• Archives of design research
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• v.17 no.4
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• pp.337-346
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• 2004

Many researchers have been explored job satisfaction in various context. Nevertheless, there are no empirical researches on the advertising designers's job satisfaction in Korea. This research is an exploratory examination regarding Korean advertising designers's organizational behaviour. In general, job satisfaction is determined by two major factors; personal and organizational factor. This research shows that korean advertising designers's job satisfaction is mainly determined by the organizational factor such as payment and promotion. Promotion was particularly significant amongst them and recognition also proved to be influential. Synthetically, the determining factors of advertising designers's job satisfaction consists of several predictors such as payment, promotion, and human relationships. This result may gives an assumption that the agencies have not provided designers with specialized evaluation system reflecting designers' job characteristics. Thesis concludes that agencies need to set a new evaluation and payment systems in order to elevate designers' job satisfaction in organization.

• Culinary science and hospitality research
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• v.22 no.8
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• pp.1-16
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• 2016

The purpose of this study is to verify the effects of team trust and cooperative behavior on the food-service employees' perceived service performance as well as the moderating effects of team competency and other department support in the relationship among the team trust, cooperative behavior, and service performance of food-service employees. We conducted a survey of 1,080 food-service employees working in 8 hotels and 4 food-service stores located in Seoul, Gyeonggi, Song-do, Gyeongju, and Busan, and 841 food-service employees were employed for statistical analysis except unreliable responses. As a result of a SEM (structural equation modeling) analysis to confirm hypotheses, it was found that team trust (leader trust and co-worker trust) had a positive effect on the cooperative behavior. In addition, the cooperative behavior had a positive influence on the food-service employees' perceived service performance. Also found was the moderating effect of other department support in the relationship between the cooperative behavior and food-service employees' perceived service performance. Based on the research findings, we discussed its academic and practical implications, and suggestions on the future research.

• Journal of the Korean Society of Food Science and Nutrition
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• v.44 no.12
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• pp.1881-1894
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• 2015

The objective of this study was to provide information on difficulty of performing tasks, degree of task satisfaction, job satisfaction, organizational commitment, and turnover intention as well as investigate correlations among these factors. Data were collected on employees working at Centers for Children's Foodservice Management, which had been operating for over 6 months until December 2013. The recruitment period was from December 16, 2013 to January 30, 2014. A total of 228 employees (79.7%) participated in the study, and 227 completed questionnaires were analyzed. Statistical analyses were performed on the data utilizing the SPSS V20.0 and AMOS V21.0 programs. The main results of this study were as follows: task satisfaction of employees in charge of 'visiting-teaching' for children was highest (4.24 points), whereas that of employees in charge of financial management was lowest (2.92 points). In terms of evaluation of job satisfaction factors, the score of 'co-worker' was highest (3.99 points) while that of 'payment' was lowest (2.45 points). Average scores of general job satisfaction, organizational commitment, and turnover intention were 3.56 points, 3.54 points, and 3.07 points, respectively. Job achievement was the most significant influencing factor on general job satisfaction, organizational commitment, and turnover intention. According to the path analysis results, the degree of task satisfaction affected job satisfaction. Organizational commitment had a more significant effect on turnover intention than job satisfaction and mediate both job satisfaction and turnover intention. Although employees of CCFSMs endeavor to improve the quality of child-care facility foodservice, some facilities do not. Controlling turnover intention of employees is especially critical for CCFSMs since it is important for each employees to form strong bonds with child-care facilities as well as to shorten the time required to train new employees. Thus, job satisfaction, which is related to organizational commitment and turnover intention, can be improved by considering poorly scored job satisfaction factors such as wage or workload.

