• Informatization Policy
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• v.25 no.1
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• pp.99-114
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• 2018

In the past, organizations tended to focus on physical and technical aspects of managing corporate's information security (IS), rather than the aspect of human resources related to IS. Recently, increasing security incidents caused by organization members raise the issue of how to improve employees' compliance with security policies. This study conducted a field experiment to examine the effect of security awareness training and technical security services on employee's security behaviors. In Study 1, the number of spam opening cases were measured right after the IS training and re-measured three months later. In Study 2, a spam warning message was provided and then the number of employees' spam opening cases were counted to find out the effect of security services. It was found that both the IS training and the technical IS service were effective; they significantly decreased spam opening rates. However, the training effect did not last longer than three months. These findings suggest that organizations need to consider providing regular training programs and supplementary technical services to improve employees' compliance with security policies.

• The Korean Journal of Health Service Management
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• v.2 no.1
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• pp.56-83
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• 2008

The purpose of this study was to provide basic materials needed to enhance quality of organizational life by identifying the improvements of labor union management in the perspective of general hospital organization management. The subject of this study were 686 employees in 12 General Hospitals in Metro Capital including Seoul. Materials were collected from administrators, nurses and medical technicians in target hospitals from March 20 to May 10, 2005 through survey questionnaires. The main results of this study were as follows: 1. the commitment level of the subjects according to their characteristics was higher in older employees than the younger ones, large family to support than small family to support and those who had higher positions in labor union. 2. The commitment level of the subjects according to the job and role related variables were higher those who had higher satisfaction level to their job and manager, role conflict in all hospitals. 3. The commitment level of the subjects according to union related variables, variables jointly controlled by union and employer was satistically significant positive correlation. In other words, the commitment level of the subjects according to the subjects' labor union involvement was higher in those who had higher satisfaction in labor union and perceived their colleagues' attitudes more positively in all hospitals. Regarding the atmosphere of the relationship between union and employer and the level of commitment in labor union, the better the atmosphere of the relationship between union and employer was, the higher the level of commitment in labor union was in all hospitals. 4. The results of multiple regression analysis shows that formal and informal socialization, union participation to the union management cooperation program, job satisfaction, satisfaction with the labor union's were all found as important antecedents of labor union commitment. 5. Job and role-related variables, union-related variables, variables jointly controlled by union and employer, and labor union commitment level were all found significantly different in accordance with the characteristics of unions concerned. To summarize study results, the level of commitment in labor union depends on job satisfaction, manager's attitudes, satisfaction to their jobs, union satisfaction, their colleagues attitudes toward union and the atmosphere of employer-employee relationship. Therefore hospital managers should have democratic and flexible attitudes toward labor union. Additionally, as formal and informal socialization, union participation to the union-management cooperation program is important determinant in union commitment, hospital managers should have countermeasures to enhance the colleague attitude and job satisfaction level of hospital employees. Since this study deals with psychological nature of workers not a few drawbacks and shortcomings may be detected in the finding. Nevertheless, the finding of this study, to become a momentum that will stimulate further research to detect all the cues of labor union commitment and to provide valuable reference in forming logical union commitment and labor union-management cooperation.

• Journal of Distribution Science
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• v.11 no.2
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• pp.35-44
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• 2013

