• Safety and Health at Work
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• 제13권2호
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• pp.213-219
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• 2022

Objective: The Job Demand & Resources model suggests work characteristics are related to mental well-being and work engagement. Previous work describes the development of a combined construct 'engaged well-being at work' (EWB). To what extent changes in measures of this construct are responsive to changes in job demands and resources or associated with changes in job-related attitudes has not been established. Methods: Longitudinal employee-level data from three waves (German Linked Personnel Panel) were used. Logistic and linear fixed effects regression analyses explored longitudinal associations between changes in EWB for participants over a three-year period with changes in job demands and resources and job-related attitudes (job commitment, satisfaction, and turnover intentions). Results: While job resources were associated with increased odds for a change into a healthier and/or more engaged category of EWB, job demands reduced them. Job resources were more strongly related to higher EWB (OR_range = 1.22 - 1.61) than job demands (OR_range = 0.79 - 0.96). Especially psychological job demands showed negative associations with improved EWB (OR = 0.79). A change from the least desirable category 'disengaged strain' to any other category of EWB was associated with greater odds by up to 20.6 % for increased commitment and job satisfaction and lower odds for turnover intentions. Discussion: Improving work characteristics, especially job resources, could increase employees' EWB, emphasizing the importance of job characteristics for a healthy workplace. Because EWB seems to be associated with job attitudes, an improvement of this indicator would be relevant for employees and employers.

• 산업공학
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• 제16권spc호
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• pp.116-122
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• 2003

We analyze how much employees' work abilities and overall satisfaction on the job or corporate influence on the productivity and customer satisfaction in the service industry, which is characterized by simultaneity, heterogeneity, intangibility and etc. Employees always encounter customers in process of the service. So, the employees' attitudes and behaviors have direct influences on the service quality or satisfaction which customers perceive. Also, employees' satisfaction or work abilities can lead to increase or decrease the productivity. To grasp and demonstrate the cause and effect relationship, we firstly measure the degrees of employee satisfaction organized by 11 factors through survey, and also measure employees' overall satisfaction, organizational commitment and productivity. Secondly, we define service value as the employee's objective measure index and collect it with the data related to customer satisfaction. Based on the collected data, thirdly we define how the relationship among the employee satisfaction, the productivity, the service value and the customer satisfaction are affected by the employees' work abilities and overall satisfaction with SEM(Structural Equation Model). And finally, we classify employees according to their abilities and the degrees of satisfaction respectively and suggest important strategies to manage them effectively.

• 한국조리학회지
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• 제12권2호
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• pp.73-87
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• 2006

The purpose of this study is to investigate if recommendation selling (methods of recommendation selling, a key word used for recommendation, and employee attitude) influences the customers' menu decision. The results of the study are as follows: 'Menu picture' and 'explanation by word' among the tools used by employees for recommendation were found to influence customers' menu decision. The words such as 'new menu' and 'special only today' used by employees for recommendation were found to influence customers' menu decision. Employees' attitude elements such as 'interesting explanation', 'dressed up tidy', 'strong intention', and 'patience' were found to influence customer's menu decision. 'Recommendation selling' in the food and beverage industry means 'employees help customers make a good decision on food and beverage service'. This study makes an important contribution to the food industry in terms of providing substantial marketing strategies.

• 한국식품조리과학회지
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• 제13권4호
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• pp.402-409
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• 1997

Understanding the satisfaction and dissatisfaction of employees has been deemed important for smooth and efficient food service management. The aim of this study was to examine the relationship between the dishwashing employees' job satisfaction and the operational and managerial factors in hospital foodservice systems. A survey of twenty conventional hospital food service systems was undertaken and detailed information was collected from 280 dishwashing employees through mailed questionnaires. Dishwashing employees' satisfaction was evaluated by measuring their job attitudes towards four aspects of their job using the modified Job Description Index (JDI). Descriptive analysis and Pearson product moment correlation analysis were used to analyze the data. The dishwashing workers were found to be more satisfied with their interpersonal relations with co-workers than with work content, pay or promotional opportunities. The demographic variables including education, type of employment and work experience were significantly related to job satisfaction. As the ratio of supervisors to dishwashing workers increased, the degree of satisfaction in dishwashing workers increased significantly.

