• Journal of Distribution Science
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• v.17 no.1
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• pp.105-115
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• 2019

Purpose - Previous research has shown that a very high level and a very low level of job scope can both be more stressful than intermediate levels of job scope. This study investigates the potential positive and negative effects of the number of accounts handled by sales personnel. The primary objective of this paper is to examine how the number of accounts salespeople handle affects their stress and performance. Research design, data, and methodology - This research conducted the data collection using a survey of salespeople in the pharmaceutical industry. I sent the survey to 420 salespeople, and received 318 usable responses. To assess measurement reliability and validity, I ran an exploratory and confirmatory factor analysis. I also employed structural equation modeling (SEM) to test all hypothesized effects in AMOS and also measured the interaction variable using Ping's (1996) approach. Results - These results show that there are linear and non-linear effects of the number of accounts handled by the salesperson on both role ambiguity and role conflict. First, the number of accounts handled by a salesperson is positively related to role ambiguity and role conflict. Second, the effect of the number of accounts handled on role ambiguity and role conflict decreases as the number of accounts handled by the salesperson increases. Third, as accounts increase from a low level, role stress increases; when the number of accounts reaches an optimal level, role stress decreases; and when the number of accounts increases to a high level, it can be detrimental to the salesperson's role stress. Fourth, while product complexity is positively related to role ambiguity, brand strength is negatively related to both role ambiguity and role conflict. Fifth, the greater the brand strength, the weaker the relationship will be between the number of accounts handled and salesperson role ambiguity. Finally, role ambiguity is positively related to salesperson performance. Conclusion - Too much and too little accounts increase the role ambiguity and role conflict of salespersons. Managers should identify the complex effect of the number of accounts handled by salespeople. Also, when products are complex, managers should provide training to eliminate any complex processes and complex information. These results suggest ways to decrease salespersons' role stress by ensuring an optimal level of the number of accounts and brand strength.

• Journal of Nutrition and Health
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• v.49 no.3
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• pp.189-200
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• 2016

Purpose: This study analyzed job importance, job performance, and job satisfaction in 38 dietitians working at geriatric hospitals and elderly healthcare facilities in Jeju surveyed from September 15-24, 2014 with the aim of providing basic data for improving the quality of meals and nutrition management for elderly patients. Methods: Data were analyzed using descriptive analysis, ${\chi}^2$-test, t-test, ANOVA, and Pearson's correlation coefficients using the SPSS Win program (version 12.0). Results: Regarding job importance, the average score was 4.29 (out of 5), indicating that hygiene and safety management scored the highest at 4.77 (out of 5), and nutrition management scored the lowest at3.86. In terms of job performance of subjects, the average score was 2.87 (out of 5), indicating that cooking operation management scored the highest at 4.42 (out of 5). Regarding the Importance-Performance Analysis (IPA) of job importance and job performance, hygiene and safety management and cooking operation management scored high for importance and performance (B quadrant) menu management, human resource management, and nutrition management scored low for importance and performance (C quadrant) and purchasing management and financial management were included inD quadrant and A quadrant, respectively. For the level of job satisfaction of subjects, the average score was 3.37 (out of 5), indicating that relationships with colleagues scored the highest at 3.72, and improving professionalism scored the lowest at 2.95. Additionally, job importance and performance of subjects were positively correlated withjob satisfaction (r = 0.395, r = 0.386, both p < 0.05). Conclusion: In conclusion, scores for job importance and job performance of nutrition management were low, and job satisfaction of improving professionalism scored low. Therefore, continuous training and education programs of nutrition management should be provided to improve professionalism of dietitians at geriatric hospitals and elderly healthcare facilities.

• The Journal of the Korea Contents Association
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• v.12 no.6
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• pp.497-507
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• 2012

This study aims to verify how the characteristics of organizational supporting unit affect the effectiveness of company-wide HRD Education & Training program. To achieve this objective, we performed an empirical analysis, with the characteristics of organizational supporting unit comprising supervisor's support, job support, and company support as independent variables, and with the level of reaction stage, learning stage, transfer stage, and result stage as dependent variables. Empirical data was collected during the period from August 16, 2011 to September 9, 2011 by sending out questionnaires to employees of 5 securities firms listed on KOSDAQ where online and offline education & training program is running year-round with headquarter in Seoul. A total of 340 questionnaires were sent out three times for the survey, and total of 164 questionnaires were sampled for the final analysis. According to the outcome of the analysis, regarding the first hypothesis that tries to reveal how the characteristics affect the level of reaction stage, it is verified that all of supervisor's support, job support and company support have positive impact on the level of reaction stage with p value less than 0.01. In regard to the second hypothesis that tries to see how the characteristics affect the level of learning stage, it is confirmed that supervisor's support, job support and company support have significant impact on the level of learning stage with p value less than 0.05 or 0.01, respectively. Concerning the third hypothesis that aims to investigate how the characteristics affect the level of transfer stage, it is appeared that all of supervisor's support, job support and company support have positive impact on the level of transfer stage. And lastly, as for the fourth hypothesis that tries to see how the characteristics affect the level of result stage, it is analyzed that supervisor's support, job support and company support have positive impact on the level of result stage with p value less than 0.01. This study reconfirm the outcomes of previous research, which is that the effectiveness of company-wide education & training program depends not only on the contents and quality of education & training program, but also more importantly on the role of organizational supporting unit, and the working environment where what is learned in classroom can be applied to real business. Companies or experts that run education & training program in real world should recognize that the performance of training is dependent more significantly on the characteristics of organizational supporting unit rather than the design or features of education & training program.

