• Title/Summary/Keyword: 직무만족

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Task Satisfaction, Job Satisfaction, Organizational Commitment, and Turnover Intension of Center for Children's Foodservice Management Employees (어린이급식관리지원센터 직원의 업무만족, 직무만족, 조직몰입 및 이직의도)

  • Park, Eun Hye;Lee, Young Eun
    • Journal of the Korean Society of Food Science and Nutrition
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    • v.44 no.12
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    • pp.1881-1894
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    • 2015
  • The objective of this study was to provide information on difficulty of performing tasks, degree of task satisfaction, job satisfaction, organizational commitment, and turnover intention as well as investigate correlations among these factors. Data were collected on employees working at Centers for Children's Foodservice Management, which had been operating for over 6 months until December 2013. The recruitment period was from December 16, 2013 to January 30, 2014. A total of 228 employees (79.7%) participated in the study, and 227 completed questionnaires were analyzed. Statistical analyses were performed on the data utilizing the SPSS V20.0 and AMOS V21.0 programs. The main results of this study were as follows: task satisfaction of employees in charge of 'visiting-teaching' for children was highest (4.24 points), whereas that of employees in charge of financial management was lowest (2.92 points). In terms of evaluation of job satisfaction factors, the score of 'co-worker' was highest (3.99 points) while that of 'payment' was lowest (2.45 points). Average scores of general job satisfaction, organizational commitment, and turnover intention were 3.56 points, 3.54 points, and 3.07 points, respectively. Job achievement was the most significant influencing factor on general job satisfaction, organizational commitment, and turnover intention. According to the path analysis results, the degree of task satisfaction affected job satisfaction. Organizational commitment had a more significant effect on turnover intention than job satisfaction and mediate both job satisfaction and turnover intention. Although employees of CCFSMs endeavor to improve the quality of child-care facility foodservice, some facilities do not. Controlling turnover intention of employees is especially critical for CCFSMs since it is important for each employees to form strong bonds with child-care facilities as well as to shorten the time required to train new employees. Thus, job satisfaction, which is related to organizational commitment and turnover intention, can be improved by considering poorly scored job satisfaction factors such as wage or workload.

A Study on the Effects of KTX Driver's Person-Environment Fit on Job Satisfaction, Organizational Commitment, and Turnover Intention (KTX기장의 개인-환경적합성이 직무만족, 조직몰입 및 이직의도에 미치는 영향에 관한 연구)

  • Kim, Tae-Seong;Hur, Chan-Young
    • Journal of the Korean Society for Railway
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    • v.15 no.6
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    • pp.645-653
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    • 2012
  • This study analyzes the effects of the KTX driver's person-environment(job, organization, Coworker) fit on job satisfaction, organizational commitment and turnover intention. It, additionally, examines the mediating effect of job satisfaction and organizational commitment between person-environment fit and turnover intention. Consequence of the analysis indicates that person-environment fit has mostly meaningful influences on job satisfaction, organizational commitment and turnover intention. But person-job fit makes a meaningless impact on job satisfaction, and person-coworker fit also makes a meaningless impact on job satisfaction and turnover intention. The mediating effect of job satisfaction and organizational commitment is mostly effective, but the mediating effect of job satisfaction does not affect the relation between person-organization fit and turnover intention. In conclusion, this study implies that, in order to grasp KTX driver's turnover intention and to protect actual turnover, it is important to enhance job satisfaction and organizational commitment as well as to improve overall person-environment fit.

미용실 유형에 따른 직원의 직무만족에 관한 연구

  • 오경숙;박은주
    • Proceedings of the Costume Culture Conference
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    • 2003.04a
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    • pp.76-77
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    • 2003
  • 본 연구는 미용실 직원들의 직무만족에 관련되는 요인들을 도출하고, 이 요인들이 직무만족에 미치는 영향을 살펴봄으로써 미용서비스업 경영자와 마케터들에게 미용실 직원들의 직무만족에 관련된 자료를 제공하여 효율적인 미용실 운영 전략을 수립하는데 도움을 주고자 하였다. 이를 위하여 미용실 직원의 직무만족에 관련되는 요인들에 대한 이론적 연구를 바탕으로 연구모형을 구성하였고, 예비조사를 통하여 설문지를 작성하였다. (중략)

