• Journal of the Korea Safety Management & Science
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• v.17 no.3
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• pp.247-263
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• 2015

This study seeks to identify effects derived from emotional labor in the distribution industry, and draw ways to systematically manage the employees by exploring effects of the emotion work on performance. For the purpose, literature reviews and empirical experiments were conducted to find out effects of emotional labor and false face acting on emotion work and organizational performance and effects of social support and job autonomy on the relationship between emotion work and organizational performance. To verify the hypothesis, we conducted a hierarchical regression analysis and structural equation model analysis using SPSS 20 and AMOS19. The result of the verification in this study is as follows: First, effects of emotional labor on burnout was found to be statistically significant, second, as for the path-coefficient for "emotional labor ${\rightarrow}$ emotion work" and "emotional labor ${\rightarrow}$ job satisfaction" was not statistically significant, while the path-coefficient for "emotional labor ${\rightarrow}$ service level" was found to be statistically significant. Third, effects of emotion work on job satisfaction was found statistically significant, fourth, emotion work on the service level was found statistically significant, fifth, effects of false face acting on emotion work was found statistically significant, sixth, effects of false face acting on burnout was statistically significant, seventh, moderating were found statistically significant and lastly, moderating effects of the relationship between emotion work from job autonomy and organization performance was not verified in job satisfaction, while emotion work, job autonomy, and interaction variable in service level were statistically significant.

• Korean journal of food and cookery science
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• v.24 no.6
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• pp.818-828
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• 2008

A recurrent theme within the literature on the 6 Sigma program is the study of its effect on organizational performance. Therefore, the aim of this study was to investigate the effect of 6 Sigma on culinary quality performance, work commitment, and customer loyalty in the culinary division of hotels and family restaurants. The samples of this study included the employees of the culinary division of hotels and family restaurants that implemented or were about to implement the 6 Sigma program. A total of 248 questionnaires were analyzed with statistical methods of factor analysis, reliability test, and regression analysis. The findings of this study showed that the 6 Sigma program affected the culinary quality performance and work commitment of culinary division employees. Also, the 6 Sigma program, culinary quality performance and work commitment affected customer loyalty. Furthermore, work commitment affected culinary quality performance. Based on these research findings, it is required that the culinary division of hotels and family restaurants should incorporate the 6 Sigma program. For this purpose, good quality data should be collected with sufficient preparation procedures, and task force team should be made. Moreover, experts in this field should be cultivated, with the training of employees in mind. It is also crucial that the current quality of product and services be measured and that all the employees of the culinary division participate in the implementation of the 6 Sigma program. The intervention and heavy participation of the top management and head of the culinary division is expected for the successful implementation of 6 Sigma program.

• Journal of Korean Clinical Nursing Research
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• v.29 no.2
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• pp.163-174
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• 2023

Purpose: To identify the effect of a new leadership type by confirming the effect of clinical nurses' grit and nursing work environment on nursing performance and retention intention with the mediating effect of compassionate rationalism leadership in the process. Methods: A proportional stratified sampling method was used with 45 tertiary general hospitals nationwide as the sampling unit. An online survey targeting nurses who have been working continuously for more than one year was conducted from October 14 to November 9, 2022. The final analysis included 1,256 questionnaires. The correlation between the participants' variables was analyzed using Pearson's correlation coefficients. The mediating effect was confirmed using a regression analysis, and bootstrapping. Results: The compassionate rationalism leadership had a mediating effect on the relationship between grit and nursing performance (F=203.21, p<.001), nursing work environment and nursing performance (F=109.48, p<.001), grit and retention intention (F=149.90, p<.001), and nursing work environment and retention intention (F=25.14, p<.001). Conclusion: The compassionate rationalism leadership of nursing managers had a positive effect on nursing performance and retention intention. Therefore, with the development and application of educational programs of compassionate rationalism leadership, it can be used to improve nursing performance and operate an efficient nursing organization.

• The Journal of Asian Finance, Economics and Business
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• v.6 no.4
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• pp.201-212
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• 2019

The study aims to identify the role of transformational leadership toward work performance through intrinsic motivation in pharmaceutical field by a survey of 220 pharmacists in Vietnam. The pharmaceutical industry in Vietnam is experiencing rapid growth, accompanied by the need for a change in leadership for managers. The transformational leadership creates a proactive, positive attitude, passion, interest or an increase in intrinsic motivation of employees, thereby affecting work performance. This study performed reliable verification by Cronbach's Alpha coefficient, then the factors are analyzed by EFA before conducting multivariate regression analysis. The results showed that the transformational leadership style includes such factors as: idealized influence (attributed and behavior), inspirational motivation, intellectual stimulation, individualized consideration have a positive impact on intrinsic motivation and thereby positively affecting work performance. It confirms that employees will have a higher intrinsic motivation level when working under transformational leadership from their leaders. It makes employees work more efficiently. According to the research results, the pharmacist has an intrinsic motivation to work hard on tasks that contribute to the group overall goal of. That requires managers to have a task assignment strategy to connect the goals of the members together as well as of the members to the group.

