• Asia-Pacific Journal of Business
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• v.12 no.4
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• pp.241-251
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• 2021

Purpose - Drawing on the content-process approach, this study examines the effect of employees' perceived utility of education and training in small and medium enterprises (SMEs) on their satisfaction. In addition, this study investigates how the human resource management department' activities moderate the relationship between employees' perceived utility of education and training and satisfaction. Design/methodology/approach - This study predicts the positive relationship between employees' perceived utility of education and training and satisfaction, and HR activities strengthens this positive relationship. To test these hypotheses, this study utilized Human Capital Corporate Panel (HCCP) datasets, especially 2017 data at the individual level. The number of the final sample is 425 for the test. Moreover, this study used the hierarchical regression model with SPSS. Finding - As predicted, the analytical results with the hierarchical regression model showed that employees' percieved utility of education and training and satisfaction were positively related. In addition, HR activities strengthened this relationship between employees' percieved utility of education and training and satisfaction. Research implications or Originality - This study will provide academic and practical implications for future research on human resource development, especially SMEs by deepening an understanding of the important factors in order to increase employees' satisfaction of education and training. the number of viewers is found in most American films released in Korea.

• Journal of the Korean Society of Food Culture
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• v.23 no.5
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• pp.572-581
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• 2008

The principal objective of this study was to determine how the internal marketing of the contract foodservice management company affects job satisfaction and organization immersion, as well as the influence of the satisfaction of internal customers (employees) has on job satisfaction and organization immersion, and the function as a preceding variable that improves service quality. T-test, ANOVA, and linear regression analysis was conducted to analyze the hypotheses of the study. The summary of study as per the result of this corroborative study is presented as follows: It was verified that internal marketing affects organizational immersion and the job satisfaction of employees, and job satisfaction plays a crucial role in organizational immersion. Moreover, it was also confirmed that the higher the internal marketing is, the higher the job satisfaction and organization immersion will be, thereby improving the service quality provided by employees. If enterprise regards employees as internal customers and constantly and efficiently conducts internal marketing activities such as internal communication, training, welfare, compensation, delegation of power, supporting the management, etc, the organizational immersion and job satisfaction of employees will be heightened, thereby enhancing loyalty and pride in the organization to provide services with better quality.

• Korean journal of food and cookery science
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• v.29 no.6
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• pp.709-715
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• 2013

The purposes of this study were to consider the influence of person-environment fit in the family restaurants on employees' stress. Based on total 274 samples obtained from empirical research from March 20 to April 10, 2013, self-administrated questionnaires were completed by patrons in metropolitan area and data were analysed by frequency, exploratory factor analysis, reliability analysis, correlation analysis, t-test, one-way ANOVA, and multi-regression analysis. Results of study were as follows: From the exploratory factor analysis of the variables, 4 factors, i.e. person-organization fit(3 variables), person-job fit(3 variables), person-supervisor fit(3 variables), and employees' stress(5 variables) were extracted. The results showed that employees' person-organization fit was significant differences according to gender(male $4.43{\pm}1.45$; female $4.83{\pm}1.34$; p<0.05). In terms of employees' person-supervisor fit was significant differences according to age(20' $3.08{\pm}0.99$, 30' $3.52{\pm}0.10$; 40' $3.71{\pm}1.07$; p<0.05). Also, the person-job fit(${\beta}$=-0.472; p<0.001), and person-supervisor fit(${\beta}$=-0.285; p<0.001) among the person-environment fit had a significant negative effect on employees' stress. Limitations and future research directions are also discussed.

• Korean Journal of Occupational Health Nursing
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• v.25 no.4
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• pp.329-339
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• 2016

