• The Journal of Economics, Marketing and Management
• /
• v.7 no.1
• /
• pp.26-38
• /
• 2019

Purpose - This paper is to review recent literature, by conducting a thorough investigation of the limitations and implications for future research on work-life balance with the focus and linkages between work-life balance practices, machine learning and emotional intelligence, work-life conflict, the correlations between work-life enrichment and work-life balance practices, the relationships between employee job satisfaction and work-life balance, the links between work-life balance and the managerial support. Research design, data, and methodology - The paper will further detail linkages between work-life balance and organizational performance outcomes productivity and innovation. Previous literatures have paid attentions to the link of HR practices and organizational outcomes such as productivity, flexibility, and financial performance, but the understanding needs to be extended to involve innovation performance. Dealing with employees' emotions using different machine learning techniques is one of the phenomenal researches in today's world. Here, we examine how far the employees are conscious of their own self and found the ideas and views of an individual about themselves and others. Without proper knowledge about their personality it will be very difficult for an individual to manage their own emotions. This study also aims at finding out the individual abilities to manage their emotions in order to perform well. Conclusions - A theoretical conceptual framework has been built by integrating the existing literature to explain a number of factors which are closely associated with work-life balance. The conceptual model illustrates how the work-life balance interplays with performance and interrelates with the aforementioned factors.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
• /
• v.2 no.1
• /
• pp.109-131
• /
• 2007

The purpose of this study were to a) clarify the current practice of internal marketing by contracted food service management companies, b) analyze the effectiveness of current internal marketing practices. The survey was conducted between October 12 and November 2, 2002 with the 10 contracted food service management companies; 6 large, and 4 small & medium sized companies. No significant difference was existed with the categories of internal marketing. However significant differences were existed with the service education, sanitary education, periodic interviews, rewards for best employees, incentive payments, paid -leave allowances, job function allowances, and position classes including unit manager, dietician and cook of MBO. The actual administration of internal marketing strategies showed that, the significant differences were existed with education, paid-leave, and employee welfare systems among position classes. Also the significant differences were existed with all categories of internal marketing between large and small & medium sized companies. In general, small & medium sized companies score of the internal marketing performance was lower than that of large sized companies. Therefore, the segmented internal marketing strategies depending on the analysis not only demand for employees but also the size of company, were required to be an effectively and efficiently managed contracted food management companies.

• Korean Journal of Human Ecology
• /
• v.19 no.4
• /
• pp.733-744
• /
• 2010

This study investigated the working conditions and job satisfaction of school cafeteria, according to their employment type in Chonbuk, South Korea. Self-administered questionnaires were collected from 401 elementary, middle, and high school cafeteria employees. The data showed significant differences between regular and irregular employees. These factors were: previous work experience (p<.001), type of school (p<.001), the style of foodservice at a school (p<.001), the type of foodservice system (p<.05), and the number of meals served each day (p<.001). The working conditions for regular and irregular employees were significantly different with regard to several factors: these were union membership (p<.01), how they were paid (p<.05), their total working hours (p<.01), and difficulty of using their holidays (p<.01). Approximately 80.5% of the subjects were dissatisfied with the working conditions after the introduction of countermeasures for irregular employees. Results indicated that the average employee job satisfaction level was 2.53, but that there were not significant difference in the level of job satisfaction when comparing regular and irregular employees. The item employees were most satisfied with was having responsibility over meals for young students (3.37). They were least satisfied with their salary (2.00). An interesting issue for future study would be to determine the factors that could improve job satisfaction whilst satisfying the employees' needs which in turn would improve the quality of foodservice.

