• Journal of Digital Convergence
• /
• v.15 no.9
• /
• pp.125-135
• /
• 2017

The purpose of this study was to investigate the relationship among organization-public relationships, external reputation and job satisfaction of workers in small and medium-sized IT enterprises. The subjects were 221 workers in small and medium-sized IT enterprises selected. The data were analyzed by the exploratory factor analysis, confirmatory factor analysis, correlation analysis, reliability analysis and structural equation modeling analysis using IBM SPSS 21 program and IBM AMOS 21 program. The results were as follow. First, Organization-public relationships influenced positively on external reputation. Second, Organization-public relationships influenced not significantly on job satisfaction of workers in small and medium-sized IT enterprises. Third, External reputation influenced positively on job satisfaction of workers in small and medium-sized IT enterprises. These results will contribute to provide implications related to organization effectiveness.

• 한국IT서비스학회:학술대회논문집
• /
• 2009.11a
• /
• pp.65-72
• /
• 2009

콜센터는 고객과의 커뮤니케이션을 강화하고 로열티를 유지하기 위한 최 일선 고객접점으로서 그 역할이 커지고 있다. 일반적으로 종업원의 직무만족은 고객만족과 기업성과에 직간접적으로 영향을 주는 것으로 알려져 있으므로, 콜센터의 주요 구성원인 상담원의 직무만족은 중요하게 고려될 필요가 있다. 특히, 콜센터는 정보시스템을 일상적으로 사용해야 하는 환경으로 정보시스템의 역할에 대해서도 심도 있게 고려되어야 한다. 본 연구는 이러한 배경하에서 정보시스템과 상담원의 직무만족간의 관계를 조사하였다. 다양한 업종의 콜센터에서 근무하는 상담원들을 대상으로 실증 조사한 결과, 콜센터 정보시스템의 정보품질과 시스템품질은 역할모호성을 매개변수로 하여 상담원의 직무만족에 유의한 영향을 주는 것으로 나타났다. 그리고 시스템 접근성과 정보의 포맷이 상담원이 인지하는 품질에 가장 큰 영향을 주는 것으로 나타났다. 이러한 실증분석 결과를 토대로, 콜센터 인적자원관리와 정보시스템 구축에 대한 시사점을 제시하였다.

• Korean Security Journal
• /
• no.32
• /
• pp.65-93
• /
• 2012

The purpose of this study is to identify problems of private security guard playing an important role at the front of private security industry effectively by examining correlation between job stress and job satisfaction of private security guard and present proposals of effective operation of private security industry. Through data analysis according to study methods and procedures mentioned above, below conclusions were obtained. First, as results of analyzing correlation between job stress and work satisfaction of private security guard, one of subsidiary job satisfaction factors, it was found that lower stress to role complications and wage system relates to higher work satisfaction. Second, as results of analyzing correlation between job stress and superior satisfaction of private security guard, one of subsidiary job satisfaction factors, it was found that lower stress to wage system, responsibility, and role complications relates to higher superior satisfaction. Third, as results of analyzing correlation between job stress and equal opportunity satisfaction of private security guard, one of subsidiary job satisfaction factors, it was found that lower stress to wage system, responsibility, and role complications relates to higher equal opportunity satisfaction. Forth, as results of analyzing correlation between job stress and welfare satisfaction of private security guard, one of subsidiary job satisfaction factors, it was found that lower stress to wage system and role complications relates to higher welfare satisfaction. Fifth, as results of analyzing correlation between job stress and wage satisfaction of private security guard, one of subsidiary job satisfaction factors, it was found that lower stress to wage system and role complications relates to higher wage satisfaction. Sixth, as results of analyzing correlation between job stress and job pride, one of subsidiary job satisfaction factors, it was found that lower stress to wage system and role complications relates to higher job pride. Seventh, as results of analyzing correlation between job stress and co-worker satisfaction, one of subsidiary job satisfaction factors, it was found that lower stress to wage system and role complications relates to higher co-worker satisfaction.

• Journal of Convergence for Information Technology
• /
• v.12 no.5
• /
• pp.278-289
• /
• 2022

This study empirically analyzed the effect of work value of beauty industry workers on service productivity through job satisfaction. First, according to the result of investigating factors that make effect on service productivity, it was identified that service productivity increases when work value and job satisfaction are higher. Also, it was identified that service productivity increases when awareness of satisfying values, intrinsic satisfaction, recognition of work value, recognition of self-value, and extrinsic satisfaction are higher. Fourthly, as a result of investigating the effects of work value of beauty industry workers on service improvement through job satisfaction, it was identified that the mediating effect of job satisfaction was also significant in the sobel test as Z value of |Z|=15.057 showed a greater value than 1.96. Based on the results of this study, it is expected that inner motivation can be increased for beauty industry workers to recognize that their work is meaningful and worthwhile and service productivity can be maximized by improving the satisfaction and intrinsic job satisfaction that come from work itself.

