• Journal of Information Technology Applications and Management
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• 제25권3호
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• pp.55-66
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• 2018

Early smart-work of company K was a technology-led way of applying ICT such as smart phones and mobile devices to business. After company K perceived the limitations of ICT-driven smart work, it propelled the work-smart, doing a work smart toward the way that human beings become central and a creative organizational culture is engendered. Company K propelled work-smart strategy in eight categories: simplification of data requirements, establishment efficient meeting culture, streamlining reporting and approval process, simplified document creation, overtime decrease, spreading flexible work system, settlement of healing leave, creating work-smart place. Company K set up an organizational culture secretariat dedicated to work-smart promotion and selected task priorities in consideration of urgency and effectiveness. Owing to such efforts, the company K's work-smart index rose sharply to 72 points this year from 56 points in the previous year. At the organizational culture survey, employees responded that organizational culture improved in all area. For a better future, company K analyzed its work-smart outcomes and planned progressively to improve its work-smart efforts based on employees opinions. This case study will serve as a guideline, for companies to make efforts to going forward to today work-smart beyond yesterday smart-work.

• 가족자원경영과 정책
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• 제11권1호
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• pp.83-107
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• 2007

The objective of this study is, first of all, to investigate the positive and the negative interaction between the work and family lives of married company employees. Secondly, it is to investigate the variables affecting this matter. The conclusion drawn by the result acquired through process is as follows. First, married company employees feel positive more than negative because of the influence that their families have on their work. Secondly, male employees feel more of the positive influence that family has on their work more than the female employees do. Thirdly, with respect to the type of business, self-employed individuals and specialized managers seemed to have negative influences on the interaction between work and family. Fourthly, it was found that the managerial ability of the individual is a variable that affects both directions. Fifthly, it was observed that variables related to family affect the interaction between work and family in the positive direction. Finally, the negative influence between work and family was decreased by family coherence.

• 한국식품조리과학회지
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• 제31권5호
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• pp.635-641
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• 2015

This study considers the influence of the job satisfaction of employees at deluxe hotels and family restaurants on turnover intent, and seeks to analyze the moderating effects of company type (deluxe hotel and family restaurant) on the relationship between job dissatisfaction and turnover intent. Based on a total of 408 employees, this study reviewed the reliability and validity of the results obtained from empirical research using the Amos program. The hypothesized relationships in the model were tested simultaneously using structural equation modeling (SEM). The major findings are as follows. Job dissatisfaction was separated into five factors: the work itself, promotion, pay and benefits, supervision, and co-workers. The empirical results indicate that job dissatisfaction positively influences the turnover intent of employees. More specifically, the work itself (${\beta}=0.346$, p<0.001), and supervision (${\beta}=0.281$, p<0.001) significantly affects employees' turnover intent, whereas promotion, pay and benefits, and co-workers did not. Therefore, the turnover intent of employees at hotels and family restaurants decreased when they were motivated by strategies related to job dissatisfaction. In addition, the findings demonstrated that the company type moderated the effect of job dissatisfaction (e.g., co-worker) on turnover intent. Limitations and future research directions are also discussed.

• 동아시아경상학회지
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• 제9권2호
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• pp.21-30
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• 2021

Purpose -The purpose of this paper is to advance the understanding of affective commitment in employees of Korean companies' subsidiaries in Mexico. Specifically, we study the moderating effects of cultural orientation on the relationship between perceived corporate social responsibility (CSR) and affective commitment among these Mexican employees. Research design and methodology - This study was designed to explore the impact of perceived CSR on affective commitment and the moderating roles of collectivism and power distance on the employer-employee relationship. We applied hierarchical regression to survey data collected from 296 employees working for Korean company subsidiaries in Mexico to examine the proposed hypotheses. Results - The results show a significant positive effect from perceived CSR on affective commitment. In addition, this study confirms a positive moderating effect from collectivism and a negative moderating impact from power distance on the relationship between perceived CSR and affective commitment. Conclusions - Drawing upon social identity theory, this study found that Mexican employees' perceptions of their company's CSR and their own cultural value orientations influence affective commitment to the organization. This study extends the understanding of perceived CSR and affective commitment, and particularly demonstrates that the relationship between perceived CSR and affective commitment is influenced by employee collectivistic and power distance orientation.

• 대한지역사회영양학회지
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• 제14권6호
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• pp.807-816
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• 2009

This day's research analyzed the difference between brand personality, self - image congruity, job satisfaction and their influences towards employees of family restaurants in order to suggest a plan which would induce researcher's interest as well as influencing diversification of management strategies toward dining-out business. The purpose of this research is to analyse the difference between brand personality, self - image congruity, job satisfaction and their influences towards employees of family restaurants. The survey questionnaires were distributed to 300 employees of family restaurants in Seoul from August 1th until August 30th 2009, and 257 of them were used for analysis. The top seven company's were chosen by base on data from 2009 Annual Dinner of the Korea. Statistics handling of this research used SPSS WIN 17.0 statistics package program, which performed frequency analysis, factor analysis, regrssion anlysis. The research result shows, first of all, the relationship between company's brand personality and personal self - image congruity, it shows that the company's brand personality has higher on 'ability/capability, loyalty/fidelity, and strong' the personal self - image congruity appeared higher. The relationship between company's brand personality and social self-image congruity, it shows that the company's brand personality has higher on 'ability/capability and loyalty/fidelity' the social self-image congruity appeared higher. Second of all, in a relation between the self-image congruity and job satisfaction, the personal self-image congruity has shown positive impact on job satisfaction. Third of all, in a relationship between the company's brand personality and job satisfaction, if 'interest or loyalty/fidelity' shows higher on brand personality, than job satisfaction has shown higher.

