The purpose of this study was to determine the empirical cause-effect relationships among business ethical values and person-organization fit, job satisfaction, turnover intent, and organizational performance within family restaurants and feeding facilities. Self-administered questionnaires were completed by 459 restaurant employees. The SPSS and Amos programs were then applied to the data to perform frequency, factor, reliability, correlation and SEM analyses. The primary results are as follows. First, business ethical values had a significant positive effect on person-organization fit. Second, person-organization fit had a significant positive effect on job satisfaction, and a significant negative effect on turnover intent. Third, job satisfaction had a significant positive effect, and turnover intent had a significant negative effect, on organizational performance. Finally, upon verifying the possible direct and indirect effects of business ethical values within family restaurants and feeding facilities, it was determined that the ethical values had significant direct and indirect effects on person-organization fit, job satisfaction, turnover intent, and organizational performance. These findings have various implications. For example, an improved in-house ethical working environment leads to greaterperson-organization fit, and having employees that feel there is better in-house ethical reliability leads to greater consistency between personal and organizational values, resulting in higher job satisfaction and ultimately organizational performance.

세계 5위의 무역항인 부산항은 부산광역시의 세입확충 뿐만 아니라, 도시발전의 큰 매체가 될 수 있다. 이에 따라 부산광역시는 민선3기의 출범과 함께 해양특별시 설치를 가장 중요한 시정목표로 삼고 있다. 그러나 이러한 목표는 항만관계자들의 직무만족도가 높아야만 가능할 것이다. 이러한 측면에서 본 연구는 1969년 이후 부산항을 실질적으로 운영하고 있는 부산항부두관리공사(이하 '부공') 직원들의 직무만족도를 조사하고, 이들의 직무만족도를 저하시키는 요인들을 발굴하고자 하였다. 선행연구의 조사를 통하여 본 연구에서는 직무만족의 영향요인으로 업무내용, 승진, 보수, 감독, 책임감, 동료와의 관계, 신분보장, 업무량, 근무환경, 제직기간, 성별, 연령, 교육수준 등을 채택하였다. 분석의 결과, 승진과 보수 등의 요인이 직무만족에 통계적으로 의미있는 영향을 미치는 것으로 나타났다. 또한 직무만족 요인들의 평균값을 구한 결과, 승진만족도는 2.05, 보수만족도는 1.88, 신분보장 만족도는 1.93, 업무량 만족도는 2.85, 근무환경 만족도는 2.24 등으로 나타나 부공 직원들의 직무만족도는 상당히 낮은 것으로 나타났다. 이러한 상황에서 항만발전의 주도적 역할을 담당하는 부공 직원들의 투철한 직업관과 의식을 기대하기 어려울 것이다. 이는 곧 부산광역시의 현안문제인 해양특별시 설치라는 시정목표를 달성할 수 없다는 의미이다. 따라서 부산광역시의 현안문제를 해결하고 부산항의 발전을 가져오기 위해서는 적어도 항만관계자인 부공 직원들의 직무만족을 향상시킬 수 있는 대안을 모색해야 할 것이다.

