• 한국의류학회지
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• 제20권5호
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• pp.738-752
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• 1996

The purposes of this study were 1) to test the interactive effects of usage-situation (wedding receptions, home, and vacation) and personal characteristics (age, income, education, job or self-monitoring) on clothing benefits sought and 2) to identify brand type preference of consumer groups segmented by age, income, education, job or self-monitoring within a situation. The data were collected via a questionnaire from 601 housewives of ages 20's∼ 50's living in Seoul, Korea. The data were analyzed by factor analysis, repeated measure two-way ANOVA and Chi-square test. The results of this study were as follows. First, by repeated measure tow-way ANOVA, there were significant interactions of age and situation, and interactions of education and situation on Youth/Fashion benefits and Brand-value benefits. And interactive effects of education and situation on Self-expression benefits and Economic-value benefits were significant by repeated measure two-way A NOVA. Second, based on x2-test, brand type preference was significant difference between consumer groups segmented by age, education and job within a situation. And preferences of brand type were different among usage situations.

• 한국컴퓨터정보학회:학술대회논문집
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• 한국컴퓨터정보학회 2022년도 제65차 동계학술대회논문집 30권1호
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• pp.165-166
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• 2022

본 연구에서는 2020장애인 고용패널조사 데이터 중 4대 사회보험에 가입되어 있는 경제활동 장의 인 직업능력 필요정도와 직무만족 간에 복리후생의 매개효과와 차별경험의 조절효과를 검증하기 위해 목적으로 수행되었다.

• 한국직업건강간호학회지
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• 제26권1호
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• pp.55-64
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• 2017

Purpose: This study was performed for the effective management of nursing organization as surveyed choice motives and job satisfaction about nurses who changed to public hospitals. Methods: This study is a descriptive study. This study surveyed 214 nurses who changed jobs to public hospital in six Gyeonggi-do hospitals from October 23 to November 20, 2015. The collected data were analyzed for descriptive statistics, t-test, one-way ANOVA, sheffe test, multiple linear regression analysis using the SPSS/WIN 21.0 program. Results: Most of the nurses chose public hospitals due to benefits correspond to public officials. They had worked in general hospitals located on provinces and changed jobs due to a heavy workload and low benefits. Of the participants 84.1% were satisfied with changing jobs to public hospitals and the advantages of public hospitals of their choice were job stability and good employee benefits(guaranteed maternity and paternity leave, etc). On the other hand there were complaints about low salaries compared to the workload after changing jobs to public hospitals. Conclusion: Hospitals need to enhance job stability and provide nurses with good employee benefits to reduce turnover rate.

• 한국항공운항학회지
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• 제19권3호
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• pp.33-42
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• 2011

This study focused to find the main factors causing job stress to ROKAF pilots and of which factors affects to turnover intention. As a results, the factors of job stress are job characteristics, over loaded ground work, payment, promotion and employee benefits & service system. All of these 5 factors are positively related to the causes of a pilot stress. Among the job stress factors, payment, promotion and over loaded ground work are positively related as the same order. But, job characteristics and employee benefits & service system are not. Even though ROKAF pilots are stressed by annual requirement and night flying, and also are stressed by unfulfilled welfare, those two stress factors are not related to the turnover intention.

• 한국식품조리과학회지
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• 제31권5호
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• pp.635-641
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• 2015

This study considers the influence of the job satisfaction of employees at deluxe hotels and family restaurants on turnover intent, and seeks to analyze the moderating effects of company type (deluxe hotel and family restaurant) on the relationship between job dissatisfaction and turnover intent. Based on a total of 408 employees, this study reviewed the reliability and validity of the results obtained from empirical research using the Amos program. The hypothesized relationships in the model were tested simultaneously using structural equation modeling (SEM). The major findings are as follows. Job dissatisfaction was separated into five factors: the work itself, promotion, pay and benefits, supervision, and co-workers. The empirical results indicate that job dissatisfaction positively influences the turnover intent of employees. More specifically, the work itself (${\beta}=0.346$, p<0.001), and supervision (${\beta}=0.281$, p<0.001) significantly affects employees' turnover intent, whereas promotion, pay and benefits, and co-workers did not. Therefore, the turnover intent of employees at hotels and family restaurants decreased when they were motivated by strategies related to job dissatisfaction. In addition, the findings demonstrated that the company type moderated the effect of job dissatisfaction (e.g., co-worker) on turnover intent. Limitations and future research directions are also discussed.

• 한국식생활문화학회지
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• 제27권6호
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• pp.677-685
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• 2012

This study examined the job satisfaction and characteristics of dietitians working in an elderly health care facility. The subjects for the study were 116 dietitians who work in an elderly health care facility across the country. The following lists the items affecting the total satisfaction on each element of the job: the nature of work (4.20), coworkers (4.02), supervision (3.83), communication (3.81), pay (3.22), operating conditions (3.16), fringe benefits (3.05) and promotion (2.78). Regarding supervision, regular employees (3.90) had higher satisfaction than non-regular employees (3.11), and for fringe benefits, regular employees (3.10) had higher satisfaction than non-regular employees (2.52). Regarding fringe benefits, those with less than 10 years experience showed higher satisfaction than with more than 10 years'. In terms of the job characteristics, the following were found to affect job satisfaction: the task identity (3.33), variety (3.27), autonomy (3.18), feedback (3.05), friendship opportunities (3.01) and dealing with others (2.82) were listed in the highest order. For task identity, more than 41 years old (3.53) had a significantly higher score. Regarding diversity, graduate schools (3.37) had a significantly higher score. In terms of income, those earning more than 2 million won (3.37 and 3.26) showed higher scores in autonomy and friendship opportunities than those earning less than 1.5 million won (2.79 and 2.57).

