• Journal of the Korea Safety Management & Science
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• v.18 no.4
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• pp.139-149
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• 2016

Service industry can be divided largely into commercial industry, banking industry, insurance industry, advertising industry, and tourism industry. Of these, banking industry is playing an essential role as it constitutes the backbone of economy. Banking industry, which belongs to financial industry, is sensitive to external environment. In this kind of industry, internal dynamics of an organization is very important. The purpose of this research is to find out what kind of influence the relation of internal dynamics perceived by members of Nonghyup organization has on customer orientation via quality of internal service. For the purpose, we have reviewed preceding studies on variables that affect customer orientation and developed a measuring tool in a form that fits banking organizations. Internal service quality, job satisfaction, and organizational immersion which play a mediating role in the model of this research not only turned out to have a significant influence on customer orientation, they also turned out to have the strongest influence. This research has academic significance as it carried out a research with an emphasis on variables that affect customer orientation of members of Nonghyup organization. Regarding practical significance, it was intended to present useful data that can be utilized for an analysis of internal service quality management and capability of human resource management.

• Journal of Distribution Science
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• v.6 no.1
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• pp.63-77
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• 2008

The source of a business competition is man and the core of a business success depends on people's ability, efforts and cooperation. Therefore, modern managers are making varied efforts to perform the ethical management for the organization immersion and job satisfaction of the employees. The managers of the financial agencies including the enterprises competing in the global market, face numerous ethical issues and problems. Considering the reality that financial institutions are actively asked to perform the responsibility and duties sincerely, the tasks how the head of financial agency will accept the social study of the level of ethics and change the level of recognition, and how he will settle it as the natural feature in the institution, become an important management target. In addition, it is necessary to figure out how the ethical management of the head of the financial agency will affect the organizational immersion of the employees. Based on the objective of this study, we attempted to confirm how the ethical management will of the head of the financial institution would affect the organizational immersion, the employees' mental result variables. Through this study, it became necessary for the directors of the financial institutions to search for the methods to improve the system of management and enhance the observance will of the business ethics so that they may not cause the disposition of the violation of the business ethics owing to the enforcement to achieve the target of the results of the business or the error recognition of the norm. Further, the heads of banks will have to set a management policy focused on the democratic management and the ethical justice based on the participating methods to induce the cooperative commitment of the stock company employees not to be shifted from the globalization and the competitive society.

• Journal of Fisheries and Marine Sciences Education
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• v.29 no.3
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• pp.878-887
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• 2017

This study performed a qualitative research on the transformative learning cases in vocational education for female baby-boom generation. The baby-boom generation that recently starts retirement is participating in vocational education for their re-employment. Even though their first goal of education was to find a job, they experienced in finding themselves through the actual education. Especially, female baby-boom generation learners were finding their own identity as an entity of social participation, getting out of the existing identity as wife, mother, and housewife. Such a learning experience was the process of recovering themselves, and in this process, new meanings of life were formed. In the results of the study, first, the learning experience in vocational education was the transformative learning to find themselves. They newly created themselves by critically introspecting their negative experience and perception of themselves, and then rearranging/cognizing the accumulated experiences. Second, the immersion in the transitional process to learner increased the motivation for learning and also drew learning about learning. Especially, they reinterpreted their educational methods and contents based on their learning experience in the vocational activity. Through the process, they learnt their past learning experience again. Third, the educational volunteer activity through learning club was a place for study to practice learning. Through this, the research participants realized that theories could not be separated from practice.

