• Journal of Nutrition and Health
• /
• v.29 no.6
• /
• pp.651-660
• /
• 1996

The purpose of this study was to examine and analyze the degrees and the influence factors of job satisfaction of dietitians working in hospitals in relation to performance of duty in their works and to provide effective management of hospital dietitians for high quality health and food service in hospital. The questionaire was prepared with reference to the previous studies on job satisfaction of dietitians working in hospitals throughout the nation. 201 dietitians in the country were surveyed. The period of research was from January 20 to February 28, 1995. The results are as follows. 1) In regard to the degree of job satisfaction of hospital dietitians, they showed the highest degree of job satisfaction in the relationships with fellow dietitians followed by worth and self-confidence, aptitude and interests, relationships with cooks, job stability, degree of recognition of the dietitians competence, supervision of the superiors, degree of application of professional knowledge, work load, wage level, degree of recognition of the importance of duty, cooperative relationships with load, wage level, degree of recognition of the importance of duty, cooperative relationships with doctors, degree of performance of clinical work, the number of dietitians, the prromotion system, and welfare system in that order. On the other hand, they showed the highest dissatisfaction with food service facilities. 2) The influence factors on job satisfaction are as follows. (1) Wage factor : Shorter weekday working hours and higher bonuses make greaster job satisfaction (R2=0.3115). (2) Working condition factor : Larger number of monthly holidays(R2=0.5142), shorter weekday working hours(R2=0.1077), longer previous food service experience and computer utilization (R2=0.1432) make greater job satisfaction. (3) Welfare factor : Welfare system (R2=0.4132) and promotion system (R2=0.1624) have to do with computer utilization. Job stability has to do with marital status and computer utilization (R2=0.1165). consequently, those married dietitians who use computers show higher job satisfaction. (4) Human relationship factor : Smaller mumber of patients receiving food makes greater job satisfaction (R2=0.1334). (5) Superivision factor : Shorter weekday working hours and larger number of monthly holidays make greater job satisfaction (R2=0.1709). (6) Achievement factor : Marriage, larger number of dietitians(R2=9.2293), age, larger number of monthly holiday, higher monthly wages and computer utiliazation (R2=0.1088) make greater job satisfaction. (7) Speciality factor : Marriage, longer current hospital tenure, higher position and working in seoul(R2=0.1142) make higher job satisfaction. (8) Job inclination factor : working in general hospitals rather than in oriental hispitals, working in seoul(R2=0.1776) and better bonuses(R2=0.1078)make greater job satisfaction. As a result, the following is suggested for the job satisfaction of hospital dietitions on the basis of this study : hospital dietitians can achieve miximum job satisfaction through smooth relationships with coworkers, and the responsible managers should improve welfare and working conditions for the job satisfaction of hospital dietitians.

• The Journal of the Korea Contents Association
• /
• v.10 no.2
• /
• pp.295-305
• /
• 2010

The occupational socialization process of security and secretary service goes through four stages of preparation, adaptation, conflicts, and maturity and dynamic and incessant changes. The preparation stage includes the preparation to become a security and secretary service, the importance of what to prepare, usefulness of college education, required courses, and certificates. The adaptation stage includes the percentage of bodyguard and secretary, systematic nature of work, stagnation of the job, abilities required for a security and secretary service, elements to work on, job satisfaction, information sources, professionalism of the job, and future of the job. In the conflicts stage includes conflicts at work, difficulty of security and secretary service, problem-solving efforts, advice and consultation, satisfaction with workload, job stress, perceptions of others for security and secretary service, experience of trying to get another job, and supplements. And the maturity stage includes the changes to the roles and capabilities of a security and secretary service, autonomy of business management, degree of others' recognition of one's abilities, methods to evaluate job performance, salary, social status and pride, and efforts for self-development.

