• Korean Journal of Social Welfare
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• v.66 no.4
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• pp.157-179
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• 2014

This study introduces the mediating role of social worker's emotional labor in the relationship between person-social welfare value fit and job-related psychological attitudes. This study characterizes emotional labor as surface acting and deep acting, and job-related psychological attitudes as job satisfaction and organizational commitment. This study hypothesizes that the social worker's person-social welfare value fit raises job satisfaction and organizational commitment, that social worker's surface acting negatively mediates the relationship between social welfare value fit and psychological attitudes, and that deep acting positively mediates the relationship. The results from this study are as follows. Firstly, social worker's person-social welfare value fit raises job satisfaction and organizational commitment. Secondly, social worker's surface acting fully mediates the relationship between social welfare value fit and organizational commitment. Thirdly, deep acting fully mediates the relationship between social welfare value fit and job satisfaction, and social welfare value fit and organizational commitment. Based on these results, detailed practical and theoretical implications are discussed.

• The Journal of the Korea Contents Association
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• v.11 no.8
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• pp.388-398
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• 2011

This study analyzes a correlation between organizational commitment, work values, job satisfaction and loyalty of the middle management in hotel enterprises. In other words, this research aims at drawing up theoretical and working-level implication through establishing the competition model of parameters and independent variables, which have an effect on loyalty of the middle management in hotels. Analysis showed that work values of the middle management play not a key role to mediate between organizational commitment and job satisfaction, and that internal values are higher than external values in route analysis of work values. Meanwhile, it was analyzed that the middle management of hotels make a long-service commitment with great satisfaction on the job. But there was no connection between their job satisfaction and loyalty. Consequently, it was confirmed through the analysis of the competition model that they rather attach significance to internal values and specificity of the hotelier than their satisfaction with work because of economic stability, and the loyalty of the middle management responds sensitively to the organizational commitment variables as a permanent job, sense of belonging, self-esteem.

• Journal of Convergence for Information Technology
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• v.12 no.5
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• pp.278-289
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• 2022

This study empirically analyzed the effect of work value of beauty industry workers on service productivity through job satisfaction. First, according to the result of investigating factors that make effect on service productivity, it was identified that service productivity increases when work value and job satisfaction are higher. Also, it was identified that service productivity increases when awareness of satisfying values, intrinsic satisfaction, recognition of work value, recognition of self-value, and extrinsic satisfaction are higher. Fourthly, as a result of investigating the effects of work value of beauty industry workers on service improvement through job satisfaction, it was identified that the mediating effect of job satisfaction was also significant in the sobel test as Z value of |Z|=15.057 showed a greater value than 1.96. Based on the results of this study, it is expected that inner motivation can be increased for beauty industry workers to recognize that their work is meaningful and worthwhile and service productivity can be maximized by improving the satisfaction and intrinsic job satisfaction that come from work itself.

• Journal of the Korean Society of Food Science and Nutrition
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• v.46 no.1
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• pp.132-139
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• 2017

The purpose of this study was to obtain data for contribution of job characteristics (workload, autonomy, reward, community, fairness, and value) to job burnout (emotional exhaustion, and cynicism), and job engagement (vigor, dedication, and absorption) in foodservice dietitians. Our survey was administered to 393 school foodservice dietitians in the Busan area on February 11, 2014. The mean scores of nutrition teachers were significantly higher for autonomy (P<0.01), reward (P<0.05), community (P<0.01), fairness (P<0.001), and value (P<0.001) than unlimited period contract dietitians. The mean scores of high school dietitians were significantly higher for emotional exhaustion (P<0.01) and cynicism (P<0.001) than elementary school dietitians and middle school dietitians. Workload (r=-0.609, P<0.001), reward (r=-0.417, P<0.001), and fairness (r=-0.394, P<0.01) correlated significantly with emotional exhaustion. Reward (r=-0.324) and value (r=-0.423) correlated significantly (P<0.01) with cynicism. Value correlated significantly (P<0.01) with vigor (r=0.493), dedication (r=0.480), and absorption (r=0.460). Workload (${\beta}=-0.521$, P<0.001) had the highest negative influence on emotional exhaustion, whereas value (${\beta}=-0.325$, P<0.001) had the highest negative influence on cynicism. Value had the highest positive influence on vigor (${\beta}=0.392$, P<0.001), dedication (${\beta}=0.443$, P<0.001), and absorption (${\beta}=0.444$, P<0.001). Based on the results of this study, school management should plan job characteristics strategies to reduce workload and increase value for school foodservice dietitians.

