• 경영과정보연구
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• 제7권
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• pp.265-292
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• 2001

This paper examines what determines the use of contingent workers in Korean Department Stores. Drawing on internal labor market, transaction cost & agency, and bureaucracy theories, I hypothesize that four factors affect the use of contingent workers: job characteristics, HRM, occupation, and organizational characteristics. Data from a sample of employers surveyed by the author in 1997 were used to test the hypotheses, and analyses showed the following results. First, consistent with job-based perspective, we find that such job characteristics as firm-specific skill and the level of skill significantly affect the use of contingent workers. But job standardization and outcome measurability have no effects of its use. Second, also we find significant effects on the use of contingent workers of such HRM as scrutiny on employee selection and promotion system. The promotion system has expected effect on its use, but scrutiny on employee selection has opposite effect. Third, we find that occupation significantly affects the use of contingent workers, especially the extent of use of contingent workers of sales service is as five hundred times as that of managerial occupation. Fourth, also consistent with organizational-based perspective, we find that the firm's size significantly has positive effects, and affiliate company and labor union have negative effects. That is, the larger firm's size is, the more possibility of use of contingent workers exists, and the possibilities of its use reduce in case of affiliate company and in front of labor union. Finally, we discuss the implications and limits of theses findings.

• 아태비즈니스연구
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• 제12권2호
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• pp.131-143
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• 2021

Purpose - The main purpose of this study is to investigate service industry employee' perceptions of Work-Life-Balance (WLB) and the influences of these perceptions on their overall Quality of Life (QOL). The study hypothesizes that employees' overall Quality of Life is influenced by Work-Life-Balance. Design/methodology/approach - The target population for this research consisted of service industry employees. The data was collected using the online-survey method and 449 usable responses were analyzed using AMOS program. Findings - The results indicated that psychological environment and family environment positively affected overall quality of life each, and work environment negatively influenced on overall quality of life. Research implications or Originality - Despite the importance of Work-Life-Balance (WLB), most of previous studies have investigated WLB from company perspective while limited research has examined employees' WLB perceptions. The findings of this study enrich knowledge of WLB from employee perspective especially in service industry.

• 아태비즈니스연구
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• 제12권4호
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• pp.41-52
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• 2021

Purpose - This study is to identify the relationship between the gap of in-role behaviour (IRB) on employee's interpersonal behaviour with the different perspective considering this behaviour as a social action that employees show in their work life, away from the perspective of conventional research that treats IRB as task performance. Design/methodology/approach - This study focus on the level of IRB gap that individuals have with their colleagues and its effect on the interpersonal behaviours such as helping and incivility instigation. The higher the level of difference, the more likely it would negatively affect their interpersonal behaviour through stress. The analysis was conducted on 250 employees of Korean companies through partial least squares structural equation modelling. Findings - The analysis shows that IRB gaps have a negative effect on employee's fully helping, and partly instigated incivility, in mediating stress. Implications based on the results of the study were presented in the conclusion. Research implications or Originality - The approaches and findings thus study showed are unique because most of existing studies have not tried to focus on the gap of in-role behaviour between employees and their colleagues. This study can give novels inspirations to other researchers in the related field.

• 한국프랜차이즈경영연구
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• 제8권4호
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• pp.21-32
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• 2017

Purpose - In hotel business, how to build the relationship between leader and employees is very important, because it affects on the customer satisfaction. Thus, this research examines the effect of authentic leadership on job performance in the context of hotel industry and identifies mediating roles of organizational engagement, job satisfaction, and creativity in the relationship between authentic leadership and job performance. This study suggests the guidelines for how hotel companies should improve employee productivity and build a desirable organizational culture by presenting employee attitudes and behavioral models that explain the relationship between leaders and employees. Research design, data, and methodology - This study examines the structural relationship between authentic leadership, organizational engagement, job satisfaction, creativity, and job performance from the employee's perspective. Authentic leadership divide into four sub-dimensions such as self-awareness, balanced process of informations, internalized moral perspective, and relational transparency. In order to test the purposes of this study, 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 114 franchise hotel employees and were analyzed using SPSS 21.0 and Smart PLS 3.0. program. Result - The results of this study are as follows. First, authentic leadership have significant impacts on organizational engagement and creativity, but does not have impact on job satisfaction directly. Second, organizational engagement have significant impacts on job satisfaction and job performance, but does not have impact on creativity directly. Third, job satisfaction has significant impact on creativity, but does not have impact on job performance. Fourth, creativity has significant impact on job performance. Conclusions - The findings of this study indicate that hotel leaders should properly implement the authentic leadership and consider how to build a corporate culture to improve an organizational and employee productivity through authentic leadership. Due to the nature of the hotel industry, which relies heavily on human resources, hotel companies must manage their employees with authenticity in order to increase organizational engagement, job satisfaction, and creativity that affect hotel and employee productivity. If hotel employees perceive their leader's authentic leadership, they show more organizational engagement that increases creativity and leads to job performance. Finally, hotel employees can propose creative ideas only if they will be satisfied with their jobs. Therefore, the leader should develop non-monetary or monetary reward system for the employees and, make an efforts to foster creativity of the employees.

