• 한국프랜차이즈경영연구
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• 제9권4호
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• pp.33-43
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• 2018

Purpose - In hotel industry, quality of leader-member exchange(LMX) relationship is very critical, because it impacts on the employee's work attitude and behaviors. Thus, this research examines the effect of LMX on employee loyalty in the context of hotel business and identifies mediating roles of work stressors, work role performance in the relationship between LMX and employee loyalty. This research suggests the guidelines for how hotel leaders should manage their employees and build employee loyalty that improve management and business performance. Research design, data, and methodology - This study tests the structural relationship between LMX, work stressors, work role performance, and employee loyalty. Work role performance divide into three sub-dimensions such as individual task proficiency, individual task adaptivity, and individual task proactivity. In order to examine the purposes of this research, 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 113 franchise hotel employees and were analyzed using SPSS 22.0 and SmartPLS 3 program. Result - The findings of this research are as follows. First, leader-member exchange(LMX) have significant positive impacts on work stressors, work role performance, and employee loyalty. Second, work stressors have significant negative impacts on work role performance and employee loyalty. Third, work role performance has significant positive impact on employee loyalty. Conclusions - The outcomes of this research indicate that hotel leaders should focus on the dyadic relationship with their employees how to improve employee productivity through LMX relationship. In turn, the quality of this relationship influences employees's work attitudes and behaviors. As a result of increasing job demands in hotel business which relies heavily on human resources, the hotel leader must find ways to prevent or reduce stressors and associated strains. If hotel employees perceive the high quality of LMX relationship, they improve their work role performance which influences loyalty. Therefore, the hotel leaders should develop monetary or non-monetary reward system for the employees and, make an efforts to have unique social exchange relationships with employees.

• 동아시아경상학회지
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• 제10권3호
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• pp.27-40
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• 2022

Purpose - The purpose of this study is to test the impact of job crafting on in/extra-role performance in Chinese context. In addition, it intends to verify the mediating effect of work engagement on the relationship between job crafting and in/extra-role performance. Research design, data, and methodology - Survey data were collected from employees of the companies in Hebei, China, for about two months, from early January 2022 to early March 2022. A total of 300 copies were distributed, and 240 copies were collected (80%), of which 222 copies were used for the final analysis. Data were analyzed for statistical tests of the measurement model and hypotheses using IBM SPSS Statistics 25 and Amos 25. Result - The analysis results are as follows. First, job crafting has a direct effect on work engagement. Second, work engagement increased employees' in/extra-role performance. Third, the mediating effect of work engagement was verified in the relationship between job crafting and employees' in/extra-role performance. Conclusion - This study expands the job demand-resource model by revealing the effect of job crafting, which changes the job given to oneself, on in/extra-role performance. In addition, this study investigated the impact of work engagement on the relationship between job crafting and in/extra-role performance.

• The Journal of Asian Finance, Economics and Business
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• 제7권2호
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• pp.249-260
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• 2020

This study aims to explore the role of Khan's engagement dimension previous study in mediating the relationship between work-life balance and in-role and extra-role performance of salesforce. To measure the data, a quantitative approach conducted through a survey of the sales force in the financial services industry sector in Makassar City, Indonesia. We determine the sample by using purposive sampling technique, and a total of 188 salesforce respondents. SEM-PLS with the second-order model was applied to test the measurement model and the mediator role of the engagement. The results show that the engagement dimension fully mediates the effect of work-life balance on both in-role and extra-role performance direct or indirect effect. the findings in this study also address the great concern of both individuals and organizations that the antecedents of the work-life balance variable are fundamental reasons for improving performance. The results of this study indicate that the work-life balance program positively influences engagement. Overall, we can conclude that commitment not only serves as a means for employees to fulfill formal job requirements. This can also encourage them to take action that goes beyond the precise requirements of their work by presenting them physically, emotionally, and cognitively in the work environment.

