• 대한지역사회영양학회지
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• 제19권1호
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• pp.60-70
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• 2014

The purpose of the study was to examine job satisfaction, work performance, work satisfaction, perceived needs and self-evaluation of knowledge and skills of nutrition teachers. Survey questionnaire was administered to 106 nutrition teachers in schools of Gyeonggi area. Subjects were categorized into high- or low-job satisfaction group, and study variables were examined by job satisfaction group. Overall job satisfaction was high, with a mean score of 14.9 out of 20. High-job satisfaction group had more favorable perception regarding human relations and workplace atmosphere compared to the counterparts (p < 0.001). Work performance, examined by 12 items, was not significantly different between the two groups. However, satisfaction regarding specific work of nutrition teachers was significantly different by job satisfaction (p < 0.001). High-job satisfaction group responded that they had more knowledge and skills in areas such as food purchase management, food sanitation and safety management, equipment and facility management, nutrition education, nutrition counseling (p < 0.01), and general management & marketing (p < 0.05). High-job satisfaction group also indicated that nutrition teachers need to have more knowledge and skills than the counterparts, regarding food purchase management (p < 0.001), nutrition education (p < 0.01), nutrition counseling, general management and marketing, and teaching practices (p < 0.05). In addition, study results showed significant positive correlations among study variables. This study suggested that job satisfaction of nutrition teachers might be increased by having favorable human relations and workplace atmosphere, increasing satisfaction with specific work of nutrition teachers, and by increasing the knowledge and skills required for the work of nutrition teachers.

• 유통과학연구
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• 제14권12호
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• pp.141-151
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• 2016

Purpose - Salesperson perceptions of the fairness and accuracy of a performance evaluation system were examined by managerial and professional employees of large organization. The performance evaluation process is central to many personal decisions such as attitude for job and sales performance. This study investigates the relationship between perceived evaluation fairness, job satisfaction, organizational commitment, and sales performance. The main purpose of this study is to develop and empirically test a comprehensive model of salespersons' perceived evaluation fairness on sales performance. For this purpose, we identified the structural relationship between perceived evaluation fairness, job satisfaction, organizational commitment, and sales performance. Also we investigate the mediating effects on job satisfaction and organizational commitment between perceived evaluation fairness and sales performance. Research design, data, and methodology - To empirically test these relationships, data were collected by in-depth interviews from sales managers and questionnaire surveys from 300 salespersons who work for sales area (credit card company, insurance company). Demographically, the overall sample was 91.6% female, 77.9% 30s and 40s, and 34% college educated, with an average tenure with their present organizations of 4 years. The questionnaire was composed of total 20 items dealing with frequency, quality, and consequences of perceived evaluation fairness, job satisfaction, organizational commitment, and sales performance. To test the research hypotheses, collected data analyzed by confirmatory factor analysis (CFA) and structure equation model (SEM). Results - Through extensive and rigorous literature review process of related literature(Perceived evaluation fairness, Job satisfaction, Organizational commitment, Sales performance), research model and research hypothesis was set up. This study obtains the following research results. First, perceived evaluation fairness has a positive effect on job satisfaction, whereas the effects of perceived evaluation fairness on organizational commitment and sales performance did not show statistically significant result. Second, job satisfaction and organizational commitment have complete mediating roles to the relationship between perceived evaluation fairness and organizational commitment, and relationship between perceived evaluation fairness and sales performance. Conclusions - Based on the results, salespersons' perceived evaluation fairness is one of the key independent variable for making high job satisfaction, organizational commitment, and sales performance. Finally the theoretical, managerial implication and research limitations are mentioned in the discussion.

• 한국치위생학회지
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• 제20권1호
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• pp.85-94
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• 2020

Objectives: The purpose of this study is to improve awareness of male dental hygiene by investigating the dentists' perception of male dental hygienists' image and work performance in clinical practice. Methods: The participants were 102 dentists who agreed to participate in this study. They completed- a self-administered questionnaire survey available on a website. The questionnaire comprised 26 questions, with each item scored on a 5-point Likert scale. Results: The male dentists perceived that with an increase in the experience of male dental hygienists would be willing to pay more than for female dental hygienists. In the case of male dentists, male dental hygienists perceived that they would feel stressed in a women-centered work environment. Additionally, it was found that dentists who had experience working with Male dental hygienists responded more positively to work performance awareness than had no experience (p<0.05). Conclusions: Active employment of male dental hygienists in clinical practice, could positively change dentists' perception of male dental hygienists.