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A Comparative Study on the Police Department Size and Job Satisfaction, Turnover Intention (경찰관서 규모와 직무만족, 이직의도 비교 연구)

  • Sin, Seong-Won
    • Proceedings of the Korea Contents Association Conference
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    • 2014.11a
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    • pp.241-242
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    • 2014
  • 이 연구에서는 경찰의 조직적 특성 중 경찰관서의 규모에 따른 직무만족과 이직의도 수준을 비교 분석하고자 하였다. 경찰관서 규모에 따른 직무만족과 이직의도 수준의 차이를 살펴보기 위해 독립변수는 관서규모와 급지, 종속변수는 직무만족과 이직의도로 구성하여 일원변량 분산분석(One-way ANOVA)을 실시하였다. 그 결과 관서규모와 급지 둘 다 직무만족과 이직의도에서 통계적으로 유의한 수준의 차이가 발견되었다.

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Impact of Internal Marketing on Job Satisfaction, Job Commitment, Organizational Commitment, and Customer Orientation in Hospital Employees (병원의 내부마케팅이 직무만족, 직무몰입, 조직몰입 및 고객지향성에 미치는 영향)

  • Choi, Hyun-Jung;Yang, Jong-Hyun;Chang, Dong-Min
    • The Journal of the Korea Contents Association
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    • v.14 no.11
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    • pp.783-797
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    • 2014
  • The purpose of this study is to analyze impact of internal marketing on job satisfaction, job commitment, organizational commitment, and customer orientation in rapidly changing health care environment. The data were collected from 635 employee of 3 hospitals using a standardized questionnaires in Busan and Gyeongnam province. The results were as follows. All internal marketing factors had a direct impact on job satisfaction, job commitment, management support, empowerment, reward systems but affected the indirect through the job satisfaction all factors of internal marketing. Based on the results of this study members of the hospital in order to improve customer orientation, job satisfaction, job commitment create a pleasant working environment, give an appropriate decision-making and compensation for work performance. Compensation for work performance and organizational development suggestions should be considered by executive support.

The Influence of Person-Job Fit on Organizational Deviance in Social Welfare Organization Members' Work Settings -Focus on Mediating Effects of Job Satisfaction and Organizational Commitment- (사회복지조직구성원들의 근무환경에서 개인-직무부합이 조직일탈행동에 미치는 영향 - 직무만족과 조직몰입의 매개효과를 중심으로 -)

  • Oh, Chang-Taek
    • Korean Journal of Social Welfare
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    • v.64 no.3
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    • pp.101-126
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    • 2012
  • The purpose of this study was to examine the influence of person-job fit on organizational deviance and mediating effects of job satisfaction and organizational commitment(affective commitment and continuance commitment) on this relationship. Data were collected from 533 employees who were working in social welfare organizations by questionnaires. The result indicated that there were significantly positive relationships between person-job fit and job satisfaction or organizational commitment(affective commitment and continuance commitment). Also, there were significantly positive relationships between job satisfaction and affective commitment or continuance commitment. In addition, job satisfaction and affective commitment were negatively related to organizational deviance, and job satisfaction is more strongly related to organizational deviance than affective commitment. It was found that job satisfaction partially mediated the relationship between person-job fit and organizational commitment(affective commitment and continuance commitment) and affective commitment partially mediated the relationship between job satisfaction and organizational deviance. It was found that the person-job fit indirectly impacts organizational deviance though job satisfaction and affective commitment. Based on these results, the implication of this study and future research tasks were discussed.

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A Study on the Relation among MBTI Personality Types, Job Satisfaction, Customer Orientation, and Willingness to Change Job (MBTI 성격유형, 직무만족, 고객지향성 및 이직의도 간의 관계에 관한 연구 - 영남지역 H사 보험설계사를 대상으로 -)

  • Kang, Min-Jeong;Park, Ju-Sik
    • Management & Information Systems Review
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    • v.36 no.5
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    • pp.151-173
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    • 2017
  • This study examined the relation between MBTI personality types and job satisfaction, job satisfaction's effect on the customer orientation and willingness to change job and MBTI personality types's moderating effect on the relation among job satisfaction customer orientation, willingness to change job. Research results are as following. First, MBTI personality types didn't influence job satisfaction significantly. Second, job satisfaction affected customer orientation positively and willingness to change job negatively. Finally, MBTI personality type's moderating effect was analysed using Psychological Function and Attitude Index. Moderation effect of Psychological Function was significant only on the relation between job satisfaction and customer orientation. Moderation effect of Attitude Index was significant both on the relation between job satisfaction and customer orientation and the relation between job satisfaction and willingness to change job. These results of current study can be useful to recruit, organize, educate life planners based on the personality types of MBTI. And the applicability of MBTI test will increase by using these results.

