• 한국조리학회지
• /
• 제6권2호
• /
• pp.79-95
• /
• 2000

In the modern industrial society, the management of human resources is regarded as an area as much important as the management itself. The development of human capacity is required to accomplish upgrading human resources quality. The objective of this study aims to seek the way to solve the problem of the job satisfaction of diner out company employee. The collecting data is analyzed by sass which is one of the computer. programs. This empirical research result shows some facts as follows : First, Significant differences between male and female in regard to job satisfaction were found. Second, No significant differences between unmarried and married in regard to job satisfaction were found. Third, Significant differences were found in the accomplishment and communication factor of job satisfaction according to the age, Fourth, Significant differences were found in the hard work environment and accomplishment factor of job satisfaction according to the education Fifth, Significant differences were found in the hard work environment factor of job satisfaction according to the major. Sixth, Significant differences were found in the wages, accomplishment , communication factor of job satisfaction according to the position. Seventh, Significant differences were found in the accomplishment and affinity factor of job satisfaction according to the period of the job. Eighth, Significant differences were found in the duty trait factor of jobs satisfaction according to the level of the pay. Ninth, Significant differences were found in the duty trait factor of job satisfaction according to the kind of the job. Tenth, Significant differences were found in job satisfaction according to the kind of diner out company.

• 산학경영연구
• /
• 제21권2호
• /
• pp.17-41
• /
• 2008

외환금융위기 이후 구조조정에 의한 고용불안이 사회적 이슈가 되면서 90년대 후반부터 고용불안정에 관한 연구가 꾸준히 계속되어 왔다. 그러나 대부분의 국내 연구들은 가설검증에 의한 개별적인 연구결과를 제시하고 있을 뿐 포괄적이고 체계적인 연구는 이루어지지 못하였는 바, 이는 고용불안정 연구를 위한 통합모형이 개발되지 못하였기 때문이다. 따라서 본 연구에서는 선행연구로부터 고용불안정에 관한 제 가설을 설정하고, 이들 가설에 대한 국내실증연구결과를 면밀하게 분석하여 고용불안정의 선행요인 및 결과에 관한 명제를 도출하고 통합모형을 제시하였다.

• 한국지역사회생활과학회지
• /
• 제24권1호
• /
• pp.119-132
• /
• 2013

This study aims to understand potential gender differences in the association between job characteristics and job satisfaction among older workers. The data are from 506 males and 202 females older than 55 from the first wave of the Korean Longitudinal Study of Ageing(KLoSA). Analyses focused on examining gender differences in the influences of subjective evaluation of work characteristics measured with education and skill fits of the work, work demands, customary early retirement, as well as more objective job conditions assessed with insurances by the employer, work hours, and salary on job satisfaction. Regression analyses revealed that female workers showed higher job satisfaction while job characteristics worked differently between genders to affect job satisfaction. For males, fitting the job with education and job demands were determining factors of job satisfaction, while the job with skills and work hours appeared to be significant factors for females. Results suggest that opportunities to utilize older workers' human capital and flexible working hours, especially for females workers would be helpful in promoting older adults' employment and satisfaction about their work.

• 한국실내디자인학회논문집
• /
• 제23권1호
• /
• pp.105-113
• /
• 2014

It is the purpose of the this study to use preliminary data to improve job environment, after looking job satisfaction and environment of interior construction workers. The following were the method of study. First, Through the literature, concept and the main theory on job satisfaction are examined. And It draws elements affecting job environment and satisfaction of interior construction workers. Based on this, we analyze job environment and satisfaction, and find what the satisfaction level is low, after a survey of interior construction workers. According to the survey, the result of the job environment is poor that people are working a lot more than a standard 10-hour day, not paid for it and absence of the education system for future. The larger workplace was in poor job conditions. the result of the job satisfaction is higher in case of smaller workplace or workers with less than 1 year or more than 8 year. As job satisfaction for interior construction score 3.30, it showed relatively higher satisfaction than job environment and satisfaction elements.

• 한국항공운항학회지
• /
• 제15권4호
• /
• pp.64-82
• /
• 2007

In this study, the work attitude of flight attendants who were performing emotional labor, had been explored. The organizational support system had been analysed to test its effect as a moderator on increasing positive job attitudes. It was found emotional labor had influence on work attitude of flight attendants. Emotional labor consisted in this study deep acting and surface acting. First, deep acting found positively related with job satisfaction and organizational commitment, negatively related with intention to leave. Second, surface acting negatively related with job satisfaction and positively related with intention to leave. This study put organizational support systems as moderator. First, Training has moderating effect on the relationship between deep acting. Organizational support has moderating effect on the relationship between deep acting, intention to leave. Counselling has moderating effect on the relationship between deep acting, job satisfaction. Peer support has same effect on the relationship between deep acting and intention to leave.