Purpose - Until recently, studies on customer values for restaurants recognized two path structures; the SERVQUAL model, that is, service quality? perceived value? customer satisfaction? behavioral intention, and the customer value? customer satisfaction? behavioral intention path that categorizes customer values into functional value and hedonic value. This study, instead, classifies the consumption values of fast-food restaurants based on the consumption value system provided by Sheth, Newman and Gross (1991) and illustrates the new path structure, consumption value? customer satisfaction? behavioral intention, targeting college students for a generalization of the consumption value system of fast-food restaurants. Research design, data, and methodology - This study establishes five hypotheses based on the relationship between each type of consumption value (functional, emotional, social, and epistemic) and customer satisfaction, and the relationship between customer satisfaction and behavioral intention. For this analysis, data was collected by conducting a pre-test and administering a survey to 213 college students who are regular customers at fast-food restaurants in Seoul, Korea. The data collected was then analyzed using SPSS 15.0 and AMOS 6.0 statistical packages. Results - The study showed that: First, the consumption values of fast-food restaurants are classified into the following four categories: functional value, emotional value, social value, and epistemic value while consumption value can be applied to customer value of fast-food restaurants. Second, the functional and epistemic values had a positive impact on customer satisfaction. The resulting satisfaction is attributed to the intrinsic characteristics of fast-food restaurants like the consistent quality of food, reasonable prices, fast service, and unique or new experiences on every visit. On the other hand, emotional and social values did not affect customer satisfaction. The results on emotional value differed from the general studies on restaurants while the results obtained for social value were not consistent with the studies on high-end restaurants. Third, customer satisfaction had a positive impact on behavioral intention. The survey showed that college students reflected behavioral intention - repurchase intention and word-of-mouth - if they were satisfied with the food quality and employee services provided. Simultaneously, it was seen that the impact of functional value on customer satisfaction of fast food restaurant goers was more than that of epistemic value. Conclusions - The consumption values of fast-food restaurant users could be classified into four categories, functional, emotional, social and epistemic values, based on the consumption value system provided by Sheth, Newman and Gross (1991). It proved that the customer values of restaurant goers can be extended to the path structure of consumption value? customer satisfaction? behavioral intention to confirm its generalization. The study also showed that marketing managers need to focus more on the factors that influence functional value as the fast-food restaurant users consider timely services with the consistent quality of food at a reasonable price and at a convenient place more important than the new experiences or uniqueness.

• Culinary science and hospitality research
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• v.16 no.5
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• pp.149-163
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• 2010

This study planned study model through documentary research and drew hypothesis to analyze how teamwork of servant leadership has an influence on job satisfaction aiming at full time employee under department head and contract worker of five star hotel in Busan. As a survey term, from April 5th, 2010 to April 23th, 2010, it distributed total 300 questionnaires, 60 questionnaires for each hotel, and then 242 questionnaires were used for empirical analysis. It analyzed data using SPSS WIN Version 12.0 statistics package program, and verified through frequency analysis, reliability analysis, factor analysis, regression analysis. As a result of verification for influence of servant leadership on interchange which is one of teamwork, it showed that community formation factor has a positive influence on interchange, and as a result of verification for influence on communication which is one of teamwork, I could find out that higher the level of bond of sympathy formation and community formation factor are, higher the communication becomes. As a result of verification for influence on interdependence which is one of teamwork, it showed that community formation, stewardship, vision, commitment to growth factor have a positive influence on interdependence. As a result of verification for influence of teamwork factor on job satisfaction, it showed that all factors have a positive influence. As a result of this study. I could find out that member' positive perception on leader in hotel organization can be a basis deriving job satisfaction though teamwork.

• Culinary science and hospitality research
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• v.18 no.3
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• pp.32-45
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• 2012

The purposes of this study is to understand the influence of culinary employees' stress coping styles in the deluxe hotel industry on counterproductive work behaviors and turnover intention. Based on total 345 culinary employees obtained from empirical research, this study reviewed the reliability and fitness of the research model and verified a total of 2 hypotheses using the AMOS program. The hypothesized relationships in the model test simultaneously by using a structural equation model(SEM). The proposed model provided an adequate fit to the data, ${\chi}^2$=736.474(p<0.001), df=233, GFI=.853, NFI=.901, CFI=.930, RMSEA=.079. Hypothesis $1^a$, which hypothesized a positive relationship between employees coping styles(avoid coping, ${\beta}$=.325; emotion coping, ${\beta}$=.261; job coping, ${\beta}$=-.203) and person-counterproductive work behavior was supported. As predicted by, Hypothesis $1^b$, employees' coping styles(job coping, ${\beta}$=-.307; avoid coping, ${\beta}$=.262; emotion coping, ${\beta}$=.146) had significant positive effects on organization-counterproductive work behavior. Also, employees' person-counterproductive work behavior(${\beta}$=.431) had significant positive effects on turnover intention(Hypothesis 2 was partially supported). Limitations and future research directions are also discussed.

