• Title, Summary, Keyword: Non-regular Employee

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A Comparative Study on Job Satisfaction between Regular and Non-Regular Workers in Hospitals (의료기관 정규직과 비정규직의 직무만족 비교연구)

  • Yang, Jong-Hyun
    • Health Policy and Management
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    • v.25 no.4
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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.

The Effect of Organizational Characteristics on Job Satisfactionand Organizational Commitment in Hotel Regular & Non-regular Employees (호텔 정규직과 비정규직 종사원의 조직 특성요인이 직무 만족 및 조직 몰입에 미치는 영향)

  • Kim, Jin-Kang
    • Culinary science and hospitality research
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    • v.13 no.3
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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.

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A Study on the Analysis and the Improvement of the Safety and Health Consciousness between the Regular Employees and Non-regular Employees (정규직 근로자와 비정규직 근로자의 안전보건의식 실태 분석 및 개선방안 연구)

  • Lee, Man-Soo
    • Journal of the Korean Society of Safety
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    • v.22 no.4
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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.

Influence of Job Insecurity to Trusts of Hotel Employee - Focus on Employee of F&B Department- (호텔종사원의 고용불안이 신뢰에 미치는 영향 -특급호텔 식음료부서 종사원을 중심으로-)

  • Cho, Ui-Young;Sung, Hyun-Mo
    • The Journal of the Korea Contents Association
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    • v.7 no.12
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    • pp.199-208
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    • 2007
  • The Employment instability of current employees should be related to uncertainty of switching job for experienced ones. Therefore, the researcher would like to look into the influence which is taken by Job Insecurity after verifying Job Instability Recognition through employees and identification of the level into Trust in organization, In particular, for the employee who is working in a catering department and expected to be ranked highly among tourist companies concerning Job Instability Recognition. According to the result of a tentative theory that Job Insecurity will effect negatively to Trust, conversely, it does not give any considerable effects both Trust in colleague and company. It just turned out that the risky factor of their dismissal could come to a substantial consequence to Trust in Superior. In this regard, a study shows that there isn't any relation to Trust in colleague even though there Is the cause of being fired. In this sense, employees can assume that a work evaluation or relationship with their superior, who work together in the field, is related to the risky factor regarding their dismissal. In other words, it turned out that there was no difference between regular employee and non-regular employee in the matter of Job-Instability-Recognition.

The Study of Preventive Improvement on Employment Type and Occupational Safety & health Activity in the Very Small Service Industry (서비스업종 사업장의 고용형태 및 직업안전보건활동 특성과 개선방안 연구)

  • Yi, Kwan Hyung
    • Journal of the Korean Society of Safety
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    • v.31 no.2
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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.

A Study On Fairness Perception Of Organizational Socialization To The Impact On Organizational Commitment And Productive Behavior - Focused On The Comparison Of Regular And Non-Regular Workers - (조직사회화 과정에 대한 공정성 인식이 조직몰입 및 생산적 행동에 미치는 영향에 관한 연구 - 정규직과 비정규직의 비교를 중심으로 -)

  • Park, Mi;Lee, Ki-Ryang;Kim, Hyung-Wook
    • Journal of the Korean Society for Quality Management
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    • v.45 no.2
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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.

A Meta-analysis of the Difference in Job Satisfaction Levels by Type of Employee (근로자의 고용형태별 직무만족도 차이에 대한 메타분석)

  • Kim, Young-Heung;Na, Seung-Il;Kim, Ji-Hyeon;Park, Yong-Jin
    • Journal of vocational education research
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    • v.37 no.1
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    • pp.101-118
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    • 2018
  • The purpose of this study was to investigate the effect size of the difference of job satisfaction by type of employment by combining data from previous studies. For this purpose, the total of 95 articles analyzed. For the analysis of data, CMA(Comprehensive Meta-Analysis) 2.0 program was used and statistical significance was set at 5%(${\alpha}=0.05$). The main conclusions of this study are as follows. First, regular workers have higher job satisfaction than non-regular workers and the effect size of employment type is medium. Second, among five constituents of job satisfaction, the difference of wage and promotion satisfaction is greater than the difference of satisfaction in human relations, work and working environment satisfaction. Third, the job satisfaction of regular and non-regular workers differs according to the occupation areas. Fourth, there is a big difference in job satisfaction in financial, insurance, food and service occupation areas, and regular workers have higher job satisfaction than non - regular workers. On the other hand, non-regular workers have higher job satisfaction than regular workers in health, medical, social occupation areas.

