• The Korean Journal of Health Service Management
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• v.11 no.3
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• pp.13-21
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• 2017

Objectives : This study investigated the effects of psychological ownership on job attitude markers (job satisfaction and affective commitment) of employees in general hospitals. Methods : Data were collected using self-administered questionnaire completed by employees in two hospitals in Seoul and Gyeonggi-do province, from May 21 to 26, 2014. Job attitude markers were measured by job satisfaction and affective commitment. We analyzed 300 cases using SPSS 21.0. Results : Psychological ownership of hospital employees had a significant effect on the job satisfaction and affective commitment. Psychological ownership explained a total of 20.5% and 9.9% of the variance in job satisfaction and affective commitment while controlling for gender, age, marital status, work position and work experience. Conclusions : Psychological ownership of hospital employees is a useful factor and key to recruiting and conducting training program for them, thus enhancing job attitudes.

• Korean journal of food and cookery science
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• v.15 no.4
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• pp.358-362
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• 1999

The purpose of this study was to measure the levels of job satisfaction of foodservice employees in the welfare facilities for the elderly. The levels of job satisfaction of foodservice employees were as follows: 1 Mean job satisfaction scores for five job factor were ordered co-workers, supervision, work itself, pay and promotion. 2. Demographic factors of the job satisfaction scores were studied. Employees who work with the dietition were satified with the supervisor and promotion. And temporory employees were more satisfied with pay than regular employees.

• International Commerce and Information Review
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• v.9 no.3
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• pp.3-22
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• 2007

The purpose of this study is to gain a better understanding of the relationships between job satisfaction and organizational commitment of employees at the Chinese employees in Korean company. This study also focuses on revealing homogeneous demographic characteristics these employees exhibit that affect their satisfaction level. This paper analyzes the job satisfaction and turnover intention of the Chinese employees in Korean Businesses based on a great deal of questionnaire research. The research found that individual's characteristics, such as gender, age, education and marital status, as well as duty variables like salary, position, length of service, number of turnover times, probability and number of promotion, made influence on the employees about their job satisfaction and turnover tendency. The result of this research is helpful in studying how to improve the Chinese employees' job satisfaction and impair their turnover intention in Korean businesses.

• Fourth Industrial Review
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• v.1 no.1
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• pp.11-22
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• 2021

Purpose- The purpose of this study is to give implications on how to decrease employee turnover intention of Korean information and communication industry employees using organization culture, job satisfaction and organizational commitment. To do that this study analyzes relationships among variables and analyses mediating effect of job satisfaction and organizational commitment. Research design, data, and methodology- To analyze relationships among organization culture, job satisfaction, organizational commitment and turnover intention of employees, this study used the 7th KRIVET's HCCP employee data especially employees working in the information and communication industry who has more than university degree education. The analysis is conducted by using SPSS 21 and frequency analysis correlation analysis, regression analysis and mediating effect are analyzed by using MACRO PROCESS procedure for SPSS. Result- According to the empirical results, organization culture of innovation, relation and rational directed significantly affect both job satisfaction and organizational commitment. And job satisfaction and organizational commitment significantly affect each other. Turnover intention is significantly affected by job satisfaction, organizational commitment, innovation directed and hierarchy directed. However, the influence of innovation and hierarchy showed conflicting results. Conclusion- Based on this study result, implications to manage the turnover intention of Korean employees in the information and communication industry are discussed. Especially, the effect of organization culture, job satisfaction and organizational commitment is discussed. And the mediating role of job satisfaction and organizational commitment is also analyzed. Result implicates that cautious approach is needed in managing organization culture to employee attitude of job and organization is needed

• The Journal of Asian Finance, Economics and Business
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• v.8 no.5
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• pp.495-503
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• 2021

Business leaders have made great efforts to increase their organizations' competitive capability, and raising employees' job performance is considered as one of the essential solutions. Thus, it is vital to properly identify factors that affect the job performance since this will be the basis for managers to propose recommendations to increase employees' job performance. The study seeks to investigate the relationships between psychological capital, job satisfaction, and job performance of employees in Vietnam, a developing country in South-East Asia. In this study, psychological capital is considered as a high-order construct. The mixed research method is used in this study. Qualitative research method is used to form the official survey questionnaire. Quantitative research method is used for investigating the relationships between concepts. Research data are collected from 848 interviewees via both face-to-face and email surveys. The findings show that psychological capital has positive relationships with job satisfaction and job performance. Job satisfaction also has a positive impact on job performance. In particular, job satisfaction shows the mediating role in the impact of employees' psychological capital on their job performance. Based on the results, the study also provides recommendations related to psychological capital and job satisfaction assisting managers to increase employees' job performance.

