• Journal of Distribution Science
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• v.19 no.6
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• pp.21-28
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• 2021

Purpose: Facing numerous challenges, organizational management is one of the most important research areas for organizations which handles workers' behaviors when they are within their workplace and organization to make more profits. The current research aims to analyze the effect of organizational management factors on direct employee consultation in distribution channels. Research design, data, and methodology: To achieve the purpose of the study and provide adequate empirical results, the current authors conducted the structural equation analysis using IBM AMOS 24.0 and collected 387 U.S employees in distribution channels (Wholesale and Retail shops). Results: Investigating the relationships between three organizational management factors and direct employee consultation, we found out that organizational practitioners in distribution channels face numerous challenges that must be resolved to ensure effective direct employee consultation to benefit employees. Empirical findings suggest that practitioners and leaders in distribution channels should focus on developing employee psychological management and utilizing direct employee consultation. Conclusions: In sum, the present research concludes that it must ensure that the employee in distribution channels should be a comfortable environment to appropriately respond to consultations. An approachable management team is ideal for employee consultations to find the right ways to keep employees at par with the consultation issues.

• The Journal of Industrial Distribution & Business
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• v.14 no.12
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• pp.23-31
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• 2023

Purpose: The primary objectives of this research are: (1) To examine the current situation of employee welfare in diverse workplace settings. (2) To explore and identify the different challenges that affect employees' overall well-being. (3) To examine and establish the importance of consultation as a strategic tool in addressing these challenges and enhancing employee welfare. Research design, data and methodology: The first step of the research design is the identification of databases, search terms, and filters. A thorough search will be conducted across respectable academic databases, journals, and pertinent sources using keywords and controlled vocabulary about consultation, employee welfare, and related concepts. The next step is full-text assessment, which verifies compliance with the research question and assesses the caliber of the methodology. Results: According to the previous evidence, the significant benefits of effective consultation for employee welfare have been highlighted: 1. positive impact on productivity in the workplace, 2. Effective consultation Improves employee's engagement, 3. Effective consultation Increases employee retention, and 4. Effective consultation facilitates trust in a corporate communication. Conclusions: The study has identified four main advantages: enhanced productivity, enhanced engagement, increased retention, and enhanced trustbuilding. These findings provide insightful information for practitioners looking to foster positive workplace cultures and improve organizational success.

• The Journal of Industrial Distribution & Business
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• v.14 no.6
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• pp.9-16
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• 2023

Purpose: The relationship between employee consultations and job/workplace stress remains one of the most consequential owing to its impact on the well-being of the employees and their final output. The current study aims to look closely at the connection employee consultation and job stress, investigating the prior and present literature dataset to explore employee consultations' approaches, effects, and impacts in reducing job stress. Research design, data and methodology: The current research has conducted literature content analysis, and all collected prior studies were selected and screened thoroughly by the topic and keywords of the research. Results: The result of this study shows that meaningful consultations for workers are pertinent and essential in addressing the causes of workers' job stress, thus critical in reducing them as follows: Mitigation of Workers' Stressful Concerns, Booting Interpersonal Relationships at Work, Employees Personal Improvement, and Proper Communication Tendencies and Culture. Conclusions: All in all, this study concludes that employee consultation equally deals with positive aspects such as areas of strengths and achievements of employees. It entails discussing ways to maintain or consistently improve a worker's abilities and performance. Through the above dimensions, employee consultation reduces job stress and improves performance and outcomes.

• East Asian Journal of Business Economics (EAJBE)
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• v.10 no.1
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• pp.59-69
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• 2022

Purpose - Burnouts cause the workers to quit their jobs because with the heavy workloads that the employees get subjected to, they feel that they have little control over what they have to accomplish in the workplace. The purpose of this research is to provide adequate solutions using brief consultation process, reducing negative psychological factors. Research design, Data, and methodology - The current research conducted the 'Qualitative Content Analysis' (QCA), which is one of the most employed analytical tools; it has been used widely all over the globe in various research applications in library science and information. Primarily, this analysis is often used as a method in the quantitative tool until the recent decade. Result - Based on ultimate systematic literature analysis, excessive workloads can get addressed by finding proper solutions to the issues of depression, anxiety, irritability, and discouragement. The solutions are (1) Combating Excessive Workloads using Effective Employee Selection, (2) Employee Effective training, and (3) Job redesigning. Conclusion - Selecting or recruiting employees that have skills for the given job also makes it possible for the organization to run its employees effectively and with minimal cases of workload as an organization understands the capabilities and capacities of workload an employee can complete.

