• 보건행정학회지
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• 제25권4호
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• pp.333-342
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• 2015

Background: The purposes of this study is to analysis the differences of the job satisfaction between regular and non-regular workers in hospitals. Methods: The samples used for data analysis are 632 workers of 6 hospitals using a standardized questionnaires in B, C, D, and G provinces. In research methodology, all the data were analyzed with descriptive statistics, t-test, Pearson's correlation, and multiple linear regression analysis. Results: In case of regular workers, communication, working conditions and employee benefit, and education were found to have a significant positive (+) effect on job satisfaction. In case of non-regular workers, empowerment, reward systems, communication, working conditions, and employee benefit had a significant positive (+) effect on job satisfaction. Conclusion: These results showed that hospitals needed to reinforce communication, working conditions and employee benefit to regular and non-regular workers in order to improve job satisfaction. Especially, more empowerment, working conditions, and employee benefit should be given to non-regular workers.

• 한국항공운항학회지
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• 제22권1호
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• pp.65-75
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• 2014

While traditional benefit plan offers the same benefits to employees regardless of their needs, cafeteria benefit plan or flexible benefit plan allows staff to choose from a variety of benefits to formulate a plan that best suits their needs. Cafeteria plan options may include health and accident insurance, cash benefits, tax advantages and/or retirement plan contributions. In this paper, we analyzed conditions and problems of domestic firms' current benefit plans and draw a resolution by introducing cafeteria plan by investigating related previous studies, Specially we focused on A airline which is typical service firm and is regarded as one that benefit plan can be very influential to employees compared to other firms.

• 한국프랜차이즈경영연구
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• 제7권2호
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• pp.27-35
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• 2016

Purpose - The primary objective of this study is to investigate the impact of employee characteristics on employees' preference towards corporate pension products. This study can provide a guidance for maximization of benefits for employees and their affiliated corporation. Employee characteristics include average length of labour, wage system of annual salary, age, types of interest rates and size of corporation. Existing research generally concentrate on vitalizations of corporate pension product raising an imperfection, improvements, tax benefit analysis and legal consideration. Thus, this study intensively analyses the effect of employee attributes on firms' decision for corporate pension products, such as DB(defined benefit) and DC(defined contribution) type. Research design, data, and methodology - The data were collected using self-administrated questionnaire survey on corporate pension products from CEOs or HR directors 250 foreign-invested companies', purchasing pension plans in practice with domestic financial trustees (insurance companies, banks and security companies). Hypotheses testing was conducted using Logistic Regression analysis with SPSS/PC+ 21.0. Results - The findings of the study are as follows. Employees with the long length of labour are more likely to have DB plan; more likely to prefer DC plan with the dividend distribution product regarding the types of interest rate. SMEs(less than 100 employees) are more likely to select DC plan whereas high fluctuation in wage with annual salary has no impacts. In addition, the ages has no significant effect on the preference. Conclusions - This study has examined with the empirical testing that employees' variable attributes and qualities are one of the vital factors for corporation pension plan selection. Currently, majority employees are highly likely to join DB plan and Defined interest types. Corporation with less than 10 employees prefer IRP scheme while most of corporation are intended to join DC plan. In a very near future, corporation more than 300 employees will be required to purchase mandatory plan under national regulation. For maximization of employees' contentment to corporation pension insurance and for complementing the flaws of existing plans, the future studies shall also research in a perspective of employee benefit.

• Safety and Health at Work
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• 제4권3호
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• pp.166-176
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• 2013