• Korean Security Journal
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• no.19
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• pp.43-66
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• 2009

For the quality improvement on private security industry, the quality of personnel in private security should be advanced through the systematic training. If the personnel in private security provide an advanced service in applying knowledge and technique to the field when in training, they can obtain the reliability from people. With the point of this side, practical and systematic training is essential to the restoration on the private security industry. The personnel of private security face many people in the field. So they must work with an active concept that can prevent additional crime from behavior suspicions through scientific observation method and systematic inquiry method rather than negative work with providing a friendly service in the field. For conducting this concept, therefore, this study suggested the improvement training program of "Question and Research Guides" from new employee training on existing private security. The scientific observation standard is specifically suggested from the study 'people watching' of Professor Morris, D. and an act contact question from lead technique that US FBI, police, and inspection institute are taking through the feature of human act and 'METT' that is the program for emotion capture training through human minute look is going to be applied on "Question and Research Guides" training. This will provide the educational mood for students with the training content that is available for the practical training program and the real work, and will help to restore the private security industry with obtaining people's reliability through the scientific work and advanced field treatment.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.12
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• pp.276-285
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• 2017

The purpose of this study was to verify the effects of emotional labor on casino dealers' burnout and depression. Burnout is a big problem which thwarts their professionalism and effectualness and the effectiveness of the service they provide. Depression is a core factor which affects one's mental health. To analyze the effects of emotional labor on casino workers' burnout and depression, we conducted a survey of 606 casino dealers of H resort and analyzed the results. Burnout was measured in terms of the client-related burnout and work-related burnout by the Copenhagen Burnout Inventory (CBI), and depression was measured by the Beck Depression Inventory (BDI). The research findings are as follows. First, the level of emotional labor (3.50) was higher than the mid-point on the 4 point Likert scale, and the work-related burnout (3.86) and client-related burnout (3.91) were higher than the mid-point on the 5 point Likert scale. Second, emotional labor was correlated to their depression and burnout. Third, emotional labor showed a significant difference according to gender, while burnout showed significant differences according to age, position and term of service. Fourth, emotional labor had an effect on the casino dealers' burnout and depression. We discussed the implications of these findings and possible strategies to alleviate this situation, for example, the passing of a law and development of an employee assistance program (EAP) to prevent their burnout and reduce their depression.

• Journal of the Korean Dietetic Association
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• v.13 no.3
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• pp.228-239
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• 2007

The purpose of this study was to identify the variables of foodservice employees's job satisfaction. The questionnaires to measure job satisfaction were completed by 323 employees in the Gyunggi province. Foodservice employees' job satisfaction was evaluated by the modified Smith method(1969). All statistical data analyses were conducted using the Statistical Package for the Social Science(SPSS version 12.0). The study results were as follows; 1. The demographic data showed that 65.3% of respondents aged in 40~49 years old, 96% were married, 68.8% were high school graduates, 10.2% were college graduates and 93.5% were contracted employees. 2. Factors that influenced job satisfaction among employees varied significantly. Older workers tended to be more satisfied in their job. In addition, those who had graduated college showed the highest job satisfaction score(3.03). Subjects who had graduated university showed the lowest job satisfaction score(2.05). Subjects who had worked for 2-3 years showed the highest satisfaction scores concerning their relationships with coworkers(3.33), whereas those who had worked less than 2 years showed the lowest (3.14). Regarding school type, employees working in high schools had the highest job satisfaction scores, whereas those working in middle schools had the lowest. Satisfaction of leaving school time, ‘after 4 pm group’ had the highest score(3.01). 3. The correlation between salary satisfaction and job satisfaction was significant(r=0.307, p<0.001). In addition, the correlation between job satisfaction and work satisfaction was also significant(r=0.444, p<0.001). The correlation between job satisfaction and satisfaction about relations with coworkers was significant(r=0.118, p<0.01). The correlation between salary satisfaction and work satisfaction was significant(r=0.308, p<0.001). The correlation between salary satisfaction and satisfaction about relation with coworkers not significant, but it was negative(r=0.307, p<0.001). The correlation between work satisfaction and satisfaction about relations with coworkers significant(r=0.210, p<0.001). According to this study, job satisfaction and salary were positively related. This study provides foodservice managers useful information for design positions that will increase productivity. Future study is needed to determine the factors that will improve job satisfaction and satisfy the employees' needs, which in turn will improve school food service quality.

