• The Journal of Asian Finance, Economics and Business
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• 제7권10호
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• pp.171-182
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• 2020

This research focuses on the importance of corporate social responsibility in building the company's reputation. Experts have studied CSR as an antecedent of a company's reputation, but the mechanisms underlying this process are rarely explored. Therefore, to fill this research gap, we demonstrate CSR's implementation combined with organizational justice based on discrepancy and equity theory. This study involved 210 employees in a family company. The study's analysis method uses Structural Equation Model (SEM), SmartPLS, with a five-step measurement and analysis procedure. The variables in this study are CSR implementation, organizational justice, employee trust, firm reputation, organizational objectiveness, organizational commitment, job satisfaction, and job performance. The results found that some of the direct relationships stated were not significant, but all demonstrations of indirect links were substantial. Besides, optimal CSR and organizational justice provide a reliable and positive domino effect in increasing the role and consequences of employee trust and firm reputation. The findings in this study confirm that upstream-downstream job performance causality can be successfully achieved if job satisfaction has been realized, job satisfaction can be achieved if organizational commitment can also be recognized, and organizational commitment can be developed. Reflection and influence, rather than organizational attractiveness becomes essential.

• 동서간호학연구지
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• 제21권1호
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• pp.36-42
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• 2015

Purpose: This study was conducted to identify the level of job stress and to determine factors influencing job stress among nurses currently under Academic Credit Bank (ACB) system. Methods: The participants were 153 nurses who has taken courses of ACB system. Data were collected through self-report questionnaires and then analyzed with t-test, ANOVA, Pearson correlation coefficients, and multiple linear regression with SPSS/WIN 18.0. Results: The score of job stress showed significant differences according to age, marital status, total period of clinical career, and nursing unit. Job stress had significant negative correlation to professional self-concept and organizational commitment. The factors influencing job stress were marital status, professional self-concept, and organizational commitment. Conclusion: The results suggest that various factors should be considered in development and implementation of programs to reduce the job stress of nurses currently under ACB system.

• 대한영양사협회학술지
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• 제11권2호
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• pp.179-189
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• 2005

The purpose of the study was to investigate the relationships between dietitian’s job satisfaction and perception of barriers to HACCP implementation and food safety/sanitation management performance in school food service. An e-mail survey was conducted to 144 dietitians in Gyeongbuk Province. A response rate was 57.6%(N=83) and data were analyzed using SPSS Windows(ver. 10.0). Dietitians were more satisfied with ‘supervision’ and 'co-workers' than 'pay' and 'promotion.' Dietitians perceived 'lack of teachers' support on student education' and ‘limited availability of facilities/equipment' as the biggest challenges in implementing a HACCP system. A total score of sanitation/safety management performance evaluated by school districts was 92 out of 100. By category, 'safety management' and 'personal hygiene' were rated the highest whereas 'facilities/equipment' and 'HACCP system' categories were rated the lowest. The food sanitation/safety management performance scores were not correlated to dietitian’s job satisfaction, but significantly correlated to dietitian’s perceptions of barriers to HACCP implementation. As dietitians perceived facilities/equipment-related barriers greater, the scores of 'facilities/equipment(p<.01),' 'production process(p<.05),' and 'total score(p<.01)' were significantly lower. The findings suggest that more investment on facilities/equipment are needed for food safety improvement and successful HACCP implementation in school food service. Proper facilities and equipment will make employees monitor CCPs and take corrective actions more easily.

• 대한간호
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• 제19권5호통권108호
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• pp.50-53
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• 1980

A new patient classification system, SLC System was introduced. It has been implemented in the Friendship Village Extended Care Facility in St. Louis, Missouri, USA, and it has shown that the system not only simplified the job but also increased the job e

• 대한전자공학회:학술대회논문집
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• 대한전자공학회 2000년도 ITC-CSCC -2
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• pp.691-694
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• 2000

This paper is addressed to Internet telephony based service implementation. It describes an implementation method which uses ARS as a gateway which combines Internet and traditional public switched telephone network for Internet information service using telephony and fax, is different to traditional Internet telephony which provide enhanced speech quality and low cost functionality. This method allows telephony and/or fax user to get Internet information without additional Internet bill, Internet infrastructure and low connection quality from low signal bandwidth connected him. Implemented system is useful to a special kind information service such as climate information of Korea etc and simpler than WAP based service as for wireless mobile telephony user. We implement job opportunity information and advertisement service supported by Home page of Choong Book Small & Medium Business Administration and e-mail service supported by Korean Society for Rehabilitation of persons with Disabilities to demonstrate the system ability. As a result of test implementation, this service system works good fur blind persons and graduated persons without job, is expected to apply for special Internet information provider via Voice and Fax.

