• 한국식품조리과학회지
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• 제21권2호
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• pp.225-234
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• 2005

The purpose of this study was to examine the causes of bakery employees quitting their jobs at hotels in order to make more efficient use of human resources by increasing personnel management efficiency and reducing the turnover rate, The subjects in this study were employees working for bakeries at top-ranked hotels, and the responses from 266 respondents were selected for analysis. The survey was conducted from July 1 through 20, 2003. Frequency analysis, factor analysis, reliability analysis, t-test, ANOVA and regression analysis were performed for data handling. The major findings of this study were as follows: First, concerning salaries, their turnover intention was influenced by whether they were properly paid or gained a sufficient living. Second, as for environmental factors, their turnover intention was affected by performance appraisal and interpersonal trust with colleagues. Third, regarding job-related factors, their turnover intention was impacted by the clarity of their job definition, their degree of job satisfaction and the suitability of their posts. Fourth, the change of job was influenced by the desire for a job in another region, in another company and of another kind. To successfully manage employee turnover at hotel bakeries, employees should be properly paid, and different performance appraisal standards, including a multilateral evaluation system, should be applied according to the nature of the department. furthermore, there should be a clear distinction between sales and other works, and they should be carefully treated to increase job satisfaction.

• 농촌의학ㆍ지역보건
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• 제47권4호
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• pp.275-282
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• 2022

Objective: This study intends to analyze the performance of LINC+ program for three years of the dental hygiene department at Ulsan college and to present the direction for the operation of the LINC 3.0 project to be conducted for 6 years. Methods: A survey was conducted on 87 human resources officers participating in the LINC+ project of dental hygiene department from July 2021 to August 30, 2021, and the IBM SPSS Statistics 24.0 program was used for data analysis. Results: In terms of the suitability of the curriculum, operation of clinical practice averaged 4.82 points and omnibus courses averaged 4.77 points, and it was identified that OJT course, clinical practice, and educational environment make effects on job adaptation period, education and training period, and the reduction of education and training costs(p<0.05). Conclusion: In order to produce graduates who are highly adaptable in the field, participation of industries in the development and operation of the curriculum must be expanded and jointly operated, and it was possible to confirm the importance of the same educational environment as the industry to shorten the job adjustment period.

• 한국식품조리과학회지
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• 제3권2호
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• pp.59-67
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• 1987

율무쌀을 식량으로서의 적합여부를 규명하기 위해 천안산, 횡성산, 의성산 율무쌀을 임의로 선택하여 전분의 분리, amylose 함량 측정, amylogram특성 등의 물성을 측정하고, 율무쌀가루를 여러 혼합비율로 혼합한 식빵과 떡을 제조하여 조리, 적합여부에 대하여 조사한 결과 다음과 같이 요약할 수 있었다. 1. 율무쌀의 전분 함량은 12~20%정도로 쌀이나 찹쌀의 전분함량의 1/3정도이었으며 율무전분의 amylose와 amylopectin의 함량을 측정한 결과 거의가 amylopectin으로 되어있어 찰전분임을 알 수 있었다. 2. 율무쌀전분, 쌀전분, 찹쌀전분의 amylogram에서 호화개시 온도는 각각 $69.5^{\circ}C$, $68.8^{\circ}C$, $68.5^{\circ}C$로 율무쌀전분이 다른 전분에 비해 약 $1^{\circ}C$ 정도 높게 나타냈다. 최고 점도는 율무쌀전분이 860 B.U, 쌀전분, 420 B.U., 찹쌀전분 610 B.U.로 율무쌀전분이 가장 높으며 쌀전분의 약 2배 정도였다. 그리고 $95^{\circ}C$에서부터 $50^{\circ}C$로 냉각된 때에는 쌀전분이 500 B.U.로 가장 높았으며, 찹쌀전분 310 B.U.보다는 율무쌀전분이 410 B.U.로 쌀전분과 찹쌀전분의 중간 성질을 보였다. 3. 율무쌀가루를 혼합한 때의 제빵성을 검토한 결과 l0% 혼합시 빵의 식미는 밀가루빵보다 우수하였으며 20% 혼합시에는 빵의 부피 및 내부 특성이 밀가루빵과 비슷하였다, 30% 이상일 때는 빵의 부피 및 조직과 관능검사 결과가 좋지 못하였다. 따라서 제빵시 율무쌀 가루를 20%정도까지는 혼합하여 사용할 수 있다고 본다. 4. 율무쌀가루를 이용한 떡은 율무쌀가루를 25% 혼합시켰을 때 조직 향미, 식미등이 가장 좋았으며 50% 이상 혼합되면 떡의 부피 및 조직과 관능검사 결과가 나쁘게 판정되었다. 따라서 떡을 제조할 때에도 율무쌀가루를 25%까지는 혼합 사용할 수 있다고 판단되므로 식빵과 떡제조시 율무쌀가루를 혼합사용하여 율무의 이용면을 넓힐 수 있다고 생각한다.