• Journal of East Asia Management
• /
• 제4권2호
• /
• pp.63-92
• /
• 2023

This study analyzes the effect of job crafting behavior on career satisfaction and job satisfaction that allows active participants to perform their jobs in a work environment where autonomy and delegation are emphasized, and how the degree of person-job fit plays a role in the relationship between the three variables. The results of an empirical analysis of 360 employees of domestic companies are as follows. First, job crafting was found to have a positive (+) effect on career satisfaction and job satisfaction, respectively, confirming the importance of job crafting in a situation where the work environment changes rapidly. Second, job crafting was found to have a positive (+) effect on desire-supply fit and ability-demand fit, respectively, which are components of person-job fit. This means that person-job fit can be improved through task, cognitive, and relationship crafting. Third, it was found that desire-supply fit and ability-demand fit had a positive (+) effect on career satisfaction and job satisfaction. This means that the higher the person-job fit the more satisfied the career and job. Finally, desire-supply fit has a partial mediating effect in the relationship between job crafting, career satisfaction, and job satisfaction and ability-demand fit has a partial mediating effect in the relationship between job crafting, job satisfaction. In summarizing the above research results, this study suggested in a changing organizational environment that it is necessary to provide individual active work performance (job crafting) opportunities for career satisfaction and job satisfaction, and that it is important to create an organization's support environment to enhance person-job fit.

• 한국경영과학회:학술대회논문집
• /
• 대한산업공학회/한국경영과학회 2004년도 춘계공동학술대회 논문집
• /
• pp.615-619
• /
• 2004

This paper considers a variation of customer order scheduling problems. The variation is the case where machine-job assignment is fixed, and the objective is to minimize the sum of the completion times of the batches. In customer order scheduling problems, jobs are dispatched in batches. While a machine can process only one job at a time, multiple machines can simultaneously process jobs in a batch. We first establish a couple of lower bounds. Then, we develop a dynamic programming (DP) algorithm that runs in exponential time on the number of batches when there exist two machines. For the same problem with arbitrary number of machines, we present two simple heuristics, which use simple scheduling rules such as shortest batch first and shortest makespan batch first rules. Finally, we empirically evaluate the heuristics.

• 가정과삶의질연구
• /
• 제15권2호
• /
• pp.99-110
• /
• 1997

The purpose of this study is to explore systemetically what makes working women continue or interrupt their job after childbirth, An empirical survey was conducted by using questionnaire and data from 194 women who had clerical job before first childbirth. The major findings are as follows : (1) The significant differences between the two groups are caused by family orientation, motherhood, average monthly wage of her own, emotional support, child carer in the family, maternal policy. (2) The probability of continuing job is higher when the public supports are offered to working married women than in case of being supported privately.

• 한국콘텐츠학회논문지
• /
• 제10권10호
• /
• pp.418-428
• /
• 2010

본 연구의 목적은 항공사에 근무하는 종사원의 직무착근도가 직무만족과 조직몰입 및 이직의도에 미치는 영향을 실증적으로 검증하여 항공사의 효율적인 인적자원 관리에 대한 자료를 제시하고자 실시하였다. 본 연구의 분석한 결과, 첫째, 항공사에 근무하는 종사원들의 직무착근도 요인이 직무만족과 조직몰입에 정(+)으로 영향을 미치는 것으로 나타났다. 둘째, 직무착근도의 요인 중 적합성이 이직의도에 부(-)의 영향력을 미치는 것으로 나타났으나, 연계와 희생 요인변수는 통계적 유의미하게 나타나지 않았다. 셋째, 직무만족과 조직몰입의 요인은 이직의도에 부(-)의 영향을 미치는 것으로 나타났다. 이러한 결과는 항공사 인적자원 관리자들이 종사원들의 직무착근도를 극대화시키는 방향으로 기업문화를 조성할 필요성이 있음을 시사한다.

• 한국정보전자통신기술학회논문지
• /
• 제11권5호
• /
• pp.556-564
• /
• 2018

The purpose of this study is to investigate the difference in social support and job satisfaction of disabled facility workers according to their general characteristics and job characteristics, and to understand the effect of social support on job satisfaction. A questionnaire was conducted against 143 disabled facility workers in D metropolitan city, from 5 January to 29 February 2016. The results of the study are as follows: first, no significant difference was found in the social support of disabled facility workers according to their general characteristics, and only the factor of job area showed significant difference in social support according to job characteristics. Secondly, there was no significant difference in job satisfaction of disabled facility workers according to their general characteristics or job characteristics. Thirdly, support of the superior, as a sub-factor of social support recognised by the disabled facility worker, was found to have a significant positive effect on job satisfaction. This study seeks to become foundational data for the development of plans to improve the job satisfaction of disabled facility workers.