• 한국프랜차이즈경영연구
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• 제8권4호
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• pp.21-32
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• 2017

Purpose - In hotel business, how to build the relationship between leader and employees is very important, because it affects on the customer satisfaction. Thus, this research examines the effect of authentic leadership on job performance in the context of hotel industry and identifies mediating roles of organizational engagement, job satisfaction, and creativity in the relationship between authentic leadership and job performance. This study suggests the guidelines for how hotel companies should improve employee productivity and build a desirable organizational culture by presenting employee attitudes and behavioral models that explain the relationship between leaders and employees. Research design, data, and methodology - This study examines the structural relationship between authentic leadership, organizational engagement, job satisfaction, creativity, and job performance from the employee's perspective. Authentic leadership divide into four sub-dimensions such as self-awareness, balanced process of informations, internalized moral perspective, and relational transparency. In order to test the purposes of this study, research model and hypotheses were developed. All constructs were measured with multiple items developed and tested in the previous studies. The data were collected from 114 franchise hotel employees and were analyzed using SPSS 21.0 and Smart PLS 3.0. program. Result - The results of this study are as follows. First, authentic leadership have significant impacts on organizational engagement and creativity, but does not have impact on job satisfaction directly. Second, organizational engagement have significant impacts on job satisfaction and job performance, but does not have impact on creativity directly. Third, job satisfaction has significant impact on creativity, but does not have impact on job performance. Fourth, creativity has significant impact on job performance. Conclusions - The findings of this study indicate that hotel leaders should properly implement the authentic leadership and consider how to build a corporate culture to improve an organizational and employee productivity through authentic leadership. Due to the nature of the hotel industry, which relies heavily on human resources, hotel companies must manage their employees with authenticity in order to increase organizational engagement, job satisfaction, and creativity that affect hotel and employee productivity. If hotel employees perceive their leader's authentic leadership, they show more organizational engagement that increases creativity and leads to job performance. Finally, hotel employees can propose creative ideas only if they will be satisfied with their jobs. Therefore, the leader should develop non-monetary or monetary reward system for the employees and, make an efforts to foster creativity of the employees.

• 아태비즈니스연구
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• 제15권1호
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• pp.113-129
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• 2024

Purpose - This study aims to empirically identify the quantitative effects of work from home (WFH) on employee productivity using field data. Design/methodology/approach - Based on large-scale field data from a South Korean company which introduced the WFH arrangement in 2020, we conducted fixed effect and moderating effect analyses using individual-level panel data over sixty-three weeks. Findings - The empirical analysis generated several findings. It was found that overall, WFH has a positive effect on productivity. However, the productivity impact of WFH was found to vary depending on task characteristics. Specifically, WFH led to over 20% increase in productivity for simple and repetitive tasks. On the other hand, no significant productivity impact was observed for professional and knowledge-based tasks. Research implications or Originality - As the first study based on field data from South Korea, this study offers convincing causal evidence of the moderating impact of task characteristics on the relationship between WFH and productivity. Further, the above findings provide managers with practical insights concerning their work arrangement decisions.

• Journal of Nutrition and Health
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• 제39권4호
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• pp.417-425
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• 2006

The purpose of this study were to a) investigate operation of human resource in contract foodservice management company (CFMC), b) identify the staffing indices for the establishment an labor productivity for CFMC, and c) develop standardized model of staffing demand as foodservice's scale in CFMC. The data was collected using FS intra-net system from 138 contract-managed foodservice operations in A CFMC and statistical analysis was completed using the SAS/win package (ver. 8.0) for description analysis, ANOVA, Duncan multiple comparison, pearson correlation analysis, and regression analysis. The types of operation were included factory (45%), small scale operation (26%), office (11%), department store (10%), training institute (4%), and hospital (3%). The distribution of foodservice scale was classified by meal served was as follows; 'less than 500 meals (47%)', 'from 500 to 1500 meals (25%)', 'from 1500 to 2500 meals (17%)', and 'more than 2500 meals (12%)'. There was two types of contract method, fee-contract (53%) and profit-and-loss contract (46%) Some variables were significantly high operation indices such as selling price, food cost, monthly sales, net profit and others were significantly low operation indices such as labor, meal time a day in the small foodservice on meal scale (p<.001). The more foodservice was large, the more human resource was disposed on dietitian, cook, cooking employee altogether (p<.001). Foodservice in A CFMC was divided into 2 groups by 500 meals a day, according to comparative analysis of labor productivity as meal scale per working hour, meal scale a day and operation indices as meal per foodservice employee, meal per cooking employee (p<.001). The regression equation model was developed as 'the number of employees=1.82+0.014 ${\times}$ meal served' in the operation of less than 500 meals, 'the number of employees=9.42+0.013 ${\times}$ meal scale a day -0.94 ${\times}$ meal scale per working hour' in the operation over 500 meal scale using labor productivity indices and operation indices. Therefore, CFMC could be enhanced efficiency of human resource arrangement using the standardized model of staffing demand and would be increased effectiveness of profit.

