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RISS 인기검색어
- 검색키워드
- 저자 : Pema, Elda (검색결과 3 건)
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Impact of Internal Marketing and Job Satisfaction on Intention to work during COVID 19
Lama,Tamang Pema 세종대학교 대학원 2022 국내석사
Abstract The purpose of the study was to know about the impact of internal marketing on job satisfaction and to provide empirical evidence on how employees with job satisfaction affect the intention to stay at work. Based on the survey, the questionnaire was created, and data was collected from the Nepalese employee who work as a part-time or full-time employee at a restaurant in South Korea. A Total of 164 employees’ response were used as this research’s respondents, the study results have clarified the concept model. According to results, Support and Communication were positively influence with job satisfaction. However, motivation did not statistically significant. Moreover, job satisfaction had a positive influence on intention to work during COVID 19. This study also measured the control variables from the demographic profile which showed that annual salary also had a positive influence on job satisfaction. Keyword: internal marketing, support, motivation, communication, job satisfaction, intention to work during COVID 19 국문 초록 내부 마케팅 및 직무 만족도가 코로나 19 기간 동안 근무 의향에 미치는 영향 세종 대학교 대학원 호텔관광경영학과 Lama Tamang Pema 이 연구의 목적은 내부 마케팅이 직업 만족도에 미치는 영향을 알고 직업 만족도를 가진 직원이 직장 유지 의도에 어떤 영향을 미치는지에 대한 경험적 증거를 제공하는 것이 었습니다. 설문 조사에 근거하여 설문지가 작성되었으며, 한국 식당에서 아르바이트 또는 풀 타임 직원으로 일하는 네팔 직원으로부터 데이터가 수집되었습니다. 이 연구의 응답자로 총 164 명의 직원 응답이 사용되었으며, 연구 결과는 개념 모델을 명확히 했습니다. 결과에 따르면, 지원 및 커뮤니케이션은 직업 만족도에 긍정적 인 영향을 미쳤습니다. 그러나 동기 부여는 통계적으로 유의하지 않았습니다. 또한, 직업 만족도는 COVID 19 동안 일하려는 의도에 긍정적 인 영향을 미쳤습니다. 이 연구는 또한 연간 급여가 직업 만족도에 긍정적 인 영향을 미쳤음을 보여주는 인구 통계 학적 프로파일의 제어 변수를 측정했습니다. 주요어 :내부 마케팅, 지원, 동기 부여, 커뮤니케이션, 직업 만족도, COVID 19 기간 동안 일하려는 의도,
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Essays on compensation structures and human capital migration
Pema, Elda Michigan State University 2003 해외박사(DDOD)
소속기관이 구독 중이 아닌 경우 오후 4시부터 익일 오전 9시까지 원문보기가 가능합니다.
This work focuses on compensation systems and migration patterns of high skilled labor. The first two chapters analyze compensation structures prevalent in internal labor markets. In particular, this part investigates tournaments and delayed payment schemes. The third chapter looks at the impact of fiscal policies on the interstate migration of human capital. The unifying theme of these essays is human capital, its rate of return, and its dynamics in a world with a public sector. The first chapter investigates the hypothesis that faculty promotions and compensation in institutions of higher education are determined on the basis of rank-order tournaments. A panel data set of economics professors from the Big Ten economics departments is used. Findings suggest that the performance-based ordinal ranking of economics faculty within their department has an impact on their salary. Higher wage differentials among grade levels appear to drive larger productivity differentials and increase incentives for self-promotion. Finally, evidence shows that people of higher perceived ability have lower probabilities of being promoted. This finding is interpreted as evidence of the handicapping phenomenon that arises in heterogeneous tournaments. The second chapter investigates delayed-payment schemes in the same internal labor market characterized by high skilled employees. The findings in this chapter reject the human capital theory explanation of steep wage-experience profiles resulting from human capital accumulation over time, in favor of the hypothesis that such profiles are a result of long-term incentive-compatible contracts. The first two chapters indicate that mobility affects the findings on the compensation structure. The third chapter, therefore, moves away from compensation of high skilled labor and looks at the migration patterns of human capital in a world with a public sector. This part employs Census data to assess the impact of local fiscal policies on the interstate migration of human capital. The literature on human-capital investment, mobility, and local public goods provision claims that high tax rates on labor in a state will induce a migration of skilled labor among identical jurisdictions. Findings suggest that higher average income-tax and sales-tax rates in the host state negatively affect migration rates of skilled labor. With respect to public spending on education, the data show that a higher share of education spending is associated with lower migration rates of high-skilled labor.
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