• 아동학회지
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• 제26권5호
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• pp.105-121
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• 2005

Data were collected from 120 teachers at 67 childcare centers in Seoul and Kyunggi-Do. The Assessment Scale for Day Care Programs(Rhee et ai., 2003) was used to observe teachers' interaction behaviors. Subjects responded to the teachers' job stress scale developed by the author and a modified version of teachers' efficacy scale based on the Science Teaching Efficacy Belief Instrument(Enochs & Riggs, 1990). Data were analyzed with descriptive statistics, Pearson correlations, and hierarchical regressions. Results showed that quality of teachers' interaction behaviors correlated negatively with teachers' job stress, and positively with teachers' personal efficacy; teachers' belief of efficacy moderated the relationship between job stress and teachers' interaction behaviors.

• 가족자원경영과 정책
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• 제15권3호
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• pp.117-129
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• 2011

This study investigated the job stress and job satisfaction of caregivers who work to substitute the care of family. The purpose was to improve the quality of elderly welfare services and maintain a healthy family. Data were collected from 239 caregivers working in long-term care facilities in Gwangyang in Jeonnam in October 2010. They were analyzed using the SPSS 18.0 program. The statistics used for analysis were correlation and regression. The results of this study are as follows. First, most of the subjects were women in their forties or fifties. Most of them worked to support their families and, on average, earned less than 1.5 million won. The relation of job stress and job satisfaction appeared negative. The stress of relationships, income, and the number of clients had significant effects on job satisfaction. First and foremost, these results mean that a reduction in the job stress of caregivers is essential to provide them. So it is suggested that wage increases and more professional education or interpersonal skills training should be provided and a standardized test to assess job stress and job satisfaction should be prepared to improve the quality of caregivers.

• International Journal of Contents
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• 제6권3호
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• pp.47-52
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• 2010

This paper examines the casual relations among service quality, perceived value and satisfaction from the perspective of Job Fair attendees. Numerous studies have been conducted in the field of perceived value and satisfaction. This work would be the mere contribution in the literature development but surely contribute to the better development of service providing sector to create better quality, value and satisfaction. A framework suggested that personal service, touristic attractiveness and physical environments were turned out to affect positively on the perceived value and satisfaction. The service providers should concentrate on developing the issues.

• 한국항행학회논문지
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• 제13권5호
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• pp.619-629
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• 2009

본 연구는 항공사 콜센터의 내부서비스품질요인이 상담원의 직무만족에 유의한 영향을 미치는지와 상담원의 직무만족은 이직의도에 유의한 영향을 미치는지를 실증 분석하여 텔레마케팅 운영 및 설계와 관련하여 항공사 관리자들에게 중요한 시사점을 제공하는 데 그 목적이 있다. 실증분석결과, 내부서비스품질 요인 중 유형성, 신뢰성, 권한성, 리더십이 상담원 직무만족에 정(+)의 영향을 미치는 것으로 나타났으며 상담원의 직무만족 요인 중 직무자체, 경제적 보상, 교육훈련, 조직문화가 높을수록 이직의도가 낮아짐을 확인할 수 있었다.

• 한국IT서비스학회지
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• 제11권2호
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• pp.1-17
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• 2012

This study based on DeLone and McLean's IS success model aims to identify mobile office service factors affecting user satisfaction. The result of analysis showed that user satisfaction was positively related to job performance, and mobility and information quality affects user satisfaction. In addition to that, we carried out separated hypotheses test to investigate mobile office service factors depending on usage(frequently used functions) and job characteristics classified generally as either primary or support activities. As a result of this research, somewhat different results were derived. The main results of this study are that mobility is the most important factor affecting user satisfaction, and mobile office services should be more strictly guaranteed in quality especially if it supports primary activities of customer companies such as sales.