목적 : 본 연구는 일부 병원의 작업치료사를 대상으로 직무특성, 스트레스, 만족도를 파악하고, 직무만족도에 영향을 미치는 요인들을 분석하기 위한 것이다. 연구방법 : 2005년 11월 5일까지 대한작업치료사 협회에 등록된 임상작업치료사로서 일반적 특성, 직무특성, 직무스트레스, 직무만족도를 포함한 총 63문항의 구조화된 설문지를 가지고 자료 수집을 하였으며, SPSS 프로그램을 통해 일반적 특성과 업무에 따른 직무만족도 및 하부요인 만족도의 차이를 알아보기 위해 t-검정, 직무요인은 ANOVA검정, 직무만족도에 영향을 미치는 독립변수들을 평가하기 위하여 위계적 다중회귀분석(hierarchical multiple regression)을 실시하였다. 결과 : 업무만족도는 1일 치료 환자수가 적을수록, 환자치료에 더 많은 시간을 사용할수록, 직무자율성 요인의 스트레스가 낮을수록 높으며, 소아․청소년을 담당하는 치료사의 업무만족도가 높았다. 직업만족도는 1일 치료하는 환자의 수가 적을수록, 동료수가 2～4명인 경우는 높았지만, 연령이 낮고, 조직체계 요인의 스트레스가 높을수록 낮았다. 보상 및 기회만족도는 남자작업치료사, 연령대가 30～34세 이상, 기혼자, 1일근무시간이 8시간이하, 근무기간이 5년 이상, 급여가 월 200만원 이상의 경우 높았다. 전체만족도는 연령이 30~34세 이상인 경우, 1일 치료 환자수가 적을수록 높았고, 연령이 낮을수록 낮았다. 직무스트레스 요인과 직무만족도의 상관관계를 보면, 모든 직무스트레스 요인은 직무만족도와 역상관관계를 보이며, 특히 직무자율성 결여, 관계갈등, 조직체계 및 보상부적절 항목은 모든 만족도와 통계적으로 의미 있는 역상관관계를 보여주었다. 결론 : 직무만족도를 높이기 위하여 관계갈등과 조직체계의 스트레스 요인을 줄이고, 직무 자율성을 높이는 것이 중요하며, 이를 위하여 작업치료사들의 업무권한 및 자율성을 개선시키고, 조직 내 구성원들 간의 관계개선 및 의사소통을 원활하게 하고 복지후생 및 인사체계의 합리성과 관련된 조직문화 개발, 그리고 성과급이나 교육의 기회제공과 같은 보상과 관련된 제도적 장치가 필요하다고 하겠다.

The purpose of this study is to analyse the job-satisfaction of police officer. The subjects of this study are selected by convenience sampling of random sampling method. The population is male and female incumbent police officers in Seoul and Gyeonggi province. The 347 cases are used to analyse the job-satisfaction among 400 police officers who answer the question. The Jod-Satisfaction Survey(Choi, 2001) are used for collecting data. In consequence of and 4 sub-factors(job-satisfaction) are found. Cronbach's alpha coefficient revealed .058~.804, .846~.871, respectively. For the statistical analysis, SPSS version 12.0 are utilized. The verification of research hypothesis are conducted by T-test, ANOVA, correlation, and multiple-regression. The significance level of all tests are set at .05. The findings of this study can be summarized as follows: Based on the demographic factors, the differences in life-style among police officers are identified. There is significant differences in gender and ages on individualism and accomplishment, in marital status on individualism and fashion-pursuing, and in income level on fashion-pursuing and accomplishment. There is also significant differences in education, religion, position and service period on accomplishment, individualism and fashion-pursuing.

The purposes of this study were to measure the job satisfaction levels of F&B(Food & Beverage) personnel in hotel by using JDI(Job Descriptive Index), to investigate relationships between demographic variables or job type and job satisfaction, to determine the relative importance of the five facets and to identify the effects of job satisfaction on turnover intention by hotel. Questionnaire was developed and distributed to 660 employees who are currently working in food & beverage department of hotel A (Domestic independent deluxe hotel) and hotel B(international chain deluxe hotel). A total of 498 questionnaires were usable; resulting in 75.5% response rate. The survey was conducted between March 16 to 27, 2000. As a result of analysis on job satisfaction, total JDI score was 136.57 out of full mark 210. Personnel of Hotel A was more satisfied significantly with work itself (p<.01), supervision (p<.001), co-worker (p<.01), total JDI (p<.001) than those of hotel B. Total JDI and work itself score were higher on employees of front of the house than those of back of the house in both of hotels. Payroll was the most important facet on job satisfaction. Finally, work itself (p<.001) and payroll (p<.05) had a significant effect on turnover intention in hotel A and work itself (p<.001), supervision (p<.05) and promotion (p<.05) did in hotel B. The findings indicated the necessity of human resource management apt to the vision of enterprise and the organizational culture.

The objective of this study is to identify factors affecting the job satisfaction of cook(n= 173) employed in school food service and to propose a plan to improve school foodservice quality. The subjects were cook employed by school in Chungchon province, Gwangju area. The average of cook's job satisfaction was 3.06, the rank factor for nature of work(4.25). the co-workers(3.28), the organic environment(3.17), promotion welfare payment(2.31), the physical environment(2.29) shown respectively. The highest satisfaction with nature of work and organic environment was indicated in the areas of the group of higher age, and cooks who received college education showed significantly lower job satisfaction in physical environment. The highest satisfaction for promotion welfare payment, and physical environment shown in the group of higher length of service who receive higher wages. The groups of regular job shown higher result in the nature of work(3.46>2.94), organic environment(3.46>2.94), promotion welfare payment(2.88>1.94) comparing to irregular job. It is necessary to elevate cook's low satisfaction for improving their work efficiency and the quality of elementary school foodservice.

