• The Journal of the Korea Contents Association
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• v.6 no.4
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• pp.125-135
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• 2006

The objective of this study is to verify effects of employees' cognition of their job characteristics in production department of manufacturing companies on production performance and also to verify the moderating effect of the characteristics of managerial accounting information in the relationship between job characteristics and productivity. To achieve this purpose, this study divides the factors of job characteristics into task diversity, task significance, autonomy, and task identity and production performance into flexibility, time, and quality. The results of this study are as follows. First, There is a significant relationship between job characteristics and production performance according to employees' cognition of their job characteristics. Second, There is a significant relationship between job characteristics and production performance according to the characteristics of managerial accounting information.

• Asia pacific journal of information systems
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• v.33 no.4
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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.

• Journal of Venture Innovation
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• v.5 no.4
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• pp.41-56
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• 2022

This study was conducted to empirically analyze the effect of various job characteristics on job satisfaction under the smart work environment, which has become a hot topic recently. To this end, job characteristics under the smart work environment were subdivided into job autonomy, job flexibility, and job efficiency. In addition, although these job characteristics had a direct effect on job satisfaction, the learning agility of employees was also considered to be important factors. Job autonomy, job flexibility, and job efficiency all had a significant positive (+) effect on job satisfaction. In the case of learning agility, it was found that there was a mediating effect in all paths. The results of this study had academic significance in that they empirically tested the relationship between job characteristics of smart work and job satisfaction according to the progress to contact free society..

• Industry Promotion Research
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• v.2 no.2
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• pp.7-13
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• 2017

This study analyzed the effect of human resource management on the performance of franchise restaurant workers. First, employment management of franchisees did not have statistically significant effect on business performance. Second, evaluation management (p<.05, ${\beta}=1.887$) showed a significant effect on job improvement, but did not affect financial performance significantly. Third, career management (p<.05, ${\beta}=1.715$) was found to have an impact on financial performance, but it did not significantly affect job performance. Fourth, there was a somewhat higher correlation between job improvement and job management (.441), job improvement and evaluation management (.476), p<.01, and financial performance and employment management (.375) (.356), and financial performance and career management (.371) were found to be correlated with p<.05 significance level. This study analyzes the effect of human resources management on the performance of franchise restaurant workers, and finds out the importance of characteristics of factors such as recruitment management, career management, and evaluation management. Research has significance.

• The Korean Journal of Rehabilitation Nursing
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• v.17 no.2
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• pp.81-89
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• 2014

Purpose: The purpose of this study was to define the relationships between job stress, professional self-concept, and job satisfaction among nurses in rehabilitation units and to identify factors that influence job satisfaction. Methods: This study surveyed 240 nurses working at the rehabilitation units of 10 hospitals located in G City. To collect the data, nurses' job stress, the professional self-concept of nurses instrument (PSCNI), and the Korean-Minnesota Satisfaction Questionnaire (K-MSQ) were used. The data were analyzed through t-tests, ANOVA, Pearson's correlation coefficient, and multiple regression using the SPSS/WIN 18.0 program. Results: The scores for job stress, professional self-concept, and job satisfaction were $3.34{\pm}0.61$, $72.36{\pm}8.64$ and $3.17{\pm}0.39$, respectively. Job satisfaction and job stress showed a low-level negative correlation with statistical significance (r=-.13, p=.042), whereas a medium-level positive correlation was found between job satisfaction and professional self-concept (r=.46, p<.001). Job stress, professional self-concept, total career length and size of working hospital explained approximately 25.8% of job satisfaction (F=17.52, p<.001). Conclusion: Considering the results in this study, it is necessary to develop a practical educational program to establish positive professional self-concept for nurses in rehabilitation units. Such efforts must be supported by clinical nursing administrations through policies aimed at reducing job stress and increasing job satisfaction.

• Journal of Korean society of Dental Hygiene
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• v.3 no.2
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• pp.127-141
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• 2003

The present study conducted a survey on the correlation between job satisfaction of dental hygienists and their workplace satisfaction and quality of life. A total of 249 surveys eligible among all the collected surveys were used in the analysis. The survey consisted of 61 items; 35 items were about self-evaluations of their satisfaction with their tasks, occupation, and workplace, as well as the degree of self-affirmation and their family-related satisfaction; the rests were 26 WHOQOL-BREF items investigating the quality of life. Collected data were processed using the SPSS Ver. 10.0 calculating the reliability with the frequency, percentage, and Cronbach's ${\alpha}$. Besides, one-way ANOVA and linear regression analysis examined the correlation between the variables. The conclusion is as follows: 1. By Age: Job satisfaction and family-related satisfaction were highest in the subjects aged 30 or older($3.5377{\pm}0.6891$ at pF0.05 and $4.1789{\pm}0.5431$ at pF0.05, respectively), though the differences were not statistically significant). Workplace satisfaction and self-affirmation were also highest in those aged 30 or order($3.5753{\pm}0.4210$ at pE0.05 and $3.9695{\pm}0.4616$ at pE0.05, respectively). The differences were statistically significant. Quality of life was also highest in those aged 30 or older($3.4095{\pm}0.3529$, pF0.05). 2. By Types of Dental Institutions: Job satisfaction and workplace satisfaction were highest in the subjects who worked at the dental department in a general hospital($3.7431{\pm}0.5940$ at pF0.05 and $3.6615{\pm}0.4602$ at pF0.05. respectively), though without statistical significance. Self-affirmation was highest in those working in university hospitals($3.773{\pm}0.7151$, pF0.05), while family-related satisfaction was highest, though without statistical significance, in those working at the dental department in general hospitals($4.2500{\pm}0.5528$, pF0.05), who also showed highest quality of life with statistical significance($3.4046{\pm}0.4155$, pE0.05). 3. By Years at Work: The subjects who had worked as a dental hygienist for 12 years or more showed highest satisfaction or scores in all the variables investigated: job satisfaction($3.9326{\pm}0.6673$, pE0.05): workplace satisfaction($3.8316{\pm}0.4342$, pE0.05): self-affirmation($4.2000{\pm}0.4551$, pE0.05); family-related satisfaction($4.3778{\pm}0.4692$, pF0.5): and quality of life($3.5235{\pm}0.4323$, pF0.05). All but quality of life showed a difference with statistical significance. 4. Correlation between Quality of Life and Overall Job Satisfaction: Quality of life doesn't have a correlation with the subjects' satisfaction with their occupation or with their self-affirmation, while it does have a correlation with workplace satisfaction and family-related satisfaction(F=15.983, Sig=0.000, $R^2$=0.209). Besides, workplace satisfaction has a significant correlation with all the variables: job satisfaction, self-affirmation, family-related satisfaction, and quality of life(F=38.563, Sig=0.000, $R^2$=0.389). The above result shows that workplace satisfaction has a high correlation with job satisfaction, self-affirmation, family-related satisfaction and with quality of life. Consequently, to enhance satisfaction of dental hygienists with their workplace, it would be important to promote their autonomy and make desirable wokplace environments so that they can work efficiently with pride for their job.