Background: Effective policy implementation is essential for a healthy workplace. The Ryan-Kossek 2008 model for work-life policy adoption suggests that supervisors as gatekeepers between employer and employee need to know how to support and communicate benefit regulations. This article describes a workplace intervention on a national employee benefit, Family and Medical Leave Act (FMLA), and evaluates the effectiveness of the intervention on supervisor knowledge, awareness, and experience with FMLA. Methods: The intervention consisted of computer-based training (CBT) and a survey measuring awareness and experience with FMLA. The training was administered to 793 county government supervisors in the state of Oregon, USA. Results: More than 35% of supervisors reported no previous training on FMLA and the training pre-test revealed a lack of knowledge regarding benefit coverage and employer responsibilities. The CBT achieved: (1) a significant learning effect and large effect size of d = 2.0, (2) a positive reaction to the training and its design, and (3) evidence of increased knowledge and awareness regarding FMLA. Conclusion: CBT is an effective strategy to increase supervisors' knowledge and awareness to support policy implementation. The lack of supervisor training and knowledge of an important but complex employee benefit exposes a serious impediment to effective policy implementation and may lead to negative outcomes for the organization and the employee, supporting the Ryan-Kossek model. The results further demonstrate that long-time employees need supplementary training on complex workplace policies such as FMLA.

• 한국병원경영학회지
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• 제4권2호
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• pp.266-285
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• 1999

The purpose of this study is to identify influencing factors for successful introduction, implementation and management of HMRPS through assessment of the employees attitude toward HMRPS in technical, administrative, and organization behavioral areas. Data were collected from 157 HMRPS employee members' self-reporting questionnaire in three university hospitals in the city of Seoul and Kyonggi Province from November 5 to November 10, 1997. Relevant literature on industry company MPR system theory was reviewed to develop the theoretical framework. The results were as follows: The employee's recognition of tangible benefit were more significantly influenced success than intangible benefit for successful operation relating the HMRPS. Concerning the employee's recognition of the successful HMRPS and the factor of influenced success was significantly positive correlation between tangible and intangible benefits and success factor in technical, administrative, and organizational behavior area. This study showed that major factor affecting the employee's recognition of tangible and intangible benefit for successful HMRPS. For tangible benefits; Success factors in the technical areas were quality of the data and information, efficiency of inventory management and rescheduling of operation plan. Success factors in the administrative areas were: role of top management. Success factors in the organization behavioral areas were; simplicity of the HMRPS, human resistance to change. For intangible benefits; Success factors in the organization behavioral areas were; user involvement, simplicity of HMRPS, human resistance to change. Futhermore as the exact evaluation of successful factors of HMRPS implement is needed, research for the development of systemic variables of physical distribution system control, methods, capacity of system, duration and other environment in many of 30 hospitals or more, and for the empirical study for HMRPS.

• 대한영양사협회학술지
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• 제6권1호
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• pp.33-43
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• 2000

Environmental pressures from such sources an economic condition, the government and inter-institutional competition create managerial challenges. Economic pressures may be forcing dietetic dept, in hospital to utilize cost∙benefit analysis to assist them in their problem solving. Cost∙benefit analysis have been widely used in business, industry and many other fields with only limited application to foodservice. Due to the lack or this information the purposes of this study were to identify use of cost∙benefit analysis in hospital foodservice system to evaluate the economic efficiency of alternatives, and to make recommendation for operation system change. Using the cost∙benefit method, cash flows are separated into cost and benefits. For an alternative to be selected, indicators, such as NPV, benefit-cost ratio (B/C ratio) with 5% discount rate per annum. The sensitivity analysis was also conducted with difference rate 3%, 7% respectively and reduced employee payroll change. The result of this study can be summarized as follows : 1. The total cost of investment for operation system change was 390,570 thousand won and the total benefit through operation system change was 865,808 thousand won. 2. Net present value(NPV) for 5 years was 475,239 thousand won and benefit-cost ratio was 2.22. 3. In sensitivity analysis with different discount rate 3%, 7%, benefit-cost ratio was 2.25, 2.18 respectively, with total reduced employee payroll change, benefit-cost ratio was 2.86. In conclusion, total benefits were exceeded total costs. Therefore, the project of operation system change in hospital foodservice was found to be economically efficient.