• The Journal of Asian Finance, Economics and Business
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• 제7권7호
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• pp.335-341
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• 2020

The study aims to examine the relationship between talent management and work engagement and its impact on nurses' performance in Indonesia. This study is also intended to understand the role of work engagement in moderating talent management and employee performance. This present study applied a quantitative method using path analysis to investigate the relationship between variables and the primary role of work engagement. The participants of the study were nurses both in privates and public hospitals in Indonesia, with a total of 376 respondents. Closed questionnaires were processed in this study with a Likert scale with five choices ranging from 1 (strongly disagree) to 5 (strongly agree). The questionnaires were entirely collected over almost five months using Google form. The results of the study confirmed that the nurse performance, both at government and private hospitals, are categorized as good, while the work engagement and talent management are also categorized as high. The findings confirmed that talent management positively influences work involvement and employee performance. In addition, this study suggests that work engagement plays an essential role in moderating between variables and provides a confirmation of the important role of talent management and work engagement for nurses' performance.

• 대한간호학회지
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• 제46권3호
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• pp.338-348
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• 2016

Purpose: The purpose of this study was to examine correlations between nurses' self-leadership and individual work role performance and correlations between self-leadership in nursing units and team members' work role performance. Methods: Participants were 202 conveniently selected general nurses from 5 general hospitals in Korea. The study was carried out on 35 nursing units. Data were collected during February 2015 with self-report questionnaires. Results: For factors affecting individual work role performance, self-expectation, self-goal setting, constructive thought, clinical career in the present nursing unit and marital status accounted for 44.0% of proficiency, while self-expectation, self-goal setting, constructive thought, and marital status accounted for 42.3% of adaptivity. Self-expectation, self-goal setting, constructive thought, self-reward, clinical career in the present nursing unit and position accounted for 26.4% of proactivity. In terms of team members' work role performance, self-reward and self-expectation in nursing units explained 29.0% of team members' proficiency. Self-reward and self-expectation in nursing units explained 31.6% of team members' adaptivity, and self-reward in nursing units explained 16.8% of team members' proactivity. Conclusion: The results confirm that nurses' self-leadership affects not only individual self-leadership but also team members' work role performance. Accordingly, to improve nurses' work role performance in nursing units of nursing organizations, improvement in nursing environment based on self-leadership education is necessary and nurses' tasks rearranged so they can appreciate work-autonomy and challenges of work.

• 대한간호학회지
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• 제31권4호
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• pp.571-583
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• 2001

Purpose: The purpose of this study was to examine the levels of burnout experienced by Korean hospital nurses (N=198), and to identify predictors of their nursing outcomes such as job performance, work satisfaction, and productivity. Method: Hierarchical multiple regression was used to identify predictors of each nursing outcomes. Included predictors were nurses' general characteristics, work- related characteristics (role stress and perceived control), and burnout. Results: Korean nurses experienced higher levels of burnout compared to the cutoffs suggested by Maslach and Jackson (1986) and to those in the USA. For each nursing outcome, predictor variables explained 39% of the variance in role performance, 30% of the variance in work satisfaction, and 38% of variance in productivity. Higher personal accomplishment, lower role ambiguity, being staff nurses, and lower emotional exhaustion were related to higher job performance, and higher productivity. Lower role conflict and role ambiguity were also related to higher work satisfaction. Conclusion: Based on the findings of this study, managemental interventions for nurses to reduce their burnout experience are needed. Further study in this area is warranted.

• 핵의학기술
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• 제12권3호
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• pp.199-207
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• 2008

목적 : 역할 모델링의 목적은 효율적(빠르고, 쉽고, 정확 하게)으로 업무를 수행하는 업무의 달인(達人)을 찾아 이를 모델로 하여 실무자들이 효과적으로 각자 맡은바 업무를 수행 할 수 있도록 하기 위한 과정이다. 이러한 과정은 실무자들 간의 업무 능력의 편차를 발견하고 역할 모델을 제시하여 실무에 최적화된 업무 프로세스를 정착하기 위한 노력이며 이는 업무 기술 기준의 표준화 작업이라고 할 수 있다. 실험재료 및 방법 : 서울아산병원 핵의학과는 6~7개의 역할 모델링 항목을 개발하였고, 실무에 적용하여 관리하고 있다. 이 중에서 첫째, Bone scan 검사 시에 발목 고정의 중요성 인식 및 고정의 효율 향상과 둘째, Bone scan 검사에서 시작 지점과 종료 지점의 표준화를 통한 업무 개선 사례를 보고한다. 결과 : 두 가지의 사례 모두에서 개선 전에 비하여 개선 후에 업무 효율을 향상할 수 있었다. 결론 : 역할 모델링(Role modeling)의 실무 활용은 궁극적으로 성공적인 업무 수행자 또는 우수한 집단들의 행동 및 업무를 과학적으로 분석하여 탁월한 역할 모델을 발굴하고 이를 업무 기술 기준 표준화에 적극 활용하여 직원들 간의 업무능력의 편차를 줄이는데 그 목적이 있다. 즉, 담당 업무를 효과적으로 잘 처리하는 직원을 모델로 하여, 업무를 열심히 수행함에도 불구하고 그 성과가 부족한 직원의 성과 향상을 꾀하는 것이 주된 목적이라 하겠다. 핵의학팀은 역할 모델링 항목을 지속적으로 개발하고 실무에 활용하여 업무를 개선해 나아갈 계획이며 업무 개선 활동에 유용하게 사용할 수 있는 도구로 평가하고 있다.

