• Health Policy and Management
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• v.10 no.1
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• pp.111-125
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• 2000

To compare the differences in the recognition on hospital utilization and satisfaction, 368 hospital employees and 485 patients were selected in four hospitals in Seoul and Kyung-gi do. The survey was done using a constructed form of checklist from Apr. 30 to May 10, 1999. And the results are as follows: l. Gaining knowledge of hospitals available among hospital employees differed from that of patients. When finding out about sources of information concerning hospitals, direct visit to the hospital was recognized to be the main factor for the hospital employees in contrast to the patients' recognition which were mass media, personal involvement of job related workplace and recommendations from other hospitals. There was no difference between university and general hospitals. 2. The factors that concern which hospital to choose there was a difference between hospital employees and patients. Hospital employees recommended their own hospital solely based on the reason that it was their work place. On the other hand, the patients made a choice based on the type of medical staff, transportation available and whether it was a university hospital or not. There was no difference between university and general hospitals. 3. The recognition of employees concerning hospital image of a hospital between hospital employees and patients was different. In university hospitals, the employees recognized the name value of university hospital and cooperation as most important, whereas the patients thought convenience, kindness were the main factors. Patients considered general hospitals to be more convenient. There was some difference between university and general hospitals. For university hospitals employees' recognition was higher and for the general hospital patients' recognition is higher on hospital image. 4. The recognition of employees was different from that of patients' on hospital satisfaction. The patients' satisfaction was higher than that of employees'. There was no difference between university and general hospitals. Based on the above findings, the employees' recognition on hospital utilization and satisfaction was different from that of the patients, but there was no difference between university and general hospitals. In both groups choice of hospital was associated with satisfaction. Results showing difference between employees' and patients' recognition can be applied to implement customer-oriented attitude and be used as a baseline data for internal-external marketing planning of hospital management. The study may be limited in that the results cannot be generalized due to its small sample size and not being able to reflect demographic variables and life style. Further studies to investigate the difference of hospital utilization and hospital satisfaction will be necessary to define demographic characteristics and recognition of employees which influences patients' hospital satisfaction.

• Journal of Community Nutrition
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• v.8 no.3
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• pp.127-133
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• 2006

This study attempted to investigate and compare the level of needs and expected benefits of information technology(IT) applications in restaurant operation from managerial and employee levels. Self-competence levels, education and training needs, and the company IT application levels were evaluated. The respondents for the study were the staff of full-service, mid-scale restaurants owned by a firm. Among the respondents, 17.6% were in managerial level(managers) and 82.4% were in employee level(employees). The results of this study indicated that compared to employees, managers perceived more in-depth that IT is beneficial and is needed in restaurant operation. Both groups rated IT as very much needed and beneficial to restaurant operation. However, managers rated their own technological competence significantly higher than the employees did. Both groups expressed the desire for IT training and education although the managers' needs were stronger than the other group. The company's IT application level was assessed by the managers and employees at a slightly higher than average score on a 5-point scale, showing no difference between the groups. The study findings show that the respondents perceived the IT needs and benefits than the present IT application level of restaurants, which suggests more IT applications be adopted to the restaurant operations.

• The Journal of Information Systems
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• v.32 no.2
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• pp.45-61
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• 2023

Purpose ESG(Environment Social Governance) activities of IT companies are very important for organizational development in that they can motivate employees to engage in job crafting by giving them a sense of purpose and meaning. There have been many studies on the positive impact of company ESG(Environment Social Governance) activities on financial performance, but unlike the existing financial performance approach, this study suggested that IT companies ESG activities can affect job crafting and job satisfaction of employee, using non-financial organizational variables. Design/methodology/approach This study, based on the related theoretical background, showed the relationship between ESG, job crafting, and job satisfaction, and it was proposed as a research model. A measurement model was constructed, and it was estimated and evaluated with LISREL 9.30, using data from IT companies employees, and it showed satisfactory data-fit of proposed model. The empirical results indicated that ESG(Environment Social Governance) take effect on job crafting, and job crafting take effect on job satisfaction. Findings This study provided several important implications in relation to the ESG(Environment Social Governance) that contribute to job crafting and job satisfaction for IT companies employees. It was confirmed that job crafting variable is a effective mediator linking ESG(Environment Social Governance) and job satisfaction.

• Knowledge Management Research
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• v.17 no.4
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• pp.77-104
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• 2016

The effective management of R&D employees is critical for a small or medium sized firm's sustainable growth. R&D employees have professional skills and choose expertise-oriented or management-oriented careers in the process of organizational socialization. This study synthetically verifies the direct and indirect effects of R&D employees' social network and self-esteem on their career orientation by organizational commitment based on social network theory and social recognition theory. The research model has been analyzed through structural equation modeling using survey responses from 220 R&D employees at small- and medium-sized firms in Korea. The analysis results show that internal network activities have direct and indirect impacts on organizational commitment and career orientation, but external network activities do not have significant effects on self-esteem, organizational commitment, or career orientation. There is no consensus in prior studies on whether expert orientation and management orientation are distinct concepts. In this study, these two types of orientation are verified as distinct concepts. It is also found that R&D employees' internal network activities are significant factors for a company's growth. A company should implement an educational system of roles and duties using which individuals can pursue career progression. In addition, it is necessary to provide career development programs such as job rotation, mentoring, and career counseling.