• 한국생활과학회지
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• 제13권6호
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• pp.943-957
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• 2004

The purpose of this study is to 1) understand the importance of brands, which are known as one of the key purchasing points to consumers today; 2) 10 clearly clarify the various attributes of goods well-known to consumers; 3) to research the effect of the goods attributes on brand attitude. We examined 465 consumers to understand a purchase or a shopping habit with national and non-brand. The study used SPSS 11.0 package for a data analysis. Then using varimax rotation, we employed a factor analysis to analyze the data and obtain Cronbach ${\alpha}$ value. For more specific data analysis, we conducted t-test, regression analysis, and x2 analysis. The results are as followings: 1. The goods attribute is classified into product attribute, shop attribute, and price attribute. The product attribute is divided into wearability, labeling of size and quality, aesthetic expression, brand expression-harmony, textile-suitability, manageability and product assortment. The shop attribute is into shop environment, shopping convenience, promotion, salesperson service, convenience of location, shop's reputation. The price attribute is into price reasonability, price value, price economy, and price information. 2. The product attribute is different, by national and non-brands, in wearability, labeling of size and quality, brand expression-harmony, textile-suitability, manageability. The shop attribute had a significant difference in environment of shop and its reputation, and the price attribute had one only in price economy. 3. The brand attitude was affected by wearability, aesthetic expression, shop environment, price value, and price information. 4. Also, there exists a difference by demographic variables(age, job, academic background, marriage, income level) in brand attitude. For example, national brands have its consumers with the following variables: higher education, higher income, professional job, over 20s, and married.

• 한국조리학회지
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• 제18권2호
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• pp.64-81
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• 2012

본 연구는 특급호텔 종사원이 인지하는 상사의 변혁적 리더십 스타일에 따라 조직몰입 및 직무만족에 미치는 영향을 파악하고자 하였으며, 이러한 인과관계에서 근속연수와 성별에 따른 조절효과를 검증하고자 하였다. 실증연구를 위해 확보된 301개의 표본을 바탕으로 연구모형의 신뢰성, 적합성 등을 검토하였고, 구조방정식 모형을 사용하여 총 5개의 가설을 검증하였다. 연구결과 변혁적 리더십의 하위 차원 중 카리스마와 동기부여가 조직몰입에 유의한 영향을 주는 것으로 조사되었고, 조직몰입은 직무만족에 유의한 영향을 주는 것으로 조사되었다. 이를 통해 종사원들이 인지하는 상사의 변혁적 리더십 중 카리스마와 동기부여는 종사원들로 하여금 조직몰입에 긍정적인 태도를 형성하게 된다는 것을 확인할 수 있었다. 한편 변혁적 리더십이 조직몰입 및 직무만족에 미치는 영향에 있어서 근속연수와 성별에 따른 조절효과를 분석한 결과, 근속연수에 따른 조절효과는 존재하는 것으로 나타났고, 성별의 조절효과는 없는 것으로 조사되었다.