• 보건의료산업학회지
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• 제2권1호
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• pp.56-83
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• 2008

The purpose of this study was to provide basic materials needed to enhance quality of organizational life by identifying the improvements of labor union management in the perspective of general hospital organization management. The subject of this study were 686 employees in 12 General Hospitals in Metro Capital including Seoul. Materials were collected from administrators, nurses and medical technicians in target hospitals from March 20 to May 10, 2005 through survey questionnaires. The main results of this study were as follows: 1. the commitment level of the subjects according to their characteristics was higher in older employees than the younger ones, large family to support than small family to support and those who had higher positions in labor union. 2. The commitment level of the subjects according to the job and role related variables were higher those who had higher satisfaction level to their job and manager, role conflict in all hospitals. 3. The commitment level of the subjects according to union related variables, variables jointly controlled by union and employer was satistically significant positive correlation. In other words, the commitment level of the subjects according to the subjects' labor union involvement was higher in those who had higher satisfaction in labor union and perceived their colleagues' attitudes more positively in all hospitals. Regarding the atmosphere of the relationship between union and employer and the level of commitment in labor union, the better the atmosphere of the relationship between union and employer was, the higher the level of commitment in labor union was in all hospitals. 4. The results of multiple regression analysis shows that formal and informal socialization, union participation to the union management cooperation program, job satisfaction, satisfaction with the labor union's were all found as important antecedents of labor union commitment. 5. Job and role-related variables, union-related variables, variables jointly controlled by union and employer, and labor union commitment level were all found significantly different in accordance with the characteristics of unions concerned. To summarize study results, the level of commitment in labor union depends on job satisfaction, manager's attitudes, satisfaction to their jobs, union satisfaction, their colleagues attitudes toward union and the atmosphere of employer-employee relationship. Therefore hospital managers should have democratic and flexible attitudes toward labor union. Additionally, as formal and informal socialization, union participation to the union-management cooperation program is important determinant in union commitment, hospital managers should have countermeasures to enhance the colleague attitude and job satisfaction level of hospital employees. Since this study deals with psychological nature of workers not a few drawbacks and shortcomings may be detected in the finding. Nevertheless, the finding of this study, to become a momentum that will stimulate further research to detect all the cues of labor union commitment and to provide valuable reference in forming logical union commitment and labor union-management cooperation.

• 한국병원경영학회지
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• 제9권3호
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• pp.98-127
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• 2004

The purpose of this study was to provide basic materials needed to enhance quality of organizational life by identifying the improvements of labor union management in the perspective of hospital organization management. The subjects of this study were 510 employees in 1 University Hospital and 3 General Hospitals in Metro Capital including Seoul. Materials were collected from administrators, nurses and medical technicians in target hospitals from April 26 to May 7, 2004 through survey questionnaires. The main results of this study were as follows: First, From the results of multiple regression analysis to identify major influencing factors of labor union commitment level, In University hospitals, males than females, and those who had senior officer posts in labor union showed higher positive correlation with the attitude of their colleagues. In general hospitals, those who had served in Union for shorter period showed higher commitment in union. Second, When looking into the major influencing factors on the level of commitment in labor union according to their jobs, male administrators showed higher positive correlation in the level of commitment in labor union and the relationship with union. Among nurses, those who had lower education level, those who had higher job satisfaction, those who had higher emotional attachment to their job, those who had better relationship with union and better satisfaction in union showed higher commitment level. In medical technicians, those who had higher emotional attachment to their job showed higher commitment level. To summarize study results, the level of commitment in labor union depends on job satisfaction, managers' attitudes, emotional attachment to their jobs, union satisfaction factors, their colleagues attitudes toward union and thee atmosphere of employer-employee relationship. Therefore hospital managers should have democratic and flexible attitudes toward labor union. Additionally, as job satisfaction is important determinant in union commitment, hospital managers should have countermeasures to enhance the job satisfaction level of hospital employees. Moreover, as managerial factors of the principal of hospital influence union commitment directly, the attitudes of hospital managers toward union and transparency of hospital management should be improved.

• 경영과정보연구
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• 제36권4호
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• pp.187-209
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• 2017