This study was analyzed to job satisfaction of 318 Instructors who are teaching HapKiDo, a martal art. The analysis is based on social and economic variables such as age, occupation, educational background, income, size of gymnasiums, the number of students, a length of training and the rank of skills (DAN). The study also made some helpful suggestions for better treatment to HapKiDo Instructors. To explore Instructors degree of satisfaction with their jobs. I considered their human relationship, job task, working conditions, compensation, the improvement of professionalism and social status. The study drew some important results.: First, Job satisfaction in terms of human relationship is very high(3.88). wheres the satisfaction in terms of compensation is very low(3.10). Second, the differences in job satisfaction were partially significant in terms of human relationship, job tasks, working conditions, compensation, the improvement professionalism and social status.

This study carried out a questionnaire survey of opticians working at optical dispensing shops and eye elinies in Seoul and Gyeonggi-do for their job satisfaction for the period from june to October 2003. According to the result of analyzing opticians' job satisfaction according to their general characteristics, job satisfaction appeared higher in those aged over 36, in married ones than unmarried ones, and in college graduates and above. In addition, job satisfaction was higher in those working at ophthalmologic hospitals than those working at optical dispensing shops, in managers than in employees, those with a monthly salary over 3 million won, those who work less than 8 hours a day on the average, and those who have work experience over 8 years. However, no significant difference was found according to gender and the number of job changes. According to the result of regression analysis on general characteristics and job satisfaction, influence was high in order of working hours a day, workplace, academic qualification and location. According to the result of analyzing the 7 factors of job satisfaction, which were autonomy in work, human relations, work environment, occupational pride, job status, wage and the sense of belonging, opticians generally appeared to be satisfied with autonomy in work, human relations, job status and the sense of belonging, but not in work environment, occupational pride and wage. In addition, according to the result of comparing opticians working at optical dispensing shops with those at ophthalmologic hospitals for the 7 factors, the latter were more satisfied than the former in human relations, work environment, occupational pride and job status.

The purpose of this study was analyzed the general factors that influence school dietitians` satisfaction from their regular duties, the current status of food distribution to students and the relationship between dietitians and their governing authorities. Dietitians of primary school had higher score on direct management and working career. High school dietitian had higher scores on consignment management, freedom in amount of food distribution and number of meals a day. The highest score was on the relationship with other coworkers and the lowest score was on the poor working environment and salary. In general, dietitians in all schools are not satisfied the working environment and salary. Depending upon the duty time, there were differences in the nature of their duties. There was also a significant difference in the nature of duties and the professionalism based on the average income. Even though they got paid less, they felt satisfaction because of the less working times. The amount of labor for those in primary schools was more than the one for dietitians in high schools. It is likely that they got more satisfied when other related people feel satisfied with their own things and duties based on the nature of the duties, discretion of duties, professionalism, relationship with other coworkers and participation in decision making process. It is to develop the nature of the duties for all the dietitians in order to launch the new and right ideas in meal plans for students. It is also to promote and uphold the professionalism and efficient management programs in association with the stable human resources. Assuming we will come up with a wide and broad nationwide survey, and further research shall be more reliable and objective than any others.

The facts of job satisfaction and their perceived importance among elementary school foodservice dietitians were assessed. The survey instrument consisted of three parts: the job satisfaction survey was used to measure facets of job satisfaction and the level of total satisfaction; perceived importance questions for corresponding job facets; and demographic items. A survey of school food service operations was undertaken and detailed information was collected from 170 dietitians. The collected data were processed using the SPSS package program for descriptive analysis and analysis of valiance. School foodservice dietitians' importance and satisfactions scores on their job and working environment were 4.25 and 2.83, respectively. The respondents rated the subscales of 'communication' and 'nature of work' the highest and the subscales of 'pay' and 'working environment' the lowest The results of facet satisfaction scores and corresponding perceived importance scores were paired to be plotted on the Importance-Performance Analysis Grid. IPA grid was used to provide a strategy for food service managers to counteract dietitian dissatisfaction.

