• The Journal of the Korea Contents Association
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• v.17 no.5
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• pp.602-612
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• 2017

The purpose of this study was to identify employees' perception of social and economic values that social enterprises pursue and to provide implications for the training of social enterprise workers. The main results are as follows. First, more than half of the social enterprise workers recognized that economic value and social value were equally important. In addition, the responsibilities of realizing corporate social values were somewhat higher than those of employees. The social value of the social enterprise should be pursued in preference to the value for the company and its members. However, efforts to set goals for the social value of social enterprises were lacking. Second, social enterprise workers generally had a high perception of economic value and recognized that the responsibility and effort of management was more important than the employees in order to realize economic value. Third, the higher the age of workers, the higher the importance of social value than economic value, emphasized the responsibility of the manager, and the less the work experience, the more important is the social value and the manager's responsibility. While commercial enterprise workers are highly aware of the importance of economic value, non-profit enterprise workers are highly aware of the importance of social value. In the future, it will be necessary to provide an educational support program that allows workers to recognize the social and economic value of social enterprises in a balanced manner. Efforts are needed to develop, monitor and monitor standardized measures for measuring the value of social enterprises.

• Journal of Digital Convergence
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• v.19 no.12
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• pp.261-271
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• 2021

This study was conducted to empirically analyze the effect of the physical work environment of SMEs on work satisfaction and work performance. For the research, the physical work environment was subdivided into Focusing on Personal Working space, co-working space, and amenity space to establish a research model. For empirical analysis, a questionnaire survey was conducted targeting small and medium-sized enterprises(SMEs) workers. 250 valid copies were taken for analysis. Hypotheses were tested by multiple regression using SPSS 24. The study results were as follows. Focusing on Personal working space, co-working space, and amenity space all had a significant positive (+) effect on job satisfaction of SME employees. In addition, Focusing on personal working space, co-working space had a significant positive (+) effect on job performance. Amenity space was not tested for a significant influence on job performance. The contribution of this study was to identify the causal relationship between the physical work environment and the employee's job satisfaction and job performance in the absence of studies. In future research, it is ultimately necessary to identify the relationship with the business performance of a company.

• The Journal of the Korea Contents Association
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• v.21 no.9
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• pp.234-244
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• 2021

The purpose of this study is to investigate the effect of the retirement pension system on workers' retirement income security and job commitment, and to verify the mediating effect of corporate welfare satisfaction in the relationship between the retirement pension system's retirement income security and job commitment. Employees of domestic K-company, which have been implementing the retirement pension system since 2011, were surveyed, and 403 copies of the final data were analyzed using SPSS 22.0. The analysis results are as follows. First, as the sub-factors of the retirement income security, the guarantee of the retirement benefits right and the income replacement rate had a significant positive(+) effect on job commitment. Second, as sub-factors of the retirement income security, the income replacement rate and customized retirement design had a significant positive(+) effect on corporate welfare satisfaction. Third, corporate welfare satisfaction had a significant positive(+) effect on job commitment. Fourth, it was found that the relationship between the income replacement rate and job commitment, which are sub-factors of retirement income security, is mediated by diversity and the level of benefits, sub-factors of corporate welfare satisfaction. Based on the results of this study, it was confirmed that the implementation of the retirement pension system enhances the employee's job commitment and corporate welfare satisfaction, and is also important for corporate management.

• Journal of vocational education research
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• v.35 no.6
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• pp.1-19
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• 2016

This study is to analyze the effect of job relatedness of content in learning, job stress and organization communication on turnover intention and to examine whether the job satisfaction has a mediating effect by using HCCP 2013 panel data. The data was analyzed through Windows SPSS 23.0 program. Major findings of the study were as follows. First, It has significant result that job relatedness of content in learning, job stress and organization communication affects turnover intention. Second, job satisfaction mediates between job relatedness of content in learning and turnover intention. The job relatedness of content in learning level is higher, the turnover intention will be lower through mediating job satisfaction. Third, job satisfaction is also significant effect between job stress and turnover intention. Although the job stress gets higher, the turnover intention can be lower because of job satisfaction. Finally, the relationship between organization communication and turnover intention is mediated by job satisfaction. Therefore, the company should prepare employee's turnover intention to control through this study.

