• The Journal of Asian Finance, Economics and Business
• /
• 제9권3호
• /
• pp.171-180
• /
• 2022

Employee retention is becoming a crucial idea for businesses that aim to improve their performance, resulting in an increasing emphasis on the topic in today's society. Employee retention refers to an organization's ability to retain its employees. The retention of workers may be viewed as a technique used by companies to retain their personnel since it is linked to employer efforts to maintain their staff. Online surveys were initially done between April and July 2021. Furthermore, the study's primary focus was employees of small and medium enterprises. To collect data, the questionnaires were distributed through Google forms. The survey used a snowballing technique because the questionnaires were circulated among the participants. Based on the results, the research found that Perceived Organizational Support (POS) and Perceived Organizational Justice (POJ) mediate the relationship of Value Congruence (VC) and Job Characteristics (JS) and employee retention in the Lebanese Retail Sector. Employees appreciate POS because it satisfies their desires for acceptance, esteem, and connection and offers comfort during times of stress. Employers must give priority to equal effort to ensure equitable treatment for workers at work. By integrating justice and equality in all departments, the performance of workers may be enhanced.

• 품질경영학회지
• /
• 제51권4호
• /
• pp.677-689
• /
• 2023

Purpose: The purpose of this study is to design a x-ray screening rating system to improve X-ray screening ability, which is a core job competency of security screener at Incheon International Airport, and to verify its effectiveness through empirical analysis to suggest ways to improve the level management system. Methods: In this study, the effectiveness of the research model was analyzed using T-test tests for effect analysis based on the empirical analysis results derived through the competency evaluation model, the screening rating system. Results: The results of this study are as follows. The average score for regular education before the implementation of the x-ray screening rating system was 94.1 points, but after the implementation of the x-ray screening rating system, the average score for regular education was 95.5 points, an average of 1.4 points increased. In addition, the proportion of those with 95 or more points classified as high scorers also increased significantly from 51.1% to 69.3%. Conclusion: The X-ray screening rating system of security inspectors will systematically manage the level of screening ability, which is a key job competency, and play a strong role in improving competency, while preventing security accidents through early identification and intensive training of level-lowers.

• 마케팅과학연구
• /
• 제17권4호
• /
• pp.1-22
• /
• 2007

본 연구는 호텔기업의 종업원 서비스지향성이 종업원의 서비스성과, 직무만족, 그리고 조직몰입에 미치는 영향을 연구하기 위한 것이다. 이를 위하여 부산지역 특1급 호텔에 근무하는 278명의 종업원들로부터 데이터를 수집하였다. 분석결과는 다음과 같다. 첫째, 호텔기업 종업원의 서비스지향성이 높을수록, 서비스성과, 직무만족, 그리고 조직몰입이 높아지는 것으로 나타났다. 둘째, 서비스성과가 높을수록, 직무만족, 조직몰입이 높아지는 것으로 나타났다. 셋째, 직무만족이 높을수록, 조직몰입이 높아지는 것으로 나타났다. 마지막으로, 본 연구의 시사점과 한계점, 그리고 향후 연구방향이 제시되었다.