• 공학교육연구
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• 제23권2호
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• pp.49-60
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• 2020

The purpose of this study is to empirically verify whether there are differences according to group characteristics in the effect of job characteristic requirements on practice performance in university long-term on-site training. Specifically, the relationship between job characteristics (job scope, job content, coaching, benefits), practical satisfaction, and occupational competencies was examined according to the group characteristics (gender types, major types, corporation types). For this purpose, the survey data were collected and analyzed for 752 students who participated in K university long-term on-site training. As a result of the analysis, first, it was found that the job characteristics (job scope job content, coaching, benefits) had structural relationship affecting occupational competence through mediation of practice satisfaction. Second, As for the differences according to the group characteristics, there were differences in the relations. Based on the result, theoretical and practical implications and follow-up studies were proposed.

• 융합보안논문지
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• 제14권6_2호
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• pp.3-13
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• 2014

본 연구에서는 시큐리티 요원의 복리후생이 조직몰입 및 직무만족에 미치는 영향을 규명하는데 목적이 있다. 이러한 목적을 달성하기 위해 서울 및 경기지역 내에 위치한 시큐리티 관련 회사에 재직중인 288명 시큐리티 요원들에게 복리후생, 조직몰입, 직무만족의 척도를 통해 자료를 수집하였다. 수집된 자료는 SPSS 18.0과 AMOS 18.0의 하위 프로그램인 기술통계, 탐색적 및 확인적 요인분석, 신뢰도분석, 변량분석, 상관분석, 공변량 분석을 이용하였으며 이에 대한 분석결과를 토대로 다음과 같은 결론을 얻었다. 첫째, 개인적 특성에 따라 시큐리티 요원들의 복리후생, 조직몰입, 직무만족에 차이가 나타났다. 둘째, 시큐리티 요원들의 복리후생(문화지원, 시설지원, 경제지원, 생활지원)은 조직몰입에 정적(+)인 영향을 미치는 것으로 나타나 시큐리티 직원의 조직몰입 증가는 복리후생이 중요한 요인으로 작용될 수 있다는 결론을 얻었다. 셋째, 시큐리티 요원들의 복리후생(문화지원, 시설지원, 경제지원, 생활지원)은 직무만족에 정적(+)인 영향을 보여 직무만족을 높이는데 복리후생을 만족하게 하는 것이 하나의 방안이라는 결론을 얻었다.

• 문화기술의 융합
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• 제9권2호
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• pp.339-348
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• 2023

코로나19 환경으로 인해 급격히 조성된 고용시장의 불확실성은 불완전고용을 만들면서 취업준비생으로 하여금 직무 요구능력보다 필요 이상의 자격이 요구되었다. 기존의 선행연구에서는 불완전고용으로 생성된 과잉자격의 직장인은 자신의 직무에 만족하지 못하고 다양한 부정적 영향을 나타냈으며, 대표적으로 이직 의도를 들 수 있다. 그러나 고용이 불완전한 코로나19 상황 안에서는 자신의 과잉자격에 대한 인식이 다르게 나타날 것이다. 또한, 급격히 높아진 경쟁 환경에서 과잉자격은 이직이 아닌 직장에 충성도로 나타날 것이라는 가설하에 본 연구가 진행되었다. 본 연구 결과 직장인에게 업무경험이 가장 큰 혜택이자 높은 위험으로 국내 고용제도를 특징적으로 나타내었다. 또한, 과잉자격으로 인한 혜택과 위험 모두 충성도에 유의미한 영향으로 나타났다. 이는 선행연구의 부정적인 영향과 다르게 코로나19로 비롯된 불안정적인 고용 환셩에서는 직장에 안정적으로 남아있으려는 의지로 볼 수 있는 결과이다.

• 한국식품조리과학회지
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• 제12권2호
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• pp.138-145
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• 1996

This study is. aimed to investigate the realities and the job satisfaction of hotel cuisine employees to be occupied with the special grade of tourist hotel in Daegu. As the factors of job satisfaction for the cooks, the 5 items such as social reputation, job itself, human relationship with co-workers, the chance of promotion, and the stability of company and benefits were selected. And 21 subitems of them were also chosen. The 154 persons of all were examined in this study. For the establishment of the factors in the area of job satisfaction, the methods of Cronbach's ${\alpha}$ analysis and factor analysis were carried out. The propensities of employees and the differences of job satisfaction were examined by using x$^2$-test method and one-way ANOVA respectively. 1. In the area of males professional cooks were 89% with respect to age, 51.9% were found to be under 25 years of age which constituted the largest age group. 96％ of the cooks had graduated a high school or had a higher education Those who had four or more years of cooking experience were 46.8％ which constituted the largest group, while about 30% had less than one year experience. Approximately 50% of the cooks earned an average of less than W700,000 per month. Among these cooks most worked for western type food establishments. Even with their higher education, we found that their work term is short and their income, low.2. In the research on job satisfaction, the survey result found was in the order of: social security, the work itself, human relationships with their fellow cooks, the chances of promotion, and job security and benefits with index-values of 4.59, 3.98, 3.18, 2.94 and 2.52 respectively.