Purpose: The purpose of this study was to investigate the influences of job insecurity on job related depression and anxiety in large- and small-sized company employees. Methods: Data of the third Korean Working Condition Survey in 2011 were used. Subjects were 2,050 large-sized company employees and 18,924 small-sized company workers. $x^2$ test and multiple logistic regression using SAS 9.2 were conducted. Results: Large- and small-sized company employees showed significant differences in terms of demographic, health-related, and job-related characteristics. From the bivariate analysis, gender, income, self-rated health, occupation, working hours per week, job-related stress, workplace violence, and job insecurity were significantly related to job-related depression/anxiety in large-sized company employees. From the multivariate analysis, higher income (AOR: 0.22, 95%CI: 0.07~0.71), better health perception (AOR: 0.05, 95%CL: 0.01~0.18), 40 or more working hours per week (AOR: 0.20, 95%CI: 0.05~0.79) showed lower risk for job-related depression/anxiety. From the bivariate and multivariate analysis, better health perception (AOR: 0.32, 95%CI: 0.20~0.53), higher job-related stress (AOR: 2.57, 95%CI: 1.68~3.93, workplace violence experience (AOR: 4.26; 95%CI: 2.88~6.30), and job insecurity experience (AOR: 1.90, 95%CI: 1.18~3.05) were significantly related to job-related depression/anxiety in small-sized company employees. Conclusion: Results of this study suggest that job insecurity experience was significantly related to job-related depression/anxiety in small-sized company employees but not in large-sized company employees. Therefore, small-sized company workers who have experienced feeling of job insecurity are vulnerable population in terms of job-related depression/anxiety.

• Journal of the Korean Dietetic Association
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• v.30 no.2
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• pp.95-111
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• 2024

The Smart Hazard Analysis Critical Control Point (HACCP) management system, which integrates information technology (IT) to automate and analyze big data, has been introduced into school food services. This study investigated the job performance, job satisfaction, and job stress of employees in school food services using Smart HACCP. Data were collected via questionnaires from 350 employees in school food services who utilized Smart HACCP and worked in Gyeonggi-do or Incheon. The questionnaire included general information, workplace characteristics, HACCP education status, job performance, and job satisfaction according to the use of Smart HACCP, and general job stress. The responses showed that 92.3% of the participants had received HACCP education in the workplace, and 66.6% understood the content of the education. Among the HACCP process stages, CCP2 (Food Handling and Cooking) and CCP3 (Cooking Completion and Distribution) were the stages at which all participants were using Smart HACCP. CCP3 had the highest percentage (61.4%) of participants who experienced feeling the maximum reduction in their tasks by using Smart HACCP. The Smart HACCP job performance at CCP1 (Inspection) and Smart HACCP job satisfaction were higher in workplaces with 6~10 employees, compared to those with 10≤ employees (both P<0.05). The Smart HACCP job performances at of CP1 (Refrigeration and Freezer Temperature Management) and CP2 (Cleaning and Disinfection of Food Contact Surfaces) were significantly affected by the work area. General job stress was significantly higher in cooks than in cook practitioners, higher in employees with cook certification than in those without it, and higher in employees with work experience (<1 year), compared to those with 5~10 years or 10~15 years' experience. In conclusion, employees' job performance and satisfaction with Smart HACCP need to be enhanced to improve hygiene in school food service. This requires the effective management of their job stress.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.6
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• pp.485-494
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• 2020

The study aims to identify and measure factors affecting the salaries of employees in manufacturing enterprises in Hanoi, the important area of Vietnam's economy. We conducted a questionnaire consisting of 31 observation variables with a 5-point Likert scale. Independent variables were measured from 1 "without effect" to 5 "strongly". Based on the literature review and results of interviews, a total of 350 questionnaires were sent to participants; 300 of them met the standards and were subject to be analyzed. The results of Exploratory Factor Analysis (EFA) and Multiple Regression Analysis (MRA) identify six main determinants influencing the salaries of employees in manufacturing enterprises in Hanoi, including Paying views of business leaders (PV), Financial ability of the enterprise (FA), Capacity of workers (CW), Capacity of the contingent of employees engaged in salary work (CC), Role of grassroots trade unions (TU), and State policies and laws on labor - salaries (STL). Based on the findings, some recommendations have been proposed to help the firm leaders design appropriate personnel policies for creating better job satisfactions for employees in the future. On this basis, the authors propose a number of recommendations to improve the salaries of employees in manufacturing enterprises in Hanoi.