• 디지털융복합연구
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• 제15권5호
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• pp.71-77
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• 2017

본 연구는 사내 영어 교육이 직장인의 영어 말하기 능력 향상에 미치는 영향을 조사한 것으로, 교육을 통해 참가자의 영어 말하기 능력이 실제로 상승하는지에 대한 여부와 사내 영어 교육에 대한 참가자의 인식을 파악하는 데 그 목적이 있다. 국내 대기업 종사자 68명이 12주 동안 사내 영어 교육 프로그램에 참가하였으며, 참가자 전원 모두 교육 시작 전과 종료 후 두 차례에 걸쳐 사전 사후 말하기 평가 및 설문에 참여하였다. 연구의 주요 결과 및 시사점을 살펴보면, 교육 참가자의 영어 말하기 능력은 교육 전에 비해 교육 종료 후 대체로 상승하였고, 참가자 대부분이 사내 영어 교육 프로그램에 대해 영어 능력을 향상시킬 수 있는 효과적인 프로그램이라고 긍정적으로 인식하고 있음을 알 수 있었다. 최근 기업 내 영어 교육 프로그램이 증가하는데 비해 그에 대한 실증적인 연구가 부족하다는 점을 고려해 볼 때, 본 연구가 갖는 시사점은 크다고 할 수 있다.

• 보험의학회지
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• 제2권1호
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• pp.37-44
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• 1985

A study on the occurrence of hepatitis B has been done for 2,680 employees in Daehan Life Insurance Company. The positive rates of HBsAg and anti-HBs were 6.56% and 18.9% respectively. The positive rates of HBsAg and anti-HBs were higher by 2.25% and 2.06% respectively in male than in female. HBsAg and anti-HBs positives were higher at age of 30 to 50 years than other age groups. The drinker group shows higher positive of HBsAg and anti-HBs by 10.44% and 4.26% respectively than non-drinker group. Most of the results of liver function tests in HBsAg positive cases were within reference ranges. HBsAg or anti-HBs positive rate in the family members of HBsAg or anti-HBs positive employees was higher than the over-all positive rates of all subjects, by 14.55% in case of HBsAg and by 2.21% in case of Anti-HBs.

• 한국조리학회지
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• 제10권2호
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• pp.72-83
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• 2004

The study aimed at conducting comparative analysis of employees' job satisfaction between Korean brand restaurant and foreign's in the food service industry, and suggesting useful human resource management. As a result, the survey showed several findings; The first, workers in the Korean brand restaurant have more satisfied than foreign brand restaurant employee overall. The second, expecially employees in the Korean brand company have higher pride and vision than those of Foreign brand company in the restaurant business. The third, service staffs in the both recognized very low in the working schedule, fairness of promotion, and wage. Some implications are as followed; The first, works as a one day manager or unit manager who is one of the best employees. The second, use education & training video to increasing the communication. The third, attend in the decision making to being a part of co' and giving a motivation.

• 한국조리학회지
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• 제13권4호
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• pp.164-177
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• 2007

The purpose of this study is to explore the relationship between the service of employees in the foodservice industry and their customers' satisfaction. The study surveyed 310 subjects who are the employees of companies in Busan, Ulsan, City and Gyeongsangnam-do and processed the result using SPSS for Win V. 12. 0. For statistical analysis, Frequency, Factor Analysis and Regression were put into operation. As a result of Factor Analysis on the quality of company food-service, six factors have been extracted. The result of the Factor Analysis of satisfaction revealed one factor. In conclusion, this study shows that the quality of foodservice - food, convenience, menu, kindness, hygiene/cleanliness, facilities - had a positive effect on users' satisfaction. It is expected that the results will provide a base for marketing strategies to be used by the managers and marketers in foodservice companies.

• 수산해양교육연구
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• 제23권2호
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• pp.267-276
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• 2011

A survey was performed on employees of a small and medium-sized company how had participated in an education & training program, in order to identify the relationship between the enterprise revitalize and its characteristics, and to know how the program and its satisfaction was related with each other. The results showed that education & training program characteristics had influence on the enterprise revitalize and then the latter made effect on its satisfaction. It is suggested that a plan should be developed to promote self-improvement needs of employees when an education & training program is to be made, and by changing the state of facility or training conditions, the efficiency of the program should also be pursued. In addition, it is imperative for the participants to have strong motivation for self-improvement in the program, and it seems that the effectiveness of the program is expected to work in accordance with the will of the company as well as its growth and developmental standards.