• 유통과학연구
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• 제14권4호
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• pp.39-46
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• 2016

Purpose - Recently, as Korean culture and economy develops, Seoul has become a world-famed city. In Seoul, many special grade hotels have been constructed in order to accommodate many tourists from China, Japan and many other Asian countries. And the hotels entered into competition among themselves. Thus many changes are accelerated due to their mutual competition and manpower problems. In this situation, the role of higher officers above all is thought to be very important in order to enhance the management result and to make preparations for the kernel ability of the organization. Research design, data and methodology - This study was intended to verify how the leadership of the higher officers based on trust affects the job satisfaction of employees of the organization. In order to achieve the purpose of this study, some study models and hypotheses have been established through theoretical examinations. The subjects of this study were centered on the constituents of C-Hotel, M-Hotel, and D-Hotel. 200 questionaries were distributed and 190 questionaries were collected and thus the collection ratio was 91 percent. 8 questionaries which were regarded to be insincere or hard to analyzed were excluded. Finally, 182 questionaries were used for analyzing the factors and trust. For the purpose of the verification of hypotheses, structural equation was used. In order to verify the mediating effect of trust between the relationship of emotional leadership and job satisfaction, 'Three-step Mediated Regression Analysis by Baron & Kenny(1986) was utilized. The four hypotheses for this study are as follows: First, emotional leadership will have a meaningful influence on trust in the affirmative. Second, trust will have a meaningful influence on job satisfaction in the affirmative. Third, trust will play a mediating role in the relationship of emotional leadership and job satisfaction. Result - First, the emotional leadership and trust was found to effect a positive effect. Second, the trust and job satisfaction was found on a positive effect on job satisfaction. Third, the emotional leadership and job satisfaction was found to positive effect on job satisfaction. Fourth, the trust in the relationship between emotional leadership and job satisfaction was found that the partial mediating effect. Especially, in the case of the business of hospitality, human services as well as material resources become its keynote, and we can safely say that the degree of dependence toward human resources is very high. Accordingly, the leaders should display their leadership on the basis of abundant emotional and intellectual faculties so that they can grasp, understand and admit the diverse views of value and emotion of the organization constituents and that they can form emotional leadership. On the basis of the analysis results of the verification of hypotheses, some suggestions and uppermost limit of this study have been presented for further study.

• 한국콘텐츠학회논문지
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• 제17권2호
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• pp.55-70
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• 2017

작업자의 직무소진은 팀 또는 조직의 공유구조와 집단심리 상태의 형성과 상호영향을 미치며, 따라서 직무소진을 이해하기 위해서는 시장환경에 따른 작업환경뿐만 아니라 팀 또는 조직의 사회적 상황에 대한 고려가 필수적이다. 본 연구는 직무요구-자원이론에 기반하여 구성원들의 직무소진에 미치는 직무요구와 직무자원의 효과를 다층분석하였다. 즉, 팀수준의 변수인 서번트리더십과 인사관리 통제방식이 개인수준의 작업부하와 감정노동과 직무소진의 관계에 조절효과를 검정하였다. 실증분석 결과, 첫째 작업자의 개인특성 중 자기효능감이 높을수록 직무소진은 줄어드는데 반하여, 작업부하와 감정노동이 높아질수록 직무소진은 증가하였다. 둘째, 팀수준의 투입 및 결과중심 인사관리가 활발히 이루어지는 팀일수록 작업자의 작업부하와 직무소진의 정(+)의 회귀관계 강도가 줄어드는 것으로 나타났다. 또한, 서번트리더십이 발휘되는 팀일수록 자기효능감과 직무소진의 부(-)의 회귀관계 강도가 증폭되는 것으로 나타났다.

• 대한물리의학회지
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• 제13권2호
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• pp.115-127
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• 2018

PURPOSE: This study aimed to investigate the effect of empowerment on job satisfaction for physical therapists in general hospitals. METHODS: A total of 297 physical therapists working in general hospitals throughout the country participated in the study survey using self-administered questionnaires. The questionnaires comprised three major parts, i.e., questions about general characteristics, empowerment, and job satisfaction, which were rated using a 5-point Likert scale. Statistical analysis was performed to analyze the frequency and percentage of participants, and the independent t-test and analysis of variance were performed to determine the difference in job satisfaction according to the general characteristics. Stepwise multiple regression was used to evaluate the factors that affect job satisfaction. RESULTS: The average of total empowerment, including two subordinate concepts, was 3.29 points, that of psychological empowerment was 3.53 points, and that of structural empowerment was 3.05 points. The average job satisfaction of the participants was 3.43 points, and it showed a significant difference in age, overall work experience, current work experience, position, annual salary, and daily work hours. Moreover, job satisfaction increased as the subordinate factors for empowerment, i.e., support, resources, chance, and competence, increased. Other factors that affect job satisfaction were daily work hours, number of colleagues, type of work, annual salary, and therapeutic assistance. CONCLUSION: This study demonstrated that job satisfaction of physical therapists working in general hospitals was related to empowerment, thereby indicating that job satisfaction and work performance can be increased by improving their empowerment.

