• 융합정보논문지
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• 제8권3호
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• pp.9-15
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• 2018

음식점 조리사를 중심으로 음식품질에 영향을 주는 요인을 실증분석 하였다. 음식점 전문점 조리사들이 직접 기입하는 자기기입식 설문방식을 사용하였다. 592부를 수집하여 분석하였다. 연구결과 다음과 같았다. 첫째, 음식품질에 영향을 주는 요인으로 직무특성은 유의한 영향력이 있는 것으로 확인 되었다. 둘째, 음식품질에 영향을 주는 요인으로 조직공성성은 유의한 영향력이 있는 것으로 확인 되었다. 셋째, 음식품질에 영향을 주는 요인으로 자아탄력성과 임파워먼트는 유의한 영향력이 있는 것으로 확인 되었다. 음식품질에 영향을 주는 조리사의 행동요인으로 직무특성이, 조직공정성, 자아탄력성, 임파워먼트를 확인하였다. 이를 기초로 보다 확장된 조리사의 행동요인에 대한 연구가 진행되어야 한다.

• 대한치과기공학회지
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• 제32권1호
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• pp.25-34
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• 2010

This study was the study verifying dental technicians' motivation and job satisfaction in Seoul through the positive method as well as its purposes were to investigated the effect of dental technicians manpower supply/demand prospect on motivation, job satisfaction and the effect of other job satisfaction factors on dental technicians motivation and job satisfaction. For then, general characteristics of study objects were classified by sex, married/unmarried, age, career, salary, highest level of education, working place, position and job as well as job satisfaction factors were classified with future supply/demand prospect, future prospect, working hours, working environment and salary. We conducted a frequency analysis, crossing analysis and multi-linear regression analysis about the effect of the classified articles on motivation and job satisfaction. Also, for verifying the relationship of motivation and job satisfaction, we conducted correlation analysis and its result is as followed. First, it showed that the job related with making orthodontic appliance influenced on motivation, among the age, career and job of the general characteristics, and other jobs between working place and job influenced on job satisfaction. Second, the dark future prospect was showed to influence on motivation and job satisfaction highly so we could grasp that negative opinions are included in that. And low-paying was showed to highly influence on job satisfaction s fall so we could grasp the subjective low-salary standard at the present. But we expected that the manpower supply/demand prospect would influence on motivation and job satisfaction but there was little influence. Third, the correlation between motivation and job satisfaction was showed to be somewhat high, motivation had the standard which is above average and job satisfaction had the standard which is below the average. So with a little improving of job satisfaction, it s possible that motivation can be very high. Therefore, in rapidly changing generation, we think that the dental technicians are actively coping with the reality of low-paying and high-working. But it's implying that anxiety for uncertain future was reflected. Furthermore, because institutional strategies for dental technicians' efficient management are insufficient in relation with policies so it's necessary the policy consideration for solve the job-unsatisfying factors actively.

• Asia pacific journal of information systems
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• 제33권4호
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• pp.1043-1057
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• 2023

The objective of this study is to explore the perceptions of justice regarding the implementation of flexible work arrangements, as well as to analyze the effects of such arrangements on job satisfaction and organizational effectiveness. The present study posits three key aspects, namely distributive justice, procedural justice, and interactional justice, which are hypothesized to influence individuals' impression of justice in relation to flexible work systems. To investigate the influence of job types on an R&D organization, specifically comparing R&D employees and office management employees, a dataset of 190 R&D employees and 50 office management employees was collected. The findings of the investigation provide empirical evidence that distributive justice has a significant impact on the level of job satisfaction among employees in both research and development (R&D) and office administration roles. Moreover, the influence of work satisfaction on organizational performance is noteworthy, particularly with regard to factors such as job dedication, organizational citizenship behavior, and knowledge sharing. The aforementioned findings offer significant insights for research and development (R&D) firms that have incorporated flexible work arrangements. These insights underscore the significance of emphasizing specific justice perceptions in order to augment job satisfaction and overall performance within the organization.

• 패션비즈니스
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• 제20권1호
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• pp.69-81
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• 2016

In this study investigated the effect of emotional labor, emotional exhaustion, and depression on the job-related attitudes. Sample subjects used in this study were salespeople of a fashion shop in Jeollabukdo and Jeollanamdo. Questionnaire data from 160 fashion shop salespeople were analyzed through a reliability analysis, factor analysis, and multiple regression analysis. The results of the study were as follows. First, emotional labor of salespeople was divided into 2 factors, surface acting and deep acting. Second, emotional labor had a significant influence on the emotional exhaustion and depression. Third, the surface acting of emotional labor had a positive influence on the emotional exhaustion and depression; whereas, the deep acting of emotional labor had a negative influence on the emotional exhaustion and depression. Fourth, the surface acting of emotional labor, emotional exhaustion, and depression had a negative influence on job involvement; in addition, the deep acting of emotional labor had a positive influence on job involvement. Fifth, the surface acting of emotional labor, emotional exhaustion, and depression had a positive influence on turnover intention; in addition, the deep acting of emotional labor had a negative influence on turnover intention.

