• Journal of Venture Innovation
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• v.2 no.1
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• pp.81-92
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• 2019

The purpose of this study was to identify the mediating effect of burnout on the relationship between social support and job satisfaction. Social support should be noted as an important environmental factor that can affect job satisfaction. This study surveyed 1,147 workers of domestic companies and collected data, and the results of the study are as follows. First, social support and job satisfaction were shown to have a positive correlation. Second, social support and burnout were found to have a negative correlation. Finally, burnout was found to play a mediating role in the relationship between social support and job satisfaction. This results demonstrate that, while social support has a direct positive impact on job satisfaction, it has also a indirect on job satisfaction via burnout. Therefore, organizations should consider ways to strengthen the organization's social support and lower the level of individual burnout in order to improve job satisfaction. Implications and limitations of this study and future research tasks are described.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.9 no.3
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• pp.119-128
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• 2014

One of the theoretically and empirically grounded black boxes in HRD and firm performance link is employee' attitudes such as organizational commitment and job satisfaction. However, most studies were conducted with the regression analysis at the organizational level. This study used HLM(hierarchical linear modeling) analysis, which made it possible to estimate more accurate relationship between variables that were measured from two different levels. In addition, this study attempted to open an the black box(learning culture) in the relationship between HRD and employee attitudes. The result showed that the HRD have a positive effect on the organizational commitment and the job satisfaction. Also the HRD showed full mediation effect of organization commitment and the job satisfaction on the Learning culture. And the result showed that the HRD in 2007 have a positive effect on employee' attitudes in 2009. These findings concluded that systematic HRD like employee's education and training must be built and also the positive culture for employee's learning like support of management's learning organization must be improved in order to promote the organizational performance(organizational commitment, job satisfaction) in company.

• Journal of Korea Multimedia Society
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• v.11 no.1
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• pp.117-128
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• 2008

Recently, as the increase in interaction between the person and the person, the people plentifully use the business card to exchange personal information. So, the people have many business cards. Thus, the people are liable to lose the business cards and finding a wanted business card is very difficult in the huge business cards in offline. And, the people think the business card is a way, which can express individuality. So, the people want to have the business card, which has individuality. Thus, this paper proposes the card system, which is satisfied to solve many problems of the card system in offline and express individuality. The proposed business card system can produce various business cards and puts contents such as video, photo, voice into business cards via mobile devices in anywhere, anytime. Also, this business card system follows the vCard format, which is a file format standard for personal data interchange. Finally, we provide with content-based business card retrieval using video and photo inserted into business cards. Thus, this paper proposes the hybrid business card system, which is satisfied to produce business cards expressed individuality and follows the vCard format.

• The Journal of the Korea Contents Association
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• v.12 no.10
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• pp.480-488
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• 2012

The purpose of this study was to research the relationships among psychological capital, job attitude, and service climate of employees in hotel corporations. Psychological capital has been demonstrated to be important for performance at both individual and group levels of analyses. In addition psychological capital has been shown to provide additive value to more established measures of employee's positive job attitudes. To accomplish this study, it was determined that the analysis derived from a hypothesis and literature reviews and data collected from 295 employees in hotel corporations. The results of empirical analysis showed as follows. First, Psychological capital has a significant effect on job satisfaction. Second, Psychological capital has a significant effect on organizational commitment. Third, Service climate was also found to have moderating effect upon the relationship between psychological capital and job satisfaction. Based on these findings, the implications and limitations of the study were presented including some directions for future studies.

