• 한국콘텐츠학회논문지
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• 제16권10호
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• pp.81-95
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• 2016

이 연구는 중소기업의 일자리 인식 전환과 일자리 미스매치 해소 방안을 도출하기 위해 첫째, 청년 구직자와 중소기업 재직자들이 지니는 중소기업에 대한 인식과 가치는 어떻게 유형화되며, 인식유형별 특성은 무엇인지, 둘째, 인식 유형에 걸쳐 나타나는 공통점과 차이점을 살펴보는데 목적이 있다. 주관적인 신념, 관점, 선호에 대한 접근을 위해 질적 연구방법인 Q방법론을 활용하였으며, 조사된 자료의 분석은 PC용 QUANL 프로그램을 사용하였다. 분석결과, 중소기업이 주는 개인적 혜택과 삶의 가치 추구 가능성, 중소기업의 사회적 인지도 평가에 있어 유형 간 차이를 보이고 있다. 본 조사에서 밝혀진 4개의 인식 유형은 "긍정적 평가 유형", "부정적 평가 유형", "개인적 실리 추구 고평가 유형", "중립적 평가 유형"으로 분류되었다. 중소기업에 대한 인식은 기존의 연구에서 밝혀진 것 보다는 긍정적인 측면이 많이 나타났으며, 인식의 유형은 이분법적인 시각보다 다양할 수 있다는 점을 시사하고 있다. 이에 따라 중소기업은 구직자 유형별 차별화된 전략을 가지고 접근을 해야 할 필요성이 제기되었다.

• 패션비즈니스
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• 제3권4호
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• pp.67-81
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• 1999

Fashion designers and fashion merchandisers are the experts who play critical roles in the apparel industry. But their job turnover rate is quite high compared with other industries and/or other positions. The purpose of the study was to investigate the level and the major causes of job stress, and the causes of the high rate of job turnover of fashion merchandisers and fashion designers. The study also compared differences between the levels of job stress, job results and job turnover rate which perceived by fashion designers and fashion merchandisers. The results of the study were as follows: 1. The designers felt more role conflict than merchandisers during job and feel more job stress about career development and their income. 2. The designers feel their job achievement more positively than merchandisers. 3. The designers have their turnover intentions more frequently than merchandisers. This study, on the basis of the above conclusion, is expected to contribute to make fashion merchandisers and fashion designers recognize the importance of managing their job stress and their supervisor obtain the directions for the efficient management of personnel by offering them better working environment.

• Asia Marketing Journal
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• 제16권2호
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• pp.1-14
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• 2014

This study applies the job-demands resource (JD-R) model to investigate the interactive effect of job demands and job resources in predicting the development of service employee work engagement and customer-oriented attitude. This paper proposed a theoretical model that suggests that the service employee's work engagement is the consequence of the employee's perceived support from the organization and its customers (customer participation) and leads to a customer-oriented attitude. However, the effect of organizational support is somewhat hindered by job insecurity, demonstrating the inability of an organizationally provided job resource to overcome the job demand of job insecurity. As a type of job demand from customer's perspective, customer crowding is suggested as a negative moderator in the link between customer participation and work engagement. As such, this article proposes how different elements of a service employee's work environment interact to ultimately influence the service employee's customer-oriented attitude. Specifically, the current research focuses on how the negative contextual elements of job insecurity and job crowding (i.e., job demands) interact with the potentially positive elements of organizational support and customer participation (i.e., job resources), as well as with an employee's customer orientation, to ultimately develop a customer-oriented attitude. This study concludes with some propositions for potential causal relationships among key constructs that can be empirically tested in future research, as well as implications of the current study for both managers and researchers.

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

• 아태비즈니스연구
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• 제12권2호
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• pp.25-37
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• 2021

Purpose - This study analyzes the situational relationship between the components of job crafting and innovation performance, and based on this, suggests practical alternatives to the effect of the control variables of organizational support. Design/methodology/approach - For this survey, 350 questionnaires were distributed to Korean SME workers from October 5, 2020 to March 20, 2021, and 230 questionnaires were collected. In order to check the validity of the questionnaire, the questionnaire judged to be inappropriate in response was excluded. The recovery rate was 65.7%, and the effectiveness of the questionnaire was 82%. Structural equation model and hierarchical regression analysis are used to analyze those data. Findings - First, job enhancement through job redesign as well as organizational support is a key task in order to expect innovative results from field members. Innovative performance is not created by individual jobs, but is created between jobs and jobs, tasks and tasks, teams and teams, and departments and departments. This is why it is worth paying attention not to the functional approach, but to the interconnection structure of the process. Research implications or Originality - In this study, it was analyzed that structural job resource increase and social job resource increase, which are components of job crafting, had a positive effect on innovation performance, and that challenging job will had no significant effect. Challenging work will itself does not negatively affect innovation performance. Combining the survey and interview, field members who make up the majority of respondents say that they do not lack the will to work. They claim that there is no channel or opportunity to express or practice a challenging will.

• The Journal of Asian Finance, Economics and Business
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• 제9권5호
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• pp.531-539
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• 2022

The goal of the research is to identify the relationship between organizational justice, job satisfaction, and work attitudes in the context of job rotation. The competence and loyalty of the employees of an organization are critical to the organization's success. Therefore, organization should invest in developing their employees, including creating effective procedures and human resource management policies. A job rotation program is one of the critical policies in developing employees, as through this program employees can develop and actualize their abilities. However, there are some challenges in practice regarding implementing the procedures of job rotation. One of the challenges is related to the concept of organizational justice, which then impacts on employees' job satisfaction and work attitudes. This study was conducted in focused group discussions. The sample is 272 of a state-owned organization. In this study, the concept of organizational justice, with the dimensions of distributive justice, procedural justice, and interactional justice, were used along with the discussion of job satisfaction and other work attitudes. The results were issues of fairness in perceiving organizational justice in the job rotation context, and the most significant response lies in procedural justice.