• 한국건설관리학회논문집
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• 제20권4호
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• pp.94-103
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• 2019

건설프로젝트의 품질경영활동에서 조직구성원의 적극적인 참여는 성공적인 경영성과 달성을 촉진한다. 본 연구는 참여를 촉진하는 메커니즘을 발견하고자 한다. 선행연구에서 참여를 촉진하는 선행요인은 보상시스템과 만족이다. 제안된 연구모델의 검증을 위해 232명을 대상으로 샘플데이터를 수집했다. 구조방정식 모델을 이용한 실증분석을 했다. 연구 결과, 제안된 모든 변수가 직원참여에 유의한 정(+)의 영향을 미쳤다. 직급 및 근로계약 유형에 따른 조절효과가 발휘되었다. 본 연구의 결과는 품질경영활동의 촉진을 위한 보다 폭넓은 관점에서 참여를 촉진할 방안을 모색하는 연구자 및 관리자에게 유용한 이론 및 실무적 시사점을 제공할 것으로 기대한다.

• 한국식생활문화학회지
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• 제23권2호
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• pp.163-171
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• 2008

The purpose of this study was to measure employee ‘awareness’ and ‘practice’ of business ethics in the foodservice industry, and to determine possible correlations between these two variables. Self administrated questionnaires were completed by 1003 employees and data were analysed to ascertain frequency, factor, reliability, correlation and canonical correlation. Two factors were obtained from factor analysis of business ethics(BE) awareness; “Organizational awareness”, and “Individual awareness”. Similarly, two factors were also obtained for business ethics practice; “Systematic practice”, and “Compensatory practice”. Canonical correlation analysis produced two significant functions. For canonical function 1, it was found that organizational awareness of BE was positively correlated with systematic practice. For canonical function 2, it was found that individual awareness of BE was negatively correlated with the compensatory practices of BE. The findings of this study demonstrate that higher organizational awareness of business ethics in the foodservice industry led to higher systematic practices of BE, while higher individual awareness of BE led to lower compensatory practices of BE. In conclusion, higher organizational awareness of BE places a higher priority on building an external system from an institutional perspective, while higher employees awareness of BE leads to higher expectation from the company, resulting in relatively low compensatory practices.

• 한국의류학회지
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• 제34권7호
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• pp.1220-1231
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• 2010

This study examined customer misbehaviors in retail settings by identifying behavioral patterns and exploring behavioral backgrounds and consequences from the employee's perspectives. Qualitative data were collected from an individual interview method, and 222 interviews were analyzed. Customer misbehavior was categorized into unethical returns, problem behaviors in service encounters, unreasonable demands, shoplifting/fraud, ill-mannered behaviors, and selfish behaviors. Behavioral backgrounds included dissatisfaction, unreasonable expectations, actively benefiting of service failures, taking advantage of service standards, illegitimate complaints, monetary gains, transferring responsibility, and demanding special treatment. Employees experienced stress facing misbehaving customers with no other choice except to accept misbehaviors and learned misbehaviors as customers themselves. The study further discusses the implications.

