• Journal of Industrial Convergence
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• v.7 no.1
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• pp.45-61
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• 2009

This research is aimed at grouping for the extent to which the workers' job satisfaction influences productivity with a view to improving theirs, shedding light on the difference between the workers' concepts of job satisfaction and those of the executives of the matter in terms of the statistic characteristics of individuals and coming up with efficient measures to put the Korean tax accounting offices into smooth operation. The paper is suggesting a total of eight hypotheses, and the researcher tested those with the help of difference analyses and a regression analysis. The findings reveal that there was a difference in productivity in accordance with academic background, positions and total number years of work, etc. but tat there was no difference in gender. And superiors and pay among the factors of job satisfaction influenced productivity, whereas promotion and coworkers didn't. The worker subjects and the executive subjects turned out to differ in terms of pay levels, the welfare of the works, and the level of their ability to carry out their business in regard to the actual situation of tax accounting offices in Korea.

• The Journal of Industrial Distribution & Business
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• v.15 no.6
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• pp.17-24
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• 2024

Purpose: The current study explores the impact of intrinsic motivation on nurses' job satisfaction, taking a close look at the current literature to answer what the relationship is between low/high intrinsic motivation and workplace productivity of nurses in their work at individual and collective levels. Data and methodology: The current research utilized a hybrid of descriptive and systematic review research designs. According to Huntington-Klein (2021), a research design refers to the researcher's method or approach. It includes a detailed explanation of the processes followed by identifying research variables, their evaluation, data collection and analysis. Results: A systematic literature review of the various sources (found in the reference section) revealed critical findings regarding the topic. The following are the four significant impacts of intrinsic motivation on nurses' job satisfaction: (1) Positive Attitude and Feeling, (2) Inherent Needs, (3) Productivity and Performance, and (4) Navigating Challenges of External Rewards. Conclusions: Therefore, the current study could conclude that intrinsic motivation is essential in enhancing the productivity of the nurses. Intrinsically driven or motivated nurses find it unnecessary to be supervised or pushed to work and achieve excellence. They would be proactive towards working and achieving the desired results.

• The Korean Journal of Franchise Management
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• v.8 no.4
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• pp.21-32
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• 2017

Purpose - In hotel business, how to build the relationship between leader and employees is very important, because it affects on the customer satisfaction. Thus, this research examines the effect of authentic leadership on job performance in the context of hotel industry and identifies mediating roles of organizational engagement, job satisfaction, and creativity in the relationship between authentic leadership and job performance. This study suggests the guidelines for how hotel companies should improve employee productivity and build a desirable organizational culture by presenting employee attitudes and behavioral models that explain the relationship between leaders and employees. Research design, data, and methodology - This study examines the structural relationship between authentic leadership, organizational engagement, job satisfaction, creativity, and job performance from the employee's perspective. Authentic leadership divide into four sub-dimensions such as self-awareness, balanced process of informations, internalized moral perspective, and relational transparency. In order to test the purposes of this study, research model and hypotheses were developed. All constructs were measured with multiple items developed and tested in the previous studies. The data were collected from 114 franchise hotel employees and were analyzed using SPSS 21.0 and Smart PLS 3.0. program. Result - The results of this study are as follows. First, authentic leadership have significant impacts on organizational engagement and creativity, but does not have impact on job satisfaction directly. Second, organizational engagement have significant impacts on job satisfaction and job performance, but does not have impact on creativity directly. Third, job satisfaction has significant impact on creativity, but does not have impact on job performance. Fourth, creativity has significant impact on job performance. Conclusions - The findings of this study indicate that hotel leaders should properly implement the authentic leadership and consider how to build a corporate culture to improve an organizational and employee productivity through authentic leadership. Due to the nature of the hotel industry, which relies heavily on human resources, hotel companies must manage their employees with authenticity in order to increase organizational engagement, job satisfaction, and creativity that affect hotel and employee productivity. If hotel employees perceive their leader's authentic leadership, they show more organizational engagement that increases creativity and leads to job performance. Finally, hotel employees can propose creative ideas only if they will be satisfied with their jobs. Therefore, the leader should develop non-monetary or monetary reward system for the employees and, make an efforts to foster creativity of the employees.

• Journal of Korea Society of Industrial Information Systems
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• v.27 no.5
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• pp.129-144
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• 2022

Until now, research related to telecommuting has been mainly conducted in information and communication fields such as smart work, and the need for this study emerges in that there are insufficient cases or studies confirming visible job productivity or organizational performance for companies to grasp. The purpose of this study is to investigate how telecommuting affects job performance through job creativity and job satisfaction of members of the organization. As a result of the analysis, it was found that the perception of telecommuting characteristics (communication collaboration, job productivity, work-life balance) had a significant positive (+) effect on both job creativity and job satisfaction. Second, job creativity and job satisfaction were also found to have a positive effect on job performance. Based on the analysis results of this study, it is expected to provide usefulness evaluation indicators for telecommuting to managers and policymakers of companies or institutions that want to introduce and operate telecommuting in the future in the post-COVID-19 era.