기업의 사회적 책임이 조직시민행동에 미치는 영향에 관한 연구: 직무만족의 매개효과와 조직몰입의 조절효과를 중심으로

  • Chu, Jeong-Wan;Heo, Cheol-Mu
    • 한국벤처창업학회:학술대회논문집
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    • 2020.11a
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    • pp.115-118
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    • 2020
  • 최근 기업의 사회적 책임에 대한 관심이 커져가고 있으며, 사회의 구성원으로서 사회적 책임 활동은 선택이 아닌 필수적인 요소가 되어 가고 있으며 이에 대한 연구들도 활발히 진행되고 있다. 그러나 기업의 사회적 책임활동에 대한 연구들은 주로 사회적 책임활동과 기업의 이미지, 고객만족 및 재방문 등 기업의 성과와 관련한 연구가 주를 이루고 있다. 이에 기업의 사회적 책임활동이 직원들의 내부 고객인 직원들의 직무만족과 조직시민행동에 미치는 영향을 확인하고, 그 관계에서 조직몰입이 어떤 역할을 하는지를 규명해보고자 한다. 본 연구에서는 기업의 사회적 책임활동이 직원들의 직무만족을 증진하고, 증진된 직무만족이 조직시민행동에 영향을 미칠 것이라는 인과적 경로를 검증하고자 한다. 또한 사회적 책임활동과 직무만족, 조직시민행동의 관계에서 조직몰입을 조절 변수로 설정하여 본 연구를 진행하였다.

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A Study on the Factors Influencing Job Satisfaction of Social Workers: Focusing on Welfare Centers for People with Disabilities (사회복지사의 직무만족 영향 요인에 대한 연구: 장애인복지관을 중심으로)

  • Dajin Son;Gyounghwa Kim;Eunkyoung Shin
    • Industry Promotion Research
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    • v.8 no.4
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    • pp.101-111
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    • 2023
  • This purpose of this study was to examine the factors influencing job satisfaction of social workers working at welfare centers for people with disabilities in multiple dimensions, such as demographic characteristics, personal characteristics, job characteristics, and organizational characteristics. To achieve the purpose, a survey was conducted on 900 social workers working at 45 welfare centers for people with disabilities nationwide, and a total of 770 sample were analyzed. Hierarchical regression analysis was used. The main results were as follows. First, age(-) had a significant effect on job satisfaction. Second, resilience(+) was Statistically significant. Third, turnover intention(-) and Feedback(+) Feedback(+) had a significant effect. Finally, organization trust and participative decision-making influenced job satisfaction positively. Based on these findings, implications for expanding the understanding of job satisfaction and enhancing job satisfaction of social workers working at the welfare centers were presented in multiple dimensions.

The Relationships among Job Stressors, Job Satisfaction and Organizational Commitment of Police Officials-Focusing on Moderating Effects of Social Support (경찰공무원의 직무스트레스요인과 직무만족, 조직몰입 간의 관계 - 사회적 지지의 조절효과를 중심으로)

  • Bae, Jeom-Mo
    • Fire Science and Engineering
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    • v.28 no.6
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    • pp.99-107
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    • 2014
  • Author analyzed the relationship among job stressors, job satisfaction, and organizational commitment of police officials. And the Author analyzed the moderating effect of social support on the relationship between job stressors, job satisfaction, and organizational commitment. First, I found that job stressors associated with characteristics of the job or the organization affect job satisfaction and organizational commitment. Job stressors significantly affecting job satisfaction were found to be perceived uncontrol and role ambiguity. Second, the job satisfaction's impact on organizational commitment in the impact relationship was significantly very large. Third, despite the role overload, the group with a high social support had a high job satisfaction. In addition, if there is high level of social support, job satisfaction could significantly increase organizational commitment.