• Title/Summary/Keyword: Job Suitability

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An analysis of Structural Model for Graduates on the Influencing Factors of Job Suitability and Job Satisfaction (대졸자의 일자리적합과 직무만족 영향요인에 관한 구조모형분석)

  • Lee, Man-Ki
    • Management & Information Systems Review
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    • v.29 no.4
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    • pp.245-266
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    • 2010
  • So far the study on college graduates has been concentrated on employment and wages. But if college graduates get a job, this study want expanding to the study of the suitability of their level to the job or the job satisfaction. For this study, structural equation model was built up to verify the influencing factors on the job suitability and job satisfaction of college graduates by using data of '2007 Graduates Occupational Mobility Survey(GOMS)'. To put it concretely, job suitability and job satisfaction were analysed based on the leading factors such as vocational value of graduates and the participation of employment supporting program in university. Analyses showed that the vocational value has a positive influence on the job suitability and the job satisfaction as well as the participation of employment support program. And the participation of employment supporting program influenced positively on the job satisfaction and the job suitability while in work. Besides we found that the job suitability has a positive impact on the job satisfaction. These confirmed that the vocational value while in school is very important and plays an important role in the job suitability and the job satisfaction with their jobs while in work. Also those who have a higher vocational value take part in the various employment supporting programs and experience the job satisfaction and the job suitability while in work. Therefore we found that the various employment supporting programs play an important role for the graduates. Accordingly, the school authorities and job centers have to strengthen the value education for the enrolled student to plant a vocational value and improve and reinforce the employment supporting program in university.

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The Influence of Foodservice Employees' Job Suitability on the Turnover Intention - Focusing on the Moderating Variable of Organizational Commitment - (외식업 종사자의 직무 적합 정도가 이직 의도에 미치는 영향 - 조직 몰입을 매개변수로 -)

  • Lee, Sang-Jung
    • Culinary science and hospitality research
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    • v.14 no.3
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    • pp.31-44
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    • 2008
  • The purpose of this research was to examine the construct known as job fit perceived by service employees in the foodservice industry. The model was tested using SPSS 12.0 and AMOS 4.0 based on the sample of 667 persons that showed a 95% usable response rate. The results of the empirical analysis showed as follows. First, in restaurants, the employees' job suitability factor brings about an indirect effect by organizational commitment and turnover intention. Second, employees' job satisfaction factor causes an indirect effect by organizational commitment. Third, employees' organizational commitment factor has relationships with turnover intention. That is, the higher organizational commitment, the lower turnover intention. By the same route analysis, job suitability has an effect on organizational commitment. Also, the research proved organizational immersion has an effect on turnover intention. In this respect, the research contributes to job performance of foodservice employees, emphasizing the necessity of educational programs for them.

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The individual-organizational suitability and individual-job suitability of front-line public officials Effect on Job Enthusiasm: Mediating Effect of Self-Efficacy (일선 공무원의 개인-조직적합성과 개인-직무적합성이 직무열의에 미치는 영향: 자기효능감의 매개효과)

  • Roh, Si Bum;Kim, Jong Rae
    • Journal of Digital Convergence
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    • v.19 no.12
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    • pp.79-89
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    • 2021
  • The purpose of this study is to examine the effects of organizational/job suitability and self-efficacy on the job enthusiasm of public officials to enhance the government's organizational performance and goal achievement, and to examine what mediating effects of self-efficacy have. As the subject and method of the study, a survey was conducted with 248 civil servants from three cities (P, U, Y) in Gyeonggi-do, and structural equation analysis was used for the collected surveys. As a result of the study, organizational suitability of public officials had a positive effect on job enthusiasm, and self-efficacy was found to have a partial mediating effect on organizational suitability and job enthusiasm. In the case of job suitability, job enthusiasm was not significant, and self-efficacy had a fully mediated effect. Based on the results of this study, administrative and policy implications for enhancing the enthusiasm for the job of front-line civil servants of administrative organizations were presented.