• Journal of the Korean Dietetic Association
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• v.9 no.2
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• pp.128-137
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• 2003

The purposes of this study were to investigate the current status of contracted hospital food services and to find out the difference in accordance with the number of beds in hospitals. Thirty six hospitals having more than 100beds in Seoul, Inchon and Kyungkido were the subjects of this study. Data was collected through surveys. The survey was conducted during March and April in 2002. The Questionnaires were mailed to the 36 directors of dietetic departments of the hospitals and 36 managers of contracting patient food services. Statistical analysis was completed using SPSS Win(11.0) for descriptive analysis and t-test. The results of the study are summerized as follows; Ⅰ. Hospital perspective : The range covered by contract food service was 63.3% and 36.7% in hospital food services, and medical nutrition services. The patient and employee food services were in 83.3%, and patient food services were in 6.7%. The methods selecting contractors are general, limited, selected and competitive biddings, and private contracts. The responsibility for supervision of contract food services was the dietetic department (51.7%) in most cases. Hospitals having personnel responsible for contracting affairs were in 75.9% of the cases and 24.1% did not have personnel. The biggest reason for contracting was facilitation of personnel management. The most important criteria on selecting food services contractors was the professionality of the contractor. Ⅱ. Contractor's perspective : The cost per meal in the year 2001 was composed of 1,905 won for food cost, 1,081 won for labor cost, 222 won for expenses, 114 won for VAT, 14 won for rent and 146 won for miscellaneous or controllable expense, representing 109 won loss per meal. The profit-and-loss contract cost is higher than the fee-contract cost. The ratios of food cost, labor cost and expenses are higher and the ratios of miscellaneous or controllable expense, VAT, rent and profit are lower in hospitals with more than 400 beds compared with those less than 400 beds. However, no significant differences are present between these two groups of hospitals. The actual contract period was 2.2 years upon initial contract and 1.2 years upon renewal. The initial investment cost was 53 million won and the cost of renovation and repair was 8.5 million won. Significant differences were present between two groups of hospitals. The conditions of employment and number of personnel hired by contractors for contract patient food services were significantly different according to the number of beds.

• The Journal of the Korea Contents Association
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• v.10 no.12
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• pp.190-204
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• 2010

This study firstly examined the socioeconomic and health factors associated with infiltration of private health insurance. Secondly, we compared health behavior, outpatient and inpatient use of private health insured with uninsured. The method of this study is that secondary analysis of the 2008 Korea National Health and Nutrition Survey was conducted for 7178 respondents aged 19 over. We use the logistic regression and t-test for data analysis. The first dependent variable was dichotomy which is divided to private health insured or uninsured and the second dependent variable was the presence and frequency of outpatient and inpatient use. The descriptive variables was gender, age, marital status, income, education, occupation, type of national health insurance, residential area, self confidence of health, prevalence rate of common disease, activity limitation, drinking and smoking status. The result of the major findings are as follows. First, 59 under aged person, married person, people in the higher brackets of income, national employee insured were more likely to infiltrate private health insurance. The poor self confidence of health, activity limitation, person with hypertension or allergic rhinitis and smoker were negatively related in infiltrating private health insurance. Second, private health insured did more preventive behavior such as self-paid health examination, cancer screening, regular exercise than uninsured. Third, private health insured was positively related with the presence of outpatient use and frequency of inpatient use