• The Journal of Asian Finance, Economics and Business
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• v.3 no.1
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• pp.43-48
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• 2016

The objective of this study is to investigate the effect of HR practices such as (Recruitment, empowerment, working condition and compensation) on Job satisfaction in the prospects of Hotel Industry of Pakistan. The sample size for this study was 100 employees who were selected through convenience sampling techniques. This study was restricted to 10 Hotels of Peshawar. Hypotheses of the study were tested through correlation and regression analysis to inspect the employee's satisfaction. The findings investigates that there is significant relationship between HR practices and job satisfaction. Moreover Recruitment and selection, empowerment and working condition have positive effect on job satisfaction, while compensation has negative effect on job satisfaction, which indicates that most of employees are not satisfied from payment of employer. Empirical findings concluded that best HR practices have significant and positive effect on employees job satisfaction. Therefore, it is suggested for HR manager to understand and implement the HR practices correctly to take good work from their employees.

• Culinary science and hospitality research
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• v.8 no.2
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• pp.1-17
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• 2002

This is the study about the efficient operation management of family restaurant employee. This study focus on the establishment and proposal of the efficient management plan of family restaurant industry's worker by the result which was analyzed statistically. In the side of employee's management, It will have to try to become accomplished a policy of public welfare possible to understand and the both direction communication that it will be able to understand with each other to understand. Also the possibility of incentive in order to be, must endeavor as continuation of the holiday duration when is not the money compensation which is simple even from compensation dimension, the holiday system which is various. In the side of employee's development training as providing the chance possibility of ability development there is a possibility where a satisfaction the business enterprise of family restaurant industry's worker will lead and occupation it will feel and the continuous training against the field which the oneself inside the store is keeping it leads and the knowledge. In the conclusion, the study of the human resources and the efficient human resources who is the possibility the manager and worker for being satisfactory should be go on.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.5
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• pp.527-536
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• 2018

This study examined the success factors of six sigma innovation in small- and medium-sized venture companies. The findings are summarized as follows. The importance of 20 items in a total of 4 factors showed that corporate vision was number one in the manager's support, followed by program composition, passionate support, high performance guarantee, and quality activity continuity. This suggests that all members can operate the program by the structured system with a sense of united goal under the company-offered vision as a community when the goal, idea or vision of six sigma activities are shared to members of the entire organization. In addition, high success can be achieved when supported by company-wide enthusiasm and high compensation for sharers' innovative efforts of six sigma at the same time. Small- and medium-sized venture companies should develop brisk six sigma activities of advanced precision parts in such an environment that the technology competition is becoming increasingly fierce. The six sigma movement should be developed as a niche strategy for small organizations with united vision sharing by company-wide operational commitment and high self-esteem for the organizational characteristics of small- and medium-sized venture companies run by key minority organizations and members.

• Journal of Global Scholars of Marketing Science
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• v.8
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• pp.111-138
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• 2001

Currently marketing researchers are investigating the causal variables affecting to salesforces' performances. Some researchers found personal and organizational affecting variables as well as structural context of variables. But almost affecting variables examined in salesforce performance researches are personal characteristics. Such organizational variables like leadership, organization's market orientation would be worth to examine in salesforce performance researches. Thus this research is intended to analyze effects of personal and organizational characteristics on salesforces' performances. Data for this research were elicited from sales representatives of motor companies. Data collected were analyzed by regression analysis using SPSSWIN Ver.10.0. The following are major findings of this research. 1. Leadership whether transformational or transactional affected on salesforces' performances. But it was not accepted that transformational leadership would be superior than transactional leadership. 2. Market Orientation of organization affected on its salesforces' performances. 3. Personal characteristics such as need for achievement, compensation predispositon, self efficacy, learning goal orientation were affect on salesforces' performances. But it found that effects of intrinsic compensation predisposition on salesforces, performances were reverser (-). Based on the above findings, the following conclusion could be drawn: 1. Organizational variables like leadership and market orientation are key managerial variables in the sales organization, meaning that sales manager development and organization's market-driven culture are important. 2. Through recruiting and educating, raising salesforces' self-esteem is necessitated.

• Journal of the Korean Society for Library and Information Science
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• v.51 no.4
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• pp.53-75
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• 2017

In this study, a survey was conducted with 385 students in a junior college, where jobs and field education are emphasized, to identify the factors affecting job information sharing. The structural equation modeling was adopted to analyze the collected data. The most influential factor to the sharing was cultural factor, which was affected by the organizational culture promoting job information sharing, the leadership of top manager, and the appropriate compensation system. The results from this study can be used as important basic data for activating job information sharing among junior college students.

