• Journal of the Korea Safety Management & Science
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• v.23 no.4
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• pp.11-21
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• 2021

In order to explore the job crafting experience of millennial safety workers, this study conducted a qualitative case research with five safety workers of S Energy from March 26 to September 27, 2021 . As a result of the analysis, task crafting showed 'matching one's strong suit with a given task', 'expanding work knowledge using social network service (SNS)', and 'making changes in job performance methods for preemptive safety management activities'. Also, Cognitive crafting showed 'recognition of social vocation as a safety job', 'recognition of a role to grow as a safety management expert', and 'cognitive changes from means of organizational adaptation to enjoyment and energy of life'. At the same time, in relation crafting, 'establishment of amicable relationships through SNS in non-face-to-face and rapid communicating situations', 'safety management made through with mutual cooperations between business people', and 'reborn as a mutual safety net in business relationships' appeared. These can be used as basic data to accumulate the theoretical basis for job crafting research of millennial safety workers and to improve their job satisfaction. A follow-up study was proposed for safety workers with occupations of various kinds.

• Journal of Distribution Science
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• v.20 no.10
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• pp.31-38
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• 2022

Purpose: This article focuses on exploring the associations between job satisfaction, organizational commitment, and turnover intention. Specifically, this study estimates the impacts of Vietnamese employees' job satisfaction on their organizational commitment and turnover intention in FDI enterprises. Research design, data and methodology: The measures are adapted from previous studies to develop a questionnaire with a seven-point Likert scale. The dataset is directly collected from 227 respondents who are employees at FDI enterprises situated in the North of Vietnam. The dataset is analyzed by quantitative approaches using SPSS 24.0 and AMOS 24.0. Results: The results show that while turnover intention is positively correlated with monthly income, it is negatively correlated with job satisfaction and organizational commitment. Also, organizational commitment is positively associated with job satisfaction among employees at FDI enterprises in Vietnam. Conclusions: The findings of this study will serve as useful references for administrators of FDI enterprises and policymakers to promote employees' job satisfaction and retain skilled employees.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.14 no.12
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• pp.6163-6172
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• 2013

This study examined the job competence of the staff at the center for teaching and learning(CTL) in university and to find out the level of job competence, which has been asked to the staff of the CTL. For that, the factor of the job competence, which is required of the staff of the CTL, was inquired through a literature review. Based on the job competence, this study examined the required job competence of the staff in Daejeon city and Chungnam province. The result suggests that the job competence required of staff are the basic job competence, planning-analysis job competence, management job competence for the project, and evaluation job competence. The first factor in basic job competence is the attitude to change and innovation. In the planning-analysis job competence, the first factor is an analysis and consultation of instruction. In managing the job competence for the project, the first factor is the management of human resources, and the first factor in evaluating the job competence is an evaluation of the effectiveness of the media. Therefore, to revitalize the CTL, there is a need to organize an expert pool, plan and support program that is suitable for professional development.

• The Journal of Industrial Distribution & Business
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• v.13 no.5
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• pp.27-40
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• 2022

Purpose: Research on job crafting has thus far focused on how alter job demand and resources behaviors relate to employee task performance. However, job crafting behaviors do not necessarily have an impact only on task performance, but also on employees' contextual performance, a phenomenon that has little research in job crafting research. Therefore, this study aims to investigate the effect of job crafting on task performance or contextual performance and the mediating effect of work engagement between them in the Chinese context. Research design, data and methodology: In order to achieve the above research goals and test the proposed hypotheses, we used a cross-sectional design and a self-administered questionnaire to collect quantitative data from September 8, 2021 to September 27, 2021 among knowledge workers in Shandong Province various financial companies and finally analyzed 211 questionnaires. Descriptive statistics and research model analysis were performed using SPSS 25.0 Version and AMOS 27.0 Version to test the developed hypotheses. Results: The results are as follows; firstly, the study showed that job crafting of employees had a significant positive impact on task performance and contextual performance. Secondly, the higher job crafting of employees, the higher their work engagement. Thirdly, this study showed that work engagement of employees had a positive impact on task performance and contextual performance. Fourthly, we predicted and found that work engagement of employees had a positive mediating effect between job crafting and task performance and a positive mediating effect between job crafting and contextual performance. Overall, this study showed that the proactive job crafting behaviors of employees enhance their engagement for their work, which in turn improves task performance and contextual performance. Conclusions: This paper develops job crafting research by exploring the positive impact of job crafting on employees' task performance or contextual performance through their work engagement. It also proposes that both job crafting behaviors and work engagement are important approaches to improve employees' task performance or contextual performance. Practical implications for organizations, such as increasing employee' work engagement, as well as the limitations and suggestions are concluded for the future research directions.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.7
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• pp.413-424
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• 2020

This study examines the direct effect of workforce restructuring on the withdrawal behavior and mediating effect of perceived job insecurity. Empirically it also explores the moderating effect of career plateau and procedural justice on the above relationship. The study focuses on the mediating role of job insecurity and the moderating role of career plateau in relations to procedural justice, which will concentrate on the relationship between workforce restructuring and withdrawal behavior. For the empirical study, we collected and analyzed 442 survey data from employees of Korean companies. SPSS 24 is used for reliability, correlation and regression analysis. The results of the empirical analysis are as follows. First, perceived job insecurity mediated the relationship between workforce restructuring and withdrawal behavior. Second, content career plateau had a negative moderating effect on the relationship between workforce restructuring and job insecurity. Finally, the moderating effect of procedural justice was not supported. This research extend workforce restructuring and career plateau related studies; by exploring the mediating variable and moderating variable on the relationship between workforce restructuring and the pertaining outcomes. Based on the results, we provide theoretical and practical implications along with future research recommendations.