• 농촌계획
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• 제26권4호
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• pp.117-129
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• 2020

The purpose of this study is to verify the effect of the authentic leadership of social enterprise leaders on the happiness and job crafting of employees, the mediation effect of job crafting in the authentic leadership of the leader and the happiness of the employees, and the coordination effect by the Grit of the employees. For verification, the relationship between authentic leadership and job crafting, happiness and grit and seven research theories were established. In addition, 47 questionnaires were drawn through prior research on happiness, authentic leadership, job crafting, and grit, and five executives and workers of social enterprises in Chungcheongbuk-do(Province) were surveyed on a five-point Likert scale. The collected survey data were conducted through the SPSS and AMOS for basic statistical analysis. The Macro Process of the bootstrap method was used to verify the mediation effects, the regulated effects. This study has conducted exploratory and confirmatory factor analysis, correlation analysis, structural model analysis through the survey results and the analysis results verify the hypothesizes. The study found that authentic leadership affects the happiness and job crafting of employees, and that job crafting affects the happiness of employees, and the relationship between authentic leaders and employees affects job crafting. It has also been shown that the Grit of its employees affects their job crafting and happiness and also has a mediation effect on job crafting and happiness. In the policy environment of the changing rural development project, the social economy establishment plan for the virtuous circle of resources in the region should be considered, and education programs should be introduced to improve the authentic leadership of the leaders.

• 한국자원식물학회:학술대회논문집
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• 한국자원식물학회 2005년도 춘계 학술발표대회
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• pp.177-179
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• 2005

• 대한영양사협회학술지
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• 제8권2호
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• pp.143-153
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• 2002

The purpose of this study was to verify the dietitian’s job description(2000) for dietitians working at schools. The survey was carried out for the frequency, criticality and difficulty of each job description with 4 point scales. The number of subject was 125 dietitians, who have been working over 3 years at their position. The results are following ; 1. Duties with high frequency and criticality were menu managements, purchasing, storage and inventory controls, food productions, meal services, managing equipments and facility, waste managements, sanitation managements and self promotions. 2. Duties with middle frequency and high criticality were human resources managements and financial managements. 3. Duties with low frequency and high criticality were nutrition assessment (life cycles, certain diseases, specific condition), medical nutritional theraphy, nutrition education and public health nutrition. 4. For difficulty, duties related food service had lower points than that of nutrition service.

• 대한영양사협회학술지
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• 제8권2호
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• pp.121-131
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• 2002

The purpose of this study was to verify the dietitian’s job description(2000) for dietitians working at business and industry foodservice. The survey was carried out for the frequency, criticality and difficulty of each job description with 4 point. The number of subject was 39 dietitians, who have been working over 3 years at their position. The results are following ; 1. Duties with high frequency and criticality were menu managements, purchasing, storage and inventory controls, food productions, meal services, waste managements and sanitation managements. 2. Duties with middle frequency and high criticality were managing equipments and facility, human resources managements, financial managements, self promotions. 3. Duties with low frequency and high criticality were nutrition assessment (life cycles, certain diseases, specific conditions), medical nutritional theraphy, nutrition education and public health nutrition. 4. For difficulty, duties related food service had lower points than that of nutrition service.

• 대한영양사협회학술지
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• 제8권2호
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• pp.132-142
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• 2002

The purpose of this study was to verify the dietitian’s job description(2000) for dietitians working at hospitals. The survey was carried out for the frequency, criticality and difficulty of each job description with 4 point scales. The subject was 62 dietitians, who have been working over 3 years at their position. The results are following ; 1. Duties with high frequency and criticality were menu managements, food productions, meal services and self promotions. 2. Duties with middle frequency and high criticality in food service area were purchasing, storage and inventory controls, waste managements, sanitation managements, managing equipments and facility, human resources managements and financial managements. 3. Duties with middle frequency and high criticality in nutrition service area were nutrition assessment (life cycles, certain diseases, specific condition), medical nutritional theraphy and nutrition education. 4. For difficulty, duties related nutrition service had higher points than that of food service.

• 산업공학
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• 제11권3호
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• pp.65-75
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• 1998

This research considers the problem of scheduling jobs on parallel machines with non-common due dates and additional resource constraints. The objective is to minimize the total absolute deviation of job completion times about the due dates. Job processing times are assumed to be the same. This problem is motivated by restrictions that occur in the handling and processing of jobs in certain phases of semiconductor manufacturing and other production systems. We examine two problems. For the first of these, the number of different types of additional: resources and resource requirements per job are arbitrary. The problem is formulated as a zero-one integer linear programming and the Lagrangian relaxation approach is used. For the second case, there exists one single type of additional resource and the resource requirements per job are zero or one. We show how to formulate the problem as an assignment problem.

• Journal of Information Technology Applications and Management
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• 제27권6호
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• pp.15-29
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• 2020

Previous studies on the relationship between stress and performance have shown inconsistent results. Thus, this study focused on the effect of challenging stress among the two types of stress types and investigated the nonlinear relationship between the challenging stress and the performance. In particular, performance was divided into job performance, which is related to in-role behavior, and organizational citizenship behavior, which is characterized as extra-role behavior. Empirical results using 222 samples of Chinese workers have showed that challenging stress had a nonlinear relationship with job performance and organizational citizenship behavior. However, it was found that the shape of nonlinear relationship of the challenging stress on job performance and organizational citizenship behavior was slightly different. Finally, the theoretical and practical implications of this paper and future research directions are discussed.