• The Journal of Industrial Distribution & Business
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• v.14 no.7
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• pp.19-26
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• 2023

Purpose: This study explores the intrinsic and extrinsic stress factors that affect employees' job satisfaction. The study reviews the literature on three intrinsic and three extrinsic stress factors that influence the job satisfaction level of employees, establishing the various research findings on the factors and finding the relevant links that such findings have to current research. Research design, data and methodology: The present researcher collected the relevant prior studies via literature content approach that was used by numerous previous works. The researcher transcribed the data gathered from the participants. The next analyst would code the different features of data systematically across the entire set of data, thereby collecting the relevant data for each of the codes. Results: The investigation suggests six stress factors to be connected to job satisfaction, such as Hours of Work Employee Job Satisfaction, Communication and Employee job Satisfaction, Leadership Style Employee Job Satisfaction, Competition Employee Job Satisfaction, Career Development Opportunities Employee Job Satisfaction, Strikes and employee Job Satisfaction Conclusions: This research concludes that organizations with proper communication channels will certainly influence their employees positively and hence give them job satisfaction. Overall, this qualitative research has found that intrinsic and extrinsic factors influence the job satisfaction level of employees in a workplace.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.6
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• pp.461-467
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• 2020

Industrial consultation is a kind of personal service for companies. The Industry-Academic Cooperation Foundation sets up a consultation contract in which a professor performs the consultation as the person in charge. Recently, there is an issue regarding taxation of the consulting fee paid to the professor; in short, there is no standardized practice for the imposition of income tax. In this study, we examine the characteristics of industrial consultation and present an acceptable taxation rule based on related laws. First, it is not appropriate to regard consulting fees as wage income, considering that there is no employment relationship between the Industry-Academic Cooperation Foundation and the professor. Considering that the base consulting fee amount is the same as the invention compensation, according to accounting practices, and that an employee invention is apt to be derived in the consultation, it is reasonable that the consulting fee should be regarded as wage income similar to employee invention compensation. As treating the consulting fee as wage income could end up reducing industrial consultations, the government should amend the income tax law to include industrial consultation as a type of other income.

• The Journal of Industrial Distribution & Business
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• v.14 no.12
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• pp.33-41
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• 2023

Purpose: This study's primary goal is to investigate and evaluate the critical contributions made by industrial-organizational psychologists to raising worker job satisfaction. The study aims to offer insights that can enhance workplace environments, improve organizational processes, and increase employees' general well-being by looking at the particular contributions made by this field. Research design, data and methodology: The study design, data collection strategies using the literature content analysis allow for a thorough analysis and synthesis of the body of knowledge about industrial-organizational psychologists' contributions to improving worker job satisfaction. This method entails a sequential procedure that includes formulating research questions and locating pertinent studies. Results: Numerous previous works have indicated that industrial-organizational psychologists are essential in determining how an organization is run and how satisfied its workforce is with their jobs. The four major roles (Job Design, Leadership, Workplace Culture, and Employee Development) that were found after a thorough analysis of the body of current literature are presented in this section. Conclusions: In sum, the roles found in this study provide organizations with a framework for creating work environments that prioritize the well-being and overall growth of the people who make up the organization while also helping them negotiate the complexity of the modern workplace.

• Journal of Korean Academy of Nursing
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• v.16 no.3
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• pp.38-66
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• 1986

