• Convergence Security Journal
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• v.12 no.2
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• pp.53-60
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• 2012

Financial institutions keep putting efforts to filling cash into ATMs and branches in order to provide customers with better service. This kind of job usually required an automobile unit to be done, and financial institutions employee perform this task directly or sourcing out to professional security service companies. However, the job has been of ten a target of criminals because it deals with cash. In fact, since 2003, there were several cash truck robberies occurred. This circumstances made the public be aware of the necessity of creative research and the strict management of financial institutions and security companies. However, the existing studies on security service of cash delivery suggest only how to improve the job legally and in operation, and the technological aspect of the improving way has not been studied. Therefore, this study aimed at suggesting an improvement the security service of cash delivery using real-time binary CDMA monitoring for providing better safety service to customers.

• Journal of dental hygiene science
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• v.12 no.1
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• pp.15-22
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• 2012

The purpose of this study was to examine the impact of internal marketing on the job satisfaction and turnover intention of dental hygienists. A self-administered survey was conducted on the selected dental hygienists, and the statistical package SPSS 12.0 was employed to analyze the collected data. The findings of the study were as follows: 1. The performance of internal marketing took place more often among the dental hygienists who belonged to the other workplaces. Those who had three to less than five years of experience at their current workplaces were more aware of the importance of education and training. 2. The dental hygienists who were aged between 26 and 35 and who belonged to the other workplaces and who had five to less than 10 years of experience in total expressed the best job satisfaction. And the strongest turnover intention was found among those who had one to less than three years of experience in total or at the current workplaces. 3. As a result of analyzing the correlation of those variables, better performance of internal marketing led to better job satisfaction, and better performance of internal marketing and higher job satisfaction led to less turnover intention. 4. The factors of internal marketing performance that exerted an influence on job satisfaction were communication and welfare benefits, and the variables that affected turnover intention were education/training and the reward system that belonged to the performance of internal marketing.

• The Journal of the Korea Contents Association
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• v.14 no.5
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• pp.156-165
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• 2014

In this study, the effect of communication with a guardian of a recipient of a Long-term Care Program on job satisfaction of care helpers of in-home care facilities for the elderly is analyzed. First, most of the care helpers are content with their job despite low pay and short work-hour. Especially, they are aware of the need of communication with a guardian but skeptical about the need of having intimacy with a guardian, so the relation between a care helper and a guardian is usually formal only. Second, in terms of characteristics of a guardian, care helpers have higher job satisfaction when a guardian is a male and old, and does not have an unreasonable demand. Third, they have higher job satisfaction when they have better communicate with a guardian rather than higher intimacy. Considering this result, we should make programs such as education for a guardian to develop intimacy with a care helper and one for a care helper to develop intimacy and communicate effectively with a guardian. It is also needed to have guidelines which set up relationship between a helper and a guardian.

• Journal of Preventive Medicine and Public Health
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• v.28 no.3 s.51
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• pp.588-608
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• 1995

This study was intended to enhance the level of hospital personnel management through analysing job satisfaction of hospital employees in terms of structural, personal and environmental variables. The sample of this study consist of a total of 790 persons including doctors, residents, interns, pharmacists, nurses, medical engineers, office workers and manual workers who have worked for general hospitals with 200 beds, 300 beds and 800 beds respectively. The Likert's 5 scales were used for the measurement of satisfaction. The results can be summarized as follows: 1. Structural Variables The level of satisfaction on the job itself was generally low, 2.8 in Likert's 5 scales, with the order of role ambiguity(3.87), routinization(2.6), work overload (2.45) and autonomy(2.37). Hospital employees are aware of their responsibility and they regarded their work as heavy one. The compensatory satisfaction degree was 2.5 which was also low: There were in the order stability(3.1), distributive justice(2.57), pay(2.3) and promotion(1.9). Usually hospital employees showed high degree of stability, while, their satisfaction on promotion possibility is quite low due to specially differentiated structures of hospitals. The degree of satisfaction on the internal conditions of organizational culture was relatively higher as 2.92: They were co-worker's support(3.69), supervisory support(3.15), role conflict(2.64) and welfare(2.17) in order. The satisfaction on welfare as an economic condition was the lowest. 2. Personal Variables The level of satisfaction on personal variables was 3.27 which seemed to be quite high: Contribution to the hospital(3.38), attitude on job performance(3.28) and pride as a member of the hospital(3.07). They seem to believe that their work has been helpful to the performance of hospitals. 3. Environmental Variables The degree of satisfaction on these variables was 3.07 on the average which was derived from environmental factors such as family-role conflict and community support related to hospital employees' environment. The order of satisfaction for each variable is community support(3.2) and family-role conflict(2.94). They turned out to be fairly satisfied with their job in community and yet, they wanted more spare time to spend with their family.

