• 한국프랜차이즈경영연구
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• 제9권4호
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• pp.33-43
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• 2018

Purpose - In hotel industry, quality of leader-member exchange(LMX) relationship is very critical, because it impacts on the employee's work attitude and behaviors. Thus, this research examines the effect of LMX on employee loyalty in the context of hotel business and identifies mediating roles of work stressors, work role performance in the relationship between LMX and employee loyalty. This research suggests the guidelines for how hotel leaders should manage their employees and build employee loyalty that improve management and business performance. Research design, data, and methodology - This study tests the structural relationship between LMX, work stressors, work role performance, and employee loyalty. Work role performance divide into three sub-dimensions such as individual task proficiency, individual task adaptivity, and individual task proactivity. In order to examine the purposes of this research, research model and hypotheses were developed. All constructs were measured with multiple items developed and tested in the previous studies. The data were collected from 113 franchise hotel employees and were analyzed using SPSS 22.0 and SmartPLS 3 program. Result - The findings of this research are as follows. First, leader-member exchange(LMX) have significant positive impacts on work stressors, work role performance, and employee loyalty. Second, work stressors have significant negative impacts on work role performance and employee loyalty. Third, work role performance has significant positive impact on employee loyalty. Conclusions - The outcomes of this research indicate that hotel leaders should focus on the dyadic relationship with their employees how to improve employee productivity through LMX relationship. In turn, the quality of this relationship influences employees's work attitudes and behaviors. As a result of increasing job demands in hotel business which relies heavily on human resources, the hotel leader must find ways to prevent or reduce stressors and associated strains. If hotel employees perceive the high quality of LMX relationship, they improve their work role performance which influences loyalty. Therefore, the hotel leaders should develop monetary or non-monetary reward system for the employees and, make an efforts to have unique social exchange relationships with employees.

• 간호행정학회지
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• 제11권1호
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• pp.1-12
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• 2005

Purpose: The purpose was to analyze the effects of internal marketing activity factors on nurse's turnover intention, nursing task performance and nursing productivity. Methods: The subjects were 355 nurses who were working at the 3 universities hospital over 1 year. The instruments were used of internal marketing activity factors(Lee, 2001), turnover intension(Lee, 1995), nursing task performance(Park, 1988) and nursing productivity(McNeese-Smith, 1996). Results: The mean score of internal marketing activity factors was 2.79, education and training 2.97, individualization 2.93, communication 2.87, promotion 2.76, work environment 2.63, reward system 2.62, and management vision for employee 2.61. The turnover intention was 3.12, nursing task performance 3.49, and nursing productivity 3.38. The internal marketing activity factors were negatively correlated with turnover intention(r=-0.37, p<0.0001), and positively correlated with nursing task performance(r=0.29, p<0.0001) and nursing productivity(r=0.30, p<0.0001). The key predictor of turnover intension was reward system, education and training, communication, and salary. They explained 35.0% of the total variance. In nursing task performance, communication, management vision for employee, salary and unit explained 26.0% of the total variance. In nursing productivity, communication, reward, education and training, salary, and position explained 24.0%. Conclusions: To increase nurse's nursing task performance and nursing productivity and to decrease turnover intention, it is necessary to concentrate on improving communication and reward system in the internal marketing activity factors. Through these activities, the effectiveness of internal marketing strategies will be enhanced and finally, nursing organizational outcome will be increased.

• 수산해양교육연구
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• 제25권2호
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• pp.349-363
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• 2013

Using data from 286 employees who were working in medium and small company in Busan, the study analyzed the influence of educational training program traits perceived by employee on organizational effectiveness and job performance. The main results were as the followings. First, for organizational effectiveness, job relation and objective setting among educational training program traits had statistically significant influence on job satisfaction and involvement in organization after controlling the employee's characteristics. Second, for job performance, after controling the employee's characteristics, job relation, educational method, educational training environment, and objective setting had statistically significant influence on active participation, the improvement of task performance ability and confidence, or professional knowledge improvement. Additionally, among the employee's characteristics, the number of educational training participation was statistically significant predictor for job performance. Based on the main results, some suggestions and the limitations of the study were discussed.