• 한국사회복지학회:학술대회논문집
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• 2004.10a
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• pp.223-250
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• 2004

In this paper, the proposing a fundamental data for a systematic and effective organizational management by examining the extent of the levels of conflict perceiving among individuals of social welfare workers in the Busan community social welfare center, a social welfare organizations, and investigating the related influencing factors are the purpose of the study, The summary of this study is as follows. At first, it is dysfunctional when the level of conflict is either exceedingly high or low in the interrelational conflict aspect. However, the social welfare workers' working in the community social welfare center, the extent of individual conflict is relatively low as 2.37 out of 5 points. Secondly, the multi-regression analysis is operated for controlling the population sociological factors and measuring the effectiveness of the conflict factors to the level of conflict. The influencing factors affects the result in the order of greater extent are communication factor, leader's flexibility of leadership factor, spontaneity among personality, confidentiality. As a result, Not like the case that in the technological bureaucratic organizations such as the enterprises or industrial organizations, in the human service organizations including social welfare organizations, these technological bureaucratic paradigm does not applying directly since the material of organization is composed of humans who are given moral values. Therefore, this paradigm should be put as a presupposition of the conflict management strategy. And, the communication among colleagues, learning a reasonable problem solution method, or the chances of education or training for establishing a sound human relationship should be prepared in order to lower the level of the conflict among individuals in the community social welfare department. Furthermore, professional education programs are needed for not only supporting an effective supervision and consultation(consultation with superiors and colleagues), but also, working with confidentiality and pride as a professional.

• Journal of dental hygiene science
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• v.7 no.4
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• pp.251-256
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• 2007

The purpose of this study was to examine what induced dental hygienists to take up another employment and whether their job satisfaction had anything to do with it in an attempt to help curtail their turnover rate. The subjects in this study were approximately 200 dental hygienists who worked in dental institutions. A survey was conducted from July 24 through September 24, 2006, by using structured, self-administered questionnaires. For data analysis, SPSS 11.5 program was employed to see if their turnover experience was linked to their general characteristics, why they took up another employment, how long they wanted to do that and how their job satisfaction was related to that. The findings of the study were as follows: 1. In regard to turnover experience by age, marital status and career, those who had ever changed their employment accounted for 36.2 percent of the age group from 24 to 26, 83.0 percent of the unmarried ones and 50.0 percent of those whose career was less than one to three years (p < 0.001). By monthly mean income, 50.0 percent of the dental hygienists whose monthly mean income ranged from 1.0 to 1.29 million won had that experience(p < 0.05). The gap between these groups and the others was statistically significant. 2. As for the reason of turnover, working environments were cited most often(28.1%), followed by possibilities(18.0%), relationship with supervisors and colleagues(12.4%), and compensation(4.5%). 3. Concerning a preferred new workplace, 66.2 percent of the dental hygienists who worked in dentist's offices hoped to be newly hired by public dental clinics(p < 0.001). By education, 64.3 percent of the college-educated dental hygienists wanted to work at public dental clinics as well(p < 0.01). 4. The change of employment was under the greatest influence of the possibilities of workplace, followed by workload, pay and relationship with colleagues. All the factors had a negative impact on their turnover. Those who were less satisfied sought new employment more often, and job satisfaction made a statistically significant difference to that. The job satisfaction factors made a prediction of their turnover intention ($R^2=.254$).

• Journal of the Korea Academia-Industrial cooperation Society
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• v.11 no.6
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• pp.2169-2177
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• 2010

The effects of job related factors on psychosocial health status were examined by taking job stress into account. The self-administered questionnaires were performed, during the period between Oct. 1st, 2009 and Nov. 30th, 2009, to 805 individuals in the service of general administration located in Daejeon City. Causal relationships between job related factors, job stress, and, psychosocial health status were examined by structural equation model. The main finding as follows: For correlations of such indices of psychosocial health status as PWI and MFS with various studied items, all of these two indices were found to be in a negative correlation with the job position, job career, satisfaction in job life, autonomy of job, supervisors support and coworkers support, whereas in positive correlation with the experience of sick absence per year and job demand. With the analysis of structural equation model, the degree of job stress factors was more influential on the level of psychosocial health status than job related factors in such a manner as that the greater the job stress, while the lower the job related factors, the higher the psychosocial health status(PWI and MFS). Moreover, it was found to have the inter-relational effects that the greater the job related factors, the lower the job stress factors. Thus the effective strategy for stress and fatigue symptoms reduction among governmental employees requires additional programs focusing on innovated job specifications.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.9
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• pp.5968-5981
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• 2015