• The Korean Journal of Franchise Management
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• v.12 no.3
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• pp.7-19
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• 2021

Purpose: The hotel industry needs a leader who can actively demonstrate leadership to respond to and accept changes in the organization in a highly competitive and fast-changing environment. Therefore, the role of leaders who instill clear vision and goals of the organization in their members, listen to their opinions, and empathize is paramount. Leaders should encourage successful organizational activities based on active participation by employees and create the best environment for working with a sense of mission and responsibility. This study aims to identify the relationship between empathy leadership and job engagement as a result variable of team cohesion in the hotel culinary department and conduct empirical studies on the role of empathy leadership and job engagement. Research design, data, and methodology: The data were collected from employees who work in culinary department at a five-star franchise hotel located in the Seoul metropolitan area. Because it is difficult to conduct a survey through face-to-face contact with employees due to the COVID-19 pandemic, the online survey was conducted from February 1 to February 28, 2020. A total of 330 questionnaires through online were distributed and 268 employees completed the survey, yielding a response rate of 81%. Of the 268 returned responses, 27 responses were not usable due to missing information. Thus, a total of 241 responses were used for analysis. Results: The study results are as follows. First, it has been shown that the empathy leadership of culinary department in hotel companies has a significant positive impact on the job engagement. Second, it has been shown that job engagement has a significant positive effect on members' team cohesiveness. Third, empathy leadership of hotel companies' culinary department has a significant positive impact on members' team cohesiveness. Fourth, job engagement has a significant positive (+) mediating effect in the relationship between empathy leadership and team cohesiveness in culinary department. Conclusion: This study supports the theory that an emotional and empathic leader's behavior or ability can change the effectiveness or atmosphere of a rapidly changing hotel culinary team organization by presenting a research model on the effect of empathic leadership on job engagement and team cohesiveness. And hotel chefs should be more aware of the importance of empathic leadership and make them a human resource of the organization through formal and informal communication with culinary employees.

• Journal of Engineering Education Research
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• v.17 no.6
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• pp.46-52
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• 2014

In order to aware the situation and factors of women students' dropout from engineering college, the factor analysis for women students in P university was performed. The results showed responses that social cultural effects is more significant ones than social effect alone, and the effects of negative gender cognition in industrial circle and college to the women employees and coeds are more significant than effects of regional or positional ones. Also showed responses that the physical difference from man students, the ability for handling machine and tools, her parents' moral support, the gender cognitive engineering education and the boosting for job recruiting are more significants effects than the scholastic ability or the ageism. This may lay the foundation to make a curriculum for women included engineering education that emphasize the gender cognitive approach and the circumstances.

• Journal of Applied Tourism Food and Beverage Management and Research
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• v.17 no.2
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• pp.61-94
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• 2006

This study analyzes the integrated system of the hotel employment management and the differences between the persons of employment concerning and the applicants about the importance of the determinants of the employment around the five-star hotels in Seoul. Firstly, the integrated strategies are presented by 3 stages such as recruiting, selection and placement. And then the 15 determinants of the employment are derived to analyze the perceptional differences between the persons of employment concerning and the applicants about the important determinants and to present the reasons and strategical implications. The results of this study indicates that the strategy to make him/her aware of sufficient information about the hotel and job through the proper balancing demand and supply and the industry-university cooperation program order to maintain and utilize the human resource to be aligned with the business performance of the hotel.