• The Journal of Asian Finance, Economics and Business
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• 제9권5호
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• pp.213-224
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• 2022

In recent years, gamification has been a hot issue due to its positive impact on organizational success. The proper application of game elements in an organizational context is required for gamification implementations. Gamification remains an area of active research for its behavior molding potential. Employee engagement is a critical component in assessing employee behavior and is considered crucial for organizational success. Research questionnaires were completed online between March 2021 and February 2022. Our targeted sample encompassed low and mid-level personnel of Asian and Middle eastern employees working in Hungary. The questionnaire was introduced using google forms. Our sample size consisted of 203 respondents (N = 203). Research results indicated gamification's significance in increasing employees' intrinsic motivation and therefore boosting organizational engagement levels. Gamification improved employees' task performance and the overall quality of work. Organizational culture had a mediating role between gamification and employees' behavior. Organizational culture and employee behavior are in close correlation. Research findings also proved engagements' mediating effect on employees' behavior. The results of the research showed that gamification in human resources has risen in popularity, especially in terms of its impact on employee behavior and performance. The study's findings demonstrated that gamification has a positive impact on organizational performance and collaboration.

• 벤처창업연구
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• 제13권3호
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• pp.141-152
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• 2018

많은 연구들이 시장지향성의 기업성과에 대한 긍정적인 영향력을 밝혀주고 있지만 최근까지도 시장지향성이 어떻게 기업성과를 창출할 것인지에 대한 논란은 지속되고 있다. 본 연구는 기존 연구들이 시장 지향적 행위의 질적 측면을 간과하고 있고, 시장지향성의 성과를 주로 기업수준의 성과에 초점을 맞추고 있을 뿐 아니라 산업이나 경영환경에 따라 지나치게 다양한 매개변수를 사용하고 있다는 한계점을 극복하고, 일반화된 성과 창출과정을 설명하고자 하였다. 시장지향성이 기업성과를 창출하기 위해서는 시장정보의 행위적 측면뿐만 아니라 시장정보의 품질이 전제되어야 하며, 개인수준에서 성과 창출이 매개되어야 조직 전체의 성과로 확산될 수 있다고 판단하였다. 따라서 본 연구에서는 시장지향성과 기업성과 사이에서 시장정보품질을 조절변수로, 종업원의 업무성과를 매개변수로 제시하였다. 이들 변수는 산업 차이나 대상에 관계없이 적용할 수 있다는 측면에서 시장지향성 연구의 보편성과 실무적 적용가능성을 확대했다는 의의가 있다고 할 것이다. 연구결과 시장지향성-기업성과 간의 관계에서 2가지 변수의 역할을 실증적으로 확인하였다. 본 연구의 시도는 학문적으로는 시장지향성을 양과 질이 균형 잡힌 개념으로 완성도를 높였을 뿐만 아니라, 중소기업 입장에서 성과창출에 대한 새로운 설명을 제시하였다는 의미가 있다. 실무적으로는 시장지향성을 적용하는 동기를 부여하고, 성과 창출과정을 쉽게 이해해 활용도를 개선해 줄 것으로 기대한다.

• The Journal of Asian Finance, Economics and Business
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• 제7권9호
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• pp.781-790
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• 2020

This study's primary purpose is to explore the psychological capital roles and personality traits of Big-Five in predicting OCB (organizational citizenship behavior) and performance of task in Indonesia's electricity sector. The data were gathered from the employees of four major cities in Indonesia, in Southeast Sulawesi, comprising 246 employees. The data were analyzed utilizing a PLS (partial least squares) based SEM (structural equation modeling) technique. The findings indicate that the psychological capital and personality traits of Big-Five relate significantly to OCB and the performance of task. Nevertheless, against our expectations, OCB does not significantly relate to the performance of task. This study also discusses the findings' further implications. In terms of practical implications, the findings of this research stipulate that psychological capital and Big-Five personality traits aimed to improve employee performance and can be most effective if specifically targeted at OCB. Given that both variables play an important role to promote OCB, caring training initiatives that focus on mutual help can be very valuable for organizational improvement. In a managerial perspective, organizations can increase OCB by conducting open communication strategies between managers and employees to further stimulate and strengthen the ability of employees to display extra-role behaviors.