• 한국조경학회지
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• 제28권2호
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• pp.1-9
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• 2000

The purpose of this study is to examine influence of interior landscape in commercial spaces on the management benefit. In the course of this study, objects of survey were selected from interior landscaping specialist, manager and consumer who had experiences to visit to the hotel, bank, department store and restaurant. The main method of data collection was interview, questions and gathering materials. The cronbach's alphas program was used to measure the reliability of likert scales. The analysis program was applied a statistical methods. The results of this study can be summarized as follows: The factors considered by consumer who visits to the commercial space are design, interior landscape, traffic, parking capacity, cleanness, price, kindness of employee and event. Factors concerned with the product include branch size, traffic, parking capacity, kindness of employee. Factors concerned with facilities include branch size, traffic, parking capacity, kindness of employee. Major factors of those effects to management benefit are accessibility, time of stay, sales, efficiency of space, attractiveness and difference. In conclusion, overlap style gets the highest degree of satisfaction among total factors. Results of the survey show that factors which improve sales are overlap style and planter type. Among four commercial spaces, hotel is most effected by interior landscape. To enhance the sales of hotel, further study of interior landscape about hotel necessary. For bank and restaurant, further study of economic planter type and style is necessary. For department store, optimal use of spaces and case of maintenance are necessary.

• 한국컴퓨터정보학회논문지
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• 제26권4호
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• pp.223-229
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• 2021

본 연구는 공공기관의 부채 규모를 결정하는 요인이 무엇인지 검증하는 것을 목적으로 한다. 구체적으로 본 연구는 공공기관의 내부적 요인으로써 비효율적 경영이 부채비율에 미치는 영향을 분석한다. 비효율적 경영을 대리하는 변수로는 총원가, 급여 규모, 복리후생비 규모를 고려하였다. 본 연구의 분석결과는 다음과 같다. 첫째, 총원가 변수는 공공기관의 부채비율과 통계적으로 유의한 양의 관계를 나타내었다. 이는 총원가가 큰 기업일수록 부채 규모가 증대됨을 의미한다. 둘째, 급여 규모와 복리후생비 규모는 공공기관의 부채비율과 통계적으로 유의한 관련성을 나타내지 않았다. 이들 결과는 공공기관의 방만한 경영과 비효율적 운영이 부채 규모를 증대시킨다는 일각의 우려에 대해 답변을 대신할 수 있는 실증적 결과라 하겠다.

• 유통과학연구
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• 제19권6호
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• pp.21-28
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• 2021

Purpose: Facing numerous challenges, organizational management is one of the most important research areas for organizations which handles workers' behaviors when they are within their workplace and organization to make more profits. The current research aims to analyze the effect of organizational management factors on direct employee consultation in distribution channels. Research design, data, and methodology: To achieve the purpose of the study and provide adequate empirical results, the current authors conducted the structural equation analysis using IBM AMOS 24.0 and collected 387 U.S employees in distribution channels (Wholesale and Retail shops). Results: Investigating the relationships between three organizational management factors and direct employee consultation, we found out that organizational practitioners in distribution channels face numerous challenges that must be resolved to ensure effective direct employee consultation to benefit employees. Empirical findings suggest that practitioners and leaders in distribution channels should focus on developing employee psychological management and utilizing direct employee consultation. Conclusions: In sum, the present research concludes that it must ensure that the employee in distribution channels should be a comfortable environment to appropriately respond to consultations. An approachable management team is ideal for employee consultations to find the right ways to keep employees at par with the consultation issues.

• The Journal of Asian Finance, Economics and Business
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• 제7권8호
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• pp.495-507
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• 2020

The paper examines the determinants of employee engagement in the not-for-profit organization (NFPO) sector. A structured questionnaire survey of 205 NFPO employees in Vietnam was employed, preceded by in-depth interviews with NFPO associates and managers. After a multiple regression analysis to study the impact of five independent variables on one dependent variable, the study reveals that Work design and Work-life balance are positively and significantly associated with employee engagement. Of which, Work design is measured by the level of job fit, job autonomy, job challenge, and job meaningfulness. On the other hand, Work-life balance involves measurement aspects consisting of how reasonable the workload is and organizational support. Meanwhile, different from the business world, Leadership, Learning and Development, and Recognition do not show statistically positive impacts on employee engagement in NFPOs. Still, they are crucial back-supporting factors to ensure employee experience at work. Further, the study finds that personal growth contributes a great part to keep employees in the sector motivated. This paper brings the area of study to the forefront in an effort to benefit the practice of human resources management in NFPOs as well as support employees in the sector with a higher quality working experience.