• 산업경영시스템학회지
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• 제18권35호
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• pp.61-70
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• 1995

The objective of this study is In develope on productivity improvement program, which named PPM(Participative Productivity Management). This program consists of 3 stages which are Goal setting and sharing. Productivity measurement and evaluation, and Gain sharing. Each concepts of NGT(Nominal Group Technique), Objectives matrix method and Gain sharing was applied to form this frame. This program rewards members of an organization for their contributions to improve business results. It also fits perfectly with today's participative management philosophies. Furthermore, the company and its employees could be partners a win-win situation, and one more barrier to a high-involvement culture should be eliminated.

• International Journal of Contents
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• 제6권3호
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• pp.38-46
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• 2010

In this study, five personality types of employees have any impact on their creativity, a systematic and comprehensive study of literary research and demonstration studies were parallel. Results of the research employee of the extroversion, agreeableness of their creativity (+) showed the impact. In addition, sincerity, openness to experience, personality and creativity of employee creativity (+) for influencing said. Neuroticism to creativity, but nature does not affect any found. This study, five personality types that affect employee creativity of individuals by examining the relationship between personality type and creativity by presenting a model for the study, employees' personality types can have on creativity and offers a realistic alternative to the theory presented you can find the meaning in that. These theoretical and empirical validation of the results of employee productivity oriented organizations, including human resource management in a systematic and reasonable for the type of personality tests are being conducted on the administrative feasibility is expected to be able to provide. Finally, based on the results of these studies, management and administrative implications and future research directions presented.

• Journal of Information Technology Applications and Management
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• 제27권1호
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• pp.1-13
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• 2020

This study aims to measure the efficiency and productivity change of 30 domestic construction companies from 2010 to 2018 using data envelopment analysis(DEA) and Malmquist productivity index (MI). In particular, we used the number of employees, capital stock, and non-current assets as input variables, and sales and net income as ouput variables for the analysis. The dataset used for the analysis of efficiency and productivity changes is the employee profile and financial statements for the companies from 2010 to 2018. We found that the MI of the 30 companies is greater than one since 2013. This is because many years of TEC (Technical Efficiency Change) is greater than 1, which means that the productivity index increases as the TEC increases. In addition, the MI value was less than 1, which lowered the productivity of construction firms in 2018. The results of the study may help decision makers to find effective future management plans by analyzing the internal and external factors.

• 한국철도학회논문집
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• 제13권4호
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• pp.462-467
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• 2010

본 논문은 맘퀴스트 생산성 지수를 이용하여 지역간 철도의 노선별 생산성 변화를 분석하여, 생산성을 보다 향상시킬 수 있는 정책을 수립하기 위한 기초자료를 제공하고 정책방향을 도출하고자 한다. 이를 통해 철도운송서비스가 우수한 성과를 지니는지, 구조적인 문제점이 있는지, 어느 부문에서 생산성의 개선이 발생하고 있는지, 생산성을 높이기 위해서는 어느 부문에 어느 정도의 목표치를 설정하여야 하는지를 파악할 수 있다. 분석결과를 보면, 한국철도의 노선별 생산성은 공공성 측면 및 수익성 측면 모두 1.1로 측정되어 미미한 수준으로 증가한 것으로 나타났는데, 이는 생산기술 변화가 가장 주요한 원인으로 분석되었다. 철도노선의 생산성 향상을 위해 생산기술 수준이 뒤처지는 노선들에 대해 시설 및 장비의 현대화, 원가절감, 직원 및 차량의 생산성 증대 등을 위한 방안의 수립이 필요하다.

