• The Journal of Asian Finance, Economics and Business
• /
• v.9 no.4
• /
• pp.229-238
• /
• 2022

The goal of this research is to look at the Belt and Road Initiative's (BRI) goals, principles, and priorities, as well as criticisms and concerns. Another goal is to determine the Vietnamese government's best response to the BRI. Finally, the study looks at the Vietnamese viewpoint. Document review is used in conjunction with PESTELED analysis and EIU country risk model technique in this study. The study is focused on in-depth interviews with 38 top government leaders, researchers, and scholars by adopting the Delphi technique to determine major factors of risks and opportunities as well as obtain a clearer view on the Vietnamese perspective of the BRI. The main conclusion is that Vietnam's participation in the BRI could result in a variety of benefits and risks, including economic development, connectivity and integration, development finance, cooperation, coordination, trade facilitation, and people-to-people communication, as well as diplomatic and political risks, financial risks, environmental challenges, and job creation. Another conclusion is suggested that careful and case-by-case negotiation with China is needed for Vietnam to exploit the future benefits of BRI. There is a need to set up the strategy to mitigate the risk impacts, reduce the risk level, avoid risk, at last turn the risk into opportunities.

• Korean Journal of Community Nutrition
• /
• v.14 no.2
• /
• pp.216-228
• /
• 2009

The purpose of the study was to investigate the influences of contract foodservice managers' personal characteristics, foodservice characteristics and organizational characteristics on job satisfaction, including interpersonal relationships, self-actualization and promotion opportunity categories. A survey was administered to four hundred contract foodservice managers of five large companies and five small/medium companies in the Seoul and Kyungin areas. The final response rate was 66%(N=265), and the data were analyzed using SPSS Windows(ver. 12.0). The respondents were 76.1% female, average age 28.8 years, and 73.0% were regular workers. Contract foodservices have profit and loss contracts(69.1%), single menu types(59.6%) and buffet serving styles(37.7%). There are significant differences of job satisfaction by some personal characteristic variables(gender, martial status, age, education, position, work hours, period of working for the present company, and payroll per year) and foodservice characteristic variables(type of contract and charge of food costs). In three job satisfaction categories, foodservice managers reported the highest interpersonal relationship satisfaction, following self-actualization satisfaction and promotion opportunity satisfaction in both large companies and small/medium companies. However, foodservice managers of large companies tended to be more satisfied regarding their promotion opportunities than foodservice managers of small/medium companies(p<0.05). Work hours, number of meals served/day, male, workload, communication with the clients, relationship with co-workers, obvious role and autonomy were significant factors to increase the job satisfaction in contract foodservices of large companies. On the other hand, relationships with co-workers and males were significant factors to increase the job satisfaction in contract foodservices of small/medium companies. This research suggests that contract foodservice companies need to understand the characteristics of their managers, foodservices and organizations to enhance the job satisfaction of foodservice managers and to develop specified human resource management strategies that can be applied to each company scale.

• Research in Community and Public Health Nursing
• /
• v.25 no.2
• /
• pp.85-96
• /
• 2014

Purpose: This study was performed to identify job competencies and needs for job education perceived by new community health practitioners. Methods: This study used a qualitative research design. Eight new community health practitioners participated in this study. Data were collected through in-depth interviews and analyzed using content analysis. Results: Five job competencies were identified in this study, including primary care, public health management, interpersonal relationship, teaching and counseling, and leadership. The contents of job education that they needed were management of major symptoms and chronic diseases, understanding and prescription of medications, emergency responses and care, management of endemic diseases, planning and management of public health programs, writing official documentsand computer works, and leadership training. The learning methods they preferred were connecting theory and practice, situation- or case-based learning, skill- or practice-based learning, and increased opportunities of clinical practice. Conclusion: The findings of this study provided the direction of job education for new community health practitioners. Job education for new community health practitioners needs to consider the job competencies and educational needs identified in this study.

• Journal of Digital Convergence
• /
• v.18 no.3
• /
• pp.305-310
• /
• 2020

Lately the increase of unemployment and freeters, the use of mobile applications for part-time jobs has been increasing. This study identifies the problems of mobile job applications and focuses on domestic applications: 'Albamon' and 'Albachunkuk'. By conducting surveys and in-depth interviews based on Peter Morville's Honeycomb model. The usability assessment, the proposed improvement results are as follows: First, unhealthy establishments and overlapping job blocking filters should be further strengthened. Second, a design to tailor to the 20s age group, who are the main user of the application, is needed. Third, a fully customized part-time job listing is needed for users on the application landing page. Fourth, the application requires verification procedures for the document preparation regarding work contracts and reporting of employers. This study hopes to add to the improvement of job-seeking application services in Korea.

• Culinary science and hospitality research
• /
• v.6 no.1
• /
• pp.225-252
• /
• 2000

This study aims to examine theoretical frame work of franchise restaurant, the characteristics of store manager's job and the level of their job satisfaction through an empirical investigation. Job satisfaction survey study shows that store managers consider important all work to be attended to as part of their duty with service management on top. It is also found that the majority of store managers consider their aptitude as most important job satisfaction factor and those, who are satisfied with their job content, advancement and the prospect, are more proactive in delivering qualify service and more than willing to commit themselves to their duties. Regrading demographical variables, store managers with scholarly competence and higher pay level are more likely to be satisfied with their job but married men are not satisfied with the work environment in general. Ergo, Businesses should correspond by capitalizing on those store managers content with their duty thus collecting additional information and providing opportunities to further contribute to the business. For those dissatisfied individuals, however, businesses should determine their demands and by educational training supply a motive therefore making possible the conversion of such individuals to satisfied store managers and their active participation in business management. But, as with any study, this one has a number of limitation which constraints the generalizability of the empirical findings. It has not been for long since franchise restaurants established in domestic market and has been few studies regarding this topic there. Furthermore, managers are not willing to release operation related data. Therefore, further study are urged to overcome this limitation and should examine other dimensions of job satisfaction such as relations between revenue and profit with the level of store manager's job satisfaction remain to be investigated.