• Proceedings of the Korean Operations and Management Science Society Conference
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• 1994.04a
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• pp.653-659
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• 1994

Human experts have the various own knowledges to be applied in specialized domains. The fact that knowledge itself becomes more critical in the context of textile knowledge with rapid development of new fibers, automated equipments, processes and applications. Diversity of worsted spun yarns, lack of human expertise, and inconsistency among manually generated process plans in consequency of adjustment machine parameters owing to change up raw materials frequently increase the necessity of developing computer aided process planning(CAPP) systems for spinning process. Expert systems offer one of techniques to develop CAPP systems which would behave in a knowledgeable manner. Expert systems are the problem-solving computer program that can reach a level of performance comparable to that of a human expert in some specialized problem domain. This paper is described as job justification module. The job justification module performs to consult with users on which worsted spun yarn manufacturing process planning under the various factors, e.g., raw materials, machine parameters and required yarn counts. Also, the developed module informs the various knowledges relevant process planning. The job justification module offers the control parameters at each process and includes the various standard process plans as database. These knowledges are generated by facts and rules within rule bases.

• The Journal of Asian Finance, Economics and Business
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• v.9 no.3
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• pp.311-318
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• 2022

Nepotism practices have had a severe impact on the social, ethical, and economic culture of not only corporations but also countries in the modern world. Nepotism behavior not only discourages the determined and motivated employee, but also has a detrimental impact on the worker's satisfaction, performance, and contribution to the firm's success. This increases economic tensions due to workers' dissatisfaction with their jobs and occasionally withdrawal intentions, resulting in poor economic activity and a decline in society as a whole. The purpose of this study is to see how organizations' nepotism affects individual work happiness, withdrawal behavior, social and ethical values, and the country's economic development. The study's target audience was private-sector employees, including managers, non-managerial staff, and middle and lower-level employees. Convenient sampling was used to ensure that the target population was accessible and available. The findings demonstrated that organizational nepotism causes substantial harm not only to employees but also to businesses and the economy. The employee who is happy with his or her job and working environment is less likely to withdraw.

• Journal of Distribution Science
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• v.13 no.3
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• pp.93-100
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• 2015

Purpose - Since the early 1990s, it has been observed that the number and substance of studies on female leadership have been increasing. One of the reasons for this development may be concerned with the increasing number of female labor market participants as well as the greater opportunities for them to take higher positions in various organizations. In addition to this, the transition from mechanistic organizational structures that emphasize authority, control, and efficiency toward organic ones that focus on environmental adaptability, equality, and trust has also encouraged research on female leadership. The research tendency is based on the assumption that male and female leaders tend to exhibit different leadership styles according to their gender differences. Recent research has cast doubt on this assumption, by showing that the sociological gender roles of men and women are independent such that some female leaders show authoritative and control-oriented leadership, which were once considered to be male leadership styles. Research design, data, and methodology - This research attempts to carry out an empirical study on the gender-related leadership styles of female leaders and to examine their effect on group performance in the K business organization. This study also focuses on leader attributes such as trust, and it aims to discover whether these attributes should be regarded as independent or as moderating variables between leadership styles and performance. For these purposes, this study generated four hypotheses based on a review of the literature and it tested them using a survey. Female workers in the sales departments of the K Company, all of whom are women, were asked to provide answers to the presented questionnaires. This study hypothesizes that the type of gender roles played by women leaders will affect the job satisfaction and organizational commitment among the members of the sales group, and that the level of trust that is garnered by women leaders will also affect the types of gender roles that they play as well as employee job satisfaction and organizational commitment. Results - The results of this study show that both androgynous and masculine leadership styles are superior to the feminine leadership style in terms of employee job satisfaction and organizational commitment. However, contrary to our expectations, this study fails to show the superiority of the androgynous leadership style over the masculine leadership style. Moreover, there are no significant differences between these two leadership styles with regard to group performance. Conclusions - This study shows that it is important that different attributes of leaders, such as how trusted they are, be treated as moderating variables between leadership and performance rather than as independent variables. Finally, as this is the first attempt to view the role of the gender in a new perspective, the managerial implications of this study for leadership research, as well as its limitations, are presented. Suggestions for future related research are also proposed.

