• The Journal of Industrial Distribution & Business
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• v.14 no.12
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• pp.1-9
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• 2023

Purpose: As China's economic development enters new normal, employee happiness degree of small and micro enterprises will take on new features. The purpose of this paper is to discover the characteristics of changes in employee happiness, and provide reference and management suggestions. Research design, data and methodology: This paper determined the factors affecting employee happiness, established a measure model of happiness, measured and analyzed employee happiness by selecting more than 1,108 employees from 30 domestic small and micro enterprises. Results: First, the overall level of happiness in small and micro enterprises is relatively low. Second, there is no significant difference in happiness perception among employees in terms of the six factors. Third, the employees of small and micro enterprises have the highest happiness in three issues, including work distribution, internal interpersonal relationships, and less institutional constraints, the happiness on the two compensation benefits and a democratic management issue is the lowest. Fourth, gender factor has no significant effect on employee happiness, while age, working years, education, position, and the nature of employment have a significant impact on happiness. Conclusions: Employee happiness of small and micro enterprises will take on new features. Some human resource management suggestions are proposed from different perspectives based on the survey results.

• Journal of Distribution Science
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• v.22 no.7
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• pp.53-61
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• 2024

Purpose: This study aims to analyze distribution of work ethic factors in moderating the influence of Locus of Control on Employee Performance at PDAM (Regional Water Utility) Makassar City. Research design, data and methodology: The sample uses a purposive sampling method with a number sample as many as 35 respondents in PDAM Makassar City. The data collection method used is giving questionnaires to employees in accordance with the research conducted. Data analysis was carried out using multiple linear regression analysis tests and moderated regression analysis with an absolute difference value approach. Results: Locus of control has a positive and significant effect on employee performance and distribution of work ethics are able to moderate the influence of locus of control on employee performance in PDAM Makassar City. Conclusion: when locus of control increases it will be followed by an increase in employee performance, and also equal distribution of work ethic will strengthen the influence of locus of control on employee performance at PDAM Makassar City. Work ethic values that can be implemented include determining work ethic values, clear communication to evaluation and adjustment. The limitation of this research is that it only uses respondents from civil servants and needs further development.

• Journal of Distribution Science
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• v.16 no.5
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• pp.71-81
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• 2018

Purpose - Our research aims to investigate the mediating effect of employee creativity on the relationship between intrinsic motivation and job performance using relationship using Chinese department salespeople samples. Another objective of this study is to be clear boundary conditions that strengthen or weaken the effects of intrinsic motivation on work outcomes (i.e., employee creativity and job performance). Drawing on JD-R theory, we suggest that the two types of coworker support play differential moderating roles in the intrinsic motivation, employee creativity relationship by increasing or decreasing job resources and demands in different ways. Research design, data, and methodology - This empirical study data were collected from gathered from a sample of full time salespeople in China. A total of 550 questionnaires were distributed and 300 responses were collected, indicating a response rate of 84.0%. Working with a sample of 300 salespeople working in a department store in China. SPSS 18.0, Process 2.16 Macro, and M-Plus 8.0 software were used in the data analysis. Descriptive statistics were used to evaluate the distribution of the employee profiles and correlations between variables. M-Plus 8.0 software was used to test the model fit, validity and reliability of the variables. Finally, all research hypotheses was estimated by SPSS Macro 2.16. Results - To test our research hypotheses, we employed an analytical strategy suggested by Hayes (2013; 2015) and Shrout and Bolger (2002). In this study, we tested the relationship between intrinsic motivation and job performance throughout employee creativity. Results showed intrinsic motivation and job performance was partially mediated by employee creativity. The positive relationship between intrinsic motivation and employee creativity when coworker emotional support was high than when it was low. In contrast, the positive association between intrinsic motivation and employee creativity was stronger when coworker instrumental support was low than when it was high. Coworker emotional and instrumental support further moderated the indirect effect of intrinsic motivation on job performance through employee creativity. Conclusions - This study extends the conceptual model and empirical researches in coworker supports literature by representing a fundamental mechanism of how salespeople's intrinsic motivation and job performance throughout employee creativity.

• Management & Information Systems Review
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• v.32 no.3
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• pp.153-172
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• 2013

Small and medium-sized enterprises(SMEs) have limited human and material resources than large firms. SMEs are characterized by high risk and dynamic working environments. Thus human resources having knowledge and technologies are very important factor for survival and performance in SMEs. Recently, as core employee group is a key asset to firm competitiveness, many SMEs attend to set up core employee policy and system. The purposes of this research are to examine the effect of core employee policy and core employee management system on competitiveness of human resource and organizational commitment in SMEs. The major findings of the research are core employee policy have non-significant influence core employee management system, core employee policy have positive influence competitiveness of human resource, core employee management system have non-significant influence competitiveness of human resource, and competitiveness of human resource have positive influence organizational commitment in SMEs.

• Journal of Distribution Research
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• v.3 no.1
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• pp.31-54
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• 1998

The purpose of this research is three-fold; 1, establish the causal model of market-orientation, customer satisfaction, employee satisfaction and firm's perfor-mance. 2. testify the hypothesis derived by the model on a service industry of fastfood franchise. 3. develop the diagnostic tool for managing the service firm from the perspective of CS. The results show us; 1. customer satisfaction increases the performance of franchise store. 2. employee satisfaction does not necessarily increases customer satisfaction in a short-run, however the long-run impact of employee satisfaction on customer satisfaction is conjectured to be increased. 3. Satisfaction Portfolio Analysis can be utilized as management tool to improve the customer satisfaction and employee satisfaction for service industry.

