• Korean Journal of Occupational Health Nursing
• /
• v.18 no.2
• /
• pp.165-173
• /
• 2009

Purpose: In Korea, the number of migrant workers is increasing. However, migrant workers have low job satisfaction due to poor working environment, and insufficient social support. This study aimed to investigate the role of social support for job satisfaction of migrant workers. Method: We have analyzed the survey data of 397 migrant workers collected from free clinic for migrant workers located in Seoul, Gyeonggi-do and Chungcheong-do. Result: When the migrant workers received monetary and emotional supports from supervisors and colleagues, their job satisfaction turned out to be significantly high. The factors that influence job satisfaction of migrant workers are as follows: involvement in manufacturing industry, over 9 hours of daily sleep, monetary and emotional support from supervisors. Their job satisfaction strongly influenced by these factors. Conclusion: Social support will increase job satisfaction of migrant workers and it will subsequently decrease job turnover rate and increase productivity as well as quality of life.

• The Journal of Asian Finance, Economics and Business
• /
• v.8 no.11
• /
• pp.285-296
• /
• 2021

The purpose of this study is to determine the effect of organizational culture, job involvement, and emotional intelligence on employee performance through job satisfaction, organizational commitment at commercial banks in the Great Malang. This study applied the purposive sampling method to obtain data from 240 out of 600 workers working in four commercial banks, which was then analyzed using the SEM. The results showed that organizational culture, job involvement, emotional intelligence have no significant effect on employee performance through job satisfaction. Organizational culture, emotional intelligence, job involvement, satisfaction significantly affect employee performance through organizational commitment. Organizational culture, job involvement, emotional intelligence significantly affect employee performance through job satisfaction, organizational commitment. By investigating the impact of organizational culture, job engagement, emotional intelligence on job satisfaction, organizational commitment, employee performance simultaneously in this study, this study expands the existing literature by providing a better understanding of organizational culture, job engagement, and emotional intelligence. Given that articles on organizational culture, job involvement, and emotional intelligence are limited in the HRD literature, the findings of this study may offer reliable information for HRD practice, encourage researchers to explore research related to organizational culture, job involvement, and emotional intelligence.

• Safety and Health at Work
• /
• v.12 no.3
• /
• pp.317-323
• /
• 2021

Background: The surface mining industry has one of the highest fatality rates among private industries in the United States. Despite recent decreases in the fatality rates of comparable industries, the fatality rate in the surface mining industry has increased. Meanwhile, a lack of safety research in surface mining has hindered efforts to improve safety strategies in the surface mining workplace. Method: This study examined quarry workers' hazard identification skills by conducting a case study of a surface mining facility in the Mid-Atlantic region of the United States. Semistructured interviews were conducted with eight quarry workers who were employed at the mine facility. In addition to the interviews, data were collected through field notes, notes from an expert meeting with safety managers, and site photographs to explore quarry workers' safety behaviors in the workplace. Results: The results showed that quarry workers identified hazards and improved their safety performance by translating safety knowledge learned from training into practice, acquiring hands-on work experience, learning from coworkers, and sharing responsibilities among team members. Conclusion: This study contributes to understanding quarry workers' safe performance beyond what they have learned in safety training to include their interaction with other workers and hand-on experience in the workplace. This study informs practitioners in the surface mining industry to build a safe work environment as they design effective safety programs for employees.

• Journal of the Korean Society of Clothing and Textiles
• /
• v.20 no.3
• /
• pp.502-511
• /
• 1996

While much research on brand loyalty have been conducted until now, little has been challenged to integrate the results of previous (studies and how the brand loyalty is developed. The purpose of this study was to) suggest and test the model of clothing brand loyalty formation via consideration of all related variables simultaneously using the LISREL. The subjects were 505 male and female college graduates or higher white collar workers in their twenties and thirties living in Seoul, Korea. The data were collected by self- administered questionnaires. The results showed that consumer knowledge, product involvement, and perceived risk are positively related to information search. However, the influence of perceived risk on information search is statistically insignificant. Product involvement is also positively related to consumer satisfaction. Information search and consumer satisfaction are positively related to brand loyalty, respectively. In conclusion, consumer knowledge, product involvement, and perceived risk have positive influences on brand loyalty through the mediating variables of information search and consumer satisfaction.

• International journal of advanced smart convergence
• /
• v.4 no.2
• /
• pp.54-60
• /
• 2015

In modern business organization, the most important strategic factor in maintaining competitive advantage in business is to manage and utilize human resources effectively, which has eventually increased workload and psychological pressure in organizations. And research show that increased workload and psychological pressure has produced various tensions in business organizations, and it appears that those tensions have increased the workplace aggressive behavior among employees. In various types of aggressive behavior, this study focuses on verbal aggression. The study also attempts to find out the relationships among verbal aggression, job involvement, and turnover intention among administrative workers in colleges from May 20 to May 26, 2015. Summary of the research result is as follows. First of all, the study shows that verbal aggression directly increases the employee turnover intention.

