• Human Ecology Research
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• v.55 no.3
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• pp.221-232
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• 2017

This study analyzes the motivation for selecting child-care profession, job environment, director's transformational leadership associated with child-care center teacher's (lead teacher and head teacher) role performance. The subjects of this study were 336 teachers (lead teacher and head teacher) who worked in a child-care center located in Seoul and Gyeonggi-do. Data were collected through self-report questionnaires. Collected data were analyzed using the IBM SPSS Statistics ver. 23.0 program using t-test, F-test, analysis of variance, post-hoc analysis (Duncan), Pearson's correlation analysis, and multiple regression analysis. The results of the study are as follows. First, the study inquired on if the child-care center teacher's general characteristics (year) influence the child-care center teacher's role performance. Consequently, significant differences were not found in overall role performance according to teacher's career but not in the child-care center teacher's age, academic ability, and licensing. Second, the motivation for selecting profession (teaching aptitude, teacher's desire for social respect, and possibility of self-realization), job environment, and director's transformational leadership had a significant positive correlation with overall role performance. The motivation for selecting profession (without motives) had a significant negative correlation with overall role performance. Third, the strongest predictors of 'overall role performance' were teaching aptitude, variable of motivation for selecting child-care profession, and director's transformational leadership variable.

• Journal of Distribution Science
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• v.21 no.5
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• pp.83-91
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• 2023

Purpose: Increasing their motivation and job satisfaction, employees in the distribution channel may be better able to interact with consumers and provide a more satisfying experience. Thus, increasing employee engagement in the supply chain necessitates a complex strategy considering the distinctive features of wholesale and retail markets. This study investigates how to boost employees' motivation in the supply chain based on the difference between wholesale and retail market. Research design, data, and methodology: The prior study analysis is a useful tool to take a look at relevant previous works via a significant screening and selecting strategy. The Key words based on the topic of the research have used, such as 'Employee Motivation', 'Supply Chain', 'Wholesale' and 'Retail' worker. Results: The findings of this research strongly indicates that motivating employees is essential for the efficient operation of supply chain activities as they continue to expand and become more complicated. The supply chain's two main segments are the wholesale and retail markets, each with distinct characteristics. Conclusions: This research focused exclusively on the factors that motivate supply chain workers, ignoring job satisfaction, corporate culture, and managerial style, which may affect employee motivation. These factors also have the potential to impact employee motivation and should be considered in subsequent research.

• The Korean Journal of Emergency Medical Services
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• v.14 no.3
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• pp.29-40
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• 2010

Purpose: We investigated the motivation of selecting major, the satisfaction of major and the view on occupation of emergency medical technology (EMT) students. The results of study will be used to increase the satisfaction of major of university students. Also, it can be used to support decision of major for high school students. Method: We conducted 1,586 surveys from 665 students at six four-year colleges and 921 students at seven three-year colleges. Our research period was from Aug. 27th to Oct. 31st in 2010. The surveys were analyzed by SPSS 18.0 using description statistics, t-test, ANOVA, Scheffe and Pearson correlation coefficient. Result: In our study, the motivation of selecting major is 35.8% of students selected 'good employment prospects', satisfaction of major's $M{\pm}SD$ is $3.15{\pm}.486$, adaptation of major's $M{\pm}SD$ is $3.11{\pm}.472$. The satisfaction of major show difference (t = 4.548 p = .000) by sex, also the adaptation of major show difference (t = 2.279, p = .023) by sex. The satisfaction of major show first grade students higher (F = 3.605, p = .013) than fourth grade students at four-year colleges. If satisfaction of major is high, accumulation evaluation score is high (F = 3.276, p = .011), too. Clinical practice experienced students was higher (t = -2.878, p = .004) than non experienced it satisfaction. In view of occupation, ideal job's factors and actual job's factors a lot of students selected 'aptitude'. Also, there is a statistically significant correlation (r = .618, p = .000) between the satisfaction of major and the adaptation of major. High satisfaction indicates high adaptation of major. Conclusion: In our study satisfaction of major and adaptation of major was very high score. EMT students concern about employment prospects at most. It is inferred that they select job which match with one's aptitude. We can suppose that students select major as a tool for employment by seeing result that a lot of students consider employment prospects at most when they select major. A method to improve the satisfaction and adaptation of major should be developed by realizing problems which occur the dissatisfaction of major. Also, there as on why students conflict between ideal and actual job should be revealed. There as on seems students want stable occupation in unstable job market situation. Therefore, the expansion of job matching aptitude and being stable should be processed. Finally, university should actively support the method that help to finding jobs for student by identifying job preparation of students.