• 한국건축시공학회지
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• 제23권2호
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• pp.175-185
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• 2023

OECD 국가를 대상으로 건설업의 노동생산성을 분석한 결과, 한국 건설업의 2019년 취업자당 노동생산성은 PPP 적용시 주요 선진국보다 낮은 수준이다. PPP 적용시 상대국을 100 기준으로 했을 때, 미국의 76.9, 일본의 88.4, OECD 평균의 85.1로 미흡한 수준이다. 특히 OECD 국가의 2019년도 건설업 취업자당 노동생산성을 분석한 결과, 한국은 25위 수준으로 OECD 35개 국가에서 차지하는 순위는 낮은 수준이다. OECD 국가의 건설시장규모와 건설업 노동생산성을 비교·분석한 결과, 건설시장규모가 큰 국가가 건설업 노동생산성이 높다고는 볼 수 없다. 따라서 본 연구는 건설업의 노동생산성을 향상 시키기 위해서 첫째, 스마트 건설기술을 건설현장에 접목하여 적극 활용하는 방안, 둘째, 건설현장 작업보다는 OSC 기술로 공장작업을 통한 현장 설치작업의 활성화 방안을 제안하였다. 마지막으로 모듈러 공법, 기술개발을 확대할 필요가 있다고 제안하였다. 향후에는 첨단 로봇과 공장자동화를 통한 탈현장 생산방식 및 모듈 개발을 확대하면, 건설산업도 제조업과 같은 생산방식의 개편으로 노동생산성이 높아질 것으로 기대된다.

• 한국실내디자인학회논문집
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• 제17호
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• pp.22-29
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• 1998

As the trend shows that corporate investment for staff's welfare facilities has increased alongside employee's enhanced economic and conscious level which has resulted from economic growth and industrialization this study aims at analyzing interior design elements in staff's welfare facilites especially in cafeteria and suggesting new directions for designing those spaces. The method and scope of this study in firstly to described general points such as function and role of public food service and interior design elements in staff's cafeteria and then to grasp and analyze the present conditions of the staff's cafeteria for enterprises and financial organizations which has been built after 1990. The conclusion of his study can be summarized as follows : First it is desirable to locate employee's cafeteria on upper or top floor which has relatively good atmosphere. Second it is recommended to make overall atmosphere of employee's cafeteria impressive and in commercial restaurant. Third the separation of service circulation serveries and eating area is necessary. Fourth material for each parts should be easy to maintain and durable. Fifth more illuminance that the regulation is recommended and lighting fixture should be selected in terms of economics and maintenance. Sixth selecting bright and warm colors with partial application of accent colors is effective. Seventh furniture should be harmonized with the ambience of the space and required to be convenient and durable. Eighth to provide visual and auditory pleasure during eating it is desirable to equip the minimal A/V system. In addition diverse aspects such as improving employee's welfare caring for company the way of treating employee an boosting corporate images should be considered when designing staff's cafeteria and interior designer should be able to satis managerial aspects productivity and effectiveness as well as pursuing functional aesthetic facts.

• 경영정보학연구
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• 제25권2호
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• pp.181-203
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• 2023

기존에 우수한 인재를 유치하기 위한 기업들의 경쟁이 심화됨에 따라, 직원들의 직무 만족도 관리가 중요해지고 있다. 이에 많은 기업의 관리자들은 직원들의 일상적인 경험과 고충을 파악하여 직무만족도를 개선하기 위해 투자하고 있다. 그러나 직원 경험에 대한 충분한 이해의 부족으로 관리자들의 투자는 효과를 보지 못하고 있다. 본 논문은 전 세계적으로 가장 큰 직장인 커뮤니티인 글래스도어의 직원 리뷰와 기업 평점을 활용하여 직원 경험의 세부 요인들과 직무 만족도 간 관계를 조사한다. 이때 K-평균 군집화, Sentiment LDA Topic Modeling 등 텍스트 마이닝 기법을 활용하여 직급에 따른 주요 경험을 추출하고, DistilBERT 감성 분석을 통해 각 직원경험 요인의 감성점수를 측정한다. 이후 도출된 직원 경험 요인과 감성 점수를 계량적으로 분석하여 각 직원 경험 요인과 직무 만족도 간의 관계를 파악한다. 그 결과, 조직 관리자와 일반 직원의 직장 내 경험에는 상당한 차이가 있는 것으로 발견되었다. 또한 고객관계, 자율성 등은 관리자의 만족도에 영향을 미치지 않는 등, 직무 만족도에 영향을 미치는 직원경험 역시 직급 간 상이했다. 본 연구는 직업적응이론을 기반으로 텍스트 마이닝과 계량 모델링 방법을 이용하여 직원경험의 주요 요인을 확인하고 이를 검증함으로써 관련 연구분야의 문헌을 확장한다. 더불어, 본 연구결과는 직원들의 직무 만족도 개선을 위한 인사관리 전략에 활용될 수 있으며, 궁극적으로는 기업의 생산성을 개선할 것으로 기대한다.