• 대한간호학회지
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• 제31권4호
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• pp.571-583
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• 2001

Purpose: The purpose of this study was to examine the levels of burnout experienced by Korean hospital nurses (N=198), and to identify predictors of their nursing outcomes such as job performance, work satisfaction, and productivity. Method: Hierarchical multiple regression was used to identify predictors of each nursing outcomes. Included predictors were nurses' general characteristics, work- related characteristics (role stress and perceived control), and burnout. Results: Korean nurses experienced higher levels of burnout compared to the cutoffs suggested by Maslach and Jackson (1986) and to those in the USA. For each nursing outcome, predictor variables explained 39% of the variance in role performance, 30% of the variance in work satisfaction, and 38% of variance in productivity. Higher personal accomplishment, lower role ambiguity, being staff nurses, and lower emotional exhaustion were related to higher job performance, and higher productivity. Lower role conflict and role ambiguity were also related to higher work satisfaction. Conclusion: Based on the findings of this study, managemental interventions for nurses to reduce their burnout experience are needed. Further study in this area is warranted.

• 유통과학연구
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• 제9권2호
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• pp.123-129
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• 2011

The restaurant franchise industry is one that could benefit significantly from the use of intranet technology, from its potential for improving communications between franchisors and franchisees, to providing easier inventory and ordering processes. However, there is a level of trepidation among potential users about whether the technology would improve their work performance. This study sought to examine the relationships between perceived uncertainty and perceived usefulness of intranet technology in the restaurant franchise industry. Through a review of available literature, 10 sub-dimensions of perceived uncertainty (Duncan, 1972) and six sub-dimensions of perceived usefulness (Davis, 1989) were derived. Canonical correlation analysis was used to examine the relationships between these concepts using data collected from 163 franchising restaurant managers in South Korea. Findings from the data analysis demonstrates two negative factors and one positive factor in perceived uncertainty that influence perceived usefulness, thus offering some implications of what to consider when implementing an intranet system in a restaurant franchise.

• 산경연구논집
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• 제10권6호
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• pp.7-17
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• 2019

Purpose - The purpose of this study is to explore how advertising for multilevel marketing brands affect the salesperson's activity including customer-salesperson interactivity, work attitude, and perceived and actual performance after the campaign. Research Design, data, and methodology - This study collects experimental data, survey data, and actual sales data and applies statistical analyses such as factor analysis, t-tests, and a structural equation model. Results - The results show that advertising campaign can enhance a salesperson's selling activities and provide wide managerial implications to a multilevel marketing firm by filling the gaps for the field of advertising research. Conclusions - Managerial implications include: i) multilevel marketing firms should consider advertising campaigns as a means of changing customer responses because advertising plays a significant role in increasing familiarity with, and knowledge of, attitudes toward the brand, which also helps salespeople interact with customers; ii) multilevel marketing firms should consider brand advertising as a means to support the sales activities of salespeople including sales effectiveness, work attitudes, and perceived performance, and iii) multilevel marketing firms should consider brand advertising as a means to enhance a salesperson's pride and motivation for selling their brand, which will lead to improved sales performances.

• Safety and Health at Work
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• 제13권3호
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• pp.343-349
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• 2022

Background: In the United States, the dairy product manufacturing industry has consistently had higher rates of work-related nonfatal injuries and illnesses compared to the national average for industries in all sectors. The selection and implementation of appropriate safety performance indicators are important aspect of reducing risk within safety management systems. This study examined the leading safety indicators implemented in the dairy product-manufacturing sector (NAICS 3115) and their perceived effectiveness in reducing work-related injuries. Methods: Perceptions were collected from individuals with safety responsibilities in the dairy product manufacturing facilities. OSHA Incident Rate (OIR) and Days away, restricted and transferred (DART) rates from 2013 to 2018 were analyzed. Results: The perceived most effective leading were safety observations, stop work authority, near miss reporting, safety audits, preventative maintenance, safety inspections, safety training attendance, and job hazard analysis/safety analysis, respectively. The 6-year trend analysis showed that those implementing all eight top indicators had a slightly lower rates than those that did not implement all eight. Production focused mentality, poor training, and lack of management commitment were perceived as the leading causes of injuries in this industry. Conclusion: Collecting leading indicators with the unique interest to meet the regulatory requirements and to document the management system without the actual goal of using them as input to improve the system most probably will not lead to an effective reduction of negative safety outcomes. For leading indicators to be effective, they should be properly selected, executed, periodically evaluated and actions are taken when necessary.

