The purpose of this study was to investigate how constructs of job embeddedness (fit, links and sacrifice) affected innovation-related behaviors. This study also investigated the relationship between innovation-related behaviors and turnover intention. The samples of this study were employees of Daegu City restaurants who visited the 2010 Daegu Food Tour Expo on October 7-10. A total of 302 questionnaires were analyzed with the statistical methods of factor analysis, reliability test, and covariance structural analysis. There were two findings of the research. First, we found that fits, links, and sacrifice were positively related to innovation-related behaviors. Second, we found that innovation-related behaviors were negatively related to turnover intention. Therefore, restaurant managers in Daegu City should pay attention to providing employee organization that helps them to first in, makes sure that they have lots of links with other employees, and bestows as many wage and fringe benefits as possible. Also, restaurant managers should reward the innovation-related behaviors of employees.

본 연구는 뉴스 콘텐츠의 디지털화 과정에서 발생하는 여러 가지 변화들이 기자 들의 이직의도에 어떠한 영향을 미치는 지를 알아보고자 하였다. 현재 미디어 환경 의 변화로 인해 뉴스소비자들의 뉴스소비 스타일과 방식이 급격히 바뀌면서 이에 대응하기 위한 국내외 신문업계의 방안 중 하나가 통합뉴스룸이라 할 수 있다. 통 합뉴스룸은 기존의 종이신문과 방송 그리고 웹을 통합하여 텍스트 · 비디오 · 오디 오 · 그래픽을 아우르는 뉴스 콘텐츠를 생산하여 다양한 매체를 통해 뉴스를 공급 할 수 있도록 하기 위한 것이다. 본 연구는 통합뉴스룸 이후 국내 언론사에 종사하는 기자들을 대상으로 언론조 직 문화에 대한 인식과 조직몰입, 직무만족 등을 살펴보고, 이러한 변인들이 기자 들의 이직의도에는 어떠한 영향을 미치는 지 조사하였다. 이를 위해 통합뉴스룸을 도입한 신문사에서 종사하는 기자들을 대상으로 설문조사를 실시하였다. 분석결과, 국내 언론사에서는 관계지향형, 혁신지향형, 위계지향형등의 언론조직문화 유형중 위계지향형이 기자들의 이직의도에 영향을 미치는 것으로 나타났다. 또한 기자들의 이직의도에 영향을 미치는 요인을 알아본 결과, 조직몰입 및 직무만족, 그리고 직 무탈진 등이 기자들의 이직의도에 영향을 미치는 것으로 조사됐다.

The purpose of this study was to identify the competing values leadership of restaurant general managers and to investigate the impact of their competing values leadership on employee job satisfaction and turnover intention. A sample of full-time restaurant employees (n=360, 36% response) completed an e-mail survey. The results showed that among the eight sub-dimensions of competing values leadership roles, the monitor (4.04), producer (4.01), and director (3.99) roles were perceived as the most frequently used leadership styles of managers compared to broker (3.78), innovator (3.83), and mentor (3.91) roles (p <0.001). Additional T-test results suggested that an employees’ gender had an influence on how he/ she perceived the leadership style of their manager. Male employees were more likely to perceive that the director and mentor roles (4.19) were performed very well by their managers, while female employees perceived that their managers concentrated more on monitor (3.98) and producer (3.96) roles rather than on broker (3.73) and innovator (3.79) roles (p< 0.05). It was found that manager competing values leadership had a significant correlation with employee job satisfaction, and the mentor, coordinator, and innovator manager roles explained the relationship with 42.1% based on multiple regression analysis (p<0.001). In further findings, the manager competing values leadership roles had an effect on employee turnover intention. The results of the data were as follows: mentor and facilitator roles promoted a decrease in employee turnover intention and the director role caused employee turnover intention to increase. Ultimately, this study will be useful for restaurant managers to guide the application of appropriate competing values leadership roles in order to strengthen employee job satisfaction and to reduce turnover intention.

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.

This paper intends to test the relationship between organizational justice(procedural justice, distributive justice, interactive justice) and turnover intention, and the moderating effect of employee tenure. Data for this purpose were gathered from 571 employees in small and medium service industry of Seoul, Kyeonggi, and Kangwon province. Result of multiple regression showed that perceived procedural justice, distributive justice, and interactive justice have an negative effect on turnover intention. And results of hierarchical multiple regression to test the moderating effect of tenure showed that procedural justice has an negative effect on turnover intention, and such effect is more significantly apparent in short tenure employees. Distributive justice also appeared to have an negative effect on turnover intention, and such effect was more significantly apparent in short tenure employees. Interactive justice had an negative effect on turnover intention, and such effect appeared to be same irrespective of tenure.

This study is to investigate empirically the turnover awareness of key member working in Research & Development Division in high technology electronic R&D institute. Through the analysis of 106 questionnaires and individual depth interview with key member