• Journal of Korean Academy of Fundamentals of Nursing
• /
• v.20 no.2
• /
• pp.157-167
• /
• 2013

Purpose: The purpose of this study was to investigate the effects of emotional labor, emotional intelligence and social support on job stress in clinical nurses. Methods: Participants were 123 clinical nurses and data were collected from October to December, 2011 and analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation coefficients and multiple regression with SPSS 18.0. Results: A positive correlation was found between job stress and emotional labor. Emotional labor showed a significant negative correlation with emotional intelligence and social support, whereas a positive correlation was found between emotional intelligence and social support. The strongest predictor of job stress was emotional labor. In addition, institution satisfaction (dissatisfaction) and the reason for selecting the job (opportunities for service) accounted for 21% of variance in job stress. Conclusion: The results of this study suggest that it is important to manage emotional labor as well as to improve job satisfaction in order to reduce job stress in clinical nurses.

• Journal of the Korean BIBLIA Society for library and Information Science
• /
• v.31 no.4
• /
• pp.73-94
• /
• 2020

The purpose of this study is to identify the current status of staff in school libraries and to provide suggestions for the development of these facilities through the job satisfaction of itinerant librarians, who act as support for schools which lack permanent staff. For employees in the South Korean provinces of South Jeolla, North Gyeongsan and South Gyeonsan, regions which currently operate using systems of itinerant librarians, the general status, work characteristics and systems were identified, and job satisfaction was surveyed. As a result of the survey, librarians may be in charge of anywhere from ten to two hundred schools, with approximately 30% of them being affiliated with public libraries in various municipalities. The overall job satisfaction averaged out to a score of 3.45 out of 5, with the categories of duties (4.15), a feeling of accomplishment (3.89) and communication (3.70) showing above average results, while opportunities for promotion (2.08) and job training (1.96) were on the lower end of the scale. For better job satisfaction, this study suggests an increase in the number of itinerant librarians, more job training, and having these professionals be affiliated with school boards rather than public libraries.

• Journal of Industrial Convergence
• /
• v.21 no.1
• /
• pp.43-53
• /
• 2023

In China, enterprises are increasingly shifting the focus of their reforms toward stimulating the development of organizational effectiveness under the guidance of the long-term planning system. Innovative ideas and constructive suggestions originating internally are likely to inject new vitality into their ongoing development, allowing them to better face new global opportunities and challenges. Therefore, this study verifies the impact of voice endorsement and outcomes for the workers in china and selected perceived organizational support as a mediator variable. Based on theoretical research, this study proposes and tests 6 key research hypotheses using structural equation modeling(SEM). Data were collected from employees in China by the survey method. The analysis results reveal that perceived organizational support plays a mediating role in the relationship between voice endorsement and the outcomes of job satisfaction, job commitment, and job performance except for job stress.

• Journal of Advanced Navigation Technology
• /
• v.28 no.3
• /
• pp.323-330
• /
• 2024

The purpose of this study is to analyze the effect of self-esteem on the safety culture and safety behavior of airline pilots and to confirm whether job satisfaction has a mediating effect in these relationships. It was examined whether self-esteem directly affects safety culture and safety behavior, and indirectly through job satisfaction. As a result of the study, self-esteem did not have a direct significant effect on safety culture, but indirectly had a positive effect through job satisfaction. In addition, self-esteem had a direct significant positive effect on safety behavior, and job satisfaction partially mediated this relationship. This suggests that pilots with higher self-esteem practice safety behavior more actively, and job satisfaction can promote such behavior. These results show the importance of organizational support such as programs and support for enhancing pilots' self-esteem, fair compensation for improving job satisfaction, improving working environment, and providing career development opportunities in airlines, and are intended to be used as basic data for this.

• Asian Journal of Business Environment
• /
• v.3 no.1
• /
• pp.23-27
• /
• 2013

Purpose - This study will focus on motivation of temporary workers working in distributors as well as generic companies, especially MPS (motivating potential score) proposed by job characteristics model. We think that temporary workers required intrinsic motivation in order to commit with their organization because they are difficult switch-regular workers due to glass ceiling. Research design, data, methodology - This study operates a survey targeting temporary workers, specifically, we used 144 copies except uncollected copies and dishonesty response of total 165 copies on analysis. We used multiple regression and 3 step regression to investigate the proposed model. Results - The high level of perceived distributional justice and procedural justice was increased the level of organizational commitment, respectively. And, MPS was increased the level of organizational commitment, too. Finally, this study showed that both justice and Job characteristics were very important to increase organizational commitment. Conclusions - In order to inspire temporary workers, the company provides placing enough considering job characteristics as well as fairness of the procedure and distribution. Also, to more fully understand the underlying processes between HRM (Human Resource Management) concepts, new fundamental methods may be required such as switch full-time opportunities.