's motivation, trainer's ability, OJT design, and OJT support, showed positive influence on OJT outcomes - job satisfaction and organizational commitment. Second, the tie strength between a trainer and a trainee was positively related with OJT outcomes. Finally, the strength of ties between the trainer and the trainee was found positively to moderate the relationship of a unit of work to be learned, OJT design, or OJT support, with OJT outcomes. However, the moderating effect of the tie strength was not significant statistically between the trainee's motivation or the trainer's ability, and OJT outcomes. Conclusion - In the study, it was demonstrated that every OJT characteristic factors have a positive contribution to job satisfaction and organizational commitment for early career employees. In addition, the study showed the need to pay attention to improve the quality of relationships between trainers and trainees, in order to increase the impact of a unit of work to be learned, OJT design, and OJT support. These findings suggest the implications in the three factors as external factors that constitute OJT. The three factors are made by HRD practitioners who are involved in design and operation of the program as well as their interventions to improve the quality of the relationship between trainers and trainees. On the other hand, it was demonstrated in the research that trainee's motivation and trainer's ability, regardless of their tie strength, have a direct impact on OJT outcomes by itself. Moreover, the trainee's motivation and trainer's ability are intrinsic characteristics, rather than external factors that constitute OJT. Therefore, they are unlikely to be changed by HRD practitioners' interventions. In conclusion, it was argued in the research that the trainee's motivation and trainer's ability should be a consideration in selecting and matching partners in OJT participants before starting OJT.

• The Journal of Industrial Distribution & Business
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• v.10 no.5
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• pp.27-36
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• 2019

Purpose - Naver has emerged as a new leader in the open market. While existing open markets such as Gmarket, 11th Street, and so on are suffering from profitability deterioration, Naver is attracting sellers based on low commission and powerful search engine. We would like to analyze the impact of Naver shopping on the national economy, especially on employment, in a situation where the market reaction to Naver's strength as a leader in online shopping is mixed. Research Design, Data, and Methodology - Through the demand inducing inter-industry analysis, we estimate the employment inducement effect by Naver shopping from its shopping transaction. In turn, through the supply inducing inter-industry analysis, we estimate the employment inducement effect by Naver shopping from its low commission and powerful search engine. For the purpose of inter-industry analysis, as of 2018, the most recently announced 2014 inter-industry table (extension table) from the Bank of Korea is used. Results - The results of this study are as follows. First, Naver Shopping is expected to generate 7.8 trillion won's trade in 2018, resulting in 244,225 of job inducement, and 158,598 of employment inducement. In addition, Naver Shopping is estimated to benefit KRW 213 billion to its sellers due to low commission and powerful search function, resulting in 8,667 of job inducement, and 5,655 of employment inducement. Second, in terms of job inducement and employment inducement due to Naver Shopping's trade, transportation, business support service, information and communication, broadcasting, restaurants and lodging were ranked. Third, in terms of job inducement and employment inducement due to Naver Shopping's low commission and powerful search function, restaurants and hospitality, f/b and cigarette manufacturing, construction, and transportation equipment manufacturing were ranked. Conclusions - The number of job inducement resulting from low commission and powerful search engine of Naver shopping in 2018 was 8,667 (3.7% of 244,225, which was caused by transaction in Naver shopping in 2018), and employment inducement was 5,655 (3.7% of 158,598, which was caused by transaction in Naver shopping in 2018), which can be considered as additional employment impacts of Naver Shopping compared to the other online shopping operators.

• Journal of Distribution Science
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• v.19 no.10
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• pp.65-74
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• 2021

Purpose: The purpose of this study is to identify the maximum organizational effectiveness of compensation systems in the distribution industry. It is to identify the relationship between structural compensation and organizational effectiveness. It also aims to clarify whether distributive justice plays as a controlling variable between two variables. Research design, data and methodology: This study was conducted on distribution industry employees. The questionnaire was collected through self-subscription. A total of 209 questionnaires were collected during the month of April 2021, of which 203 were used as valid samples. Results: Structural compensation have been shown to have a positive impact on two sub-factors of organizational effectiveness. In the verification of the controlling effect of distributive justice, perceived fairness has a control effect on the relationship between extrinsic compensation and organizational effectiveness but it does not show a controlling effect on the relationship between intrinsic compensation and organizational effectiveness. Conclusions: Structural compensation has a positive effect on organizational effectiveness. The distribution industry should aware of the compensation and the perceived fairness. The fairness of distribution plays a role in identifying the recognition of compensation and organizational feasibility, identifying motivations of employees, and mediating proper strategies to enhance job satisfaction.

• Journal of Distribution Science
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• v.16 no.7
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• pp.67-75
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• 2018

Purpose - In the 21st century, as information technology advances alongside the emergence of the 4th generation, industrial age, industrial environment has become individualized and customized. It is important to hire good quality employees for good service in the industry. The e-learning market is growing every year. Although e-learning companies are finding better quality employees in e-learning, it is not easy to find it. Companies also spend a lot of time and cost to find employee. On the employees side, they want to get a job freely when they want, but they cannot find their job easily. Furthermore, the labor market environment is changing fast. In the 4th generation, industrial age, employers require to find manpower whenever they need and want at little cost. So of their own accord, we have considered the necessity of management of human resources for employees and employers in e-learning. The purpose of this study is to propose a human cloud platform framework for enabling an efficient management of human resources in e-learning industry. Research design, data, and methodology - To pinpoint the items of a human cloud platform framework, the study was initiated according to the following process. First, items of competency relating to e-learning instructional designer was analyzed. Second, based on the items of information from this analysis, selection and validity verification took place with 5 e-learning specialists group. Third, the opinion of experts who were in charge of hiring in e-learning companies were collated with the questionnaire. Lastly, the human cloud platform framework was proposed based on opinion results. Results - The framework was comprised of 7 domains and 27 items in order to develop the human cloud platform for e-learning instructional designer. The analysis results showed that the most highly considered item were 'skill (4.60)' that employee already have the capability. Following this (in order) were 'project type (4.56)', 'work competency (4.56)', and 'strength area of instructional design (4.52)'. Conclusions - The 27 items in the human cloud platform framework were suggested in this study. Following this, we can consider to develop the human cloud platform for finding a job and hiring e-learning instructional designer easily. For successful platform operation, we need to consider reliability between employer and employee. In addition, we need quality assurance system based on operation has public confidence.