• The Journal of the Korea Contents Association
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• v.9 no.2
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• pp.279-288
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• 2009

The purposes of this study were to understand the differences of general characteristics, to compare understanding level of the organization cultures, and to develop more good management methods between outsourcing workers and regular workers in hospitals. Major results of this study were as follows: First, regular workers had higher level than outsourcing workers in major understanding on job satisfaction and organization cultures(pride of their jobs, recognition level of job performance ability, satisfaction on ordering method. etc.). Second, the results showed that the level of job performances related with effective management of the factors in job satisfaction and involvement. Third, through multiple regression analysis to understand factors on job satisfaction and involvement, we understood that regular workers were effected by vision performance of hospital and their value view-point, and outsourcing workers were influenced by recognition levels and education levels of hospital vision, Therefore, to maximize level of job satisfaction and involvement. we have interest in development of education program for outsourcing workers, and selection of adequate persons in hospital culture.

• Journal of Convergence for Information Technology
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• v.12 no.5
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• pp.278-289
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• 2022

This study empirically analyzed the effect of work value of beauty industry workers on service productivity through job satisfaction. First, according to the result of investigating factors that make effect on service productivity, it was identified that service productivity increases when work value and job satisfaction are higher. Also, it was identified that service productivity increases when awareness of satisfying values, intrinsic satisfaction, recognition of work value, recognition of self-value, and extrinsic satisfaction are higher. Fourthly, as a result of investigating the effects of work value of beauty industry workers on service improvement through job satisfaction, it was identified that the mediating effect of job satisfaction was also significant in the sobel test as Z value of |Z|=15.057 showed a greater value than 1.96. Based on the results of this study, it is expected that inner motivation can be increased for beauty industry workers to recognize that their work is meaningful and worthwhile and service productivity can be maximized by improving the satisfaction and intrinsic job satisfaction that come from work itself.

• The Journal of the Korea Contents Association
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• v.7 no.12
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• pp.199-208
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• 2007

The Employment instability of current employees should be related to uncertainty of switching job for experienced ones. Therefore, the researcher would like to look into the influence which is taken by Job Insecurity after verifying Job Instability Recognition through employees and identification of the level into Trust in organization, In particular, for the employee who is working in a catering department and expected to be ranked highly among tourist companies concerning Job Instability Recognition. According to the result of a tentative theory that Job Insecurity will effect negatively to Trust, conversely, it does not give any considerable effects both Trust in colleague and company. It just turned out that the risky factor of their dismissal could come to a substantial consequence to Trust in Superior. In this regard, a study shows that there isn't any relation to Trust in colleague even though there Is the cause of being fired. In this sense, employees can assume that a work evaluation or relationship with their superior, who work together in the field, is related to the risky factor regarding their dismissal. In other words, it turned out that there was no difference between regular employee and non-regular employee in the matter of Job-Instability-Recognition.

• Journal of Korea Port Economic Association
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• v.40 no.2
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• pp.119-136
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• 2024

This study examined the impact of internal and external motivation (enjoyment, challenge, sense of accomplishment, recognition, reward) and psychological ownership of members of a land transportation company on organizational effectiveness (job satisfaction, organizational commitment), and internal and external motivation and organizational commitment. We aim to analyze the moderating effect of psychological ownership in the relationship between effectiveness. To this end, a survey was conducted targeting employees working at land transportation companies, and the results of the analysis are summarized as follows. First, among the intrinsic motivation factors of land transportation companies, challenge and sense of accomplishment had a significant impact on job satisfaction of organizational effectiveness, and enjoyment was confirmed to have an impact at a significant level. And only the sense of accomplishment had a significant effect on organizational commitment, while enjoyment and challenge had no effect. Second, recognition, an extrinsic motivator, had a significant effect on both job satisfaction and organizational commitment of organizational effectiveness, and compensation had an effect on job satisfaction but had no effect on organizational commitment. Third, psychological ownership had a significant effect on both job satisfaction and organizational commitment. Fourth, psychological ownership was found to have no moderating effect in the relationship between intrinsic motivation and organizational effectiveness, enjoyment in the relationship between challenge, job satisfaction, and organizational commitment, and to have a moderating effect in the relationship with a sense of accomplishment. Fifth, psychological ownership had a moderating effect in the relationship between extrinsic motivation and organizational effectiveness, recognition, compensation, and job satisfaction, but was found to have no moderating effect in the relationship with organizational commitment. Therefore, there is a need to improve management performance by inducing organizational commitment through job satisfaction and subsequently leading to psychological ownership.

