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패밀리레스토랑 조리사의 조직공정성인지가 직무만족 및 경영성과에 미치는 영향
윤태환,최봉임,Yoon, Tae-Hwan,Choi, Bong-Im 한국식품조리과학회 2011 한국식품조리과학회지 Vol.27 No.2
The purpose of this study was to investigate the influence of a cook's understanding about organizational fairness on job satisfaction and business performance at family restaurants in Seoul. Frequency analysis, reliability analysis, factor analysis, and SEM were applied to analyze the data. First, a confirmatory reliability analysis indicated that organizational fairness, job satisfaction, and business performance were sufficient to be used in this investigation. Organizational fairness, job satisfaction and business performance had generally significant relationships by implementing SEM. According to the results, distributive fairness (p< 0.001), procedural fairness (p< 0.05) and interactive fairness (p< 0.05) had positive influence on cook's job satisfaction. Job satisfaction had a positive influence on financial (p< 0.05) and non-financial performance (p< 0.001). Therefore, for the purposes of food-service companies' continuous increases in business performance and competition are generally necessary to suitably manage the fairness of various policies such as job stability, promotions, impartial distribution of salary, bonus and welfare work, and internal marketing.
연구논문 : 패밀리레스토랑 조리사의 조직공정성인지가 직무만족 및 경영성과에 미치는 영향
윤태환 ( Tae Hwan Yoon ),최봉임 ( Bong Im Choi ) 한국식품조리과학회(구 한국조리과학회) 2011 한국식품조리과학회지 Vol.27 No.2
The purpose of this study was to investigate the influence of a cook`s understanding about organizational fairness on job satisfaction and business performance at family restaurants in Seoul. Frequency analysis, reliability analysis, factor analysis, and SEM were applied to analyze the data. First, a confirmatory reliability analysis indicated that organizational fairness, job satisfaction, and business performance were sufficient to be used in this investigation. Organizational fairness, job satisfaction and business performance had generally significant relationships by implementing SEM. According to the results, distributive fairness (p< 0.001), procedural fairness (p< 0.05) and interactive fairness (p< 0.05) had positive influence on cook`s job satisfaction. Job satisfaction had a positive influence on financial (p< 0.05) and non-financial performance (p< 0.001). Therefore, for the purposes of food-service companies` continuous increases in business performance and competition are generally necessary to suitably manage the fairness of various policies such as job stability, promotions, impartial distribution of salary, bonus and welfare work, and internal marketing.