• 한국콘텐츠학회논문지
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• 제8권9호
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• pp.101-114
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• 2008

이 연구는 한국의 패션모델이 직업현장에서 수행하는 직무 영역에 따라 구체적인 직무항목을 체계화하여 분류함으로써 패션모델들에게 요구되는 직무의 영역을 도출하기 위하여 실행하였다. 이 연구에서는 패션모델산업의 각 분야와 한국 내 대학에서 활동하고 있는 10명의 패션모델들을 대상으로 데이컴(DACUM)법을 이용하여 패션모델의 직무를 분석하여 자료를 수집하였다. 그 결과, 패션모델의 직무는 7가지 임무에 따른 86가지의 과업이 분석되었으며, 패션모델이 입직초기에 수행해야할 직무가 32가지 과업(37.21%)로 분석되었는데 이들 과업은 대학을 졸업하기 전까지의 교육과정에서 익혀야할 과업이다. 분석된 결과에서 직무의 중요도, 난이도, 수행빈도를 조사한 결과 중요도가 높은 직무는 56가지(53.49%), 난이도가 높은 직무는 21가지(24.41%), 수행빈도가 높은 직무는 18가지(20.93%)로 분석되었다. 또한 중요도와 난이도가 모두 높은 직무는 16가지(18.6%), 중요도와 난이도 및 수행빈도가 모두 높은 직무는 7가지(8.14%)로 분석되었다. 이러한 연구의 결과를 토대로 패션모델 입직 전의 대학교육과정과 현직 패션모델을 대상으로 한 재교육 프로그램의 교육내용 구성에 본 직무분석 결과를 적극 반영함으로써 패션모델의 직무능력을 강화 할 수 있을 것이다.

• 한국정보통신학회:학술대회논문집
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• 한국해양정보통신학회 2011년도 춘계학술대회
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• pp.399-402
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• 2011

빠르게 변화하는 디지털 경제시대에서 e-business 기술과 인력의 확보는 국가 e-business 산업 확산과 기업 발전에 매우 중요한 요소이다. 시대의 변화에 따라 e-business 분야의 인력 양성은 이론과 기술 중심의 대학과 대학원 중심체제에서 실무를 중심으로 한 고등학교 과정에의 인력양성에 대한 필요성과 연구성이 필요하다. 본 논문에서는 최근 변화되고 있는 특성화 고등학교의 e-business 정책과 더불어 e-business 분야의 특성화 체제의 변화를 위해 필요한 직무와 요구되는 스킬을 분석하여 특성화학과와 교과에 대한 기본 연구 자료를 제공한다. 또한 일반 고등학교나, 특성화 고등학교에서 e-business 특성화 고등학교 체제로 변화 할 수 있는 로드맵을 제시하여 국가 사회적인 e-business 기술과 인력의 확보를 위해 노력하고자 한다.

• 한국정보시스템학회지:정보시스템연구
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• 제24권4호
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• pp.117-138
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• 2015

Purpose To meet changing social demands and fulfill the needs of the information and communications technology industry, the curriculum of MIS related department should develop and implement new conceptual frameworks. In response, the purpose of this study was to develop curriculum for students in the Department of e-Business at Kyungnam University. Design/methodology/approach We conducted a demands analysis of educational demanders, NCS(National Competency Standards) based curricular analysis, and benchmarking from other management information systems related departments. The expert panel committee consisting of e-Business department faculty members was held to examine and discuss the student-oriented curriculum developed during this study. Findings Results show that the contents and types of curriculum should be organized so that students can maximize their professional job competency to apply to their core professional tasks. Given these findings, we reconstructed the curriculum with both basic and advanced courses, all systematically organized according to the job requirements they offer toward meeting the industry's needs. We also implemented the web-based JSSS(Job Searching Support System) with which educational demanders can search among 13 job types, estimate their performances, and obtain the information about course registration. In all this study presents specific, practical evidence of the job-related curriculum for students in the Department of e-Business at Kyungnam University.

• The Journal of Asian Finance, Economics and Business
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• 제8권7호
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• pp.285-294
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• 2021

Fraud cases that are committed by top management or people who have high positions or organization can be called character assassination crimes. The purpose of this study was to determine the effect of ethical leadership on organizational citizenship behavior and the effect of ethical leadership on job satisfaction and job satisfaction on organizational citizenship behavior. This study uses quantitative methods with SEM analysis tools partial least square (PLS) with the population of this study being all civil servants in the Kediri city government with 125 organizational members. This research instrument uses a questionnaire divided into three main parts: (1) leadership ethics as measured by 6 indicators and 12 items. (2) Organizational Citizenship Behavior (OCB) as measured by 7 dimensions and 14 items (3) job satisfaction as measured by 4 indicators and 8 items. Based on the results of the discussion of data analysis that has been carried out through data processing and proof of hypotheses, it can be concluded that an increase in ethical leadership will have an impact on increasing organizational citizenship behavior, an increase in ethical leadership variables will affect job satisfaction and that job satisfaction has no significant effect on organizational citizenship behavior.