• The Journal of Asian Finance, Economics and Business
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• v.7 no.11
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• pp.479-489
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• 2020

The purpose of this paper is to uncover whether and how contextual factors (information exchange, participation, trust in management, and training), relate to resistance to change. It also explores the mediating effect of perceived impact of change on the relations between contextual factors and resistance to change. This study is conducted in several manufacturing plants in food processing industry in Vietnam, which is implementing a top-down large-scale change - Lean transformation, adopting Total Productive Maintenance (TPM) program, to be specific. The findings suggest that all four contextual factors are negatively associated with resistance to change, in which training had the strongest impact. Also, the perceived change impact partially mediates the relationships between the four contextual factors and resistance to change. The practical implications of this paper are that employees who receive adequate, timely and useful information relating to change are less likely to show opposing behaviors towards change. Fostering trust in management among employees, and employee involvement in decision-making, also have a significant influence when addressing employee resistance to change. Employees who are well-trained, well-equipped with tools and knowledge about the change, are less likely to resist as they view the benefits of changes more significant than the risks.

• Journal of Technology Innovation
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• v.5 no.2
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• pp.178-206
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• 1997

This study is concerned with the importance of TQM factors, and their characteristics on quality management. Key aspects of management commitment and ploicy, quality department and communication, equipment and material management, training, and employee relations etc. in TQM measurement, their theoretical background and employee perception about their importance intensively are investigated. In the importance of TQM, quality department and communication, quality and reporting, and rpoduction process management appeared to have a low rating while management commitment and quality policy, internal customer and supplier have a comparatively high value. And some perception for these factor showed difference between production and non-production department; internal customer and supplier, production process management, and employee relation.

• International Journal of Quality Innovation
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• v.7 no.1
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• pp.206-222
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• 2006

Recent research on quality management systemically explored the use of quality management practices and performance. The consequences of using quality practices have not been consistently confirmed despite an increasing number of published empirical studies. The results of empirical studies of quality practices and performance are mixed. This study examines which quality management practices indicate high-, medium-, and low-performance under the TQM framework using MANOVA and multiple discriminant analysis (MDA). To measure quality management practices, this study used the Malcolm Baldrige National Quality Award (MBNQA) framework. Based on a survey of 490 suppliers from eleven different industries in Korea, the results revealed that the high performing group surpasses the medium and low performing groups in process management, employee empowerment, employee education and training, and employee satisfaction. Furthermore, the high and medium performing groups exceed the low performing group in human resource planning and evaluation, strategic deployment, leadership system, and senior executive leadership.

• Proceedings of the Korean Institute of Interior Design Conference
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• 2002.04a
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• pp.146-149
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• 2002

The procedure of practical training of architectural interior will be change for improvement of not only to complete design on the table but to be in employee market flexibly also. It's necessary to take the educational efficiency for the practical training in the course of interior architecture. The characteristic of interior space in the model for useful practice is residential space. The interior construction to be controled generally on the central axis of interior architecture, although there were several items of construction which divided architectural structure, electrical power, air control est. The process of practical training is to be established not only with object of training, grade of skill, materials and equipments and tools of it's prepare and working, but safety on the job training

• Journal of Labour Economics
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• v.23 no.1
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• pp.81-101
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• 2000

This paper tests the economic effects of employee participation programs. We suggest framework that emphasizes the mutual gains through the interaction of employee participation programs with complementary practices-employment security, training, rational wage systems, information sharing and empowerment-. In regression analysis, we find positive effects on the productivity. And also we test significant differences of participation level and complementary level between win-win group(high productivity and low turnover) and lose-lose group(low productivity and high turnover) through the t-test and discriminant analysis. This facts suggest that employee participation programs contribute to mutual gains.

• The Journal of the Korea Contents Association
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• v.22 no.3
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• pp.442-452
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• 2022

This study was conducted to understand research trends of HR Analytics (HRA) in Korea and to suggest future research directions. First, a comparative analysis was conducted by classifying six areas of recruitment on-board, work environment, performance evaluation, retention, and exit/retirement building on the employee life cycle framework. The results indicate that first, the distribution of detailed research topics in Korean HRA research has similar to that of international research. Second, Korean HRA studies related to employee training and development function are insufficient. Third, the scope and the method of machine learning are becoming enriched. Finally Korean HRA studies are still in the technical domain and toward entering the predictive analysis domain.

