• The Journal of Asian Finance, Economics and Business
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• v.7 no.12
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• pp.1089-1097
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• 2020

Nowadays, technology and information are developing rapidly. It compels an organization or a company strive to excel in its field. In the Industrial Revolution 4.0 era, companies must maintain their assets and technology to face the competition. One asset that should be paid attention to is human resources. Human resource has two important variables, namely Organizational Citizenship Behavior (OCB) and Employee Engagement (EE). This study aims to analyze the relationship between OCB and EE on Employee Performance (EP) in the manufacturing industry in Tangerang. This study is conducted using a quantitative method with 200 respondents. The data is collected by distributing questionnaires to respondents, which is then analyzed using Structural Equation Modeling (SEM) with AMOS 23 software. The result of this study indicates that OCB has a significant effect on EE and EP. This study also finds that employee engagement has a significant effect on employee performance and can mediate the relationship between OCB and EP. From these results, the implication that can be taken is that the manufacturing industry in Tangerang must pay attention to their employees for them to develop OCB and EE, and eventually increase their performance towards the organization.

• Journal of the Korea Institute of Information and Communication Engineering
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• v.23 no.4
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• pp.357-364
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• 2019

As industrial information disclosure by insider's rate is around 80%, most of relevant researches explain briefly its causes are discontent of salary or human resources system. This paper scrapes texts on Jobplanet, an anonymous company review website and analyzes discontent keyword by 7 related area and their contexts to find out more details on brief causes referred above. After drawing LGG (Local Grammar Graph) by each areas with related dictionary list, this paper shows an example of concordance as a proof and several ways for human resources leakage prevention. Finally, text analysis results are compared with previous researches based on survey with limited questions and answers. This study is meaningful to expand the scope of employee discontent analysis with company review text and provide more specific, granular and honest discontent vocabularies.

• Korean journal of food and cookery science
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• v.22 no.2 s.92
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• pp.131-139
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• 2006

This study investigated the effect of a coaching system(CS) on the employee's job satisfaction(JS) between the food service industry conducting and not conducting CS. A total of 342 employees were enrolled and the results were as follow. Firstly, relationship and willingness factors directly affected JS. Indirectly, work and relationship factors affected JS through the willingness factors. Secondly, when JS was compared at the service company conducting CS with that not conducting CS, work and relationship factors directly affected JS in the industry conducting CS, but only the relationship factor indirectly affected JS in the company not conducting CS. In addition, at the food service industry conducting CS, work factor affected willingness and competence factors, and therefore JS was affected indirectly, but relationship factor did not affect the willingness and competence factors. However, in the company not conducting CS, willingness only affected JS indirectly. Work factors directly affected JS, but through competence and willingness factors, work factor indirectly affected JS in the industry conducting CS. In the company not conducting CS, the relationship factor between employees affected the JS. In summary, CS increased JS through its direct effect on the work factor and indirect effect on the willingness and competence factors. Studies about CS are insufficient and CS remains in the introductory stage now, so further studies are necessary.

• Journal of Preventive Medicine and Public Health
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• v.7 no.2
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• pp.319-325
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• 1974

A study on the status of sickness and medical care of insured and non-insured groups of employee and his family in Naju fertilizer company, in the year of 1973, was carried out. The results obtained are as follows: 1. 66.8% of all employee was subscribed in this medical insurance program. No woman employee was subscribed and the rate of subscription was increased from 16.1% to 92.0% by age increases. 2. Also, as of period of service, the rate of subscription was increased from 11.3% to 89.4% by the period gets longer. 3. Employee who reside within boundary of the company (76.2%) subscribed more than that whom reside outside boundary (63.9%). 4. Rate of subscription was also indreased by family size becomes larger. In case of single, it was only 19.6% but in the case of family size became more than 6, it increased to 87.4%, 5. As of amount of monthly income, although no one had subscribed those who get less than 30,000 won a month. Subscriber, increased by monthly income get greater. 6. Subscribed family reside within company boundary utilized hospital 35.5 times a year whereas non-subscribed family reside within these utilized 12.5 times. And, subscribed family reside outside boundary utilized hospital 32.2 times a year and non-subscribed family utilized 9.6 times. Regardless of resident area, family who subscribed to this program utilized hospital more often than non-subscribed family. 7. The utilization of the hospital became gradually frequent from 15.6 times to 36.5 times per family by family size became larger. but in non-subscribed group, although it was increased from 8.3 times to 16.5 times per family, it was droped to the least 6.9 times at 2 person family. 8. 17,496 hospital visits were made by all employee and his family in the year 1973. 86.9% of them was made by subscribed group and the rest (13.1%) was made by non-subscribed group. Observing of the type of these sickness by the classification of WHO, only three types of VII (26.7%), XVII (25.0%) and IX(19.3%) were made more often by non-subscribed group while the others were made more by subscribed group. 9. Anual average medical expenditure per family was 13,098.9 won for subscribed family while it was 3,076.1 won for non-subscribed family. 10. Anual average hospital visits per capita was 6.5 times for subscribed groups and 3.4 times for non-subscribed group. Anual average medical expenditure per capita was 2,580.8 won for subscribed group while it was 1,061.0 won for non-subscribed one.

