• 보건행정학회지
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• 제25권4호
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• pp.333-342
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• 2015

Background: The purposes of this study is to analysis the differences of the job satisfaction between regular and non-regular workers in hospitals. Methods: The samples used for data analysis are 632 workers of 6 hospitals using a standardized questionnaires in B, C, D, and G provinces. In research methodology, all the data were analyzed with descriptive statistics, t-test, Pearson's correlation, and multiple linear regression analysis. Results: In case of regular workers, communication, working conditions and employee benefit, and education were found to have a significant positive (+) effect on job satisfaction. In case of non-regular workers, empowerment, reward systems, communication, working conditions, and employee benefit had a significant positive (+) effect on job satisfaction. Conclusion: These results showed that hospitals needed to reinforce communication, working conditions and employee benefit to regular and non-regular workers in order to improve job satisfaction. Especially, more empowerment, working conditions, and employee benefit should be given to non-regular workers.

• 아태비즈니스연구
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• 제13권2호
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• pp.95-106
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• 2022

Purpose - The purpose of this study was to examine the mediating effect of employee competence on the relationship between the utilization of non-regular workers and firm performance. Design/methodology/approach - This study utilized 427 firm level data from HCCP. The Exploratory Factor Analysis (EFA) and the multiple regression analysis were conducted to verify the hypotheses. Findings - We found that the utilization of non-regular workers is not significantly related to firm performance. However, the utilization of non-regular workers had a negative relationship with employee competence, and that employee competence mediated the relationship between the utilization of non-regular workers and firm performance. Research implications or Originality - As environmental uncertainty and competition between firms intensify, more and more firms are utilizing non-regular workers. Research on the relationship between the utilization of non-regular workers and firm performance is continuously conducted, but research on the process of explaining the specific relationship between them is still insufficient. Our study contributes the related research area by identifying the mediating role of employee competence on the utilization of non-regular workers and firm performance relationship.

• 한국조리학회지
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• 제13권3호
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• pp.278-292
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• 2007

This study is intended to identify how the organizational factors of hotel employees influence their job satisfaction and organizational commitment by the type of employment. Samples used for data analysis are 452 workers working for hotel companies including 276 regular employees and 176 non-regular employees. The results are as follows: first, the job satisfaction of regular employees is generally higher than that of non-regular employees. Second, the degree of affective and continuous commitment showed significant difference by the type of employment, but normative commitment did not. Third, according to the result of how job satisfaction influences organizational commitment, the job satisfaction of non-regular employees alone is not affected by the relationship of senior officers and coworkers.

• 한국안전학회지
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• 제22권4호
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• pp.83-89
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• 2007

This study is perform to improve the current point at issue of the non-regular employees, comparing the safety and health consciousness of between the regular employees and non-regular employees in manufacturing factory. The investigation is carried out using the statistical analysis. The study presents that most of the non-regular employees answer in the negative the current job satisfaction, work load, work risk, concern on the safety and health, education, occupational safety and health system than the regular employees. For the improvement of these problems, the government's safety and health policy should be changed and acknowledgement of the employer and employee on the safety and health should be improved.

• 한국프랜차이즈경영연구
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• 제11권4호
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• pp.17-29
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• 2020

Purpose: As the untact culture has spread due to the recent COVID-19, the service industry as well as the beauty salon is shrinking. In order to overcome such a crisis in beauty salons, the lower dimension of beauty salon service quality is divided into servicescape, technical service, and employee service, and actions are taken with the 'perceived value of the customer' as a parameter. In this study, S-O-R(Stimulus-Organism-Response) theory was applied for customer-centered analysis, and gender and regularity were selected as moderator variables to add practical implications. Research design, data, and methodology: All constructs were measured using items developed and used in the previous study. A total of 261 questionnaires were collected online using NaverForm. The data were analyzed using factor analysis, correlation analysis, and measurement model analysis with SPSS 22.0 and AMOS 22.0. After testing the research model and hypothesis for the entire group, a multi-group analysis was conducted by dividing into male and female groups, regular customers, and non-regular customers. Results: First, this study showed that the service environment of beauty salon customers had a negative (-) effect on perceived utilitarian value, and the technical service and perceived hedonic value had a positive (+) effect on the customer's behavioral intention. Technical service and employee service had a positive (+) effect on perceived hedonic value, but perceived hedonic value did not affect customer's behavioral intention. Second, there is no statistically significant difference in each path between male and female groups. Third, there was a statistically significant difference between regular customers and non-regular customers, only the path that the servicescape influences the perceived hedonic value. Conclusion: According to the results of this study, technical service and utilitarian value should be considered in order to induce behavioral intention of customers, and technical service quality should be considered first. Also, operating a beauty salon requires a differentiated approach to the salon servicescape according to the ratio of non-regular and regular customers. The beauty salon servicescape generally showed negative practical value for non-regular customers, but positive for the Hedinic value for servicescape such as comfortable service and clean interior for regular customers.

• 한국안전학회지
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• 제31권2호
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• pp.112-118
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• 2016

The labor force has moved to services industry. An industrial accidents of service industry is three people on 10 persons in 2013. This research conducted questionnaire surveys of 1:1 directly person interviews with a structured questionnaire intended for 150 service workplaces, in order to improve occupational safety and health in very small service workplace with less than 5 employee. The survey contents is employment type, safety and health management system, safety and health training, activities. In the results, working with non-regular(informal) workers is two people on 10 persons 27.1% and female workers is about five people on 10 persons with 58.1%, and that 67.9% of non-regular workers who are mainly engaged in the production line appeared. And the work-related injury and accident experience was 3.3% and the occupational injury rate was 1.02%, especially occupational injury rate of female workers was 0.88%. Workplace risk assessment carried out in response that it was very low as 10.0% of the total. Also the safety & health education and activities was very low. Thus the safety consciousness and education is urgently required in order to prevent the industrial accidents.