• Review of KIISC
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• v.23 no.1
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• pp.35-43
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• 2013

국내 시중에는 약 304개 금융회사가 금융 및 보험 상품 서비스를 제공하고 있으며, 최근 금융감독원에서는 국내 304개 금융회사(생 손보 39개사)를 대상으로 한 개인정보수집 이용제공 동의서 운영실태 점검 결과 총 49개 금융회사에서 문제점이 발견되었다. 2012. 2. 17일 개정된 정보통신망 이용촉진 및 정보보호 등에 관한법률에서는 본인 인증확인기관, 법령에서 별도로 수집 이용하는 경우와 방송통신위원회가 고시하는 경우 이외에는 주민등록번호의 사용을 제한하고 있다. 본 연구에서는 국내 개정된 정보보호 관련 법률 관점에서 현 금융회사의 개인정보 활용 및 그에 따른 보안 실태를 연구하고 관련 결과에 따른 법적 IT컴플라이언스를 준수할 수 있는 개인정보 치환 및 관리 방법론 등 관련 법률과 기업의 사회적 책임(CSR)을 만족시킬 수 있는 방안을 제언하고자 한다.

• Proceedings of the Korea Association of Information Systems Conference
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• 2004.11a
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• pp.465-475
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• 2004

인터넷과 정보기술의 발전은 디지털 자료에 대한 저장방식에 변화를 가져왔으며 이것은 인터넷 웹 저장공간 임대서비스라는 새로운 비즈니스 유형을 창출시켰다. 사이버 저장 공간 및 자료를 상호 공유 할 수 있는 점과 고가의 저장 매체를 소유할 필요가 없다는 장점으로 웹 저장공간 임대서비스 서비스의 수요가 급증하고 있으며, 이러한 서비스에 대한 체계적인 연구가 필요한 시점이다. 본 연구에서는 인터넷 웹 저장공간 임대서비스가 사용자에게 정보 저장 공간을 대여해주는 서비스라는 개념하에, 사용자 만족을 이끌 수 있는 웹 저장공간 임대서비스 특성에 대해 실증연구를 수행하였다. 연구의 결과는 사용자의 만족에 영향을 미치는 웹 저장공간 임대서비스의 서비스 품질은 유형성과 신뢰성, 대응성 요인으로 나타났다. 따라서 웹 저장공간 임대서비스를 제공하는 기업은 서비스에 대한 시각적인 디자인과 사이트의 기술수준을 높이고, 사이트 구조에 대해 사용자 측면에서 편리하게 이용할 수 있도록 구성하여야 할 필요가 있다. 또한 사용자가 신뢰할 수 있도록 개인 정보 및 공유 자료의 보안성 및 보유정보의 체계화에 비중을 두어야 한다. 마지막으로 사용자들의 요구사항에 즉각 대응할 수 있도록 정보전달 채널을 강화할 필요가 있음을 지적하였다.

• Journal of the Korean Society for Library and Information Science
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• v.31 no.2
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• pp.7-33
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• 1997

Job satisfaction can affect not only physical and mental health in an individual's life but also productivity and job performance in an organzational setting. This study investigate the level of the academic librarians' job satisfaction in Korea. As the results of this investigation, the librarian or the university administrator and futhermore the government autorities must attempt to know of needs of academic librarians to improve of job satisfaction. Consequence of this study is conducive to the establishment of the academic librarians's personnel management and the advancement of academic library in Korea.

• Health Policy and Management
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• v.5 no.1
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• pp.161-191
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• 1995