• The Journal of the Korea Contents Association
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• v.11 no.6
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• pp.326-336
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• 2011

The Purpose of this study was to examine effects of mentoring function on career development and organizational effectiveness in private security service organization. Example number used on interpretation finally using purposive sampling method after this study establishes 5 places private security service company's security guard by population in Seoul on March, 2010 is total 227 people. Reliability of questionnaire appeared Cronbach's ${\alpha}$ value more than .667. Conclusions that appears in this study is as following. First, private security service organization's Mentoring function affects in career development. That is, if friendship, patronage, career management, society mind, and role model are mobilized, innovative own development, special capacity development, and information competitive power development are helped. Second, private security service organization's Mentoring function affects in organization effectiveness. If friendship, patronage, career management, society mind, and role model are mobilized, career satisfaction, organization immersion, and job satisfaction increase. On the other hand, change of jobs intention decreases if function of society mind is mobilized. Third, private security service organization's career development affects in organization effectiveness. If reform and special capacity development are helped, career satisfaction, organization immersion, and job satisfaction increase. While change of jobs intention decreases as development of information competition is helped. Fourth, Mentoring function exerts influence of causality on career development and organization effectiveness. That is, Mentoring exerts direct influence on organization effectiveness, but it exerts indirect effect through career development.

• Journal of Venture Innovation
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• v.7 no.1
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• pp.183-200
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• 2024

Recently, with the MZ generation's entry into society and the social participation of the female population, conflicts are occurring between workplace groups that value WLB and existing groups that emphasize collaboration due to differences in work orientation. Public institutions and companies that utilize work-life balance support systems show differences in job Commitment depending on the nature of the work and the activation of the support system. Accordingly, it is necessary to verify the effectiveness of the WLB support system actually operated by the company and present universally valid standards. The purpose of this study is, first, to verify the effectiveness of the support system for work-life balance and to find practical consensus amid changes in policies and perceptions of the working environment. Second, the influence of work-life balance level and job immersion according to work characteristics was analyzed to verify the mutual influence in order to establish standards for WLB operation that reflects work characteristics. For the study, a 2X2 matrix model was used to analyze the impact of work-life balance and work characteristics on job commitment, and four hypotheses were established. First, analysis of the job involvement level of conflict-type group members, second, analysis of the job involvement level of leading group members, third, analysis of the job involvement level of agreeable group members, and fourth, analysis of the job involvement level of cooperative group members. To conduct this study, an online survey was conducted targeting employees working in public institutions and large corporations. The survey was conducted for a total of 9 days from October 23 to 31, 2023, and 163 people responded, and the analysis was based on a valid sample of 152 people, excluding 11 copies that were insincere responses or gave up midway. As a result of the study's hypothesis testing, first, the conflict type group was found to have the lowest level of job engagement at 1.43. Second, the proactive group showed the highest level of job engagement at 4.54. Third, the conformity group showed a slightly lower level of job involvement at 2.58. Fourth, the cooperative group showed a slightly higher level of job involvement at 3.80. The academic implications of the study are that it subdivides employees' personalities into factors based on the level of work-life balance and nature of work. The practical implications of the study are that it analyzes the effectiveness of WLB support systems operated by public institutions and large corporations by grouping them.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.13 no.2
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• pp.159-175
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• 2018

The purpose of this study was to identify the factors that could overcome the crisis and adversity of the nursing care provider through understanding the effect of job adaptation on the turnover intention of the nursing care provider and to contribute to the various problems of the nursing care provider in the long term. In order to confirm this as an empirical research task, risk factors and protection factors, general characteristics of the survey subjects, job adaptation and turnover intention were selected, and the risk factors and protective factors of caregivers' As a mediator. So Seoul. The results of the questionnaire survey were as follows: 291 caregivers in the elderly medical welfare facilities in Gyeonggi area. First, as the relationship between the risk factors and protective factors of occupational caregivers and occupational adaptation were more severe, the higher the maladjustment of the workplace culture, the more the job satisfaction and organizational commitment were adversely affected. The emotional support, The higher the information support, the more satisfied and satisfied the job. Second, the relationship between the risk factors of the caregiver and the protective factors and the turnover intention, the higher the conflict of caregivers, the more unstable the workplace, the more difficult it is to adapt to work culture, Respectively. Finally, as a result of verifying the mediating effect of occupational adaptation on the relationship between risk factors and protective factors and turnover intention of caregivers, job satisfaction, which is a sub-factor of job adaptation, It is shown that they play mediating roles only in the relationship between stress and turnover intention, and do not play a mediating role in the relationship between protective factor self - efficacy and social support and turnover intention. In other words, if caregivers feel satisfaction about their job, they can be less stressed on their jobs, improve their self-efficacy, and have a positive attitude toward social support. Also, it was found that the more the caregiver 's immersion into the organization, the less job stress and turnover intention decreased, but the self - efficacy and social support perception were not influenced. Based on this, the director of the facility should strive to stabilize the operation of the facility and provide high-quality services by seeking ways to improve conflict resolution and adaptation to the workplace culture so that nursing care workers can adapt to their work. And it is required to develop active management strategies and institutional support for improving job satisfaction and organizational commitment of caregivers.