• Culinary science and hospitality research
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• v.14 no.4
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• pp.357-367
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• 2008

The purpose of this study is to identify the job satisfaction and organization commitment of employees according to the school food service environments. The questionnaire to measure was completed by 150 employees in the Seoul and Gyeonggi area. The demographic data showed that 48.7% of respondents were in their fifties and most of them were females(96.6%). They were employed in the middle and high schools. The results were as follows : Frist, factors that influenced job satisfaction were student preference and rule-observance. Second, the importance of school food service environments didn't influence the compensation factor for job satisfaction. Third, factors that influenced job satisfaction among school food service environments were kindliness and the management of employees and rule-observance. Rule-observance showed the highest satisfaction scores among the rest of them. Forth, it was concluded that the management of employees, food quality and student preference influenced the organization commitment of food service employees. The research results show that rule-observance of food service environments and the importance of managing employees have influence on co-worker relations, job and organization commitment.

• Culinary science and hospitality research
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• v.13 no.3
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• pp.278-292
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• 2007

This study is intended to identify how the organizational factors of hotel employees influence their job satisfaction and organizational commitment by the type of employment. Samples used for data analysis are 452 workers working for hotel companies including 276 regular employees and 176 non-regular employees. The results are as follows: first, the job satisfaction of regular employees is generally higher than that of non-regular employees. Second, the degree of affective and continuous commitment showed significant difference by the type of employment, but normative commitment did not. Third, according to the result of how job satisfaction influences organizational commitment, the job satisfaction of non-regular employees alone is not affected by the relationship of senior officers and coworkers.

• The Journal of Industrial Distribution & Business
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• v.14 no.7
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• pp.19-26
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• 2023

Purpose: This study explores the intrinsic and extrinsic stress factors that affect employees' job satisfaction. The study reviews the literature on three intrinsic and three extrinsic stress factors that influence the job satisfaction level of employees, establishing the various research findings on the factors and finding the relevant links that such findings have to current research. Research design, data and methodology: The present researcher collected the relevant prior studies via literature content approach that was used by numerous previous works. The researcher transcribed the data gathered from the participants. The next analyst would code the different features of data systematically across the entire set of data, thereby collecting the relevant data for each of the codes. Results: The investigation suggests six stress factors to be connected to job satisfaction, such as Hours of Work Employee Job Satisfaction, Communication and Employee job Satisfaction, Leadership Style Employee Job Satisfaction, Competition Employee Job Satisfaction, Career Development Opportunities Employee Job Satisfaction, Strikes and employee Job Satisfaction Conclusions: This research concludes that organizations with proper communication channels will certainly influence their employees positively and hence give them job satisfaction. Overall, this qualitative research has found that intrinsic and extrinsic factors influence the job satisfaction level of employees in a workplace.

• Journal of the Korean Society of Food Culture
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• v.23 no.5
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• pp.572-581
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• 2008

The principal objective of this study was to determine how the internal marketing of the contract foodservice management company affects job satisfaction and organization immersion, as well as the influence of the satisfaction of internal customers (employees) has on job satisfaction and organization immersion, and the function as a preceding variable that improves service quality. T-test, ANOVA, and linear regression analysis was conducted to analyze the hypotheses of the study. The summary of study as per the result of this corroborative study is presented as follows: It was verified that internal marketing affects organizational immersion and the job satisfaction of employees, and job satisfaction plays a crucial role in organizational immersion. Moreover, it was also confirmed that the higher the internal marketing is, the higher the job satisfaction and organization immersion will be, thereby improving the service quality provided by employees. If enterprise regards employees as internal customers and constantly and efficiently conducts internal marketing activities such as internal communication, training, welfare, compensation, delegation of power, supporting the management, etc, the organizational immersion and job satisfaction of employees will be heightened, thereby enhancing loyalty and pride in the organization to provide services with better quality.

• Korea Journal of Hospital Management
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• v.18 no.3
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• pp.62-82
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• 2013

Unlike administrative affairs of a general organization, hospital administration employees distinctively have a lot of interactions with patients and their care givers in addition to interaction with different occupations such as doctors and nurses. Although they are in a normal organization hierarchy as general employees, they have to be equipped with professional knowledge as medical terminology, disease and drugs and to understand new technologies and capabilities. This study analyzes the level of job satisfaction and the turnover intention of administrative employees who are engaged in medical institutes. It compares job satisfaction and the difference of turnover intention by the characteristics of job-related and scale of medical institutes. In addition, it verifies the relative in fluence of variables related to demographic and job-related characteristics as factors for explaining the job satisfaction of the administrative employees.