• 한국식품영양학회지
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• 제32권3호
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• pp.236-245
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• 2019

The objective of this study was to investigate job understanding, performance, and job satisfaction of 150 school foodservice employees in Chungnam area from April 23, 2018 to May 18, 2018. The score of the relationship with colleagues was in the order of elementary school, middle school, and high school (p<0.05). Job understanding was ranked as follows: middle school, elementary school, and high school (p<0.05). Questionnaires on performance of food ingredients and working process management had 4.8 points for the cook and 4.6 points for the cooking staff (p<0.05). Based on the subjects' position, the hygienic safety management performance was higher in cooks than in cooking staff (p<0.05). Job satisfaction showed higher points in elementary school and middle school subjects in all items as compared to subjects of high school (p<0.05). Cooks showed more job satisfaction compared to cooking staff (p<0.05). There was a significant positive correlation (r=.253, p<0.01) between job satisfaction and job performance. Job understanding showed a significant positive correlation with job performance. Job satisfaction had a positive correlation with performance for hygienic safety management (r=.275, p<0.01).

• 유통과학연구
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• 제14권4호
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• pp.81-92
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• 2016

Purpose - In recent years, management scholars have expressed growing interest in the concept of person-Job fit because of having many benefits for employees' attitudes and behaviors. The related research is needed to determine what specific types of fit are related to each other, and to get important individual outcomes. Person-job fit of employees in service organization plays an important role in company as well as person in service industry. Person-job fit, representing the consistency between person (service provider) and job (service provided to the customers), gives significant and positive effects on the attitude and behavior of service provider. On the basis of the study background, the purpose of this study is as follows. First, we would like to examine the effects of person-job fit of service provider on their emotional intelligence. Emotional intelligence is divided into four sub-factors such as self-understanding, understanding others, emotional utilization, and emotional regulation. Second, we would like to identify the relationships between job satisfaction and sub-factors such as self-understanding, understanding others, emotional utilization, and emotional regulation. Research design, data, and methodology - We performed structural equation model using Spss 18.0 and Amos 20.0 in order to verify the hypotheses. Subjects were golf service assistants who were high-touching service with high degree in interaction and long contact time with customers. 178 out of the total 200 surveys were used in evaluation from helpers of golf service working as full-time service provider after selecting two locations of golf course located near Busan. From the evaluation of reliability and validity with variables used in this research, they satisfied and confirmed certain standard. Results - The results are as follows. First, as the results of identifying the relationships between person-job fit and emotional intelligence of service provider, person-job fit did not have positive and significant effect on self-understanding. On the other hand, it affected positively and significantly other factors in emotional intelligence such as emotion to others, emotional utilization, and emotional regulation. Second, as the results of identifying the relationship between emotional intelligence and job satisfaction, sub-factors in emotional intelligence such as emotion to others, emotional utilization, and emotional regulation except self-emotion affected significantly and positively job satisfaction. However, self-emotion did not have significant and positive effects on job satisfaction. Conclusion - These results will be valuable and used for service providers. In addition, many service providers will recognize that person-job fit is very important to get a job. This research has a purpose on the assumption that appropriateness between individual and task in service industry shall act as major influence in emotional intelligence of service provider. Recognitive ability of service provider is also very important per characteristics of service, but emotional intelligence that interacts and connected directly with most customers can be a very meaningful factor as well. Emotional intelligence allows people to recognize, understand, and empathize the emotion of customers shall be a positive reinforcement for customers to evaluate the service ultimately.

• 지역사회간호학회지
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• 제23권2호
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• pp.222-230
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• 2012

Purpose: This research is to understand the effects of senior simulation on employees of elderly care facilities and utilize it in their job training. Methods: This research is a nonequivalence control group pre-to-post quasiexperiment research. 18 employees who have experienced senior simulation are set as test group and 18 other employees who have not experienced senior simulation are set as control group. Results: The hypothesis that 'the test group which has experienced senior simulation will show a positive change in their attitude on elderly care, compared to the control group' and 'the test group which has experienced senior simulation will show a positive change in understanding of elders, compared to the control group' was supported. The hypothesis that 'the test group which has experienced senior simulation will show a positive change in job satisfaction and performance of duties, compared to the control group' was dismissed. Conclusion: The senior simulation seems to contribute to elderly care facilities employees' change in their viewpoints of elders and broaden their understanding of them. The senior simulation was meaningful to provide basic help with implementing job training programs.

