• Journal of Distribution Science
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• v.14 no.4
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• pp.81-92
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• 2016

Purpose - In recent years, management scholars have expressed growing interest in the concept of person-Job fit because of having many benefits for employees' attitudes and behaviors. The related research is needed to determine what specific types of fit are related to each other, and to get important individual outcomes. Person-job fit of employees in service organization plays an important role in company as well as person in service industry. Person-job fit, representing the consistency between person (service provider) and job (service provided to the customers), gives significant and positive effects on the attitude and behavior of service provider. On the basis of the study background, the purpose of this study is as follows. First, we would like to examine the effects of person-job fit of service provider on their emotional intelligence. Emotional intelligence is divided into four sub-factors such as self-understanding, understanding others, emotional utilization, and emotional regulation. Second, we would like to identify the relationships between job satisfaction and sub-factors such as self-understanding, understanding others, emotional utilization, and emotional regulation. Research design, data, and methodology - We performed structural equation model using Spss 18.0 and Amos 20.0 in order to verify the hypotheses. Subjects were golf service assistants who were high-touching service with high degree in interaction and long contact time with customers. 178 out of the total 200 surveys were used in evaluation from helpers of golf service working as full-time service provider after selecting two locations of golf course located near Busan. From the evaluation of reliability and validity with variables used in this research, they satisfied and confirmed certain standard. Results - The results are as follows. First, as the results of identifying the relationships between person-job fit and emotional intelligence of service provider, person-job fit did not have positive and significant effect on self-understanding. On the other hand, it affected positively and significantly other factors in emotional intelligence such as emotion to others, emotional utilization, and emotional regulation. Second, as the results of identifying the relationship between emotional intelligence and job satisfaction, sub-factors in emotional intelligence such as emotion to others, emotional utilization, and emotional regulation except self-emotion affected significantly and positively job satisfaction. However, self-emotion did not have significant and positive effects on job satisfaction. Conclusion - These results will be valuable and used for service providers. In addition, many service providers will recognize that person-job fit is very important to get a job. This research has a purpose on the assumption that appropriateness between individual and task in service industry shall act as major influence in emotional intelligence of service provider. Recognitive ability of service provider is also very important per characteristics of service, but emotional intelligence that interacts and connected directly with most customers can be a very meaningful factor as well. Emotional intelligence allows people to recognize, understand, and empathize the emotion of customers shall be a positive reinforcement for customers to evaluate the service ultimately.

• Journal of the Korean Operations Research and Management Science Society
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• v.18 no.2
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• pp.23-43
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• 1993

This paper employs fuzzy variables instead of deterministic variables for job times in a project network. A fuzzy variable has its value restricted by a possibility distribution. This paper utilizes the triangular possibility distribution which has three estimated times. That is normal, resonable, and crash job times. This paper develops a fuzzy k-longest path algorithm, by utilizing the k-longest path algorithm. This algorithm will be useful to control the project the project network by considering the project completion possibility.

• Journal of the Korea Safety Management & Science
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• v.2 no.2
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• pp.85-94
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• 2000

This paper deals with the selection of a proper dispatching rule for an one-process Job scheduling that follows a particular distribution of an order production. That is, it makes a distribution on an order per unit period and applies to simulation model that uses it. This study consists of two purposes either seeks adequately production scheduling using priority rule or seeks extension of the facilities that increase current production efficiency through computer simulation in scheduling.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.11
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• pp.285-296
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• 2021

The purpose of this study is to determine the effect of organizational culture, job involvement, and emotional intelligence on employee performance through job satisfaction, organizational commitment at commercial banks in the Great Malang. This study applied the purposive sampling method to obtain data from 240 out of 600 workers working in four commercial banks, which was then analyzed using the SEM. The results showed that organizational culture, job involvement, emotional intelligence have no significant effect on employee performance through job satisfaction. Organizational culture, emotional intelligence, job involvement, satisfaction significantly affect employee performance through organizational commitment. Organizational culture, job involvement, emotional intelligence significantly affect employee performance through job satisfaction, organizational commitment. By investigating the impact of organizational culture, job engagement, emotional intelligence on job satisfaction, organizational commitment, employee performance simultaneously in this study, this study expands the existing literature by providing a better understanding of organizational culture, job engagement, and emotional intelligence. Given that articles on organizational culture, job involvement, and emotional intelligence are limited in the HRD literature, the findings of this study may offer reliable information for HRD practice, encourage researchers to explore research related to organizational culture, job involvement, and emotional intelligence.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.1
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• pp.1031-1040
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• 2021

The purpose of this research is to analyze the influence of job enrichment and empowerment on organizational commitment. In addition, the role of work motivation and job satisfaction in mediating the influence of job enrichment and employee empowerment on organizational commitment has also been examined in this study. The sample population consists of all the employees in the regional office of DJKN Bali and Nusa Tenggara, who hold executive positions and have served the office for ≥ 4 years. This study adopts the second-order Partial Least Square (PLS) model and the Smart PLS Version 3.0 program which is used as the analysis tool. The results revealed that: job enrichment has a significant influence on organizational commitment; employee empowerment has an insignificant influence on organizational commitment; work motivation and job satisfaction partially mediate the influence of job enrichment on organizational commitment; work motivation and job satisfaction fully mediate the influence of employee empowerment on organizational commitment. The findings can be used as organizational considerations in developing policies related to job enrichment and employee empowerment, which is expected to motivate and provide satisfaction for employees and improve their organizational commitment.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.12
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• pp.1027-1033
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• 2020

