• The Journal of the Korea Contents Association
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• v.11 no.8
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• pp.388-398
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• 2011

This study analyzes a correlation between organizational commitment, work values, job satisfaction and loyalty of the middle management in hotel enterprises. In other words, this research aims at drawing up theoretical and working-level implication through establishing the competition model of parameters and independent variables, which have an effect on loyalty of the middle management in hotels. Analysis showed that work values of the middle management play not a key role to mediate between organizational commitment and job satisfaction, and that internal values are higher than external values in route analysis of work values. Meanwhile, it was analyzed that the middle management of hotels make a long-service commitment with great satisfaction on the job. But there was no connection between their job satisfaction and loyalty. Consequently, it was confirmed through the analysis of the competition model that they rather attach significance to internal values and specificity of the hotelier than their satisfaction with work because of economic stability, and the loyalty of the middle management responds sensitively to the organizational commitment variables as a permanent job, sense of belonging, self-esteem.

• The Korean Journal of Health Service Management
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• v.1 no.1
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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.

• The Journal of the Korea Contents Association
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• v.21 no.3
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• pp.752-760
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• 2021

The present study aimed to identify predictors of Youtube creator's Willingness to work as a profession. This work is notable, given its prevalence in preference as an occupation due to the development of information and communication technology. In the present work, a survey study was utilized and respondents' perception of job values, interest, self-esteem as well as willingness to work were measured. The results from a multiple regression analysis indicate that, realistic type (-), artistic type (+), corporate type (+) job value and job interest were significantly predictive of willingness to work. This study discussed implications including the need to establish career support services for YouTube creators as a profession and further for differentiated approaches based on job values or individual tendencies. The result from the current work is important, in that this study identified the willingness and influential factors of YouTube creators from a professional perspective, reflecting the recent growing interest in YouTube creators.

• Journal of Nutrition and Health
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• v.53 no.1
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• pp.54-67
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• 2020

Purpose: This study examined the relationship between job stress, attributes of health functional food (HFF) selection, and consumption values for information technology (IT) workers, and analyzed the factors influencing the selection of HFF to improve health by making the right choice of HFFs. Methods: Three hundred forty IT workers in Gyeonggi area participated in the study. The participants were divided into low or high job stress group. The differences in participants' general characteristics, attributes of HFF selection, and HFF consumption values were investigated, and the mediating effects of HFF consumption values on the relationship between job stress levels and the HFF selection attributes were analyzed. Results: Job stress levels were high in those IT workers with a length of service < 5 years (p = 0.013). The group with lower job stress levels had a higher tendency to consider the ingredients contained in HFF products (p < 0.001), and their efficacy (p = 0.047). They also showed greater emotional value for a sense of security from consuming HFFs to stay healthy (p = 0.047). The group with higher job stress levels had greater epistemic value in that their choice of HFFs differentiated them from the other workers (p = 0.036). Higher job stress was associated with less consideration of the intrinsic attributes such as ingredients and efficacy of the HFF selection attributes (p = -0.113), emotional value of the HFF consumption values (p = -0.136), and the functional value such as practicality, price, and safety (p = -0.134). The job stress level influenced the intrinsic attributes through the functional and emotional values, demonstrating that the functional and emotional values had appropriate mediating effects on the relationship between job stress levels and intrinsic attributes. Conclusion: Education needs to be provided for workers to relieve job stress and improve the functional and emotional values, which contributes to choosing the appropriate HFFs.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.8 no.1
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• pp.111-125
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• 2013

This study is to find out that how the personal, collective, and organizational learning method three learning organization affect the job satisfaction, organizational commitment, and innovative action through the questionnaire of company members, and to verify the moderating effects of shared values in this relation. The results show that three learning organization have a positive effect on the job satisfaction, and a partial effect on organizational commitment and innovative action, and shared values influence positively on the job satisfaction, organizational commitment, and innovative action. The moderating effects of shared values in the relation between three learning organization and Organizational Effectiveness are as follows : First, shared values can moderating the influence of collective and organizational learning organization on the job satisfaction, but can't moderating the relation between a personal learning method and the job satisfaction. Second, shared values can moderating the influence of collective and organizational learning organization on the organizational commitment, but can't moderating the relation between a personal learning method and the organization commitment. Third, shared values can moderating the influence of personal and organizational learning organization on the innovative action, but can't moderating the relation between the collective learning method and the innovative action.