• 보건의료산업학회지
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• 제12권2호
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• pp.51-62
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• 2018

Objectives : This study investigated the influences of emotional intelligence, self-leadership, and job embeddedness on the work performance of clinical nurses. Methods : A survey was conducted with 258 hospital nurses. Data were analyzed using descriptive statistics, t-tests, ANOVA, Pearson correlation coefficients, and multiple regression with SPSS/WIN 23.0. Results : The mean scores were $4.64{\pm}0.6$ for emotional intelligence, $3.41{\pm}0.42$ for self-leadership, $3.11{\pm}0.52$ for job embeddedness, and $3.49{\pm}0.51$ for nursing work performance respectively. Nursing work performance was positively correlated with emotional intelligence, self-leadership, and job embeddedness. Multiple regression analysis showed that the factors affecting nursing work performance were self-expectation, fit, understanding of self-emotion, links, self-compensation, and age. Conclusions : The results indicate that self-expectation, fit, and understanding of self-emotion are very important factors in nursing work performance. Therefore, nurse managers should enhance nurses self-expectation, fit, and understanding of self-emotion by developing various emotional sensitivity and support programs.

• 한국식품조리과학회지
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• 제27권2호
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• pp.97-110
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• 2011

The purpose of this study was to investigate the influence of a cook's understanding about organizational fairness on job satisfaction and business performance at family restaurants in Seoul. Frequency analysis, reliability analysis, factor analysis, and SEM were applied to analyze the data. First, a confirmatory reliability analysis indicated that organizational fairness, job satisfaction, and business performance were sufficient to be used in this investigation. Organizational fairness, job satisfaction and business performance had generally significant relationships by implementing SEM. According to the results, distributive fairness (p< 0.001), procedural fairness (p< 0.05) and interactive fairness (p< 0.05) had positive influence on cook's job satisfaction. Job satisfaction had a positive influence on financial (p< 0.05) and non-financial performance (p< 0.001). Therefore, for the purposes of food-service companies' continuous increases in business performance and competition are generally necessary to suitably manage the fairness of various policies such as job stability, promotions, impartial distribution of salary, bonus and welfare work, and internal marketing.

• 보건의료산업학회지
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• 제1권1호
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• pp.16-30
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• 2007

The point of this study is to analyze the difference between the outsourcing staff and the permanent staff. Also, to do a comparative analysis of the degree of understanding of the two groups with regards to elements of the major organization culture. The subjects of the study carne from 9 Catholic hospitals, the outsourcing staff being 198 and the permanent staff being 206. A survey was conducted with them, using SPSS 12.0 and carrying out t-test and ANOVA. A summary of the actual results of this analysis are as follows: Among the elements of organization culture (principles of understanding, practice, education, values, work environ) there appeared a high level of understanding among the permanent staff. As for satisfaction about the facilities, the outsourcing staffs' satisfaction level was higher. Second, the results of analyzing the effectiveness of the factors in job satisfaction and involvement - show that as the elements of education, values, work environ etc. were rated higher, job satisfaction came out higher. Contrary to that, job satisfaction was lower as the work hours lengthened. Through the results of the above study, education program for the outsourcing staff are helped to understand the hospital's special characteristics, unique philosophy and values. Therefore, it is needed the development of new techniques of management for the outsourcing staff; through setting up a department whose whole responsibility is the education and administration of the outsourcing staff, their job satisfaction and involvement will improve.

• 한국의류학회지
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• 제27권9_10호
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• pp.1124-1133
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• 2003

The purpose of this study was to investigate relationships among partnership variables and sourcing performance. Partnership variables were included as: contract conditions, information sharing, communication, conflict, job understanding, monitoring, culture understanding, trust and commitment. Sourcing performance included perceived benefits and sourcing satisfaction. The survey research design was employed with the structured questionnaire. A sample of 104 Korean apparel firms' managers participated in this survey. Apparel firms selected for this study were casual, sports, children's wear firms doing actively international sourcing. For the data analysis, descriptive statistics (i.e., frequency, percent), factor analysis, correlation, and multiple regression analysis were used. Information sharing and job understanding were positively related with trust. That is to say, the better information sharing and the better job understanding apparel firms had higher scores of trust than others. Contract conditions, communication, conflict, and culture understanding were known as predictions of commitment to international outsourcing. The more trust firms had with their vendors, the more commitment the firms had in the international sourcing. This result showed that trust is the essential factor of commitment. Trust and commitment were significantly related with outsourcing performance (i.e., perceived benefits, satisfaction of the international sourcing). Partnership information of international sourcing assembled in the review of literature and the results from this empirical study may assist the domestic apparel firms to make better decision in the adoption process of international sourcing.

