• Journal of Korean Society for Quality Management
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• v.6 no.1
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• pp.18-22
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• 1978

품질관리(品質管理)는 종업원(徒業員)의 자발적참여(自發的參與)와 협조(協助) 및 종업원다수(從業員多數)의 참여(參與)가 없이는 성공(成功)할 수 없다. 그런데 근면(勤勉), 자조(自助), 협동(協同)의 새마을정신(精神)을 바탕으로 우리나라 기업(企業)에서 실시(實施)하고 있는 공장(工場)새마을운동(運動)은 종업원(從業員)에 대(對)한 새마을정신(精神)의 고취(鼓吹) 및 이에 의한 품질동기부여(品質動機賦與)를 통(通)하여 전종업원(全從業員)의 자발적(自發的) 참여(參與)로서 자사제품(自社製品)의 품질향상(品質向上)에 지대(至大)한 공헌(貢獻)을 하고 있으며 특(特)히 작업자(作業者)에 의한 품질결함(品質缺陷)(Operator controllable defects)을 제거(除去)하는데 매우 큰 역할(役割)을 하고 있다. 따라서 종업원(從業員)에 대(對)한 동기부여적(動機賦與的) 관점(觀點)에서 볼 때 공장(工場)새마을운동(運動)은 전종업원(全從業員)의 자발적(自發的) 참여(參與)와 협조(協助)를 필수적(必須的) 요소(要素)로 하고 있는 재래적(在來的)인 품질향상운동(品質向上運動)과 일치(一致)한다고 볼 수 있다. 이러한 취지(趣旨)에서 미국(美國)의 ZD운동(運動), 일본(日本)의 Q.C.서어클활동(活動)과 같은 재래적(在來的)인 품질향상운동(品質向上運動)과 한국적(韓國的) 품질향상운동(品質向上運動)인 공장(工場)새마을운동(運動)을 동기부여적측면(動機賦與的側面)에서 비교(比較)하고 공장(工場)새마을운동(運動)의 특징(特徵)과 실천방법(實踐方法)을 정립(定立)하여 보고자 하는 것을 본논문(本論文)의 목적(目的)으로 한다.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.16 no.6
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• pp.229-239
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• 2021

This study examined the influence of ethical leadership on employee job satisfaction and the mediating role of employee engagement in the relationship between these two variables. In this study, employee engagement was divided into job engagement and organization engagement. Data were collected from 183 employees working for Korean companies. The results of this study are as follows. First, it was found that ethical leadership was positively related to both job engagement and organization engagement. Second, ethical leadership was also positively related to job satisfaction of employees. Third, job engagement and organization engagement were found to partially mediate the relationship between ethical leadership and job satisfaction respectively. The results of this study suggest a theoretical contribution in that it expanded existing studies on the relationship between ethical leadership and job satisfaction. This study is significant in that it revealed a mechanism that ethical leadership directly affects job satisfaction in the relationship between ethical leadership and job satisfaction, but indirectly positively affects employee engagement variables such as job engagement and organization engagement. The results of this study also suggest practical implications that CEOs should strive to help organizational managers demonstrate ethical leadership. In addition, the results of this study suggest practical implications that managers and human resource development experts need to seek ways to increase the level of engagement of employees in the organization. Finally, this study presented limitations to be revised and supplemented in future studies and future research directions.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.11
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• pp.402-415
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• 2019

This study explores the effect that unresearched organizational conduct has on employee engagement (job immersion) as a cause variable and the results from it. Major results identified in an empirical analysis are as follows. First, the main causes of organizational citizenship behavior (such as altruism, conscientious behavior, moral behavior, participatory behavior, and fair play) are shown to not affect job immersion. In other words, conscientious, participatory, and fair behavior affects job immersion, with participatory behavior having the greatest impact. Second, employees' concentration in an organization was only affected by participatory behavior and fair play behavior from among the factors of organizational citizenship behavior, only more so. That is, it has been shown that some of the causes of organizational citizenship behavior, including participatory behavior and fair play behavior, affect employee inter-behavior, and some of them are more influential than others. Third, the only factor that influences the intention to switch jobs among the organizational citizenship behavior is participatory behavior. In other words, altruism, conscientiousness, politeness, and fair play behavior do not affect the way people move from job to job. Participation in organizational citizenship behavior and fair play may affect employee inter-behavior, and the more influential participatory behavior may also affect the intention to relocate.

• The Journal of the Convergence on Culture Technology
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• v.4 no.1
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• pp.51-56
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• 2018

This paper examines the relationship between innovative culture, participation of employee, turnover intention and organizational performance. Data were extracted from the Korea Research Institute for Vocational Education & Training(KRIVET)'s human capital corporate panel survey(HCCP) from 2015, and the analysis used 411 companies. To test the research model, structural equation model employed. The model shows that innovative culture was positively related to participation, organizational performance. And turnover intention was a negatively related to innovative culture, participation, organizational performance.

• Journal of the Korea Society for Simulation
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• v.26 no.3
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• pp.87-93
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• 2017

This study examines empirically whether appropriateness of training program, learning organization, and demographic factors enhance the effectiveness of training program for HRD in small and medium companies. The major findings are as follows: The appropriateness of training program, learning organization, and demographic factors of employee has a strong positive effect on the effectiveness of training program for human resource development and intent to participate in the training program in small and medium enterprise. The learning organization has a strong positive effect on the effectiveness of training program for human resource development and intent to participate in the training program in small and medium enterprise. Also effectiveness of training program for human resource development and intent to participate in the training program in small and medium enterprise is different according to demographic factors such as job type(blue collar job, office job, sales job), rank of job position, and the length of service in organization. The significant results of this study is that appropriate design of training program to make employees understand the purpose of education and trying to activate the learning organization can increase the effectiveness of traing program in small and medium enterprise.

