• Industry Promotion Research
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• v.6 no.3
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• pp.59-70
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• 2021

The purpose of this study is to analyze the impact of childcare teachers' professionalism on job performance, enhance the effectiveness of childcare teachers, and provide basic data to help them satisfy their duties. Statistical processing of the collected data has been studied through the SSPPWIN 21.0 program, level of expertise, understanding, skills, and attitude recognized by child care teachers, the higher the level of professionalism, the higher the age, educational background, and experience, the higher the level of expertise. In addition, various policy and institutional support at the level of childcare-related administrative agencies or local governments is needed to develop operational measures suitable for each type of daycare center and improve the quality of childcare services. Programs for the promotion of professionalism and job performance of childcare teachers should be developed and regular education, training and workshops should be provided to support application to childcare sites. This study is meant to improve the level of professionalism of daycare centers to achieve desirable professionalism and efficient organizational goals of daycare centers, and to improve the job performance of daycare centers and provide basic data to help them satisfy their jobs.

• The Journal of the Institute of Internet, Broadcasting and Communication
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• v.16 no.6
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• pp.265-275
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• 2016

IT industry has rapidly changed with unlimited competition. In this situation, this article is searching for methods to enhance work engagement(WE) which increases workers' and organizations' performance. Servant leadership(SL) involves organizational change, thus one dimension of SL named commitment to the growth of people(CGP) which focuses on people' development would play a decisive role in IT industry, since member's capacity makes a success of this field. Since CGP would influence on perceived organizational support(POS), workers would have positive attitude to work. Furthermore, expectancy has a critical role for CGP which is related to the future. In future oriented viewpoint, if a leader supported members' growth and they had positive expectancy for the future, they would have higher POS, then WE also will be increased. The purpose of this study is to explain the importance of CGV, expectancy and POS, since they enhance WE which is the key factor for success of IT organizations and members in today.

• The Journal of the Korea Contents Association
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• v.17 no.6
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• pp.571-579
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• 2017

The main purpose of this research is to investigate the impact of compensation on job satisfaction. The study is designed to determine whether perceived internal equity acts as a mediation role in affecting the relationship between compensation and job satisfaction. This study also aims to explore the role of supervisor support in affecting employees' perception of equity toward the compensation. A total of 157 samples was obtained for the data analysis as a quantitative approach. The results of the data analyses revealed that both extrinsic and intrinsic rewards are positively correlated with job satisfaction. The results also showed that perceived internal equity acts as a mediating role in predicting variables of compensation and job satisfaction. The supervisor support does not moderate the relationship between compensation and perceived internal equity. It is suggested that management's efforts must be made in compensation management in order to increase employees' job satisfaction and to improve employees' perception of equity.

• The Journal of the Korea Contents Association
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• v.8 no.7
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• pp.233-242
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• 2008

Sales-force management practices(e.g., selection, training, rewards, evaluation) constitute a crucial aspect of the sales force control system, as they influence on the salesperson's role ambiguity, satisfaction and performance. But it is difficult to find studies on the effects of hotel's sales force control system. So, we studied about this subject more deeply. The purpose of our research is to examine important relationships among sales force control system(e.g., sales territory design, training, reward, training, supervisor's support), job attitudes(satisfaction and role ambiguity), and sales force performance. A conceptual model is presented and hypotheses are developed. This study contributes to sales management research of hotel sales person in some important ways. This study offers new insights both to sales practitioners and researchers. First, this study introduces a new approaching method for developing new model of hotel sales-force research. Second, in the practical implications, managers should take actions as like an encouragement, direction, monitering, and education of sales know-how to reduce the employee's role ambiguity and to improve job satisfaction and sales performance.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.14 no.12
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• pp.6173-6185
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• 2013

This study examined the relationship between the type of organizational culture and organizational commitment, job satisfaction as well as the moderate effects of shared leadership on the relationship among the organizational culture, organizational commitment, and job satisfaction at a world leading steel company 'P'. The results showed that the consensus culture and rational culture positively affect the organizational commitment, and that the developmental culture, consensus culture and rational culture positively affected the job satisfaction. The results also revealed the meaningful moderate effects of the shared leadership on the relationship between the development culture, consensus culture and job satisfaction. The suggestions were made accordingly to propose the directions to improve the organizational performance of the company that is in global competition.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.11
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• pp.7564-7574
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• 2015

This study confirmed by a meta-analysis of the effect of suppressing the size of the turnover variable based on the thesis concerning "turnover intention" of the past 15 years, and the trend over the year, according to published meta-regression analysis was verified. The overall effect size for the study was found to inhibit factors medium effect size. Effect size is a private property factor by lower variable salary levels, age and marital status, working period, turnover experience, educational level, showed a work order forms, job characteristics factor is job satisfaction, working conditions, job importance, firm relationships with colleagues, showed a net job autonomy. In addition, organizational characteristic factor effect sizes organizational commitment, organizational commitment, advancement opportunities, compensation satisfaction, organizational justice, participatory doctor had determined the net. Changes in accordance with the published year is closer to 2015 it showed that the effect of inhibiting factors reduced size.