• Journal of Labour Economics
• /
• v.30 no.3
• /
• pp.1-41
• /
• 2007

Since Korea experienced a 'jobless growth' in 2003, creating jobs in the service sector has been considered as a top priority employment agenda. However, despite high employment outcomes in services, labor productivity remains stagnant in the service sector in recent years. A great deal of concern has been raised regarding newly created service jobs. Critics say low productivity in the service sector will harm the engine of economic growth in our country. This paper investigates the side of the demand for quality of labor, namely, the demand for skills as one of the main source of low productivity in the service sector. To analyze the changes of skills demand, this paper suggests the concept of job-based skills instead of worker-based skills and presents the way of constructing measures of job-based skills. By means of common factor analysis using job information in the Korean Dictionary of Occupational Titles, I extract 4 direct measures of job-based skills, such as cognitive skills, physical skills, fine skills, interactive skills. These skill measures are used to explore and to test how the skill structure changed in the service sector during 2002-2006. Empirical Results show that whereas the goods sector makes progress toward upskilling being represented by increased cognitive elements and softenization of tasks, the service sector, although high-educated workers increased, exhibits trends of deskilling in the sense of job-based skills during 2002-2006 in Korea. The trend of deskilling however does not seem a general aspect in the overall service sector. Rather, it seems a compound process that high-skilled jobs are created, but, on the other hand low-skilled jobs requiring physical labor are produced at the same time.

• The Journal of the Korea Contents Association
• /
• v.20 no.4
• /
• pp.331-347
• /
• 2020

In the modern economic area of service-based logic, the importance of the service industry continues to increase. Yet in spite of the various promotional policies of the government, growth remains at a standstill. It is now time to turn away from the outwardly visible form of the issue and to contemplate its root cause. This study thus investigated the service essentials based on philosophical thought in order to secure the continuous growth and competitive advantage of a service industry with an unshakable foundation. The effect of service essentials on job performance by service industry was also empirically analyzed. To conduct the study, a research hypothesis was verified by using the final 900 copies of survey data for service industry workers for data analysis. The results of the study on service essentials showed that interaction and harmony were found to have a positive effect on job performance in the transportation industry, while it verified the positive effects on job performance for interactivity and horizontality in the finance and insurance industry, and interactivity, horizontality and harmony in the hotel and resort industries. As a result, it was confirmed that service essentials had a partial effect on performance in the service industry. Various and in-depth studies on service essentials are thus required in the future, and it is also necessary to expand the parameters or adjustment variables that are capable of affecting performance.

• Korean Journal of Occupational Health Nursing
• /
• v.21 no.2
• /
• pp.145-153
• /
• 2012

Purpose: The purpose of this study was to verify influencing factors on service quality provided by care helpers working for the elderly in long term care. Methods: The data were collected using self-reported questionnaire from 221 care helpers working in long-term care facility or home care service center. The data were analyzed using multiple regression with the SPSS/WIN 17.0 program. Results: There were significant differences in service quality depending on the health status, intimacy level, pleasure level, job education, and turnover intention. Factors influencing service quality were gender, intimacy level with elderly, type of working place and job satisfaction with $R^2$ value of 17.3%. The most influencing factor was intimacy level (${\beta}$=.249), followed by job satisfaction (${\beta}$=.208), gender (${\beta}$=.170), and type of working place (${\beta}$=.146). Conclusion: The results of this study indicate that the effort to improve the service quality of care helper should be focused on helping intimacy building between the elderly and the care helper. Also, a more effective way to improve service quality would be intervening for care helpers providing institutional care.

• Fashion & Textile Research Journal
• /
• v.9 no.1
• /
• pp.41-48
• /
• 2007

Marketing strategists believe that the best way to satisfy customers is through satisfied employees. In fashion retail businesses, salespersons play a pivotal role for the success of business, since fashion products have emotional properties and customers' emotion is largely affected by personal selling at the point of purchases. The present study aims to examine relationships among internal service quality, job satisfaction, and organizational performance in fashion retail businesses. Specifically, the study will test the validity of applying service quality concept to the internal service targeting the sales person of fashion retailers and identify dimensions of internal service quality. Data were collected from salespersons of women's wear and imported brand stores at four major department stores. 205 survey responses were used for the final analysis. The factor analysis extracted empathy/tangibility, assurance, responsiveness and reliability factors. The structural path analysis and effect analysis indicated that the importance of assurance and responsiveness of internal service quality had significant direct effects on job satisfaction and significant indirect effects on organizational performance. Reliability dimension of internal service quality had a significant direct effect on job satisfaction. The importance of empathy/tangibility dimension, however, was relatively weak in the model.

