• 한국병원경영학회지
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• 제16권3호
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• pp.19-40
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• 2011

The purpose of this research is to study empirically the relationship between servant leadership and organizational effectiveness and more importantly the moderating effect of Hospital employees' belief in public service on such relationship. The result showed that servant leadership positively affects three organizational effectiveness including job satisfaction, organizational commitment and OCB(organizational citizenship behavior). It was also found that Veterans Hospital employees' belief in public service moderated the relationship between servant leadership and those three organizational effectiveness variables. In other words, those who have strong belief in public service showed higher job satisfaction, organizational commitment and OCB as well as higher service and responsibility mind. Finally, limitations of the study and suggestions for future studies are presented in the conclusion.

• 한국조리학회지
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• 제19권4호
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• pp.94-108
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• 2013

본 연구는 국내 특급호텔 종사원의 감정부조화가 직무소진 및 직무만족도에 미치는 영향을 고찰하고 이러한 인과관계에서 종사원의 감정노동(표면행위, 내면행위)에 따른 조절효과를 검증하고자 하였다. 서울지역에 위치한 특급호텔 종사원 377명의 표본을 바탕으로, 구조방정식을 사용하여 가설을 검증하였다. 최종 연구 모형의 적합도는 ${\chi}^2$=307.888, df=51,GFI .890, AFGI .833, NFI .931, IFI .942, CFI .942 등으로 나타나 비교적 우수한 것으로 조사되었다. 연구 결과, 특급 호텔 종사원의 감정 부조화는 직무소진에 유의한 정(+)의 영향을 주었으며(${\beta}$=.194; t=3.533; p<.001), 직무만족도에는 유의한 부(-)의 영향을 주었고(${\beta}$=-.352; t=-6.906; p<.001), 직무소진은 직무만족도에 유의한 부(-)의 영향을 주는 것으로 나타났다(${\beta}$=-.267; t=-5.261; p<.001). 감정노동의 조절효과를 검증한 결과, 표면행위는 감정부조화가 직무만족에 미치는 영향에서 조절효과를 보였는데, 호텔 종사원의 감정부조화가 직무만족에 미치는 영향력은 표면행위가 낮은 집단보다, 표면행위가 높은 집단에서 유의적으로 높았다.

• 보건의료산업학회지
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• 제6권3호
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• pp.107-115
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• 2012

The purpose of this study is to investigate of welfare as employer's voluntary benefits and services in hospital on organizational effectiveness. This study was measured attitudes towards welfare and behavioral intentions and their relationship to welfare satisfaction, job satisfaction, turnover intention among employees. Attitudes towards welfare in hospitals and behavioral intentions were assessed using a sample of 163 employees who work in 4 hospitals in Seoul, Kyunggi, Daejeon. Data were collected by self-administered questionnaires from June 1 to 29 in 2012 and analyzed SPSS 18 by using correlation analysis, regression and SEM(structural equation modeling). The results of this study indicate that welfare satisfaction was positively related to job satisfaction, but negatively to turnover intention. Based on these findings, it can be defined that welfare satisfaction strongly influences job satisfaction, turnover intention among employees. The implications of this study are discussed and areas for future research are presented.

• 한국항공운항학회지
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• 제20권4호
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• pp.91-105
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• 2012

This study, the cause of an aviation security employees' job satisfaction and dissatisfaction will be understood and the data can be used as evidence to explain the position of the employees. Moreover, the results of this study shall be conducted to increase the level of service delivery and also to remove unsatisfactory factors. Thus, according to this research survey shows the understanding of the job satisfaction and service delivery influences on the overall job satisfaction of a secure enterprise's security screeners. As a results, by improving the job satisfaction of aviation security screeners, the world's most safe, convenient service and quick airport service delivery could be achieved. Therefore, in order to improve the level of Korea and the international competitiveness of airlines, the promotion of job satisfaction of employees would be very important. Moreover based on the results of this study, the advanced research on the recognition differences for service evaluation between the customers and security screeners are needed.