• Journal of Practical Engineering Education
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• v.15 no.2
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• pp.273-283
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• 2023

Education has recently witnessed a rapid increase in the use of edutech worldwide. This study focuses on Korean workers and explores an edutech-based learning model for vocational education and training. Based on analyses of edutech cases and interviews with edutech experts, a draft edutech model was designed and the validity was evaluated based on two Delphi surveys with a panel of experts in the field. The study's findings suggest that edutech-based employee education and training should prioritize LXP orientation (last CVR=1, last Mean=4.70) , implement adaptive learning through learning analytics (last CVR=1, last Mean=4.90), enhance the human touch effect using edutech (last CVR=1, last Mean=4.90), and emphasize the importance of designing curricula that apply edutech in a step-by-step learning process while incorporating suitable instructional design for the key technologies involved in vocational training programs. In addition, it was revealed that there is a strong need to implement a method that makes each stage of the learning process more effective (before, during, and after). Edutech-based vocational training program should consider the interests of all stakeholders, including learners, instructors, vocational training institutions, and government agencies. Given the promotion of government-sponsored vocational training projects in Korea, the findings of this research are likely to have significant implications for the future of Korea's education and training policies.

• Culinary science and hospitality research
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• v.14 no.4
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• pp.306-316
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• 2008

The purpose of this study is to identify how and job satisfaction and job training affect service quality and to offer strategic tools for enhancing competitiveness of the food service business industry. To fulfill this purpose, this study utilized a factor analysis, frequence test, a reliability analysis and a covariance structure analysis. The results of the analyses show that one dimension such as "job training" influenced service quality. This means that restaurants should put more focus on job training to improve service quality for customers.

• Korean Institute of Interior Design Journal
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• v.14 no.3 s.50
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• pp.173-180
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• 2005

The program of practical training of architectural interior will be change for improvement of not only to complete design on the table but to be in employee market flexibly also. It's necessary to take the educational efficiency for the practical training in the course of intoner architecture. The characteristic of interior space in the model for useful practice is residential space. the interior construction to be controled generally on the central axis of interior architecture, although there were several items of construction which divided architectural structure, electrical power, air control est. the process of practical training is to be established not only with object of training, grade of skill, materials and equipments and tools of it's prepare and working, but safety on the job training.

• Asia Marketing Journal
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• v.15 no.2
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• pp.49-73
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• 2013

In this study, the author develops and tests a model that incorporates the mediating effects of two frontline employee psychological variables (emotional exhaustion and intrinsic motivation) based on job demand and resource model. As a form of environmental resource, person-organization fit was proposed as a leading factor of frontline employee boundary spanning behavior through emotional exhaustion and intrinsic motivation. All measures were adapted from or developed based on prior research. Data for the study were collected from a cross-sectional sample of retail bank employees in South Korea. Questionnaires were distributed to 500 frontline employees across several banks. Of these, 322 usable questionnaires were returned. To analyze the data, a structural equation model procedure using LISREL 8.5 was employed. Results show that an employee's perceived fit with his/her organization enhances intrinsic motivation and reduces emotional exhaustion. These mechanisms, in turn, increase the employee's boundary spanning behavior. These results support the notion that person-organization fit should be one of the factors affecting motivation, affect and attachment, and extends such an understanding to a purely service-based environment among customer contact employees. Results also confirms that P-O fit can be viewed as environmental resources, and the JD-R model provides a theoretical base in further studying the antecedent role of P-O fit on frontline employees's boundary spanning behavior through intrinsic motivation and emotional exhaustion. These results suggest that organizations have to do their best to manage P-O fit, be it through employee screening or training and workshops to try and align organization and employee values and objectives. If managers of organizations are positively evaluated by the employees, it will be easier for them to, give things of value to employees, such as sense of direction, values, and recognition, and receive other things in return such as esteem and responsiveness. Consequently, organizational leaders are not only able to manage employee experiences, but also their fit with the organization. Even if a manager cannot control employee P-O fit, this research suggests, that a focus on reducing emotional exhaustion rather than increasing intrinsic motivation seems optimal. This research also supports the idea that motivation has a direct association with a frontline employee's boundary spanning behavior. Even in situations where emotional exhaustion cannot be reduced, organizations may still influence frontline behaviors through motivation.