• 가정과삶의질연구
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• 제10권2호
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• pp.99-112
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• 1992

This research was designed to illuminate that work domains and family domains are not separated but interacting spheres and to suggest efficient coping strategies than alleviate work/family role conflicts. The subjects of this study were 395 employed professional wives living in Seoul. Korea. Survey methods were questionnaires. Data analysis strategies were percentile, frequency, one-way-anova and multiple classification analysis. The results were as follows; 1)Employed wives experienced time-based conflicts and strain-based role conflicts. This finding supports the scarcity approach that multiple roles inevitably create strain. 2) Individual, family and work-related variables were predictors of work/family role conflicts. This findings indicate that work domains and family domains cannot be regraded as separated spheres. 3) Employed wives tried to meet all the given roles demands not by reducing role responsibilities, but by increasing the efficiency of role performance. This finding reflects the characteristics of employed wives who try to perform successfully all the responsibilities. 4)The negative correlation of coping strategies and work/family role conflicts suggests that strategies can function effectively in alleviating the work/family role conflicts.

• 한국보육지원학회지
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• 제6권2호
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• pp.39-56
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• 2010

본 연구의 목적은 보육직무능력 프로그램의 효과를 검증하는 것이다; 즉 보육시설에서 보육효능감, 교사역할수행, 교사민감성 향상을 위한 교육을 함으로써 보육효능감, 영아교사의 역할수행, 영아의 요구에 대한 교사민감성을 증진시키고자 하는 것이다. 본 연구대상은 정읍시의 44명의 영아담당 보육교사들이다. 이들은 통제집단 22명과 실험집단 22명의 교사로 나뉘어졌다. 교사들은 보육효능감, 교사역할수행, 교사 민감성을 평가하기 위해 사전-사후검사로서 질문지에 응답하였다. 본 연구결과, 보육직무능력 프로그램에 참여한 실험집단의 보육효능감, 교사역할수행, 교사민감성이 통제집단에 비해 유의하게 증진되었다. 결국, 보육효능감, 교사역할수행, 민감성을 향상시키기 위해 수행된 프로그램의 효과가 있음을 알 수 있었다.

• 융합정보논문지
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• 제11권10호
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• pp.230-238
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• 2021

본 연구는 병원 종사자의 워라밸과 직무성과의 관계에서 직무 열의의 매개효과를 파악하고자 하였다. 부산·경남 소재의 병원 종사자를 대상으로 구조화된 설문지를 이용한 자기기입식 설문조사를 통해 수집된 자료를 SPSS 26.0와 Process Macro 프로그램을 사용하여 분석하였다. 분석 결과, 직무성과인 역할 내 성과와 역할 외 성과에 직무 열의가 가장 큰 정(+)의 영향을 미쳤으며, 워라밸은 직무 열의를 높이는 요인으로 검정되었다. 또한, 워라밸이 직무성과에 직접적으로 정(+)의 영향을 미치기도 하였으나, 직무 열의를 매개로 간접적으로 영향을 미치기도 하였다. 특히, 워라밸과 역할 외 성과간의 관계에 있어서 직무 열의는 완전 매개하는 것으로 검정되었다. 조직 차원에서 병원 종사자의 직무성과를 향상시키기 위해서는 직무열의를 높여야 하는데, 그 일환으로 워라밸을 중시하는 조직 문화를 구축하기 위한 노력이 필요함을 의미한다.