• The Journal of Asian Finance, Economics and Business
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• 제8권5호
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• pp.1109-1117
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• 2021

The main aim of this investigation is to explore the relationships between emotional exhaustion, depersonalization, personal accomplishment, and job satisfaction among employees working in the banking sector. A total of 214 respondents were surveyed for the purpose of this investigation and selected randomly from different banks located in the Kingdom of Saudi Arabia (K.S.A.). Job Burnout Inventory developed by Maslach and Jackson (1981) was taken into consideration to assess emotional exhaustion, depersonalization, and sense of personal accomplishment, and job satisfaction scale was used to measure the degree of satisfaction level of the employees. The collected data were analyzed by means of descriptive and inferential statistics with the help of statistical Package for Social Sciences (SPSS). The most eye-catching findings of the investigation revealed that emotional exhaustion had the greater mean as compared to depersonalization and personal accomplishment. The inverse significant correlation has been observed between emotional exhaustion, depersonalization, and job satisfaction while positive and significant relationship was observed between personal accomplishment and job satisfaction. Further, the result of the investigation from regression test indicates that the relationship existed between emotional exhaustion, depersonalization, personal accomplishment, and job satisfaction among employees working in the banking sector in the Kingdom.

• 한국조리학회지
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• 제17권4호
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• pp.25-38
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• 2011

본 연구에서는 특급 호텔 직원을 대상으로 경력개발이 개인직무적합성 및 직무만족도에 미치는 영향력을 고찰하였다. 총 353부의 표본을 가지고, 3개의 가설을 구조방정식 모형을 통하여 검증하였으며, 최종 모형의 적합도지수는 ${\chi}^2$=563.417 (p<.001), df=236, CMIN/DF=2.387, RMR=.070, GFI=.881, AGFI=.848, NFI=.921, CFI=.952, RMSEA=.065로 조사되었다. 가설 검증 결과, 호텔 직원의 경력개발 중 경력동질성(${\beta}$=.437), 경력 계획(${\beta}$=.284), 경력관리(${\beta}$=.138)는 직원의 개인직 무적합성에 유의한 영향을 미쳤으며, 직무만족도에 유의한 영향을 미치는 경력개발 요인으로는 경력관리(${\beta}$=.238)인 것으로 나타났다. 더불어 직원의 개인직무적합성(${\beta}$=.637)은 직무만족도에 유의한 영향을 미치는 것으로 조사되었다.

• 한국콘텐츠학회논문지
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• 제5권5호
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• pp.211-218
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• 2005

호텔기업은 양질의 서비스를 제공하기 위해 종사원의 행위에 보다 많은 관심을 가져야 한다. 호텔의 특성상 서비스품질은 종사원들이 어떻게 서비스를 수행하는 가에 달려있다. 즉 호텔종사원이 서비스 현장에서 신속하게 의사결정을 할 수 있는 시스템이 절실히 요구된다. 그렇게 하기 위해서는 종사원의 임파워먼트가 대단히 중요하다. 따라서 본 연구는 호텔종사원의 임파워먼트와 서비스제공수준의 관계를 분석하고 이들의 관계에서 직무만족과 조직몰입이 매개역할을 하는 가를 파악하려고 하였다. 매개효과의 조건충족에 대한 분석은 Baron 과 Kenny(1986)가 제시한 삼 단계의 매개효과 분석과정을 이용하였다. 235명의 호텔종사원을 대상으로 한 분석결과 설정된 가설은 모두 지지되는 것으로 판명되었다. 분석결과에 따르면, 임파워먼트는 직무만족, 조직몰입, 서비스제공수준에 영향을 미치는 것으로 나타났다. 또한 임파워먼트와 서비스제공수준의 관계에서 직무만족, 조직몰입 각각은 매개의 역할을 하는 것으로 검증되었다.