• Journal of Audiology & Otology
• /
• 제25권4호
• /
• pp.189-198
• /
• 2021

Background and Objectives: This study aimed to investigate the occupational performance of Korean workers with and without hearing loss and analyze the hearing-related difficulties in the working environment. Subjects and Methods: The Amsterdam checklist for hearing and work was used for the analyses and the occupational environments of the Korean workers were investigated. Out of 129 total participants, 86 workers experienced severe to profound hearing loss and 43 had the normal hearing ability. The hearing-impaired workers were recruited from two leading vocational centers and normal-hearing workers were their colleagues. Results: The hearing-impaired workers were found to take fewer sick leaves and exhibited higher rates of permanent job statuses compared to the normal-hearing workers. Workers with hearing loss rarely detected background sound; however, they could perceive reverberation more frequently. They felt more satisfied with their careers than the normal hearing workers as they received social support and needed to put their effort into hearing for most hearing activities. Furthermore, the effort in hearing increased with the increase in job demand, job control, social support, and career satisfaction. The working hours per week increased with the increase in age, education level, job demand, job control, and social support. Different trends were observed in 9 out of 12 variables while comparing the data from the present study with that obtained from the hearing-impaired workers of the Netherlands, indicating a large difference between countries. Conclusions: Although the hearing-impaired Korean workers operate diligently with good job positions, it is necessary to enhance their acoustic environment and provide them social support. Considering the cultural background of the hearing-impaired workers, the development of suitable vocational rehabilitation programs and specific questionnaires is strongly recommended worldwide.

• 대한청각학회지
• /
• 제25권4호
• /
• pp.189-199
• /
• 2021

Background and Objectives: This study aimed to investigate the occupational performance of Korean workers with and without hearing loss and analyze the hearing-related difficulties in the working environment. Subjects and Methods: The Amsterdam checklist for hearing and work was used for the analyses and the occupational environments of the Korean workers were investigated. Out of 129 total participants, 86 workers experienced severe to profound hearing loss and 43 had the normal hearing ability. The hearing-impaired workers were recruited from two leading vocational centers and normal-hearing workers were their colleagues. Results: The hearing-impaired workers were found to take fewer sick leaves and exhibited higher rates of permanent job statuses compared to the normal-hearing workers. Workers with hearing loss rarely detected background sound; however, they could perceive reverberation more frequently. They felt more satisfied with their careers than the normal hearing workers as they received social support and needed to put their effort into hearing for most hearing activities. Furthermore, the effort in hearing increased with the increase in job demand, job control, social support, and career satisfaction. The working hours per week increased with the increase in age, education level, job demand, job control, and social support. Different trends were observed in 9 out of 12 variables while comparing the data from the present study with that obtained from the hearing-impaired workers of the Netherlands, indicating a large difference between countries. Conclusions: Although the hearing-impaired Korean workers operate diligently with good job positions, it is necessary to enhance their acoustic environment and provide them social support. Considering the cultural background of the hearing-impaired workers, the development of suitable vocational rehabilitation programs and specific questionnaires is strongly recommended worldwide.

• International Journal of Computer Science & Network Security
• /
• 제21권9호
• /
• pp.67-78
• /
• 2021

The research aims to identify the role of administrative leaders working in universities in the success of organizational development and change, and the extent of the relationship and ability of administrative leaders at all levels of leadership within universities to the effectiveness of the process of development and organizational change at Northern Border University. In addition to presenting some recommendations and suggestions that can contribute to identifying the best leadership styles that contribute to the success of the development process and positive organizational change. Where leadership, whether in the private sector or the public sector, is one of the main functions concerned with the processes of direction, development, and modernization in the performance of the facility and an important element to activate the organizations' ability to perform their role and achieve their goals. The behavior and trends of leaders represent an important indicator in knowing the type of efforts made by them to improve performance and develop organizations and human resources. The research reached many results, perhaps the most important of which is that the dominant leadership style in universities is the democratic style, followed by the bureaucratic leadership style. The results also showed that there is a significant role for administrative leaders in bringing about development and positive change at Northern Border University at the level of individuals, groups, and organizations. And it became clear that there is an availability of leadership capabilities to an acceptable degree in the administrative leaders. The results of the statistical analysis showed a positive relationship between administrative leadership ability and democratic style. In addition to the existence of a negative relationship between the administrative leadership ability and the bureaucratic style and the freestyle. It was also clear that there were no differences in dealing between males and females, as well as age, educational qualification, experience, and job grade, but there were differences in dealing with the job title.