• 융합경영연구
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• 제9권5호
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• pp.1-13
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• 2021

Purpose: Purpose - This study investigates and aims to discuss regarding the employee's work stress and its relationship with employee's workability based on literature content analysis. Finally, this study will provide how employees can manage it and coexist while enjoying the benefits of a stress-free working environment. Research design, data, and methodology - The author collected many textual contexts from mostly peer-reviewed academic journals, which means that academic comprehensive integrity can be obtained by qualitative approach for this study with discussing and following a constructive review analysis. The content analysis aims to determine a textural dataset in the longtime frame from the newest textural information. Result - There is little doubt that this study was significant and relevant to the relationship between employee work stress and workability, indicating how organizations that manage their employees in a stress-free working environment. the present researcher separate the solutions into five categories according to the person or body responsible for the answers. Conclusion - The numerous solutions on how to deal with various stresses, the theoretical aspect of the solutions involving the theories developed by multiple past articles on how to solve work stress. In general, workability and work stress is a very large field of study. Another consideration is the numerous professionalisms in the world, and each has different ways stress is induced in the organization.

• 유통과학연구
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• 제22권3호
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• pp.1-10
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• 2024

Purpose: The current study focused on work performance of distribution department of AMC (asset management company) industry in China, outlines the challenges faced by distribution employees of Chinese four biggest national AMCs, aiming to enhance the ability of Chinese national AMCs to succeed in the face of external challenges such as economic, social, and technological changes. Research design, data and methodology: This study adopted quantitative methods, questionnaire was collected from 248 general distribution department employees of four national AMCs of China, these employees are from the top 5 developed cities in China, and software Smart PLS 3.0 and SPSS 25 was applied to data analysis. Results: The result of this current study through Smart PLS 3.0 has revealed that the significant effect of affective commitment on contextual performance, affective commitment on task performance, continuance commitment on contextual performance, normative commitment on contextual performance, and effect of continuance commitment on task performance and normative commitment on task performance were found to be non-significant. Conclusions: According to the important role of distribution department, managers in China's national AMCs can leverage the study's findings to enhance organizational commitment among employees of distribution department, and further positively influences distribution department employees' work performance.

• 대한영양사협회학술지
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• 제1권1호
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• pp.66-78
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• 1995

The purposes of this study were to a) analyze the dietitian's job as a foodservice manager in employee foodservice, b) examine the performance and importance levels of management activities, c) determine factors affecting performance and importance levels of management activities. A job analysis questionnaires were developed and mailed to 65 dietitians who were members of The Korean Dietetic Association Practice Group, members with management responsibilities in employee foodservices. Completed questionnaires were received from 32 dietitians for a response rate of 49%. The questionnaire contained two parts with a total of 99 statements. Statistical data analysis was completed using the SAS programs for descriptive analysis, Wilcoxon signed ranks test, Wilcoxon rank sum test, and pearson correlation. The results of this study can be summarized as follows. 1. The average score of performance and importance levels on management activities were 3.11, 3.99 respectively. And they were significantly different(p<0.001). 2. The performance level was significantly correlated to working hours per week(r= .6598, p<.01), number of meals(r=.3934, p<.05) and foodcost(r=.5208, p<.05). 3. The importance level on management activities was significantly correlated to working hours per week(r=.6214, p<.05), number of meals(r= .4161, p<.05) and foodcost (r =.6920, p<.01).

• 유통과학연구
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• 제19권7호
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• pp.19-27
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• 2021

Purpose: Former research has argued that organizations in distribution channels face several issues to make a better team-based system. The purpose of the present research is to measure between employee's job performance and three major issues which disturb a solid team system. Research design, data and methodology: Scant past studies are available to guide for team practitioners which elements should be eliminated to improve team performance. To achieve this goal, the present authors obtained 267 US workers in distribution channels and conducted ANOVA test to measure the relationship between three team issues (Free-rider, Trust, and Communication) and job performance. Results: Our statistical findings clearly suggests that there was a statistically recognizable difference at the significance level of probability between the mean value of employees' job performance and three major issues, showing the high degree of job performance can be occurred by eliminating three major team issues. Conclusions: Therefore, the present research concludes that it is necessary that team-based management in the supply chain should focus on removing free-rider issues and also adopt open communication lines to overcome team-building challenges due to communication. Above all else, the ability to increase trust can be enhanced via task delegation and more team members' engagement.