서비스 산업의 성과와 경쟁우위 확보는 서비스를 생산하고 고객과의 접촉을 통해 서비스를 전달하는 서비스 접점 종업원 태도와 행동에 달려 있다고 해도 과언이 아니며 지금까지의 서비스 접점직원에 대한 대부분의 연구는 친절함이나 태도 혹은 유익함과 같은 고객들과의 접촉에 관계된 것들이다. 본 연구는 증가되는 접점 직원의 중요성에 중점을 두어 접점 직원을 하나의 브랜드로 인식하는 휴먼브랜드의 관점에서 연구를 하고자 한다. 또한 서비스 접점에서 직원의 역할 뿐만 아니라 고객참여 행동이 접점직원과의 상호작용과정에 영향을 미치고, 궁극적으로 서비스품질을 향상시킬 수 있다는 결과는 더이상 고객을 통제대상에서 제외시킬 수 없다는 결론에 이르게 되었다. 고객참여행동은 고객 스스로에게 뿐 아니라 접점직원에게도 긍정적인 영향을 미치는 것으로도 밝혀지고 있다. 따라서 서비스 접점직원의 휴먼브랜드적 특성이 고객의 참여도를 이끌며, 이는 서비스 브랜드와의 관계와 서비스 브랜드 태도에 긍정적인 영향을 미친다는 것을 기본 이론으로 하고, 서비스 브랜드를 이용하는 고객을 대상으로 설문 조사를 진행하고 분석하였다. 서비스브랜드와 고객과의 관계 강화 형성에 미치는 영향에 있어 서비스 접점직원의 휴먼 브랜드적 특성과 고객의 자발적인 정보제공 참여도를 함께 살펴봄으로써 선행 연구들을 더 확장시킬 수 있을 것으로 판단하여 진행하였다. 연구 결과 접점직원의 휴먼 브랜드적 특성 중 신뢰성, 친숙성, 공감성이 고객과 서비스 브랜드와의 관계 강화와, 서비스 브랜드에 대한 태도에 영향을 미치는 것으로 나타났다. 본 연구의 검증으로 기업이 마케팅에 있어 가장 중요한 부분을 차지하는 접점직원의 자질 및 특성을 검토할 수 있게 함으로써 이론적 실무적인 전략에 중요한 시사점을 제공하리라 본다.

• 유통과학연구
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• 제17권3호
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• pp.57-67
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• 2019

Purpose - This study aims to examine the impact of work values on entrepreneurial attitudes, and test the moderating effect of entrepreneurial opportunity identification on the above mentioned relationship as well. Research design, data, and methodology - A questionnaire survey was conducted to 258 employees who comes from 8 different types of the enterprises in northwestern of China, and the corresponding research model was verified. Results - The results show that "comfort and security" (one dimension of work values) has a significant negative impact on entrepreneurial attitudes. Another two dimensions of work values, such as "competence and growth" and "status and independence" have a significant positive impact on entrepreneurial attitudes. In addition, entrepreneurial opportunity identification has a significant moderating effect on the relations between work values and entrepreneurial attitudes. Specifically, only the entrepreneurship opportunity identification positively moderates the relationship between status & independence and entrepreneurial attitudes. Conclusions - This research further enriches the relevant theories of organizational behavior and entrepreneurships. This study also has guiding significance and value for management practice, especially for this research results implies, that is, individual's ability to entrepreneurial opportunity identification (e.g., identify feasible distribution channel for potential new venture) is important in entrepreneurship.

• 보건의료산업학회지
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• 제10권4호
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• pp.13-23
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• 2016

Objectives : This research used an exploratory approach to identify factors affecting business strategies due to changes in the healthcare market and customer loyalty factors. Methods : The research model was formulated using antecedents divided into diagnosis quality, employee attitudes, and servicescape. Moreover, differences in the structured model were analyzed according to hospital size. The data were gathered through surveys on clients, who has received care at participating hospitals. From the 200 that were distributed, 150 questionnaires were analyzed, to facilitate analysis of the research model. Results : The effects of diagnosis quality, employee attitudes, and servicescape, on customer loyalty were mediated by trust. We also found the differences between small and large hospitals. Conclusions : Customer loyalty in small hospitals was affected by servicescape, whereas that in large hospitals was affected by diagnosis quality and employee attitudes. The research results could be used to develop strategies to improve customer loyalty.

• 유통과학연구
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• 제17권5호
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• pp.73-83
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• 2019

Purpose - The purpose of this research is twofold; first, it attempts to categories customer demands into challenging and hindrance stressors, second, it investigates the effect of customer challenging stressors, hindrance stressors and customer resources on job satisfaction, emotional exhaustion and turnover intention of frontline employees. Research design, data, and methodology - A quantitative research method with an online survey was adopted to test the proposed hypotheses. Sample was collected from 186 frontline employees. And, structural equation model was conducted through AMOS 20.0 to verify the proposed hypotheses. Results - First, customer challenging stressors and customer resources positively affect job satisfaction. Second, customer hindrance stressors negatively affect job satisfaction and positively affect emotional exhaustion. Finally, job satisfaction negatively affects turnover intention whereas emotional exhaustion positively affects turnover intention of frontline employees. Contributions - In term of theoretical contributions, the current study categorized the customer demands into challenging and hindrance stressors and empirically tested the effect of challenging and hindrance stressors on emotional exhaustion, job satisfaction and turnover intention of frontline employees. Managerially, this study provides insights to the firm by highlighting the presence of challenging stressors and customer resources which have positive effect on the attitudes and behaviors of the frontline employees.