• Journal of Korea Technology Innovation Society
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• v.21 no.4
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• pp.1445-1473
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• 2018

This study aims to analyze research-based spin-off companies, which are established in Innopolis to promote the commercialization of R&D outputs of public institutions. We analyzed 175 technology-based start-ups, which were founded before 2016, to examine how the companies' capabilities affect the sales growth rate. The results show that technological capability and entrepreneurial capability have positive relations with sales growth, while network capability and finance capability do not have significant associations. In addition, R&D intensity (R&D expenditure per employee) has moderating effects on the association between firm capabilities and sales growth rate since it strengthens the effect of technological capability and entrepreneurial capability but weakens the influence of network capability. This study contributes to widening the understanding of the importance of capabilities of research-based spin-off companies and their performance, and differs from most previous literature since it uses objective and quantitative data. It further suggests policy implications that the enhancement of technological and entrepreneurial capability are important for the stable growth of technology-based startups in the early stage.

• 한국사회정책
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• v.20 no.2
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• pp.261-304
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• 2013

This article is aiming intensively to analyze the polarizing tendency of labour market and social integration. The polarization of labour market is being regarded as one of the hottest issues not less important than those problems of economic growth, employment, income distribution and national security etc. in the national policy. In this article, we will first follow up the important phenomena of labour market polarization and the background as well as its consequence. Especially, it asks if the present labour policy in the new government which is now being concentrated on the improvement of employment rate(from the present 63% to the 70% in the future) could deserve to diminish the polarization of labour market in korea. At one side, this article makes the special attention on the diversifying tendency of labour market and the various phenomena of fragmentation and segmentation in the labour market according to the forms and types of employment and according to the employee's status as much as the company's size. At the other side, it emphasizes that to overcome the polarization of labour market should require the wide reform from the legal measure to the improvement of the wage system, and the qualification system and the social investment as well as the human resource development. Furthermore, this article stresses the importance of integrative approach between the active market policy and the social policy instead of choosing each policy option, seperatively.

• Journal of Korea Foundry Society
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• v.42 no.2
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• pp.83-93
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• 2022

Throughout this research course, we have analyzed the financial situation of more than 2,700 companies using credit evaluation disclosures from 2017 to 2019. The population was gathered based on the certification of Ppuri companies and Ppuri Expertise companies through the Korea National Ppuri Industry Center, accompanied by the NICE credit evaluation index. For the first time in Korea, we wanted to look at growth, profitability, and stability through financial analysis of the Ppuri industry. Through an indepth analysis, we identified operating income (rate), net income (rate), asset size, and debt ratio, along with three years of Ppuri company workers and total sales fluctuations, and looked at the financial structure per capita. In addition, financial status per person was compared by dividing Ppuri companies into six groups by employee size. Groups were 10 or fewer people, 11 to 20 people, 21 to 50 people, 51 to 200 people, 201-300 people, and 300 or more people; single individual companies were excluded for research convenience. Overall, the financial situation of Ppuri companies was judged to be in a very bad downturn, and financial indicators deteriorated over the course of the three years of investigation. In particular, the smaller the number of employees, the greater the financial fluctuations were and the worse the situations were. Among Ppuri companies, the casting industry, which is the technical starting point for the value chain of the industry, was found to also be in a very bad state, with continued workforce declines, total assets and sales reductions at severe levels, and operating income (rate) and net income (rate) also very poor. This is why we need a suitable and feasible policy direction, something that is difficult but must be allowed to develop.