• Korean Journal of Occupational Health Nursing
• /
• v.9 no.2
• /
• pp.121-131
• /
• 2000

This study was conducted to acquire data in order to institute an effective industrial accident compensation insurance(IACI) system. The subjects were employers and employees in small scale industries which have less than 5 employees. The questionnaires consisted of questions on perception and need for IACI. A total of cases were 181 employers and 105 employees participated in the study. Perception and need of employers and employees were assessed using the ANOVA, t-test. The results were as follows ; 1. Workplaces examined mostly in manufacturing(78.9%), industries with one employee(44.1%). Beneficiary rate of IACI 4.4%. 2. 60.0% of employees had experienced an industrial accident and in most cases employers paid the cost of medical treatment. 45.0% of employers nd 50.0% of employees were not aware that IACI had been put into effect starting July, 1, 2000. 52.0% of employers had no type of industrial accident compensation. 3. The need of outcome measures, especially of employers and employees who had an IACE, were higher than those without an IACI. Employers and employees who had experienced an industrial accident outnumbered those who hadn't. The results of this study reveal that there is a great need for the institution of an IACI and health promotion policy in small scale industries.

• The Journal of Korean Institute for Practical Engineering Education
• /
• v.4 no.1
• /
• pp.132-139
• /
• 2012

In private employment service, providing employment information for job seeker and recruiter, providing information on job, job map, and providing vocational training and development have been paid attention. Particularly, it needs to train the employees, working at private employment service agencies. The purpose of the study was to examine the current trends of private employment service, service employees, and their training status. In the result, we suggest that it needs to manage the quality of service employees' qualification, to initiate the accreditation program for their expertise, and set up an institutions for training them. In addition, providing a program of supervision for employees, considering a set up of an mutual aid association among themselves, and developing specialized training programs.

• Journal of Korean Society of Occupational and Environmental Hygiene
• /
• v.25 no.2
• /
• pp.146-155
• /
• 2015

Objectives: The aims of this study were to set up benzene exposure matrices according to industry and process and to assess the risk of those occupational exposure to benzene. Methods: The benzene exposure matrices were assembled depending on industry and process, based on an exposure database provided by KOSHA(the Korean Occupational Safety and Health Agency), which was gathered from a workplace hazards evaluation program in Korea. These exposure matrices were assessed by Hallmark Risk Assessment tool. Results: The benzene was treated 412 industries sector(36%), 2,747 business places, and 471 industrial processes according to database. The arithmetic mean of past decade 8 hours time-weighted average of airborne benzene concentrations in the workplace was 0.10722 ppm. 1.07% of the total sample were greater than OEL, and 59.8% were showed less than the limit of detection. The highest risk values(Danger Value) were seen 36 industries including manufacture of general paints and similar product and 12 processes, such as other painting of manufacture of metal fabricated members. Exposure matrices based on employee exposure data base may provide exposure histories and can be used in epidemiological studies. Conclusions: It was found that more attentions should be paid to 36 among 412 industries and 12 of 471 processes, with a higher risk value.

• The Journal of the Korea Contents Association
• /
• v.18 no.1
• /
• pp.561-572
• /
• 2018

Female tollgate workers are known to be the most highly exposed to job stress in the service industry. However, there have been few studies on female tollgate workers. This study was thus performed to verify the mediator effect of work-family conflicts in the relationship between job stress and turnover intention of female tollgate workers. A survey was carried out in May, 2016, and the final data were obtained from 183 female tollgate workers by quota sampling. The major result was that their job stress significantly influenced on turnover intention, and work-family conflicts between the two variables were partially mediated. On the basis of the outcomes, first, further studies are needed to develop customized supporting programs for the female tollgate workers; second, internal efforts, such as psychological and social support programs such as Employee Assistance Programs (EAPs), should be launched for the workers at the enterprise level; third, national attention must be paid to improve the work environments of female tollgate workers.