• Journal of Korean Society for Quality Management
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• v.31 no.3
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• pp.19-36
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• 2003

The manager of manufacturing industry just not to have known what to do related to the law of product liability(PL) that was put into operation in July 1, 2002. The law of PL is a public law about defective product, which was established in order to compensate consumer's damages of property and body caused by product, to make sound society by the safety products and to take international competitiveness. But the existing civil law has been having clause that compensation to be taken is limited. The law of PL is resolving this limitations and is characterized by the easy relief from damages of defective product. The decision in the case of Green-man has been a precedent since the court sentenced the manufacturer to liability. The law of PL has been in force in 27 countries, including all of the EU countries, Japan, Philippines and China. It has been shown that the corporations which meet the Global Standard, could survive in global competition. The economic effects by the law of PL are the increase of consumers relief production cost by the lawsuits. This paper will recommend more biref method that is able to cover PSMS by use of QMS. It will make domestic corporation improve in the plan, manufacture and sale of products to meet the Global Standard.

• Asian Journal of Business Environment
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• v.10 no.1
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• pp.45-50
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• 2020

Purpose: This paper examines the theoretical grounds for the disclosure of the Korea Fair Trade Commission. Three central measures of the disclosure are scrutinized: The interconnected status of affiliate companies, the important matters of private affiliates, and the large internal transactions. Contemplating on three measures, respectively, we review the rationale and derive policy implications. Research design, data, and methodology: Collecting the data of violation rates and remedial measures, we analyze the intensity of the disclosure enforcement. These statistics are critically reviewed by the economic literature of mandatory disclosure. Results: Statistics evince that the Korea Fair Trade Commission has enforced the regulatory disclosure quite successfully. Violation rates of the disclosure has declined from the outset. It demonstrates that the Korea Fair Trade Commission has enforced those measures satisfactorily for about a decade. But we cannot ascertain empirically whether the regulatory disclosures are socially and economically beneficial. To evaluate the effect of the regulatory disclosures precisely, we need a further empirical investigation. Conclusions: Despite the lack of policy evaluation, this study suggests complementary measures for current disclosures. First, disclosure of executive compensation in privately held subsidiaries must be introduced. Second, the controlling shareholder/manager should be responsible for information disclosure on foreign subsidiaries.

• The Journal of the Korea Contents Association
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• v.17 no.12
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• pp.180-190
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• 2017

This is Kangwon Land casino case due to the damages of betting money, which is likely to affect the contents industry in the future. The reason why the gambler and his family's suit is that why the manager did not control their own access or did not supervise the wagering rules. The provisions of the "Restriction on the amount of money to be paid to the casino" in the Article 14 of the Enforcement Decree of the Act on the Support for the Development of the Abandoned Mine Area are not intended to increase the duty of the casino managers. It is just one of many public regulations imposed. No matter what legislation is made for public interest, it can not be considered equally in the private duty. If so, too much effort will be required to enact or amend the public law and this makes the legislative activity impossible. The Act on the Restriction on Access to the Casino shall be construed accordingly. From the point of view of economic efficiency theory, if we overestimate statutory duties (liability for compensation) excessively, the price goes up on the market, and the volume of transaction decreases drastically. This reduces the economic utility of resources in the society as a whole (total output, foreign currency acquisition amount, etc.).

• The Journal of the Korea Contents Association
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• v.20 no.9
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• pp.296-307
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• 2020

Compared to the quantitative increase in women's workforce, women's status in the organization remains poor. When it needs diverse perspectives and flexibility cope with the environment, it is an urgent challenge for companies to manage women in organizations. In this study, it is explored the internal factors of the organization that allow women managers to be more immersed in the organization. While previous researches have focused mainly on employment equality policies, this study expands the scope of existing research by considering the organization's internal support factors, such as mentoring, education and training, and organizational atmosphere. The female manager panel data showed that mentoring, education and training, and organizational climate all increase the leading influence of female. This leading influence affects organizational commitment and mediated between organizational internal factors and organizational commitment. In other words, it has been found that it is important for female managers to take the initiative in their position as well as the internal support of companies for female managers to immerse themselves in the organization. This study could contribute to solving the dilemma of the use of women's workforce by companies that fail to recover all investment costs such as recruitment, education, training, and compensation of excellent women's workforce.

• Korean Journal of Construction Engineering and Management
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• v.21 no.1
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• pp.3-11
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• 2020

In large public construction projects with a certain size or larger that need to be carried out over a number of years, the Authority must secure a budget for construction project management activities by the construction manager. There is no problem if the project management budget secured by the issuing Authority and the project management budget executed by the issuing Authority are the same, but if not, various problems will arise. Therefore, in this study, the following measures were proposed to improve the system for efficient operation of construction project management: First, the construction project management terms and tasks specified in the statutes and the guidelines of government agencies should be unified and the standard for calculating consideration should be unified. Second, the total project cost management guideline should be specified so that the missing construction project manager can receive compensation for the technical proposal. Third, if the project cost is changed in the long-term continuous construction project, the construction project management expense should be adjusted accordingly. Fourth, if construction project management service is required from the Authority, the basis for consignment to a specialized institution should be specified in the total project cost management guideline.