This study intends to improve job performance during the Covid-19 pandemic at startup companies in Indonesia. In this study, the variables tested were job satisfaction, job innovation, Indonesian culture control, and job performance. Increasing job performance is deemed necessary in facing the economic crisis caused by the Covid-19 pandemic. Job innovation, job satisfaction, and culture control are deemed necessary in improving job performance. The population of this study are managers of start-up companies in Jakarta, Banten, and West Java. This research data obtained by distributing questionnaires to startup managers. This is a quantitative study with primary data. The sample technique used was purposive sampling. Structural Equation Model using Partial Least Square statistical software was used to analyze data. The results of this study indicate a change in the pattern of work performed by startup companies in running their business. Before the Covid-19 pandemic, employees worked in offices for seven hours, but after this pandemic, they change work patterns, moving them to work from home. Working from home requires companies to exercise better control and leadership patterns so that employees can work comfortably.

• The Journal of Economics, Marketing and Management
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• v.11 no.3
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• pp.11-23
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• 2023

Purpose: This study empirically studied the effects of the perceived value of education and training on SME cooperative on job performance. Research design, data and methodology: From November 7 to 9, 2022, a survey was conducted targeting members and executives of SME cooperatives in their 20s and 60s across the country, and a total of 217 people were used for the final analysis. Verification of the research model was performed using SPSS & AMOS. Frequency analysis was conducted to examine the sample characteristics. Results: First, perceived value (functional value, service performance value, emotional value, convenience value) did not have a significant effect on organizational commitment. Second, perceived value (functional value, service performance value, emotional value, convenience value) were found to have a significant positive (+) effect on job satisfaction. Third, job satisfaction was found to have a significant positive (+) effect on organizational commitment. Fourth, organizational commitment was found to have a significant positive (+) effect on job performance. Fifth, job satisfaction was found to have a significant positive (+) effect on job performance. Conclusions: These results suggest that the perceived value of SME cooperative education and training can affect organizational commitment and job performance through job satisfaction, so it is necessary to strengthen online education and training to meet the emotional response of training subjects along.

• The Journal of Asian Finance, Economics and Business
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• v.9 no.3
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• pp.159-169
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• 2022

This study investigates the job satisfaction of gig workers in Indonesia, particularly the online motorcycle taxi or ojek drivers, by looking at the influence of proactive behavior, self-efficacy, and job crafting as found in previous studies. Gig workers are classified as 'independent contractors' where some studies show that they achieve high job satisfaction through autonomy and flexibility. However, other studies show that all gig workers do not experience this condition. Location-based gig workers such as the online drivers are highly controlled by algorithm control and customer management, which makes their autonomy and flexibility questionable. The study is quantitative research by conducting a survey approach in seven main cities in Indonesia. Two hundred eighty online ojek drivers participated in this research by fulfilling questionnaires. The result shows that proactive behavior does not directly affect job satisfaction, but self-efficacy fully mediates the relationship. Job crafting has an insignificant influence on job satisfaction, and thus, this variable cannot mediate the relationship between job satisfaction and proactive behavior. The major finding of this study suggests that self-efficacy, which is their belief that they can overcome the challenges and achieve their goals, is very central to shaping job satisfaction of the online drivers.

• The Journal of Asian Finance, Economics and Business
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• v.9 no.5
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• pp.531-539
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• 2022

The goal of the research is to identify the relationship between organizational justice, job satisfaction, and work attitudes in the context of job rotation. The competence and loyalty of the employees of an organization are critical to the organization's success. Therefore, organization should invest in developing their employees, including creating effective procedures and human resource management policies. A job rotation program is one of the critical policies in developing employees, as through this program employees can develop and actualize their abilities. However, there are some challenges in practice regarding implementing the procedures of job rotation. One of the challenges is related to the concept of organizational justice, which then impacts on employees' job satisfaction and work attitudes. This study was conducted in focused group discussions. The sample is 272 of a state-owned organization. In this study, the concept of organizational justice, with the dimensions of distributive justice, procedural justice, and interactional justice, were used along with the discussion of job satisfaction and other work attitudes. The results were issues of fairness in perceiving organizational justice in the job rotation context, and the most significant response lies in procedural justice.

• The Journal of Asian Finance, Economics and Business
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• v.9 no.5
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• pp.157-169
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• 2022

Job love is an emerging phenomenon, which is the utmost approach to fulfilling employees' and organizations' mutual interests, especially performance. The current study aims to define and extend the existing proposed construct of "loving one's job" as job love. It provides a novel theoretical multi-level framework of job love, contextual factors, and performance principled on the attraction-selection-attrition framework and social exchange theory through an integrated approach. This study collected cross-sectional data through a questionnaire from 332 nurses across eight tertiary hospitals in Khyber Pakhtunkhwa, Pakistan. The findings are based on the structural equation modeling technique (SEM) at multi-levels. The results show significant relationships between job love, contextual factors, and performance at the individual and organization levels. There are some insignificant relationships between the variables at the cross-level. Job love plays a key role for both employees and organizations. It facilitates the individuals in the recruitment process to select the job they love, be a good fit, and stay committed to that particular job and organization. This phenomenon allows people to pursue their common interests. Job love assists firms in developing human resource capacity utilization plans that satisfy the needed requirements.