본 논문은 서구의 이론을 바탕으로 개발된 직무만족도에 관한 인과모형을 한국의 병원근무자들을 대상으로 실증적으로 검증하고 직무만족도를 결정하는 인과적 요인들을 파악하는데 목적이 있다. 본 모형의 종속변수는 직무만족도이고 독립변수로는 3개집단의 변수들로 크게 분류하여 선정되었는데 첫째, 사회적 변수들로써 직무의 자율성, 직무의 모호성, 직무 갈등, 직무의 양, 상사 및 동료와의 관계, 발전가능성, 직무의 단순성, 분배정의, 승진기회, 물리적 근무환경, 임금 등이며, 둘째, 심리적 변수들로써 기대 충족도, 근무의욕, 적극적 심성, 부정적 심성 등이고, 셋째, 환경적 변수들로써 외부 취업기회와 가족에 대한 책임 등이 사용되었다. 또한 독립변수들이 종속변수에 영향을 미치는데 있어 개인의 가치관이 어떻게 작용하는지도 검증하였다. 자료수집을 위해 대구에 위치한 750병상 규모의 한 대학병원에 근무하는 전직원을 대상으로 자기가 입식 설문조사를 실시하였으며 879매가 회수되어 74.7%의 응답율을 기록하였다. 수집된 자료중 사용 가능한 836명의 응답을 바탕으로 선형구조관계분석(LISREL)과 다중회구분석기법을 이용하여 인과 모형을 검증하였다. 분석결과 직무만족도에 유의한 영향력을 가지는 변수들은 직무의 모호성, 직무의 모호성, 동료관계, 직무의 단순성, 분배정의(이상 시회적 변수), 기대의 총족도, 근무의욕, 적극적 심성, 부정적 심성(이상 심리적 변수), 외부 취업기회(환경적 변수) 등인 것으로 나타났으며 개인의 가치관과 인구학적인 변수들은 직무만족도에 큰 영향을 미치지 못하는 것으로 나타났다. 또한 본 연구에서 사용된 인과모형은 직무만족도의 변이를 75.4% 설명함으로서 기존의 다른 모형들 보다 높은 설명력을 나타내었다. 결론적으로 본 연구에서 사용된 직무만족도의 인과모형은 한국의 조직에서도 적용이 가능한 것으로 보이며, 또한 직무만족도의 일반적 모형은 구조적 변수, 심리적 변수, 그리고 환경적 변수들을 모두 포함하는 포괄적인 모형이 타당하다는 결론을 얻을 수 있었다.

• Korean Security Journal
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• no.14
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• pp.141-160
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• 2007

The meaning of this research work lies in providing useful basic resources which can be utilized in the strategic respect of internal marketing by investigating how security employees' quality in relation to service orientation impact on organizational effectiveness. Employees of security in Seoul Gyeonggi region were selected as the subjects of this survey and 234 participants were sampled by Convenience Sampling Method. Resulting data were processed by frequency analysis, exploratory analysis, t-test, one-way ANOVA, correlation analysis, regression analysis using SPSS V11.0 program. The results from these research methods and analyses revealed the followings: First, service leadership which was the sub-variable of the service orientation according to the demographic characteristics revealed significant differences in gender, age; and service encounter, in age, the level of education and monthly income; and the service system, in gender, age and monthly income; and human resources management, in gender, age, the level of education and monthly income. Second, job satisfaction which was the sub-variable of the organizational effectiveness according to the demographic characteristics revealed significant differences in age, the level of education and monthly income; and organizational commitment, in gender, age, the level of education and monthly income. Third, the results from regression analysis of service orientation and organizational effectiveness showed that service leadership, service system, service encounter, which were the sub-variables of service orientation, had significant impacts on job satisfaction, and that service system and human resources management impacted significantly on organizational commitment.

• Culinary science and hospitality research
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• v.18 no.2
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• pp.1-18
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• 2012

This study was conducted to find out the effect of the role of a mentor on work outcomes and job satisfaction among the cooks working at five star hotels in Busan and Ulsan areas. 192 samples were obtained and analyzed using a social science statistics program SPSS/PC + for Window 12.0 along with frequency analysis, factor analysis, reliability analysis and regression analysis. The results of the analyses are as follows. First, experience and skills helped develop a bond of sympathy and cooperative relationships between a mentor and a mentee enabling them to achieve the organization's goal and provide high quality services. Second, the work execution and protective function of a mentor can create active planning and acting by helping individuals to improve for the future and giving them opportunities for professional works. Third, the psychological and social function of a mentor can create a bond of sympathy through personal contact, maintain smooth relationships in an organization and affect satisfaction in the working environment. Therefore, a mentor can have positive effects on work outcomes and satisfaction among cooks and also improve them. In this respect, through various efforts to institutionalize and activate the current nonofficial mentoring system into an official one, it should be used as a way of improving business performance and competitiveness.