• Journal of the Korean Society of Food Science and Nutrition
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• v.28 no.6
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• pp.1244-1250
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• 1999

Job,s tears powder and green tea powder were added to bread mixture and their effects on the quality of bread were investigated using sensory evaluation and some physical tests. Sensory evaluation showed that flavor, hardness and chewiness were increased as the amount of Job's tears powder and green tea powder was increased. Lightness and redness values decreased with the addition of Job's tears powder and green tea powder, while yellowness values increased. Texture measurement showed that springiness was highest in bread with 3% green tea powder among the batches tested, while gumminess showed highest in control. Hardness of 3% green tea powder was lower than that of control. It appears that the higher the moistness, the higher the value of redness. Chewiness was positively correlated with yellowness. Gumminess was negatively correlated with color and flavor. Bread with 1% green tea powder and 10% Job's tears powder showed good overall preference. Scanning electron microscopy revealed that the addition of Job's tears powder and green tea powder to bread exhibited small pores and crude surface.

• Journal of the Korea Safety Management & Science
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• v.17 no.1
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• pp.241-256
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• 2015

Numbers of successful companies in the world develop The core values of action in order to produce effective human resource management and organization culture. Core values are belief, and values that are shared by all members to maintain organization. Also, The core values function as to inspire motivation and decision making for organization's identity and assist to settle their own unique culture. Therefore, this study is to figure out the effect of core values to the members of organization and management performance from small and medium company that is comparatively less focused to settle their own core values.

• Journal of Korean society of Dental Hygiene
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• v.9 no.2
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• pp.1-11
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• 2009

The purpose of this study was to examine the state of career and employment among dental hygiene students in an attempt to get an accurate grip on their preparation for career and employment. And it's also meant to help improve the efficiency of guidance by dental hygiene education institutions for career and employment. The subjects in this study were every dental hygiene student at three different colleges. After a self-administered survey was conducted, the following findings were given: 1. In regard to the future prospects of dental hygienist, 44.2 percent of the students investigated believed that there would be a bright future for dental hygienist, and 55.8 percent didn't agree to that or considered the prospects to be neither bright nor bleak. 2. As to the motivation of choosing the department of dental hygiene, 51.2 percent thought that it was easy for dental hygienists to get a job, and 22.2 percent wanted to be a professional. 3. Concerning preference for workplace, they hoped to work in a hospital-sized or larger institutions including dental hospitals. As to the reason why they wanted a job, 76.2 percent had their sight set on standing on their own feet. 4. As for the top priority for employment, they took interpersonal relationship into account the most(3.63), followed by aptitude(3.52) and working conditions/environments(3.51). 5. In terms of job values by academic year, all the freshmen, sophomores and juniors attached the most importance to interpersonal relationship. By academic standing in the previous semester, the students who got an A, B or C put more value on human relations, and those who got a D gave more weight to social status and fame. The gap between them was statistically significant. As for the impact of the high schools they graduated from, they took the most statistically significant consideration on interpersonal relationship irrespective of their alma mater.

• Journal of Digital Convergence
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• v.16 no.1
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• pp.431-438
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• 2018

This study aimed to investigate the differences of perceived stigma, psychological empowerment, job satisfaction according to the working hours by latent means analysis(LMA). To get the results, a survey was conducted, targeting employed people with mental illness. Key outcomes of the analysis were as follows. First, it was verified that perceived stigma and job satisfaction, psychological empowerment had statistically meaningful direct relationships. Second, it was analyzed that psychological empowerment had a partial mediating effect in the relationship between perceived stigma and job satisfaction. Third, according to LMA, full-time group showed higher latent mean values on the perceived stigma and lower latent mean values on the job satisfaction. However, part-time group showed lower latent mean values on the psychological empowerment. Based in these results, comprehensive interventions for activating job satisfaction were proposed.

• Journal of Preventive Medicine and Public Health
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• v.9 no.1
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• pp.25-29
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• 1976

A study was conducted on 2,210 officials in Jeonbug Province to check out their physical growth, development and nutritional state during the period June 1st 1975 to August 31, 1915. As the results of this study, the following conclusions were reached: 1. Physical measurement a. Body height: The mean body height of male was $166.8{\pm}4.6cm$ and that of female was $156.3{\pm}4.9cm$. The highest value of mean body height was $167.1{\pm}3.9cm$, showing by male of administrative job. The lowest valthe of that was $165.7{\pm}5.2cm$, showing by the male functional job, while the difference of body height was not significant in female. b. Body weight: The mean body weight of male was $61.5{\pm}4.6kg$ and that of female was $51.2{\pm}3.9kg$. The administrative job heavier than functional job of male by type of job, while that of female of functional job heavier than administrative job. c. Chest-girth: The mean chest-girth of male was $90.8{\pm}3.2cm$ and that of female was $83.6{\pm}3.6cm$. 2. Physical growth and developmental state a. The relative body weight was normal in male except the young man under 25 years, while that of female was under the level of standard. b. The relative chest-girth was showed standard values by all age group of officals. c. The Rohrer and Kaup indices were showed standard values except under 19 years officials and 30 to 34 years female officials. 3. Vervaeck index for nutritional status was appeared normal in male but under the values of standard in female.