• Journal of Technologic Dentistry
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• v.42 no.3
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• pp.290-297
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• 2020

Purpose: This study aimed at exploring the impacts of organizational conflict and job satisfaction on the turnover intention among dental technicians. Methods: This study utilized a descriptive research design. A structured questionnaire was administered to 159 dental technicians. Of the collected questionnaires, data from 127 valid questionnaires were analyzed using t-tests, analysis of variance, Pearson's correlation coefficient, and hierarchical multiple regression using the IBM SPSS 20.0 statistical package. Results: A positive correlation was identified between organizational conflict and turnover intention (r=0.46, p<0.001); however, a negative correlation was shown between job satisfaction and turnover intention (r=-0.50, p<0.001). A hierarchical multiple-regression model was employed to analyze working hours, unfair treatment from dentists and dental hygienists, organizational conflict, and job satisfaction, which contributed to providing an explanation to 39% of the turnover intention of dental technicians (F=14.16, p<0.001). Furthermore, organizational conflict (β=0.32, p<0.001), job satisfaction (β=-0.31, p=0.003), and working hours (β=0.21, p=0.010) were all shown to affect turnover intention. Conclusion: The impact of the negative consequences of organizational conflict and working hours on the turnover intention should be considered within core strategies for increasing the turnover periods for dental technicians.

• Safety and Health at Work
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• v.8 no.1
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• pp.19-28
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• 2017

Background: Conservation of resources theory assumes loss of resources as a cause of job strain. In hospital work, conflicts with supervisors are tested to predict lower resources, that is, supervisory social support, participation possibilities, and appreciation. All three resources are expected to predict, in turn, experienced stress (job strain) and lower job satisfaction, lower affective commitment, and a higher resigned attitude towards the job (job attitudes). Methods: The sample included 1,073 employees from 14 Swiss hospitals (n = 604 nurses, n = 81 physicians, n = 135 medical therapists, and n = 253 technical and administrative staff). Of the total sample, 83.1% were female and 38.9% worked full-time. The median tenure was between 7 years and 10 years. Constructs were assessed by online questionnaires. Structural equation modeling was used to test mediation. Results: Structural equation modeling confirmed the negative association of conflict with supervisors and job resources. Tests of indirect paths to resources as a link between conflicts with supervisors and job attitudes were significant. For nurses, social support, participation and appreciation showed a significant indirect path, while among medical technicians the indirect paths included social support and appreciation, and among physicians only appreciation showed a significant indirect path. In medical therapists no indirect path was significant. Job resources did not mediate the link between conflict with supervisors and stress in any occupational group. Conclusion: Conflicts with supervisors are likely to reduce job resources and in turn to lower job attitudes. Work design in hospitals should, therefore, address interpersonal working conditions and conflict management in leadership development.

• Journal of Labour Economics
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• v.19 no.2
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• pp.161-174
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• 1996

Much of the dual labor markets literature is devoted to exploring the reasons as th why the markets are segmented along the lines where the observed wage differentials are not a result of underlying skill differentials . ; and why otherwise comparable workers different the duration of their job tenure and incidence of unemployment. the logic of competitive economics denies the possibility of equally skilled workers being treated differently in labor markets. The model presented in this paper shows that workers could be segregated quite simply due to the structure of information and job-match quality, even though they are the same in terms of productivity. In general, the model predicts that observability of a worker's productivity and the extent of match specificity are key features of labor market segmentation. An important implication is that the negative from the past labor market experienes, sometimes called as hysteresis effect, helps to restrict mobility of workers among different sectors and results in perpetuation of unemployment in the secondary sector. The model also provides an explanation of the efficient wage scheme in the primary sector.

• Journal of the Korean Operations Research and Management Science Society
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• v.21 no.3
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• pp.75-88
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• 1996

This paper presents an efficient heuristic technique for minimizing the objectives related to tardiness such as total tardiness, maximum tardiness and root mean of tardiness in the job shop scheduling. The heuristic technique iteratively improves an active schedule through exploring the schedule's neighborrhood, using operation move methods. The move operatio is defined on an active chain of tardy jobs in the active schedule. To find the move operations which have a high probability of reducing tardiness, we develop move methods by exploiting the properties of active chains. Our technique is compared with the two existing heuristic techniques, that is, MEHA(Modified Exchange Heuristic Algorithm) and GSP(Global Scheduling Procedure) under the various environmental with the three levels of due date tightness and several sized problems. The experimental results show that the proposed technique outperforms the two exissting techiques in terms of solution quality and computation time.

• International Journal of Advanced Culture Technology
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• v.9 no.1
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• pp.99-104
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• 2021

The most widely used instrument to assess perceiving a calling, the CVQ(Calling and Vocational Questionnaire), is composed of three constructs: transcendent sermon, purposeful work, and prosocial orientation. Recently assessing perceiving a calling has received great attention and it is critical not only for job incumbents but also college students who are in the job search stage. The purpose of this study is to investigate measurement invariance of the Korean CVQ between employees and college students. 339 job incumbents and 252 college students participated in this study, and based on the multiple group confirmatory factor analysis from the structural equation model, we confirmed the measurement invariance between employees and college students at the scale level. Thus, the perceived calling scale is applicable to both employees and college students without biases. This study provided meaningful information in understanding calling, and we discussed limitations and future directions.