• 지식경영연구
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• 제22권1호
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• pp.155-181
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• 2021

본 연구는 리더의 마키아벨리즘(machiavellianism)과 구성원 이직의도(turnover intention)간의 상관관계를 검증하는데 목적이 있다. 이를 위해 후견지명(hindsight bias)의 매개효과를 통해 연구모델의 전반적인 메커니즘을 규명하고자 하였다. 가설검증을 위하여 다양한 직종의 300인 이상 기업에 근무 중인 직장인 335명을 대상으로 설문을 진행하였다. 연구결과 첫째, 리더의 마키아벨리즘은 구성원 이직의도에 정(+)의 유의미한 영향을 미치는 것으로 나타났다. 둘째, 후견지명은 리더의 마키아벨리즘과 구성원 이직의도 간에 정(+)의 유의미한 매개효과가 있는 것으로 나타났다. 이는 리더의 마키아벨리즘 성향이 높을수록 후견지명을 높게 경험하고 조직의 유효성에 부정적인 영향을 주어 구성원의 이직의도가 높아지는 것으로 추론해 볼 수 있다. 따라서 본 연구는 리더의 마키아벨리즘과 후견지명 및 구성원 이직의도 간의 메커니즘을 검증하여 기존 연구의 내용과 차별적인 관점에서 새로운 시사점을 제시하고 리더의 역할에 대한 향후 연구방향 및 한계점을 제시하였다.

• 경영과정보연구
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• 제33권2호
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• pp.155-170
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• 2014

본 연구는 미용실 근무 종업원 374명을 대상으로 고객-종업원 교환관계와 조직몰입 간의 관계를 실증적으로 고찰한 것으로 특히 양자 간의 관계에 있어 Big 5 성격유형의 조절효과를 검증한 연구이다. 본 연구에서 밝혀진 실증분석결과를 요약해 보면 다음과 같다. 첫째, 고객-종업원 교환관계가 좋을수록 종업원들의 조직몰입이 높아지는 것으로 밝혀졌다. 둘째, 고객-종업원 교환관계와 조직몰입 간의 관계에 있어 Big 5 성격유형의 조절효과를 검증한 결과 Big 5 성격유형 중 성실성과 개방성만이 조절효과를 갖는 것으로 나타났다. 이러한 사실을 통하여 성격특성은 고객-종업원 교환관계에 있어서 선행요인으로 작용하기도 하지만(박진현, 2012) 고객-종업원 교환관계와 조직몰입 간의 관계를 조절하는 변수로도 기능하고 있다는 점을 실증적으로 확인하였다. 본 연구에서 밝혀진 실증분석 결과는 고객-종업원 교환관계가 좋을수록 고객의 신뢰를 얻어 매출상승에도 보탬이 될 수 있지만 고객-종업원 교환관계는 종업원들의 조직몰입에도 정(+)의 영향을 미치는 변수라는 점을 보여주는 것이다. 또한 미용업과 같은 사람을 대상으로 한 서비스 직무에 있어서는 종업원의 성격특성 중 성실성과 개방성이 가장 중요한 덕목이라는 점이 확인되었다. 그러므로 성실하고 개방적인 성격특성을 지닌 종업원을 선발하고 그들에게 고객-종업원 교환관계의 중요성을 지속적으로 강조하여 교육할 필요가 있다는 점을 말해주는 것이다. 또한 본 연구는 고객-종업원 교환관계와 조직몰입 간의 관계에 작용하는 조절변수를 탐구해 보았다는 데서 그 이론적 의미를 찾아볼 수 있다.

• 마케팅과학연구
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• 제17권4호
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• pp.1-22
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• 2007

본 연구는 호텔기업의 종업원 서비스지향성이 종업원의 서비스성과, 직무만족, 그리고 조직몰입에 미치는 영향을 연구하기 위한 것이다. 이를 위하여 부산지역 특1급 호텔에 근무하는 278명의 종업원들로부터 데이터를 수집하였다. 분석결과는 다음과 같다. 첫째, 호텔기업 종업원의 서비스지향성이 높을수록, 서비스성과, 직무만족, 그리고 조직몰입이 높아지는 것으로 나타났다. 둘째, 서비스성과가 높을수록, 직무만족, 조직몰입이 높아지는 것으로 나타났다. 셋째, 직무만족이 높을수록, 조직몰입이 높아지는 것으로 나타났다. 마지막으로, 본 연구의 시사점과 한계점, 그리고 향후 연구방향이 제시되었다.