The Effect of person-job fit on job performance: The Mediating effect of job-based psychological ownership (개인-직무적합성이 직무성과에 미치는 영향: 직무기반 심리적 주인의식의 매개효과)

  • Hee-Sub Byun;Tae-Sik Rhee
    • The Journal of the Convergence on Culture Technology
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    • v.9 no.2
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    • pp.275-284
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    • 2023
  • This study is of academic significance to investigate the relationship between person-job fit and job-based psychological ownership, which previous studies lacked, and further confirmed for the first time in Korea that job-based psychological ownership mediates the relationship between person-job fit and job performance. In addition, the study supports the expectation theory that competency suitability affects job performance and the social exchange theory that requirement suitability affects job performance.

The Impact of Human Resource Management Activities on the Compatibility and Work Results

  • NGUYEN, Duc Trung;HA, Van Dung;DANG, Truong Thanh Nhan
    • The Journal of Asian Finance, Economics and Business
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    • v.7 no.9
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    • pp.621-629
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    • 2020
  • This research focuses on determining the impact of human resource management activities on the compatibility and work results of employees of Ho Chi Minh Stock Exchange (HOSE) listed companies. The paper includes five parts: introduction, literature review, research methodology, research results, and conclusion and policy implications. The data are collected from the survey of 350 listed companies in HOSE, in which 315 survey notes filled with sufficient information are used for analysis. The paper employs both qualitative method and quantitative method. Group discussion of 10 experts is for qualitative research. Quantitative method performs analysis of Statistics, Cronbach's Alpha, EFA analysis, CFA analysis and SEM model. The results of the research clearly indicate that human resource management (HRM) activities are measured through improving the ability, improving the motivation and improving the opportunity. While compatibility is measured through suitability, connection and sacrifice; whereby HRM activities of ability improvement have a positive effect on the job suitability and connection; HRM activities of motivation improvement have a positive effect on the job suitability, connection and sacrifice; and HRM activities of opportunity improvement have a positive effect on the job suitability, sacrifice and connection; Finally, the job suitability, sacrifice and connection positively affect the work results of employees.

Job Satisfaction of Nutritionist: Effect on Organizational Commitment and Turnover Intention in Public Health Center (보건소 영양사의 직무만족도가 조직몰입과 이직의도에 미치는 영향)

  • Park, Se-Eun;Seo, Min-Young;Kim, Won-Kyeong;Ryu, Kyung
    • Journal of the Korean Dietetic Association
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    • v.26 no.1
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    • pp.54-75
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    • 2020
  • This study examined the job satisfaction of nutritionists, and its effect on organizational commitment and turnover intention in public health centers. The response data of 174 nutritionists were analyzed. The overall average of job satisfaction was 3.94 out of 7 points, which was determined to be below 'normal'; however, the job suitability of sub-factors scored 5.26, which was more than 'normal'. The variables affecting job satisfaction that were provided by the respondents included job-related licenses (P<0.01) and co-nutritionists (P<0.01). Organizational commitment ranked 'normal' with a score of 4.35. Normative commitment (4.90) of the sub-factors was 'normal' or more, and differed when considering 'age' (P<0.01), 'employment status' (P<0.01), 'salary per year' (P<0.05), and 'working area' (P<0.05). The turnover intention was analyzed to be below 'normal' with 3.88 points, and the variables affecting turnover were significantly higher for subjects in their 20s (P<0.01), less than two job-related licenses (P<0.05), and less than two co-nutritionists (P<0.01). The four variables of job satisfaction, 'business discretion' (P<0.05), 'work environment' (P<0.01), 'job suitability' (P<0.01), and 'reward' (P<0.01), positively affected the organizational commitment. Moreover, organizational commitment had a mediating effect (P<0.01) on job satisfaction and turnover intention. Taken together, our results suggest that public health centers need to develop improvement plans for business discretion, work environment, job suitability and reward.