• Korean Journal of Occupational Health Nursing
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• v.20 no.2
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• pp.163-171
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• 2011

Purpose: This study is to investigate the job stress and presenteeism of nurses with work shift. Methods: The data were collected through questionnaires from 281 clinical nurses working for a university hospital located in D city from 13 to 28 of February, 2009. The data were analyzed by descriptive statistics, t-test, ANOVA, Scheffe verification test, Pearson correlation coefficient and multiple linear regression using SPSS/WIN 16.0. Results: The mean score of job stress was 3.47. Work overload and psychological burden scored the highest point as the sub-category of work stress factor. Work performance loss out of presenteeism showed 26.89 and perceived productivity, 79.79. Also 94.7% of respondents answered they had health problems. A significantly positive correlation was found among job stress, work performance loss and health issue. To determine the factors affecting presenteeism, work performance loss was associated with work overload and perceived productivity with interpersonal relationship conflict. Conclusion: Based on the findings of the study, job stress is positively correlated with work performance loss, and health problems. Therefore, health problems of nurses with work shift need to be considered and plans to manage their job stress affecting presenteeism need to be developed at an earlier stage.

• IE interfaces
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• v.1 no.2
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• pp.75-82
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• 1988

This paper studied on the relationships between productivity and job satisfaction in small group activities. The researches were practiced with the same method which prof. Rao of Babson university et al.(1987) did on autonomous work groups in U.S.A.. The researcher divided companies of Korea and Japan into similar small groups such as high productive groups and low productive groups in each country and analyzed their degree of job satisfaction. According to the result, high productive groups indicated higher degree of job satisfaction than low productive groups. In the case of Korea, besides activating QC circle activity, it is also necessary to equalize the difficulty of the works, or to set up the pay system taken the difficulty of the works into consideration. In the case of Japan, it is important to encourage good human relationships and member's cooperation and unity.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.7 no.4
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• pp.123-130
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• 2012

The automobile industry has been rapidly developing and the manufacturers in Korea as well as auto makers in other advanced countries are putting every ounce of their energies in securing their competitive edges in technology and in marketing. To that purpose, each company focuses on (i) reducing costs and (ii) improving productivity. We believe that the improved productivity can be capitalized by a set of various factors including improved organization-internal environment and employees' job satisfaction. The present research aims to identify how the internal elements contribute and lead to improved productivity. The present paper is a report of an empirical survey performed to 161 employees working in small and medium-sized firms in the automobile industry. After testing reliability and validity of the collected data, we have performed structural equation analysis using Amos of SPSS and tested a set of research hypotheses and models. The reported results will clarify the factors that influence productivity and job satisfaction and also shed light on the directions for strategic polices to keep up with the ever changing climate of the industry.

• Journal of the Korean Graphic Arts Communication Society
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• v.27 no.1
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• pp.89-106
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• 2009

The purpose of this study is to provide necessity of job stress management to chief executives officers at small and medium size printing companies. At the same time, this study offers information of successful job stress management. When managing job stress is successfully accomplished, it increases job involvement of workers and brings high productivity eventually. Independent variables are decision-making right at the job, insecurity of job, and unreasonable reward at the company, while job involvement is dependent variable at this study. After analyzing data gathered, decision-making right influences job attachment and pursuing job outcome. And insecurity of job, that is the difficult job transferring, is significant to job accomplishment.

• Journal of the Ergonomics Society of Korea
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• v.32 no.5
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• pp.429-435
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• 2013

Objective: This study aims to analyze job satisfaction and accident prevention according to job rotation system types in a motor company. Background: The study of a motor company's job rotation system has come to attention with enhancing productivity, preventing musculoskeletal disorders, and improving quality. Method: In this study, a survey was conducted to show job satisfaction rates according to job rotation systems. Also an investigation was done regarding industrial accidents and previous workers who are receiving treatment for musculoskeletal disorder over the last five years. Results: The job rotation system in this study has been carried out by voluntary decision of workers. Out of the job rotation types, the medium rotation complexity type had high job satisfaction whereas in a high or low rotation complexity type, which many workers prefer, led to less number of accidents and days of sick leave. Application: The results of this study are expected to be a fundamental data to job design.

• The Journal of the Korea Contents Association
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• v.18 no.11
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• pp.571-580
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• 2018

The purpose of this study is to evaluate the productivity of elderly employees over 60 years old and to analyze factors that directly or indirectly affect the productivity of elderly employees, based on empirical facts of HR managers. As a result, the factors that have a positive effect on the productivity of elderly employees were attitude and professionalism. The decline in physical capacity due to aging was recognized as a key factor that negatively affected the productivity evaluation of elderly employees. Among the management strategies to improve the work performance, it has been shown that work placement or job redesign according to physical competency contributes to improving the productivity of elderly employees. Also, providing safety education and communication opportunities among workers has a positive effect on productivity improvement. The results of this study suggest that it is important to improve worker productivity by arranging older workers' work experience to be able to demonstrate their accumulated career and expertise and to create a working environment that takes into account physical competence.