• 한국병원경영학회지
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• 제4권1호
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• pp.21-40
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• 1999

This study attempts to analyze the relationship between various job-related factors and the intent to turnover of employees working at different types of hospitals/clinics in urban and rural areas. The data was compiled from 1,506 employees in 21 hospitals and 10 clinics located in Kyung-gi Do. Korea, using a self-administered questionnaire. Major findings are as follows: 1) The intent to turnover was higher for the employees of small hospitals located in rural areas. It was also higher when the employees were less than 30 in age, female, single, had not received college education, and had worked for 2-5 years in their hospitals. 2) An important factor affecting the intent to turnover was job satisfaction, which in turn had a strong correlation with the job itself(opportunity of utilizing abilities and skills, subjective value attached to the current job, sense of accomplishment) and had a rather weak correlation with salary, supervision, promotion and co-worker relationship. 3) In the analysis by job category, it was found that, besides job satisfaction, the intent to turnover was significantly affected by the job itself in case of administrative personnel and by the level of salary in case of nurses. 4) For a successful management of turnover, hospitals need to develop (a) programs for improving adaptive abilities of 'new' employees(who have worked for less than 2 years), and (b) for the other employees(who have worked for more than 2 years), strategies for enhancing job satisfaction by providing the environment where they can show their maximum abilities.

• 한국식품조리과학회지
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• 제25권5호
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• pp.619-631
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• 2009

The purpose of this study was to provide basic information to school foodservice employees so that they can meet their professional responsibilities by understanding the relationship of job burnout, job engagement, job stress and level of job satisfaction and analyze the influence between these factors according to the general characteristics of the employees. The subjects included employees at 426 school foodservices in Busan. The mean job engagement was significantly different in the reason that cooks chose this profession(p<0.05), and readiness to quit(p<0.001). The mean job stress was significantly different in different age groups(p<0.01), cooking certification(p<0.01), reason that cooks chose this profession(p<0.01), and readiness to quit(p<0.05). The mean job stress was significantly different in the reason cooks chose this profession(p<0.01), and readiness to quit(p<0.05). In terms of the level of satisfaction of coworkers, the subfactor of job burnout, 'self-confidence' and 'achievement' had positive influences (p<0.01) and for the level of satisfaction of the work, it had positive influences on 'achievement'(p<0.01) and negative influences on 'exhaustion' (p<0.01). In terms of the level of satisfaction of co-workers and work, the subfactor of job engagement, 'absorption' had positive influences(p<0.01). Among the level of job satisfaction, for the level of satisfaction of pay, the subfactor of job stress, 'unstable job' had negative influences(p<0.01) and 'role conflict' had positive influences(p<0.05). For the level of satisfaction of co-workers, the subfactor of job stress, 'role conflict' had negative influences(p<0.01), and for the level of satisfaction of work, 'inappropriate circumstance' and 'unstable job' had negative influences (p<0.01).

• 한국식품조리과학회지
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• 제32권6호
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• pp.745-753
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• 2016

Purpose: This study was conducted to provide basic data for human resources management of hospital foodservice employees by determining their job characteristics, job satisfaction, and organizational commitment according to recent hospital environment changes. Methods: Our survey was administered to 248 hospital foodservice employees in Busan area from September 1 to September 25, 2014. A total of 158 questionnaires were used for final analysis. Results: The mean score of job characteristics showed significantly difference by work experience (p<0.001), annual salary (p<0.01), and cooking certification (p<0.05). Job satisfaction had significantly difference by the age (p<0.05), annual salary (p<0.001), and turnover intention (p<0.001). Organizational commitment showed significantly (p<0.001) difference by age, work experience, and annual salary. There was positive correlation (p<0.001) between organizational commitment and job characteristics, job satisfaction. Organizational commitment had significantly positive correlation with skill variety (p<0.001), feedback (p<0.01), and task significance (p<0.001) of job characteristics, with work (p<0.001), pay (p<0.001), and co-workers (p<0.001) of job satisfaction. Job characteristics (${\beta}=0.249$, p<0.001) and job satisfaction (${\beta}=0.380$, p<0.001) had positive influences on the organizational commitment(p<0.001). In sub factors of job satisfaction, work (${\beta}=0.291$, p<0.001) and pay (${\beta}=0.252$, p<0.01) had positive influences on organizational commitment. Conclusion: To develop the organizational commitment, hospital managers need to reinforce responsibility and fulfillment by job enrichment and to consider increasing salaries to get a higher satisfaction from foodservice employees.