• The Journal of Asian Finance, Economics and Business
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• v.7 no.9
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• pp.811-824
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• 2020

The aim of this study is to explore the effect of injustice perception on work alienation and the mediating role played by the employee's cynicism between injustice perception and work alienation in the healthcare sector in Oman. By utilizing a simple random sampling technique, data were collected using a questionnaire consisting of 306 nurses working in private healthcare providing organizations in Oman. The collected data was then analyzed using AMOS program through the Structural Equation Modeling (SEM). The results of study show that the levels of perception of injustice and cynicism of nurses in the private healthcare centers were low, while the work alienation was found to be at moderate level in these healthcare organizations. The findings of the empirical study reveal that injustice perception and employee's cynicism significantly affect work alienation. The impact of injustice perception in creating employee's cynicism was also observed. The hypothesis that the mediating role played by employee's cynicism in injustice perception and work alienation relationship was partially supported. Moreover, injustice perception and cynicism directly affect work alienation, therefore, these hospitals should consider organizational policies and procedures to achieve equality and justice among nursing personnel, and to eliminate the factors that cause cynicism and work alienation.

• Journal of the Korean Dietetic Association
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• v.9 no.3
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• pp.233-247
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• 2003

This research was conducted to analyze the difference of perception of employee-feeding foodservice according to the types of foodservice. To survey the perception of employee-feeding foodservice among customers, the questionnaire consisted of the perception of employee-feeding foodservice. The questionnaires were sent to randomly selected customers of employee-feeding foodservice 120 each at two public organizations, two companies and two colleges, SPSS was used for descriptive analysis, computing Cronbach's Alpha value and Anova test. 678 of users of self-managed foodservices, and 660 of contracted foodservices, total 1,338 answered for the survey. Among them 67.9%(69.9% at self-managed foodservices, 65.9% at contracted foodservices) were male and 32.1%(30.1% at self-managed foodservices, 34.1% at contracted foodservices) were female. As for the age group, twenties were the major with 48.5% at self-managed foodservices, 56.2% at contracted foodservices. For the reason of visiting cafeteria low price was answered by 40.9% at self-managed foodservices, while approachable location were ranked first by 45% at contracted foodservices. Foodservice perception evaluation of foodservice in four categories showed significant differences: quality of the foods(p<0.001), sanitation(p<0.05), tangibility(p<0.001), empathy(p<0.05). Among the four categories tangibility(2.80$\pm$0.69) showed the highest perception at self-managed foodservices, while at contracted foodservices quality of foods (2.82$\pm$0.61) was with highest recognition.

• Journal of Distribution Research
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• v.11 no.2
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• pp.81-96
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• 2006

This study analyzed employee's ethical perception and the ethical value of corporate between domestic distribution corporate and foreign distribution corporate. Although the perception of ethical management is lower and the introduction time was late as compared with those of distribution corporate of developed country, the results of research shows employee's ethical perception and ethical value of domestic discount store are higher than those of foreign discount store respectively. These findings explain the product of their efforts to excercise the corporate ethics, ethical platform, ethical programs etc.

• Journal of Distribution Science
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• v.18 no.7
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• pp.49-62
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• 2020

Purpose: The purpose of this study is to examine under what conditions suggestion programs conducted by organizations actually increase individual perception of their work effectiveness. Specifically, this study looks into the effects of cooperation perception and relational demography of employee on work effectiveness of suggestion programs. It does this by focusing on the interaction effect of organizational commitment. Research design, data and methodology: Data was collected from 1,872 participants who took part in the suggestion program of HCCP 6th DATA. This data was subjected to multiple regression analysis. Results: a) higher employee cooperation perception enhances work effectiveness of suggestion program, but relational difference of knowledge diversity between team members has no effect on work efficiency; b) Positive effect of cooperation perception, and difference in education level on work effectiveness become greater as commitment increases. However, organizational commitment decreases the positive effect of difference in organizational tenure on work effectiveness by suggestion program. Conclusion: The results point to the importance of broadening the current conceptual models of employee work effectiveness of suggestion program to include relational demography, as well as the utility of conducting additional cross-level research on suggestion programs.

• Journal of Industrial Convergence
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• v.3 no.1
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• pp.125-143
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• 2005

This study investigates that the relationship of performance appraisal justice and employee's job satisfaction and whether appraisal outcome perception can significantly take the moderate role on this relationship. We conduct empirical study with one dimension of distributive justice and 5 dimensions of procedural justice; appraisal system, participation of employee, feedback, knowledge of rater, and appraisal standard. The result shows that distributive and procedural justice significantly explain employees' job satisfaction. The result, also, shows that moderate role of appraisal outcome perception is significant. This means if the employee who regards appraisal outcome as high perceive appraisal justice, she/he will experience more job satisfaction than the employee who regards appraisal outcome as low.