• Korean Journal of Social Welfare
• /
• v.56 no.3
• /
• pp.279-301
• /
• 2004

Relations of factors associated with burnout were investigated among 124 child protective service workers currently working in Korean Child Abuse Prevention Centers nationwide. Three categories of factors associated with burnout were examined; (1) individual characteristics, (2) job-related characteristics, and (3) job-satisfaction. Social survey method using questionnaires by mail was employed. MBI(Maslach Burnout Inventory) for measuring burnout, a part of Smith, Kendal & Hulin's JDI(Job Description Index) for job-satisfaction, and a scale measuring the special characteristics of job developed by researchers were used. Mann-Whitney test and Kruskal-Wallis test were employed to analyze the data. Across all burnout sub-scales(emotional depletion, dehumanization of clients, lack of feelings of achievement), subjects reported a high degree(above the cutting point) of burnout. Several factors were identified as associated with burnout. Child protective service workers who are young, single with front line worker status reported higher burnout. Lack of education and training before the job location were another factors which contributed to worker burnout. Lack of proper supervision stood out as another burnout provoking factor. Job-satisfaction was negatively correlated with all three burnout sub-scales, which meant the lower the job-satisfaction, the higher the burnout of service workers. The findings implicate that the administrators of Child Abuse Prevention Centers should pay close attention to their workers' sign of burnout and develop carefully designed support system which include provision of excellent supervision, proper education and training opportunities and organizational effort to strengthen employees' overall job-satisfaction to secure their quality of services toward abused children and their family.

• Culinary science and hospitality research
• /
• v.18 no.2
• /
• pp.118-133
• /
• 2012

The purpose of this study is to investigate the relationships of core-self evaluation, service recovery performance, job satisfaction and turnover intention among frontline staff in the Korean hotel industry. In order to examine the proposed hypotheses, descriptive statistics analysis, frequency analysis, confirmatory factor analysis, reliability analysis, correlation analysis and covariance structure analysis were undertaken using SPSS(10.0) and AMOS(4.0) to explore the relationships among variables. The results showed that core-self evaluation had a significantly positive effect on service recovery performance. In addition, service recovery performance had a significantly positive effect on job satisfaction, while there was no evidence of relationship between service recovery performance and turnover intention. Job satisfaction was explored to have a significant negative effect on turnover intention.

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.19 no.11
• /
• pp.463-472
• /
• 2018

The purpose of this study was to investigate the influence of hotel training satisfaction to on the job satisfaction, organizational commitment, and service quality. The sample was obtained during 3weeks periods from Oct $14^{th}$ 2017 to Nov $4^{th}$ 2017 and out of 230 copies of the questionnaire, 223 copies responded with sincerity were made an object of the analysis. The results of the study were as follows, Firstly, training had an positive impact on the job satisfaction, Secondly, training significantly effected on organizational commitment. And practical training in the hotel has a positive impact on improving the quality of service. Third, job satisfaction has a positive effect on quality of service. Finally, organizational commitment also has a positive effect on service quality.

• Korea Trade Review
• /
• v.46 no.2
• /
• pp.55-74
• /
• 2021

Despite the growing importance of the logistics industry, it has been socially recognized as a 3D job and is perceived as a field of lower professional identity since the workers themselves think that they are engaged in a less important job. According to the related researches, it shows that professional identity affects the quality of service to customers, and applying it to the workers who are engaged in the logistics industry should be a meaningful subject of research. Therefore, this study intends to look into the impact of professional identity by managers in logistics centers on their service orientation and job engagement. To this end, this study surveyed managers in logistics centers across the country and conducted exploratory factor analysis, confirmatory factor analysis, and path analysis through structural equation models. The results of this study are summarized as follows. First, among the sub-factors of professional identity, recognition of professionalism did not have a significant effect on service orientation and job engagement, while acquisition recognition and range cognition had significant effects on it. Second, service orientation had a significant effect on job engagement. It believes that this study suggested implications for educational institutions and logistics companies that develop human resources of logistics in the aspect of that it presented the importance of developing human resources of logistics as well as the directivity to where the working environment such as the autonomy in their works and the extension of their authority should take their way.