• 노동경제논집
• /
• 제23권1호
• /
• pp.27-45
• /
• 2000

노사관계 시스템이론을 기초로 하여 노사관계의 유형 또는 질적 수준을 결정하는 요인들을 식별한 결과 외부환경요소와 노동조합 및 사용자의 의식과 전략으로 표현되는 주체요소 그리고 교섭, 협의 참여와 노사 상호채널로 표현되는 과정요소로 구성됨을 발견하였다. 기존 연구를 분석해 본 결과 우리 나라 노사관계의 질적 수준을 결정하는 요인으로 노사 당사자의 의식과 전략이 가장 중요하고 그 다음으로 노사간 대화와 협의 및 성실한 교섭이 중요하며 환경요소는 별로 중요하지 않는 것으로 관찰되었다. 노사관계를 개선하는 실천적 과제로서 노사간 상호신뢰와 존중, 경영정보 공유, 상호 충분한 대화와 협의, 노사공동 작업장혁신, 그리고 산업 업종 단위의 노사협의 채널구축을 제시하고 있다.

• The Journal of Asian Finance, Economics and Business
• /
• 제7권8호
• /
• pp.589-598
• /
• 2020

The study examines the impact of organizational rewards, procedure justice, and perceived supervisor support on perceived organizational support, and examine the impact of perceived organizational support on affective commitment to the organization in the logistic enterprises as well. Quantitative research is applied to measure relationships by regression analysis with SPSS. The research data was collected by convenient method from 180 employees who work in different departments in the logistics industry. The study results in the model 1 found that organizational rewards, procedure justice, and perceived supervisor support have a positive relationship to the perceived organizational support. The study results in the model 2 also found that perceived organizational support has strong impact on the affective commitment to the organization. The study results contribute to both management theory and management practice. For the management theory aspect, the authors suggest that perceived organizational support should be considered the key antecedent of affective commitment about which researchers should pay more attention as a concept. Based on the research results, the authors also recommend for the management practice that managers should pay attention to the implementation of rewards, procedure justice, and supervisor support to increase the perceived organizational support and affective commitment in the logistic enterprises.

• 간호행정학회지
• /
• 제18권3호
• /
• pp.310-319
• /
• 2012

Purpose: The purpose of this study was to analyze emotional labor factors influencing job satisfaction, intent to leave, and nursing performance of clinical nurses. Method: The participants were 384 clinical nurses working in a hospital. Study design was cross sectional survey. Subcategories of emotional labor (frequency of emotional labor, attentiveness of emotional display, mismatch of emotions) of emotional labor were dependent variables. Job satisfaction, intent to leave, and nursing performance were independent variables. Data were analyzed by hierarchial multiple regression. Results: The strength of emotional labor of nurses was similar for all participants in spite of differences in age, position, and clinical career. Total score for emotional labor was 3.21, frequency of emotional labor 3.34, attentiveness of emotional display 3.41, and mismatch of emotions 2.87. Mismatch of emotions influenced job satisfaction (F=12.53, p<.001) $R^2$ 27%, intent to leave (F=8.51, p<.001) $R^2$ 19%, and nursing performance (F=5.80, p<.001) $R^2$ 15%, Conclusion: These findings indicate that the factor (mismatch of emotion) is an important variable for clinical nurses in human resource management. Therefore, nurse managers should consider this factor for the improvement of organizational effectiveness.

• 한국보건간호학회지
• /
• 제32권2호
• /
• pp.249-262
• /
• 2018

Purpose: This study was attempted to identify the emotional labor, health promotion behavior, and job satisfaction of emergency room nurses in general hospitals. Basic data were provided on the development of interventions to reduce negative consequences of emotional labor, improve nurse health and improve job satisfaction, and provide effective management of nursing staff. Methods: The study conducted a survey on the use of the survey program of D, N and J, and the research objective was understood by more than 6 months of experience at 8 general hospitals. Results: Nurses' emotional labor and health promotion have been shown to have significant effects on job satisfaction. Factors affecting job satisfaction included health promotion behaviors, emotional labor, and gender, among which emotional labor was affected significantly by a wealth, and health promotion was a significant cause of justice. Conclusion: Job satisfaction will increase if nurses lower their emotional labor and raise the level of practice for health promotion. Therefore, a mediation program is needed to reduce the level of emotional labor of nurses, which can provide an opportunity for them to practice health promotion activities and improve the job satisfaction of nurses.

• 가정과삶의질연구
• /
• 제21권5호
• /
• pp.61-75
• /
• 2003

The goals of this study were threefold. First, the researcher sought to describe the perceptions of wives and husbands concerning the degree of fairness in the division of household labor. Second, the determinants of wives and husbands' perception of the fairness in the division of household labor were analyzed. Third, the factors that affect wives' perception of the fairness in the division of household labor were compared with the factors that affect husbands' perception of the fairness. The data of this study were collected from a survey of 139 married couples with children of high school age or younger, residing in Seoul, Inchon, and Kyunggido. A structured questionnaire was used in the survey. Frequencies, percentiles, mean, Peason's correlations, Cronbach's alpha, t-tests, and multiple regressions were used to analyze the data. The results show that both the wives and the husbands perceived the division of household labor as unfair for the wives. Further, husbands' gender-role attitudes and household labor preference affected wives and husbands' perception. Most comparison reference variables affected significantly the wives and husbands' perception. Lastly, there was a gender difference in the significance of comparison reference variables and demographic variables. The wives mainly employed within-marriage comparisons but the husbands mostly used outside-marriage comparisons. The demographic variables affected the wives' perception, but not the husband's.