• 한국프랜차이즈경영연구
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• 제6권2호
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• pp.51-66
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• 2015

As competition for better service between corporations is getting fierce, many efforts to improve service quality are being made endlessly. The quality of service is directly associated with customer satisfaction and the employee performance of emotional labor is a key factor to attain a high level of customer review and better corporation image. This study examines an influence of emotional labor on job stress and customer orientation in the context of a service franchise firm. The results are as follow. First, deep acting of emotional labor has a negative influence on job stress, and surface acting of emotional labor has a negative influence on customer orientation. Also, job stress has a negative influence on customer orientation. Second, deep acting of emotional labor does not have a positive influence on customer orientation. Third, surface acting of emotional labor does not have a positive influence on job stress. The findings of this study show that deep acting of service based on an employee emotion can produce the employee's better service attitude by decreasing employees' job stress, but standardized surface acting of service cannot. Therefore, franchisor needs to use employees' deep acting to improve the franchisee service quality.

• 한국식품영양과학회지
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• 제28권6호
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• pp.1244-1250
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• 1999

Job,s tears powder and green tea powder were added to bread mixture and their effects on the quality of bread were investigated using sensory evaluation and some physical tests. Sensory evaluation showed that flavor, hardness and chewiness were increased as the amount of Job's tears powder and green tea powder was increased. Lightness and redness values decreased with the addition of Job's tears powder and green tea powder, while yellowness values increased. Texture measurement showed that springiness was highest in bread with 3% green tea powder among the batches tested, while gumminess showed highest in control. Hardness of 3% green tea powder was lower than that of control. It appears that the higher the moistness, the higher the value of redness. Chewiness was positively correlated with yellowness. Gumminess was negatively correlated with color and flavor. Bread with 1% green tea powder and 10% Job's tears powder showed good overall preference. Scanning electron microscopy revealed that the addition of Job's tears powder and green tea powder to bread exhibited small pores and crude surface.

• 한국관광식음료학회지:관광식음료경영연구
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• 제16권2호
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• pp.175-199
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• 2005

실증분석 결과, 본 연구에서 제시한 7개의 가설 가운데 4개가 유의한 것으로 검증되었다. 이상의 연구 결과를 요약하면 다음과 같다. 첫째, 패밀리레스토랑 종사원들이 지각하는 직무만족영향요인 중 조직적 특성은 직무 만족에 정(+)의 영향을 미치는 것으로 나타났다. 둘째, 패밀리레스토랑 종사원들이 지각하는 직무만족영향요인 중 개인적 특성은 서비스품질에 정(+)의 영향을 미치는 것으로 나타났다. 셋째, 패밀리레스토랑 종사원들이 지각하는 직무만족영향요인 중 직무적 특성은 직무만족에 유의한 영향을 미치지 못하는 것으로 나타났다. 넷째, 패밀리레스토랑 종사원들이 지각하는 직무만족영향요인 중 조직적 특성은 서비스품질에 정(+)의 영향을 미치는 것으로 나타났다. 다섯째, 패밀리레스토랑 종사원들이 지각하는 직무만족영향요인 중 개인적 특성은 서비스품질에 유의한 영향을 미치지 못하는 것으로 나타났다. 여섯째, 패밀리레스토랑 종사원들이 지각하는 직무만족영향요인 중 직무적 특성은 서비스품질에 유의한 영향을 미치지 못하는 것으로 나타났다. 일곱째, 패밀리레스토랑 종사원들의 직무만족은 서비스품질에 정(+)의 영향을 미치는 것으로 나타났다. 이상의 결과를 종합해 볼 때 이는 패밀리레스토랑 종사원들이 현재 자신들이 근무하는 패밀리레스토랑의 회사분위기나 직원들간의 관계에는 만족하는 것으로 보여지나, 자신이 하고 있는 일에 대한 직무적 특성에서는 가설이 전부 유의하게 나타나지 않은 것으로 보아 자신이 하고있는 일에 대해서는 만족하지 못하는 것을 의미하며, 나아가 더 나은 직무환경이나 직무의 변화가 일어나지 않는다면 다른 직종으로의 이직이 많이 나타날 것으로 사료된다.$0.57{\times}10^{-6}m^2/s$의 값을 보였다. 깊이 평균된 확산계수는 봄철에 크고 여름철에 작았고, 계절 평균된 확산계수는 2cm부터 10cm깊이까지 증가하고 10cin부터 40cm깊이까지는 감소하는 수직구조를 보였다. 평균 열확산계수를 사용하여 구한 온도전파 확산속도는 2 cm 깊이로부터 10 cm, 20cm, 40cm까지 각각 $8.75{\times}10^{-4}cm/s,\;3.8{\times}10{-4}cm/s,\;1.7{\times}10^{-4}cm/s$정도의 값이 되어 표층에서 깊어질수록 작아졌다. 이것은 이종들의 저염 및 광염성 특성과 밀접한 관련이 있는 것으로 판단되었다. 광도별 성장은 H. akashiwo, P. minimum, Pyramimonas sp.는 $150\;{\mu}E{\cdot}m^{-2}{\cdot}s^{-1}$의 고광도에서 비교적 높은 성장률을 보였다. A. sanguinea, A. tamarense, H. triquetra는 $150{\sim}100\;{\mu}E{\cdot}m^{-2}{\cdot}s^{-1}$에서 가장 높은 성장률을 보였고 $100\;{\mu}E{\cdot}m^{-2}{\cdot}s^{-1}$ 이상의 고광도에서 는 오히려 성장률이 급격히 감소되는 것으로 나타났다. 전반적으로 수온과 일조량이 높은 시기인 하계에 적조를 일으키는 고온성 종은 고광도에서 성장이 좋은 것으로 나타났고, 수온과 일조량이 낮은 동, 춘계에 적조를 일으키는 저온성 종은 저 광도에서 성장이 양호한 것으로 나타났다.을 가진

