• Journal of the Korea Convergence Society
• /
• v.8 no.11
• /
• pp.393-401
• /
• 2017

Assuming that Smart Work will have a positive effect on job satisfaction, and which, in turn, will improve productivity, domestic and international organizations have adopted and implemented Smart Work. However, leading companies have recently reduced or shut down operations of Smart Work. If Smart Work had really brought about the improvement of productivity, there would be no reason for organizations to take such action. Therefore, this paper reviews the relationship among Smart Work, job satisfaction and productivity. Based on the National Digital Science Library (NDSL) database, we select eight references related to Smart Work, and analyze them systematically. The previous empirical studies show that Smart Work produces a positive outcome for job satisfaction, which, in turn, improves productivity. However, we find that the previous research has a problem demonstrating the relationship between job satisfaction and productivity, because they has unclearly measured the concept of job satisfaction. This research deeply discuss this issue, and provides future research direction.

• The Journal of Society for e-Business Studies
• /
• v.15 no.2
• /
• pp.107-135
• /
• 2010

Nowadays many telecommunication service companies try to enhance the quality of their service by providing customers with more specialized service for greater customer satisfaction. As this trend continues, the role that frontline employees play is getting more and more important because they are the ones who have direct influence on customers. For this reason, more than ever, the role of call center has become of paramount importance. Noting that a call center employee's job satisfaction critically affects the quality of service that a customer gets, this study was carried out in order to provide an insight on effective personnel and performance management which can boost up the job satisfaction of a call center employee, thereby enhancing the productivity of Call Center. Conclusively, it verifies that among job satisfaction influence factors, superior's support and compensation fairness indeed have a tremendous influence on job satisfaction of a call center employee. Furthermore, it verifies that if a call center employee is satisfied with his or her job, he or she tends to work more efficiently and hence increase productivity.

• Industry Promotion Research
• /
• v.9 no.4
• /
• pp.213-219
• /
• 2024

This study analyzed the impact of quality management training for production workers for ESG management on productivity. The data was analyzed using a survey of 53 regular production workers in the Chungnam region and the IBM SPSS Statistics 20 program. The results of the analysis showed that, first, satisfaction with quality management training significantly affected job productivity. Higher training satisfaction tended to increase job productivity. On the other hand, motivation for training did not significantly affect job productivity. High motivation to receive training did not necessarily increase job productivity. Second, satisfaction with quality management training and motivation for training were somewhat highly correlated with job productivity. This suggests that satisfaction with training and motivation for training can have a complex effect on job productivity. The explanatory power was approximately 48%. In other words, satisfaction with quality management training and motivation for training can explain approximately 48% of job productivity. This study focused on revealing the effectiveness of ESG training and analyzed a limited sample. This study is meaningful in that it can be used as basic data for more in-depth research in the future.

• Journal of Korea Society of Industrial Information Systems
• /
• v.27 no.5
• /
• pp.129-144
• /
• 2022

Until now, research related to telecommuting has been mainly conducted in information and communication fields such as smart work, and the need for this study emerges in that there are insufficient cases or studies confirming visible job productivity or organizational performance for companies to grasp. The purpose of this study is to investigate how telecommuting affects job performance through job creativity and job satisfaction of members of the organization. As a result of the analysis, it was found that the perception of telecommuting characteristics (communication collaboration, job productivity, work-life balance) had a significant positive (+) effect on both job creativity and job satisfaction. Second, job creativity and job satisfaction were also found to have a positive effect on job performance. Based on the analysis results of this study, it is expected to provide usefulness evaluation indicators for telecommuting to managers and policymakers of companies or institutions that want to introduce and operate telecommuting in the future in the post-COVID-19 era.

• Proceedings of the Safety Management and Science Conference
• /
• 2013.04a
• /
• pp.337-353
• /
• 2013

의료서비스산업은 인구 고령화, 소득 증대, 건강보험의 보장성 강화 등으로 시장이 급속히 확대되는 추세이다. 의료서비스산업의 대다수를 차지하는 것은 병원으로, 병원은 의사, 의료기사, 간호사, 행정직 등 전문적이고 다양한 직종의 종사자들의 협동작업을 통해 환자들에게 의료서비스를 제공하는 조직이다. 간호사는 많은 직무를 담당하고 있는 다양한 전문 인력 중에서 병원인력의 40%를 차지하고 있으며, 환자에게 제공되는 대부분의 서비스인 치료와 간호업무를 담당하고 있다. 병원인력의 다수를 차지하고 있는 간호사의 잦은 이직과 낮은 생산성은 환자의 치료와 간호업무에 지장을 줄 수 있는데, 소진과 직무스트레스가 간호사의 이직과 생산성에 영향을 주는 것으로 나타나고 있다. 이에 본 연구는 간호사의 일반적 특성에 따른 소진과 직무스트레스의 차이를 연구하여, 간호사 개인 맞춤별 내부마케팅 자료로 활용하고자 한다. 간호사의 일반적 특성에 따른 소진과 직무스트레스의 차이는 첫째, 소진에 차이가 있는 일반적 특성으로는 연령, 결혼, 근무형태, 직위, 간호사 경력, 근무처, 병상 수로 나타났으며, 둘째, 직무스트레스에 차이가 있는 일반적 특성으로는 연령, 학력, 결혼, 근무형태, 간호사 경력, 근무처, 병상 수로 나타났다.