• Science of Emotion and Sensibility
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• v.27 no.2
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• pp.91-104
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• 2024

The increase in the use of artificial intelligence (AI) in the workplace has introduced changes to traditional working environments. However, these are changes not only to employee productivity but also to how employees feel and think about their work. Based on prior research that has suggested connections between employees' perceptions of AI and their emotions and thoughts at work, the present study tested a moderated mediation model in which the perception of AI opportunity is indirectly related to job insecurity via employee hope, with tenure as a moderator. Data obtained from 290 Korean full-time employees illustrated that the perception of AI opportunity was negatively related to job insecurity through hope acting as a mediator. In addition, this indirect relationship was found to be dependent on the moderating role of tenure. Specifically, at lower levels of tenure, the aforementioned indirect relationship was statistically significant, but at higher levels of tenure, this indirect relationship was no longer found to be statistically significant. The implications, limitations, and future research directions of this study are discussed.

• The Korean Journal of Community Living Science
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• v.11 no.1
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• pp.9-18
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• 2000

The purposed of the study was to assess customer satisfaction concerning foodservice quality characteristics by using developed DINESERV model for university employee foodservices. Specially, it was intended to develop the tool which assesses the differences between customer importance and perceptions of customer with actual foodservice delivery by university employee foodservices. Questionnaires were distributed to 300 un9iversity employees. Total 230 university employees responded with a usable response rate of 67.7%. Statistical data analysis was completed using SAS programs for descriptive analysis and t-test. The results of the study are as follows: 1) Employees´first choice was distance when they select foodserveices. They answered their preference as the first factor when they order menu in the foodservices. The first complain factor concerning university foodservices was the taste of food. 2) Customers did not satisfied with the foodservice quality of university employee foodservices. Importance mean score of service quality was 3.81 out of 5 but percption mean score of service quality was 3.10. Importance mean score of food quality was 4.11 out of 5 but perception mean score of food quality was 2.96. 3) Customers´satisfaction of service quality by dimensions were as following order: assurance > reliability > responsiveness > empathy > tangibles. And customers´satisfaction of food quality by dimensions were as following order: nutrition > food > price > sanitation. There were no significant difference about customer satisfaction between contracted management and self-operated.

• East Asian Journal of Business Economics (EAJBE)
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• v.9 no.2
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• pp.43-54
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• 2021

Purpose - This study aims to build other studies and research on the perception and association of fair hiring policy and employee job satisfaction. The reviews and further research of the performance appraisal and employee satisfaction topics provided a basis to conduct this study based on the challenges that result from equality hiring perception on the performance appraisal on the job satisfaction by employees. Research design, data, and methodology - The author collected many textual contexts from mostly peer-reviewed academic journals, which means that academic comprehensive integrity can be obtained by qualitative approach for this study with discussing and following a constructive review analysis. The content analysis aims to determine a textural dataset in the longtime frame from the newest textural information. Result - There is little doubt that this study was significant and relevant to the relationship between fair hiring policy and worker's job satisfaction, indicating that an organization that practices a fair hiring policy positively affects employee job satisfaction. After all, the employee needs are well catered for and meet appropriately. Conclusion - This study suggests that fairness extensively relies on the organization's ability to identify and eliminate any form of performance challenges regarding equity and has proved and determined the significant relationship between fair hiring policy and employees' job satisfaction

• Journal of Information Technology Applications and Management
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• v.19 no.4
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• pp.97-113
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• 2012

In order to implement the real-time enterprise (RTE) and smart work effectively, many companies have introduced a mobile office. A mobile office improves employee productivity and increases ability to respond to business opportunities by helping employee manage their business anytime and anywhere. However, it also raises the user's stress level. We conducted in-depth interviews with users to assess user's perception of a mobile office according to Saaty's BOCR model. Based on the results of the interviews, we set variables affecting user's perception of the mobile office using factor analysis. This study revealed that support for real-time business, support for communication and collaboration, and information processing quality were positively related to continuous intention to use mobile office. Further study demonstrated that three variables have mediating effect between the psychological stress and continuous intention to use. This result implies that the system quality and function are the key elements of mobile office and may contribute to the continuous use.

• Asia Pacific Journal of Business Review
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• v.5 no.2
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• pp.1-18
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• 2021

This present study investigatesed the impact of the team innovation-oriented human resource management (HRM) practices on employees' turnover intention among financial, pharmaceuticals, distribution, and manufacturing industries in Korea. Furthermore, we explored whether risk perception of turnover and the cost of changing job would mediate the relationship between team innovation-oriented human resource management practices with employees' turnover intention in different industries in Korea. To that end, PLS structural equation modeling was used to exam the research hypothesis. We have found that team innovation-oriented HRM practices have a significant impact on employees' turnover intention. Moreover, we have discovered risk perception of turnover and the switching cost of changing job playing mediating role in the relationship of team innovation-oriented HRM practices with turnover intention among different type of industries employee. Lastly, the theoretical implications were discussed based on these findings.