• 간호행정학회지
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• 제5권1호
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• pp.77-86
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• 1999

The purpose of this study is to look into nurse's legal duty and to analyze influencing factors, by reading through precedents in nursing-related malpractice cases. 157 clinic nurses and 40 head nurses who were working in 3 university hospitals in the area of Seoul and KyongKi province were surveyed with pre-set questionnaires which were based on 20 cases and to compare precedents with nurses' attitudes. Independent variables were demographic characteristics, job characteristics, experience and education, and personal characteristics. Dependent variables were the extents of understanding in their duty. To analyze the extent of duty understanding t-text. ANOVA, and multiple regression were performed according to the characteristics of each study subject. Main findings are as follows; 1. $X^2$ test was performed for each hospitals and job category. The existence of religion and job-related advisers were significantly different according to hospitals and job categories. The existences of the orientation for nursing, education, and meeting were significantly different according to hospitals. 2. The extent of duty understanding according to the subject characteristics was assessed by means of median. Each case was given the median. 12 cases(46%)out of 26 cases demonstrated the median of more than 6 showing high extent of understanding. 3. When $X^2$ test was performed. the extent of duty understanding was significantly different in the areas of marriage status. the existence of meetings. and the experience of having dispute. When multiple regression(stepwise method) was performed, above variables were not statistically significant. 4.As result of comparative analysis on precedents and nurse's attitudes. it is 4 cases that nurse's attitudes is more active than precedents and it is 9 cases that nurse's attitudes is more passive than precedents and it is 4 cases that nurse's attitudes is parallel with precedents. This study does not present statistical model which can integrate all the cases. The significance of this study is in that it generalized and assessed the nurses' understanding of duty based on nursing -care which was legally disputed and compared nurse's attitude with precedents.

• 한국학교ㆍ지역보건교육학회지
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• 제15권1호
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• pp.45-59
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• 2014

Objectives: This study is designed to evaluate the influential factors of career decision-making self-efficacy and career identity by health science college students on their job preparation beaviors. Methods: The total 714 questionnaires were distributed to juniors and seniors of health science college, and the result was statistically analyzed through IBM SPSS statistics 20.0. Results: 1. There was no significant difference of job preparation behavior between male students and female students, and while seniors showed highly active job preparation behaviors, those who had high satisfaction level toward their major studies, high academic achievement, and outgoing personality had highly active job preparation behaviors. 2. Students with high satisfaction level toward their major studies, high academic achievement, outgoing personality, and high expected salaries showed high career decision-making self-efficacy level. 3. Students with high satisfaction level toward their major studies, high academic achievement and highly outgoing personality showed high level of career identity. 4. Subsidiary factors of career decision-making self-efficacy were collection of job information, goal setting, planning, and self-assessment, and all of them showed correlation with job preparation behaviors. 5. Among subsidiary factors of career decision-making self-efficacy, "self-understanding" and understanding of job information showed correlation with job preparation behaviors. Conclusion: For improvement on career decision-making self-efficacy and career identity of health science college students, individual support, psychological support, educational support and other supports regarding job employment to provide wide paths and methods for job preparation behaviors are essential, and through various job employment education program and graded counseling, job preparation behaviors shall be promoted as a great strategy.

• 한국콘텐츠학회논문지
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• 제9권2호
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• pp.279-288
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• 2009

본 연구의 목적은 병원의 정규직원과 아웃소싱 직원간의 일반적 특성을 이해하고, 아웃소싱에 대한 태도에 있어서 차이를 분석하며, 근무환경, 가치관, 조직문화요인 등의 요소들을 비교분석하고, 이러한 요인들을 최적화하여 직무만족과 직무몰입, 이직의도에 각기 어떠한 영향을 미치는가를 분석하고자 하였다 설문조사 결과, 정규직원들이 직업에 대한 자부심, 직무수행능력에 대한 인정수준, 상사에 대한 업무지시 방식에 대한 만족도, 하루업무량에 대한 만족도 등에 대한 내용들에 있어서 아웃소싱 직원에 비해 긍정적으로 인식하고 있었고, 통계적으로도 유의한 결과를 보였다. 또한, 다중회귀분석을 통해 직무만족과 직무몰입에 영향을 미치는 조직문화 요인으로, 정규 직원에게서는 이념수행과 가치관이, 아웃소싱 직원에게서는 가치관과 이념인식, 교육이 영향을 미치는 요인으로 나타났다. 그러므로 직무만족과 직무몰입을 극대화하기 위해서는 아웃소싱 직원들의 긍정적인 가치관 확립을 위한 프로그램의 개발과 함께 직원 채용시 긍정적 가치관을 소유하고 있는 직원을 선발하는 것이 매우 중요하다고 할 수 있다.