• Culinary science and hospitality research
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• v.10 no.2
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• pp.72-83
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• 2004

The study aimed at conducting comparative analysis of employees' job satisfaction between Korean brand restaurant and foreign's in the food service industry, and suggesting useful human resource management. As a result, the survey showed several findings; The first, workers in the Korean brand restaurant have more satisfied than foreign brand restaurant employee overall. The second, expecially employees in the Korean brand company have higher pride and vision than those of Foreign brand company in the restaurant business. The third, service staffs in the both recognized very low in the working schedule, fairness of promotion, and wage. Some implications are as followed; The first, works as a one day manager or unit manager who is one of the best employees. The second, use education & training video to increasing the communication. The third, attend in the decision making to being a part of co' and giving a motivation.

• Journal of Family Resource Management and Policy Review
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• v.20 no.2
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• pp.75-98
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• 2016

This study examines the work-life balance designing of new employees using qualitative research. Eight new employees at foreign IT companies in Korea were interviewed in two groups composed of two male workers and two female workers. The research determined two main themes and seven sub-themes related to the participants work-life balance using theme analysis. The first main theme was 'working conditions' which had sub-themes, 'performance-based system in foreign IT companies', 'flexible working conditions', 'family-friendly company culture', and 'positive evaluation of the company'. The second main theme was 'work-life balance' which included the sub-themes, 'changing priority during transitional periods of life', 'work-family balance designing as a family unit', and 'difficulties balancing between work and family'. The results revealed that workers prospected that flexible working condition might solve the demands of the child-rearing period and that work-family balance was determined as a family unit. Additionally, there were gender differences in the relationships between working conditions and work-life balance.

• Journal of Digital Convergence
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• v.19 no.1
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• pp.177-186
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• 2021

This study examined the effects of the firm characteristics of the manufacturing industry on the female employment ratio. Three hypotheses regarding female employment ratio, were tested for 5,729 firms that could use financial data among the firms listed on the KOSPI from 2011 to 2019, in terms firm size, listing period, and foreign ownership. Follwing the analyses, three hypotheses were mostly adopted. It was found that as the size firm and foreign ownership ratio increased, the female employment ratio increased in the number of regular and permanent contract employees, fixed-term employees, and total employees. As for the listing period, the higher the value, the lower the female employment ratio in the number of regular and permanent contract employees, fixed-term employees, and total employees. These research results may be used as basic data for gender equal employment policies such as Affirmative Atcion for Gender Equal Employment.

• Journal of the Korean Society of Food Culture
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• v.10 no.1
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• pp.57-66
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• 1995

The purpose of this study was to evaluate the management practices and to measure the degree of job satisfaction of employees of hamburger chain restaurants in Seoul. Management practices were evaluated in terms of service, quality, cleanliness and shift management in 30 hamburger restaurants of 3 domestic and 3 foreign chain brands. Employee job satisfaction was measured by using questionnaires of Job Descriptive Index. 200 employees from the same 30 restaurants were participated in the survey. Results were analyzed by using SAS program in terms of t-test, one-way ANOVA, and Pearson's correlation. The results are as follows: 1. The factor of quality got the highest score and cleanliness the second, service the third, and shift management got the lowest score in the evaluation of management practiecs of hamburger chain restaurant. The foreign brands showed significantly higher scores than the domestic ones in every measured factors. 2. The factor of coworkers got the highest score and then supervision, the work-itself, promotion and pay got the next highest scores in descending order in measured Job satisfaction. The foreign brands showed significantly higher scores than domestic ones in JDI. 3. The foodservice employees rated work-itself was considered by employees the most important job satisfaction factor, and the next important factor was pay and then coworkers, supervision, and promotion. 4. The significant positive relationship between management practice factor of shift management and all the factors of job satisfaction except the factor of pay were found.

• Korea Trade Review
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• v.45 no.6
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• pp.55-75
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• 2020

This study examines factors that influence organizational identification of employees who work for foreign multinational corporations in Korea. First, we test whether employee perceptions on leader-member exchange, trust in CEO, and career growth opportunity can influence their organizational identification. second, we also investigate moderation effects of employee perception on subsidiary level factors such as co-operation between the subsidiary and its HQ, firm reputation of the subsidiary, and opportunity to work overseas. 391 survey results from 350 subsidiaries of multinational corporations in Korea has been collected for this study. We found that leader-member exchange, trust in CEO and career growth opportunity had a positive effect on organizational identification of employees who work for foreign subsidiaries of multinational corporations in Korea. We also found partial support for the moderation effects of HQ-subsidiary interrelationship and opportunity to work overseas in the relationship between predictors and organizational identification. With this in mind, I hope this help to reconsider competitiveness of global companies in Korea by increasing organizational identification.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.10
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• pp.413-421
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• 2020

This study aims to develop a research framework to investigate the factors affecting organizational commitment among employees who are working in Foreign Direct Investment (FDI) enterprises in Vietnam. The authors designed an online survey distributed to employees in FDI enterprises, collecting the data from 312 employees. All scales in this study are adopted from previous studies; tools employed include Cronbach's Alpha, Exploratory Factor Analysis, and Confirmatory Factor Analysis (CFA) to examine the internal consistency, reliability, dimensionality, and validity of each variable. Then, the structural equation modelling (SEM) was utilized in order to estimate path correlations between variables. Results indicate that the leadership style has the strongest effect on organizational commitment, followed by job satisfaction and working performance. Moreover, working performance and job satisfaction are also influenced by leadership style. However, there is no statistical evidence to show that job satisfaction has an impact on working performance. In addition, bootstrapping method is used to show the indirect effect of variables; results reveal that leadership style, though, does not have indirect effect on working performance via job satisfaction, but it indirectly affects organizational commitment throughout working performance. In other words, the study finds that working performance mediates the link between leadership style and organizational commitment.