This study was to investigate the factors which influence foodservice dietitians' job satisfaction and dissatisfaction by the elementary school foodservice type using questionnaires. The results of the study are as followings : 1) Foodservice types of the subjects were urban 49(23.2%), country 141(66.8%) and island 21(10.0%). 79.6% of the urban type were operated by the conventional, independent management system, where 38.3% of the country and 52.4% of the island type were operated by conventional, joint management system. 2) Urban type dietitians showed significantly lower satisfaction on their salary & promotion(1.5) compare to country & island types(p<0.05). Island type dietitians showed significantly lower satisfaction on the student's health improving(2.4) compare to country &urban types(p<0.05). 3) Dietitians of urban type were dissatisfied more 'personnel management(3.2)' than dietitians of other two types. Dietitians of country type and island type were dissatisfied more 'extra work load(2.6)' than dietitians of urban type. 4) Work load was lots orderly island, country and urban types. Working attitudes were the most positive at dietitians of urban type and the most negative at dietitians of island type. 5) Job satisfaction and dissatisfaction of dietitians were correlated with number of meals, number of school transfer, cook license, additional job and school foodservice location type.

The purposes of this study were to: 1) measure the levels of job satisfaction with five facets of a job: the work itself, promotion, pay, supervision and co-workers, 2) investigate the degree of job characteristics inventory which employees perceived, 3) investigate relationships between job characteristics and job satisfaction levels of the employees in hospital foodservice, 4) measure the levels of organizational commitment and investigate its relationships between job satisfaction and job characteristics, 5) investigate the relationships between job performance and job satisfaction, job characteristics of the employees in hospital foodservice. The questionnaire was developed based on modifying Job Descriptive Index developed by Smith, Kendall, Hulin and Job Characteristics Inventory developed by Sims, Szilagyi, Keller and Affective commitment Scale developed by Meyer and Allen. Subjects consisted of 76 employees in hospital foodservice. Data were analyzed for frequency, means, ANOVA, Duncan multiple range test, and pearson correlation using SAS PC Package. The results of this study were as follows. 1) Most of the respondents were 41 years up(39.5%) and married (92%). High school graduates were 59.2%. 10 years working experienced employees were 35%. 2) A majority of the respondents(44.7%) ranked work itself as the most important aspect. 3) They were the most satisfied with co-workers. 4) Satisfaction with work itself, wage, and supervision were found significantly related to age(p<0.05). 5) Task identify was the most prevalent job characteristics and then task identity. 6) Satisfaction with co-workers were found significantly related to job variety(p<0.05). Satisfaction with supervision and promotion were found significantly related to friendship(p<0.05). 7) Job satisfaction have not correlation with job performance. Satisfaction with supervision, co-workers were positively correlated with organizational commitment(p<0.01). 8) Job characteristics of dealing with others were positively correlated with job performance (p<0.05). Job characteristics of variety, autonomy, task identity were positively correlated with organizational commitment(p<0.05, p<0.01).

The purposes of this study were to: (a) measure the levels of job satisfaction with five facets of a job: the work itself, promotion, pay, supervision and co-workers and (b) investigate relationships between job characteristics and job satisfaction levels of the dietitians in school foodservice. Subjects consisted of 151 dietitians, with 91 in Seoul and 60 in KyoungKi-Do. The survey form was developed on modifying Job Descriptive Index developed by Smith, Kendall, Hulin and Job Characteristics Inventory developed by Sims, Szilagy, Keller. The responding rate was 81.7%. Data were analyzed for frequencies, means, t-test, ANOVA, Pearson correlation and multiple regression using SPSS PC Package. The results of this study were as follows: 1) Less than a half of the sample(40.9%) were 31 to 35 years, married were 62% and junior college graduates were 33.9%. 2) A striking majority of the respondents(81.7%) ranked work itself as the the most important aspect of their jobs. 3) The dietitians were the most satisfied with work itself, then supervision, co-workers, wage and promotion in decreasing order. 4) In relations of demographic factors to the job satisfaction, satisfactions with wage and co-workers were found significantly related to education. 5) Task identity was the most prevalent job characteristics. 6) The R2 for the multiple regression model was 0.26, indicating that 26% of the variance in job satisfaction could be accounted for the job characteristics. This model showed that friendship of job characteristics made the greatest contributions. The second was variety and the third was dealing with others. Especially dealing with others was negatively related to job satisfaction.