In Korean companies, traditional collectivism have been merged into individualism caused by meritocracy. In order to better understanding about change of cultural characteristics, we examine the relationship between collectivism / individualism and person-environment fit. The data was obtained from 203 employees working in 5 Korean company and 173 employees in 4 companies in China. Results confirmed that collectivism increases employee's person-environment fit (person-organization, person-supervisor, person-coworker) and further leads to high levels of affective organizational commitment. The moderating roles that individualism play upon the relationships between collectivism and person-environment fit (person-organization, person-supervisor, person-coworker) were also investigated. Results confirmed that individualism enhance the impact collectivism has upon person-environment fit. In addition, this study found the significantly difference between Korea and China in effect of collectivism on person-environment fit. Lastly, the study also has explored theoretical and practical implications and the limitations of this research as well as the future directions of research.

• Korean Security Journal
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• no.15
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• pp.89-105
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• 2008

The aim of this study is to examine the primary causes of security guard's stress by conducting a survey of 50 guards engaging in security companies in Seoul and Gyeonggido. The following results are attained by an inductive content analysis of conviction interview data through in-depth interview of qualitative study method. 1. Factors of stress related to personal problems. The stress by personal problems is resulted from two factors. One is the physical strength inferiority, which leads to negative thoughts, dismay, mental conflict and tension. The other is complex about not-specializing security, which causes discord with his/her supervisor or co-workers and a feeling of uneasiness. 2. Factors of stress related to human relationship. The stress due to human relations is constantly resulted from discord with his/her supervisor and inclined to be accumulated. The mental conflict is elated in feeling that the manager's instructions are not right. So this factor makes them want change of occupation. Also working conditions are different from those of their friends, which causes them not to spend a lot of time with their friends. 3. Factors of stress related to domestic life It appears that most security guards are under stress due to their spouses' discontent with a small number of wages. Also it is reported that male guards are under stress in case of unhappy conjugal relations. And security guard's life is restricted much more than that of workers in a general occupation because of standing ready for mobilization and 24-hour service. So some of male guards experienced an early symptoms of a morbid suspicion about their wife's chastity and are suffering from insomnia as an occupational disease.

• Culinary science and hospitality research
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• v.16 no.4
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• pp.163-176
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• 2010

The purpose of this study is to find out the effect of job rotation on employees' motivation and satisfaction. That is, it is the ultimate aim to know why employees want job rotation or why not, whether the rotation has an effect on their motivation, and finally whether the motivation gives direct job satisfaction. As a result of the survey, the efficiency and procedure of job rotation have influence on motivation. The employees also think that regular rotation can help them to find the proper position to meet their aptitude. And motivation also affects employees' achievement, benefits, and relationship with their bosses. Especially, when they feel great achievement and pride in their jobs, their satisfaction appeared to be very high. And when they are paid properly in comparison with their workload, or they learn special knowledge from their bosses, they usually content themselves.

• Journal of Global Scholars of Marketing Science
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• v.15 no.2
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• pp.27-48
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• 2005

This study analyzed the structural elements of transformational leadership on hotel employees job satisfaction and organizational identification, and inquired into how moderating variables such as demographical characteristics and the features of hotels affect transformational leadership. The ultimate purpose of this study was to provide managerial implications to hotel business operators and hotel employees. The main results of this study are as follows; According to the result of factor analysis on transformational leadership and hotel employees job satisfaction, 18 variables were derived as two factors 'obliging leadership' & 'vision leadership' factor in the area of transformational leadership, and 31 variables were derived as four factors 'welfare and work environment', 'ability display and job stability', 'colleague relationship and job performance' and 'company policy' factor. Second, stepwise regression analysis on whether the type of transformational leadership at hotels has a significant effect on employees job satisfaction & organizational identification, 'vision leadership' and job satisfaction and the both 'vision leadership' & 'obliging leadership' among the types of transformational leadership appeared to have a significant effect on hotel employees organizational identification. Third, One-Way ANOVA and t-test in order to examine significant difference in the type of transformational leadership according to demographical characteristics and general characteristics, statistically significant difference was found according to income level, the current position, work experience, the type of hotel operation and the experience of job change.