• Korea Journal of Hospital Management
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• v.21 no.1
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• pp.43-50
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• 2016

The public medical centers are required to make efficient and profitable operation. The efficiency is usually measured by DEA(data envelopment analysis), and profitability is measured by medical income rate. But DEA is measured by relative, not absolute value. So, profitability rate is used alternatively for DEA. This study want to analyze the interchangeability between DEA ranking and medical income rate ranking among public medical centers. The return on total assets is same ranking with DEA on bed number, employee number and total asset, but 60-70% relationship with DEA on bed number and employee number, as input resources. The operating margin is similar ranking with DEA on bed number and employee number, but 50-60% relationship with DEA on bed number, employee number and total asset, as input resources.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.6
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• pp.439-447
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• 2020

The study examines direct and indirect impacts of organizational commitment on employee motivation through two mediating factors - opportunistic behavior and knowledge sharing - in Vietnamese enterprises. The samples were selected by the non-probability sampling method followed convenient sampling, relatively stratified by localities in Vietnam. The sample size was 636 employees in Vietnamese enterprises. The number of collected online questionnaires was 379, while the number of valid questionnaires was 329. In the direct survey, the number of distributed questionnaires was 750, while the number of collected questionnaires was 421 and the number of valid questionnaires was 307. The total number of valid questionnaires used for analysis was 636. The study used quantitative methods with structural equation modeling analysis. The results indicate that among the components of organizational commitment, normative commitment has both direct and indirect impacts on employee motivation through two mediating factors: opportunistic behavior and knowledge sharing. Meanwhile, affective commitment has only an indirect impact on employee motivation through these mediating factors. Continuance commitment has both direct and indirect impacts; however, it has only an indirect impact on employee motivation through opportunistic behavior. In addition, the results show opportunistic behavior has a negative impact on the knowledge sharing of employees in enterprises.

• Management & Information Systems Review
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• v.12
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• pp.181-201
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• 2003

An employee employment of Enterprise must consider efficiency, balance attribute and effectiveness as important variable. but Our country's Enterprise reduce the personnel without basic guide line about employee employment. because Our country's Enterprise thinks of personnel expenses or sales amount decrease as important variable. Therefore, Research background sets out that there is no basic guideline for employment management one of the most important elements in Enterprise administration. and I examined employment control's concept and concept about softness of labor market in theoretical background setting. Also, was abreast of employment control effect, case study and literature research about employment control's basis. Finally, In fluctuation change of Enterprise's employee number, I examined which relation is formed in comparison with sales amount, net profit and the employee number of individual Enterprise using investment analysis material of Stock Company focused on Enterprise that stock is listed on the stock exchange.

• KOREAN JOURNAL OF PACKAGING SCIENCE & TECHNOLOGY
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• v.11 no.1
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• pp.25-32
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• 2005

This study was conducted in 2005 to investigate the current status of total packaging industries in Korea. The trends in development of the packaging industry were observed and interpreted as several factors such as the number of packaging industries, the number of employee in packaging industries, size, employee salary, and locations of packaging industry. The number of companies showed the increase of 6.3% per year until 2002 compared to 2175 companies at packaging industry in 1991. Based on the data of the number of companies to produce packaging materials, the packaging companies for plastic, metal, and wood were rapidly increased up to over 9%, whereas the glass and paper companies were only increased in 2%. The number of paper, plastic, wood, and packaging machine companies located at Seoul in 2002 was showed the great reduction, except to glass company compared to the number of the packaging industries in 1993 according to location of the company. Value added per employee in total packaging material industries were showed about 53-thousand dollars in 2002. These values were showed about 64.5% for total manufacture industries and increased to 8.1% from 1991 to 2002.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.3
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• pp.1385-1393
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• 2021

This study examines the impact of independent behavior, goal achievement, and curiosity on employee performance and examines the impact of independent behavior and goal achievement on employee performance through curiosity. This research is conducted on a survey using explanatory research. Data collection is carried out using a questionnaire as a research instrument. The questionnaire was conducted on employees of finance companies in Yogyakarta, Indonesia. The selection of companies used as research is based on the similarity of the products being marketed. In Yogyakarta, there are 54 branch offices of finance companies that carry out business activities. However, of the 54 companies, ten have the same products being marketed, namely mortgage loans, investment loans, and multipurpose loans. In contrast, other finance companies focus more on motor vehicle loans—determining the number of samples obtained by multiplying by six times the number of indicators used. The sampling technique is done by purposive sampling with specific respondent criteria. In this study, analysis techniques, using Structural Equation Modeling (SEM) with AMOS 22. The results showed that the increase in employee performance was influenced by curiosity regarding independent employee behavior. This study provides recommendations human resource management practices that have an impact on organizational performance.