• 직업교육연구
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• 제37권1호
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• pp.101-118
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• 2018

이 연구의 목적은 근로자의 직무만족도에 관한 선행연구를 종합하여 고용형태(정규직 및 비정규직)별 효과크기를 구명하는데 있었다. 메타분석에 사용된 논문은 총95편이었다. 자료 분석은 CMA(Comprehensive Meta-Analysis) 2.0 프로그램을 활용하였으며, 통계적 유의수준은 5%(${\alpha}=0.05$)이었다. 이 연구의 주요 결론은 다음과 같다. 첫째, 정규직 근로자가 비정규직 근로자 보다 직무만족도가 높으며, 고용형태의 효과크기는 중간 정도이다. 둘째, 5가지 직무만족도 구인 중에서 임금 및 승진 만족도의 차이가 인간관계, 업무 및 근로환경 만족도의 차이보다 크다. 셋째, 정규직 및 비정규직 근로자의 직무만족도 차이는 직업군에 따라 다르다. 넷째, 금융 보험, 음식 서비스 관련 직업군은 고용형태별 직무만족도 차이가 크며, 정규직 근로자가 비정규직 근로자보다 직무만족도가 높다. 반면, 보건 의료, 사회복지 종교 관련 직업군은 비정규직 근로자가 정규직 근로자 보다 직무만족도가 높다.

• 한국콘텐츠학회논문지
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• 제7권12호
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• pp.199-208
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• 2007

호텔은 인적자원의존도가 대단히 높은 기업이다. 종사원의 고용불안은 숙련된 종사원의 이직불안으로 연결된다. 경영환경이 복잡하고 불확실할수록 조직을 유지 발전시키기 위해서는 호텔기업이 종사원으로부터 신뢰를 얻어야 하며, 조직에 대한 종사원의 신뢰 역시 중요하다. 본 연구는 관광기업 중에서도 고용불안인식이 비교적 높은 특급호텔 식음료업장 종사원의 고용불안인식과 조직 내 신뢰수준을 확인하고 고용불안이 신뢰에 미치는 영향측정을 연구목적으로 한다. 고용불안은 신뢰에 부정적인 영향을 미칠 것이라는 가설 검증결과에서 고용불안이 동료신뢰와 회사신뢰에는 유의한 영향을 미치지 못하는 것으로 나타났다. 단지 해고위험요인만이 상사신뢰에 유의한 영향을 미치는 것으로 나타났다. 즉, 해고위험이 있다고 하더라도 동료와의 신뢰에는 아무런 상관이 없다고 볼 수 있으며, 회사신뢰의 경우도 회사는 해고의 결정권자로서 해고의 직접적인 원인으로 보지는 않는다고 여겨진다. 다만 회사직원들은 해고위험과 관련하여 직접 현장에서 같이 근무하는 직장상사의 근무평가나 관계가 해고로 이어질 수 있다고 여기고 있는 것으로 유추할 수 있을 것이다. 고용불안인식에 대한 비정규직종사원, 정규직 종사원간 차이는 나타나지 않았다.

• 품질경영학회지
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• 제45권2호
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• pp.157-173
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• 2017

Purpose: This study analyzed the effects of employees' perception of fairness and organizational commitment on productive behavior in firms. In addition, we analyzed how the employment patterns(full-time vs part-time) of employees adjust the relationship of each variable. Methods: In order to carry out the research, we surveyed about 400 people working in domestic large corporations and global corporations and analyzed them empirically Results: According to the empirical analysis, Fairness perception has a positive (+) effect on organizational commitment and productive behavior, and organizational commitment has a positive (+) effect on employee's productive behavior. In particular, the relationship between fairness perception and organizational commitment and productive behavior varies according to the employee's employment pattern(full-time vs part-time). Conclusion: this study is to increase the organizational commitment of employees in the process of organizational socialization, to ensure fairness in procedures, distribution and interactions to drive productive behavior, Suggesting that employees should be provided motivation and welfare benefits without discrimination.

• 한국콘텐츠학회논문지
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• 제10권4호
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• pp.386-396
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• 2010

본 연구의 목적은 최근 노사 간 이슈가 되고 있는 비정규직 이슈에 주목하여 비정규직 노사분규의 사례 중 대표적인 하이닉스 사내하청 노사분규사례의 발생원인 및 해결과정 등 전 과정을 살펴봄으로써 향후 유사한 노사분규에 대한 시사점을 주고자 함에 있다. 사례분석결과 하청노조는 교섭상대방인 하청회사가 존재 할 때까지는 하청회사들과 교섭하지만, 이후 하청회사는 폐업을 하게 되고 이에 따라 하청노조원들은 직장을 잃게 되고 교섭상대방은 원청회사로 바꾸어 직접교섭과 고용을 주장한다. 원청회사의 교섭거부와 하청노조의 불법을 포함한 전 방위적 공세 속에서 지역사회 등의 노력으로 중재가 시도되고 이후 사적 조정 그리고 최종 직접교섭으로 동 분규는 해결된다. 해결에 있어서는 고용을 배제되고 위로금 등으로 해결되어 불법과 무원칙이 난무하는 한국의 노사관계에서 나름대로 법과 원칙에 입각한 해결이라는 의미 있는 결과를 나타냈다. 마지막으로, 이상의 연구결과를 토대로 시사점을 제시하였다.