• 한국산학기술학회논문지
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• 제17권1호
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• pp.622-628
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• 2016

본 연구의 목적은 의료기관 행정직 종사자의 역할 스트레스가 소진과 직무만족, 조직몰입에 미치는 영향을 실증적으로 규명하고자 실시되었다. 본 연구는 200병상 이상의 종합병원 중 10곳의 행정직원을 대상으로 2015년 7월 13일부터 8월 14일 까지 한 달 동안 설문조사를 실시하였다. 조사된 설문은 AMOS 18.0을 이용하여 확인적 요인분석, 평균분산추출, 연구모형의 적합도 지수, 연구모형의 경로계수 추정치 분석 등을 실시하였다. 본 연구의 주요결과로는 의료기관 행정직 종사자의 역할갈등과 역할과다는 소진에 정(+)적인 영향을, 소진은 직무만족에 부(-)적인 영향을 미치는 것으로 나타났고, 조직몰입과의 관계는 유의하지 않은 것으로 나타났다. 본 연구결과는 부서간의 연계 업무 등에 있어 역할갈등을 줄이기 위해서는 업무에 대한 명확한 지침과 업무지시의 통일성 등이 필요하고, 정확한 업무 측정과 계량으로 구성원의 역할을 적정화할 때 조직에 대한 애착과 헌신도도 높아지고 궁극적으로 개인의 직무성과도 향상될 수 있음을 시사하고 있다.

• 유통과학연구
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• 제12권10호
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• pp.109-121
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• 2014

Purpose - Most studies related to emotional labor have been conducted in the low-contact service industry rather than the high-contact service industry. Since the subjects of this study were golf service assistants, working in an industry in which the interaction and contact between customers and employees are considerable and the degree of customization is high, this study is significant. Thus, we would like to focus on the relationship between the humor style of golf service assistants and emotional labor. Humor style was divided into two styles-adaptive humor and maladaptive humor. Emotional labor was divided into two dimensions-surface acting and deep acting. In addition, we identify the relationship between emotional labor, job satisfaction, and turnover intention. Research design, data, & methodology - This study focuses on the humor styles in the golf service industry, among golf service assistants, on their emotion labor, and verifies the relationship between emotion labor and work satisfaction or job turnover intention. Based on the outcome, a total of four hypotheses were set up. To verify the hypotheses, surveys were conducted on the golf service assistants working in two golf fields in the region of Busan as well as its neighboring area. A total of 250 copies of the questionnaire were distributed. Subsequently, a total of 227 valid questionnaire copies, after excluding improper responses, were used in the analysis. After verifying the reliability and feasibility of variances, Amos 18.0 was used to implement the structure method so as to verify the study hypotheses. As a result of this analysis, the suitability of the entire model was considerably appropriate to the standard value, and the level is adequate to accommodate the study model completely. Results - First, it was found that the adaptive humor of golf service assistants had a positive effect on deep acting and maladaptive humor had a positive effect on surface acting. Second, It was found that employees' satisfaction with their job was reduced through surface acting, and those employees who experienced positive emotional labor in the form of deep acting were more satisfied with their job. Third, surface acting among employees increased turnover intention, but deep acting reduced it. Finally, the relationship between job satisfaction and the turnover intention of golf service assistants in the golf service industry was examined. Conclusions - First, the adaptive humor of the golf assistants in the golf service industry had a positive effect on their expression behavior. Second, deep acting increased their job satisfaction while their surface acting had a noticeably negative effect on their job satisfaction. Third, the surface acting of the emotion labor dimensions that the golf service assistants experience increases their turnover intention while their deep acting decreases their turnover intention. Finally, when analyzing the relationship between job satisfaction and turnover intention of the golf service assistants, it was found that the turnover intention decreased when their job satisfaction is increased.

