• The Journal of Asian Finance, Economics and Business
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• 제7권6호
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• pp.485-494
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• 2020

The study aims to identify and measure factors affecting the salaries of employees in manufacturing enterprises in Hanoi, the important area of Vietnam's economy. We conducted a questionnaire consisting of 31 observation variables with a 5-point Likert scale. Independent variables were measured from 1 "without effect" to 5 "strongly". Based on the literature review and results of interviews, a total of 350 questionnaires were sent to participants; 300 of them met the standards and were subject to be analyzed. The results of Exploratory Factor Analysis (EFA) and Multiple Regression Analysis (MRA) identify six main determinants influencing the salaries of employees in manufacturing enterprises in Hanoi, including Paying views of business leaders (PV), Financial ability of the enterprise (FA), Capacity of workers (CW), Capacity of the contingent of employees engaged in salary work (CC), Role of grassroots trade unions (TU), and State policies and laws on labor - salaries (STL). Based on the findings, some recommendations have been proposed to help the firm leaders design appropriate personnel policies for creating better job satisfactions for employees in the future. On this basis, the authors propose a number of recommendations to improve the salaries of employees in manufacturing enterprises in Hanoi.

• The Journal of Asian Finance, Economics and Business
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• 제7권6호
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• pp.475-484
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• 2020

This study investigates determinants of talent retention in textile and garment companies located in Vietnam's Binh Duong province to propose feasible actions for their sustainable development in the current context of competition on the labor market. This study uses self-completed questionnaires to collect data which are then analysed with statistical methods including scale reliability, exploratory factor analysis, and multiple linear regression. Specifically, results from an official survey of 129 people who are regarded as talents in related companies show that there are ten determinants, ranked in descending order of their importance, including: working environment; training and promotion opportunities; salary and benefits; personal loyalty; relationship with colleagues; nature of work; organizational recognition; type of ownership; relationship with superiors; and working experience. Moreover, it is also found that foreign companies are better in retaining their talents than private domestic ones. These findings suggest that, depending on their available resources, organizations need to focus on some of these factors to improve their talent retention; among them, it is critical to provide creative space or create conductive working environment by providing talents with proper tools and equipment for them to feel excited with their work and get things done in an optimal, efficient and effective manner.

• 한국시스템다이내믹스연구
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• 제17권1호
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• pp.77-105
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• 2016

Whenever Information leak case had been happened, even though IT Infra systems were reinforced, those cases of kind were not decreased. It meant that the causes are not only the fault of IT, but also other things. So that the information leak cases should have been studied by the interdisciplinary way. There was a point of view for the Business Ethics which needed to be studied in the interdisciplinary way. Financial Information Leak Case of three representative Card Companies in Korea which is happened in 2014 was a case which was composed by many problems. These were bad circumstances, half-educated, lower salary, and the most of all, the C-Levels' ignorance of the law. By studying the CLD: Causal Loop Diagram of Business Ethics and those mentioned factors, few meanings were discovered. Firstly, this case was not a accident, but a predeterminate issue at all, because of the structural unethical corruption. Secondly, main reason of this case was not only criminals who leaked information, but also managers, especially CEO who didn't obey the law, forced that to employees. Thirdly, although those companies had moral guide and did CSR activities, it was not help to protect this information leak case. This study shows that the important thing was not the action for showing, but effective action to management for sustainability.

• 간호행정학회지
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• 제20권5호
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• pp.558-566
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• 2014

Purpose: This study was done to measure the level of social support, self-esteem, and empowerment and to identify any effect of social support and self-esteem on the empowerment of nurses. Methods: The study design was a descriptive survey using questionnaires which were given to 381 nurses in C province. The collected data were analyzed using descriptive analysis, t-test, ANOVA, Pearson correlation coefficient, and multiple regressions. Results: The mean score for nurses' empowerment was $2.83{\pm}0.66$. Seven individual characteristics, social support(family, meaningful persons, supervisors, and co-workers) and self-esteem accounted for 23.3% of the variance in nurses' empowerment. Prediction elements influencing empowerment of nurses were salary per month, self-esteem, and social support(supervisors). Conclusion: The results indicate that it is necessary to increase nurses' empowerment. Social support by supervisors and self-esteem were confirmed as important factors to increase nurses' empowerment. In addition, raising the monthly average income would increase empowerment of nurses.