• 한국콘텐츠학회논문지
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• 제16권12호
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• pp.781-793
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• 2016

본 연구는 기업 내 조직원의 강점활용을 통한 조화열정과 집중이 지각된 성과에 미치는 영향을 실증적으로 규명하고자 했다. 이에 본 연구는 조직 내 구성원의 조화열정과 집중이 지각된 성과에 미치는 영향과 이 관계에서 강점 활용의 집단 별 차이를 비교 분석하는 연구 모형을 설계하고 국내 기업 내 조직구성원 총 460명을 대상으로 수집된 설문을 통해 분석하였다. 분석결과 조직원들의 조화열정과 집중은 지각된 성과에 긍정적인 영향을 미치는 것으로 나타났다. 특히 조화열정과 지각된 성과의 관계에서는 강점 활용 정도에 따른 고집단과 저집단을 비교했을 때 고집단에서만 유의미한 관계가 나타나는 것으로 확인되어 조화열정과 같은 조직원의 심리적 변인들을 성과로 연결시키는데 있어서 강점활용이 영향요인으로 작용할 수 있음을 확인할 수 있었다. 본 연구는 조직의 강점 활용이 개인과 조직에게 미치는 잠재적 유익을 실증적으로 제시했다는데 그 의의가 있으며, 조직 구성원들의 심리적 동기 변인과 강점활용의 중요성을 강조하고, 그 활용방안을 모색하고자 했다.

• Journal of Korean Biological Nursing Science
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• 제15권3호
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• pp.139-146
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• 2013

Purpose: The purpose of this study was to identify knowledge and the Need of pathophysiology, perceived connectivity between knowledge of pathophysiology and clinical practice, and confidence and satisfaction with clinical performance by applying the knowledge to clinical practice, and to analyze the correlation between the knowledge, perceived connectivity, and confidence and satisfaction of clinical nurses. Methods: Subjects consisted of 149 clinical nurses who work at 7 general hospitals and 6 university hospitals located in Seoul, Incheon, and Gyeonggi province in Korea. Those who learned pathophysiology during their undergraduate program were recruited by using a convenient sampling. The data were collected between April 23 and May 24 in 2012. Participants responded to self-administered questionnaires about knowledge and the need of pathophysiology, and the perceived connectivity between knowledge and clinical practice, and confidence and satisfaction with clinical performance by applying knowledge to clinical practice. Results: Mean scores of knowledge and the need of pathophysiology were $2.88{\pm}0.34$ and $2.33{\pm}0.39$ each. Scores of knowledge and the need of 3 units such as fluid and electrolyte imbalance, acid-base imbalance, and alterations in the respiratory system were high among 23 units while that of adolescent disorders was the lowest. The mean score of perceived connectivity between knowledge and clinical practice was $7.32{\pm}1.57$, and those of confidence and satisfaction with clinical performance by applying the knowledge to clinical practice were $7.66{\pm}1.66$ and $7.42{\pm}1.67$ respectively. Knowledge of pathophysiology was positively correlated with the perceived connectivity between knowledge and clinical practice, and confidence, and satisfaction with clinical performance. Conclusion: The results indicate that knowledge and the need of pathophysiology in clinical nurses is above average, and that knowledge of pathophysiology is important in promoting perceived connectivity with clinical practice and increasing confidence and satisfaction with clinical performance by applying knowledge to clinical practice.

• 동아시아식생활학회지
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• 제21권5호
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• pp.746-755
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• 2011

A survey on the status of sanitary education and recognition and perceived performance of cooking operations related to sanitation for cooks at nine deluxe hotels in the Seoul area was conducted. The frequency of a food sanitary training program inside the hotel was 94.0%, and the frequency of training was 'once a month' at 68.5%. The program was taught by a hygienist in the hotel (62.7%), and 64.2% of cooks always attended. Cooks' recognition of HACCP was 3.52, and the importance of education on HACCP was higher at 3.77. Cook's' level of sanitary management was satisfactory with an average of 3.83 out of 5 in a Likert scale. The results showed a high average (4.08) for importance of personal hygiene during cooking, but satisfaction of personal hygiene was rather low at 3.92. Cooks' recognition of food sanitation in work field was very high at 4.15. The average scale of recognition on personal hygiene was 4.36, and out of 10 items related to personal hygiene, 'maintaining hand hygiene' showed the highest recognition (4.43). In a performance scale, the average was 4.24, and 'performing annual health examination' was the highest at 4.38. Perceived recognition of 18 items related to food sanitation had an average of 4.41, whereas the average for performance was lower at 4.31. Perceived recognition of 12 items related to cooking equipments had an average of 4.39, and average scale of performance was 4.28. Therefore, cooks' high recognition of food sanitation but rather low recognition of satisfaction of personal hygiene and perceived performance indicated that systematic sanitation management monitoring tools are necessary for higher performance.