• Journal of the Korean Society of Clothing and Textiles
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• v.34 no.9
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• pp.1546-1557
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• 2010

This study analyzes the status of foreign direct investment in Korean textiles and fashion firms and investigates the factors determining their performance. A total of 1,251 cases (including 1,116 manufacturers and 135 of distributors from the 2009/2010 Korean Overseas Business Directory published by KOTRA) were used. The results of this study are as follow: 1) In the case of manufacturers, China was the most heavily invested in country, and the Asian region that included China, Vietnam, Indonesia and Bangladesh consisted of 80% total investment. In cases of distributors, China was also the first ranking country and other countries, that included Vietnam, United States, and Japan are major ones. 2) In terms of the foreign entry mode, wholly-owned subsidiaries represented 90% of total cases. As the index of the degree of localization, the ratio of local employees was very high. 3) Different countries were utilized by year, type of business, and area of process. In manufacturers, Indonesia, China, and Vietnam were the most heavily utilized countries in the 1980s, 1990s, and 2000s, respectively. For distributors, China was the major market ill the 1980s and 1990s but Vietnam has emerged as the biggest market in the 2000s. In terms of area of process, China was for manufacturing fibers and fabrics, Vietnam was for most items, Indonesia was for assembly, knit, accessories, and Bangladesh was for embroidery and accessories. 4) The determining factors of the age of foreign business as the proxy index and performance of foreign business entry, were different by the type of business. For manufacturers, four factors including the dollar amount of investment, number of local employees, the mode of foreign direct investment, and entry to China were significant. On the other hand, only two factors including the dollar amount of investment and entry (other than China) were significant distributors.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.22 no.3
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• pp.470-475
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• 2021

This paper analyzed the differences in the relationship between banking service automation and employment by bank ownership type. We found significant differences in the restructuring of the labor force and increasing banking service automation between foreign banks (owned by foreign capital) and local banks. Foreign banks showed the possibilities of reducing the regular labor force through the increase in banking service automation. However, banking service automation in local banks has reduced only the number of irregular employees but increased regular employees. This paper suggests new evidence on the differences between foreign and local banks in banking personnel management with the increase in banking service automation. This paper contributes to the preceding research areas of banking, business, and governance. In addition, this paper provides important insights on banking service automation, employment, and foreign banks for banking managers and policymakers.

• Management & Information Systems Review
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• v.19
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• pp.17-48
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• 2006

While the existing research took approach method that uniformly divided the cultural difference between specific countries into individualism - collectivism in the dimension of comparative culture, this research defines the cultural sense of value of domestic university students and company employees in accordance with horizontalism-verticalism pattern within it to corroboratively define the diverse effects of advertisements of standardization and localization of global enterprises. Researching the difference of cultural sense of value owing to this generation of Korean university students and company employees, Korean university students showed prominent propensity of vertical-individualism value and company employees, propensity of horizontal-collectivism value. Researching comparatively the effect of advertisements for standardization and localization of global enterprises in connection with Korean university students and company employees, it turned out Korean university students prominently prefer localization advertisement in the TV advertisement of global enterprises and company employees, standardization advertisement. Especially, the difference between standardization advertisement and localization advertisement of university students and company employees was very remarkable in trademark attitude and advertisement information rather than advertisement attitude. With respect to model appearing in the advertisement, it turned out university students prefer localization advertisement where domestic models appear and company employees prefer standardization advertisement where foreign models appear.

• Korean Journal of Occupational Health Nursing
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• v.8 no.2
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• pp.212-220
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• 1999

This study was designed to determine anxiety factors and levels of anxiety of foreign industrial workers. One hundred and seventy five workers were researched who were working in Guro Working Complex, Ansan City and Sungnam City Working Complex asking 60 questionnaires from Feb. 25, 1996 to April 12, 1996. The results were as follows ; 1. The 30.3% of foreign workers were from Nepal. 17.7% from Bangladesh 10.9% from Srilanka, 14.9% from Philippines, 1.1% from Ghana. 80% of foreign workers were male, 77.7% were single and most of then were in the age from 25 to 34. 37.1% of foreign workers had not lived in Korea less than 12 months, 58.8% graduated from college, 33.7% from highschool, and more than half lived in a dormitory. 2. On the anxiety level related to subject workers' general characteristics, the workers level from Nepal recorded the highest point 2.70 statistically showing a significant difference(P=0.0003). On the physical anxiety level, the workers from Nepal recorded a significantly low point comparing with Jamaica, Burma, Vietnam and Nigeria(P=0.01). 3. Emotional anxiety level marked the highest on the workers living as a tenant comparing with the workers in dormitory. 4. On anxiety factors, the emotional anxiety recoded the highest, the social anxiety and the somatic anxiety. 5. On the relation between the anxiety factor, the somatic anxiety factor had a relation with emotional, environmental, and occupational factors and on the other relation between the anxiety factor and emotional factor had a relation with environmental, social, cultural factors. Moreover, the environmental factor had a relation with the cultural factor, social factor had a relation with the cultural factor, and cultural factor was related to the occupational factor.