• 한국치위생학회지
• /
• 제16권1호
• /
• pp.53-59
• /
• 2016

Objectives: The purposes of this study is to examine the relationship between emotional labor and burnout among dental hygienists. Methods: A self-reported questionnaire was completed by 247 dental hygienists from September 4 to October 9, 2014. The questionnaire consisted of emotional labor, job burnout, and job stress. Emotional labor included frequency of emotional expression, compliance with emotional regulation, emotional diversity, and emotional dissonance by the instrument pf Morris and Feldman. Job burnout was adopted from Maslach burnout inventory(MBI). Job stress was adpoted from instrument of Chang. Except 13 incomplete answers, 234 data were analyzed by AMOS 18.0 and SPSS 18.0 program. Results: The emotional labor has a significant positive relation to the job burnout. There was a statistical significance between emotional labor and job stress. Job stress had a positive relation to job burnout. Job stress had a mediating effect between emotional labor and job burnout. Emotional labor had a direct effect on the job burnout. Job stress also had a mediating effect on job burnout. Conclusions: It is necessary to improve working environment that can enhance emotional balance and to develop job stress management program.

• 디지털융복합연구
• /
• 제15권1호
• /
• pp.143-149
• /
• 2017

기업은 현재의 위기와 미래의 불확실성에 대한 대비와 경쟁력 강화를 위해 부단한 노력을 하며, 때로는 기술혁신과 우수한 인재의 확보는 물론 지속적인 혁신을 통한 기업의 경쟁력 강화에 혼신의 노력을 경주한다. 하지만 기업이 이렇게 부단한 노력을 하더라도 기업 내부적 자원간의 원활한 소통과 노력이 뒷받침되지 않으면 기업의 지속성장은 장담할 수 없을 것이다. 특히 영향을 미치는 요인 중 노사관계의 원활한 협조체제를 위해서는 경영자의 사회적 책임과 노사관계태도가 중요한 요인으로 대두되고 있다. 따라서 본 연구에서는 A기업을 대상으로 하여 경영자의 사회적 책임, 노사관계태도와 직무수행간의 영향관계를 실증적으로 분석하였다. 연구결과 경영자의 사회적 책임은 직무만족과 직무몰입에 영향을 미치는 것으로 나타났다. 아울러 경영자의 노사관계태도도 직무만족, 직무몰입에 영향을 미치는 것으로 나타났다. 또한 직무만족은 직무몰입에 긍정적 영향을 미치는 것으로 나타났다. 본 연구의 결과는 향후 기업의 경영자의 노동자 간의 새로운 노사관계 정립을 위한 실제적 활용자료로서 참고가 될 수 있을 것이다.

• The Journal of Asian Finance, Economics and Business
• /
• 제7권7호
• /
• pp.555-563
• /
• 2020

The study seeks to investigate the relationship between knowledge sharing and innovation in garment and textile enterprises. While previous research has found many factors influencing knowledge sharing, little research has been done about the influence of knowledge sharing on innovation in enterprises in developing countries like Vietnam. In particular, the textile industry plays an important role in export, but outsourcing is accounting for a high proportion of trade; it is necessary to increase innovation in order to increase the competitive advantage by internal capacity. The data is collected from a survey of 245 employees at 20 textile and garment enterprises in Vietnam to study the knowledge sharing influence on innovation. The methodology includes pilot study and quantitative method. The pilot study tests the questionnaire on the respondents. The quantitative method applies SEM analysis to measure the knowledge sharing influence on innovation. The results identify eight factors that positively impact knowledge sharing: rewarding, teamwork, management support, joy of knowledge sharing, communication, trust, commitment, and information technology. This study also shows that knowledge sharing affects innovation. The main findings are discussed for textile and garment enterprises to apply innovative capacity in the context of increasing global integration.

• 대한안전경영과학회지
• /
• 제16권4호
• /
• pp.257-262
• /
• 2014

Risk information may be one of the most important factor for worker's safe behavior because that safe behavior can be oriented by attitude based on risk information. Traditionally KAP(knowledge, attitude and practice) model was useful frame for the change of human behavior. Knowledge is formed by information through experience and education. Worker's health may be prevented by his or her own active safe behavior based on risk information. This paper is to investigate the effect of labor union on the provirion of risk information by labor union. Data for analysis is the third Korean Working Conditions Survey done by Occupational Safety and Health Research Institute in 2011. The sample size is 50,032 economic active person surveyed by household interview survey with structure questionnaire by trained interviewer. The difference of risk information provision among employees was tested by mean difference test. The level of risk information of employees of companies with labor union is higher than that with non labour union. This paper has some implication for the promotion of safe behavior of employees through risk information provision mediated by labor union. Some limitation of this study may be considered because of using the cross sectional survey data.

• 가족자원경영과 정책
• /
• 제13권1호
• /
• pp.61-81
• /
• 2009

The purpose of this study was to investigate the policy demands of the family sector for work-family balance, with a focus on the child care and household labor provisions. For empirical analysis, data were collected from 197 dual-income families with at least one young child under age 10 in the metropolitan area via self-administered questionnaires. The major findings of this study were as follows. First, child care provisions for working mothers and fathers were insufficient and unfair, and the ratio of child care provisions offered by familial child care network was high. The characteristics of child care provisions for working parents were associated with family structure, working conditions, and demographic variables. Second, household labor provisions for working mothers and fathers were also insufficient and unfair, and the ratio of socialization was high. Third, the level of family satisfaction varied by the level of child care and household labor provisions, respectively, controlling family structure, working conditions, and demographic variables. The empirical results of the study provided policy implications for work-family balance.