• 웰빙융합연구
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• 제3권2호
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• pp.1-11
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• 2020

Purpose: We explore to find out and analyze the direct influence of Millennial Orientation on Goals Mediated by work engagement and satisfaction. And, interaction cannot be a direct relationship between research variables. Method: The implementation uses the survey method. This research was conducted at PT. East Kalimantan fertilizer operated in Bontang, East Kalimantan. The population in this study were all employees of PT. East Kalimantan fertilizers operated in Bontang, as many as N = 500 people. The sampling technique used is proportional stratified random sampling. Findings: Millennial orientation influences engagement, job satisfaction and intention to leave, direct engagement has a significant effect on job satisfaction and intention to leave, and job satisfaction is directly related to intention to leave. Originality: Alignment between millennial goals in encouraging job satisfaction and employee engagement, so that it can have an impact on the intention to leave employees, especially at PT. Pupuk. Kaltim. Also, direct millennials as decreasing intention to leave.

• 경영과학
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• 제10권2호
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• pp.145-161
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• 1993

Human Resource Management (HRM) performs numerous activities in organizations including employee recruitment, selection, placement, job analysis, training and development, and labor relations. POSCO (Pohang Steel Company) has concerned with employee management related to job placement and analysis among these activities because of the problems of over-complexity of placement precedures for the variety of recruits, the frequency of selection, a large amount of job descriptions / specifications, and their changes. This study, as a phase of developing the entire HRM systems in the organization, briefly summarizes the preliminary information related and describes an implementation of expert system as a means for effective job placement based on the principle of right-person-in-right-place with identifying aptitudes and personalities of employees. Thus, a new approach for developing a job description/specification using a formal specification language like Z is also proposed. The result of this study will cultivate the performance of personnel, prevent conflicts between labor and management, promote overall productivity of organization, as well as helpfully verify job analysis.

• 간호행정학회지
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• 제5권3호
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• pp.525-534
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• 1999

The purpose of this study was to compare job stress and satisfaction of western hospital nurses and oriental hospital nurses. The subjects were 256 nurses(135 of western hospital nurses, 121 of oriental hospital nurses) and data were collected from 20 March to 25 August 1998. The items used for this study were items for genernal characteristics(7 items). job stress(6 items) and job satisfaction(20 items). Analysis of data was done by use of mean, percentage, chi-squre test. t-test and pearson correlation with SPSS program. The results of this study were as follows 1) The mean score(3.16/5) of hospital nurses was significantly higher than the mean score(2.97/5) of oriental hospital nurses in job stress. 2) The mean score(2.97/5) of hospital nurses was significantly higher than the mean score(2.64/5) of oriental hospital nurses in job satisfaction. 3) There were significant negative correlation between job stress and the factors of job satisfaction : decision-making fators (r=-0.421, p =.000) , group conflict factors(r=-0.301. p=.041), role implementation fators(r=-0.209, p=.047) and personal socialization fators(r=-0.132, p=.027).

• International journal of advanced smart convergence
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• 제10권2호
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• pp.97-107
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• 2021

This study attempted to confirm the factors that the meaning of work perceived by organization members and job embeddedness affects creative behavior. In addition, we tried to confirm the relationship between the meaning of work and job embeddedness. On the other hand, we tried to verify the mediating effect of job embeddedness between the meaning of work and creative behavior. Accordingly, the following results and implications were derived through the hypotheses set for the members of small and medium-sized enterprises. First, the meaning of work showed a positive effect on job embeddedness and creative behavior, and it was empirically analyzed that job embeddedness was improved on creative behavior. In order to improve the creative behavior of organizational members, the need for advancement of the management and training system to systematically improve and strengthen the meaning of work and job embeddedness has emerged. Second, job embeddedness showed a mediating effect between the meaning of work and creative behavior. In other words, the employee's job embeddedness acted as a direct or indirect factor according to the improvement of the meaning of work and creative behavior. Accordingly, as one of the major factors in human resource management and strategic human resource development for the advancement of the sustainable management system, the need for institutional establishment and implementation was required as it became more efficient and effective.

• 대한지역사회영양학회지
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• 제23권1호
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• pp.28-37
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• 2018

Objectives: This study was conducted to identify differences in job stress, satisfaction and commitment of cooking employees working in hotel kitchens with and without HACCP systems. Methods: Culinary employees of 12 five-star hotels were surveyed and 504 valid data were used for SPSS analysis. Sub factors of working environment factors (job stress, job satisfaction, and job commitment) were examined for analysis. Results: The results showed that hotels that implemented the HACCP system had significantly higher values for the five sub factors of employee job stress (job demand, relationship conflict, organizational system, lack of job autonomy, and job instability; p<0.001). For the sub factors of job satisfaction (internal and external satisfaction) statistic showed a statistically significant value in hotels that did not implement the HACCP system (p<0.001). Job attachment and job importance, which are sub factors of job commitment, showed no difference in relation to the implementation of HACCP system, and job responsibility showed a higher p-value in hotels that did not implement HACCP (p<0.05). Conclusions: The results of the study indicate that culinary employees working at venues with HACCP systems have more job related stress, lower job satisfaction and partially less job commitment. Based on this outcome, venues that have already implemented or are planning to implement HACCP systems should consider the implications regarding their management of employees. Managerial policies that enhance autonomy, job stability, achievement, self-development, promotion, and compensation should also be implemented. Finally, meticulous attention and high investments into the work environment and human resources are necessary.