• Journal of the Korean Society for Railway
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• v.14 no.3
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• pp.300-311
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• 2011

In this study, the differences of labor-management cooperation and corporation performance resulted from integrated human resource management types is investigated for 12 urban railroad corporations and then the effect of labormanagement cooperation on the corporation performance is also verified. The results show that the labor-management cooperation and the corporation performance of "closed immersion type" and "opened flexibility type" integrated human resource managements are higher than those of "conservative management type" and "poor management type" integrated human resource managements. As a result of the effect of labor-management cooperation on the corporation performance, it is revealed that "individual cooperation" affects all the corporation performances such as train operation stability, customer's satisfaction, management innovation, self-supporting management, and job satisfaction, whereas "collective cooperation" affects only two coporation performances, management innovation and job satisfaction.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.35 no.1
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• pp.107-114
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• 2012

The human resources of an enterprise is very important in order to survive in these days of business environment. This study investigates the influence of working conditions on organizational effectiveness. Job satisfaction and immersion has been regarded as a key conception of organizational effectiveness. The focus of this study is to investigate the effects of R&D employee's working conditions on organizational effectiveness. The results of this study show that organizational effectiveness are greatly influenced by working conditions. According to the result, First, an enterprise must make a favorable working conditions for R&D employees, the enterprise will provide R&D employees with support for collegiality and good relationship with superiors. Second, the systems of organization are significant in organizational effectiveness. Therefore, the enterprise gives the enterprise's vision and autonomic authority of business to R&D employees in order to improve organizational effectiveness. Finally, the enterprise must admit failure and compensates R&D employees for creative ideas.

• Journal of Digital Convergence
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• v.9 no.3
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• pp.145-163
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• 2011

This study aims to mediating effects of trust on the relationships between R&D organizational culture and organizational- performance. Additionally, This study is to examine the impact of R&D organizational culture to organizational performance. The findings are as follows : First, R&D organizational culture had a significant positive effects on the organizational performance. Second, the mediating effects of trust had a significant effects on all relationships. The means that attaining trust contribute to member's attitude and organization performance, therefore supervisor should make efforts to maintain and enhance trust in organization.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.4
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• pp.214-223
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• 2019

This study is a meta-analysis based on results of empirical studies related to work-life balance(WLB), and the relationships between WLB and other variables. In order to achieve this objective, articles published in domestic journals prior to December 2018 were collected. Data was collected using an online database provided by the Korea Educational and Scientific Information Service, and a total of 27 studies and 126 sub data were coded. Data was analyzed using CMA (comprehensive meta-analysis) 3.0 program. Results of this study are as follows. First, the overall mean effect size of WLB was 0.365, indicating a small effect size. Second, the effect sizes of dependent variables influenced by WLB included immersion, innovation, and performance in order. Third, the effect size of organizational focus variables was more than twice as big as that of individual focus variables. Fourth, the negative theoretical background dependent variables of WLB, such as sacrifice, job stress, and turnover showed -0.254 effect size, and the positive theoretical background dependent variables, such as job satisfaction and emotional commitment have mid-size effect (0.576). Fifth, the effect size of independent variables were in the order of work-development balance, work-home balance, and work-leisure balance.