• The Journal of the Korea Contents Association
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• v.19 no.12
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• pp.558-564
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• 2019

Using a sample of 220 employees in small and medium sized companies in Chungcheong and Gyeonggi provinces, we proposed that the companies' organizational communication on safety issues will positively influence employees' safety compliance and participation. And also, the companies' organizational communication will negatively influence the frequency of industrial accidents. The results of this study supported the hypotheses, implying that the frequency of industrial accidents will be decreasing if the company officially communicates with its employees in terms of the safety issues.

• Management & Information Systems Review
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• v.31 no.4
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• pp.445-467
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• 2012

Service is delivered to customers through interactions between service personnel and customer that will influence encounter outcomes. During service encounter, physical, psychological, emotional elements will be put into the service delivery. Thus, the purpose of this paper was to understand the rapport in hospitality & service encounter and examine the relationship between service provider's interaction, customer's participation and relationship belief. The research findings indicated that service provider's interaction and customer's participation were positively related to rapport. Furthermore, rapport which a customer feels from employee was found to contribute greatly to successful relationship beliefs with customers.

• Management & Information Systems Review
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• v.39 no.2
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• pp.95-112
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• 2020

This study intends to identify the main triggers of consumer participation behavior by multi-dimensionally reviewing factors affecting active participation behavior in order for consumers to receive better service at service encounter. We also want to review the impact of service contact employees' human services on consumers' experience of positive and negative emotions while performing participation behavior. This study targeted beauty salon services. Beauty salon services are one of the most important industries for human services because of the relatively long time interaction and the high degree of consumer participation that has a great influence on service outcomes. For an empirical analysis survey was conducted on 446 general consumers. SPSS and AMOS analysis was performed. The results of this study are as follows. First, relational benefits were not significant for consumer participation behavior, and functional benefits and hedonic benefits were significant. Consumer participation behavior was found to have a significant effect on positive emotions, but not on negative emotions. It has been shown that the service provider's human service has a significant effect on both positive and negative emotions. Finally, both positive and negative emotions were found to have a significant effect on service quality. Since beauty services are an industry with high social visibility, it has been shown that relational benefits does not significantly affect consumer participation. Negative emotions perceived by consumers did not significantly affect service quality. It may mean that some negative emotions are insignificant. Further studies will need to classify the negative emotion dimension more closely. It is necessary to review the feelings arising from service employees. Finally, it is necessary to review the various types of services of contact employees.

• Proceedings of the Korean DIstribution Association Conference
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• 2006.02a
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• pp.283-307
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• 2006

최근의 서비스 마케팅 문헌은 서비스 조직의 경쟁력 향상의 방편으로 서비스 고객에게 관심을 집중하고 있는 실정이다. 특히 서비스 고객은 부분적 종업원으로 인식될 수 있기 때문에 서비스 조직에 대해 참여행동을 나타낼 수 있으며, 이를 통해서 서비스 조직은 추가적 비용 없이 경쟁력을 향상시킬 수 있다. 이에 따라 고객행동 관리가 강조되고는 있으나 아직까지 실증적 연구의 주제로는 거의 다루어지고 있지 않다. 따라서 본 연구는 지금까지 간과되었던 부분인 고객참여가 고객만족에 어떻게 영향을 미치는지에 대한 메카니즘을 실증적으로 분석하기 위해, 고객참여의 영향을 매개하는 변수로서 서비스 성과와 기대를 제시하는 연구모델을 설정하였다. 구성개념을 측정하기 위해 관련 문헌들을 참고하였으며, 본 연구의 서비스 상황에 적합하도록 수정을 가하였다. 최근에 교육 서비스와 병원 서비스를 제공받은 경험이 있는 대학생을 대상으로 구조방정식을 사용하여 분석한 결과, 연구모델의 적합도는 양호하였으며 모든 연구가설이 지지되었다. 참여는 매개변수로 제시된 성과, 기대와 유의한 관계를 가지는 것으로 나타났으며, 성과와 기대는 또한 만족에 유의한 영향을 미치는 것으로 나타났다. 이러한 분석결과를 통해서 서비스 관리자는 종업원과 마찬가지로 서비스 고객을 적극적으로 관리할 필요성이 있고, 특히 고객의 서비스 성과지각과 서비스 기대에 더욱 관심을 기울여야 함을 이해할 수 있었다. 마지막으로, 이러한 실증결과에 대한 시사점을 논의하였고 미래연구를 위한 방향을 제시하였다.

• Journal of Labour Economics
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• v.23 no.1
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• pp.81-101
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• 2000

This paper tests the economic effects of employee participation programs. We suggest framework that emphasizes the mutual gains through the interaction of employee participation programs with complementary practices-employment security, training, rational wage systems, information sharing and empowerment-. In regression analysis, we find positive effects on the productivity. And also we test significant differences of participation level and complementary level between win-win group(high productivity and low turnover) and lose-lose group(low productivity and high turnover) through the t-test and discriminant analysis. This facts suggest that employee participation programs contribute to mutual gains.