Job analysis according to the working experience of medical skincare workers (메디컬 스킨케어 종사자의 실무경력에 따른 직무분석)

  • Lee, Su-Min;Lee, Jae-Eun;Chon, Hae-Jung
    • Journal of the Korean Applied Science and Technology
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    • v.38 no.2
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    • pp.441-452
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    • 2021
  • This study examined the relationship by empirically analyzing whether the suitability, importance, frequency, and difficulty of the job depends on the practical experience of medical skincare workers. The purpose of the project is to help efficiently perform the duties in the field. As analysis methods, frequency, factor, reliability analysis, and one-way ANOVA analysis were conducted. After looking at the suitability of the job according to the working experience of medical skincare workers, it was confirmed that skin beauty education was being used appropriately in the skincare job in medical skincare. The higher the frequency at the actual site of the job, the higher the importance, and the more difficult it was depending on the working experience. As the medical beauty industry grows, various studies on the jobs of medical skincare workers should be conducted to systematize them into professional jobs.

The Influence of Job Satisfaction Factors on Turnover of Marine Sports Employees (해양스포츠 종사자의 직장생활에서의 만족요인이 이직에 미치는 영향)

  • Ji, Sam-Up;Kim, Tae-Soo
    • Journal of Fisheries and Marine Sciences Education
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    • v.26 no.4
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    • pp.797-807
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    • 2014
  • The purpose of this research is to clarify the influence of job satisfaction factors on the turnover of marine sports employees and propose the methodical and scientific preliminary data suggesting the development of marine sports and policy direction. To achieve this research was conducted on 247 marine sports workers from February to March, 2013 and the findings are shown below. Firstly, male workers showed higher satisfaction rate in social recognition and salary. Female workers showed higher satisfaction in work conditions. Married workers with related license holders negative in promotion, but workers who are 50 and older with high school diploma showed higher satisfaction. Secondly, group of singles showed higher satisfaction rate in social recognition and peer relationship. People with related majors showed higher satisfaction in suitability, salary, peer relationship and social recognition. Thirdly, those who show higher satisfaction in social recognition, work condition, salary, suitability, and promotion are show a lower likelihood of changing their job.

Factors Influencing Turnover Intentions among the Newcomers in the Construction of Landscape Architecture (조경시공분야 신입사원들의 이직의도에 영향을 미치는 요인)

  • Kim, Do-Gyun;Ryu, Il
    • Journal of the Korean Institute of Landscape Architecture
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    • v.43 no.2
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    • pp.73-86
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    • 2015
  • This study aimed to identify influencing factors such as job environment, job characteristics, and job competency as they are related to newcomer turnover intentions in the construction of landscape architecture, Korea. The results based on statistical analyses are follows as: The turnover experience of newcomers in the field of landscape architecture construction was 54.5%, about 1.6 times higher than in other fields. The influencing factors among newcomer turnover intentions in the construction of landscape architecture were workload(p<0.01), job suitability, and personal relations(p<0.01), while in job autonomy, work conditions, job competency, job identity, job variety, and job compensation were not statistically significant. This study found that key important factors of dependent variables that conceptually explain the influence of turnover intentions among newcomers differed between the construction of landscape architecture and other fields. The most important factors in turnover intention were workload>personal relationship>job suitability among independent factors. This study implied that efforts for improvement are needed in areas of workload, personal relations, and job suitability to mitigate newcomer turnover intentions so as to establish common and personal goals in the field of landscape architecture construction because turnover intention could lead losses in human resources, time, economy, and psychological health. In conclusion, this study suggested the importance of efforts for human resource management to reduce turnover intentions among newcomers in the field of landscape architecture construction.

Analysis of the effects of college graduates' qualifications on employment and job suitability (대졸자의 자격보유가 취업과 일자리적합도에 미치는 영향 분석)

  • Lim, Mi-Jung
    • Journal of the Korea Convergence Society
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    • v.11 no.7
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    • pp.223-230
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    • 2020
  • The purpose of this study was to identify the characteristics of college graduates who obtain qualifications, and to check the economic and ineffectiveness of qualifications through the analysis of employment and job relevance according to their school area. For the main research, the "2016 Graduates Occupational Mobility Survey (GOMS)" data was used to perform basic statistics and logistic regression analysis using SPSS 25. This study reaffirmed the effectiveness of employment as stated in the preceding study, and in particular, the qualification of non-Seoul area colleges students had some positive effects on employment and job compatibility. In conclusion, the effectiveness of qualifications according to individual attributes and location of school may differ, but it suggests that proper qualification encouragement and acquisition support can help the employment and job convergence of college graduates.