• 한국식생활문화학회지
• /
• 제22권5호
• /
• pp.544-555
• /
• 2007

The purpose of this study is to provide useful information for establishing efficient marketing direction of globalization and commercialization of Korean foods by investigating the performance(satisfaction) and importance of food-coordinators' role. The results of the survey are summarized as follows: The most influential improvement variable of Korean food for globalization was 'hygiene'(23.6%) followed by 'taste', 'price', and 'shape and color'. Interest degree about food-coordinators showed 3.68 points in 5 points, and necessity of food-coordinators' job and education was 4.15 points. Food-coordinators' quality for globalization of Korean food was "a skill should be excellent"(4.51 points), "it must be original troubleshooting ability."(4.43 points) and "It must be professional ethics consciousness."(3.99 points) in the order. They were highly important of "freshness of food"(4.75 points) and "cleanliness of food and tableware" (4.65 points) in terms of the quality of korean food for globalization. The role importance of food-coordinators for globalization of Korean food was 'ability of development of Korean dish and Korean menu'(4.22 points), 'coordinate ability for various Korean special diet'(4.14 points) and 'knowledge for wann welcome service that consider table manners, service method and other person(4.12 points) in the order. The most influential unsatisfied variable of food coordinators' role was 'consulting ability connected with management of Korean restaurant' followed by 'ability of presenting concept connected with restaurant development of Korean style' and 'production ability for banquet party plan and representation in a Korean style'. In terms of IPA analysis on food-coordinators' role for globalization of korean food, it was noteworthy that items with high importance but low performance included "ability of development of Korean dish and Korean menu", "event coordinate ability connected with a Korean-style dish", and "production ability for banquet party plan and representation in a Korean style".

• 한국의상디자인학회지
• /
• 제4권1호
• /
• pp.111-130
• /
• 2002

This study performed a structural questionnaire survey and non-structural interview of the ladies apparel manufacturers in Daegu on the qualification for the employees, skills required for job performance, job training, automatic manufacturing systems, and the use of computer. The results are as follows. 1. Almost all of the apparel manufacturing systems were Pair System, except one Line System in one company. In terms of outsourcing, most of the manufacturers answered “yes,” and in 1998 the outsourcing process was sewing, but in the year 2002, outsourcing has been increased :12 manufacturers(57.1%) outsourcing most of the processes except patterning, 3(14.3%) outsourcing the finish of sewing. 2. The workforce of 1998 and that of 2002 shows a significant difference(P＜. 01) between office work and management. The number of office workers has decreased from 15 down to 5.3 people. On the other hand, that of the management has slightly increased from 5.3 to 9.2 people. The number of the manual workers has decreased from 32.2 to 28.7 people. And the number of tailoring and patterning workers has slightly decreased, but the number has increased in sewing from 3.7 to 7.0 people. 3. The wage of an employee shows a significant difference between a sewing assistant(P＜. 01) and a production manager(P＜. 05), and the wage of a sewing assistant, in particular, has slightly raised from ￦905,000 to ￦1,054,000. 4. The qualifications required of employees are “cooperative human relations”(30.8％), “diligence,” and “ability for job analysis”(26.9％), and “positive thinking” (15.4％) in 1998, and “ability for job analysis”(38.5％), “cooperative human relations”(34.6％), and “positive thinking” (15.4％) in 2002. The areas for job openings are significantly different(P＜. 01) depending on the year. Job openings in the design section has increased from 1(3.8％) to 16 manufacturers (61.5％), and decreased in tailoring section from 22(84.6％) to 2 manufacturers(7.7％). Job openings in the sewing section have increased form 2(7.7％) to 6 manufacturers (23.1％). In terms of sex of the employees, there is a significant difference(P＜. 001). 19 companies(73.1％) wanted “male” in 1998, but 8 companies(30.8％) answered that they want “female” and 17 companies(65.4％) answered that “it does not matter.” About the educational background, there was a significant difference between the years. The number of the companies that want junior college graduates with an associate degree has increased(15 companies(57.7％). There was a significant difference(P＜. 05) in major of the employee. The number of the companies that want fashion majors has increased from 5(19.2％) to 20(76.9％). 5. In terms of job skills required, there was no significant difference. In 1998, “production skills” (46.2％) and “ability for job analysis” (26.9％) were required, and in 2002, “ability for job analysis” (42.3％) and “emotional skills” (26.9％). 6. In regard to training for job skills, “fashion professional training” has slightly decreased from 65.4％ in 1998 to 46.2％ in 2002, however, “training for job analysis” has slightly increased from 30.8％ in 1998 to 46.2％ in 2002, which indicates the fact that “fashion professional training” and “ability for job analysis” have been emphasized. 7. The number of the manufacturers purchased apparel CAD has increased from 1(3.8％) to 3(11.5％), and the number of the manufacturers that have no plan for purchase has increased from 16(61.5％) in 1998 to 15(57.7％), still taking up a big proportion. 8. About the use of computers in manufacturing, there is a significant difference(P＜. 05). The number of the manufacturers using computer has increased from 5(19.2％) to 15(57.7％) and that of the manufacturers which do not use computers has decreased from 17(57.7％) to 8(30.8％). 9. In the interviews with the owners of the manufacturers, they pointed that schools should give more weight on practical training courses, the invitation of experts in the specific field, complex production systems, training courses for sewing, field trip courses, and furthering specialty education, personality and vocational education.