• The Korean Journal of Franchise Management
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• v.9 no.3
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• pp.45-55
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• 2018

Purpose - Non-verbal Communication with customers in restaurant business can play an important role because it affects customer behavior and attitudes as a means to develop and maintain long-term relationships with customers. The purpose of this study is to analyze the effect of non-verbal communication with customers and the effect of the influence on customer satisfaction, trust, and revisit intention. Research design, data, methodology - In order to verify the research models and hypotheses of this study, questions were prepared for each variable and data were collected through questionnaires. The questionnaire survey was conducted from March 27, 2018 to April 17, 2018, for those who agreed with the citizens of the Jeju area who visited the restaurant recently. 50 out of 100 were conducted by internet survey and 50 were surveyed. Thus, a total of 100 responses were used using structural equation modeling with Smartpls 3.0. Results - The results of the study are as follows. First, non-verbal communication has a significant impact on customer emotion. Second customer emotion have a significant impact on customer trust and satisfaction. Third, Customer satisfaction had positive a significant effect on revisit intention. Fourth, Customer trust had positive a significant effect on revisit intention. Conclusions - The implications of this study are following as: The food service company should continuously provide non-verbal communication training to employees so that they can respond to customers with the right attitude and bright smile. In particular, in the case of restaurant franchises, customer response manuals should be created and distributed to the franchisees, and a regular training program for the franchisees should be implemented to provide the same service to the customer. Second, CEOs should have to worry about what kind of experience he or she has left since leaving the store. It is also necessary to constantly look at what customers experience in their stores or in their brands, and what emotions they form through their experiences. Third, the more satisfied or trusted customers are formed through the service of the employee, the more loyal the restaurant business will be, and the more likely it is to make continuous revisit and positive word-of-mouth activities..

• Korean Journal of Culture and Social Issue
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• v.17 no.2
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• pp.241-260
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• 2011

This study was to develop the fun perception scale measuring what conditions employees experience fun feeling in work and to examine the construct validity of it. For this, the pre-studies(open-ended questionnaire, in-depth interviews, literature survey, pre-survey) were conducted to develop the preliminary questions of fun scale. In main study, 250 employees(male: 125, female, 125) were responded to a questionnaire consisted of 40 questions of fun perception scale extracted by pre-studies. The results were as follow. First, through the item analysis, factor analysis and reliability analysis, 7 factors composed of 29 items were extracted: 'self-determination', 'extrinsic reward', 'goal achievement', 'pleasure in the process', 'contribution to the company', 'worthless', 'challenge'. Cronbach's alpha reliability coefficient of each factor was suitable. Secondly, EFA was conducted to test the construct validity of fun scale with AMOS 16.0. Several goodness of fit indexes were used to assess model fit: X2/df, TLI, CFI, RMSEA. The results were revealed that all the indexes were acceptable with no additional modification. Based on these findings, the theoretical and the practical implications of fun perception scale were discussed.

• Korean Journal of Community Nutrition
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• v.28 no.6
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• pp.466-479
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• 2023

Objectives: A mobile health intervention program was provided for employees with overweight and obesity for 12 weeks, and a process evaluation was completed at the end of the program. We investigated participant engagement based on app usage data, and whether engagement was associated with the degree of satisfaction with the program. Methods: The program involved the use of a dietary coaching app and a wearable device for monitoring physical activity and body composition. A total of 235 employees participated in the program. App usage data were collected from a mobile platform, and a questionnaire survey on process evaluation and needs assessment was conducted during the post-test. Results: The engagement level of the participants decreased over time. Participants in their 40s, high school graduates or lower education, and manufacturing workers showed higher engagement than other age groups, college graduates, and office workers, respectively. The overall satisfaction score was 3.6 out of 5. When participants were categorized into three groups according to their engagement level, the upper group was more satisfied than the lower group. A total of 71.5% of participants answered that they wanted to rejoin or recommend the program, and 71.9% answered that the program was helpful in improving their dietary habits. The most helpful components in the program were diet records and a 1:1 chat with the dietary coach from the dietary coaching app. The barriers to improving dietary habits included company dinners, special occasions, lack of time, and eating out. The workplace dietary management programs were recognized as necessary with a need score of 3.9 out of 5. Conclusions: Participants were generally satisfied with the mobile health intervention program, particularly highly engaged participants. Feedback from a dietary coach was an important factor in increasing satisfaction.