• The Journal of the Korea Contents Association
• /
• v.8 no.4
• /
• pp.255-263
• /
• 2008

The purpose of this treatise is to evaluate impact of education and training of travel industry's employees upon their job satisfaction and to seek for improving efficiency of such education and training and measures for personnel management. It is also to evaluate impact of education and training of travel industry's employees upon their job performance. Moreover it is attempted to make suggestions for emphasizing importance of developing potentiality of travel industry's employees and suggestions for enhancing job satisfaction of employees. Review on outcome of education and training of travel industry's employees revealed that improvement of their job satisfaction depends on contents of education and training and motivation for it, desire and ability for achievement. Also it depends on support from their superiors or colleagues and existence of environmental atmosphere. In future it is necessary to develop diverse education and training programs for the employees and not only travel industry but also competent government agencies should make long-term investment and support for fostering excellent employees in future.

• Journal of the Korean Society for Railway
• /
• v.15 no.6
• /
• pp.645-653
• /
• 2012

This study analyzes the effects of the KTX driver's person-environment(job, organization, Coworker) fit on job satisfaction, organizational commitment and turnover intention. It, additionally, examines the mediating effect of job satisfaction and organizational commitment between person-environment fit and turnover intention. Consequence of the analysis indicates that person-environment fit has mostly meaningful influences on job satisfaction, organizational commitment and turnover intention. But person-job fit makes a meaningless impact on job satisfaction, and person-coworker fit also makes a meaningless impact on job satisfaction and turnover intention. The mediating effect of job satisfaction and organizational commitment is mostly effective, but the mediating effect of job satisfaction does not affect the relation between person-organization fit and turnover intention. In conclusion, this study implies that, in order to grasp KTX driver's turnover intention and to protect actual turnover, it is important to enhance job satisfaction and organizational commitment as well as to improve overall person-environment fit.

• Korean Journal of Social Welfare
• /
• v.64 no.3
• /
• pp.101-126
• /
• 2012

The purpose of this study was to examine the influence of person-job fit on organizational deviance and mediating effects of job satisfaction and organizational commitment(affective commitment and continuance commitment) on this relationship. Data were collected from 533 employees who were working in social welfare organizations by questionnaires. The result indicated that there were significantly positive relationships between person-job fit and job satisfaction or organizational commitment(affective commitment and continuance commitment). Also, there were significantly positive relationships between job satisfaction and affective commitment or continuance commitment. In addition, job satisfaction and affective commitment were negatively related to organizational deviance, and job satisfaction is more strongly related to organizational deviance than affective commitment. It was found that job satisfaction partially mediated the relationship between person-job fit and organizational commitment(affective commitment and continuance commitment) and affective commitment partially mediated the relationship between job satisfaction and organizational deviance. It was found that the person-job fit indirectly impacts organizational deviance though job satisfaction and affective commitment. Based on these results, the implication of this study and future research tasks were discussed.

• Journal of Digital Convergence
• /
• v.16 no.1
• /
• pp.431-438
• /
• 2018

This study aimed to investigate the differences of perceived stigma, psychological empowerment, job satisfaction according to the working hours by latent means analysis(LMA). To get the results, a survey was conducted, targeting employed people with mental illness. Key outcomes of the analysis were as follows. First, it was verified that perceived stigma and job satisfaction, psychological empowerment had statistically meaningful direct relationships. Second, it was analyzed that psychological empowerment had a partial mediating effect in the relationship between perceived stigma and job satisfaction. Third, according to LMA, full-time group showed higher latent mean values on the perceived stigma and lower latent mean values on the job satisfaction. However, part-time group showed lower latent mean values on the psychological empowerment. Based in these results, comprehensive interventions for activating job satisfaction were proposed.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
• /
• v.10 no.5
• /
• pp.197-208
• /
• 2015

This study is to suggest a system to increase workers' job satisfaction by analyzing the impact of conflicts in their families and work places to the satisfaction of work and the effects of personality types affecting job satisfaction. For this study, a questionnaire targeting 450 workers was conducted. As a result of this study, firstly, it was revealed that both conflicts of the family-work place and the work place-family have statistically negative interrelationships and impacts with/on job satisfaction. In terms of sub-fact categories, it is revealed that work itself has more impacts than personal persuasion based on people's value. Secondly, the results of this study concerning the conflicts in a family and the workplace shows the same result with the previous studies. They are formed by mutual interactions of cause and effect. Thirdly, it turned out that differences in Enneagram Personality Types have statistically significant impacts on job satisfaction. The result also shows that thinking-centered personalities and behavior-centered personalities have more impacts on job satisfaction than emotion-centered personalities. Study result indicates that more wide use of a psychology consultation program for workers and their families, EPA(Employee Assistant Program). It also shows that introductions of personality trainning programs and personality coaching programs are required.

• Journal of Digital Convergence
• /
• v.15 no.12
• /
• pp.195-202
• /
• 2017

Previous studies on salesperson's performance have concentrated on increasing job satisfaction through compensations and benefits or effective communication processes and have not sufficiently considered the emotional aspect of salesperson's selling behaviors. The purpose of this study is to investigate informal learning and positive psychological capital on the relationship between job satisfaction and customer orientation of IT salespeople. Data were collected from 159 IT salespeople and analyzed by structural equation modeling (SEM). As a result, it was found that the informal learning of IT salesperson had a significantly positive impact on positive psychological capital. Positive psychological capital was significantly affect on job satisfaction and customer orientation. Positive psychological capital mediated the relationship between informal learning and job satisfaction/customer orientation. The results of this study suggest that there is a need to develop informal learning based on positive psychology and to strengthen the reflected job satisfaction and customer orientation.