• Journal of dental hygiene science
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• v.12 no.1
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• pp.15-22
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• 2012

The purpose of this study was to examine the impact of internal marketing on the job satisfaction and turnover intention of dental hygienists. A self-administered survey was conducted on the selected dental hygienists, and the statistical package SPSS 12.0 was employed to analyze the collected data. The findings of the study were as follows: 1. The performance of internal marketing took place more often among the dental hygienists who belonged to the other workplaces. Those who had three to less than five years of experience at their current workplaces were more aware of the importance of education and training. 2. The dental hygienists who were aged between 26 and 35 and who belonged to the other workplaces and who had five to less than 10 years of experience in total expressed the best job satisfaction. And the strongest turnover intention was found among those who had one to less than three years of experience in total or at the current workplaces. 3. As a result of analyzing the correlation of those variables, better performance of internal marketing led to better job satisfaction, and better performance of internal marketing and higher job satisfaction led to less turnover intention. 4. The factors of internal marketing performance that exerted an influence on job satisfaction were communication and welfare benefits, and the variables that affected turnover intention were education/training and the reward system that belonged to the performance of internal marketing.

• Management & Information Systems Review
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• v.39 no.2
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• pp.77-94
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• 2020

While the importance of the service industry has increased at the national economy level, the service rate and job satisfaction of the flight attendants in the aviation service industry are not high. In this regard, this study aims to recognize what factors can reduce their job stress in the emotional work environment, and how job stress affects their attitude and job performance. More specifically, the current study tries to investigate how flight attendants' positive psychological status affect their job stress, organizational commitment, and knowledge sharing in the aspect of job performance. The main five constructs in these interrelationships include the flight attendants' positive psychological capital, leader-member exchange(LMX), job stress, organizational commitment, and knowledge sharing. This study conducted a quantitative research with 390 questionnaire for flight attendants, and analyzed the data using SPSS/PC version 20.0 and structural equation modeling program of AMOS 20.0. The findings show that the favorable leader-member exchange relationship between flight attendants plays a significant role in lowering job stress, while high job stress has a negative effect on organizational commitment and knowledge sharing. The result also shows that personal positive psychological capital acts as a trigger to influence other factors. Therefore, this study suggests that it is essential for airlines not only to promote an organizational system to support the flight attendants' emotional work but also to maintain a positive psychological state for securing competitive human resources.

• Fire Science and Engineering
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• v.33 no.3
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• pp.154-165
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• 2019

This study was conducted to investigate whether ego - resilience plays a mediating role in the relationship between adult attachment and job stress of fire officers, and to derive implications for job stress reduction of fire officers. A questionnaire survey was conducted for 480 fire officers working in Seoul and Gyeonggi - do, and correlation analysis and regression analysis were conducted using SPSS 21.0. The results showed that there was a negative correlation between instability attachment and job stress in adult attachment, negative correlation between instability attachment and ego - resilience in adult attachment, and negative correlation between ego - resilience and job stress. Adult attachment and ego - The results showed that there was a statistically significant effect on stress. Ego - resilience was found to full mediate the effect of anxiety of adult attachment on job stress and to partial mediate the effect of avoidance on job stress. This study suggests the need to develop a program that can improve ego - resilience considering the importance of ego - resilience and the occupational characteristics of fire officer. This means that the psychological and psychological factors of the individual should also be considered in order to reduce the level of job stress of the fire service personnel.

• Journal of the East Asian Society of Dietary Life
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• v.21 no.1
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• pp.134-145
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• 2011

The purpose of this study was to examine the work values of undergraduate-level foodservice major students. In order to assess work values of the participating students, this study adopted 'Maryland Work Values Inventory'. Data from a total of 290 surveys were collected. The participants consisted of 146 commercial foodservice major students and 144 institutional foodservice major students. Among the seven work values, both groups ranked 'job advancement' as the most important work value. Commercial foodservice major students rated 'altruism' as the least important work value, whereas it was 'stimulation' for institutional foodservice major students. 'Need for work' was evaluated statistically higher by junior and senior students compared to sophomore students of commercial foodservice major (p<0.05). In both foodservice majors, a positive relationship was found between work value scores and grade levels. All work value scores tended to be higher for students in higher grades. This tendency was especially statistically clear for the value 'need for work' for commercial foodservice major students and 'money and prestige' for institutional foodservice major students (p<0.05). There were some gaps in the work values between students with different career field choices. For the commercial foodservice majors, those interested in fine dining perceived 'satisfaction and accomplishment' and 'altruism' as more important [4.33 (p<0.05) and 4.05 (p<0.01), respectively] compared to students who had interests in fast food restaurants (4.06 and 3.67 respectively). Scores for 'satisfaction & accomplishment' (p<0.05), 'money & prestige' (p<0.001), and 'stimulation' (p<0.001) were significantly different among institutional foodservice major students. In addition, students more interested in industrial foodservice field regarded 'money & prestige' and 'stimulation' as less important as indicated by noticeably lower scores (3.74, 3.55 respectively) in comparison to the other group (p<0.001). The results of this study, which explored foodservice major students' work values, suggest that there is an increased need for the students to build up their work values as well as for the foodservice industry to offer appropriate work values to future foodservice employees.