• Journal of Distribution Science
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• v.14 no.5
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• pp.39-50
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• 2016

Purpose - The purpose of this study was to substantiate the relationship between on-the-job training (OJT) characteristic factors and OJT outcomes and the moderating effect of the tie strength between a trainer and a trainee on the relationship. OJT characteristic factors were composed of a unit of work to be learned, trainee's motivation, trainer's ability, OJT design, and OJT support. OJT outcomes included job satisfaction and organizational commitment in the research. The tie strength means a sense of intimacy with a trainer. All of the OJT characteristic factors, OJT outcomes, and the tie strength were defined operationally as the perceived ones by a trainee. Research design, data, and methodology - This study analyzed the data of 302 employees in a domestic travel agency as early career for seven years or less. The main methods for the analysis were multiple linear regression analysis and moderating effect analysis. The whole process of the data analysis was conducted using the SPSS 21.0 for windows. Results - The results of the study are as follows: First, every five element of OJT, including unit of work to be learned, trainee's motivation, trainer's ability, OJT design, and OJT support, showed positive influence on OJT outcomes - job satisfaction and organizational commitment. Second, the tie strength between a trainer and a trainee was positively related with OJT outcomes. Finally, the strength of ties between the trainer and the trainee was found positively to moderate the relationship of a unit of work to be learned, OJT design, or OJT support, with OJT outcomes. However, the moderating effect of the tie strength was not significant statistically between the trainee's motivation or the trainer's ability, and OJT outcomes. Conclusion - In the study, it was demonstrated that every OJT characteristic factors have a positive contribution to job satisfaction and organizational commitment for early career employees. In addition, the study showed the need to pay attention to improve the quality of relationships between trainers and trainees, in order to increase the impact of a unit of work to be learned, OJT design, and OJT support. These findings suggest the implications in the three factors as external factors that constitute OJT. The three factors are made by HRD practitioners who are involved in design and operation of the program as well as their interventions to improve the quality of the relationship between trainers and trainees. On the other hand, it was demonstrated in the research that trainee's motivation and trainer's ability, regardless of their tie strength, have a direct impact on OJT outcomes by itself. Moreover, the trainee's motivation and trainer's ability are intrinsic characteristics, rather than external factors that constitute OJT. Therefore, they are unlikely to be changed by HRD practitioners' interventions. In conclusion, it was argued in the research that the trainee's motivation and trainer's ability should be a consideration in selecting and matching partners in OJT participants before starting OJT.

• Journal of Korean society of Dental Hygiene
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• v.7 no.3
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• pp.343-354
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• 2007

This study is to provide basic materials for the purpose of maximizing satisfaction of university students with campus life and ensuring competitiveness of university by establishing educational conditions to make university students adapt themselves to campus life, enhancing their satisfaction with campus life and making and executing improvement methods of areas showing low satisfaction with campus life and selects 210 students studying dental hygiene at C university in Jeonnam region as subjects of research and as a result of examining their satisfaction with campus life and department using questionnaire, the following conclusions are obtained. 1. Subjects of research are 39.6% at the first grade, 38.1% at the second grade and 22.3% at the third grade, 51.0% of subjects graduated from academic high school, 70.3% lived in lent house or dormitory, 85.6% had normal health state and 60.4% had good personal relationship with schoolmates. 2. On information of dental hygiene before admission, 50.5% of subjects had it a little. On the Source of information in selecting department, 21.8% was through internet, on the period of selecting department, 33.2% was before application and on motivation of selecting department, 33.2% was because of good employment. 3. On satisfaction with this university, 46.0% answered normal, 34.2% answered they were dissatisfied with university and reasons of such a dissatisfaction were environment around school at 23.3% and scholarship and welfare system at 21.3%. On academic results, 58.4% marked average. On club activity, 82.7% didn't join in any club activity and on their current great trouble, 53.5% answered passing national qualification examination. 4. On satisfaction with department of dental hygiene, 57.4% answered that they were satisfied with their department and 19.3% were dissatisfied with it. On reasons of their dissatisfaction with department, 35.4% answered it was because of poor facility and 20.8%, difficult curriculum. On requirements of professors at department of dental hygiene, 51.5% wanted to have personal contact with their professors. 5. On motivation of employment, 50.5% was for economic reason. On areas desired, 44.1% was dental clinic and on standard of choosing job, 40.1% was job with high salary. On period of employment desired, 75.7% said they wanted to continue to work. 6. There were significant differences at satisfaction with campus life according to grade(p<0.01) and between campus life and satisfaction with department depending on health state(p<0.05). 7. There was statistically significant difference in satisfaction with department according to academic results(p<0.05).

