• Journal of Korea Trade
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• 제25권5호
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• pp.110-128
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• 2021

Purpose - The essential purpose of this study is to analyze the possibility of substitution of an individual job resulting from technological development represented by the 4th Industrial Resolution, considering the different effects of digital transformation on the labor market. Design/methodology - In order to estimate the substitution probability, this study used two data sets which the job characteristics data for individual occupations provided by KEIS and the information on occupational status of substitution provided by Frey and Osborne(2013). In total, 665 occupations were considered in this study. Of these, 80 occupations had data with labels of substitution status. The primary goal of estimation was to predict the degree of substitution for 607 of 665 occupations (excluding 58 with markers). It utilized three methods a principal component analysis, an unsupervised learning methodology of machine learning, and Ridge and Lasso from supervised learning methodology. After extracting significant variables based on the three methods, this study carried out logistics regression to estimate the probability of substitution for each occupation. Findings - The probability of substitution for other occupational groups did not significantly vary across individual models, and the rank order of the probabilities across occupational groups were similar across models. The mean of three methods of substitution probability was analyzed to be 45.3%. The highest value was obtained using the PCA method, and the lowest value was derived from the LASSO method. The average substitution probability of the trading industry was 45.1%, very similar to the overall average. Originality/value - This study has a significance in that it estimates the job substitution probability using various machine learning methods. The results of substitution probability estimation were compared by industry sector. In addition, This study attempts to compare between trade business and industry sector.

• 유통과학연구
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• 제14권4호
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• pp.81-92
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• 2016

Purpose - In recent years, management scholars have expressed growing interest in the concept of person-Job fit because of having many benefits for employees' attitudes and behaviors. The related research is needed to determine what specific types of fit are related to each other, and to get important individual outcomes. Person-job fit of employees in service organization plays an important role in company as well as person in service industry. Person-job fit, representing the consistency between person (service provider) and job (service provided to the customers), gives significant and positive effects on the attitude and behavior of service provider. On the basis of the study background, the purpose of this study is as follows. First, we would like to examine the effects of person-job fit of service provider on their emotional intelligence. Emotional intelligence is divided into four sub-factors such as self-understanding, understanding others, emotional utilization, and emotional regulation. Second, we would like to identify the relationships between job satisfaction and sub-factors such as self-understanding, understanding others, emotional utilization, and emotional regulation. Research design, data, and methodology - We performed structural equation model using Spss 18.0 and Amos 20.0 in order to verify the hypotheses. Subjects were golf service assistants who were high-touching service with high degree in interaction and long contact time with customers. 178 out of the total 200 surveys were used in evaluation from helpers of golf service working as full-time service provider after selecting two locations of golf course located near Busan. From the evaluation of reliability and validity with variables used in this research, they satisfied and confirmed certain standard. Results - The results are as follows. First, as the results of identifying the relationships between person-job fit and emotional intelligence of service provider, person-job fit did not have positive and significant effect on self-understanding. On the other hand, it affected positively and significantly other factors in emotional intelligence such as emotion to others, emotional utilization, and emotional regulation. Second, as the results of identifying the relationship between emotional intelligence and job satisfaction, sub-factors in emotional intelligence such as emotion to others, emotional utilization, and emotional regulation except self-emotion affected significantly and positively job satisfaction. However, self-emotion did not have significant and positive effects on job satisfaction. Conclusion - These results will be valuable and used for service providers. In addition, many service providers will recognize that person-job fit is very important to get a job. This research has a purpose on the assumption that appropriateness between individual and task in service industry shall act as major influence in emotional intelligence of service provider. Recognitive ability of service provider is also very important per characteristics of service, but emotional intelligence that interacts and connected directly with most customers can be a very meaningful factor as well. Emotional intelligence allows people to recognize, understand, and empathize the emotion of customers shall be a positive reinforcement for customers to evaluate the service ultimately.

• 대한간호학회지
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• 제29권2호
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• pp.215-224
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• 1999