• Journal of the East Asian Society of Dietary Life
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• v.19 no.2
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• pp.301-309
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• 2009

This study investigated school food service employees' recognition of sanitation and sanitary education in the Kyunggi area of Korea. In terms of personal hygiene, over 90% of the food service employees acknowledged personal hygiene and regarded it as important. Inspection of personal hygiene before cooking occurred "everyday" (85.5%); however, 17.2% continued cooking after dissatisfactory personal hygiene was identified. The food service employees thought that contaminated food materials (35.3%) was the biggest cause of foodborne illness. Approximately 71.4% of the respondents answered that sanitation education and testing related to cooking were conducted "once every month". In addition, 56.4% answered that education on cooking sanitation was "lots of help" and 36.3% answered it was "very helpful". Upon examining the food service employees' awareness about cooking sanitation over 90% were aware of sanitary cooking methods, and 46.1% responded that their biggest difficulty in performing sanitary cooking procedures was excessive work duties due to a lack of food service employees.

• Journal of Distribution Science
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• v.17 no.5
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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.

• The Journal of Industrial Distribution & Business
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• v.13 no.11
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• pp.31-38
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• 2022

Purpose: Strategic management research and findings are usually not focused on dealing with concrete instruments for measuring individual competencies. The presence of traditional human resources management instruments, which include the aspects of job analysis, selection training, and even development, has been used frequently for many years in organizations. This study aims to investigate the relationship between employee reading habits and their innovativeness. Research design, data and methodology: The research methodology applied in this case is qualitative research methods. It is a method that involves the collection of data from non-numerical formats. The technique helped in understanding the relationship that exists between the reading habits of the employees and the competencies of innovation. Results: The present researchers figured out the meaningful connection between the independent variable (Reading Habit and dependent variable (Innovative Competency), explaining 'The Reason Why Employees Should Read More Books' and 'How Organizations Promote the Reading Habits of Employees'. Conclusions: It is clear that with reading habits among employees, innovation is easily achieved since these employees know their goals, how to achieve these objectives and overcome any challenge that might hinder innovation. Organizational management should work towards fostering positive reading cultures among employees in organizations.

• Journal of the Korean Society of Food Culture
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• v.23 no.5
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• pp.572-581
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• 2008

The principal objective of this study was to determine how the internal marketing of the contract foodservice management company affects job satisfaction and organization immersion, as well as the influence of the satisfaction of internal customers (employees) has on job satisfaction and organization immersion, and the function as a preceding variable that improves service quality. T-test, ANOVA, and linear regression analysis was conducted to analyze the hypotheses of the study. The summary of study as per the result of this corroborative study is presented as follows: It was verified that internal marketing affects organizational immersion and the job satisfaction of employees, and job satisfaction plays a crucial role in organizational immersion. Moreover, it was also confirmed that the higher the internal marketing is, the higher the job satisfaction and organization immersion will be, thereby improving the service quality provided by employees. If enterprise regards employees as internal customers and constantly and efficiently conducts internal marketing activities such as internal communication, training, welfare, compensation, delegation of power, supporting the management, etc, the organizational immersion and job satisfaction of employees will be heightened, thereby enhancing loyalty and pride in the organization to provide services with better quality.

• The Journal of Industrial Distribution & Business
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• v.15 no.3
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• pp.31-46
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• 2024

Purpose: Employees in the beauty industry, where emotional labor is essential, are exhausted due to stress from excessive working hours and low pay, and ultimately consider changing jobs. This study analyzed the structural relationship of turnover intention according to job stress of beauty industry employees. We tried to present implications by verifying the methods necessary for conflict management in the beauty industry from an empirical point of view. Research design, data and methodology: This study selected 518 workers in the beauty industry as a sample. Frequency analysis, validity and reliability analysis, factor analysis, correlation analysis, and regression analysis were performed using SPSS (Statistical Package for Social Science) WIN23.0. Results: The moderating effect of work experience, a moderating variable, was found to be significant in the effect of job stress of beauty industry employees following changes in the employment environment on the dependent variable, turnover intention. Conclusion: This study revealed that changes in the employment environment negatively affect the job stress of beauty workers. To reduce the job stress of employees in the beauty industry, a systematic response at the organizational level will be necessary. In addition, it is expected that it will help establish differentiated strategies such as compensation system, service training, and service management to reduce job stress.

• Knowledge Management Research
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• v.13 no.4
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• pp.31-54
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• 2012

This study examines whether employees' legitimacy perceptions of corporate social responsibility (CSR) affect their organizational citizenship behavior (OCB). It also investigates whether CEO's visionary leadership can moderate this causal relationship. CSR legitimacy is defined in the current study as employees' personal beliefs about the appropriateness of corporate CSR activities. In fact, employees evaluate the appropriateness of CSR activity based on its consistency with corporate philosophy (e.g. corporate mission, vision, and values) which functions as employees' referencial belief structure. If CSR activity is perceived as one of firm's effort to fulfill its mission, vision, and values, which means that espoused theory and theory-in-use of CSR activity are congruent, employees will consider firm's CSR activity as legitimate. If, however, employees think that CSR activity is not congruent with firm's mission, vision, and values, which means that espoused theory and theory-in-use of CSR activity are inconsistent, they will perceive that CSR activity of their firm is not legitimate. In the current study, we propose that employees who perceive that the CSR activity of their firm is legitimate are more likely to engage in OCB. In addition, we hypothesize that CEO's visionary leadership can strengthen the positive effect of employees' perception of CSR legitimacy on their OCB. We tested these hypotheses with the sample of 383 employees from 32 companies listed on DJSI (Dow Jones Sustainability Index) Korea 2009. We employed the HLM (hierarchical linear modeling) program to decompose the multi-level random effects. We found that CSR legitimacy perceptions of employees increase employees' OCB and that CEO's visionary leadership moderates this relationship. We discussed implications of these findings in more detail.