• 재활복지
• /
• v.22 no.3
• /
• pp.41-68
• /
• 2018

The purpose of this study was to verify the causal relations among related factors of job and life satisfaction among 805 wage workers with disabilities. The study conducted a path analysis using the $8^{th}$ Panel survey of Employment for the Disabled data. The results are as follows. Firstly, the life satisfaction scale was categorized into the human relationship satisfaction and the material environment satisfaction by an explorative factor analysis. These two satisfactions are directly affected by Job Satisfaction (JS) and Job Involvement (JI), not directly affected by Job Engagement (JE). Secondly, JS and JI have a complete mediated effect on the path from JE to these two satisfactions. Thirdly, an indirect effect in the path reaching JS was shown to be significant in a dual mediating effect through JS and JI. Based on this study, it is recommended the way of vocational rehabilitation counseling and the related supporting strategies and programs devise toward a JS of wage workers with disabilities, vocational rehabilitation field practitioners and professionals should consider properly intervening job factors.

• Journal of Distribution Science
• /
• v.21 no.10
• /
• pp.97-107
• /
• 2023

Purpose: The primary objective of the present study is to investigate the contribution of retail beauty workers toward improving 'Green Supply Chain Management' (GSCM) within the beauty sector, and to address the following research inquiry: What are the responsibilities and contributions of retail beauty workers in the promotion and implementation of GSCM practices within the beauty industry? Research design, data, and methodology: The research methodology for this study was employed in investigating the current literature dataset and conducting qualitative literature analysis (Peer-reviewed journal articles and books). This study provides a comprehensive account of the data collection procedure and clear process employed for data analysis. Results: According to the qualitative textual analysis based on comprehensive literature analysis, the crucial aspects of retail beauty workers' contribution to enhancing GSCM within the beauty industry are following: (1) Promote green products, (2) provide green customer education, (3) Provision of environmental friendly services, and (4) Involvement in reducing green waste. Conclusions: All in all, through this process, four distinct roles were identified, which retail beauty workers can assume to facilitate the implementation of GSCM practices. This entails effectively advocating for environmental friendly products to customers by showcasing their value, attractiveness, and appropriateness in meeting customers' requirements and preferences.

• Asian Journal of Business Environment
• /
• v.5 no.4
• /
• pp.19-28
• /
• 2015

Purpose - Research shows that increased workload and psychological pressure produces tensions in organizations. Such tensions can increase employee aggressive workplace behavior. This study attempted to discover the relationship among verbal aggression, job involvement, and turnover intention. Research design, data, and methodology - A survey of administrative workers in colleges was done between May 20 and May 26, 2015. Result - The findings were as follows. First, verbal aggression directly increased employee turnover intention. Second, stress recognition also created turnover intention among employees, which was detected in the interviews conducted after the survey. Third, both the survey and the interviews showed that stress recognition did not have a significant effect on job involvement. Fourth, both the findings and the interviews after the survey showed that stress increased turnover intention. Last, the finding on the role of self-esteem showed that self-esteem had a positive moderating effect on the relationship between the influence of verbal aggression and stress recognition. Conclusion - Having strong talent at work should lower turnover intention and turnover rates and develop the organization continuously.

• Clinics in Shoulder and Elbow
• /
• v.9 no.1
• /
• pp.68-72
• /
• 2006

Purpose: To demonstrate arthroscopically the presence of bilateral shoulder "mirror lesions" due to overhead work. Materials and Methods: A cross-sectional study was performed in a historical cohort of 10 male tire plant workers who underwent MRI studies of both shoulders. Bilateral intraarticular shoulder pathology was diagnosed by magnetic resonance imaging and confirmed by arthroscopy. "Mirror lesions" were defined as similar pathology between an individual patient's two shoulders. Results: We report on ten patients who had bilateral "mirror lesions." The most common mirror lesions were tears of the rotator cuff. Most patients (7 of 10) had more than one mirror lesion in their shoulders. There were two bilateral full thickness tears involving the supraspinatus and infraspinatus, four bilateral partial thickness supraspinatus tears, six bilateral partial or upper corner lesion complete subscapularis tears, and one bilateral complete supraspinatus tear. Conclusion: Occupational overhead work with simultaneous use of both arms is associated with bilateral shoulder lesions verified by arthroscopy. By demonstrating the work-related bilateral shoulder involvement, this study suggests an etiopathogenesis for these lesions and provides rational for developing worksite prevention strategies.

• Journal of Family Resource Management and Policy Review
• /
• v.16 no.4
• /
• pp.93-109
• /
• 2012

Many leading companies provide family-friendly policies for a good work-family balance and to increase the productivity of their workers. The workers receive such benefits as family leaves or financial support for caring for their dependents. But the employees need much more support than these benefits to properly care for their families. This study examines the role of the companies in the expansion of family-friendly policies to the community. A few companies see community relations-such as investing in community programs-as linked to work-family policies. Accordingly, this study suggests the best practices and alternatives of many companies. This study also examines the role and perspectives of the Family-Friendly Support Center as an organization that can lead the community involvement of the business. This center can promote the company's collaboration and network of stakeholders.