The study was conducted to centum the construct of individual perception and preference for work characteristics as personal factors influencing Korean nurses' job satisfaction. The subjects of the study were 231 nurses who are currently working in intensive care units and have been for a minimum of 6 months. The study used the Staff Perception and Preference Scale(Song et al., 1997) to measure the individual's perception and preference on the technical. practice. and management components of the ideal work environment. The Korean version of the Staff Perception and Preference Scale consists of 16 items on perception and 13 on preference with each item related on a scale from 1(not at all) to 4(a great deal). Psychometric testing revealed that the preference and perception scale is internally consistent with Chronbach's alphas of .83 for perception scale arid .80 for preference scale. The subscales of the perception and preference scale also showed acceptable reliability for the early stage of the development of the instruments with Chronbach alphas of .62-.76 and .69-.83 respectively. Criterion-related validity of the scale was tested by examining correlations with individual growth need that is conceptually close to individual preference. but not to individual perception. Individual growth need was significantly related to individual preference(r＝.63, p<.05), but the correlation with the perception scale was not significant. A separate factor analysis for the each of perception and preference scales was performed with a three-factor loading solution based on a previous study. The results on the staff perception scale confirmed with varimax rotation that the items were cleanly and strongly loaded on technique. practice and management components, which together explained 50.7% of the variance. The factor analysis on the staff preference scale also yielded a three factor solution that explained 56.7% of the variance. but items on technique and management components were loaded together. This phenomena may due to the current nursing delivery system in Korea where nurses never experience either shared governance nor case management, and as a results they may not be able to consider management roles as their potential extended roles. Therefore, more efforts should be given to enhance nurses' autonomy and decision making in the technique, practice and management components of their work environment. Meanwhile, there is a need for continuously confirming and developing tools for individual perception and preferences to effectively enhance job satisfaction among Korean nurses through innovative work environments.

• 한국콘텐츠학회논문지
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• 제22권8호
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• pp.542-556
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• 2022

본 연구는 호텔조리사들 간의 동료압력이 자기효능감과 집단효능감에 미치는 영향과 그 차이를 알아보고자 하였으며 이에 의한 직무만족과 직무성과의 영향 관계를 알아보고자 하였다. 연구를 위하여 서울과 부산의 6개 호텔에 설문을 배포하여 유효한 285부를 SPSS 25.0과 AMOS 25.0을 이용하여 분석하였다. 변수 간의 영향 관계에서는 동료압력은 집단효능감과 자기효능감 중 집단효능감이 더 영향력이 있는 것으로 나타났다. 그리고 동료압력에 의한 자기효능감과 집단효능감 중 자기효능감이 직무만족에 더 영향력이 있는 것으로 나타났다. 이 결과는 개인적인 업무와 기술이 중요한 조리사의 직업적 특성과 성격에 의한 것으로 사료 된다. 또한 직무만족은 직무성과에 긍정적인 영향이 있는 것으로 나타났다. 결론적으로 이 두 가지 차원의 효능감이 같이 연구되고 인적 관리 프로그램에 이용되어야 함을 시사하였다.

• 한국병원경영학회지
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• 제27권4호
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• pp.36-55
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• 2022

Purpose: This study explores the diffusion factors of corporate entrepreneurship among members of medical institutions. Methodology/Approach: The study explores the case of Granum Sinapis Center at Seoul St. Mary's Hospital, the first medical institution to establish a support organization for "innovation and start-up" as well as examines the changes in individual perceptions of participants in the institution's in-house contest. Among the 140 participants in the 2nd Contest held in 2022, seven participants were selected for interview in consideration of their job occupation and years of service. In-depth interviews were conducted for each individual. Findings: The participants applied for the contest under the direct and indirect influence of co-workers as well as compensatory factors. An individual's corporate entrepreneurial characteristics can be innate or acquired. The participants of the in-house contest had a positive experience in contrast to the existing organizational culture. The results reveal that emotional support from top and middle managers, along with the role of dedicated departments, can affect innovative behavior. Practical Implications: Contest participants reported personal growth, improved job satisfaction, and a change in perception of the organizational culture; they expressed their willingness to recommend. The results confirm the need to support such systems and shift focus to managerial (emotional) support and dedicated resources for developing individual entrepreneurship.

• 임상간호연구
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• 제20권3호
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• pp.303-312
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• 2014

Purpose: This study aimed to use the DACUM analysis technique and identify the job description among nurses of the Central Supply Department, in order to clarify their duty and task descriptions, identify the characteristics of job. Methods: Through a DACUM workshop, job descriptions, and the job duties and tasks were derived. A total of 150 nurses from the Central Supply Departments of medical Institutions over 100 beds were surveyed using drafting and a job analysis table. Individual jobs' frequency, importance and difficulty were measured using a 3-point scale, and the results were analyzed using SPSS. Results: The nurses' job in the Central Supply Department consisted of 13 duties and 64 tasks. Duties with highest importance and difficulty was 'sterilization assurance system', the second was 'employee safety management' and the duty with highest frequency was 'manage packaging before sterilization'. Conclusion: This study clarified the types of nursing jobs in the Central Supply Departments, as well as identified the job characteristics and status in the given setting. Given the sterilization assurance system for preventing hospital infection, and safety management for ensuring work environment safe were found to be important duties, it is suggested for the department to stress those important jobs for managing hospital safety.