• Journal of Distribution Research
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• v.15 no.1
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• pp.49-71
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• 2010

Franchise businesses in South Korea have contributed to economic growth and job creation, and its growth potential remains very high. However, despite such virtues, domestic franchise businesses face many problems such as the instability of franchisor's business structure and weak financial conditions. To solve these problems, the government enacted legislation and strengthened franchise related laws. However, the strengthening of laws regulating franchisors had many side effects that interrupted the development of the franchise business. For example, legal regulations regarding franchisors have had the effect of suppressing the franchisor's leadership activities (e.g. activities such as the ability to advocate the franchisor's policies and strategies to the franchisees, in order to facilitate change and innovation). One of the main goals of the franchise business is to build cooperation between the franchisor and the franchisee for their combined success. However, franchisees can refuse to follow the franchisor's strategies because of the current state of franchise-related law and government policy. The purpose of this study to explore the effects of franchisor's leadership style on franchisee's commitment in a franchise system. We classified leadership styles according to the path-goal theory (House & Mitchell, 1974), and it was hypothesized and tested that the four leadership styles proposed by the path-goal theory (i.e. directive, supportive, participative and achievement-oriented leadership) have different effects on franchisee's commitment. Another purpose of this study to explore the how the level of franchisee's self-efficacy influences both the franchisor's leadership style and franchisee's commitment in a franchise system. Results of the present study are expected to provide important theoretical and practical implications as to the role of franchisor's leadership style, as restricted by government regulations and the franchisee's self-efficacy, which could be needed to improve the quality of the long-term relationship between the franchisor and franchisee. Quoted by Northouse(2007), one problem regarding the investigation of leadership is that there are almost as many different definitions of leadership as there are people who have tried to define it. But despite the multitude of ways in which leadership has been conceptualized, the following components can be identified as central to the phenomenon: (a) leadership is a process, (b) leadership involves influence, (c) leadership occurs in a group context, and (d) leadership involves goal attainment. Based on these components, in this study leadership is defined as a process whereby franchisor's influences a group of franchisee' to achieve a common goal. Focusing on this definition, the path-goal theory is about how leaders motivate subordinates to accomplish designated goals. Drawing heavily from research on what motivates employees, path-goal theory first appeared in the leadership literature in the early 1970s in the works of Evans (1970), House (1971), House and Dessler (1974), and House and Mitchell (1974). The stated goal of this leadership theory is to enhance employee performance and employee satisfaction by focusing on employee motivation. In brief, path-goal theory is designed to explain how leaders can help subordinates along the path to their goals by selecting specific behaviors that are best suited to subordinates' needs and to the situation in which subordinates are working (Northouse, 2007). House & Mitchell(1974) predicted that although many different leadership behaviors could have been selected to be a part of path-goal theory, this approach has so far examined directive, supportive, participative, and achievement-oriented leadership behaviors. And they suggested that leaders may exhibit any or all of these four styles with various subordinates and in different situations. However, due to restrictive government regulations, franchisors are not in a position to change their leadership style to suit their circumstances. In addition, quoted by Northouse(2007), ssubordinate characteristics determine how a leader's behavior is interpreted by subordinates in a given work context. Many researchers have focused on subordinates' needs for affiliation, preferences for structure, desires for control, and self-perceived level of task ability. In this study, we have focused on the self-perceived level of task ability, namely, the franchisee's self-efficacy. According to Bandura (1977), self-efficacy is chiefly defined as the personal attitude of one's ability to accomplish concrete tasks. Therefore, it is not an indicator of one's actual abilities, but an opinion of the extent of how one can use that ability. Thus, the judgment of maintain franchisee's commitment depends on the situation (e.g., government regulation and policy and leadership style