• Korean Management Science Review
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• v.31 no.4
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• pp.135-150
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• 2014

This paper analyzes the operational efficiency of 91 individual retail stores in Seoul by a two-step procedure. In the first step, a data envelopment analysis (DEA) model is used to identify the efficiency scores. Three inputs (store size, number of items, and number of employees) and two outputs (sales and number of customers) are used for the efficiency measurement. In the second step, a Tobit regression model is used to identify the drivers of efficiency. DEA efficiency scores are used to test hypotheses on the impact of five independent variables, namely store age, number of items per store size, number of items per employee, trade area index, and number of competitors. Results of the Tobit analysis show that number of items per store size, number of items per employee, and number of competitors play a significant role in influencing the operational efficiency of retail stores. Managerial implications of the study are discussed.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.1
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• pp.997-1007
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• 2021

This study aims to redesign and find out the role of Islamic work ethics in influencing Islamic motivation, affective commitment, job satisfaction, and employee performance. Respondents in this study are populations of various cross-sectoral and cross-profession employees, such as government and private workers, soldiers, educators (teachers and lecturers) in various offices in Central Java. 220 questionnaires were distributed to all respondents, but the number of the returned questionnaires was 200. Thus, totally, this study analyzed 200 questionnaires. Data are analyzed using Structural Equation Modelling (SEM). The results show that the eight hypotheses are accepted: there is a positive and significant influence of Islamic work ethics on Islamic motivation; there is a positive and significant effect of Islamic work ethics on job satisfaction; there is a positive and significant effect of Islamic work on affective commitment; there is a positive and significant influence of Islamic motivation on affective commitment; there is a positive and significant influence of Islamic motivation on job satisfaction; there is a positive and significant effect of job satisfaction on employee performance; there is a positive and significant effect of affective commitment on employee performance; there is a positive and significant influence of Islamic motivation on employee performance.

• The Journal of Asian Finance, Economics and Business
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• v.6 no.2
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• pp.123-133
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• 2019

The study aims to investigate the nexus of between role identity, self-efficacy, feeling of energy, and employee creativity in the hotel industry of Korea. The employees' innovative behaviors like creativity have been many researchers' interest for decades in the hotel industry. The hypotheses depicting the relationship among the variables have been proposed based on a review of existing literature. The number of 215 cases was used for final analysis and the results were explained through structural equation modeling. The results indicate the hotel employees' role identity and creative self-efficacy positively influenced their feeling of energy. Further, both role identity and creative self-efficacy make significant impact on employee creativity. Feeling of energy also makes a positively significant impact on employee creativity. Feeling of energy partially mediates the relationship between the two independent variables and employee creativity. As a result, creative role identity, self-efficacy, and feeling of energy explain the variance of the hotel employees' creativity. The results present that hotel practitioners need to regard their employees' creative roles and build organizational culture to support creative activities so as to enhance employee creativity. Finally, theoretical and practical implications for the hotel industry and future studies have been discussed.

• Journal of Fisheries and Marine Sciences Education
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• v.25 no.2
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• pp.349-363
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• 2013

Using data from 286 employees who were working in medium and small company in Busan, the study analyzed the influence of educational training program traits perceived by employee on organizational effectiveness and job performance. The main results were as the followings. First, for organizational effectiveness, job relation and objective setting among educational training program traits had statistically significant influence on job satisfaction and involvement in organization after controlling the employee's characteristics. Second, for job performance, after controling the employee's characteristics, job relation, educational method, educational training environment, and objective setting had statistically significant influence on active participation, the improvement of task performance ability and confidence, or professional knowledge improvement. Additionally, among the employee's characteristics, the number of educational training participation was statistically significant predictor for job performance. Based on the main results, some suggestions and the limitations of the study were discussed.

• The Korean Journal of Community Living Science
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• v.25 no.2
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• pp.147-161
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• 2014

This study explores the factors influencing employees' use of family-friendly programs. Although recent years have witnessed an increasing number of family-friendly programs offered in the workplace, many studies have reported a lack of their actual use. This study considers various socio-demographic and workplace characteristics such as attitudes toward gender roles, and the perceptions of the work environment to better understand the reason behind this insufficient use. For this, data from the 2nd National Korean Family Survey in 2010 were employed. The results based on a total of 408 employees with diverse occupations indicate that among the four family-friendly programs evaluated(flexible working hours, child care, dependant care, and employee wellbeing), child care programs were most frequently provided by employers. In addition, the factors influencing employee participation in family-friendly programs were associated mainly with workplace characteristics or attitudes toward gender roles. The work environment including the employee's perceptions of how comfortable it is to accept assistance from family-friendly programs was also a key factor. Personal characteristics such as age and attitudes toward gender roles except for family needs had significant effects on employee participation in family-friendly programs. Future research should examine the effects of various environmental factors on employees' responses to family-friendly programs and investigate additional factors that can further enhance the effectiveness of such programs.