• Journal of Fashion Business
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• v.7 no.1
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• pp.116-134
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• 2003

The beauty industry of today tends to gradually develope as one of the important marketing strategies along with the total fashion sector. Hair color, being one of the factors of hair style, especially builds his or her own image and even becomes the nonverbal communication method which let others know him/herself. Therefore, women's needs and expectations of hair coloring are varied. To meet these need, it is urgent to figure out, most of all, the status of customers' awareness about hair coloring. Thus, in this study, research and analysis on hair coloring were made, focusing on the women utilizing 20 beauty shops in Changwon city. And the goal that this study set is to use as the study material for the hair coloring consulting in the beauty industry and the basic data for marketing in the industry job-sites. The conclusion by the three factors(age, job, monthly income) were as follows: 1. Dandyism was on the 1st order in the reason for coloring hair regardless of age, job, and monthly income. This seems to be speaking for the change of women's awareness of coloring hair. 2. The subject of making decision upon whether she was going to color her hair or not was herself regardless of age, job, and monthly income. Among the people belong to these three factors, brown was the color in overall preference. 3. More than half of those who belong to the three factors were not aware of the hair color, but their senses and interest in the color in vogue were high. 4. In terms of the hair coloring periodic time, many people had $2{\sim}3$months, but it was possible to know that they were interested in improving their images, considering the fact that most of the salaried people had their hair dyed within a month and the people in service job over a month. 5. The acquaintance around me had the strongest effect in collecting information from the people in those three factors and mass media was the next. The results of this study, in my opinion, would help the customers have beautiful and healthy hair and make images of their own by making the hair designers develope professional knowledges and skills on the hair coloring and improve the quality of beauty services.

• Journal of Digital Convergence
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• v.14 no.6
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• pp.219-235
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• 2016

This study was performed to study the factors appear to SMEs and how differently depending on the worker ranks at the convergence age. Additionally, numerous studies and results on the factors which affect the organization's performance was to individually different approach to integrated. Especially venture was divided by a factor of enterprises and transformational dynamics factors and commutative Dynamics factors and approaches in terms of the impact transformative dynamics of which factors are organizational commitment and job satisfaction. A transformational dynamism to the four factors were such as mission and strategy, CEO Leadership, Manager, leadership, organizational culture variables. The study was based on theoretical models of organizational development, Burke and Litwin (1992). They were classified as managers and production workers. By obtaining data from employees 630 people engaged in a total of nine manufacturers were analyzed. The average variable based on the organization's Burke and Litwin (1992) theory of transformational variables is one that Nana was aware of the organizational commitment, and job satisfaction. Correlation analysis transformational dynamics variables're having an impact on job satisfaction and organizational commitment, job position is found to have moderating effects.

• The Journal of the Convergence on Culture Technology
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• v.5 no.1
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• pp.193-203
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• 2019

The study participants are nurses who work at three general hospitals in M City, who used structured questionnaires to list 214 people from July 17 to August 7, 2017. Analysis of the collected data was carried out using SPSS WIN 21.0. and M plus 7.00 to analyze latent classes depending on the type of nursing managers' leadership. This study showed that the type of nursing managers' leadership has in analyzing latent classes influences nurses' job performance and turnover intention. Because there is a strong influence on the job performance and the turnover intention so that nurses can be highly aware of transformation-transaction-emotion leadership, the managers of the nursing organization need to foster effective leadership. Training programs are needed to improve nurses' job performance through transformational, transactional, and emotional leadership, and to foster nursing manager's leadership skills to better reflect the turnover intention.