• Journal of Korean Society of Industrial and Systems Engineering
• /
• v.40 no.3
• /
• pp.7-17
• /
• 2017

Loan consultants assist clients with loan application processing and loan decisions. Their duties may include contacting people to ask if they want a loan, meeting with loan applicants and explaining different loan options. We studied the efficiency of service quality of loan consultants contracted to a bank in Korea. They do not work as a team, but do work independently. Since he/she is not an employee of the bank, the consultant is paid solely in proportion to how much he/she sell loans. In this study, a consultant is considered as a decision making unit (DMU) in the DEA (Data Envelopment Analysis) model. We use a principal component analysis-data envelopment analysis (PCA-DEA) model integrated with Shannon's Entropy to evaluate quality efficiency of the consultants. We adopt a three-stage process to calculate the efficiency of service quality of the consultants. In the first stage, we use PCA to obtain 6 synthetic indicators, including 4 input indicators and 2 output indicators, from survey results in which questionnaire items are constructed on the basis of SERVQUAL model. In the second stage, 3 DEA models allowing negative values are used to calculate the relative efficiency of each DMU. In the third stage, the weight of each result is calculated on the basis of Shannon's Entropy theory, and then we generate a comprehensive efficiency score using it. An example illustrates the proposed process of evaluating the relative quality efficiency of the loan consultants and how to use the efficiency to improve the service quality of the consultants.

• Journal of Korean Society of Industrial and Systems Engineering
• /
• v.40 no.4
• /
• pp.87-95
• /
• 2017

This study aims to configure what dimensions make up for smart phone after service quality, and how this service quality affects customer satisfaction and customer loyalty. Smart phone market is a market of the device leading the digital convergence as well as positioning itself as one of the national growth driving industry. To survive in this matured market, companies should have to respond actively to radical changes and customers needs in the so-called Smart Revolution environment. Lately, however, the smart phone market is prospected to move from growth phase to mature phase by the scholars. In order to proactively respond to the change in such market condition, companies need to provide absolute advantage in customer loyalty over their competitors by revolutionizing the after-sales service quality. Qualified A/S will lead to service satisfaction and achieve customer loyalty. The empirical analysis results obtained through A/S quality are as follows : First, human quality (attitude, expertise, problem-solvability), environment quality (handling agility, convenience, comfort), service policy quality (quality guarantee, additional service operation) are dimensions that make up for A/S quality. Second, A/S quality dimension showed a significant positive influence on service satisfaction and A/S satisfaction showed a positive influence on customer loyalty as well. Based on this empirical study, we propose some implications for A/S quality improvement. First, human quality dimension has relatively higher influence on A/S satisfaction in case of free A/S, so companies need to solve the product problem completely when consumer's first visit by continual employee education. Second, in case of paid A/S, the service policy quality-especially A/S Warranty period- has higher influence on A/S satisfaction.

• Safety and Health at Work
• /
• v.6 no.4
• /
• pp.295-304
• /
• 2015

Background: While attention has been paid to physical risks in the work environment and the promotion of individual employee health, mental health protection and promotion have received much less focus. Psychosocial risk management has not yet been fully incorporated in such efforts. This paper presents good practices in promoting mental health in the workplace in line with World Health Organization (WHO) guidance by identifying barriers, opportunities, and the way forward in this area. Methods: Semistructured interviews were conducted with 17 experts who were selected on the basis of their knowledge and expertise in relation to good practice identified tools. Interviewees were asked to evaluate the approaches on the basis of the WHO model for healthy workplaces. Results: The examples of good practice for Workplace Mental Health Promotion (WMHP) are in line with the principles and the five keys of the WHO model. They support the third objective of the WHO comprehensive mental health action plan 2013-2020 for multisectoral implementation of WMHP strategies. Examples of good practice include the engagement of all stakeholders and representatives, science-driven practice, dissemination of good practice, continual improvement, and evaluation. Actions to inform policies/legislation, promote education on psychosocial risks, and provide better evidence were suggested for higher WMHP success. Conclusion: The study identified commonalities in good practice approaches in different countries and stressed the importance of a strong policy and enforcement framework as well as organizational responsibility for WMHP. For progress to be achieved in this area, a holistic and multidisciplinary approach was unanimously suggested as a way to successful implementation.