• 한국조리학회지
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• 제9권4호
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• pp.136-151
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• 2003

The summarized analysis result of this research is as follows. First, regarding the difference of preceding variable and dependent variable, statistically considerable difference did not appear between self determination and personal relations in educational background and between groups of self determination in hotel type, and statistically considerable difference appeared among other groups. Second, regression analysis result between empowerment and job satisfaction turned out that statistically considerable influence is exerted in the order of personal relations ability, influence power, role performance ability and self-decision nature. Third, regression analysis result between empowerment and job devotion turned out that statistically considerable influence is exerted in the order of personal relations ability, role performance ability and influence power. Fourth, regression analysis result between empowerment and organization devotion turned out that statistically considerable result is exerted in the order of influence power and personal relations ability. Fifth, it turned out that statistically relative high correlation existed among correlation of empowerment and result variable such as job satisfaction, job devotion and organization devotion. The above-mentioned matters considered, this research proposes following points. This research examines the effect of empowerment on job satisfaction and organizational commitment of culinary staff in the hotel. the effect of the variable of empowerment on result variable shows that role performance ability, influence power and personal relations ability are important variables. Therefore, to improve the role performance ability of members of kitchen, it is essential for each individual to improve their ability and to have confidence at the time of business performance. So, this research implies that consistent and systematic training is necessary for increasing the ability and confidence. In order to improve influence power, it is necessary for members of an organization to have strong faith that their jobs determine the success of the company, and to increase the sense of self-control by letting them have the right of self determination, so that all members may have strong desire to transact business. This research implies that in order to improve personal relations ability, it is necessary for members of an organization to discover the best method of decision-making and solve problems through members' developing mutual action, and for managers to take personal characteristics into account so that members may have belief and confidence in their job and realize the value of their job. In conclusion, the person in charge of personnel affairs and the manager in charge of kitchen need to realize the importance of empowerment and especially have an much interest in all parts including self determination, influence power and role performance ability and personal relations ability etc.

• 대한치과기공학회지
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• 제41권4호
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• pp.347-358
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• 2019

Purpose: The purpose of this study was to analyze dental technicians' job stress and Job satisfaction level and to examine its correlation. Methods: A self-administered survey was conducted from September 2 to October 2, 2019, on 230 selected dental technicians. The collected data were statistical data on frequency and percentage were obtained, and t-test, one-way ANOVA, correlation analysis and regression analysis were carried out. Results: When the job stress was analyzed, there were significant differences according to their field of work, working hours(p<.05). Their average score in the items about a job stress was 3.57. As a result of analyzing the job satisfaction of the dental technicians, there were significant differences according to their working hours, plan for task continuity in dental technician(p<.05). The average score in job satisfaction items was 3.11. Conclusion: As a result of research, that as for the correlation between a job stress and job satisfaction, a higher the job stress led to lower the job satisfaction, as every variable had a significant reverse correlation with each other. In addition, physical environment, heavy workload, conflict during the work performance, personal matters were identified as the factor that exerted the influence on both of job satisfaction.

• 대한안전경영과학회지
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• 제24권1호
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• pp.39-48
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• 2022

Considering that previous works on safety behavior relatively have not paid adequate attention to the influence of various leadership styles on safety behavior. The current paper investigates the impact of authentic leadership on safety behavior and its intermediating mechanisms. In specific, this paper delves into the mediating effect of job stress, as well as the moderating effect of perspective taking ability of employees in the association between authentic leadership and job stress. The results demonstrated that that authentic leadership has a negative (-) influence on job stress, which has a negative (-) influence on safety behavior. Moreover, job stress mediated the association between authentic leadership and safety behavior. Furthermore, perspective taking moderated the authentic leadership-safety behavior link.

• 한국병원경영학회지
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• 제27권4호
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• pp.1-12
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• 2022

Purposes: This study is comparative analysis of the job satisfaction by enneagram personality types of general hospital workers. Methodology: The data were collected from 312 workers of 3 general hospitals using standardized questionnaires. Personality types were examined using the enneagram, and job satisfaction was analyzed according to personality 9 types. Findings: In all personality types, it was found that communication had the most important influence on job satisfaction. In 1 type, reward system, working environment·welfare, and communication had a significant positive(+) effect on job satisfaction. In 7, 9 types, empowerment and communication had a significant positive influence on job satisfaction. Practical Implications: According to the personality type of the hospital workers, job satisfaction factors were found to be different. These results are expected to be important reference materials for human resources management in hospitals.

• 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.

• 한국직업건강간호학회지
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• 제30권2호
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• pp.57-67
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• 2021

Purpose: This study was conducted to investigate the influence of professional self-concept, ego-resilience, and job stress on job performance in reemployed nurses after career interruption. Methods: The participants were 207 nurses who worked at hospitals with more than 100 beds located in Seoul, Gyeonggi and Gangwon provinces. The nurses had experienced a career interruption of at least one year, and had less than five years of experience at the current workplace. The collected data were analyzed utilizing SPSS 24.0 program and using descriptive statistics, t-test, ANOVA, Pearson correlation coefficients, and multiple regression. Results: The participants' job performance, professional self-concepts, ego-resilience, and job stress showed significant positive correlations. It was found that the professional self-concept, ego-resilience, and job stress had an effect on the participant's job performance in order, and explained 51.3% of variance in job performance. Conclusion: To improve the job performance of career disconnected nurses, it is necessary to reinforce job stress control, professional self-concept, and level of ego-resilience.