• Management & Information Systems Review
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• v.12
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• pp.181-201
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• 2003

An employee employment of Enterprise must consider efficiency, balance attribute and effectiveness as important variable. but Our country's Enterprise reduce the personnel without basic guide line about employee employment. because Our country's Enterprise thinks of personnel expenses or sales amount decrease as important variable. Therefore, Research background sets out that there is no basic guideline for employment management one of the most important elements in Enterprise administration. and I examined employment control's concept and concept about softness of labor market in theoretical background setting. Also, was abreast of employment control effect, case study and literature research about employment control's basis. Finally, In fluctuation change of Enterprise's employee number, I examined which relation is formed in comparison with sales amount, net profit and the employee number of individual Enterprise using investment analysis material of Stock Company focused on Enterprise that stock is listed on the stock exchange.

• Journal of the Korean Society of Clothing and Textiles
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• v.34 no.1
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• pp.102-111
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• 2010

This study examines how CEO leadership influences employee trust, job satisfaction, and commitment in fashion companies. A survey was conducted from June 17 to July 15 in 2009. The data were collected from fashion company employees in the Seoul metro area and 360 respondents were used in the data analysis. The statistical analysis methods were frequency analysis, factor analysis, reliability analysis, and multiple regression analysis. The results of this study are the transactional leadership of CEOs in fashion companies classified by contingent reward leadership and management through exceptional leadership. The transformational leadership of CEOs in fashion companies is classified by charismatic leadership and individualized consideration leadership. Second, CEO's contingent reward leadership, charismatic leadership, and individualized consideration leadership influence employee trust in the CEO. Third, the employee trust in the CEO has an effect on job satisfaction and commitment in fashion companies.

• Journal of the Korea Safety Management & Science
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• v.7 no.1
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• pp.1-10
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• 2005

With Zohar(1980)'s research on safety climate and industrial safety, occupational safety and health literatures begin to emphasize the influence of organizational context. Based on this research trend, this paper tried to review the relationship between safety efforts and employee safety participation, and the moderating effect of safety motivation on such relationship. Based on the responses from 643 manufacturing workers, the results of statistical analysis showed that company precaution activity and management safety involvement have affirmative effects on the employee safety participation, but safety education has not. The extent precaution activity forces on participation activity was proved to be influenced by employee safety motivation.

• Proceedings of the Safety Management and Science Conference
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• 2004.05a
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• pp.27-32
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• 2004

With Zohar(l980)'s research on safety climate and industrial safety, occupational safety and health literatures begin to emphasize the influence of organizational context. Based on this research trend, this paper tried to review the relationship between safety efforts and employee safety participation, and the moderating effect of safety motivation on such relationship. Based on the responses from 643 manufacturing workers, the results of statistical analysis showed that company precaution activity and management safety involvement have affirmative effects on the employee safety participation, but safety education has not. The extent precaution activity forces on participation activity is proved to be influenced by employee safety motivation.

• Journal of Distribution Science
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• v.17 no.5
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• pp.19-28
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• 2019

Purpose - This study aims to analyze the causality relationship between Islamic leadership style on employee engagement through empirical testing and anthropology economics approach. Research design, data, and methodology - The sample of this study 117 respondents who are employees of various levels of management in one of the FCMG industry in South Sulawesi Province, Indonesia. Data collection with surveys. Data analysis through three steps, i.e., Pearson Correlation, The Second order modeling and also regression using SPSS. Results - Islamic leadership style has a positive and significant effect on employee engagement. The Islamic leadership that we developed in this study can be an alternative solution for organizations in today's modern business. Apart from those anthropological elements in the viewpoint of contemporary activity in the example in this study illustrate that to realize employee engagement, the role of organizational atmosphere and leadership, as well as management and team support has a genuine impact on accomplishing the company's goals and sustainability. Conclusions - The Islamic leadership that we developed in this study can be an alternative solution for organizations in today's modern business. The critical elements in embodying employee engagement are mainly in the skills, reliability, and level of trust of a leader in the organization.

• Journal of Distribution Science
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• v.13 no.11
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• pp.23-30
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• 2015

Purpose - Small- and medium-sized enterprises often rely on the owner's personal characteristics. This study aims to verify the impact of the awareness of such a business leader's sincerity and the sincerity of their leader-member exchange (LMX) on employee psychological ownership and organizational commitment. The findings offer clues to how small- and medium-sized company leaders should engage with employees. Research design, data, and methodology - A total of 289 valid questionnaires were examined using frequency, descriptive statistics, and correlation analyses and structured equation modeling. Results - Authentic leadership and LMX were both found to have a positive impact on each trust factor, each trust factor had a positive impact on psychological ownership and organizational commitment, and psychological ownership had a positive impact on organizational commitment. Conclusion - These results suggest that small- and medium-size company leaders should use self-awareness and self-regulation to encourage the recognition of their sincerity, and strive to achieve a positive relationship with employees. It also suggests that leaders should improve trust between employees and establish various strategies to enable employee psychological ownership.