• Journal of Nutrition and Health
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• v.53 no.1
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• pp.54-67
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• 2020

Purpose: This study examined the relationship between job stress, attributes of health functional food (HFF) selection, and consumption values for information technology (IT) workers, and analyzed the factors influencing the selection of HFF to improve health by making the right choice of HFFs. Methods: Three hundred forty IT workers in Gyeonggi area participated in the study. The participants were divided into low or high job stress group. The differences in participants' general characteristics, attributes of HFF selection, and HFF consumption values were investigated, and the mediating effects of HFF consumption values on the relationship between job stress levels and the HFF selection attributes were analyzed. Results: Job stress levels were high in those IT workers with a length of service < 5 years (p = 0.013). The group with lower job stress levels had a higher tendency to consider the ingredients contained in HFF products (p < 0.001), and their efficacy (p = 0.047). They also showed greater emotional value for a sense of security from consuming HFFs to stay healthy (p = 0.047). The group with higher job stress levels had greater epistemic value in that their choice of HFFs differentiated them from the other workers (p = 0.036). Higher job stress was associated with less consideration of the intrinsic attributes such as ingredients and efficacy of the HFF selection attributes (p = -0.113), emotional value of the HFF consumption values (p = -0.136), and the functional value such as practicality, price, and safety (p = -0.134). The job stress level influenced the intrinsic attributes through the functional and emotional values, demonstrating that the functional and emotional values had appropriate mediating effects on the relationship between job stress levels and intrinsic attributes. Conclusion: Education needs to be provided for workers to relieve job stress and improve the functional and emotional values, which contributes to choosing the appropriate HFFs.

• Journal of Venture Innovation
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• v.4 no.2
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• pp.17-28
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• 2021

This study empirically investigates the causal relationship between healthcare accreditation system and Job Satisfaction, Service value, and organizational commitment. The results of this study can be summarized as followings. First, healthcare accreditation system had not a positive significant on the job satisfaction. Second, healthcare accreditation system had a positive significant on service value. Third, job satisfaction had a positive significant on the organizational commitment. Forth, service value had a positive significant on the organizational commitment.

• Industry Promotion Research
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• v.5 no.4
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• pp.39-53
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• 2020

With the recent increase in the demand for corporate trust based on transparency in accounting, such as management disclosures and autonomous management disclosures for Social Innovative Enterprises, the duties of Social Innovative Enterprises on accounting and tax affairs have become important. This study looked at the effects of NCS accounting, audit and tax functions on the sustainability of Social Innovative Enterprises, which have not been studied. In particular, issues such as management disclosures and adequacy of financial statements depend on how ethically the accounting officer performs the work. Accordingly, we looked at the intermediation of accounting ethics held by the person in charge of accounting in relation to the sustainability of the NCS accounting, audit and taxation functions. The research subjects surveyed 500 people in charge of accounting at 50 social innovation companies, including social enterprises established in special cities and metropolitan cities such as Seoul and Busan, as well as social cooperatives. A path analysis was conducted with 372 valid questionnaires. As a result of the analysis, NCS accounting, audit and tax functions have a significant impact on both economic value and social value and environmental value, which are the sustainability elements of Social Innovative Enterprises. It was also found that NCS accounting, audit and tax affairs had a significant impact on accounting ethics, and accounting ethics had a significant impact on social and environmental values, excluding economic values. In addition, accounting ethics were found to have a mediated effect between NCS accounting, audit and taxation functions and the sustainability elements of Social Innovative Enterprises. In particular, the relationship between NCS accounting, audit and tax affairs and social value was found to be completely mediated.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.2
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• pp.229-239
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• 2020

This study aims to provide suggestions for effective human resource management at the organization level, by considering the psychological and behavioral attributes of hospital employees. Employees at 4 general hospitals, 5 hospitals, 7 convalescent hospitals, and 7 psychiatric hospitals were surveyed. A three-step model adjustment return analysis was performed using mean centering methods to the moderating effect of organizational performance recognition, for analyzing the relationship between job value and organization value. Assessing the relationship between job value and organization value revealed that awareness of customer response effort and awareness of hospital image has a moderating effect amongst hospital nurses. Considering the administrative employees of hospitals, awareness of customer response effort had negative moderating effect, whereas awareness of hospital image had positive moderating effect. In nurses of convalescent hospitals, awareness of customer response effort had positive moderating effect, but awareness of growth and competitiveness, and awareness of hospital image, had negative moderating effect. Taken together, our results indicate that depending on the hospital type and occupation, the effect of adjustment of organizational performance recognition when considering the relationship between job value and recognition of organization value by hospital employees, is varied.

• The Journal of the Korea Contents Association
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• v.13 no.7
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• pp.369-378
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• 2013

The purpose of this study is to examine the effect of Employee Value Proposition (EVP) on job satisfaction and organizational loyalty. As a result, the study clarifies the hotel's EVP system in addition to examining the relationships among EVP, job satisfaction, and organizational loyalty by generating theocratical and practical application related to those behaviors. Using a sample drawn from full-time workers in hotel, total 379 participants were included in the analysis. The study tested the hypothesis by using a structural equation modeling approach. The analysis results show that EVP has significant influence on job satisfaction and organizational behavior. However, job satisfaction does not influence organizational loyalty.

• Journal of the Korea Society of Computer and Information
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• v.19 no.9
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• pp.169-176
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• 2014

This study is to suggest the theoretical and policy implications by analysing the moderating effects of trust for senior in the causal relationships among the research variables. For this study, 273 of the local public servants were sampled and surveyed. The results of this study showed that local public servants' performance oriented values affect job attitude through their acceptance for performance management system. And this study showed that trust in the leader moderates the relationships among individual orientation, performance orientation and job attitude. This study suggested some theoretical and practical implications on the base of the results.