• Journal of Korea Port Economic Association
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• v.25 no.2
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• pp.25-56
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• 2009

The purpose of this study is to analyze the components and to verify the relationship between service orientation, employee satisfaction, customer orientation and business performance of liner shipping company. In order to achieve the purpose of this study, literature survey related to service orientation, employee satisfaction, customer orientation and business performance was carried out and took a empirical analysis by the use of questionnaire method for employees in liner shipping company. The final results and conclusions are as follows; Service orientation of liner shipping company is a major element which has an effect on employee satisfaction. It has also effect on employee's dedicational attitude to achieve company's goal with pride on their duty and organization. In addition to, the relationship between service orientation, employee satisfaction, customer orientation and business performance finally reach to valuable attitude related in customer's satisfaction, and then it will read up high business performance and successful attainment.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.10
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• pp.171-182
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• 2020

This research focuses on the importance of corporate social responsibility in building the company's reputation. Experts have studied CSR as an antecedent of a company's reputation, but the mechanisms underlying this process are rarely explored. Therefore, to fill this research gap, we demonstrate CSR's implementation combined with organizational justice based on discrepancy and equity theory. This study involved 210 employees in a family company. The study's analysis method uses Structural Equation Model (SEM), SmartPLS, with a five-step measurement and analysis procedure. The variables in this study are CSR implementation, organizational justice, employee trust, firm reputation, organizational objectiveness, organizational commitment, job satisfaction, and job performance. The results found that some of the direct relationships stated were not significant, but all demonstrations of indirect links were substantial. Besides, optimal CSR and organizational justice provide a reliable and positive domino effect in increasing the role and consequences of employee trust and firm reputation. The findings in this study confirm that upstream-downstream job performance causality can be successfully achieved if job satisfaction has been realized, job satisfaction can be achieved if organizational commitment can also be recognized, and organizational commitment can be developed. Reflection and influence, rather than organizational attractiveness becomes essential.

• East Asian Journal of Business Economics (EAJBE)
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• v.9 no.4
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• pp.57-67
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• 2021

Purpose - The corporate culture's energy is recognized to go through the company and facilitate a new balance to realize success, which means that the culture in an environment of various organizations affects the performance of its employees. The purpose of the current research is to investigate the impact of organizational culture on employee performance. Research design, data, and methodology - The current research conducted a qualitative content analysis. The primary research approach applied by qualitative content analysis is an inductive methodology, and this approach is a type of reasoning that seeks the application of logic, which later helps develop a theory that will guide the future research. Result - Research findings of the present study indicated that five solutions to the problems encountered through the execution of culture are attached to how effective the organizational culture are when workers execute. Thus, culture is realized to boost structure, because the structure of an organization elevates the behavior of the organization. Conclusion - Workers will be aware of both the negative and positive implications of executing culture in the organization. Therefore, organization managers must learn that various employees are vital people in their vicinity, and creating a culture that would make a good rapport with them is vital.

• Journal of Korean Society for Quality Management
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• v.45 no.4
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• pp.903-916
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• 2017

Purpose: The paper analyzes empirically the causal relationship between customer-oriented Quality circle activities and Business Performance for Korean service firms. We compare the operational characteristic behavior of the service firms and business performance. Methods: In this study, we used 3 variables, QC activities, Employee commitment and business performance. Especially, Service SME's QC Circle activities were analyzed in related with growth of company on the basis activities such as Leadership(team), improvement activity, Organizational learning, customer-focus activity and employee suggestion. Results: The result of analysis showed that employee commitment affected significantly on financial performance and non-financial performance and in turn, improvement activities, Organizational learning and customer-focus activity affected significantly on business performance (financial and non-financial). Conclusion: In the summary of the characteristics of this study based on the research results, first, segmenting the QCC activities in the service business into 5 elements can be considered to be differentiated from the existing researches in the aspect of utilizing the organization's objective-oriented variables differently from the researches utilized the variables related personal characteristics. Second, this study suggested the recent research results that suggested the problems of the QCC clearly, through which what new QC story approach was suggested has working level value in the aspect of activating the service QCC.

• Journal of the Korean Dietetic Association
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• v.2 no.1
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• pp.81-91
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• 1996

Customer satisfaction concerning foodservice quality characteristics were evaluated by using importance performance analysis(IPA) techniques in employee feeding operations. The purpose of this study were to survey employees' health condition and their food habits, to examine employees' perception of the importance and performance concerning foodservice quality charactertics and to analyze attributes for quality improvement in employee feeding operations. A questionaire for survey was developed and mailed to 1,700 employees and the response rate was 60.8%. Statistical data analysis was done using the SAS programs for descriptive analysis, $x^2$-test, F-test and Fisher's LSD. The results of this study were as follows 1. Most of employees responded that their health condition were generally good. 2. 17.8% of surveyed employees responded that they usually skipped their breakfast. 3. Main reasons of using employee feeding facilities identified were convenience and cheap price of meals. 4. Dissatisfied quality attributes identified were taste of food, atmosphere and location d dinning room, and the quality of food served for breakfast and dinner, 5. Satisfied quality attributes identified were nutritionally balanced meal with variety, competitive managerial skills of dietetian, and quality of food served for lunch.