• Journal of Nutrition and Health
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• v.38 no.2
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• pp.173-179
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• 2005

The study estimated employee satisfaction to apply TQM system to hospital foodservice management. A survey was mailed to foodservice employees of five general hospitals with more than 300 beds, three of them were independent and two of them were contract foodservice management. A total of 129 questionnaires were returned and analyzed for statistical analysis. Statistical analysis was completed using SPSS for chi-square test, t-test and Pearson's correlation. The results of this study showed that employees of contract foodservice presented higher scores than independent foodservice in interests, affection, importance of works. And achievement of work was significantly different between contract and independent foodservice employees (p < 0.05). The satisfaction of payment adequacy was lower for contract foodservice employees (p < 0.05). The employees of both contract and independent foodservice were satisfied with attitude of foodservice managers toward employee. Attitude scores of foodservice employees toward co-worker were higher in independent foodservice. Employees of independent foodservice showed higher scores for the attitude toward institution represented satisfaction. (Korean J Nutrition 38(2): 173～179, 2005)

• Korea Journal of Hospital Management
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• v.23 no.3
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• pp.39-51
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• 2018

The purpose of this study is to find out the relationship among self-efficacy, emotional labor, organizational commitment and job satisfaction of medical tourism employees. This survey was conducted from March 2 to March 31, 2018 and targeting medical tourism employees who work at hospitals, travel agencies, medical tourism agencies and consulting firms in Seoul. 282 questionnaires were analyzed using SPSS 12.0 and AMOS 18.0. The result of this study is as follows. First, self-efficacy positively influenced on emotional labor and organizational commitment. Second, self-efficacy positively influenced on all job satisfaction factors as like job itself satisfaction, salary/promotion satisfaction and relationship satisfaction. Third, deep acting factor of emotional labor positively influenced on job itself satisfaction and relationship satisfaction. Forth, job itself satisfaction and relationship satisfaction positively influenced on organizational commitment. These research findings can be summarized as follows. Medical tourism employees of hospitals, travel agencies, medical tourism agencies and consulting firms have to be supported greatly to improve their own job competency and job qualifications. Second, medical tourism organizations try to understand the real emotion of medical tourism employees when they are dealing with medical tourists. Third, medical tourism employees have to be recognized their job performance and provided suitable incentives for the results. The findings of this study provide practical implications about strategical human resource management of medical tourism agencies. Moreover, it will be useful for hospitals and government officials to establish a management framework in medical tourism industry.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.2
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• pp.229-236
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• 2020

Researchers generally argue that sexual harassment influence poor female employee organizational attitudes. However, these relationships have been not always observed. Depending on the organizational support theory, this study extended the content domain of sexual harassment research by examining the role of perceived organizational support, on these relationships. For this, this study used a survey method and multiple regression analyses with Korean 285 female employees. As results, first, the more unwanted sexual attention employees perceived, they were less likely to show their organizational citizenship behavior. Second, the more sexual coercion employees perceived, they were more likely to have their work-family conflict. Third, the negative relationship between unwanted sexual attention and their organizational citizenship behavior are stronger for employees low rather than high in perceived organizational support. Finally, the positive relationship between sexual coercion and work-family conflict are stronger for employees low rather than high in perceived organizational support. The findings suggest the adaptive function of perceived organizational support employees hold in organizational behavior. This is the first study to examine the interaction between perceived organizational support and sexual harassment of female workers with organizational citizenship behavior and work-family conflict. This study also provides guidance for administrative managerial practices.

• Korean Journal of Occupational Health Nursing
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• v.28 no.4
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• pp.242-252
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• 2019

Purpose: This study aimed to identify factors influencing depressive symptoms in public and private sector employees. Methods: Survey data on 23,602 workers who had worked in the public or private sector were obtained from the 2014 Korean Working Condition Survey (KWCS). Symptoms of depression were measured using the WHO-5 Well-being Index. Data were analyzed using a $x^2$ test, t-test, and multivariate stepwise logistic regression to determine the factors affecting the symptoms of depression. Results: First, the prevalence of depressive symptoms was 41.1 % in public sector employees and 43.4 % in private sector employees. Second, the factors commonly affecting depressive symptoms in public and private sector employees were residence area, cognitive demands, development opportunities, social support from colleagues, social support from supervisors, social community at work, job rewards, and work-family conflict. In addition, age, company size, atypical work, ergonomic risks, quantitative demands, emotional demands, influence, and job insecurity were found to be predictors of depressive symptoms unique to private sector employees. Conclusion: Mental health programs including the employee assistance program (EAP) should be developed and implemented after considering the risk factors affecting depressive symptoms.