• 한국산학기술학회논문지
• /
• 제18권6호
• /
• pp.290-301
• /
• 2017

본 연구는 리더십유형과 조직몰입 및 직무성과의 인과관계를 연구하여 병원조직의 조직성과 향상 및 효과적인 인적자원관리 방법을 제시하는데 그 목적이 있다. 조사기간은 2016년 10월 6일부터 10월 20까지 이며, 병원에 근무하고 있는 직원 375명을 최종 조사대상으로 선정하였다. 분석방법은 측정변수의 타당도를 분석하고자 신뢰도 및 확인적 요인분석을 실시하였으며, 리더십과 조직몰입 및 직무성과의 인과관계를 파악하고자 공분산 구조방정식 분석을 실시하여 결론을 도출하였다. 결과를 보면 리더십, 조직몰입 및 직무성과는 직종(p<0.05), 연령(p<0.05), 근무기간(p<0.05)별로 유의한 차이가 나타났으며, 개별적 배려(p<0.001), 조건적 보상(p<0.001)이 조직몰입과 직무성과에 높은 인과관계를 나타냈다. 앞으로 조직 구성원의 개별적인 특성을 고려한 배려와 능력을 발휘할 수 있는 리더십과 업무달성도를 측정한 후 합리적인 보상체계의 구축이 필요하다. 또한 직종별 뿐만 아니라 성별, 연령, 근무기간 등을 감안하여 조직의 성과를 촉진시킬 수 있는 상황에 맞는 리더십이 필요하다. 그리고 관리자는 구성원들이 조직에 대한 충성심과 애착을 가질 수 있도록 조직문화 형성과 관련교육프로그램 제공 등의 노력이 요구된다.

• 한국컴퓨터정보학회논문지
• /
• 제21권2호
• /
• pp.89-96
• /
• 2016

This study analyzed with the case analysis of a series of processes from job analysis survey. And results analysis, and academic achievement in order to transform the curriculum of existing courses into the curriculum of NCS-based courses. Also this study analysed of the existing curriculum. Also analyzed the trend of workforce trends and needs of the broadcasting content industry. Through a needs analysis for the industry and alumni and students, video graphics, video editing and video directing were selected. In this paper, it dealt mainly with respect to the video graphics in a dual job. Modeling capability into the unit through a job analysis, animation, effects and lighting were chosen accordingly based introduction of 3D Graphics. Application of 3D Graphics were derived two courses and selected profiles and performance criteria. This training according to the NCS curriculum for students was evaluated based on the student's job was to investigate the learning ability. Academic achievement were the result satisfaction.