• 품질경영학회지
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• 제17권1호
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• pp.69-81
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• 1989

This study is concerned with a job sequencing method using the concept of sampling technique in the case of Job Shop. This is the follow study of Kang and Ro (1988) which examined the possibility of application of sampling technique to determine the Job Sequence in the case of Flow Shop. Not only it is very difficult, but also it takes too much time to develop the appropriate job schedules that satisfy the complex work conditions. The most job sequencing algorithms have been developed to determine the best or good solution under the special conditions or assumptions. The application areas of these algorithms are also very narrow, so it is very hard to find the appropriate algorithm which satisfy the complex work conditions. In this case it is very desirable to develop a simple job sequencing method which can select the optimal job sequence or near optimal job sequence with a little effort. This study is to examine the effect of sampling job sequencing which can select the good job of 0.01%~5% upper good group. The result shows that there is the sets of 0.05%~23% job sequence group which has the same amount of performance measure with the optimal job sequence in the case of experiment of N/M/G/$F_{max}$. This indicates that the sampling job sequencing method is a useful job sequencing method to find the optimal or good job sequence with consuming a small amount of time. The results of ANOVA show that the only one factor, number of machines is the significant factor for determining the job sequence at ${\alpha}=0.01$. It takes about 10 minutes to compare the number of 10,000 samples of job sequence by personal computer and it is proved that the selection rate of the same job sequence with optimal job sequence is 23.0%, 3.9% and 0.065% in the case of 2 machines, 3 machines and 4 machines, respectively. The area of application can readily be extended to the other work condition.

• 대한안전경영과학회지
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• 제17권1호
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• pp.231-240
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• 2015

This paper reviewed the relationship between job burnout and service quality, and the moderating effect of self-efficacy. Based on the responses from 232 employees, the results of multiple regression analysis appeared as follow; 1) emotional exhaustion and depersonalization effected negatively on all service quality factors(empathy, reliability, responsiveness). 2) the reduced personal accomplishment effected negatively on two service quality factors(reliability, responsiveness). 3) self-efficacy effected positively on the relationship between emotional exhaustion and service quality. 4) self-efficacy effected positively on the relationship between he reduced personal accomplishment and service quality.