• Korean journal of food and cookery science
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• v.32 no.6
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• pp.745-753
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• 2016

Purpose: This study was conducted to provide basic data for human resources management of hospital foodservice employees by determining their job characteristics, job satisfaction, and organizational commitment according to recent hospital environment changes. Methods: Our survey was administered to 248 hospital foodservice employees in Busan area from September 1 to September 25, 2014. A total of 158 questionnaires were used for final analysis. Results: The mean score of job characteristics showed significantly difference by work experience (p<0.001), annual salary (p<0.01), and cooking certification (p<0.05). Job satisfaction had significantly difference by the age (p<0.05), annual salary (p<0.001), and turnover intention (p<0.001). Organizational commitment showed significantly (p<0.001) difference by age, work experience, and annual salary. There was positive correlation (p<0.001) between organizational commitment and job characteristics, job satisfaction. Organizational commitment had significantly positive correlation with skill variety (p<0.001), feedback (p<0.01), and task significance (p<0.001) of job characteristics, with work (p<0.001), pay (p<0.001), and co-workers (p<0.001) of job satisfaction. Job characteristics (${\beta}=0.249$, p<0.001) and job satisfaction (${\beta}=0.380$, p<0.001) had positive influences on the organizational commitment(p<0.001). In sub factors of job satisfaction, work (${\beta}=0.291$, p<0.001) and pay (${\beta}=0.252$, p<0.01) had positive influences on organizational commitment. Conclusion: To develop the organizational commitment, hospital managers need to reinforce responsibility and fulfillment by job enrichment and to consider increasing salaries to get a higher satisfaction from foodservice employees.

• Journal of Digital Convergence
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• v.14 no.9
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• pp.215-227
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• 2016

This paper aims to examine the relationships between job embeddedness, Job Involvement in the convergence age. In addition, this study examined the moderating effects of Job Meaning. To accomplish these purposes, the main factors of the job embeddedness such as fit, link and sacrifice were found from the previous studies. Also, 306 questionnaires were used in the analysis. The following are the summary of hypothesis test: First, Job Embeddedness are positively related to Job Involvement. Second, the moderating effects of Skill Variety and Task Identity is a significant partial moderating effect on the relationship between job embeddedness and Job Involvement, but about Task Significance are significant full moderating effect.

• Journal of the Korea Society of Computer and Information
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• v.29 no.4
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• pp.135-143
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• 2024

This study investigates the impact of transactional leadership on job performance(team performance) and job satisfaction, with a focus on the mediating effect of job engagement. This study highlights the significance of contingent rewards and management by exception, components of transactional leadership, in motivating organizational members towards achievement and maintaining high performance levels. Through analysis, this research aims to demonstrate how transactional leadership affects employees' job engagement, subsequently influencing job performance and satisfaction. By understanding the role of job engagement as a mediator, organizations can adjust leadership styles and enhance job engagement, ultimately improving organizational performance and employee satisfaction. The findings suggest a composite approach to leadership, integrating both transactional and transformational elements, is more effective in fostering high job performance and satisfaction among employees. This study provides insights into developing strategies to boost job engagement and optimize leadership practices for better organizational outcomes.

• Journal of Korean Public Health Nursing
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• v.27 no.1
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• pp.16-26
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• 2013

Purpose: The aim of this study was to identify a conceptual link between role conflict, job satisfaction, and organizational commitment, with a specific examination on how job satisfaction mediated the relationship between role conflict and organizational commitment, among community healthcare workers. Methods: Participants were 119 community healthcare workers of the Seoul Preventive Project for Metabolic Syndrome at 15 community health centers. Descriptive analysis, correlations analysis, and multiple regression analysis were used for statistical analysis of our data. Additionally, Sobel's test was used to verify the significance of the mediating effect. Results: An inverse association between role conflict and organizational commitment was found (beta=-0.53, p<.001). This relationship was fully mediated by job satisfaction (z=-6.43, p<.001). Conclusion: Job satisfaction mediates the effects of role conflict on the organizational commitment of healthcare workers in community health centers. Strategies for improving the components of job satisfaction are needed to achieve better outcomes in organizational commitment in the Seoul Preventive Project for Metabolic Syndrome and possibly other work settings.