• Journal of the Korea Society for Simulation
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• v.1 no.1
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• pp.87-102
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• 1992

This paper presents the development of event-driven system level simulation tool SMPLE(Smpl Extende, an extention fo smpl) and its application to the performance analysis of multiprocessor computer systems. Because of its data structure, it is very difficult to change, expand or add new functions to simulation language smpl implemented by MacDougall. In SMPLE, we change data structure with structure and pointer, add new functions, and enable dynamic memory management. Using new data structure, facilities, and functions added in SMPLE, we simulate job processing of a shared bus multiprocessor system with autonomous hierarchical I/O subsystem. We set system performance contribution of subsystems and units. The impact of disk I/O on system performance is evaluated under vairous conditions of number of processors, processing power, memory access time and disk seek time.

• Journal of dental hygiene science
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• v.18 no.6
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• pp.374-379
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• 2018

This study attempted to identify factors work environment that affect job satisfaction in dental hygienists. This study was conducted between August 29 and September 28, 2017, as part of an in-depth study of the 'Survey on the Working Environment of Clinical Dental Hygienists' of the Korean Dental Hygienists Association. To get the responses, the questionnaire was posted on the website of the Korean Dental Hygienists Association, and of the respondents, 4,663 were selected and analyzed. An independent t-test and one way ANOVA analysis were used to make a comparison of job satisfaction according to the general characteristics, salary, and tasks. Logistic regression analysis was conducted to identify factors affecting job satisfaction. The significance level was 0.05. In regard to salary information, the job satisfaction was found to be high (p<0.001) in cases where the salary was considered appropriate, when incentives were provided, when rewards or vacation expenses were supported, and when overtime and nightly work allowances were paid. In regard to job information, the job satisfaction was found to be high (p<0.001) when the volume of work was considered appropriate, when there were sufficient numbers in the workforce, and when the division of labor among the other personnel was clear. As a factor affecting job satisfaction of dental hygienists, the case of thinking that 'workload is appropriate' was found to be 2.052 times, showing the highest score. Job satisfaction in dental hygienists affects the turnover and has a significant effect on the performance of the organization. Therefore, it is believed, that it is urgent to improve the working environment such as salary and clear division of duties affecting job satisfaction of dental hygienists.

• Journal of Service Research and Studies
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• v.9 no.4
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• pp.41-62
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• 2019

In this intangible good-oriented, modern service economy era, we have to first understand the characteristics of the healthcare service in order to enhance the competitiveness of the healthcare industry and achieve continuous growth. In addition, service nature and characteristics should be reinforced so that connections can be made to the organizational job performance. To achieve the aforementioned results, this study analyzes the direct effects service nature and characteristics have on job performance in the healthcare industry and investigates the indirect effects with individual personality as the moderating effect. While conducting this study, a total of 340 healthcare workers were surveyed. Survey data from a total of 315 workers were used for analysis during empirical investigation of the research hypothesis. According to the analysis, it was proven that interactivity and horizontality among service nature and characteristics have a positive (+) effect on job effectiveness. This means that customer needs can be identified at customer touchpoints to quickly and accurately provide customers with the products and services they want, while horizontality among service nature and characteristics have a positive (+) effect on job effectiveness. This means that customer needs can be identified at customer touchpoints to quickly and accurately provide customers with the products and services they want, while horizontal communication enhance from department to department and from colleague to colleague within the organization can be linked to job performance. Also, with regards to the relationship shared between the customer or the patient, the job performance of healthcare workers may also improve if they provide customers with their desired service as an expert at the same level. In a rapidly changing healthcare environment, if the healthcare service nature and characteristics are put into practical use, it will be possible to propel the growth of hospitals and sustain it while investigating the moderating effects of individual personality, a partial moderating effect was observed for self-esteem and growth desire. As the study on service nature and characteristics came about only just recently, there is a needs for futher research. The study focuses on the healthcare service industry and hopefully, it will serve as a base study that can be applied to different service industries as well.

• Journal of Arbitration Studies
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• v.28 no.2
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• pp.179-200
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• 2018

The purpose of this study is to investigate the effects of service training and arbitration support on superstore workers' work performance. The conclusion could be summarized as follows. First, as a result of Hypothesis 1 that service training and arbitration support for superstore workers would significantly affect the factor of workers' emotional labor, when surface acting of emotion and frequency of expressing emotions were the dependent variable, only arbitration support was positively correlated. When emotional diversity was the dependent variable, there was a significantly positive relationship with service training. Second, for Hypothesis 2 that service training and arbitration support for superstore workers would significantly influence the workers' job satisfaction, it was found that only organizational support was significantly positive when wage satisfaction was the dependent variable. When job satisfaction was the dependent variable, service training and arbitration support were significantly correlated positively. Third, for Hypothesis 3 that service training and arbitration support for superstore workers would significantly affect the service delivery level when service responsiveness was the dependent variable, service training and arbitration support were significantly positive. When service expertise was the dependent variable, there was also a significantly positive relationship with service training and arbitration. On the other hand, all the three independent variables-service training, organizational support, and arbitration support-showed a significantly positive relationship when the willingness and effort of service was the dependent variable.