A Case Study about Non-regular Worker's Labor Dispute : Focusing on the Labor Dispute about Subcontract Company of Hynix Semiconductor Co. (비정규직 노사분규 사례 연구 : 하이닉스 사내하청 노사분규를 중심으로)

  • Yoon, Chan-Seong;Kim, Jung-Hoon;Lee, Hye-Jin
    • The Journal of the Korea Contents Association
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    • v.10 no.4
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    • pp.386-396
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    • 2010
  • The purpose of this study is to examine the non-regular labor dispute from beginning to the ends, thus, give guidance for future similar labor disputes. As a result of this study, firstly, subcontract company union negotiated with their companies, but after their companies was shut up, the union demanded negotiation with Hynix Co.(Hynix Co. contracted with union member's companies about cleaning job etc for every year). However, Hynix rejected the union's demand, because Hynix Co. do not have the legal obligation to negotiate with subcontract company union. Secondly, union members was to in unemployment and for the employment & negotiation with Hynix Co. they did illegal actions against Hynix Co. Thirdly, there was tried many efforts by NGO & government authorities etc to settle the disputes, and mediated, arbitrated by private expert(Certified Public Labor Attorney) Finally, both parties(that is Hynix Co. and subcontract company union) negotiated each other and settled the dispute without employment.

A Study of Work Transition Form of Female Youth (여성 청년층 집단의 취업이행 형태 연구)

  • 김태홍;김종숙
    • Korea journal of population studies
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    • v.25 no.2
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    • pp.41-68
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    • 2002
  • This study explores school to work transition of female youth. Particularly, the analyses focus on a transition to the first job from the graduation, and exits of irregular employees from their first occupational status. Data used for the analysis are “The 4th Survey on Women's Employment”, collected by KWDI in 2001. The results show that it takes 1.54 years on average for transition. Significant factors that influence the probability of transition to the first job include economic situation and satisfaction level of major at college education. The general high school educated are less likely to move into the labor market. Only a half percent of irregular employees at their first jobs exits to regular employees or non-economically active status, and education levels and age cohorts have clear impacts of those exits. Majors in college education and holding irregular jobs before the graduation significantly affect the probability of being regular employees, while industry influences the exits to be non-economically active status.

A Study on Job Stress of Workers at Distribution Industry (유통업 종사자의 직무 스트레스에 관한 연구)

  • Yoon, Hoon-Yong;Park, Jung-Ju
    • Journal of the Society of Korea Industrial and Systems Engineering
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    • v.31 no.4
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    • pp.41-48
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    • 2008
  • The purpose of this study was to investigate the job stress factors that were related to the general characteristics, work characteristics, and health characteristics of the workers at distribution industry. The survey of job stress measurement scale for Korean employee which was developed by KOSHA and OSHRI in 2003 was used for this study. Three hundred and fifty workers at distribution industry participated in this study, and among them 326 responses were analyzed for this study due to the unreliability and insincerity of responses. Eight job stress factors like physical environment, self-control for the job, job unsecure, organization system, workplace culture, compensation for the job, relationship to the superior, and job requirement were analyzed. The results showed that the stress because of self control for the job was relatively higher than that of other industry workers. However, the stress because of physical environment, job requirement, job unsecure, organization system and compensation for the job was relatively lower than that of other industry workers. The female workers felt more stress than male workers in compensation for the job and workplace culture factors at distribution industry. The delivery and carrying job workers were more stressful than those of other jobs at distribution industry because of physical environments and self-control for the job. The non-regular job workers were more stressful than regular job workers in many stress factors like self-control for the job, job unsecure, organization system and compensation for the job.