• The Journal of the Korea Contents Association
• /
• v.13 no.4
• /
• pp.376-388
• /
• 2013

This study investigated the role of organizational communication, culture and trust as a moderator of the organizational performance(the growth of production and quality improvement) and job satisfaction. Using data collected from 248 workers at 128 establishments in Changwon industrial complex, morderated regression analyses explored the proposed model. As a result, communication activity and organizational trust was found negatively to moderate the relationship between job satisfaction and quality improvement/the growth of production. And organizational culture was found positively to moderate the relationship between satisfaction and quality improvement. Implications of these findings were discussed.

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

• Industry Promotion Research
• /
• v.2 no.1
• /
• pp.45-50
• /
• 2017

This study analyzed the effect of on - the - job training of workers in Chungnam western area on productivity improvement. A total of 76 questionnaires were analyzed for workers in the western part of Chungcheongnam-do that completed the training course of the Korea Polytechnic University Education and Labor Ministry. The results of this study are as follows: First, the higher the motivation to receive the on - the - job training for the improvement of the productivity, the higher the satisfaction of the training of the worker, but the effect on the job productivity was not significant. Second, the correlation between training experience and job productivity was not statistically significant. Third, as for the effect on the productivity improvement according to the rank, the temporary workers showed higher education satisfaction than the regular workers (agency), and the job productivity was higher than the manager (manager level). Results of ANOVA analysis showed that there was a significant effect on educational satisfaction and job satisfaction according to years of work, career, and rank. The purpose of this study is to analyze the effects of on - the - job training of workers in the western part of Chungnam, on the productivity improvement, The validity of the study is significant.

• 한국벤처창업학회:학술대회논문집
• /
• 2019.11a
• /
• pp.39-43
• /
• 2019

우리나라 중소기업을 '9988'이라는 숫자에 대입해 비유하기도 한다. 기업 숫자로 보면 전체기업의 99%가 중소기업이고, 전체 근로자의 약 88%가 중소기업에 종사하고 있다(중소기업 중앙회, 2015년 중소기업위상지표, 2015. 5)는 의미이다. 하지만 대부분의 중소기업은 대기업에 비해 취약한 재무구조, 기술 또는 인적 경쟁력을 확보하지 못함으로써 발생되는 생산성 저하, 비효율적 업무처리 방식에 기인한 고비용, 저효율의 구조적 문제를 지니고 있다. 더욱이 21세기 시장경제 흐름에 따른 환경변화에 빠르게 대처하지 못하는 현실이 앞으로의 미래를 더 암울하게 바라보는 이유이기도 하다. 중소기업은 이러한 구조적 문제 외에 창업주나 CEO 관련된 인적 리스크에도 미래를 담보할 수 없으며, 지속가능 경영을 할 수도 없다. 특히 회사가 어려움에 봉착했을 때 중소기업의 구성원들은 소진(Burnout, 번아웃)을 경험하게 되며, 이를 업무와 관련해서는 직무소진이라 말한다. 직무만족을 저하시키는 이 직무소진은 개인에게 부정적 개념을 가지게 하여 직무수행 능력을 저하시키며, 개인적 측면에서도 신체적, 심리적으로 부정적 영향을 미치게 한다. 본 연구는 긍정심리자본이 직무소진에 미치는 영향에 관해 초점을 맞추고자 한다. 긍정심리자본이 중소기업 구성원의 직무소진에 긍정적 영향을 끼쳐 회사의 성장과 번영을 위한 조직유효성을 이끌어 낼 수 있다고 보기 때문이다. 이 연구는 중소기업 구성원의 긍정심리자본을 높여 직무소진을 줄이게 함으로써 향후 지속가능한 경영을 달성하게 만드는 단초가 될 것으로 본다.

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.20 no.6
• /
• pp.48-54
• /
• 2019

This study was based on Job Demand-Resource Model and tried to understand the causes of presenteeism that work but have decreased productivity in spite of health problems. In order to examine the psychological causes of presenteeism, we reinterpreted job resources as psychological capital, which is a psychological resource of personal dimension, and examined the positive and negative aspects of job demands by classifying job demands into challenge and hindrance stressors. Data analysis was conducted using SPSS 21.0 and AMOS 20.0 statistical programs. Data were gathered from 329 employee in Korea. The results of this study are as follows: Hindrance and challenge stressor and psychological capital were fully mediated in the influence of presenteeism through job engagement, and hindrance stressor and psychological capital were fully mediated in the influence of presenteeism though job burnout. Based on the results.