• Journal of Distribution Science
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• v.14 no.8
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• pp.23-33
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• 2016

Purpose - The purpose of this study was to analyze the effects of education & training and organizational culture on job satisfaction and organizational commitment and then examine the difference that would appear depending on the job title in the case of Korean employees in the manufacturing industry. Research design, data, and methodology - Our sample consisted of 1,013 administrative employees in the manufacturing industry with data extracted from the 4th Human Capital Corporate Panel (2011) survey. Descriptive statistics and multiple regression analysis were conducted. Results - Results showed that education & training had positive effect only on job satisfaction while organizational culture had positive effect on both job satisfaction and organizational commitment. Components under education & training (duration of the formal learning, efficacy of formal learning and efficacy of informal learning) and organizational culture (equity, communication, talent recognition, innovation) that were found to be affecting job satisfaction and organizational commitment revealed to be different depending on the hierarchical position of the employee. Conclusions - Different approach and policy for each group of job title could be considered in order to increase job satisfaction and enhance organizational commitment of the employees.

• The Journal of the Korea Contents Association
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• v.7 no.12
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• pp.209-217
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• 2007

This study was done to find out how social recognitions to affect hotel employees' self-confidence in their job and job satisfaction. For the purpose of the study, literatures on job satisfaction and occupational self-confidence were reviewed and empirical analysis were carried out with the hotel employees in Daejeon area. Through the study we found that hotel employees with family members who showed a positive attitude for the hoteliers showed higher degree of occupational confidence and job satisfaction for their job. The study also found that there was a significant relations between social recognitions and job satisfaction. In addition, the study showd that job confidence and job satisfaction were significantly correlated.

• The Korean Journal of Health Service Management
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• v.6 no.1
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• pp.65-75
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• 2012

The purpose of this study is to provide information to Efficient utilization of human resources management by studying the factors influencing the turnover intention of employees working in the Hospital. The study, the area of medical institutions located in more than 30 hospital-grade medical workers engaged in the collection of data aimed at the September 2010 and October 1 days and 1, 794 were used for the analysis, data processing and analysis package, SPSS 18.0 was used. The findings are as follows: First, the study found that age, job position had a significant and negative effect on turnover intentions. The turnover intention rates were highest among nursing staffs, followed by medical technicians and healthcare supporters and then administrators. Secondly, high degree of autonomy, job skills recognition and less job satisfaction in a positions have been identified to affect the significant. It also has turned out that job suitability and emotional commitment have influenced the turnover intentions.

• Journal of the Korean Home Economics Association
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• v.50 no.4
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• pp.63-71
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• 2012

This study aimed to investigate the job satisfaction of child care helpers who are service providers in a child care support project. For this study, 302 child care helpers in ten districts within Seoul participated in the present study. A survey was conducted to collect data concerning their job satisfaction. Data were analyzed with descriptive statistics and regression using the SPSSWin 16.0 version. The results of this study were as follows. Generally, child care helpers had a high degree of job satisfaction. In addition, they exhibited the highest degree of satisfaction in relationships and the lowest satisfaction in wages. Furthermore, they demonstrated varying degrees of job satisfaction depending on their individual characteristics, activity characteristics, and activity recognition. The results of the present study can provide useful implications in regards to successful child care support projects.

• Journal of the Korea Society of Computer and Information
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• v.24 no.6
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• pp.199-204
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• 2019

This study found out the influence of CCTV recognition and Self-efficacy on job satisfaction for 275 child care teachers working at daycare centers in Chungcheongbuk-do Province, and verified the regulation effect of Self-efficacy in the process. SPSS(Statistical Package for Social Science) 22.0 was used for data analysis. The results of the study are as follows: First, it was found that factors such as the guarantee of child's right, the guarantee of teachers' rights, and the self - efficacy were influential factors on the job satisfaction of the child care teachers. Second, it has been confirmed that the guarantee of teachers' rights and self-efficacy on the job satisfaction of child care teachers have a regulation effect. This study can be meaningful in that it provided basic data to enhance the quality of child care services by analyzing the factors of influence on the job satisfaction of child care teachers and presenting specific measures accordingly.

• Journal of Family Resource Management and Policy Review
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• v.1 no.2
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• pp.1-15
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• 1997

The purpose of this study is to investigate (1)the level of the urban housewives’behavior and satisfaction of wedding, (2)the influential factors related to the two dependent variables above mentioned. So that provides some fundamental materials to improve the level of sound wedding culture and the whole home living. The subjects were 356 housewives, in April, 1997, Seoul. The data obtained were analyzed by Mean, Pearson’s correlation, Stepwise Multiple Regression and Path Analysis. The major findings were as follows: 1) The general tendency of the housewives’wedding behavior and satisfaction was reasonable. 2) According to the background variables(ie: marital form, the existence of job, the recognition degree of her husband’s family’s living standards, the recognition degree of her parents’home’s living standards, the perception of marital transactions), the housewives’wedding behavior was significantly different. 3) According to (1)the background variables(ie: communication frequency in household, self-acceptance, the adequacy of household income, educational level), (2)intermediated variable(ie: articles essential to a marriage), the housewives’wedding satisfaction was significantly different. 4) The indirect variable of the positive influence for housewives’satisfaction of wedding was marital form, the existence of job. the indirect variable of the negative influence for housewives’satisfaction of wedding was the recognition degree of her husband’s family’s living standards, the recognition degree of her parents’home’s living standards, the perception of marital transfactions.