• 한국산업융합학회 논문집
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• 제26권5호
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• pp.757-763
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• 2023

Major industrial accidents in which workers die due to fires or explosions while working at chemical substance handling workplaces continue to occur. Among the major industrial accidents that occurred between 2005 and 2021, the accident status by work situation and equipment was analyzed. Through analysis, it was confirmed that storage, reaction, and piping facilities were the main causes of the accident, and a self-checklist for each facility was developed. Verification was conducted through the supply and use groups to evaluate the suitability of the use, duties, and items of the self-checklist. The user group showed higher satisfaction than the supplier group for all three suitability of use, job, and item. In particular, since the inspection items of the self-checklist were organized around the cause of the accident derived through the analysis of actual accident cases, the satisfaction level was high in all groups. It is expected that the self-checklist developed through this study will be useful not only for large companies but also for small and medium-sized chemical industries that lack professional manpower.

• 산업진흥연구
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• 제2권1호
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• pp.39-44
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• 2017

본 연구는 내일채움공제 제도가 대구.경북지역 중소기업 근로자의 직무만족도에 미치는 영향을 분석하였다. 연구결과를 요약하면 다음과 같다. 조사대상은 내일채움공제에 가입한 중소기업 근로자로 총 159명이며, 분석 자료는 SPSS Statistics 20을 사용하여 빈도분석, 요인분석, 신뢰도분석, 상관관계분석, 회귀분석 및 사후분석을 포함한 분산분석을 실시하였다. 분석결과 첫째, 내일채움공제 제도 요인 중 방법의 적합성이 직무만족도에 가장 높은 긍정적인 영향을 미치는 것으로 나타났다. 둘째, 내일채움공제 가입 후 업무만족도의 상관관계는 적합성(p<.01, ${\beta}=.307$)과 효율성(p<.01, ${\beta}=.296$)이 업무만족도에 유의한 영향을 미치는 것으로 나타났다. 셋째, 내일채움공제 제도에 가입한 근로자의 학력에 따른 직무만족도 차이분석은 전문대졸(2.08)이 대졸(1.99) 보다 직무만족도에 더 높은 것으로 분석 되었다. 본 연구는 내일채움공제 제도가 직무만족도에 미치는 영향력을 분석함으로써 삶의 질, 업무만족도, 근속성 요인의 중요도를 파악하고 근로자의 인구통계학적 특성에 따른 차이분석을 알아보고 내일채움공제 제도가 고용유지 및 직장 생활안정에 도움을 주어 직무만족도에 영향을 미치고 그 효과성을 검증 했다는데 연구의 의미가 있다.

• 디지털융복합연구
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• 제16권3호
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• pp.385-394
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• 2018

본 연구의 목적은 종합병원에 근무하는 간호사의 병원조직문화, 조직침묵과 직무 배태성이 이직의도에 미치는 영향을 확인하기 위함이다. 연구대상자는 종합병원 근무 간호사 152명이었으며 자료수집은 2017년 4월 19일부터 4월 30일까지 수집하였다. 통계분석은 SPSS/WIN 22.0 프로그램을 이용하여 위계적 다중 회귀분석으로 분석하였다. 연구결과, 이직의도는 체념적, 방어적 침묵이 정적 상관관계를 보인 반면, 합의지향적 조직문화, 직무배태성의 희생, 적합성, 연계가 부적 상관관계를 나타냈다. 이직의도의 영향요인으로는 현 근무지 경력, 방어적 침묵, 희생이 있었으며, 이직의도에 대한 이들의 설명력은 47%로 나타났다. 따라서 이직의도를 낮추기 위해서 적절한 부서이동의 기회 및 간호조직 내 커뮤니케이션 패턴 변화를 위한 다양한 프로그램 제공, 타 기관과 차별화된 복지 제도 마련이 필요할 것으로 사료된다.