• International Journal of Quality Innovation
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• v.4 no.2
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• pp.123-144
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• 2003

The trend towards employee involvement (EI) has redefined the employer-employee relationship and, for many organizations, has brought about a fundamental change in organizational performance. This paper begins with a review of EI concepts and typologies. It goes on to elaborate need for the adoption of EI practices and discuss the factors affecting the adoption. The main theme of the quality management (QM) literature will then be presented addressing its concepts, principles and elements. Drawing on the theoretical and practitioners' perspectives, the paper also discusses the significance of integrating EI/QM practices to sustain organizational performance improvement.

• Information Systems Review
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• v.25 no.2
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• pp.181-203
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• 2023

With the fierce competition of companies for the attraction of outstanding individuals, job satisfaction of employees has been of importance. In this circumstance, many companies try to invest in job satisfaction improvement by finding employees' everyday experiences and difficulties. However, due to a lack of understanding of the employee experience, their investments are not paying off. This study examined the relationship between employee experience and job satisfaction using employee reviews and company ratings from Glassdoor, one of the largest employee communities worldwide. We use text mining techniques such as K-means clustering and LDA topic-based sentiment analysis to extract key experience factors by job level, and DistilBERT sentiment analysis to measure the sentiment score of each employee experience factor. The drawn employee experience factors and each sentiment score were analyzed quantitatively, and thereby relations between each employee experience factor and job satisfaction were analyzed. As a result, this study found that there is a significant difference between the workplace experiences of managers and general employees. In addition, employee experiences that affect job satisfaction also differed between positions, such as customer relationship and autonomy, which did not affect the satisfaction of managers. This study used text mining and quantitative modeling method based on theory of work adjustment so as to find and verify main factors of employee experience, and thus expanded research literature. In addition, the results of this study are applicable to the personnel management strategy for improving employees' job satisfaction, and are expected to improve corporate productivity ultimately.

• Quality Improvement in Health Care
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• v.12 no.1
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• pp.78-90
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• 2006

Background : The concept of 'service' in a hospital is based on the quality of medical staffs who serve as customer-satisfying media, and this is what distinguishes general hospitals from other business corporations in which customer satisfaction is achieved through commercial products. Thus, the internal employee satisfaction is essential in the improvement of the 'service' and subsequent 'competitiveness' of a hospital. The purpose of this study is to establish internal marketing strategies for a general hospital through regular surveys on employee satisfaction. Method : Surveys on employee satisfaction in radiology department were conducted regularly twice a year in a university hospital with 800 beds 2001 in 2004. The subjects of this study were 35 employees who work in radiology department. The authors developed the questionnaires and the surveys were conducted initially during the first 6 months of the year. After necessary improvements were made by applying 6 Sigma techniques, subsequent surveys were conducted during the latter 6 months of the year and the degree of employee satisfaction was compared. Results : Overall satisfaction increased with a constant rate and the authors were able to assess that the hospital is being gradually stabilized. The degree of satisfaction assessed by multiple choices showed only minor changes. However, as a result of focusing on the demands put forth by the employees through the open questions, the degree of satisfaction increased gradually year after year. Conclusions : It is important to heighten the internal employee satisfaction systematically and harmoniously through the assessment on the demands of the internal customers and feedback-based communications between the management officers and the staffs. Continuous surveys on the internal employee satisfaction will serve to be valuable materials in the establishment of internal marketing strategies for a general hospital.

• Journal of the Korean Home Economics Association
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• v.47 no.10
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• pp.109-122
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• 2009

This study examined the effects of household head’s worker status change type on household income and household head’s income using a total combined sample of 2,578 households from Korea surveyed in 1998 and 2002 KLIPS(Korean Labor and Income Panel Study). Binary logit regression results showed that household incomes were likely to decrease significantly when household head’s changed worker status from a regular employee, a temporary employee or a daily worker, or an employer or a self-employed to no job status, or from a regular employee to a temporary employee or a daily worker, an employer or a self-employed, or from an employer or a self-employed to a regular employee compared to a regular employee status maintenance. In contrast, household head’s incomes were likely to increase significantly when household head’s changed worker status from a temporary to a regular employee compared to a regular employee status maintenance. Women household heads were significantly associated with the likelihood of the decrease of household head’s income compared to men household heads. Household heads beyond their forties were significantly associated with the likelihood of the decrease of household head’s income compared to household heads in their thirties age-group counterparts. Household heads with education level beyond high school graduation were significantly associated with the likelihood of the increase of household head’s income compared to household heads with the education level of high school graduation. This study shows that a more comprehesive labor policy is needed for achieving sustainable household income inflow.

• Land and Housing Review
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• v.13 no.2
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• pp.125-139
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• 2022

For construction companies to become competitive innovative, cost management as well as process improvement are required. Activity-based costing (ABC), which uses cost information to support long-term decision-making, is a tool that enhances a company's competitiveness. In this study, we compare and analyze tradition-based costing (TBC) and ABC to confirm the adequacy of performance-based costing. In addition, we will empirically examine the relationship between the impact of the reward system using ABC on employee satisfaction and involvement. In research results, the influence of the reward system on employee involvement appeared in the order of intrinsic reward (𝛽 = 0.338) and extrinsic reward (𝛽 = 0.308). In addition, the reward system showed positive (+) effects on employee satisfaction, with influence appearing in the order of intrinsic reward (𝛽 = 0.360) and extrinsic reward (𝛽 = 0.337). And employee satisfaction (𝛽 = 0.225) had a positive effect on involvement. We were able to confirm that it is necessary to build a reward system consisting of intrinsic and extrinsic rewards to increase employee satisfaction and involvement.