• 지역사회간호학회지
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• 제19권3호
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• pp.459-468
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• 2008

Purpose: The purpose of this study was to examine the presenteeism and absenteeism in relation to the health problems of nurses. Method: Informed consent was provided before study. Data was collected from January 7 to March 6, 2008 by Stanford Presenteeism Scale-13. Data was collected from 3 hospitals in Seoul Gyeonggi area. The response rate of the questionnaires was 96.2%. Incomplete data was analyzed using SPSS program. Results: Shoulder, back and neck pain were the highest reported health problems and primary health Problem of nurses. Impaired presenteeism was ranked in this order: depression or anxiety, cold, and uterus or ovary disorder. Absenteeism was ranked in this order: uterus or ovary disorder, cold, and dermatological problem. Impaired presenteeism was significantly increasing according to the number of health problems. But Absenteeism was not. Presenteeism was significantly different by age, educational level, religion, whether or not the worker lived with their family, marital status, whether or not the worker has children, time spent in the workforce, experience of turnover, shift work, night work, and level of satisfaction with salary. But absenteeism was not significantly different given these criteria. Conclusions: Health problems of nurses can negatively effect the quality of nursing service and productivity at hospital. Therefore the hospital administrator should control the presenteeism and absenteeism through the management of health problems of nurses.

• 한국간호교육학회지
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• 제20권3호
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• pp.413-423
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• 2014

Purpose: The purpose of this study was to investigate the relations among emotional intelligence, interpersonal relationship, and job satisfaction among clinical nurses. Methods: Data were collected from 315 nurses who had worked for more than 6 months at five general hospitals by a self-reported questionnaire. The collected data were analyzed with descriptive statistics, t-test, ANOVA, Scheffe-test, Pearson's correlation, and hierarchial regression using SPSS 18.0 program. Results: The mean score of emotional intelligence was 3.42 and the score of self emotional appraisal was the highest. The mean score of interpersonal relationship was 3.44 and the score of intimacy was the highest. The mean score of job satisfaction was 3.04. Emotional intelligence and interpersonal relationship were positively correlated with the job satisfaction. Hierarchial multiple regression analysis showed that use of emotion was the main factor of affecting job satisfaction, which explained 30.8% of the variance for the nurses' job satisfaction together with intimacy, regulation of emotion, position, and monthly salary. Conclusion: These findings indicated that emotional intelligence and interpersonal relationship, especially use and control of emotion and intimacy contributed to nurses' job satisfaction. It is necessary to develop and implement the program for increasing emotional intelligence and interpersonal relationship for improving job satisfaction.

• 보건교육건강증진학회지
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• 제21권1호
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• pp.217-242
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• 2004

This study was carried out to measure job satisfaction and quality of life and to clarify the factors in job satisfaction which influence on quality of life of dental technicians, using developed tools for job satisfaction and WHOQOL-BREF for quality of life. The subjects for this study were 238 people who worked the in the Daegu-Kyungbuk area. The results of this study were as follows； the general characteristics that influenced job satisfaction, were especially education, hobbies, salary level, job career and work hours. The factors that influenced the quality of life, were especially Married status, hobbies, job position, and office hours. All subfactors in job satisfaction were related to each other. Growth-development factor was intensely related with recognition factor. Also, all subfactors in quality of life were in positive relation to each other, especially psychological domain was highly related with social domain. Factors of safety, recognition and accomplishment in job satisfaction intensely affected quality of life. Therefore, It is suggested that social recognition for dental technician should be promoted and it might be needed to adjust office hours and support hobby life.

• Asia pacific journal of information systems
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• 제7권1호
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• pp.49-66
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• 1997

Matching individual career desire and career path is desirable for individual motivation and organizational effectiveness. Some studies reported that major career orientations of MIS personnel are technical and managerial orientation. Furthermore, dual ladder system is based on the same notion above. However, subsequent research conclusions of this issues have been contradictory. Mnwhile, past studies on the work value of MIS personnel are mainly concentrated on the differences between MIS personnel and other occupations. To date, the study on the differences in the values of job factors between major career orientations is rare. The purpose of this study is to find out major career orientation of Korean MIS personnel and the differences of values of job factors between major orientations. The research result is two conclusions. First, major career orientations of Korean MIS personnel are technical and managerial orientation. Second, both group do not have different values about job property related factors, but managerial orientation group gives high values to the some organization related factors such as company policy, responsibility, authority, salary level and opportunity of promotion.

• 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.

• Journal of Korean Biological Nursing Science
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• 제13권2호
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• pp.125-133
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• 2011

Purpose: This study was performed to identify the affecting factors on hospital nurses' practice of disinfection focused on alcohol, chlorhexidine gluconate (CHG), and povidone iodine (PVI). Methods: The participants in this study were 196 nurses of 3 general hospitals and 2 upgrade general hospitals in 5 cities in Korea. Data were collected through self-reported questionnaires in January, 2011. The collected data were analysed by ANOVA, Pearson correlation and stepwise multiple regression using SPSS/WIN 18.0. Results: The subjects used alcohol and PVI daily for intravenous site care and surgical wound dressing respectively. The mean percentage of awareness in practicing main disinfectants were 80.0% and 72.5% respectively. The awareness and practice were highest in alcohol, but lowest in CHG. The mean percentage of practice of disinfectants was 72.5%. There was positive correlation among awareness and practice of main disinfectants. The awareness and nurses' salary explained 34.6% of variance in practice of disinfectants. Conclusion: An educational program focusing on strategy to enhance hospital nurses' awareness would be effective in improving their practice of disinfectants.