• The Journal of Asian Finance, Economics and Business
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• v.9 no.2
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• pp.273-281
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• 2022

The purpose of this research is to look into the effects of organizational culture and training and development on work discipline and performance. The data for this study was directly obtained from employees of a municipal water corporation in Medan, Indonesia, with a total of 204 participants. Partial Least Square Structural Equation Modeling (PLS-SEM) was applied for data analysis. The results showed that organizational culture and training and development positively and significantly affect performance. However, organizational culture and training & development positively affect employees' work discipline, albeit insignificantly. The findings of this study suggest that organizational culture and training and development play a critical role in shaping work discipline and performance in organizations in Indonesian settings. Therefore, the finding of this research engage all leaders in the organization to conduct training and development more intensively. Although it seems to have costly, this will have a good impact on the organization in the long run. Furthermore, the authors also suggest the creation of a solid organizational culture for every organization to foster excellent performance. However, each organization should choose its own acceptable organizational culture because it is possible that the organizational culture that works in one context does not work in another.

• Journal of muscle and joint health
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• v.30 no.2
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• pp.120-128
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• 2023

Purpose: The purpose of the study was to investigate the effects of infection control knowledge and nursing work environment on infection control performance among general hospital nurses. Methods: A total of 138 nurses from four general hospitals located in G and P cities participated in this descriptive study. The collected data were analyzed using t-test, ANOVA, Pearson's correlation coefficients, and multiple regression. Results: The average mean score was 21.41±1.92 points out of 25 for infection control knowledge, 2.53±0.33 points out of 4 for nursing work environment, and 4.62±0.40 points out of 5 for infection control performance. In the final analysis, the variables that had the greatest influence on infection control performance were the nursing work environment (β=.32, p<.001), working department (β=.19, p=.014), and knowledge (β=.19, p=.016). Conclusion: This study showed that nurses with a better nursing work environment, employment in general department, and more infection control knowledge delivered superior infection control performance. Therefore, to improve infection control performance, it is necessary to enhance the nursing environment and develop practical education programs for augmenting infection control knowledge.

• Korean Journal of Occupational Health Nursing
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• v.27 no.4
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• pp.247-256
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• 2018

Purpose: This study aimed to identify the influence of nurses' resilience and anger expression styles on their nursing work performance in emergency departments. Methods: The study included 107 nurses from 5 hospitals in Seoul and Gyeonggi-do who consented to participate. Data ware collected from March to April 2016. Multiple regression analysis was used to identify factors influencing nurses' performance. Results: Nurses' performance was higher when resilience was high and anger expression was low. The result of the multiple regression indicated that present working years in the emergency room, work satisfaction, anger expression, anger control, and resilience predicted 39.4% (F=7.27, p<.001) of the nursing performance of hospital nurses in emergency departments. The most powerful predictor was resilience (${\beta}=.45$, p<.001), followed by anger-out (${\beta}=-.25$, p=.006). Conclusion: This study showed that the most influential variables of work performance in emergency nurses ware resilience and anger expression. To enhance the nursing performance of hospital nurses in emergency departments, it is necessary to develop and implement mentorship programs that enhance resilience and educational programs that help them manage their anger.

• Korean Journal of Labor Studies
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• v.19 no.1
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• pp.65-104
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• 2013

This study aims to examine the intermediary roles of employee performance between high performance work system (HPWS) and its operational performance on the resource based view. Taking into account the unit of analysis, this study used a hierarchical linear modeling analysis in order to test rigorously the association between HPWS at the organisational level and employee performance at the individual level. For this empirical test, Human Capital Corporate Panel (HCCP) data including 316 firms and 7,872 respondents (including 923 team leaders) were used. To meet the unit of analysis and test the mediation effect, data at the individual and team level were aggregated into the organisational level. The empirical results show that HPWS have a positive impact on operational performance as well as employee performance such as job satisfaction, organisational commitment and organisational trust. Regarding the mediation effect, job satisfaction and organisational trust mediate between HPWS and operational performance. Theoretical implications are discussed in conclusion.

• Journal of Digital Convergence
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• v.11 no.9
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• pp.79-86
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• 2013

I have empirically investigated the relationship between work-family facilitation and perceived team performance and the moderating effect of wellness climate between work-family facilitation and perceived team performance. For testing hypothesis, hierarchical linear regression was conducted. The results of analysis are followings; hypothesis 1, work-family facilitation is positively related to perceived team performance, was significantly supported. Hypothesis 2, wellness climate moderates the association between work-family facilitation and perceived team performance. The results imply that when the HR practitioners design job and welfare program of employees should consider work-family facilitation. Additionally, to improve the performance of organization should consider not only work-family facilitation but also climate of organization supporting work-family facilitation, wellness climate.

• Journal of Mechanical Science and Technology
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• v.17 no.6
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• pp.816-824
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• 2003

In this study, variations of cutting performance with pulse time, open circuit voltage, wire speed and dielectric fluid pressure were experimentally investigated in Wire Electrical Discharge Machining (WEDM) process. Brass wire with 0.25 mm diameter and AISI 4140 steel with 10 mm thickness were used as tool and work materials in the experiments. The cutting performance outputs considered in this study were surface roughness and cutting speed. It is found experimentally that increasing pulse time, open circuit voltage, wire speed and dielectric fluid pressure increase the surface roughness and cutting speed. The variation of cutting speed and surface roughness with cutting parameters is modeled by using a regression analysis method. Then, for WEDM with multi-cutting performance outputs, an optimization work is performed using this mathematical models. In addition, the importance of the cutting parameters on the cutting performance outputs is determined by using the variance analysis (ANOVA).