• The Journal of Industrial Distribution & Business
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• v.13 no.2
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• pp.17-31
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• 2022

Purpose: The purpose of this study is to analyze factors affected by the ICT utilization with perspectives of employees (Study 1) and customers (Study 2) that are rarely approached in previous studies. In particular, this study examined how proposed factors on ICT utilization affect employee satisfaction, organization performance, customer satisfaction, and purchasing decision making. Research design, data and methodology: This study conducted an online survey to measure the effects. Cronbach's alpha was applied to test reliability and factor analysis was applied to check validity. Multiple regression analysis and ANOVA were applied to test hypotheses. Results: The results of this study found that the effects of self-development and organizational innovation on employee satisfaction were significant for study 1, while the effects of product satisfaction, promotional offers, and customer communication on purchase decision making were significant for study 2. Conclusions:This study provides managerial and policy implications. At the management level, it is necessary to make specific strategies to improve employee and customer satisfaction and organization performance associated with the utilization of ICT. The results of this study suggest that better policy should be prepared by government to foster utilization of ICT infrastructure and to enhance better relationships with employees and customers.

• Journal of the Korean Dietetic Association
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• v.1 no.1
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• pp.66-78
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• 1995

The purposes of this study were to a) analyze the dietitian's job as a foodservice manager in employee foodservice, b) examine the performance and importance levels of management activities, c) determine factors affecting performance and importance levels of management activities. A job analysis questionnaires were developed and mailed to 65 dietitians who were members of The Korean Dietetic Association Practice Group, members with management responsibilities in employee foodservices. Completed questionnaires were received from 32 dietitians for a response rate of 49%. The questionnaire contained two parts with a total of 99 statements. Statistical data analysis was completed using the SAS programs for descriptive analysis, Wilcoxon signed ranks test, Wilcoxon rank sum test, and pearson correlation. The results of this study can be summarized as follows. 1. The average score of performance and importance levels on management activities were 3.11, 3.99 respectively. And they were significantly different(p<0.001). 2. The performance level was significantly correlated to working hours per week(r= .6598, p<.01), number of meals(r=.3934, p<.05) and foodcost(r=.5208, p<.05). 3. The importance level on management activities was significantly correlated to working hours per week(r=.6214, p<.05), number of meals(r= .4161, p<.05) and foodcost (r =.6920, p<.01).

• The Journal of Asian Finance, Economics and Business
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• v.9 no.10
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• pp.115-127
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• 2022

The study's goal was to investigate the levels of employee loyalty (EL) in two Thai railway rolling stock maintenance (RRSM) companies. Simple random sampling was used to obtain a final sample of 118 individuals from October 2021 through December 2021. The research instrument was a questionnaire with an expert IOC value between 0.67 to 1.00 and a questionnaire reliability Alpha (𝛼) average value of 0.82. Descriptive statistics included the mean and standard deviation (SD). SPSS for Windows Version 21 and Multiple Regression Analysis (MRA) was used for the analysis. Results showed that the 118 employee's overall perceptions of their RRSM employers' motivating factors, human resource management, satisfaction, and loyalty were high. HRM's performance evaluation had the most significant overall influence on EL. Moreover, from the analysis of the five EL questionnaire items, the most influential item was the employee's income as a contributing factor to their EL. This was followed by the suitability of their work. Also, it seems the employees had a high level of loyalty to their firms even if a better offer of more money was made. They also indicated a high level of pride in their respective firms.

• The Journal of Economics, Marketing and Management
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• v.9 no.5
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• pp.1-13
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• 2021

Purpose: Purpose - This study investigates and aims to discuss regarding the employee's work stress and its relationship with employee's workability based on literature content analysis. Finally, this study will provide how employees can manage it and coexist while enjoying the benefits of a stress-free working environment. Research design, data, and methodology - The author collected many textual contexts from mostly peer-reviewed academic journals, which means that academic comprehensive integrity can be obtained by qualitative approach for this study with discussing and following a constructive review analysis. The content analysis aims to determine a textural dataset in the longtime frame from the newest textural information. Result - There is little doubt that this study was significant and relevant to the relationship between employee work stress and workability, indicating how organizations that manage their employees in a stress-free working environment. the present researcher separate the solutions into five categories according to the person or body responsible for the answers. Conclusion - The numerous solutions on how to deal with various stresses, the theoretical aspect of the solutions involving the theories developed by multiple past articles on how to solve work stress. In general, workability and work stress is a very large field of study. Another consideration is the numerous professionalisms in the world, and each has different ways stress is induced in the organization.

• The Journal of Asian Finance, Economics and Business
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• v.9 no.3
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• pp.171-180
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• 2022

Employee retention is becoming a crucial idea for businesses that aim to improve their performance, resulting in an increasing emphasis on the topic in today's society. Employee retention refers to an organization's ability to retain its employees. The retention of workers may be viewed as a technique used by companies to retain their personnel since it is linked to employer efforts to maintain their staff. Online surveys were initially done between April and July 2021. Furthermore, the study's primary focus was employees of small and medium enterprises. To collect data, the questionnaires were distributed through Google forms. The survey used a snowballing technique because the questionnaires were circulated among the participants. Based on the results, the research found that Perceived Organizational Support (POS) and Perceived Organizational Justice (POJ) mediate the relationship of Value Congruence (VC) and Job Characteristics (JS) and employee retention in the Lebanese Retail Sector. Employees appreciate POS because it satisfies their desires for acceptance, esteem, and connection and offers comfort during times of stress. Employers must give priority to equal effort to ensure equitable treatment for workers at work. By integrating justice and equality in all departments, the performance of workers may be enhanced.