Based on the statistical data of FKMIS during five years from 1981 to 1985, the major findings of studying on the treatments of employee's modical insurance covered people were made as follows. 1. During five years, the total number of trratment case was increased 25.14% annually, and so doubled. The consultation rate was increased from 2.086 to 2.856, showng annual increase of 8.17% and total increase of 36.91%. In the cafe, of in-patient, the rate was from 0.056 to 0.602, . showing annual increase of 2.58%. And in out-patient, the rate was from, 2.030 to 2.794, showing annual increase of 8.31%. The male: female ratio of treatment case was changed from 1 : 1.1 to 1 : 1.2. 2. Case of chronic disease was on the increase .every year. The ratio of medical expenditure of that disease to the total medical expenditure was increased from 22.99% in 1984 to 25.0% in 1985. 3. As a whole, the consultation rate of circulatory disease was increased from 26.10 in 1981 to 46.53 in 1985, showing an nual increase of 15.55 %. The rate of in-patient was increased from 2.06 to 2.94, showing annual increase of 9.30%. The rate of out-patient wag from. 24.04 to 43.59, showing annual increase of 16.04%. 4. The duration (days) of circulatory disease in 1985 by types is as follows. In the case of in-patient, rheumatic fever rheumatic heart disease, (22. 67), ischaemic disease (17.39), cerebrovascular disease (17.18), disease of pulmonary circulation and other from of heart disease (15.82), hypertensive disease (13.18), other disease of circulatory disease(11.55). In the case of out-patient, visiting day (11.57 day) and medical expenditure per case (7,853 won) is lower than that of other diseases (4.39 day, 4,361 won). 5. Cases of circulatory chronic disease were two times as many as those of non-chronic disease. Incidence of the out-patient was shown higher than that of in-patient. In the case of duration per case, the chronic disease(12.92 days) was longer that of non-chronic disease (9.8 day). 6. The male: female ratio of chronic rheumatic heart disease is 34.56 : 65.44 (in-patient) and 34. 67 : 65.33 (out-patient). The consultation rate(case per 1,000 persons) was increased from 1.11 in 1983 to 1.30 in 1985, showing annual increase of 8.22 %. The duration, visiting day, was decreased slightly, but medication day wasincreased from 13.93 in 1983 to 16.72 in 1985, showing annual increase of 9.56%. 7. The male: female ratio of hypertensive disease (case) was 39.36 : 60.64(in-patient) and 40.67 : 59.33 (out-patient). The consultation rate was increased from 19.59 in 1983 to 25.36 in 1985, showing annual increase of 13.78%. Duration, visting day was decreased slightly, but medication day was increased from 11.82 in 1983 to 12.77 in 1985, showing annual increase of 3.94%. 8. The male： female ratio of chronic pulmonary-ischaemic heart disease (case) was 48.90 : 51.10 (in-patient) and 43.66 : 56.34 (out-patient). The consultation rate of chronic pulmonary-ischaemic heart disease was increase from 0.69 in 1983 to 1. 12 in 1985, showing annual increase of 27.40％. Duration, visiting day, was decreased from 2.67 in 1983 to 2.36 in 1985, and medication day was decreased from 0.69 in 1983 to 1.12 in 1985, showing annual decrease of 2.09%. 9. The male: female ratio of cerebrovascular disease (case) was 47.90 : 52.10 (in-patient) and 52.28 : 47.72 (out: patient). The consulatation rate was increased from 2.12 in 1983 to 2.89 in 1985, showing annual increase of 16.76%, Duration, visiting day, was decreased slightly, but medication day was increased from 12. 67 in 1983 to 13.85 in 1985, showing annual increase of 4.55%. 10. In case of artery and capillary disease, the male: female ratio of case was 61.80 : 38.20 (in-patient) and 51.77 : 48.23 (out-patient). But durntion, visiting day, was increased from 3.45 in 1983 to 3.60 in 1985, showing annual increase of 2.15 % and the medication day was increased from 10. 06 to 10.18, showing annual increase of 0.59%.

• World Technopolis Review
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• v.5 no.1
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• pp.71-82
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• 2016

This paper explores, explains and describes a framework for analyzing collaborative governance, decent work and innovation as fundamental elements of sustainable workplaces through case study of Philippine science and technology (S & T) parks. Rules, or the legal infrastructure, are particularly significant considerations that facilitate or hinder collaboration. Industrial relations/human resource (IR/HR) practices are essential to collaboration and decent work. Employee consultation and labor-management council or committee are examples of IR/HR practices that might contribute to collaboration and decent work in firms and workplaces in S & T parks as they are team approaches to production, too. Collaboration and decent work enhance the capacity to innovate. In the long run, collaborative governance, decent work and innovation tend to converge in the concept of sustainable development. The interdependencies and interactions among collaborative governance, decent work and capacity to innovate in firms operating in S & T parks make possible new solutions to new problems (i.e., innovation) and, thus, sustainable workplaces.

• The Journal of the Korea Contents Association
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• v.19 no.7
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• pp.67-81
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• 2019

The aim of this research was to examine that the essence of university administrative staff's job stress and relevant characteristics that could influence their stress at work. For this research, we collected 250 samples of university administrative staffs in Seoul from March to April, 2017 and used 227 ones for final analyses. The results indicated that organizational characteristics (organizational commitment, organizational culture, perceived organizational support) and job characteristics (job satisfaction, job control, emotional labor) tended to be significantly associated to Job stress. These findings suggested that Employee Assistant Program (EAP) should be launched in order to provide integrated services for university staff. Second, diverse psycho-social services, such as consultation, leisure activities, and empowerment, should be provided by utilizing the resources of university. Lastly, the Korean Ministry of Education needs to support for enhancing the staff's work environments.