• 대한간호학회지
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• 제38권2호
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• pp.287-297
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• 2008

Purpose: The purpose of this study was to identify factors related to nurses' organizational citizenship behavior using multilevel analysis which included both nurse characteristics at individual levels and nursing unit characteristics at group levels. Methods: The sample was composed of 1,996 nurses who were selected from 182 nursing units in 28 hospitals in six metropolitan cities and seven provinces using cluster sampling. Data were collected using self-reported questionnaires from February to March 2006. Results: The results of the study indicated that individual level variables related to organizational citizenship behavior were religion, job position, clinical career, self efficacy, positive affectivity, and supervisor support. The group level variables related to organizational citizenship behavior were collective efficacy, number of nurses in a nursing unit, and the average salary level of a nursing unit. 30.9% of individual level variances of organizational citizenship behavior were explained by the nurses' individual level variables. The explanatory power of group level variables, which is related to group level variances of organizational citizenship behavior, was 75.5%. Conclusion: This research showed that it was necessary to develop appropriate strategies related to not only individual factors, but also higher-level organizational factors such as collective efficacy, to improve individual performances in the hospital.

• 한국경영과학회지
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• 제37권2호
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• pp.57-72
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• 2012

The moderators that relieve negative effects of emotional labor have been studied such as job characteristics and situational variables. But as reviewing these studies, they focused on the degree of emotional on certain condition, there's no distinction between that degree and moderating effects. So we should focus on the moderating variables as a organizational involvement. In this study, I hypnotized the mediating effect of job stress between emotional labor and organizational effectiveness. Then I explored moderating role of 'fairness perception of emotional labor' and 'problem-focused stress coping'. This study tested these relationships using data from 166 employees of domestic security service company. From this data, I found that emotional labor increases job stress and job stress fully mediates the relationship between individual attitude(job satisfaction, turnover intention). And one who perceives display rule fairer, feels less job stress than who is not. Lastly, one who copes more problem-focused when he/she experiences job stress, have less negative effect on turnover intention.

• 서비스연구
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• 제9권4호
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• pp.41-62
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• 2019

무형재화가 중심인 현대 서비스 경제시대에 의료서비스업의 경쟁력을 제고하고 지속적 성장을 위해서는 우선적으로 서비스본질의 특성을 이해해야 한다. 그리고 서비스본질 특성을 강화시켜 조직의 직무성과가 향상될 수 있도록 해야 한다. 이를 위해 본 연구에서는 의료서비스업을 대상으로 서비스본질 특성이 직무성과에 미치는 직접적 영향을 분석하고, 개인성향을 조절효과로 하여 간접효과를 검증하였다. 본 연구를 수행하기 위해 총 340명의 의료서비스업 종사자를 대상으로 설문조사를 실시하였고, 최종 315명의 자료를 분석에 활용하여 연구가설을 실증적으로 검증하였다. 분석결과 서비스본질 특성 중 상호작용성과 수평성이 직무효과에 정(+)의 영향을 미치는 것으로 검증되었다. 이는 고객 접점에서 고객의 욕구를 파악하여 고객이 원하는 상품과 서비스를 정확하고 신속하게 제공하거나, 조직내에서 부서와 부서, 동료와 동료와의 수평적 커뮤니케이션을 강화하는 것이 직무성과로 연결될 수 있다는 것을 의미한다. 또한 고객과 환자와의 관계에서 의료서비스 종사원들도 전문가적인 자세로 고객과 동등한 위치에서 고객이 원하는 서비스를 제공해 준다면 직무성과를 끌어올릴 수 있음을 확인할 수 있었다. 급변하는 의료서비스 환경에서 서비스본질 특성을 실무적으로 잘 활용할 수 있다면 병원의 성장을 견인하여 지속적 성장이 가능할 것으로 분석되었다. 개인성향 조절효과를 검증한 결과 자존감과 성장욕구에서 부분적으로 조절효과가 나타났다. 향후 서비스본질 특성에 대한 다양한 연구가 필요하며, 본 연구는 의료서비스 분야를 대상으로 하고 있으나 향후 다양한 서비스 분야로의 확대·적용하여 심화 연구할 필요가 있다.

• 가족자원경영과 정책
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• 제14권1호
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• pp.97-118
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• 2010

The purpose of this study is to provide background information to help develop family-friendly policies which aid in the ability for employees to balance family and work, and to increase the effectiveness and feasibility of these policies at work sites. We surveyed the performance and usage of work-family balance policies among working mothers with young children. We also examined the factors influencing the job satisfaction of working mothers. The study sample consisted of 237 working mothers with young children. We found that family economic status, working mother's experience of family leave or maternity leave, and easiness of policy use are important factors in a working mother's job satisfaction. Especially when individual and job characteristics are controlled, the most influential factor on working mothers' job satisfaction was the experience of family leave or maternity leave. In addition, the easiness of family-friendly policy use was a significant factor in working mothers' job-satisfaction.