of franchisor) and how it affects one's ability to mobilize resources to deal with the task, so even if people possess the same ability, there may be differences in self-efficacy. Figure 1 illustrates the model investigated in this study. In this model, it was hypothesized that leadership styles would affect the franchisee's commitment, and self-efficacy would moderate the relationship between leadership style and franchisee's commitment. Theoretically, quoted by Northouse(2007), the path-goal approach suggests that leaders need to choose a leadership style that best fits the needs of subordinates and the work they are doing. According to House & Mitchell (1974), the theory predicts that a directive style of leadership is best in situations in which subordinates are dogmatic and authoritarian, the task demands are ambiguous, and the organizational rule and procedures are unclear. In these situations, franchisor's directive leadership complements the work by providing guidance and psychological structure for franchisees. For work that is structured, unsatisfying, or frustrating, path-goal theory suggests that leaders should use a supportive style. Franchisor's Supportive leadership offers a sense of human touch for franchisees engaged in mundane, mechanized activity. Franchisor's participative leadership is considered best when a task is ambiguous because participation gives greater clarity to how certain paths lead to certain goals; it helps subordinates learn what actions leads to what outcome. Furthermore, House & Mitchell(1974) predicts that achievement-oriented leadership is most effective in settings in which subordinates are required to perform ambiguous tasks. Marsh and O'Neill (1984) tested the idea that organizational members' anger and decline in performance is caused by deficiencies in their level of effort and found that self-efficacy promotes accomplishment, decreases stress and negative consequences like depression and emotional instability. Based on the extant empirical findings and theoretical reasoning, we posit positive and strong relationships between the franchisor's leadership styles and the franchisee's commitment. Furthermore, the level of franchisee's self-efficacy was thought to maintain their commitment. The questionnaires sent to participants consisted of the following measures; leadership style was assessed using a 20 item 7-point likert scale developed by Indvik (1985), self-efficacy was assessed using a 24 item 6-point likert scale developed by Bandura (1977), and commitment was assessed using a 6 item 5-point likert scale developed by Morgan & Hunt (1994). Questionnaires were distributed to Korean optical franchisees in Seoul. It took about 20 days to complete the data collection. A total number of 140 questionnaires were returned and complete data were available from 137 respondents. Results of multiple regression analyses testing the relationships between the each of the four styles of leadership shown by the franchisor as independent variables and franchisee's commitment as the dependent variable showed that the relationship between supportive leadership style and commitment ($\beta$=.13, p<.001),and the relationship between participative leadership style and commitment ($\beta$=.07, p<.001)were significant. However, when participants divided into high and low self-efficacy groups, results of multiple regression analyses showed that only the relationship between achievement-oriented leadership style and commitment ($\beta$=.14, p<.001) was significant in the high self-efficacy group. In the low self-efficacy group, the relationship between supportive leadership style and commitment ($\beta$=.17, p<.001),and the relationship between participative leadership style and commitment ($\beta$=.10, p<.001) were significant. The study focused on the franchisee's self-efficacy in order to explore the possibility that regulation, originally intended to protect the franchisee, may not be the most effective method to maintain the relationships in a franchise business. The key results of the data analysis regarding the moderating role of self-efficacy between leadership behavior style as proposed by path-goal and commitment theory were as follows. First, this study proposed that franchisor should apply the appropriate type of leadership behavior to strengthen the franchisees commitment because the results demonstrated that supportive and participative leadership styles by the franchisors have a positive influence on the franchisee's level of commitment. Second, it is desirable for franchisor to validate the franchisee's efforts, since the franchisee's characteristics such as self-efficacy had a substantial, positive effect on the franchisee's commitment as well as being a meaningful moderator between leadership and commitment. Third, the results as a whole imply that the government should provide institutional support, namely to put the franchisor in a position to clearly identify the characteristics of their franchisees and provide reasonable means to administer the franchisees to achieve the company's goal.